Summit Pacific Medical Center - Getting Closer!
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Our Bargaining Team met with Management Wednesday and bargained into the night. We were able to make a lot of headway on our outstanding issues. Just a few issues remain including:
Daily Overtime
Unpaid time off in certain circumstances
Grievance and arbitration process to handle contract violations
We were ready and willing to come to an agreement Wednesday night, but Management has said that they need to review our proposals further. We are eagerly awaiting a response from them so that we can move to voting on a fair contract for workers.
Your Bargaining Team: Angi Swinhart, Barbara Ford, Jessee Bednarik, Michael Granstrom
Bartell Drugs - Bartell’s (actually Rite Aid) Says Spare Change Only for Wages
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We met with Bartell Drugs (actually Rite Aid) again today to bargain over our pension, health care, and most importantly our wages.
Their reaction to our wage proposal was surprising, as it seemed to us that they thought we had just asked for the $8.6 million that the Rite Aid CEO made in 2020. They claimed that our proposal was “pie in the sky” and that even though we made substantial changes to our proposal, it was characterized as just “shaving nickels.
We were then shocked that Bartell’s (actually Rite Aid) only added a nickel to both of their 10-cent wage increases to make it them just $0.15. And these increases again came with no guarantee to be in addition to increases in the minimum wage.
“We did a lot more than just ‘shave nickles’ from our proposals. But somehow they think adding nickels amounts to a living wage”
— Kia Haggerty
We head back to the bargaining table May 7!
Upcoming Meetings
Tuesday, April 27
6:00 PM
Thursday, April 29
7:00 PM
Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out.
Zenith American Solutions - Progress Made, but More Work to Be Done
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Your bargaining team met with management on April 19 and 21 to continue negotiations. We reached agreements on many of the remaining language proposals but there are still a few more to discuss.
We also passed the employer our Healthcare and Pension proposals, that would eliminate the additional healthcare costs for employees and increase the employer’s contribution to your pension. We look forward to getting a response from them on those proposals and hope to start digging in on wages in the coming sessions.
“We feel encouraged by the movement at the table this week. But we still have a lot of work ahead as we discuss economics.”
— Sue Wehmeyer
Your Bargaining Team: Carlotta Bogdon, Sr. Fund Accounting Specialist; Debbie DeVore, Sr. Pension Processor; Sue Wehmeyer, Sr. Claims Processor.
Questions or concerns? Contact your Bargaining Team or Union Rep, David Trujillo @ dtrujillo@ufcw21.org or 360-419-4665
Kaiser Spokane Pharmacy Techs - Progress on Our Issues
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On April 15, our Bargaining Team met with Kaiser to continue negotiating on important language issues. We made gains in conversations regarding seniority dates and highlighted how important this is to members. We worked collaboratively to make improvements to the Vacation PTO request process. Our team discussed weekend on-call shifts and industry standards on standby pay and call-in premiums. Other top issues worked on include daily overtime and scheduling and lunches/breaks. A big thank you to everyone who shared feedback regarding preferences for breaks- this helped our team to work through ideas and solutions to make sure everyone is getting their breaks.
The Union proposal to maintain our current retirement plan is currently being reviewed by the Kaiser National Benefits Department and we will share more details soon.
Our next bargaining date is scheduled for April 29 and the entire day will focus on the topics of Floats and Staffing.
Questions or ideas to share, please reach out to the Bargaining Team or Union Representative Maureen Hatton at 509-340-7370
“We are excited that we are pushing forward! It’s motivating to see movement and we look forward to talking to everyone as we prepare for the next session.”
– Jackie McFarlen and Tiffany Yeates, Bargaining Team
UFCW 21 Statement in Response to Today’s Guilty Verdict in the Trial of George Floyd’s Killer
/While we are gratified that the Floyd family and the community of Minneapolis received a form of justice today with a guilty verdict, we recognize that one verdict cannot fix a racist justice system. Nor can it bring back the life of George Floyd, nor the countless other Black, Indigenous, and People of Color whose lives and opportunities have been lost to racialized policing and systemic racism in its many forms.
UFCW 21 stands for economic, political, and social justice in our workplaces and in our communities. We know that racism and white supremacy keep us separated from each other and undermine our collective power, and that the best way to defeat these systems of oppression is to work in solidarity to build a diverse working-class movement. We believe in working together toward the future we want to see.
Over the past year, UFCW 21 members have continued our fight for racial justice in bold new ways, including demanding police accountability in the labor movement, attending many Black Lives Matter events, trainings, and protests, and fighting for the right to wear Black Lives Matter insignia at work, as well as standing in solidarity with nonunion workers fighting for these same rights.
We are working within our labor movement and our communities to place racial justice at the heart of our plans for the future.
To sign up to be connected with resources on how our Washington State labor movement and local Labor Councils are working for racial justice, click below:
Want Black Lives Matter buttons for your workplace? Text your name and work location to (803) 820-2121.
Read what UFCW 21 membership and leaders shared at the time of George Floyd’s death in 2020.
PCC - Holding the Line on Economics
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Hundreds of PCC workers, customers, elected officials, labor allies, and other community supporters joined informational pickets outside PCC stores on Wednesday, calling attention to our fight for a fair contract and the co-op’s need for worker representation on the Board of Trustees. We rallied outside the Columbia City, Central District, Edmonds, and Bellevue stores.
On Friday April 16, our bargaining committee met with PCC to present our economic response to PCC’s wage offer of $0/.25/.25 for Journey Grocery and $0/.30/.30 for Journey Meat and no increases to the bottom of any scale – even as minimum wage increases. PCC had also proposed a two-tiered system that would pay new hires less for current work done in Groups A and B.
Our economic response Friday included:
$1.50 Increases for journey each year and increases throughout the scale retroactive to January
Improved language for helper clerk promotion
Longevity increases for long-tenured employees
Increases to night and evening premiums
Improving and securing our Retirement and tying contributions to a percent of wages instead of a fixed rate.
To move closer to agreement we have accepted Management’s proposal to maintain separate scales inside and outside Seattle. We have proposed increases at the bottom of the scales that would bring the two scales closer together. We have also proposed wage escalators to ensure that each scale starts at least $0.25 above minimum wage as minimum wages increase.
Let’s Return the Co-op to its Roots and vote for worker candidates Donna and Laurae in the PCC Board elections!
“We brought all of your energy from the info pickets to the bargaining table to make sure we could hold the line on our economic demands. Thanks for giving us your support and enthusiasm to keep pushing PCC for a fair contract. We need to keep that energy up!”
– PCC Bargaining Team
Atsuko Koseki, Edmonds Deli;
Greg Brooks, Fremont Meat;
Keith Allery, Greenlake Village Deli;
Quinn Ráo, Ballard Front End; Scott Shiflett, Redmond Meat; Yasab Pfister, Burien Front End
Our next bargaining dates are 4/26, 4/27, and 4/30.
MultiCare Update - April 19, 2021
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“We’re tired of moving in slow motion, it’s time for the employer to show some interest.””
Your Bargaining Team: Alexis Dotts, Glen Steele, Gregg Barney, Heidi Strub, Jamie Fenton, Julianna Van Enk, Kelly Gusman, Kurtis Chaffin, Patricia Brown, Ryan Boyd, Sammy Bainivalu, Teri Kruse, Wanda Rodriguez-Ramos, Yvette Broeckel
Your Bargaining Team met with Management again on April 6 and 13 only to hear more of the same… “not interested.”
We have been negotiating with MultiCare since January and the employer has refused to make any significant movement during the last few months. We have brought to Management’s attention the many issues that our members said need to be addressed, however, they have shown no interested in making any changes. They have REJECTED our proposals to:
Freeze healthcare costs for the life of our contract,
Reduce healthcare eligibility from 0.75 FTE to 0.60 FTE,
Create a flexible incentive plan when accepting extra shifts above our FTEs,
Have more control over our PTO banks (eliminate PTO-WS program),
Force the employer to hire FTEs when overusing per-diem staff,
Competitive wage increases to help with recruitment and retention.
They also continue to push for the removal of Presidents Day as a holiday, demand more control over your work schedule and want to make significant changes to our seniority / layoff language. Their latest 1% / 1% / 1% wage proposal was insulting but not surprising after months of this behavior from Management, they just do not seem to care.
We cannot continue to tolerate the delay and must force the employer to move on these issues. Please take a moment to fill-out the online MultiCare Staffing Survey and tell Management that we deserve better. Additionally, beginning April 21, you should reach out to your Bargaining Team member or Union Representative for a “We are the Care in MultiCare” button to wear in the workplace.
Your Bargaining Team will meet with Management again on 4/20, 27; 5/11, 18, 25; 6/1.
UPCOMING DATES TO HOLD
April 21: “We are the Care in MultiCare” button launch
May 12: Virtual Campaign Update Meeting 9AM & 6:30PM
May 13: Community Car Caravan Action 3PM- 5PM
Sign the Staffing Petition!
Click-List - Safety First! UFCW 21 Bargains Over New Internet Shopping Carts
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On Thursday, April 15, the Union met with Fred Meyer representatives about the expanded internet shopping carts that were introduced to many stores. Since internet shoppers have started to use the new carts, many workers have reported not only that they are hard to start, stop, and safely handle; but have also reported that aches, pains, and even injuries have been on the rise.
We started off by asking a lot of questions like:
Did they do tests on these new carts to determine what the maximum safe weight is?
Did they train anyone on how to safely operate them to prevent injuries and industrial illnesses?
What efficiency have they gained from the new carts?
We expect Fred Meyer to provide answers to these questions and more at our next meeting on May 5.
“We are just beginning the process and to hold Fred Meyer to account for decisons that adversely impact workers. I look forward to hearing their response at our next meeting.”
– Maggie Breshears
Join us for our next online meeting!
Thursday, April 22
6:00 PM
Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out.
April Telephone Town Hall Calls
/As COVID restrictions make it more difficult to meet in person and members face increased risks and concerns around COVID safety and other issues, we are continuing regular Telephone Town Hall calls for members to get important updates, ask questions of union leadership and special expert guests, and come together to plan how we can keep each other safe and fight for fairness at work even during this ongoing crisis.
UFCW 21 Member Telephone Town Hall
Monday, April 19 at 6:30 PM
☎️ 888-652-2664 Meeting ID: 5853
All you have to do is pick up the phone when it rings between 5:30-5:40pm on Monday, or if you don’t receive a call, just use the call-in number and Meeting ID above.
UFCW 21 Health Care Member Telephone Town Hall
Monday, April 19 at 7:30 PM
☎️ 888-544-2310 Meeting ID: 5854
All you have to do is pick up the phone when it rings between 5:30-5:40pm on Monday, or if you don’t receive a call, just use the call-in number and Meeting ID above.
COVID Vaccine Information for UFCW 21 Members
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Many UFCW 21 members have already been vaccinated to protect against COVID-19. Many other members have questions about eligibility, how to find accurate vaccine information, and what we can do as a union to advocate for our right to vaccine access. Here’s the basics:
ELIGIBILITY
NEW April 15, 2021: Everyone in Washington State who is 16 years or older is now eligible for the vaccines that protect against COVID-19. The vaccine is free, does not require a co-pay or insurance, and can protect you and your loved ones from catching and spreading COVID-19.
GETTING VACCINATED
There are multiple options for people seeking vaccines in Washington State. UFCW 21 is working closely with partners at the city, county, and state level, along with our employers and our health care trust, to make free vaccines accessible to all members as quickly as possible. Here are the main ways you can get vaccinated right now:
Through your union: Speak with your Union Rep for information about vaccine appointments available to you through the union. We have held vaccination events at our union hall, and are working with partners across the state to make appointments available to UFCW 21 members at pop-up vaccination clinics, mass vaccination sites, and in our workplaces so members can access vaccines at convenient locations and times. If you have questions or need help, you can also contact us by email at vaccine@ufcw21.org.
Through your employer: Your employer may be able to vaccinate staff at work, either through a pharmacy or clinic in the workplace or a vaccination event on-site. We have worked with many employers to ensure that everyone gets access. If your employer is vaccinating people at work and you have any questions or concerns about the process, contact your Union Rep.
Through a city, county, or state-run mass vaccination site:
King County: Sign up here to be put on the notification list for available vaccines in Seattle and King County at sites in Rainier Beach, West Seattle, and at Lumen Field (formerly called CenturyLink Field) - Anyone who lives or works anywhere in King County can sign up through this form
Southern and Eastern WA: Click here to learn more about vaccination sites in Kennewick, Ridgefield, Spokane, and Wenatchee
Through a vaccine provider near you: Anyone who is eligible for a COVID vaccine can make an appointment at a provider in your area. This tool collects all available vaccine appointments in one place:
Need Help?
UFCW 21 members on the Sound Health & Wellness Trust can contact our Guardian Nurse service for assistance making COVID vaccine appointments by calling (877) 362-9969 and selecting option 2 (8am - 5pm).
You can also contact your Union Rep (just call our main office at 1-800-732-1188 to be connected to your Union Rep) or email vaccine@ufcw21.org.
KING COUNTY: Anyone who lives or works anywhere in Seattle or King County can call the Seattle Customer Service Line at 206-684-2489 from Monday through Saturday, between 8 a.m. - 5 p.m. for assistance. In-language assistance is available over the phone.
STATEWIDE: Call the state COVID hotline at 1-800-525-0127, then press #. You can request help making a vaccine appointment.
VACCINE INFORMATION
There are three approved vaccines for COVID-19: one made by the company Pfizer (sometimes called the Pfizer-BioNTech vaccine), one by the company Moderna, and one made by the company Johnson & Johnson (sometimes called Janssen). Currently, the Pfizer vaccine is authorized for people ages 16+ and the Moderna and Johnson & Johnson vaccines are authorized for ages 18+. There are more vaccines in late-stage trials and in earlier phases of development and testing. On April 13, the CDC recommended states pause in administering the Johnson & Johnson vaccine while they evaluate it further, and Washington State vaccine providers have complied.
There is a lot of information out there about COVID vaccines. We encourage members to look at the verified scientific information about these vaccines and be thoughtful about the sources of the information you rely on for a decision like this. Getting vaccinated is a choice, but it is a choice that affects your health and safety and our whole community, and it can help bring an end to a global health crisis.
Here are some places to start:
UNION ADVOCACY
Our local and our international union feel strongly that essential workers have served our communities throughout this crisis and many of us are facing high risk of exposure at work, whether from the public or from close contact with coworkers. We have been advocating at the federal and local level from the very beginning of vaccine prioritization discussions for priority vaccine access for all frontline workers, including those in health care, grocery stores, meatpacking and food processing, and any other frontline essential workers.
UFCW 21 Named to Washington’s Vaccine Command Center
Our state has formed a partnership with companies, organizations, and unions that have the expertise to help ramp up our state’s ability to vaccinate people safely and quickly. We will ensure frontline workers have a voice in the broader plan for vaccination throughout this process, along with our role ensuring a high level of training and coordination.
UFCW Union Advocacy In the News:
KIRO 7: Intense lobbying underway to move essential workers up in vaccine line (12/10/20)
NW News Network: Teachers, grocery workers, prison guards and oldest Americans may be next in line for COVID vaccine (12/22/20)
KING 5: Union wants Washington grocery store workers vaccinated as soon as possible (1/4/2021)
Q13: Confusion over Washington state vaccine timeline grows (1/15/21)
KING 5: Washington starts COVID-19 vaccine Phase 1B with lower age threshold and adds more mass vaccine sites (1/18/21)
MyNorthwest: Gov. Inslee unveils public-private partnership to ramp up vaccine distribution statewide (1/18/21)
Public Health Insider: One Million Shots and Counting: A Tribute to the Community Partners Who Helped Us Get Here (4/7/21)
Hood Famous Bakeshop - Contract Vote Scheduled
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Contract Vote Scheduled
OUR BARGAINING TEAM IS RECOMMENDING A YES VOTE
As mentioned a few weeks ago, our Bargaining Team reached a tentative agreement with Chera & Geo on the first Hood Famous Bakeshop contract. Now the only thing left to do is to hold a contract ratification vote.
We have been working on the vote details and are finally ready to announce that a contract vote has been scheduled for Friday, April 30. This vote will be held in-person at our Seattle Office with strict COVID-19 precautions in place.
Hood Famous Contract Vote
Friday, April 30
8 AM - 10 AM
4 PM - 6 PM
5030 1st Ave South
Seattle, WA 98134
When at the vote meeting, you shall be given a full copy of the proposed contract with Union staff available to answer any of your questions. You will be given as much time as necessary to review the documents so long as you arrive by the designated polling times. Anyone who arrives outside of the designated polling times shall not be permitted to enter the vote meeting.
The face mask requirement, capacity limits, and social distancing will be strictly enforced, including those who have been vaccinated.
Protections in Washington State for High-Risk Workers
/NEW April 8, 2021: The proclamation protecting high-risk workers has been updated in the face of increased vaccination of Washington’s population, the length of the COVID-19 pandemic, and updates to the CDC’s categories of at-risk people. The information on this page has been updated to reflect the new modifications to these protections.
Governor Inslee has issued and extended a proclamation protecting working people who may be at higher risk for serious illness or complications from COVID-19. This proclamation is in effect through the end of Washington’s state of emergency, or until otherwise amended or rescinded. There is no set date for the expiration of these protections.
Workers who are covered by this proclamation are called “high risk employees,” and the term means anyone defined by the Centers for Disease Control as being more likely to get severely ill from COVID-19, as outlined on the CDC’s website listing risk factors and medical conditions that current science says may make someone more likely be hospitalized, need intensive care, require a ventilator to breathe, or even die if they were to contract COVID-19. Click the button below for the CDC’s list of these conditions.
In Washington State, your employer is required to provide accommodations to you at work that protect you from risk of exposure to COVID-19 if you are a high-risk employee and you request accommodations. These accommodations can include, but are not limited to:
telework
alternative or remote work locations
reassignment
social distancing measures
If your employer determines that an alternative work arrangement is not feasible for you, they must permit you to use all your available accrued leave options or unemployment insurance, in any sequence and at your discretion, and they cannot retaliate against you for doing so. If you use up your paid time off, your employer still cannot permanently replace you at work for exercising your rights under this proclamation.
Effective April 23, 2021, your employer can require medical verification to confirm you are covered under these protections. According to the Governor’s new order, they are required to follow the same interactive process required by state and federal disability laws, which means you should have a reasonable amount of time to respond. You or your employer can start the process of providing medical verification as soon as April 9, 2021, but your employer can’t mandate that you start this process before April 23, 2021.
Also effective April 23, 2021, your employer does not have to maintain your employer-related health insurance benefits unless you are otherwise eligible for Family Medical Leave Act (FMLA) status or an extension of your benefits is covered by your contract or other condition of employment.
If your employer wishes to terminate your health benefits or change your alternative work arrangement, they must give 14 days notice in writing. They are still required to utilize all available options for alternative work assignments to protect you from exposure to COVID-19 if you are a high-risk worker and you request protections. These protections are in effect for both public- and private-sector workers. There are no exceptions.
If you would like to exercise your rights under this proclamation, and your employer doesn’t allow you to do so, connect with your Union Rep for help.
UNEMPLOYMENT ELIGIBILITY
Worker successfully made the case for some updates to our state’s unemployment insurance system, and that has included making high-risk workers’ eligibility for unemployment insurance during public health emergencies like the COVID-19 pandemic part of state law. Thank you to the workers who fought for these protections and the lawmakers who listened. Read more about this state law here.
As of April 4, 2021, an unemployed person who has left work voluntarily and is high risk or lives with someone who is high risk is eligible for unemployment benefits in our state. Speak with your Union Rep to discuss your options for workplace accommodations that will protect you and unemployment insurance benefits if you are on leave.
Scroll down for a list of answers to Frequently Asked Questions on our state’s high-risk worker protections and a list of health conditions that may put you at higher risk for serious COVID-19 complications.
Further Reading:
Governor Inslee’s modification of the original proclamation (April 8, 2021)
Governor Inslee’s extension of the proclamation (July 29, 2020) - This extension will be rescinded as of April 23, 2021
Governor Inslee’s memo clarifying the extension of the proclamation (July 29, 2020) - This memo will be rescinded as of April 23, 2021
Governor Inslee’s original proclamation protecting high-risk workers (April 13, 2020)
CDC’s list of conditions that may put you at increased risk for severe illness from COVID-19 (revised March 29, 2021)
Frequently Asked Questions About High-Risk Worker Protections
Are health care workers, essential workers, or any other category of workers excluded from these protections?
No. There are no exclusions. Regardless of your job, if your health care provider determines you are a high-risk employee, your employer must offer you accommodations and protections under this proclamation.
What kind of verification do i need to provide to my employer to show that I am a high-risk employee?
Your employer can require medical verification from a health care provider who assesses your medical condition, vaccination status, and the circumstances of your job or workplace to determine whether you are high risk and whether you can return to the workplace with additional accommodations to protect you from exposure. If your employer is not accepting documentation you think is sufficient, contact your Union Rep for support.
Can my employer contact my doctor or health care provider without my permission?
No. Providing your employer with documentation of your status as a high-risk employee does not give a health care provider the right to share further information about your health with your employer, unless you have given them explicit permission to do so. (If you signed a document releasing your medical information, check carefully to see what it allows your provider to share.) Sharing medical information without your consent could be a violation of the Health Insurance Portability and Accountability Act (HIPAA), and if it happens you should contact your Union Rep to determine next steps that protect your privacy and your right to accommodations.
If my employer offers accommodations that I don’t think are good enough to keep me safe, do I have to accept them anyway?
No, you have a say in what accommodations are safe for you. The governor’s proclamation says decisions about this “cannot be left solely to the employer.” Again, if your employer is not offering acceptable accommodations, talk to your Union Rep.
My employer wants me to telework, but I would rather take leave. Can I do that?
You may be able to choose leave instead of telework, but it’s not a guarantee. You should request what you think is safe and fair, and get support from your Union Rep to make it happen if your employer refuses to accommodate you. The state has asked employers to be flexible with employees and respect requests for leave, and gives you a say in what you consider safe. Your employer may be able to argue that telework is appropriate.
can my employer force me to return to work if i am vaccinated, or because i have been working from home or on leave for a certain period of time?
If your medical provider has verified that you are a high-risk employee and should not return to the workplace, your employer cannot require you to return by threatening to terminate your position, and they must continue to provide you with accommodations that protect you against exposure to COVID-19.
What kinds of paid leave can I use if my employer can’t protect me from exposure at work?
You can use any accrued leave you have, including vacation, sick, compensatory time, exchange time, personal holiday, or federal Emergency Paid Sick Leave. You can also use Unemployment Insurance during your time away from work, even though your employer is not allowed to permanently replace you.
How do I use Unemployment Insurance for this purpose?
When you file for unemployment, your employer should provide the state’s Employment Security Department with appropriate documentation to support your unemployment claim. If you need help applying for unemployment, contact your Union Rep or get in touch with our partners at the Unemployment Law Project.
Do I have to use all my accrued leave first before filing for unemployment?
No. Under this proclamation, workers in high-risk categories are allowed to use accrued leave or unemployment insurance in any order and at your discretion. Your employer cannot force you to use up your accrued leave before you file for unemployment.
CDC List of Potentially Higher-Risk Conditions
The CDC has altered the way they categorize the risk factors and medical conditions that can put people at increased risk for severe illness if they were to contract COVID-19. There is no longer a distinction between “at increased risk” or “might be at increased risk.” Instead, they list all health conditions or health histories that current science says may contribute to a person’s higher risk of COVID complications, and they provide links to the science they rely on to make these decisions. The CDC list is regularly updated, and includes a link at the top of the page so you can see the last time they made an edit to their list. As of April 13, 2021, here are some of the health conditions that are included:
Cancer or a history of cancer
Chronic lung or kidney disease
Dementia or other neurological conditions
Diabetes
Down syndrome
Heart conditions
HIV
Weakened immune system (being immunocompromised)
Liver disease
Body Mass Index over 25 (being overweight or obese)
Pregnancy
Sickle cell disease or thalassemia
Being a current or former smoker
Solid organ or blood stem cell transplant
Stroke or cerebrovascular disease
Substance use disorders (such as alcohol, opioid, or cocaine use disorder)
Town & Country - COVID-19 LOU Extended
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We have reached an agreement with Town & Country to extend our COVID-19 letter of understanding with some new improvements. This agreement provides members with special rights such as:
Appreciation pay at the rate of $2.00/hr until at least April 30 with the possibility of further extensions.
If the Allied Employers (Safeway, Albertsons, Fred Meyer, and QFC) agree to pay its employees more, Town & Country agrees to pay the higher amount.
Town & Country agrees to notify the Union whenever managament identifies a COVID-19 positive test in a UFCW 21 represented worksite.
Employees who report to work and are subsequently sent home after failing a COVID-19 health screening shall be paid replacement pay for all hours lost during their scheduled shift.
Employees who are diagnosed with COVID -19 or are required to quarantine because of an exposure shall be paid up to ten (10) days of replacement pay while they are unable to work.
This agreement shall remain in place for the remainder of the COVID-19 pandemic. Please contact your Union Representative at 1-800-732-1188 if you have any questions.
UFCW 21 Endorses Council Member González for Seattle Mayor
/For Immediate Release: Monday 4/12/21 | Contact: Tom Geiger, UFCW 21, 206-604-3421
SEATTLE, WA — Today, UFCW 21, the region’s largest labor union, announced its endorsement of Council Member Lorena González for Seattle Mayor. The working partnership with our worker-led union goes back nearly a decade — a decade of both great progress and great strife for working people in our city. The Mayor of Seattle can be a major force for leading change and our belief is that González is the best candidate for our city and that she will help meet the potential to reduce inequity, reduce racial injustice, and improve the rights and daily lives of working people. UFCW 21 has been at the center of efforts for over a decade to forward workers’ rights and lead the nation.
González reacted to the news: “I’m proud to have the support of UFCW 21's 46,000 hard-working members. Their workers are vital to our city's economy and have been on the front lines during the COVID-19 pandemic. I'm proud to have worked with UFCW 21 on the city council to establish the Office of Labor Standards, protect workers from scheduling instability and to provide hazard pay for grocery store workers during the pandemic. As Seattle's next Mayor, I will continue to work with our essential workers to ensure the safety and health of working people and to create good-paying jobs."
Our city was one of the first to pass a dramatically higher minimum wage, paid sick days, secure scheduling, and most recently hazard pay for essential grocery store workers. González has been there with us all along the way, providing savvy, principled and progressive leadership.
"Council Member González was a great partner in the fight for the Secure Scheduling law to help us have more control over our schedules at work and to better plan time with family. As a grocery store worker and elected board member of UFCW 21, I'm very happy she has our full support to become Seattle's next mayor," said Maggie Breshears who works at Fred Meyer in Greenwood.
"Last year, after continued problems and the Seattle Police Officers Guild’s refusal to meet community demands for major police reform and accountability, UFCW 21 heard the community’s demands, and we took a leadership role in the Labor community and fought for and succeeded at having SPOG removed from the MLK Labor Council. Everyone, people of all races and economic levels need police justice and should have equal access to that justice in our communities. Seattle has a lot of work to do along these lines and we feel Council Member González can help lead that work as Mayor," said Sam Dancy, a longtime QFC worker in West Seattle and elected Executive Board member of UFCW 21.
As an at-large member of the council, González has been elected by voters across the city. And as an attorney and advocate, she has a long record of caring, action and success for the working people of the city and beyond. Her own story combines the hard struggle of an immigrant family, a farmworker family. She understands firsthand the trials of racism, the inequality in our economy, as well as the benefits of getting a strong public education and the importance of getting organized and involved in community.
UFCW 21 Member Chris Navarrette awarded Key to the City of Federal Way
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Chris Navarrette, Cheese Monger at Fred Meyer #111 Federal Way accepting the Keys to the City of Federal Way
This week, UFCW 21 member and Fred Meyer worker Chris Navarrette was given the Key to the City of Federal Way, on behalf of the Federal Way grocery store workers who have served our community throughout the pandemic.
Chris was also honored for his work on a hazard pay ordinance in the City of Federal Way. After speaking up about hazard pay in a video for union negotiations with Fred Meyer, Chris attended a UFCW 21 webinar on what it takes to organize around hazard pay at the city level. He helped spur negotiations for a Federal Way hazard pay ordinance, which is now being considered by Federal Way City Council, and he testified at a city council meeting.
Here’s what Chris had to say at his Key to the City ceremony:
“Good evening, I am honored to accept this key to the city on behalf of all grocery workers in Federal Way. Since the start of this pandemic, grocery workers have gone to work every day, putting themselves and their families at risk in order to keep our communities fed. I am grateful that the Mayor and the City Council are recognizing the hard work of grocery workers during this unprecedented time. I am also pleased that the city is going to consider hazard pay for grocery workers. While I am the individual that is accepting this award, it is truly deserved by each and every grocery worker in this city. Thank you again for this honor, and it is a privilege to participate in this ceremony with so many other essential workers.”
Want to organize around workers’ rights in your area or get involved in local politics where you live to help make sure working people have a voice? Talk to your Shop Steward or Union Rep about how to get involved!
Providence - Info Picket on May 5!
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We have been at the bargaining table with Providence Everett, Centralia, and St. Peter’s Hospital for several months now and all we have seen from Providence is TAKEAWAYS and subpar contract language. It is time that we take our contract fight to the street and show the community and our patients how Providence treats its FRONTLINE WORKERS.
At Providence Centralia, the Hospital proposed a 2% merit increase outside of contract negotiations for the Techs and Support Services units. We did not ask for a merit increase at the bargaining table, but as a team we agreed to the increase and view it as a recognition of our work during the pandemic. We still plan to fight for longevity step wage increases, annual wage increases, and competitive hourly wage rates! On top of that, Providence continues to propose language which would allow them to change policies during the life of the contract and has rejected some core standards we have in all union contracts like “just cause.”
At Providence St. Peter’s, we asked the Hospital why they offered Centralia a 2% increase. The Hospital’s response was that Centralia has received a merit increase every year and St. Peter’s has not, therefore Centralia’s “status quo” is to receive a merit increase. This is statement is misleading! We have received merit increases every year except in 2020. While we are in contract negotiations, the Hospital cannot change policies or procedures and must continue all current practices, this is the “status quo,” but they can offer merit increases if they ask the Union. Their claim that their hands are tied is false! If they wanted to give us a merit increase like Centralia they could do so! On top of that, we have made a lot of movement at the table, but they continue proposing contract language which allows them to change policies during the life of the contract. We cannot agree to this weak contract language!
At Providence Everett, we will have our next mediation sessions on April 12 and 16. We expect Providence to continue pushing back on our improvements to contract language and competitive wage increases. In addition, the Hospital continues to propose the elimination of EIB, reductions to PTO, mandatory paid parking, below market wage increases, and no increases to premium pay.
It is clear to all the bargaining teams that to win a good contract we need to pressure them with workplace actions! They need to see that we are willing to fight and will not agree to their bad deal! We will be holding an informational picket on May 5th at all three hospitals, including both campuses in Everett. You are allowed under the National Labor Relations Act to take collective action and not be retaliated against! We are asking that you stand on the picket line during your free time, meaning before/after your shift, during your lunch break, or on your day off. If you cannot attend because you are working, please have your family/friends attend the picket on your behalf! Family, friends, and the community are welcome to our picket!
Please RSVP and share the RSVP link with your coworkers, including the nurses at PSPH and PCH! If you would like to distribute picket RSVP cards, please reach out to your Union Rep Erin McCoy 206-436-6598 (PCH/PSPH) or Anthony Cantu 206-436-6566 (PRMCE).
In Solidarity, PCH Support Services and Tech Bargaining Team, PSPH Tech Bargaining Team, and PRMCE RN Bargaining Team
Providence St. Peter’s (Olympia)
Wednesday, May 5 @ 2-5pm
413 Lilly Rd NE, Olympia, WA 98506
Providence Everett (Colby Campus)
Wednesday, May 5 @ 3-5pm
1700 13th St, Everett, WA 98201
Providence Everett (Pacific Campus)
Wednesday, May 5 @ 3-5pm
916 Pacific Ave, Everett, WA 98201
Providence Centralia Hospital (Centralia)
Wednesday, May 5 @ 2-5pm
914 S Scheuber Rd, Centralia, WA 98531
MultiCare Bargaining Update - Sign the petition!
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Sign the Petition!
It’s no secret that MultiCare has continuously failed to properly staff our departments, which reduces the quality of patient care and contributes to staff burnout. We have been sounding the alarm for years, but administration has refused to fix the problem.
Management’s recent wage proposal will only make matters worse. Their 1% /1% /1% wage proposal would make our wages so uncompetitive that the recruitment and retention of staff would be nearly impossible.
Join your co-workers by signing the MultiCare Staffing Petition and tell Management that we deserve better: bit.ly/mc-staffing
Bargaining Team: Alexis Dotts, Glen Steele, Gregg Barney, Heidi Strub, Jamie Fenton, Julianna Van Enk, Kelly Gusman, Kurtis Chaffin, Patricia Brown, Ryan Boyd, Sammy Bainivalu, Teri Kruse, Wanda Rodriguez-Ramos, Yvette Broeckel
Join the UFCW 21 MultiCare Facebook page for the latest updates: facebook.com/ufcw21multicare
Service Linen Supply Bargaining Begins
/Service Linen Supply
Bargaining Commences!
On April 7, 2021 we met with Service Linen Supply and gave them our first proposal. The Company responded with takeaways to holidays, limiting union representative’s access to the plant, and no guaranteed “across-the-board” wage increases. The Company said they lost business due to the pandemic, but we believe that they can afford to give us competitive wage increases! We heard from you all that wages were a priority for this contract. The hourly minimum wage in Washington State is currently $13.69 and the least paid workers at the plant make $13.79. That is only ten cents above minimum wage! We need better wage increases to retain workers! Also we have worked through an entire pandemic without receiving hazard pay. The Company needs to recognize the hard work that we do and provide fair and competitive wage increases!
Our next bargaining session will be on May 12 and 14. In the meantime, we need to show the Company that we are willing to fight for competitive wage increases and will not accept any takeaways! We will be holding a sticker action later on in April. Please contact the Union Rep, Monica Smith (206)436-6524, if you have any questions.
In solidarity, Union Bargaining Team
Service Linen Supply
¡Empezamos negociaciones!
El 7 de abril de 2021 nos reunimos con Service Linen Supply y les dimos nuestra primera propuesta. The Company respondió con eliminaciones de días festivos, limitando el acceso del representante sindical a la planta, y sin aumentos salariales “a lo general” garantizados. ¡La Compañía dijo que perdieron negocio debido a la pandemia, pero creemos que pueden dar incrementos salariales competitivos! Escuchamos de todos ustedes que los salarios eran una prioridad para este contrato. El salario mínimo por hora en el estado de Washington es actualmente de 13.69 dólares y los trabajadores menos remunerados de la planta hacen 13.79 dólares. ¡Eso es sólo diez centavos por encima del salario mínimo! ¡Necesitamos mejores incrementos salariales para retener a los trabajadores! También hemos trabajado a través de toda una pandemia sin recibir pago adicional. ¡La Compañía necesita reconocer el arduo trabajo que hacemos y brindar incrementos salariales justos y competitivos!
Nuestra próxima sesión de negociación será el 12 y 14 de mayo. Mientras tanto, necesitamos demostrarle a la Compañía que estamos dispuestos a luchar por aumentos salariales competitivos y ¡no aceptaremos ningún tipo de eliminación del contrato! Estaremos realizando una acción de pegatina más adelante en abril. Póngase en contacto con el representante de la Unión, Monica Smith (206) 436-6524, si tiene alguna duda.
En solidaridad,
Equipo de Negociación de la Unión
United Actions calling out Kroger for Store Closures and Bully Tactics
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MEDIA ADVISORY for Thursday, April 8, 2021 at 11 AM
For immediate release: April 7, 2021
CONTACT: Tom Geiger, UFCW 21, 604-3421
Grocery Store Workers and Community in Long Beach, LA, and Seattle To Call Out Kroger for Bullying and Store Closures
The Kroger Co. Announced Closures of Seven Neighborhood Stores to Avoid Paying Workers a Temporary Wage Increase After Profiting $2.6 Billion During the Pandemic, Investing Earnings on Stock Buybacks Instead
Seattle, WA – On Thursday, April 8th, essential frontline grocery workers, community members, and supporters in California and Washington will host a symbolic “donation collection” in front of stores set to close, to help raise funds for the top supermarket chain in the country to pay its workers temporary hazard pay and call on Kroger Co. to keep stores open.
In a theater performance style, workers and community members will ask shoppers to donate pennies in a collective piggy bank to pitch in and help pay essential workers to shame Kroger over its greedy behavior.
Kroger owns the California Ralphs and Food 4 Less stores and Washington QFC stores slated to shut down. The corporation falsely claims that these supermarkets are closing as a result of hazard pay when in reality it was a clear effort to intimidate workers, the community, and elected officials in an attempt to discourage any additional hazard pay ordinances from passing.
Thursday’s actions will symbolize the extreme disparity between the company’s windfall COVID profits and its decision to cut workers’ pay since May 2020, despite persistent elevated sales and risk to employees.
WHO: Workers, customers, and community members in Long Beach, Los Angeles, and Seattle
WHAT: Simultaneous demonstrations in LA, Long Beach & Seattle. Workers and community members impacted by the store closures will call out Kroger’s bullying and the greed that is driving their retaliatory actions closing stores that workers and communities depend on.
WHEN: Thursday, April 8, 2021, at 11 AM
VISUALS: Blow-up piggy bank, jumbo pennies, and donation stand in front of the store
WHERE: Wedgwood QFC at 8400 35th Ave NE, Seattle
BACKGROUND: Local hazard pay ordinances have been passed in cities across California and in Washington, honoring workers for the sacrifice they make coming to work in a pandemic while others can work from home. In response to these temporary ordinances, Kroger Co. is the only grocery company announcing they will close stores instead of complying with the laws. Numerous requests for injunctions by the grocery industry challenging the hazard pay laws have been denied.
According to a Brookings Institution analysis, many of the United States’ top retail companies have earned record-breaking profits during the pandemic, but this increase in profit has not made its way back to workers. Grocers nationwide instead used their excess pandemic profits to buy back shares all the while threatening to close down stores and misleading the public that hazard pay would have to be passed onto consumers.
