Providence St. Peter Tech - Contract Vote on September 16

We reached a tentative agreement with Providence St. Peter’s on August 30. The next step is for you to vote on the agreement. 

We will be going over the agreement at the vote meeting on September 13 via Zoom. The full agreement and wage rate will be available during the in-person vote on September 16. The contract must be ratified by a simple majority of voters. You cannot submit an absentee vote or electronic vote. 

PSPH Tech Vote Meeting via Zoom
Monday, September 13
6PM - 7PM

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

In-Person Vote @ Lacey Community Center
Thursday, September 16
6:30AM - 9:30AM
11AM - 2PM
4PM - 7PM

6729 Pacific Ave SE
Olympia, WA 98503
 
If you have any questions, please contact your union rep Erin McCoy or the bargaining team.

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

Skagit Regional Health - Demand to Bargain Sent Regarding Vaccine Proclamation

Demand to Bargain Sent Regarding Vaccine Proclamation

UFCW21 is partnering with WSNA and CVHNA, the unions representing Nurses at Skagit and Cascade, to bargain over the effects of the Governor’s proclamation that requires healthcare workers to receive a COVID-19 vaccine or exemption by October 18. We are nearing an agreement that all three unions can support. We will update with details when a final agreement is reached.
 
Additionally, we have reached an agreement to reinstate the Extra Shift Incentives for Skagit and Cascade that were in place last Spring. The incentive will now be available for all classifications of workers at Skagit facilities.
 
Join our Zoom meeting to ask questions and talk about concerns regarding the proclamation.

Friday, September 10 @ 10:30AM

Contact your Bargaining Team or Union Rep Celia Ponce-Sanchez for registration and call-in details. Details will be also emailed out.

Take advantage of our union health plans

For all UFCW 21 members on the union’s Sound Health & Wellness Trust health insurance - Take advantage of our union health plans!

Reminder—It’s Time to Fill Out Your Personal Health Assessment!

Deadline is September 30, 2021

Are you on the Sound Health & Wellness Trust? Your union health care plan includes a wellness component that when utilized will reduce your out-of-pocket medical costs by providing funds (up to $500 for individual coverage and up to $1,000 for dependent coverage) into your Health Reimbursement Arrangement (HRA). One of the easiest ways to access this benefit is to complete your Health Profile (Kaiser members) or Personal Health Assessment (PPO members) by following the steps below. You’ll earn $300 into your HRA ($600 for qualifying, participating dependents). The Health Profile or Personal Health Assessment must be completed by September 30th to qualify.

Completing the Health Profile for Kaiser Members:

1.       Click here to log in to your Kaiser account by selecting “Sign in to KP Washington”

2.       Select “Complete and Review your Health Profile”

3.       Select “Start Health Profile”

4.       Complete questionnaire and earn $300 in your Health Savings Arrangement to lower your 2022 deductible

Completing the Personal Health Assessment for PPO Members:

1.       Click here to go to the Sound Health and Wellness PHA landing page

2.       Click the button “Login now” on the right-hand side of the page to begin your PHA

3.       Click “Select/Confirm your PCP and take PHA

4.       Complete questionnaire and earn $300 in your Health Savings Arrangement to lower your 2022 deductible

WhidbeyHealth - Shame on WhidbeyHealth!

We have been corresponding with WhidbeyHealth regarding the July 1, 2021 1.5% wage increase and 2020 retroactive pay. Our position is that the wage increases need to be implemented per the ratified contract agreement, but WhidbeyHealth’s position is that they will not provide wage increases until all language and wage scale discrepancies are resolved. For this reason, we filed a grievance and unfair labor practice with PERC. We are extremely disappointed with WhidbeyHealth’s position and believe that members need their wage increases and retroactive pay now! Members have been working understaffed through an entire pandemic and they deserve WhidbeyHealth to respect the ratified contract agreement! 

We are following up daily with management and expect to have a payout date by Monday, September 6.

Additionally, we are bargaining with WhidbeyHealth on a COVID-19 vaccine mandate letter of understanding. While we cannot change the Governor’s COVID-19 mandate, we can negotiate over the changes to workplace conditions. An example of a term we are negotiating: members who decline the vaccine will keep their seniority until the mandate is lifted or the caregiver receives the COVID-19 vaccine.

King’s Command Members Overwhelmingly Ratify New Contract!

King’s Command Members Overwhelmingly Ratify New Contract!

On September 2, King’s Command members voted to approve a new contract including significant wage increases, new guaranteed retirement matching and other improvements. The new contract has a three year duration.

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

Macy's - One Nickel is a "Big Move"?

On September 1, Macy’s gave us a comprehensive counter proposal including wages.

Spoiler alert! We were underwhelmed. Macy’s increased their wage proposal by just $0.05. They told us that based on their other economic proposals, they thought that this was a “big move.”

There was small progress on other things, but Macy’s continues to stand by:

• It’s ridiculous Reliability Attendance policy,

• Eliminating the wage scales that get associates to the top rates of pay, and

• Taking away credit for past Macy’s experience when rehired.

On healthcare, Macy’s proposed a drastic premium increase for the Platinum levels of coverage. When we dove into the numbers to make a counter proposal, we ended up having more questions than answers, which we are now waiting for before we can move ahead.

“Macy’s might think that we are just numbers on a spreadsheet; but they need to know that we are real people trying to survive. Their wage proposal won’t even cover half of how much rent has increased!”

- Brenda Eaden, Tukwila Macy’s Furniture Gallery

Those of us who have been through many bargains with Macy’s know that change only comes from when Macy’s workers take action!

• Tell Macy’s their offer makes them unreliable! Take our Macy’s Reliability Survey and tell Macy’s they need to change their offer.

https://bit.ly/MacysSurvey2021

Get ready to take action when we present management with the results of the survey. Spoiler Alert! It’s not looking good for the boss.

Providence St. Peter Hospital Tech - We Have Reached an Agreement! Your Bargaining Team Fully Recommends a “YES” Vote!

After twenty hours of bargaining on August 30, we reached a tentative agreement with Providence St. Peter’s! After fourteen months at the bargaining table and eighteen months after unionizing, we were able to obtain a great first contract for the Tech unit. Our contract has a wage scale, longevity step increases, annual across-the-board wage increases, health insurance benefits, retirement benefits, and other job protections. The next step is for our unit to ratify the contract agreement. The full details of the agreement will be available in-person during our contract vote. 

We will be holding a vote meeting in the next few weeks to go over the highlights of the agreement and to answer any questions. A follow-up update will be sent out next week with the vote date/location and vote meeting dates. 

If you have any questions, please contact your union rep Erin McCoy or the bargaining team. 

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

Providence Centralia Hospital Support Services - We Have Reached an Agreement! Your Bargaining Team Fully Recommends a “YES” Vote!

Late night on August 27 we reached a tentative agreement with Providence Centralia! After eleven months at the bargaining table and thirteen months after unionizing, we were able to obtain a great first contract for the Service unit. Our contract has a wage scale, longevity step increases, annual across-the-board wage increase, health insurance benefits, retirement benefits, and other job protections. The next step is for our unit to ratify the contract agreement. The full details of the agreement will be available in-person during our contract vote. 

We will be holding a vote meeting in the next few weeks to go over the highlights of the agreement and to answer any questions. A follow-up update will be sent out next week with the vote date/location and vote meeting dates. 

If you have any questions, please contact your union rep Erin McCoy or the bargaining team. 

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

MultiCare Auburn Medical Center RNs Bargaining Update

MultiCare Auburn Medical Center RNs: Bargaining makes some progress

“Our bargaining sessions do not appear to be a major priority on the Employer’s schedule” ― Our Bargaining Team: Cory Larsen, Kathleen Vukelich, Caroline Bellinger

We met with the Employer again on August 24 hoping for a more productive meeting than we’ve had in the past. Unsurprising, we were disappointed.

While the Employer did provide their first economic counteroffer, they have still failed to respond to a number of our other proposals that were provided to them over a month ago. This only adds to our frustration with Management after their delays on getting dates scheduled in the first place. The Mary Bridge nurses, whose contract was scheduled to expire the same day as ours, have had double the bargaining dates as we have had. Are we not a priority to MultiCare?

However, there is good news to report. Management’s first economic response was not bad, especially considering that an initial economic offer from an employer is usually insultingly low. Their proposal would put our wage scale at about market standard, slightly above the RN scale at a neighboring hospital. This is a surprising initial offer, but your Bargaining Team is pushing for a contract that will remain competitive over the next couple years.

Our Bargaining Team will meet with Management again on September 8, 14, 22 and 29.

Contract Action Team Meeting!

Join your Bargaining Team at our first virtual Contract Action Team (CAT) meeting on September 8 at 6:30pm. Hear the latest from negotiations, have your questions answered, and learn how you can help us win a fair contract.

September 8, 2021 6:30PM

Northwest Administrators Members vote NO

UFCW 21 Member Story: Bryan Finds Inspiration To Become Shop Steward

Bryan Gilderoy, grocery worker at Fred Meyer in Kent, poses for a photo.

Bryan Gilderoy has worked in the grocery industry since 2000. In 2008, he started working at Fred Meyer in Kent. He is a proud UFCW 21 member and leader in his workplace.

In 2013, Bryan and his wife welcomed their daughter into the world. Bryan says that the night she was born was the night that he decided he would become a shop steward.

“For my daughter’s sake, I want to do my small part to help the world become a better place. For me, that’s being a shop steward and helping my coworkers as best I can. I know it makes a difference.”

Since becoming a shop steward, Bryan has done everything from helping his coworkers fill out paperwork, to organizing campaigns to get frontline, essential workers PPE and Hazard Pay, to knocking on doors in Missouri to fight anti-worker legislation!

As someone who has benefited from job security & medical coverage throughout his years in the union, Bryan would like to remind everyone to complete their PHA survey ASAP to earn funding for your 2022 healthcare reimbursement plan! The deadline to do so is September 30th, and you can use this link: https://soundhealthwellness.com/pha/

Bryan, thank you for all that you do!

#UnionStrong #MemberMondays

August 30 Tele-Town Hall for Members on the Union Sound Health & Wellness Trust

LIVE! MONDAY AUGUST 30

Health Benefits Telephone Town Hall

7pm

This call is for all UFCW 21 members on the union’s Sound Health & Wellness Trust health insurance. We’ll be focusing in on our health benefits, helping members save hundreds of dollars on next year’s deductibles, and answering member questions.

To join the call, just pick up the phone when it rings at 7pm—we’ll call you! If you don’t receive a call or you miss the call, you can call in yourself with the information below:

Member Call-in Number: 888-652-0384

Meeting ID: 6237

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Reminder—It’s Time to Fill Out Your Personal Health Assessment!

Deadline is September 30, 2021

Are you on the Sound Health & Wellness Trust? Your union health care plan includes a wellness component that when utilized will reduce your out-of-pocket medical costs by providing funds (up to $500 for individual coverage and up to $1,000 for dependent coverage) into your Health Reimbursement Arrangement (HRA). One of the easiest ways to access this benefit is to complete your Health Profile (Kaiser members) or Personal Health Assessment (PPO members) by following the steps below. You’ll earn $300 into your HRA ($600 for qualifying, participating dependents). The Health Profile or Personal Health Assessment must be completed by September 30th to qualify.

Completing the Health Profile for Kaiser Members:

1.       Click here to log in to your Kaiser account by selecting “Sign in to KP Washington”

2.       Select “Complete and Review your Health Profile”

3.       Select “Start Health Profile”

4.       Complete questionnaire and earn $300 in your Health Savings Arrangement to lower your 2022 deductible

Completing the Personal Health Assessment for PPO Members:

1.       Click here to go to the Sound Health and Wellness PHA landing page

2.       Click the button “Login now” on the right-hand side of the page to begin your PHA

3.       Click “Select/Confirm your PCP and take PHA

4.       Complete questionnaire and earn $300 in your Health Savings Arrangement to lower your 2022 deductible

 Have questions? Join us for the Telephone Town Hall on August 30!

Providence Centralia Tech - No Deal Reached! Next Bargaining Session on September 8!

On August 25 we met with Providence Centralia. We were able to reach tentative agreements on union membership, leave of absence, and management rights. We spent the rest of the day working on a proposal around wages, EIB/PTO, premium pay, retirement, health insurance, hours of work/overtime, education fund, and employment practices. 

Providence provided us with a comprehensive proposal which included: 

• Wages—Placement onto the wage scale and 2.5% wage increase in Year 1; 2% wage increase in Year 2 and an anniversary wage increase; 2% wage increase in Year 3 and an anniversary wage increase 

• Elimination of EIB/ reduced PTO program which is currently in place

• Ability to change health insurance and retirement plan from time to time 

• Education funds of $400 or $300 depending on your FTE

• No daily overtime

Our proposal included:

• Wages—Placement onto a competitive wage scale and a guaranteed 3.5% wage increase in 2021; 3% wage increase, anniversary wage increase, and two-step progression increase if your years of experience do not reflect your wage step in 2022; 3% wage increase, anniversary wage increase, and two-step progression increase if your years of experience do not reflect your wage step in 2023

• Reinstatement of the 2019 EIB/PTO 

• Health insurance and retirement cannot be change for the life of the contract 

• Education fund of $400 or $300 depending on your FTE plus three days of time off

• Daily overtime for all caregivers

As you can see the biggest differences between our proposals are wages, EIB/PTO, daily overtime, health insurance, and retirement plan. Given these differences we were not able to reach a deal on August 25.  In order to win better wage scale placement, better wage increases, and a better PTO plan we need everyone to sign a strike pledge card. 

This past week the National Labor Relations Board (NLRB) found merit in our unfair labor practice (ULP) surrounding the changes to PTO! We will be going to hearing around this issue in November since Providence has taken the position that their changes were announced and therefore not illegal. We believe we have evidence which proves our point. This ULP would be our striking issue! 

Next step is to sign onto the strike pledge and we will be at the bargaining table again on September 8. If you have any questions, please contact the bargaining team or Erin McCoy. 

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

Providence St. Peter Hospital (Tech) - No Deal Reached

On August 23, we met with Providence St. Peter’s. The Union Bargaining Team started the day drafting a wage proposal. We had to rethink and cost-out our proposal which took about six hours. While Providence may say that we wasted their time and hardly made movement, the reality is that our wage proposal is quite modest and we take drafting proposals very seriously.

Our proposal places everyone onto the wage scale depending on half your years of experience and a guarantee of a

6% wage increase upon ratification,

3% wage increase/ anniversary step increases/two-step progression for employees whose years of service do not match their wage step in 2021, and a 3% wage increase/ anniversary step increases/placement on the appropriate wage step dependent on your years of experience in 2022.

Our wage proposal takes into consideration the market and the two years of wage increases we have not received. Additionally, we have held that our EIB/PTO plan from 2019 must be reinstated. Our ULP around the PTO plan has moved to hearing since Providence believes there is no violation.

Meanwhile, Providence continues to propose eliminating EIB/a reduced PTO plan for employees with 10 years or more of service; a 4% guaranteed wage increase in 2021 and a two-step progression for employees whose years of service do not match their wage step, 1.5% wage increase in 2022,

1.5% wage increase in 2023; no increases to premiums; the ability to increase health insurance premiums; the ability to change the retirement plan;

$300 to $400 in education fund depending on your FTE.

Although we are getting closer to a deal you can see that wages and EIB/PTO are the biggest hurdles we are facing. During our session we had more than 10 community leaders join us and tell Providence that we need a fair contract now! We believe this action has shown Providence that we have the support of our community and patients.

We hope that we will get closer to a deal at our next session on Monday, August 30.

If you have any questions, please contact our Bargaining Team or Union Rep Erin McCoy @ 206-436-6598.

MultiCare Auburn Medical Center RNs

Bargaining Team: Cory Larsen, Caroline Bellinger, Kathleen Vukelich

Our member Bargaining Team met with management on August 3 and 24 to kick-off negotiations.

We are frustrated that it took so long to get the employer to agree to these initial dates, which meant negotiations began only a few days before our contract was set to expire. We have signed an extension agreement to ensure that our contract remains in place, but we shouldn’t have had to wait so long to get this process started.

We presented our first proposal to the Employer on August 3, which included proposals to improve our existing language on issues regarding staffing, charge nurse assignments, accepting extra shifts, floating, and more. We also made a proposal to add the spot bonus incentive program to our contract.

The Employer provided a response to most of our proposals on August 24. While they did agree to some proposals that were already settled during the technical bargain, they pushed back on most everything else. For example, they wanted to strip out most of language that allows for members to report staffing concerns to administration without going through the staffing committee. While the staffing committing is a strong tool, we need to preserve alternative avenues for members who are not on the committee to have their concerns addressed.

Afterwards, we gave the Employer a comprehensive economic proposal. As we were crafting this proposal, we reviewed neighboring facilities such as Valley Medical Center who are direct competitors in the labor pool. Our proposal reflects the need to increase wages enough to ensure that management can easily attract and retain high quality staff at Auburn Medical Center.

We eagerly await the Employer’s response.

Our Bargaining Team will meet with management on August 24, then again September 8, 14, 22 and 29.

Planned Parenthood - Information Requested

We met with Management on Monday, August 16 for further contract negotiations. Even with the overwhelming support on the petitions we circulated, we are still far apart on economics. Our Bargaining Team has proposed both across the board and longevity increases as well as other economic improvements. Management has stated that giving more than small cost of living increases could have dire consequences for the Affiliate.

We have requested financial and other information from Management to substantiate these claims. Our Bargaining Team will review the information before we make a counter proposal. Our next bargaining date is scheduled for September 3.

“We need more information to assess the financial status of the Affiliate before we can make a comprehensive proposal.”

—Your Bargaining Team

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

Join us for a virtual Contract Action Meeting to discuss our next steps at the bargaining table!

Monday, August 23 • 5:30 PM

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

Superior Linen - Tentative Agreement Reached!

After three bargaining sessions, we have reached a tentative agreement with Superior Linen. We were able to win competitive wage increases which will bring us to $15/ hour or more in 2021. 

We also won improvements to funeral leave, sick time, seniority while on layoff, and extended leave of absence if you are on worker’s compensation. 

Our Bargaining Team fully recommends a “YES” vote on Wednesday, September 1. We will be voting from 11am to 1:30pm by the Soil Department. 

If you have questions please contact Union Representative Monica Smith @ 206-436-6524.

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Emos Llegado a un Acuerdo Tentativo
Voto el 1ro de Septiembre

Después de tres sesiones de negociación, hemos llegado a un acuerdo tentativo con Superior Linen. Fuimos capaces de ganar incrementos salariales competitivos que nos llevarán a $15/ hora o más en 2021.

También ganamos más tiempo para los días de luto, tiempo para enfermedad, antigüedad mientras está en despido, y licencia prolongada de ausencia si se lastimo en el trabajo.

Su comité de negociación recomienda un voto de “SÍ” el Miércoles primero de Septiembre de 2021. Estaremos votando de 11am a 1:30pm por el Departamento de “Soil.”

Si tiene preguntas, por favor de comunicarse con Monica Smith, Representante de la Unión

@ 206-436-6524.

More Information on COVID-19 Vaccination Requirements for Health Care Workers in Washington

The Department of Health has issued a document with more information and Frequently Asked Questions about the state proclamation requiring health care workers and public employees to be vaccinated against COVID-19. We maintain our right to bargain over the impacts of this proclamation on health care workers and we continue to support vaccination as a key tool in fighting the spread of COVID-19 which is once again stressing our health care system to the limit. If you have any questions about how this proclamation affects you that aren’t answered by these documents, contact your Shop Steward or Union Rep.

Frequently Asked Questions

Find the full FAQ document from the Washington State Department of Health here.

What documentation do I need to provide to prove my vaccination status?

If you work in a health care setting, you must provide proof of full vaccination against COVID-19 to the operator of that health care setting. Acceptable proof includes one of the following:

• CDC COVID-19 Vaccination Record Card or photo of the card

• Documentation of vaccination from a health care provider or electronic health record

• State Immunization Information System record

• WA State Certificate of COVID-19 Vaccination from MyIRmobile.com

Can I attest to being vaccinated in lieu of showing proof?

No. Personal attestation is not an acceptable form of verification of COVID-19 vaccination.

Is there any way to opt out of vaccination?

If you are entitled under applicable law to a disability-related reasonable accommodation or sincerely held religious belief accommodation, then you are exempt from the proclamation. If you are not entitled to an accommodation, then there is no way for a Health Care Provider to opt out of the vaccination requirement in the proclamation.

What happens if I can’t get the vaccine because I was infected with COVID-19 just prior to starting work?

If you are unable to comply with the requirement to be fully vaccinated by October 18 because (a) you were infected with COVID-19 in the weeks immediately preceding the deadline or (b) you had an adverse reaction to the first dose of the vaccine, talk the operator of the health care setting where you are working about their reasonable accommodation process.

Do private employers have to bargain with their unions since this is a government requirement?

Affected employers with workers represented by a union are to address the impacts of this proclamation in accordance with the provisions of any collective bargaining agreement between the parties.

NW Administrators - Vote Scheduled

After over a year of negotiations with Northwest Administrators, Management has given the Union an offer to send to a vote. Despite significant process made in recent weeks, our Bargaining Team is recommending a “NO” vote. 

Healthcare is one of the primary reasons we cannot recommend this offer. The current cost of our healthcare plan to the Employer is $4.65/hr, and in their latest offer, the Employer is only willing to pay for increases up to $4.86/hr. Unfortunately, there is a good chance that healthcare costs will exceed the Employer’s cap, which means you’ll pay for the difference. 

This is frustrating since in 2019, the Employer absorbed a $0.21/hr savings on healthcare and now they are unwilling to protect their Employees from a possible increase? Our Bargaining Team could not recommend an offer that places so much liability onto employees, with a high chance of healthcare costs chipping away at our wages.

Our Bargaining Team have other concerns with the offer that will be shared during the online meeting next week. Show the Employer what you think about their offer by VOTING NO!

The full details of the offer will be made available during our online vote meeting on Wednesday, August 25.

It’s extremely important that members attend the Zoom meeting to get a full understanding of the employer’s offer and have your questions answered. However, voting will not take place at this meeting.

We will be voting online via “SimplyVoting” on Friday, August 27 from 6:00AM to 8:00PM. 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 visit  ufcw21.org/update-your-information. If you do not receive an email to vote on Friday, August 27, then please reach out to Union Representative Rhonda Fisher-Ivie at (206) 436-6584 no later than 5PM on the day of the vote to provide an updated email address. 

MultiCare Contracts Ratified!

We are excited to announce that UFCW 21 members at MultiCare voted to ratify their new contracts on Monday August 16!

Our new contract includes historic wage increases, significant wage scale restructure that puts more money in member’s pockets, protections against major increases to our health care costs, improved staffing language, and so much more. You should expect to see your new wage in the next few pay periods, but remember that they are effective back to May 23, which means you should expect to receive a sizable retro check as well.

Our Bargaining Team would like to thank the community who showed management that they will ALWAYS support health care workers. Community leaders showed up in numbers at our actions, speaking out against management’s behavior throughout this campaign and demanding a fair contract.

They will be happy to hear that MultiCare workers have just ratified one of our best contracts in years.