PRMCE RN - Providence Everett RNs Overwhelmingly Ratify the Contract!

On July 23rd, the RN unit overwhelmingly voted to ratify the contract! We were able to win the highest pay increases since we organized! We will be working with Providence to finalize the agreement so both parties can sign the contract and we can post it onto our UFCW 21 website. In the meantime, you can access the “redline” agreement through the link below: 

Here are the details/ important dates of the new agreement: 

• On the August 20, 2021 paycheck: Effective the first full pay period following ratification, nurses will receive a three percent (3%) across the board increase. 

• September 2021: The Hospital will pay all bargaining unit nurses, pro-rated by their assigned FTE, a one-time bonus of $1,500 (minus applicable withholdings) effective the second full pay period following the date of ratification. Per diems will receive a pro-rated .25 FTE bonus.

• December 2021: Pandemic Appreciation Bonus-  The Hospital will provide a one-time bonus of $2,000 (pro-rated by assigned FTE) effective the first full pay period in December of 2021.

• January 2022: Effective the first full pay period six (6) months following ratification, nurses will receive a two percent (2%) across the board increase.

• February 2022: On the second pay period in February, 2022, an additional targeted increase of four and a half percent (4.5%) will be applied to Steps “Base” through “Step 20”. Nurses on Step 21 through 35 will receive a step increment increase of at least 2.5%. 

• December 2022: Legacy Bonus- An additional one-time bonus of $1,500 will, pro-rated by assigned FTE, be paid on the first full pay period in December of 2022 for all PRMCE RNs who are at that time on progression Steps 21 through 35.

• July 1, 2022: Third shift differential will increase to $5/hour 

• January 2023: Effective the first full pay one and one-half (1 ½) years following ratification, nurses will receive a two and three-quarter percent (2.75%) across the board increase. 

• April 2023: Effective the first full pay period following April 30, 2023, all employees on the active payroll will receive a (two and three-quarter percent) 2.75% increase.

• Immediately in effect: 

  • Per diem differential and pay in lieu of PTO and EIB has increased to 15%. 

  • Stand-by On Call pay has increased to $4.25

  • Float Pool/Resource Team pay has increased to $3/hour for Skill Level 1 and $4/hour for Skill Level 2 

  • Education Funds have increased to: FTE 0.8-1.0 $650; FTE 0.6-0.79 $450; FTE 0.3-0.59 $250; FTE 0.0-0.29 $200

Additionally we are still negotiating an “Extra Shift Bonus” (ESB) Letter of Understanding (LOU) with Providence. We have requested that Providence pay the bonus plus time and a half for each extra shift, provide retroactive pay to nurses from March 31, 2021 through present with the new LOU rates, include per diems, and count PTO hours towards nurses’ eligibility for the bonus. We have not signed an LOU which means if you pick up an extra shift please request that your manager put in writing that you will get 1.5 and the new bonus amount. We cannot grieve the extra shift bonuses since we do not have an LOU in place. 

We are also bargaining over Providence’s COVID-19 vaccination policy. It is our position that no one should wear stickers identifying whether they received the vaccine or not, caregivers who have not received the vaccine should not have their hours reduced, and caregivers who have not received the vaccine should go through regular COVID-19 testing. 

If you have any questions or believe Providence is not following the new collective bargaining agreement, please reach out to 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 Centralia Tech - Economics and Benefit Language Remains Unsettled!

On August 2, we met with Providence Centralia. As a team, we worked hard in the morning to analyze surrounding area hospital wages and determine if our wage proposal is reasonable. We determined that our proposed wage rates were slightly below other unionized hospitals, but above non-union hospitals. Given that, we did not change our wage scale, but made modifications in other parts of our proposal. 

We presented to Providence the following wage proposal: 

Year 1—Caregivers will be placed onto a 26 step wage scale based on their current hourly rate, with a guarantee that all caregivers would receive at least a 3.5% wage increase. Any caregiver whose years of service in their job classification at Providence does not correspond to their step placement will receive a two-step progression each year of the contract, until their years of service and step matches. 

Year 2 and 3—Caregivers would receive a 3% across-the-board increase and a 2% longevity step increase on their anniversary date. Any caregiver with 26 years of experience or more will receive a 3% across the board increase each year but will not receive a longevity step increase. 

Under Providence’s proposal, caregivers would receive a 1.5% increase in Year 1, an average of a 2% increase in Year 2, a 1.5% across-the-board increase and longevity step increase in Year 3, and a 1.5% across-the-board increase and longevity step increase in Year 4. Providence will also give two-step progression to caregivers whose years of service and step do not correspond starting in Year 2 of the contract. Also their wage scale stops at step 20 which means caregivers would top out faster under their wage scale. 

The difference between our proposal and Providence’s proposal is our wage table and annual wage increases. In most classifications, we are proposing base rates that are $2 to $5 more than their base rates. Additionally, their wage proposal is tied to accepting the elimination of EIB/reduction of PTO..

In order to move Providence to accepting our wage scale, we need to take action! We will be presenting strike pledge cards to Providence later in August to show them that we are willing to strike if they continue making the same PTO and wage proposal! 

Please sign a strike pledge card online and join us for an in-person meeting on August 9 from 6:30AM to 8:30AM and August 12 from 4PM to 6PM outside of the North Entrance at PCH near the physical therapy building to sign a strike pledge card and get a bargaining update! 

If you have any question please contact your union rep Erin McCoy. Our next bargaining session is on August 25. 

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

MultiCare - Tentative Agreement Reached! Contract Vote Scheduled

After seven months of bargaining, we have reached a tentative agreement with MultiCare! The Bargaining Team unanimously recommends a “YES” vote on this agreement.

Highlights of the agreement include:

• Three-year contract,

• Historic wage increases at ratification with partial retro,

• Significant wage scale restructure that puts more money in member’s pockets,

• Increases to several wage premiums,

• No healthcare premium increases in 2022 with caps on future years,

• Improved schedule posting language,

• Streamlined process to report staffing issues to administration,

• And so much more!

The full details of the agreement will be made available during our vote meetings on August 11 via Zoom. Vote meetings are a great opportunity to learn more about the agreement and have your questions answered, however, voting will not take place at these meetings.

MultiCare Vote Meeting
Wednesday, August 11
7 AM - 9 AM
12 PM - 2 PM
6 PM - 8 PM
Contact your Bargaining Team for the Zoom link to join this meeting

Online Contract Vote
Monday, August 16
6 AM - 9 PM
You will be receiving an email from UFCW 21 via “SimplyVoting” with your unique login information.

In order to vote, everyone needs to make sure their personal email is up to date in our records. If you did not receive this announcement via email, please click HERE to update your information. If you do not receive an email by 6:00AM on Monday August 16, then please reach out to Union Representative Judi Shoesmith @ 206-436-6518 or Kent Tse @ 206-436-6512.

INFORMATIONAL PICKET CANCELED: Now that we have an agreement, the informational picket that was scheduled for August 6 @ Tacoma General Hospital has been CANCELED.

We’ve Reached a Tentative Agreement With MultiCare!

We’ve reached a Tentative Agreement with MultiCare!

The informational picket which was scheduled for Friday, 8/6, has been CANCELLED. Please stay tuned for vote details and reach out to your Bargaining Team members about this exciting development.

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.

Is Macy's Reliable for You? Tell Us Your Story!

In negotiations this year Macy’s has proposed changing the attendance system to rate us on our “reliability”. All while proposing to give us:

• Just $.25 or $.30 in raises every year,

• Eliminate the wage scales to move us to higher rates of pay,

• Rejecting the pandemic safety language we need for future outbreaks, and

• Not guaranteeing the MLK Day personal day we had for over a decade.

That doesn’t sound very reliable. So, your bargaining committee wants you to give “the boss” a review on how reliable they are.

Has Macy’s been a reliable employer when it comes to:

• Livable wages?

• Pandemic safety and safety on the job in general?

• Working conditions like breaks, air conditioning during hot or cold days, assistance from managers, etc?

• Following our union contract?

Go online to do this survey and tell us your story!

Payless Foods - Tentative Agreement Reached! Contract Vote Scheduled

We have reached a tentative agreement with Payless Foods. Your Bargaining Committee is recommending a “YES” vote on this contract. There are no are takeaways to members and improvements include: 

• New wage scales to bring grocery journey rates up to other area grocery contracts.

• Holiday premium pay rates for grocery increased to time-and-a-half.

• Raises for journey rates ever year of the contract with full retro back to expiration.

• Other improvements!

Voting will be by a drop-in meeting at Payless Foods (1609 E Main St, Freeland, WA 98249) on Monday, August 9 from 1PM to 4PM in the breakroom! 

UFCW 21 members in good standing are encouraged to attend the meeting, ask questions, and vote on the contract. 

Prairie Center Red Apple - Tentative Agreement Reached

We have reached a tentative agreement with Prairie Center Red Apple. There are no takeaways to members and improvements include:

• Raise every year of the contract, retro back to January of this year

• Bereavement Leave no longer tied to funeral attendance

• New pension with better opportunity for benefit increases

Contract Vote Details

Wednesday, August 11
1 PM - 4 PM
Prairie Center Red Apple Breakroom

408 S Main St
Coupeville, WA 98239

Providence Centralia Tech - Providence Centralia Tech - Providence Makes a Wage Proposal, but It Is Still Not Enough!

On July 26, 2021 we met with Providence Centralia management. In our previous bargaining session on June 30, 2021, Providence proposed a 2% across the board wage increase (cost of living increase), but they did not propose a wage scale. In that session we told Providence that we deserved a wage scale like Providence St. Peter’s Techs and every union contract within the Providence system. 

In this bargaining session, Providence finally made a wage proposal which included a wage scale, but it is not enough. Providence is proposing: 

• Year 1 (2021)—1.5% across the board increase (no wage scale)

• Year 2 (2022)—employees will be placed onto a wage scale depending on their hourly rate and not based on years of experience

• Year 3 (2023) and Year 4 (2024) 1.5% across the board increase and an increase on your anniversary date

• Continuing the new PTO plan and eliminating EIB 

UFCW 21 is proposing: 

• Year 1 (2021)—All employees shall receive at least a 4.5% wage increase and will be placed on a competitive wage scale depending on their years of experience

• Year 2 (2022)—3% across the board increase and 2% increase on your anniversary date

• Year 3 (2023)—3% across the board increase and 2% increase on your anniversary date 

• Reinstating the 2020 PTO/EIB plan and a three-year contract which is the typical duration of a union contract 

We believe that their proposal is a step in the right direction, but it still does not consider how far behind we are compared to the surrounding hospitals or our individual job experience. 

Our strike authorization and other actions are the reason why we were able to obtain this proposal! We now need to fight for our EIB/PTO and a wage scale for all three years of the contract.

We are getting closer to an agreement, but the major hurdles we are facing are wages, EIB/PTO, and keeping benefits as is for the life of the contract.

In order to get passed these hurdles, we need you all to sign onto our strike pledge card to show Providence that we will strike over our PTO unfair labor practice and wages if we do not see improvements to their proposals. 

We will be planning an in-person action in August to present these strike cards along with St. Peter’s and community partners.

If you have any question please contact your union rep Erin McCoy. Our next bargaining sessions are on August 2 and August 25. 

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

Zenith American Solutions - New Contract Ratified!

Workers at Zenith American Solutions overwhelmingly voted YES to approve their new contract with the Hospital. The new contract includes:

• Strong wage increases across the board, including full retro pay

• Huge improvements to the health and wellness plans

• Movement onto, and fully funding of, the Variable Annuity Plan

• Language ensuring mutual respect from management. 

• An expansion of our leave opportunities.

• ...and much more!

The contract is in full force and effect as of July 26, 2021—March 31, 2024. 

The additional per hour healthcare charges will stop immediately! Workers can expect to see the wage increases and retro pay on their August 20 paycheck at the latest. 

Your Bargaining Team: Carlotta Bogdon, Sr. Fund Accounting Specialist; Debbie DeVore, Sr. Pension Processor; Sue Wehmeyer, Sr. Claims Processor. 

Questions about the contract? Contact the Bargaining Team or the Union Representative David Trujillo directly at 360-419-4665.

Lourdes Medical Center - First Contract Ratified!

On July 23, 2021 the Lourdes Medical Center service and Maintenance employees unanimously voted to ratify their first contract with LifePoint. After 10 months of bargaining, leafletting, picketing, 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.

This is a strong foundation that our Union can build on for years to come. 

Please contact your Union Representative Austen Louden at 509-340-7372 with any questions or concerns. 

Your Bargaining Team:

Isabella Amaro, NAC

Juanita Quezada, HUC/NAC

Aurora Lopez, ED Coordinator

Jordan Aviles, NAC

Maria Hinojosa, Central Processing

Sam Zoller, NAC

Kaiser Spokane Pharmacy Techs - Bargaining Economics

Last week our bargaining team reached new tentative agreements on Floating and incentives for employees to volunteer to travel to other Clinics for unexpected absences. We started important conversations on negotiating our wage scale and addressing wage inequities and credit for experience as a Pharmacy Tech. Our team is united that there should be one wage scale for all workers in Washington- this will allow us to retain and recruit staff in Spokane and know that our work is valued. 

Our next bargaining session is scheduled for August 12 and we are scheduling additional dates in August. 

National Negotiations begin on August 13 for future Across the Board wage increases and to address benefits through the Alliance of Health Care Unions such as Retiree Medical, Education, and our Healthcare.

“We are excited about the agreements we have reached so far and are looking forward to discussing wages and equity for our experience and dedication with Kaiser.” 

– Jackie McFarlen and Tiffany Yeates, Bargaining Team

For questions, please reach out to the Bargaining Team or Union Representative Maureen Hatton, 509-340-7370.

Jefferson County - Bargaining Begins!

In our first bargaining session on July 21 for the new union contract, our Bargaining Team met with the Employer and proposed: 

• Improvements to vacation and bereavement leave

• New holidays for Juneteenth and Christmas Eve

• Extending seniority protections for extended leaves

• Improvements to Longevity Pay

• Wage increases and wage scale adjustments that recognize the economic realities we all live under as County Employees 

While Management did make an initial proposal that was better than previous bargains and shared things in common with our proposals, we are far apart on the amounts, especially when it comes to wages. 

“While it was encouraging that we had similar ideas, the wage increases Management proposed were so far below our own, it was hard not to have hard feelings about it.”

—Tim Weissman

Cascade Valley Hospital - 100% YES! Cascade Valley Hospital Members Unanimously Ratify New Wages

Members at Cascade Valley Hospital unanimously ratified a new wage scale. The new agreement includes bringing CVH employees up to the same wage scales as Skagit Valley Hospital with additional market increases for some positions. The new rates will go into effect in the second pay period following this ratification.

For members hired before April 9, 2018 there is an agreement to participate in an equity review. If you feel you were misplaced on the wage scale, complete the equity review form on Epicor within 30 days. Contact your bargaining team or rep for assistance.

Your Bargaining Team: 

Kathleen Blackstock, CNA

Linda Deeter, Anesthesia Tech

Pammy Hammond,CNA

Robin Schultz, Pharmacy Tech

Providence St. Peter Tech - PSPH Proposes Union Wage Rates!

On July 22, we met with Providence St. Peter’s to discuss the open articles in our first contract: wages, hours of work, definitions, union membership, definitions, seniority, retirement, health insurance, EIB/PTO, leaves of absence, and employment education. 

In our last bargaining session on June 22, Providence proposed a wage scale on the second year of the contract and a 1.5% across the board wage increase (cost of living increase) for the first and third year of the contract. We have made a lot of progress around most of these issues except for EIB/PTO and wages. While this is progress, we believe this is still not enough! We believe that to retain and recruit workers we need higher annual across the board increases, a wage scale from year one, and for our experience to be recognized when we are placed onto the wage scale. 

Currently Providence is proposing that we would be placed onto the wage step which is closest to our current hourly rate. For example, a respiratory therapist currently earning $35.20 with ten years of experience would be placed onto their scale at Step 4. A newly hired respiratory therapist with eight years of experience would be place on Step 8 under their proposal which means that the current respiratory therapist with ten years of experience would be earning less than that newly hired employee who has eight years of experience. 

We told Providence that this is unfair and will worsen turnover. We are proposing that current employees have their years of experience in their job classification recognized! 

One big win we had during the session is that Providence agreed to our higher base rates! But the higher base rates would not go into effect until Year 2 of the contract. Additionally, Providence proposed to continue their current PTO plan and keep EIB frozen. 

We are getting closer to an agreement, but the major hurdles we are facing is wages, EIB/PTO, and keeping benefits as is for the life of the contract. 

In order to get passed these hurdles, we need you all to sign onto our strike pledge card to show Providence that we will strike over our PTO unfair labor practice and wages if we do not see improvements to their proposals. 

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

Sign the Pledge Card!

https://bit.ly/Prov-Strike-Pledge

Join our Contract Action Team meeting!

Tuesday, July 27 

6:00PM

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

King’s Command Foods - Tentative Agreement Reached— Bargaining Team Unanimously Recommends a YES vote!

After two days of bargaining, we reached a tentative agreement for wages and other contract improvements on July 21, 2021. The Bargaining Team unanimously recommends a “YES” vote on this agreement!

Highlights of the agreement include: 

• Three year contract

• Significant wage increases for ALL employees (even if paid above scale)

• Ability to accrue additional vacation when working overtime

• Additional floating holiday

• Dedicated, guaranteed match for 401k contributions

Complete details and full legal language of the agreement will be available at the vote meeting. All current members in good standing are eligible to vote.

Contract vote is scheduled for Wednesday, August 4 @ 6AM - 9AM on-site in the break room. 

Your Bargaining Team: 

Dwight Smith – Shipping & Receiving

Mamadi Coulibaly – Machine Operator

MultiCare - Informational Picket

Friday - August 6, 2021

3:00 PM – 5:00 PM

Tacoma General Hospital,
315 M.L.K. Jr Way, Tacoma, WA 98405
RSVP to the Informational Picket!

After more than a year on the front-lines of the pandemic, workers at MultiCare deserve a contract that includes fair wage increases for ALL workers along with more affordable and accessible healthcare. MultiCare’s current offer still leaves many healthcare workers behind with some receiving less than a 0.50% wage increase upon ratification and management still demanding the right to increase our healthcare premiums by up to $120/month by 2024.

ENOUGH IS ENOUGH! We have been bargaining with management for more than six months, if we cannot come to a deal this month then we must take to the streets. Join the picket lines in solidarity with MultiCare workers to tell management that we demand a fair contract NOW!

You’re Invited! 

Please join your Bargaining Team in a virtual meeting to hear the latest updates from negotiations and to learn more about our upcoming informational picket. Your attendance is important as we’ll also talk about management’s strategies to undermine our solidarity, which will intensify as we get closer to our picket.

Thursday, July 22 @ 6:30 PM

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

Trios Health - Second Bargaining Session

On July 16, 2021, the bargaining team met for the second session of negotiations with the employer. 

“As negotiations move forward, we continue to address the concerns of our staff. We are optimistic that the next session will bring closure to some of those concerns, and we can press on”.

—Milari Olexa, BT Member

We have two more sessions scheduled for August 11 and 18, and we will continue to work with the employer through these issues that have been brought forward by the team and their coworkers. 

If you have any questions, please reach out to your bargaining team, or your Union Representative, Austen Louden, at 509-340-7372.

Our Trios Health Bargaining Team: Left to Right; Tami Ottenbreit, Milari Olexa, Carol Goplen, Casey Nitta, Austen Louden Union Rep.

Not Pictured Stephanie Weibel

Mary Bridge Children’s Hospital - Bargaining Continues

“Cautiously opportunistic, looking forward to our next date.”

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

Management’s offer didn’t include any surprises and, while they didn’t agree to most of our proposals, we do feel that progress was made. In fact, we were able to come to agreements on a couple of minor language amendments to both preceptor pay and the conference committee.

We responded to their offer by adding several new proposals, including: 

• NEW wage premium when floating outside of Mary Bridge Children’s hospital...

• NEW language to establish stable/regular scheduling practices...

• Removal of the “callback that overlaps a scheduled shift” loophole...

• Increased continuing education money with annual roll-over of unused funds...

• ...and enhancements to our incentive pay programs.

Your Bargaining Team is still working on an economic proposal, which will include proposed wage increases that would make Mary Bridge more competitive with neighboring hospitals. We plan to have our wage proposal ready when we meet with the Employer again on July 30. 

NEW BSN DIFFERENTIAL! 

We are happy to announce that we’ve come to an agreement on a new $1.00/hr wage premium for anyone holding a Bachelor of Nursing (BSN), Master of Nursing (MN), Master of Science in Nursing (MSN), or PhD. Our agreement to create a new BSN differential is effective immediately, however, to qualify you’ll have to submit proof of completion (degree or transcript) to the Employee Resource Center. Please contact your Union Representative if you have any questions.

JOIN US TONIGHT!

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.

July 20, 6:30PM

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

Providence Centralia Tech - Slow Progress! Future Action in August!

On July 19, we met with Providence for our eleventh bargaining session since October 2020. We were able to reach a tentative agreement on “Definitions” and clarified our weekend work proposal in the “Hours of Work and Overtime” article. We proposed language which would give caregivers the ability to get at least two weekends off in a month. Our intent with this language was misunderstood by Providence, but we have made it clear that we do not want to force caregivers to work more weekends, but instead the language is to give caregivers more weekends off!

Currently Providence has proposed a 2% wage increase and a continuation of their “minimum, midpoint, and maximum” ranges. We looked at surrounding hospitals and other tech union contracts and verified that our wage proposal is extremely reasonable and will bring our wages closer to the market average. 

We told Providence that we believe our proposal is not unreasonable and that we do not agree with their “ranges.” To obtain a longevity wage scale and yearly across the board increase (cost of living increase), we need to continue pressuring Providence. We need the entire unit to sign a strike pledge card so we can show Providence that we will strike if we do not see movement on PTO and wages! 

Our community partners are also signing to support us on the strike line if we end up striking. Please sign onto the strike pledge card online or with a bargaining committee member. We will be holding a contract update meeting on Tuesday, July 27 over Zoom. 

If you have any question please contact your union rep Erin McCoy. Our next bargaining sessions are on July 26, August 2, and August 25. 

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

Contract Update Meeting

Tuesday, July 27

6:00PM

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

Sign the Pledge Card!

https://bit.ly/Prov-Strike-Pledge

UFCW 21 Member Story: Marisa Becomes a U.S. Citizen Through UFCW 21’s Citizenship Day

UFCW 21 Member Marisa Aviles Lemus celebrating becoming a US citizen.

Marisa Aviles Lemus has been a UFCW 21 member for 7 years, after she started working for Draper Valley Farms in Mount Vernon. Before working for Draper she was employed at another Union employer for 19 years. Marisa works in production, and along with her coworkers has been an essential frontline worker keeping our country’s food supply chain running throughout the COVID-19 pandemic.

In 2019, UFCW 21 held an event with the UFCW’s Union Citizenship Action Network (UCAN) program, where union members could get resources and support with applying for U.S. citizenship. UCAN workshops help provide necessary documents, legal advice, and any assistance necessary to help union members on the path to citizenship, which comes with legal rights like voting along with other benefits.

Marisa learned about UFCW 21’s Citizenship Day through her steward, Esperanza, and contacted the Union to sign up. She has been in the US for 32 years and her dream has always been to become a U.S. citizen. She had not realized that her Union could help her through this process.

Marisa was able to complete the process and attain her citizenship after getting support from the UCAN program, and says: “I still cannot believe that I am a U.S. citizen. It was a wonderful experience and a beautiful moment. I was very nervous, but with the help of my Union I was able to overcome my fear and make my dream come true. I highly recommend people become US citizens. The experience is unforgettable.”*

Have questions about the UCAN program or other support for immigrant workers in UFCW 21? Call your Union Rep or contact us online. 

*Marisa’s quote translated from Spanish by her UFCW 21 union rep, Faviola Lopez.

Marisa Aviles Lemus lleva 7 años como miembro de UFCW 21, desde que empezó a trabajar por Draper Valley Farms en Mount Vernon. Antes de entrar a trabajar en Draper duró 19 años trabajando en otra empresa con Unión. Marisa trabaja en producción, y junto con sus compañeros de trabajo es uno de los trabajadores esenciales que han mantenido la cadena de suministro de alimentos durante la pandemia del COVID-19.

En 2019, UFCW 21 realizó un evento con el programa de la Red de Acción por la Ciudadanía de de la Unión UFCW (UCAN por sus siglas en inglés), dónde los miembros de la unión podían obtener información y apoyo para solicitar la ciudadanía Estadounidense. Los talleres de UCAN ayudan a los miembros de la unión con los documentos necesarios, asesoramiento legal, y cualquier ayuda necesaria en el camino hacía la ciudadanía, con la que también logran el derecho legal de votar y otros beneficios.

Marisa se enteró del Día de la Ciudadanía de UFCW 21 gracias a su enlace de la Unión, Esperanza, y se comunicó con la Unión para registrarse. Ha estado en los Estados Unidos por 32 años y siempre ha sido su sueño hacerse ciudadana Estadounidense. Pero no se había dado cuenta de que su Unión le podía ayudar con ese proceso.

Marisa logró tramitar la ciudadanía y se hizo ciudadana con el apoyo del programa UCAN, y dice: “Todavía no puedo creer que soy ciudadana de los Estados Unidos. Fue una experiencia maravillosa y un momento bonito. Tenía muchos nervios, pero con la ayuda de mi Unión pude superar el miedo y realizar mi sueño. Recomiendo mucho que se hagan ciudadanos. Es una experiencia inolvidable.”

¿Tiene preguntas acerca del programa de UCAN u otro apoyo para los trabajadores inmigrantes del  UFCW 21? Llame a su Representante de la Unión o comuníquese con nosotros en línea.