Planned Parenthood - Economic Response from Management

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We met with Management on Monday to receive their first response to our comprehensive economic proposal. They rejected many of our non-wage proposals including:

  • Cash out of vacation over the cap

  • 3 additional sick days

  • Premiums for receiving training in specialty skills

  • Commitment to reinstating retirement match

We did get agreement on an increase to the bilingual premium and adding Juneteenth (June 19) as a holiday beginning in 2022.

“We see the affiliate offering recruitment bonuses for certain positions, but we’d rather see that money invested in keeping current employees. Better wages and premiums will also help with recruitment.” 

—Your Bargaining Team

Charlie King, PAC Rep - Tacoma; Monalisa Baumann, MA - Federal Way; Jennifer Morgan, PCC - Tacoma; Sage Alixander, Insurance Biller - Seattle

We need to hear from you! Management is saying they cannot yet commit to when retirement matching will be reinstated. How has the pause in matching affected you? 

Share your story with us here:

Take the Survey

Jefferson Healthcare - JHC Rejects Our Staffing Proposals!

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On June 28, 2021 we had our second session with Jefferson Healthcare Center (JHC) regarding the restructure of the ED, ACU, ICU, and FBC. Currently JHC is proposing that all nurses must be cross-trained to another unit: ACU/ICU, ED/FBC. This means that nurses will be floated to a secondary unit if there is low patient volumes in their primary unit.

We have proposed that cross-training should be voluntary, call should be voluntary and caregivers who volunteer for call should receive an incentive of $100 (day shift) or $150 (evening/night shift), $4 float premium for floating to secondary unit, $1 pay for CNAs who read telemetry monitors, separate charge nurse for ICU and ACU, the ability to submit preferred work schedules, healthcare coverage through December 1, 2021 for caregivers who resign due to the restructure, and a minimum of three weeks of cross-training with additional training if requested by the nurse.

We believe our proposals are fair and equitable and keep patient and caregiver safety at the forefront. JHC has opposed all of our monetary proposals and told us at the bargaining table they understand employees will leave due to the restructure, but this is what is best for JHC. It is clear that if we do not take public facing action, JHC will move forward with their restructure plan as is. 

We are asking you all to write a letter to JHC Commissioners expressing how this restructure will hurt staffing and the community and wear a sticker!

Please send your letters to 

  • jbuhler@jeffersonhealthcare.org; 

  • mready@jeffersonhealthcare.org; 

  • mdressler@jeffersonhealthcare.org; 

  • kkolff@jeffersonhealthcare.org; 

  • bmccomas@jeffersonhealthcare.org 

  • ...and copy charrison@jeffersonhealthcare.org and ttoner@jeffersonhealthcare.org

Our next bargaining date is scheduled tentatively for July 13 or 14. If you have any questions, please contact your union rep Ryan Degouveia.

King's Command - Bargaining dates are set!

Bargaining Dates Are Set!

After multiple extensions of our contract, King’s Command has finally agreed to come to the bargaining table. From your surveys, we know we need to focus on wages that can keep up with area competitors and entice new workers. We also heard you that we need to find a way to reduce the amount of weekend work.

Scheduled bargaining dates:
July 20
July 21
July 27
July 28

Our Bargaining Team:
Mamadi Coulibaly - Grinder
Dwight Smith - Shipping & Receiving
Marcelina Torres - Packer

Lourdes Counseling Center - Tentative Agreement Reached! Contract Vote Scheduled

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After over a year of bargaining—and late into the night on Friday, June 25—your bargaining team has a fully recommended tentative agreement that includes significant wage increases over a 4 year contract and an avenue to have our voices heard in the work place. 

Please join your bargaining team at the contract offer vote on July 7 from 8AM - 10AM, and 2PM - 5PM in the large conference room. 

Your Bargaining team is recommending a YES Vote.

If you have any questions, contact your bargaining team or Union Representative Austen Louden @ 509-340-7372.

A complete contract offer will be available for you to review and ask questions at the vote.

Seattle Children's Hospital UCMA - We Have Reached an Agreement! We Recommend a “YES” Vote!

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When we started bargaining back in November 2020, management made it clear that they intended to give us more of the same in our first contract. They wanted to have all the power over our work, at the expense of us the workers. With a lot of hard work and the support of all of our co-workers, we were able to push back on management in order to demand and secure a very strong full contract! This includes:

  • Monumental wage initial increases for across the board effective upon ratification

  • Replacing the merit raise system with wage matrix that includes steps, where everyone is guaranteed two wage increases (combined average of 4.1%) every single year

  • Guaranteeing that everyone’s wage placement is based on the same transparent factors.

  • A retro bonus equal to 3.5% of our wages

  • Juneteenth as a holiday

  • Severence pay

  • Increases to the per diem premium for current per diems to 12%

  • Protections for every worker against unfair discipline

  • A robust grievance process we can use to make sure our contract is respected

  • The same full Union protections we would see in a standard Union contract

  • Language protecting the various benefits that worked for us and enhancing the ones that didn’t

  • And much more!

The bargaining committee recommends a “YES” vote on July 6!

Our Urgent Care Medical Assistant Bargaining Team: Wendy Rivas, Angie Acevedo, Joey Martin

Online vote is scheduled for Tuesday, July 6

We will be voting online via “SimplyVoting” on Tuesday, July 6 12:00 AM to 11:59 PM. You will be receiving an email from UFCW 21 via “SimplyVoting” with your unique login information. If you do not receive an email by Tuesday July 6, check your spam folder first.

If you have still not received an email, contact your rep Christie Harris @ 206-436-6606.

MultiCare - You're Invited! Rally @the Park

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Join the UFCW 21 Bargaining Team, MultiCare workers, Pierce County Movement Builders, and community leaders for a Rally @the Park to support employees at MultiCare who are currently fighting for a fair contract. 

We have been in negotiations with MultiCare since January for contracts that cover healthcare workers at Tacoma General Hospital, Mary Bridge Children’s Hospital, Allenmore Hospital, Auburn Medical Center, and various clinics in King & Pierce County.

Unfortunately, MultiCare continues to push an inequitable economic proposal that would give some healthcare workers less than a 0.50% wage increase at ratification and would allow Management to increase our healthcare premiums by up to $120 a month over the next three years. To make matters worse, Management has been sending out false and misleading statements to Union members, leading the Union to file an Unfair Labor Practice (ULP) charge against the Employer.

We invite you to join us for the Rally @the Park to show Management that the community continues to stand in solidarity with MultiCare workers. We’ll gather at Wright Park, just down the street from Tacoma General Hospital, to hear from workers about negotiations and from community leaders who support their fight for a fair contract. 

Join us for the
RALLY @THE PARK

June 30 • 3:30 PM

Wright Park
501 South I St
Tacoma, WA 98406 

25th Anniversary Refuse to Abuse 5K is July 17, 2021

UFCW 21 members and staff participating in the Refuse to Abuse 5K in 2017, when we could all do it in person at the Mariners’ stadium in Seattle. This year, most people are participating virtually by walking or running a 5K in their neighborhood wit…

UFCW 21 members and staff participating in the Refuse to Abuse 5K in 2017, when we could all do it in person at the Mariners’ stadium in Seattle. This year, most people are participating virtually by walking or running a 5K in their neighborhood with friends, family, coworkers, or by themselves.

Once again UFCW 21 is partnering with the Washington State Coalition Against Domestic Violence (WSCADV) to raise awareness of domestic violence and fundraise for WSCADV at the Refuse to Abuse 5K. This year, the 25th anniversary of Refuse to Abuse, there is an option to participate in this 5K fundraiser from your home or neighborhood and support WSCADV.

There are three main reasons why UFCW 21 members participate in this annual event: 

  1. WSCADV is a UFCW 21 partner organization working to end domestic violence, which impacts members and our families in our workplaces and communities 

  2. Anyone on our union Sound Health & Wellness Trust gets their event registration fee reimbursed and HRA credit for participating in the 5K

  3. It’s fun to take part in events with fellow UFCW 21 members! 

Want to join us? Contact Community Organizer Faviola Lopez for more information (flopez@ufcw21.org), or just sign up for our team:

Sign up for our UFCW 21 team
Learn more on our Event page

At this year’s Refuse to Abuse 5K on July 17, you will join other UFCW 21 members and thousands of others across the state walking or running a 5K with friends or coworkers, by yourself—even on a treadmill. WSCADV will send you your race swag for participating in the mail after the event. If you want to print a race bib to wear while you participate in your own 5K, you can download those from WSCADV here.

Your entrance fee, which will be reimbursed for anyone on the Sound Health & Wellness Trust, supports WSCADV and their work to end domestic violence. This event also raises awareness about domestic violence, and WSCADV will be interacting across social media on race day. Want to spread the word on social media? Here’s their toolkit of images.

For more about the event, see our event page or the WSCADV event page, or call your Union Rep.


Domestic Violence is a Union Issue! 

We work with Washington State Coalition Against Domestic Violence because domestic violence is an issue that affects UFCW 21 members. One great way to celebrate this event even if you can’t participate is to familiarize yourself and your coworkers with workers’ rights around domestic violence. We’ve fought hard to pass laws in Washington State that protect us from work if we face threats of violence, stalking, or sexual assault.

Printable Flyer on workers rights for survivors of domestic violence, sexual assault, and stalking
About our state's Domestic Violence Leave (from L&I)
WSCADV's guide to helping someone in an abusive relationship

If your employer is not respecting your rights as a survivor, contact your Union Rep for help. 

MultiCare - NO AGREEMENT YET

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“Wages for some but not all, healthcare for some but not all. UNACCEPTABLE!”

“Some members would receive less than a 0.50% wage increase.”

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 just finished three long back-to-back days of negotiations with MultiCare in the hopes of reaching a deal on a fair contract that would benefit all our members. Unfortunately, we concluded our last session just before midnight on June 24 without an agreement.

While we are pleased to report that there is a significant amount of money on the table, that money is not being distributed equitably amongst all employees. The employer’s last economic proposal did include large wage increase for some members; however, other members would receive less than a 0.50% wage increase. MultiCare will tell you that the average wage increase is high but there is a good chance you won’t get anything close to their average. The people at the top of the wage scale, who are the most experienced and dedicated employees, are the employees most likely to receive an insultingly low wage increase with the employer’s proposal.

Management is also demanding that the Union increase management’s control over our member’s wages. For example, management wants to have the authority to bring in new employees at a higher wage without having to increase the wages of all existing employees. Does that seem fair to you?

To make matters worse, the employer has refused to implement wages retroactively back to contract expiration (3/01/2021) and instead proposed an insulting $200 ratification bonus. They’ve also continued to reject our COVID-19 Hero Bonus proposal, refusing recognize the significant risks that healthcare workers and their families experienced on the front lines of the pandemic. In fact, never once has management acknowledged these risks during any of our bargaining sessions, as if they are pretending it never happened.

Your Bargaining Team has been working tirelessly to restructure our wage scale in a way that would help with the hiring and retention of workers, which would address the staffing issues that members have reported to be of the utmost importance. However, we must be very careful to make sure that any such changes would provide fair wage increases to all our members not only today, but into the future as well.

Apart from wages, members ranked the affordability and access of healthcare as a top priority on the bargaining survey. We have been fighting for months to address these problems with proposals to rein in the constant preimum increases and to make it easier for members to qualify for health insurance. Managament has shown an unwillingness to make any significant movement on healthcare, only agreeing to limit annual premium increases to no more than $40 more each month. That would mean management would have the right to raise your premiums rates by up to $120 a month by the end of a three-year contract.

In addition to the above, management is proposing the removal of President’s Day as a holiday, new PTO-ws language that makes it easier to lose PTO, elimination of the Respiratory Therapist incentive pay program, and other power grabs that would increase management’s control.

Do not trust management when they claim to be offering a good deal, what they are offering is unacceptable. In fact, their June 18 bargaining update to you included so many factual inaccuracies that the Union filed an Unfair Labor Practice charge against the employer for lying to and misleading their employees. Now is the time to fight, time to show the employer that we will not accept an offer that leaves so many behind.

Our next bargaining dates are not until July 28 and 29, which are further away than we would prefer. We requested additional dates between now and July 28, but the employer never responded to our request.

You’re Invited! Rally @the Park

June 30, 2021 3:30PM

Wright Park, 501 South I St,

Tacoma, WA 98406

Join the UFCW 21 Bargaining Team, Pierce County Movement Builders, and community leaders for a Rally @the Park to support employees in at MultiCare who are currently fighting for a fair contract.

PCC Update: New Contract Ratified

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PCC Union Contract Ratified

Our 3 year agreement with PCC was ratified on June 23, 2021. This agreement runs through December 31, 2023 for both grocery and meat contracts.

We won higher increases for Journey than ever before from PCC as well as improvements to our pension, new language about Safety, Training, and new Worker Caucus Committees.

“After more than half a year at the table, I have nothing but gratitude for our bargaining unit and all of my fellow PCC workers. This contract was hard fought and would not have been possible without everyone’s resilience and passion. I’m proud to have reached an agreement that brings us a step in the right direction, and hope we continue to fight for what we deserve as essential workers. Thank you everyone!” -Quinn Rao

“We have won a good contract that keeps our healthcare, strengthens our pension, and raises wages – all without any takeaways. This is an important step in the right direction.” - Scott Shifflet

 

No matter how you voted yesterday, this contract was made possible by all of our activism. A strong contract is a key step toward growing our power at PCC, raising standards for all co-op workers in Washington, and holding PCC accountable to their co-op roots.

But this doesn't stop with just ratifying our contract. We can keep this momentum going: Join your coworkers for a discussion July 15 @ 7pm on how we can use our recent wins- hazard pay, getting workers on the board, and ratifying a historic contract- to build power and continue to raise standards at PCC and within the grocery industry.

PCC Action Meeting
July 15 @ 7pm

Contact Bargaining Team member or Union Rep for meeting details.

Providence St. Peter Tech - Providence Makes Movement at the Bargaining Table but Not Enough!

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After hundreds of members took action together this month to overwhelmingly authorize a strike, (Providence St. Peter’s Technical Unit, Centralia Support Service Unit/Technical Unit, and Providence Everett RNs) Providence proposes a wage scale and longevity wage increases at the bargaining table!

On June 22, our committee spent the morning identifying our priorities in order to advance our bargain to win a first and fair contract. Our team has presented a proposal which includes:

  • Wage scale with longevity wage increases and cost-of-living increases all three years of the contract

  • Reinstatement of our original PTO/EIB program which will ensure we receive wage replacement while we are on medical leave for ourselves and our family 

  • 100% Employer paid healthcare and contract language which would prevent premium increases

  • Securing our current retirement plan and contract language which would prevent reductions to contributions

  • Daily overtime and overtime for hours above our FTE 

  • Increase to lead pay 

Providence presented a package proposal which requires us to agree to the entirety of the proposal. Providence proposed: 

  • 1.5% wage increase in Year 1 and Year 2 of a three year contract 

  • Wage scale with longevity step increases in Year 2 and Year 3 of the contract 

  • Current PTO plan with PTO reductions to employees with 10 years or more of service

  • Preceptor pay

  • Voluntary union membership

  • Same insurance benefits as non-union employees and the ability to bargain over material changes

  • A retirement plan that would allow Providence the ability to reduce the benefits without bargaining with the union 

Providence’s wage scale proposal was a significant win, but there is still more work to do! Our strike authorization and other actions are the reasons why we were able to obtain this proposal! We now need to fight for our EIB/PTO, a wage scale for all three years of the contract, and wage equity between new hires and senior employees. 

Striking is always our last option and our team is committed to bargaining in good faith to find solutions at the bargaining table. 

We will be at the bargaining table on July 21 and July 22. Remember if you didn’t vote please take a minute to sign a strike pledge card and attend a strike education meeting so you can better understand what it means to strike! 

In Solidarity, Your Tech Bargaining Team: Josh Wood (CT), Shapel Morgan (X-ray), Rae Lynn Korpi (RT), Colleen Castaneda (Cath Lab)

Sign the Pledge Card

Kaiser Pro Tech/Optical and Pharmacy Update from the Alliance of Health Care Unions

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Alliance presents interests and options to improve benefits, management focuses on costs and wages


In 2020, KP asked more of health care workers than ever before. Throughout the COVID pandemic, we gave high-quality patient care and service in spite of PPE shortages and a lack of planning, systems, and protocols. Now as we are trying to recover from the stress and horror of the pandemic, KP is saying our wages are too high.

The writing is on the wall. First, Kaiser Permanente presented cherry-picked data to allege our wages are too high compared to the community. Then, when we explained to new KP managers that the bedrock of our Labor Management Partnership (LMP) is best care and best jobs, they tried to revise it to best care and average jobs.

take action
Download this update as a flyer

While KP hasn’t yet presented us a proposal for the “affordability” solutions they seek, we know what they’ll look like. We sacrificed and risked - and in some cases lost - our lives during the pandemic. We will not settle for average jobs. And we don’t need to—there are many ways to address affordability if we work in partnership.

“This is a remarkably profitable, successful employer, with a workforce trying to emerge from the worst pandemic in memory – and our members have made that success possible,” said Alliance Executive Director Hal Ruddick. “We expect our members’ contributions to KP’s success and our extraordinary dedication over the last 15 months to be recognized with wage and benefit improvements.”

“After the year we’ve been through, management’s posture is hard to believe. It’s time for Alliance members to send a clear message to Kaiser Permanente leadership by taking action on June 28-30,” said UNAC/UHCP President Denise Duncan, RN.

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At the most recent meeting of the national bargaining economic subcommittee on Monday, June 14, Alliance leaders shared three overarching interests on benefits: preserve industry-leading benefits, raise standards for regions or bargaining units with substandard benefits, and expand the benefit package to address new challenges and opportunities. Our bargaining team presented a comprehensive, fact-based, and interest-based overview of options for improving benefits in targeted areas of opportunity, including medical plans, increased tuition reimbursement, retiree medical, help for employees with student debt, assistance with citizenship classes and fees, and other areas.

  • Help with student loans: More and more employers — like Aetna, Google, and Staples — are taking advantage of the COVID relief bill that allows them to provide employees with tax-free assistance paying off their student loan debt. In fact, KP already offers the benefit to a small group of employees.

  • Increased tuition reimbursement: Alliance members’ tuition reimbursement cap has not increased in six years. Improving this benefit will help workers improve our living standards, while also helping KP prepare workers for the jobs of the future in an increasingly competitive environment.

  • Aid upward mobility: Alliance members who use KP programs to upgrade their degrees or certifications frequently find they cannot put their new skills to work inside KP due to experience requirements. This barrier could be addressed with a partnership solution.

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In recent bargaining years, we’ve made progress in making benefits more equitable and consistent across the organization, but gaps remain.

“In spite of the progress we’ve made, KP employees in Washington state still have benefits far below the rest of the enterprise,” said Cathy MacPhail, UFCW Local 21 Negotiator. “It’s great the Alliance is working with us to close the gap on our members’ benefits.”

“Outstanding benefits have been a hallmark of Kaiser Permanente and the labor management partnership, and a proven way to attract and retain skilled employees. This will be more important in the coming years as the shortage of health care workers intensifies,” said Micheal Barnett, president of USW 7600.

Take Action! June Actions:

June National Bargaining Tele-Town Hall - June 24th, 2021

  • Session 1: 9am Pacific Time

  • Session 2: 3pm Pacific Time *Time Change*

  • Session 3: 6pm Pacific Time *Spanish Interpretation Available*

  • Session 4: 8pm Pacific Time

Save the date for future Tele-Town Halls

  • Thursday, July 22, 2021

  • Thursday, August 26, 2021

  • Thursday, September 23, 2021

  • Thursday, October 28, 2021

  1. Participate in the National Bargaining Sticker Days June 28-30

    Contact your Union Rep to get your “United for Best Jobs Best Care” stickers. When you wear them at work starting June 28, 2021, take a picture during non-work time and share your “sticker selfie” on social media with the hashtag #BestJobsBestCare

  2. Sign the National Bargaining Pledge

  3. Register for National Bargaining Tele-Town Halls (see dates below)

Sign the pledge and register for Town Halls

Providence Centralia Support Services - Providence—Reinstate OUR PTO plan!

On June 16, our support service unit joined three other units—including Providence Everett RNs, Centralia Technical, and St. Pete’s Technical units—in voting overwhelmingly to authorize a strike!

On June 18, our committee sat down to identify our priorities and advance our bargain to win a fair first contract. Our proposals included: 

  • Wage scale to prevent disparate wages 

  • Reinstatement of our PTO/EIB program which will ensure we receive wage replacement while we are on medical leave for ourselves and our family 

  • 100% Employer paid healthcare and contract language which would prevent premium increases

  • Continuation of our retirement plan and contract language which would prevent reductions to contributions

  • “Just cause”- the Employer must use progressive discipline, conduct a neutral investigation, and other standards to discipline employees

  • Daily overtime and overtime for hours above our FTE

We have taken legal action against Providence and have filed an unfair labor practice with the National Labor Relations Board after Providence unilaterally eliminated our PTO plan and are asking the Board to reinstate our previous PTO plan. 

Striking is always our last option and our team is committed to bargaining in good faith to find solutions at the bargaining table. It is now time for Providences to do the same thing, take our proposals seriously and provide a fair and equitable first contract. 

We look forward to setting future bargaining dates and expect to be back at the bargaining table soon. 

Remember, if you haven’t voted, please take a minute to sign a strike pledge card and attend a strike education meeting so you can better understand what it means to strike! 

In Solidarity, Your Support Services Bargaining Team: Necole Moore, EVS; KayCee Grimm, Lab; Kim Jorgenson, ED HUC; Aaron Green, Kitchen; Laura Norton, Endo Tech

Sign the Pledge Card

Strike Education Meeting *TOMORROW!

Wednesday, June 23 

6:00PM

Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out.

PRMCE RN - Providence Moves Away From EIB/PTO Takeaway!

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On June 17, we met with Providence and made it clear to them that we want to see proposals which address staffing, recruitment, and retention. In the past few months, Providence has offered thousands of dollars in sign-on bonuses, incentive shifts, and flip shift bonuses without bargaining with the Union. These bonuses may help with staffing in the short term, but the reality is that by offering these bonuses they are diverting money away from our contract. This money should be allocated to increasing hourly rates and premiums on a permanent basis, not a temporary one! This is the basis of one of the unfair labor practices we filed with National Labor Relations Board. 

Providence made several package proposals. Package proposals require us to agree to the entirety of Providence’s proposal.
In one of their package proposals, they withdrew their proposals around EIB/PTO which is a huge win! But all their package proposals included paid parking and the most they proposed was a 7.75% wage increase over three years. 

If you did not vote to authorize the strike or have not signed a strike pledge card, please sign the card online. Our next mediation sessions are June 24 and 25. If you have any questions please reach out to Anthony Cantu, union representative. 

Sign the Pledge Card

Your RN Bargaining Team: Juan Stout, ER; Kimball Conlon, ER; Betsy Bourg, Glasgow; Cindi Dyson, Float Pool; Jenney Gannon, L&D; Madison Hamilton

Dave Schmitz, First President of UFCW 21 Passes Away

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Dave Schmitz, First President of UFCW 21 Passes Away – Leaves Legacy of a Growing, More Inclusive Union Movement

For Immediate Release: Monday, June 21, 2021
Contact: Tom Geiger, UFCW 21, 206-604-3421

Dave Schmitz, a leader for worker and union rights in our region, and former President of UFCW 21, the largest UFCW local in the nation, passed away in the early morning of Sunday June 20 after a long battle with pancreatic cancer. At his passing, and over the last year as his condition grew worse, he was surrounded by loved ones and family and in particular his long-time love and wife Pam Blauman-Schmitz.

Union members and staff, community leaders and many others here and around the nation are grieving this loss. “He made our lives better and more meaningful. It was never about just one of us, but all of us together. He dedicated his life to bringing workers into a democratic force for change that we call a union,” said Kyong Barry, a long-time Executive Board member of UFCW 21 and Albertsons worker who served on the grocery store worker’s bargaining team alongside Dave for many years.

Dave grew up in eastern Washington and in 1971 started work at a local grocery store and experienced first-hand the importance of having a union. These early experiences were with UFCW 1439 in Spokane when he worked as clerk and a night manager. He later came to Seattle where he worked as a produce clerk at QFC in University Village and became increasingly involved in the political and social activism of his union (UFCW 1105) and traveled to our State’s Capitol and the US Capitol in the early 1980s to advocate for worker’s rights. His tenure as a worker in the stores ended in 1982 when he was hired onto the staff of UFCW 1001 as a Business Representative. He would later be a Union Organizer, and then Organizing Director in the union. He was always insistent on the importance of connecting with new workers and prioritizing union organizing in the budget and focus of growing the size and diversity of the union movement.

“Dave understood that workers coming together in our workplace could change your life, your community, even your country. It certainly changed mine. He brought me and so many others into bargaining with our employers – sharing our voices, our stories and making us feel listened to, showing us power we did not yet know we had,” recalled Sue Wilmot a longtime Safeway worker and former bargaining team leader who also walked the line with her three young children during the grocery store strike of 1989 and remained active for many decades since.

Todd Crosby, former President of UFCW 21 and current Organizing Director of the UFCW International Union added, “The reach Dave has is almost impossible to capture. Beyond my family, he impacted my life more than any other person. Many of us feel that way. He was one of those rare transformational people that you might, if you’re lucky, be able to call a dear friend and a close colleague once in your life.”

In addition to Dave’s actions to improve the lives of UFCW members, he joined efforts in labor to take on battles that crossed borders both literally and figuratively. Early in 1985 he was one of several UFCW 1001 staff who took arrest when protesting the Apartheid regime in South Africa. A couple years later he helped found Jobs with Justice in Washington and would later go on to help found many other organizations such as Puget Sound Sage, and served on many boards including OneAmerica.  He helped guide the UFCW’s early and pivotal endorsement of then Senator Obama in 2008 when serving as an Executive Vice President of the UFCW International, and he strongly supported UFCW 21’s leadership role in the R-74 campaign to pass Marriage Equality in 2012 in Washington.

“I first started working with Dave in the late 1990’s as we organized health care workers into our union so they could have a better voice on the job, better pay and working conditions,” said Faye Guenther, current President of UFCW 21 and one of the youngest women union Presidents in the nation. “He and Diane Zahn were critical mentors to me and so many others in and outside our union.”

In 1998, with Dave and many other members and staff, UFCW 1001 took the lead on collecting more signatures than any other union, and I-688 was filed to raise the minimum wage in the state of Washington from $4.90 an hour to $5.70 in 1999 and to $6.50 in 2000. The new law was passed overwhelmingly by voters, as was a similar effort led by UFCW 21 in 2016 that raised the statewide minimum wage (now $13.69/hour) and created paid sick leave for all workers in the state by passing I-1433.

It was a close partnership with Diane Zahn, former UFCW 21 Secretary Treasurer, that led to the creation of UFCW 21 in 2005 and then helped grow it, through both mergers and organizing successes, into the largest UFCW local in the nation. Together, Dave and Diane were a dynamic and dedicated team who helped forge greater capacity within the union movement, as well as in community organizations and the halls of government, to build power for workers. This comprehensive, creative and ever-evolving approach of combining union organizing, community organizing, political organizing, and the negotiating and enforcement of groundbreaking Collective Bargaining Agreements is one of the keys to the success of UFCW 21 over the years and remains a foundation of the organization to this very day.

In 2007 the grocery store bargaining campaign took on a much more community-based profile and was a turning point for the new local union as it flexed its fledgling muscle and the next decade would be a battering ram of year-to-year campaign successes that stacked one on top of the other. From helping to lead the Fight for $15 that has moved on to the national stage, to setting a standard for racial reckoning in the labor movement, Dave’s roles went deep and broad in the movement.

Legacies of particular note are the joint efforts to build the power in the membership and community partnerships to negotiate some of the strongest grocery store and health care worker contracts in the nation. In the fall of 2013, after 10 months of negotiations and only 2 hours until a massive region-wide strike was to begin, Dave and Diane led a bargaining team of grocery store workers to broker a deal with national grocery store chains. The companies withdrew all their bad proposals, and the deal protected the workers’ health plan, raised wages, and saved the pension of thousands of meat department retirees.

Another legacy is the development of a massive worker leadership program. In 2005 when UFCW 21 started, there were less than 300 stewards and workplace leaders. After years of focused efforts, trainings, conferences, and hundreds of actions, the leadership numbers had flourished to over 1,500 by his retirement in 2015.

Dave and his wife and fellow UFCW 21 leader Pam Blauman-Schmitz stood by each other over many years in the union and they both felt blessed to be able to have had Dave retire not too long after Pam.

In the end of our lives, all of us can only hope to have served a purpose larger than ourselves. We hope to leave something, or someplace, or someone better than they were before – better than they would have been without our soulful labor. Dave Schmitz approached his own passing knowing that he had achieved such a purpose and knowing that there was so much more yet to be done.  

While the last year and a half of the COVID 19 pandemic has been brutal for so many, our union’s wins in the past as well as during the pandemic itself have made life much better than it would have been. Our wins for higher wages, more rights on the job, more paid leave, hazard pay, PPE, to our prioritizing essential workers for the vaccine all added up to a much less harmful year than it would have been otherwise.  

Dave’s legacy will continue long after his passing and that is one of the testaments to a life well-lived.

Bartell Drugs - Tentative Agreement Reached! Contract Vote Scheduled

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Your Bartell Bargaining Committee is pleased to announce that we have reached a tentative agreement for a new union contract. This agreement is fully recommended by the bargaining committee and includes:

  • A ratification bonus for full-time and part-time workers

  • 3 wage increases over the next two years

  • New guarantees that our wage scale will always stay above minimum wage

  • No cost increases for healthcare benefits

  • A secure pension plan that guarantees our benefits when we retire

  • Other improvements and NO take-aways.

We will have a two vote meeting via Zoom...

  • June 30 @ 6:00 PM to 8:00 PM

  • July 1 @ 3:30PM to 5:30PM

...to go over the tentative agreement and to answer your questions..

Vote Meetings Scheduled!

Wednesday, June 30 

6:00PM - 8:00PM

Thursday, July 1 

3:30PM - 5:30PM

Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out.

Voting will be done via secure on-line balloting from 6:00PM June 30 to 6:00PM July 1. 

You will need to have a functioning email address in order to get the email with your unique link to vote on the contract offer. Make sure you update your information here.

If you previously unsubscribed to UFCW 21 emails, make sure to click on the link to resubscribe. Again, you must be able to receive emails to vote!

Mason General - Fully Recommended TA Reached! Bargaining Team Unanimously Recommends a YES Vote!

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Our Mason General Bargaining Team: Brenda Routson, Jennifer Madara, Pam Murphy, Jessica Turner

Our team worked hard with management to make sure we could win a fair contract before expiration. We were quickly able to reach a fair agreement that will increase wages and premiums so we can recruit and retain good workers. 

Highlights of the agreement include:

  • Three Year Agreement

  • Adding certification pay for approved certifications

  • More frequent Level/Step increases beyond level 12

  • Competitive wage increases with market adjustments for certain positions

  • Expanded Bereavement Leave

  • Improvements to vacation scheduling

  • New Hire orientation to the Union

Join us for a virtual Vote Meeting on Wednesday, June 23 @ 5:30PM to review the vote document and details of the agreement. 


Vote Meeting Scheduled!

Wednesday, June 23

Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out.

Online vote is scheduled for Monday, June 28

We will be voting online via “Simply Vote” on Monday June 28 from 6:00AM to 8:00PM. You will be receiving an email from “Simply Vote” with your unique login information. If you do not receive an email from UFCW 21 or “Simply Vote,” by June 23, check your spam folder first. All active members in good standing are eligible to vote.

If you have still not received an email, please update your information through the link below or contact a union rep:

Update Your Info

Lourdes Counseling Center - United We Win, Divided We Beg

Our Bargaining Team met with the Employer on Friday, June 11, for a long session. This is the first time in bargaining that the Employer has appeared to want to continue bargaining outside of "banker's hours" to get a contract.

We received an improved wage scale counter by the Employer that would give current employees slightly better placement than what the Employer had proposed prior. Before we can accept a wage scale, we need more information that takes into consideration annual increased steps, COLA, etc. We expect the Employer to present this at the time of our next bargaining session on June 25.

Our Bargaining Team:

Jordan Cox, RN
Pam Garland, RN
Paul Knighten, MHC

Please reach out to our Bargaining Team or Union Rep Austen Louden (509) 340-7369 with any questions or concerns.

Ferry County Hospital - Tentative Agreement Reached In Record Time

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After just 6 hours of meeting with the Employer a fully recommended Tentative Agreement has been reached.

We were able to agree to some minor language clean up and secure the highest wage increases we have seen at Ferry County Hospital with no takeaways.

All members in good standing are eligible to vote and must do so in person. You will be able to review the complete document at the vote.

Our Bargaining Team:
Spring Lundgren, RN Beverly Morris, RN

Please reach out to our Bargaining Team or Union Rep Lenaya Wilhelm (509) 340-7369 with any questions or concerns.

PCC Tentative Agreement Reached

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Fully Recommended Tentative Agreement Reached!

There will not be a vote on Tuesday, June 15 it has been rescheduled to a recommended yes vote on June 23

As a result of all of your hard work, solidarity, and preparation for a potential strike, PCC is now offering a contract that will remove their takeaway proposals and put money into the wage scales. The result is higher increases than we have ever won from PCC!

In addition, we were able to win new language on safety, worker committees, and training with NO TAKEAWAYS! Over the weekend, we reached a fully recommended TA that includes:

  • $1.80 to $1.90 for Journey increases over 3 years

  • Money at the bottom of the scales to address increasing minimum wages

  • Adding Meat Lead premium of $2 per hour and moving Deli Lead from Group B to Group A increasing premium by $1 per hour.

  • New Worker Caucus Committees to meet and address issues like gender and racial equity at the store level

  • New Safety language that will help improve workplace safety

  • New Workforce Development language to address training needs

  • Securing and improving our pension benefits

  • Improve and streamlined grievance language

  • No Takeaways!

View the full vote document at bit.ly/june23pccvotedocument

We will be voting via secure email ballot on Wednesday, June 23 from 12AM to 11:59PM. If you do not receive an email from UFCW 21 or “Simply Vote,” on June 23, with your unique log in credentials, first check your spam folder. All active members in good standing are eligible to vote. If you have still not received any emails from the union, please update your information at ufcw21.org/update-your-information or contact your union rep.

Vote Meetings Scheduled!

June 16 @ 10-11am

June 16 @ 7-8pm

June 23 @ 10-11am

June 23 @ 7-8pm