Zenith American Solutions - Tentative Agreement Reached

We are happy to announce that after almost 5 months of long bargaining sessions, with tireless work by our Bargaining Team and the support of all of our fellow union members in the field, we were able to reach a tentative agreement with Management last night! Our Bargaining Team fully endorses the tentative agreement as it includes:

• Protection of benefits

• Insures affordable healthcare costs

• Great wage increases

• And much more!

If folks haven’t already, everyone should update your information on the UFCW 21 website. That way we can make sure everyone gets the voting documents emailed to them.

We will be following up soon with more details about the agreement and information on how everyone can vote so keep an eye out for another email. 

In Solidarity,

Your Bargaining Team
Carlotta Bogdon
Sue Wehmeyer
Debbie DeVore

>> Click HERE to update your contact information <<

MultiCare - Extra Bargaining Date

“Hopeful, but the deal isn’t done yet.”

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 July 6 after the employer agreed to add an extra bargaining date to the calendar. 

We are happy to report that some progress was made as the Employer made noticeable movement on wages, reducing the number of people receiving less than a 2.5% wage upon ratification. While this is hopefully movement, their current offer still leaves many members behind with some still receiving less than a 0.50% increase upon ratification. The employer also continues to refuse paying these raises retroactively back to contract expiration (3/01/2021), instead offering a small $200 ratification bonus.

MultiCare also made no movement on our healthcare priorities, only offering to limit premium increases to no more than $40/month each year, which would give the employer the power to raise your rates by up to $120/month by the end of a three-year contract. Members made clear in the bargaining survey that we need to fight to make our healthcare plans affordable and accessible, and that’s exactly what we’re doing. 

They are also holding firm on several management power grabs. One of management's proposals is the addition of language that would allow them to implement new incentive pay programs without having to bargain with the Union. While incentive pay plans are a great tool to deal with staffing issues, we have rights as Union members to have a say in how they are implemented.

For example, a few months ago it came to the Union’s attention that MultiCare had implemented an incentive pay plan for RN’s that was ripe with issues. It was so bad that some members were reporting that extra shifts were being awarded unfairly to management’s friends via Facebook Messenger rather than through official channels. The Union demanded to bargain, and we eventually reached an agreement with management that ensured extra shifts were being fairly awarded to all eligible nurses along with other fixes to the plans many issues. Management wants to strip away your power to have a say in these decisions, a core Union right, which is unacceptable.

Your Bargaining Team shared these concerns with the community during our Rally @the Park. We’d like to thank our community partners who showed up to support MultiCare Workers: Fuse Washington, Asian Pacific Labor Alliance, Union of American Physician and Dentists, UFCW Local 367, Tacoma Ministerial Alliance, and Catherine Ushka from the Tacoma City Council. They all asked – when is your picket? We will be there! 

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“You all have been essential workers through all of this. You are the folks who have gotten us to where we are today and you deserve to be paid for that work that you have done, you deserve to have healthcare benefits yourself. And I sure hope the negotiation your involved in will make that happen.” 

– Laurie Jinkins, Washington State Speaker of the House

TOP PHOTO: David Barnes (Negotiator), Heidi Strub (Respiratory Therapist), Laurie Jinkins (Speaker of the House), Gregg Barney (Sr. Press Operator), Alexis Dotts (Nutritional Assistant)

BOTTOM PHOTO: Pastor Gregory Christopher, Shiloh Baptist Church

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Upcoming Events:

Contract Action Team Meeting
Thursday, July 22 • 6:30PM 
Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out.
https://zoom.us/join

Informational Picket!!
Friday, August 6 • 3:00PM – 5:00PM
Tacoma General Hospital

PRMCE RN - We Have Reached an Agreement! Bargaining Committee Is Recommending a “YES” Vote! Online Vote on July 23!

We have been at the bargaining table since early October 2020 fighting for a competitive contract. After twenty-two bargaining sessions, we were able to reach a tentative agreement early morning on July 9! 

Late summer of 2020, Providence offered us a contract extension of one-year with a 1.5% and 2.5% wage increase by October 30, 2020, commencing discussion about eliminating EIB/ changing PTO, paid parking for nurses starting October 31, 2021. Nurses overwhelmingly voted to reject this proposal so we could fight for better wage increases and better staffing language. 

Throughout bargaining we made several proposals to retain our EIB/PTO, improve contract language, and increase the economics of our contract. Most of these proposals were rejected by Providence until we took a strike authorization vote! 

In our last two bargaining sessions, Providence made movement, but we prioritized our proposals and focused on proposals which would make Providence competitive with surrounding area hospitals. We were able to obtain wage increases like Swedish, hazard pay bonus, retention bonuses, and strong staffing language! 

Your bargaining team highly recommends a “YES” vote! 

Our tentative agreement includes: 

• $2000 pandemic pay 

• Total of a 15% wage increase for the life of the contract

• Legacy bonus 

• Increased education funds 

• Strong staffing language 

The full details of the agreement will be made available at our Zoom vote meetings on July 20 at 8PM - 9PM and July 21 at 7AM - 9AM. Union members in good standing will be able to vote online on Friday, July 23 from 12:01AM to 8PM. If you do not receive emails from UFCW 21, please update your contact information @ ufcw21.org/update-your-information.

If you need to update your email address on the day of the vote, please call the Member Resource Center 206-436-6570 or email your Union Rep Anthony Cantu—acantu@ufcw21.org.

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

Providence Everett RN Vote Meetings 

Tuesday, July 20
8PM - 9PM

Wednesday, July 21
7AM - 9AM

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

Ferry County Hospital ratifies new contract

On June 28, members unanimously voted to ratify a new 3 year agreement with Ferry County Hospital. In August, RN’s will see a significant increase in compensation and no takeaways to the current contract.

Thanks to everyone who showed up to the vote and a big welcome to the new members that joined!

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.

Cascade Valley Hospital (SEIU 1199NW) - Tentative Agreement Reached

Our Bargaining Team reached a tentative agreement on
July 12, for our Cascade Valley wage reopener. The agreement includes:

• Wage increases for all positions

• Additional market adjustments for some job classifications

• Equity review process to re-capture steps due to misplacement on the wage scale

• Extension of MOU regarding mandatory on call hours for Surgical and Anesthesia techs

• MOU to voluntarily pick up shifts between hospitals

Details of the agreement and full document will be available at the vote meetings.

“The increases in this agreement will help recruit and retain good workers at Cascade. We can now lead SRH in determining what fair wages look like.” 

— Our Bargaining Team

Come and vote on this agreement!
Thursday, July 22
5:30 AM - 8 AM
5 PM - 8 PM
Cascade Valley Hospital Rooftop Lounge

All members in good standing are eligible to vote.

Zenith American Solutions - Let’s Show Zenith We Are United for a Fair Contract!

On June 17 and July 8 our Bargaining Team meet with Management in hopes that we could come to an agreement. Unfortunately, Management made it clear that was not going to be possible. While we are in agreement on many different topics, we are still very far apart when it comes to health insurance costs and wages. 

As many of us know, in January 2021 Management began charging a large number of us and additional $0.64 cents per hour for our health insurance, which they claimed our contract gave them the right to do. We firmly disagree and have legally challenged this. At our bargaining table now Management’s proposals include a similar additional charge. This cost alone would negate most of the pay increases we hope to win!

We want Management to go back to the way things have always been, where we only have to pay the premiums listed in our contract and plans without hidden extra fees. We deserve fair wage increases AND affordable health care! 

It is clear we need to start taking actions to show management just how important this is to us!

Today—Monday, July 12—we will have stickers available to us at the Bothell office, we need everyone wear them at work tomorrow on Tuesday, July 13 to show Management we are united and ready to fight for a strong contract!

NEXT Bargaining Date: July 13, 2021

If you have any questions about how to get the stickers, please reach out to any of the members of your bargaining team or your Union Rep David Trujillo at 360-419-4665.

In Solidarity, Your Bargaining Team: Sue Wehmeyer, Carlotta Bogdon, Debbie DeVore

Mary Bridge Children's Hospital - Bargaining Begins

“Excited to start negotiations, looking forward to our next bargaining date!”

—Our Bargaining Team: Jill Piacitelli, Holly Gindhart, Valina McGilvray

Your bargaining team met with management for the first time on June 28, kicking-off negotiations for the Mary Bridge RN contract. 

At this session the Union presented our initial proposal, which included primarily non-economic items for management consideration. Our initial proposal included language that would make the charge nurse assignment voluntary, streamline the process for reporting staffing concerns, enhancement of bereavement leave, and more. Your bargaining team is working on many other proposals, but we’re hoping to get the easier items settled before we get into more contentious topics like wages and benefits.

While the employer did not have enough time to send over a counteroffer, their initial response to our proposal seemed encouraging. We expect to receive their first proposal at our next session on Friday, July 16.

You’re Invited! 

Join your bargaining team at our first Contract Action Team (CAT) meeting. These virtual meetings are open to all Mary Bridge RNs and are a great opportunity to get involved in the bargaining process and hear the latest news.

Northwest Administrators - Bargaining Update

Our Bargaining Team met with Management on June 29 for another day of mediation. 

While we don’t have a deal yet, we are pleased to report that we’ve won significant improvements to our seniority language. The Employer has agreed to change our layoff language so that an employee’s seniority will be the determining factor in layoff. This is significant because in the event of a layoff, long-term employees will be protected and the last to be affected by the layoff. 

We are also close to an agreement to add bumping language to our contract, which would allow long-term employees who are facing layoff to move into another position that they are qualified to perform the work. While we have no reason to believe layoffs are happening anytime soon, it’s great to have the peace of mind that we’ll be protected with this new language if it were to ever happen.

As for wages, the Employer did increase their wage proposal this session but not nearly enough to keep up with the skyrocketing cost of living. They are also not willing to pay retro-pay back to when our contract expired last year, however, our Bargaining Team has held firm on our demands for retro-pay. We have gone without a raise for over a year and deserve to be compensated for this time, we know the Employer can afford it.

Management is playing the same broken record on wages, and we’re not buying it. It’s time for them to come to the table with a fair offer so that we can reach a deal and more forward. We look forward meeting with them again soon. 

“We need to stick together to ensure we get a fair deal.”
-Northwest Administrators Bargaining Team

Lourdes Counseling Center - First Contract Ratified

On July 7, the Lourdes Counseling Center employees unanimously voted to ratify their first contract with LifePoint. After 14 months of bargaining, leafletting, picketing, and strike votes, we finally came to a tentative agreement that we were able to confidently bring forward to membership with a recommended yes vote.  

The contract includes fair wages and benefits and the tools to build a safe and healthy working environment.  This could not have been done without the hard work and dedicated leadership of the bargaining team, along with the overwhelming solidarity of their coworkers and fellow union members.  

This is the beginning of a new era at LCC, and a foundation for the membership to build off of in years to come. 

Bargaining Team:
Jordan Cox, RN
Pam Garland, RN
Paul Knighten, MHC

If you have any questions or concerns please reach out to your Bargaining Team or Union Rep Austen Louden @ 509-340-7372

Trios Health - Bargaining Begins

On July 6, 2021, your bargaining team met with the employer for the first time since opening the contract for negotiations. 

“We are excited to be back at the bargaining table to represent the nurses of Trios Health. After day one we look forward to continued discussions with administration and will continue to address the issues brought forward by staff.”

—Tami Ottenbriet, BT Member

Our next session is scheduled for July 16, with more dates being offered in the interim.

Our Trios Health Bargaining Team: Tami Ottenbriet, RN Family Birthing Center; Carol Goplen, RN Surgical Services; Milari Olexa, RN Med Surg; Casey Nitta, RN ICU; Stephanie Weibel, RN ER

Please reach out to your Union Representative Austen Louden  @ 509-340-7372 for any questions.

Albertsons/Safeway Department Manager Vote Ratified

On June 22, Albertsons and Safeway department Managers ratified the settlement agreement arising from a grievance filed on behalf of all effected members for unilateral changes and implementation of the existing company’s matrix formula for department managers. The settlement updates and expands the current contracts matrix formula for department managers.

If you have any questions, please contact Sean Embly @ 206-436-6545.

Seattle Children’s Hospital- Urgent Care Medical Assistants NEW CONTRACT RATIFIED!

Capital Medical Center - We Have Reached an Agreement with MultiCare!

On April 1, 2021, MultiCare acquired Capital Medical Center from LifePoint. The Union was notified in February 2021 by MultiCare that they would be acquiring Capital Medical Center and we asked to bargain over the acquisition. Under the National Labor Relations Act, when a business is acquired by another company, the new company has the option of recognizing the current union contract or bargaining a completely new agreement. MultiCare agreed to most of our current contracts for the RN and Service/Tech/Office units, but wished to bargain over PTO, pay period, holiday worked premiums, and health benefits. 

We identified that under MultiCare’s proposals health insurance premiums would increase, and PTO accruals would decrease for full-time employees. We made proposals to provide bonuses to the two units to offset the health insurance premium increases and maintained that PTO accruals remain at status quo. MultiCare continually rejected our proposals around health insurance but accepted to keep PTO at status quo. 

As a team, we decided that the new health insurance plans were a slight improvement and that we will fight for reduced health insurance premiums in a few months for the Service/Tech/Office unit and we will bargain in 2022 for the RN unit. Additionally since April 1, MultiCare has incorrectly calculated full-time employees PTO. They have agreed to correcting everyone’s PTO accruals, but first must build a payroll system to calculate accruals. These accruals should be corrected by or before September 2021. 

Given that there are changes to the current contract, both units must vote to ratify the agreement. We will be voting on July 20 online from 12:01 AM to 8 PM. All union members in good standing will receive an email from Simply Voting on July 20 at 12:01 AM with a unique login ID to vote online. 

Your bargaining committee fully recommends a YES vote! 

If you do not receive emails from UFCW 21, please update your information through the link below:

We will be going over the contract changes on Friday, July 16 @ 9:30 AM - 10:30 AM and 4 PM - 5 PM on Zoom. If you have any questions, you may also contact your union rep, Ian Jacobson (206) 436-6550. 

Vote Meetings on Friday, July 16

9:30 AM - 10:30 AM

https://zoom.us/join

4:00 PM - 5:00 PM

https://zoom.us/join

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

UFCW 21 Opposes Seattle Charter Amendment 29

UFCW 21’s executive board announces our opposition to Seattle Charter Amendment 29 with this public statement:

“Dealing with our region’s housing crisis is a top priority for UFCW 21 members, many of us frontline workers who have experienced housing insecurity and interact daily with customers and patients who are underserved by current housing and mental health systems. But sweeping unhoused people from one place to the next is a waste of city resources, degrading to our unhoused neighbors, and an ineffective solution to a systemic problem. Real solutions will put affordable housing first, refrain from criminalizing homelessness, and invest in racial and economic equity. Charter Amendment 29, calling itself 'Compassion Seattle,' does none of this and we condemn its attempt to write a policy of encampment sweeps into our city’s founding document for years to come. We urge Seattleites NOT to sign the petition for Charter Amendment 29.”

-Jeannette Randall, UFCW 21 Executive Board Member

On June 28, an overwhelming majority voted to approve the contract offer! We were able to win competitive wage increases and no takeaways to current contract language! Below are the wage increases which will appear on your paycheck on July 7:

• Retroactive pay from April 1, 2021 of $.50/hour or an increase to $15/hour, whichever is greater

If you do not see this pay increase on your paycheck, please contact your Union Rep Monica Smith @ 206-436-6524.

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¡Mayoría ratifica contrato!

¡El 28 de Junio, una mayoría votó a favor de aprobar la oferta contractual! ¡Obtuvimos incrementos salariales competitivos sin reducciones al lenguaje contractual actual! A continuación, se presentan los incrementos salariales que aparecerán en su cheque de pago el 7 de Julio:

• Pago retroactivo a partir del 1 de Abril de $.50/hora, o un aumento a 15 dólares por hora, lo que sea mayor

Si no ves este aumento de sueldo en su cheque de pago, favor de contactar su Representante de la Unión Mónica Smith @ 206-436-6524.

WhidbeyHealth: New Union Contract is Ratified

WhidbeyHealth: New Contract Ratified

On June 23, the Professional/Tech/LPN and Services/Support units overwhelmingly voted electronically to approve the contract offer!

Currently we are waiting for WhidbeyHealth to give us the date when wage increases and retroactive pay will be reflected on paychecks. Below is the wage increase which you should see on your paychecks:

Pro-Tech LPNs
1% pay increase, retroactive pay to 2/7/2020
1.5% effective 7/1/2021

Services/ Support
1% pay increase, retroactive pay to 6/7/2020
1.5% effective 7/1/2021

We were able to bargain contract increases higher than the RN unit and were able to win retroactive pay, but we understand that there are still more workplace issues to address.

Through the Labor Management Committee, we can address workplace issues like staffing and workload. If you are interested in being a part of the LMC, wish to be more involved, or have workplace issues please contact your union rep, Adrian Noel (360) 419-4677.

Bartell's New Union Contract is Ratified!

Bartell's Union Members Overwhelmingly Ratify New Contract

The results of our online ratification vote are in, and union members have overwhelmingly ratified the new contract that includes pay increases and guarantees that all wage classifications will be above minimum wage.

As soon as Rite Aid notifies us about when the increased rates, the retro back to May 1 of this year, and ratification bonuses will be paid we will let you know.

Macy's - After two days of bargaining, Management does nothing on wages

Contrary to any other non-union updates you may have read, on June 29, Macy’s finally withdrew its proposal to take away our unscheduled PTOs. They also withdrew their proposal to be open on Christmas and Easter that same day.  But they changed little else in their proposals.

On June 30, the Bargaining Committee offered a complete set of counter proposals. We previously proposed Easter as a holiday, but in light of the recent new national holiday recognizing Juneteenth (June 19), we proposed Juneteenth instead. Macy’s, however, rejected it and wanting to make MLK Day a full PTO because they are an “incremental expense,” which says a lot about how they look at us as workers.

Macy’s expressed to us that they are unhappy with the pace of negotiations, and they want us to settle. But then they delivered a counter proposal where Macy’s is still:

• Offering raises of only $0.25 and $0.30 an hour

• Proposing to eliminate our wage scales completely 

• Rejecting our proposal to keep MLK Day as a full PTO

• Wanting to implement their ridiculous Reliability Attendance program

• Changing the definition of late shifts in the contract, which means more late shifts for you.

•  Refusing to give credit for commissioned employee’s regular pay rate and vacation time, if there is a new pandemic

•  Rejecting our pandemic safety proposal language

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Join us on at your store to engage the public about our fight for a FAIR CONTRACT!

Wednesday, July 7
2:30 PM @ Southcenter Macy’s
12:30 PM @ Alderwood Macy’s 
3 PM @ Bellingham Macy’s

“If Macy’s wants to settle this contract they know what we need; livable wages, safety on the job, and taking their other shameful proposals off the table. And we know what we need to do, take action!”

—The Macy’s Bargaining Committee

Let Macy’s know that we won’t settle for anything less than a fair contract! Contact your rep or shop steward to find out more.

Providence Centralia Tech - Providence’s Proposals Come Up Short Again!

On June 16, our PCH Tech unit authorized a strike by 88% and rejected Providence’s current contract offer by 97%! We joined the PCH Support Services, PSPH Techs, and PRMCE RNs in authorizing a strike! Together we are more than 2,000 caregivers who will potentially be going on strike if Providence continues to make subpar proposals!

On June 30, we met with Providence for our tenth bargaining session. As a team we went through our priorities and drafted proposals which will help advance negotiations.

One of the package proposals that we presented include union membership language, management’s rights, premium pay, and hours of work/overtime. Under union membership language, we proposed “ modified shop”, which is the same language PCH RNs currently have in their contract. This gives caregivers the option of becoming union members or opting out 30 days after initial hire or after ratification for current employees. We also proposed premiums like daily overtime, overtime above your FTE, increases to shift differentials  and lead pay, and preceptor pay.

Providence did finally hear our arguments and understood that training new hires and students goes above and beyond our job duties and agreed to preceptor pay!

Providence also made a counter proposal to our longevity wage scale and across the board increases. They proposed to keep their current wage ranges and merit system in place with a 2% wage increase.  This is extremely disappointing given that Providence St. Peter’s Techs were offered across the board wage increases with a longevity wage scale. Our team made it clear that we deserve the same type of wage scale and we do the same work as PSPH Techs!

Throughout this bargain, Providence has treated us differently than PSPH Techs and other units. It is time that we show Providence that we are willing to fight just like our sisters and brothers at PSPH. We are asking that you sign onto our strike pledge card and pledge to participate in a strike if it comes to that! Please attend a strike education meeting on July 7 @ 6 PM via Zoom for a bargaining update and to learn more about your right to strike.

If you have any question please contact your union rep Erin McCoy. Our next bargaining dates are on July 19 and 26.

In Solidarity, Your Tech Bargaining Team: Jen Mullins, Rad Tech; Verity Olsen, Pharmacy Tech; Kathleen Spencer, RT; Jen Frunz, Mammo Tech 

Strike Education Meeting

Wednesday, July 7 

6:00PM

https://zoom.us/join

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

L&I's Updated COVID-19 Safety Requirements for Employers as Washington Reopens

Washington State Department of Labor & Industries released updated requirements for Washington employers on June 30, 2021, recognizing the new phase of reopening we are in after the COVID-19 pandemic. If your employer is not following the state requirements for COVID safety in your workplace, talk to your Shop Steward or Union Rep right away, or submit a safety report with your name, workplace, contact information, and description of the safety issue to safetyreport@ufcw21.org.

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Updated COVID-19 requirements for employers as Washington state reopens

Businesses in Washington state are able to open at full capacity and have fewer requirements to follow to protect employees from COVID-19.

Both OSHA and L&I continue to recognize COVID-19 as a workplace hazard for unvaccinated individuals. Employers have an obligation to provide a safe and healthy workplace and assess the level of hazard to determine if additional steps should be taken to protect workers who are not fully vaccinated. Updated rules and guidance detail the changes employers need to know.

Employers must:

• Ensure unvaccinated employees wear a mask while working indoors.

• Verify vaccination status before lifting employee mask requirements, and be able to show the process used for verification.

• Keep employees with possible or confirmed cases of COVID-19 from working around others.

• Provide handwashing facilities and supplies.

• Train employees to recognize and respond to workplace hazards, including COVID-19.

• Assess recognized hazards, including COVID-19, as part of the ongoing requirement to provide a safe and healthful workplace and, where appropriate, take additional steps to protect unvaccinated employees.

• Notify employees in writing within one business day if someone they had close contact with tests positive for COVID-19 (without disclosing the person’s identity).

• Report COVID-19 outbreaks of 10 or more employees at workplaces or worksites with more than 50 employees to L&I within 24 hours.

Masks and face coverings

• Employers must provide cloth face coverings or a more protective mask to employees, free of charge, when use of a mask is required.

• Employers may still require or encourage mask use, regardless of employee vaccination status.

• Employees have the right to wear a mask or other protective equipment, regardless of their vaccination status, as long as it doesn’t create safety issues.

Industries where masks are still required for all workers  

• Health care (long-term care, doctor’s offices, hospitals)

• Public transportation (aircraft, trains, buses, road vehicles)

• K-12 schools, childcare facilities and day camps in locations where children are or are expected to be present

• Correctional facilities

• Homeless shelters

Verifying worker vaccination status

Employers must be able to show the process used to verify employee vaccination status. They do not need to keep an actual copy of the employee’s vaccination records.

Acceptable types of verification include:

• Vaccine card or photo of vaccine card.

• Documentation from a health care provider.

• State immunization information system record.

• A hard copy or electronically signed self-attestation from the employee.

Resources

L&I’s COVID-19 guidance includes resources from the Centers for Disease Control (CDC), Department of Health (DOH) and U.S. Occupational Safety and Health Administration: www.Lni.wa.gov/CovidSafety.

DOH Secretary of Health Order: www.doh.wa.gov/Portals/1/Documents/1600/coronavirus/Secretary_of_Health_Order_20-03_Statewide_Face_Coverings.pdf

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