Macy's - Come and Join the Info Picket!

Management continues to not listen to the Bargaining Committee when it comes to:

• Living wages, the most that they are offering just a $0.30/hr increase, and they still insist on eliminating our wage scale

• Keeping our attendance credits, management refuses to withdraw its arbitrary and unfair “Reliability” attendance system

• Continuing to keep MLK Day as a full PTO, Macy’s doesn’t want to continue with its past practice, calling it an additional expense

• The loss of holiday, personal day and vacation time due to a pandemic

It is time for Macy’s to hear from their workers that their behavior at the table is not acceptable, and that we will accept nothing less than a fair contract.

Join us for informational picketing at the three mall stores!

Friday, October 29

Southcenter @ 1-4pm
Alderwood @ 1-4pm
Bellingham @ 1-3pm

RSVP online
Go to: bit.ly/Macys1029

Macy's refuses to increase wage

Macy’s Refuses to Increase Wages

On Thursday, September 30, our Bargaining Team met with Macy’s and ended the day frustrated with:

-No increase to their wage proposal,
-Their refusal to retain MLK Day as a PTO,
-Their continued insistence on taking away our attendance credits and pay scales,
-No progress on dealing with the problems that the pandemic store closures created for our vacation and holiday pay.

Macy’s was clear that they expected us to accept their take-aways and low wages, and that you all would vote yes on it.  It is clear to us is that Macy’s corporate “People Leaders” are out of touch with what their people are going through in the stores!  

While they are offer bonuses for working on the weekends, sticking around through the Holidays, and referring friends and family to apply at Macy’s, they refuse to pay us a basic living wage. They talk about “reliability” when it comes to our attendance but refuse to see how unreliable they are if we can’t make the rent. Instead of investing in their business through our work, they expect us to bear the burden on our lives that their low-ball proposals create.

Who makes Macy’s business work? We do!

“With all the nothing that Macy’s gave us on Thursday, we need to get them with a lot of something! Come to the CAT Meeting as we prepare for our info picket day!”

—Candice Hemphill

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Join us for our second Contract Action Team (CAT) meeting! We will be preparing for informational picketing and other actions as we take our fight to the public and our customers.

Friday, October 8 @ 5 PM
https://zoom.us/join 
Contact your Bargaining Team or Union Rep for call-in details. Details will be emailed out.

Macy's Update- Alderwood Workers Take Action

Your bargaining committee met with Macy’s Management twice last week, making little progress on any of the important issues on

the table.

Which is why on Wednesday, September 22, Union workers at the Alderwood Macy’s took action and marched to the store offices to present the results of our Is Macy’s Reliable? survey. 95% of Macy’s workers surveyed said that Macy’s was unreliable and needed to change their offer, and we wanted to make sure management heard that message loud

and clear.

At first store Management was unresponsive to our request to talk to them, but Union members were loud and clear and refused to leave till we were able to present them with the survey results.

Our community allies from Poverty Action Network, and The Children’s Alliance also joined us to tell Management’s spokesperson that the community (Macy’s customers) stood with the workers in their fight for a fair contract.

More Action Needed!

“Management is only going to listen to us if we take action. In 2018 we all formed info pickets at our stores and showed we were ready to fight. It is that time again!”

—Marvella Joseph

We will be letting people know what the next action is what happened at bargaining the day before when we meet on Zoom this Friday. The holidays are upon us, this is a critical time for Macy’s business, and workers are the ones that makes their business run. They literally can’t do it without us!

Join our Zoom Contract Action Meeting!

Friday, October 1
5 PM
https://zoom.us/join
Contact your Bargaining Team or Union Rep for call-in details. Details will also be sent to your email.

Macy’s needs to be a reliable employer!

We are Macy’s Union members who have worked through this pandemic serving our customers and communities. In a survey 95% of Union workers said Macy’s needs to be reliable and:

Improve our safety and working conditions. During the pandemic we have faced increased risk on the job, and need better protections on the job.

Pay fair wages for the work we do. We worked during the pandemic without hazard pay and we deserve a raise, and recognition for our years of service.

Ensure fairness at work. Macy’s wants to target part-time workers with an unfair and unreliable attendance system. We want to keep the credit for our good attendance, built over years of loyal service.

Thank you for shopping at a Union store and for your support!

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.

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!

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.

Macy’s Only Offers 25¢ and Wants to Eliminate the Wage Scales

On June 1, Macy’s gave us their wage proposal, offering colleagues only a $0.25 an-hour raise in each year of the contract. We deserve more than that! 

“The prices customers pay for our products go up by dollars per year, not a quarter a year. Macy’s needs to do better. We worked through this pandemic and put ourselves at risk on the job every day. A quarter just doesn’t cut it.”

– Curtisy Bryant, Southcenter Cosmetics

Macy’s also proposed to eliminate the wage scales that provide us with a pathway to the highest wages in our contract. Make no mistake, eliminating wage scales will:

• Keep wages down for us as a group, the newer you are the worse it would be. 

• Not give us proper credit for the experience and skill that we gain on the job.

• Cease to acknowledge the differences in jobs and responsibilities at Macy’s.

All of that is on top of their previous proposals that:

• Delete all of our attendance credits via their Reliability Program.

• Leave it up to managers to decide if we can take PTOs.

• Allows them to open on Christmas & Easter & schedule you work.

• Allows them to schedule us more late shifts every week then is currently allowed.

But this fight isn’t about Macy’s bad ideas. It’s about us moving forward with a better Union contract. Your bargaining committee is at the table fighting for:

• Have MLK Day become a full PTO instead of a floating holiday.

• Get us the protections we need in this pandemic and any future ones with

• Safety standards,

• Hazard pay for when our work puts us at risk,

• Protections from store closure and loss of hours.

• Wage increases that sustain us better than 25¢

• A shorter probationary period after being hired

• Make it easier to qualify for FMLA leaves

• Improve bereavement leaves to include more family members.

Get ready to take action soon. Macy’s needs to hear from you, its employees, so that they know their proposals for our contract are unacceptable. In 2018 we turned out repeatedly to show Macy’s that we would not accept anything less that a fair contract. 

Macy's - Macy's Reliability Program Seems Unreliable

Today Macy’s went over their Reliability Program proposal in-depth and presented their healthcare proposals. 

• The Reliability Program would radically change the attendance system, so we asked a lot of questions. While are still assessing it, the answers to our questions were troubling. The biggest issues we have are:

• With no attendance credits, Macy’s said they can terminate employees based on “a pattern” of being “unreliable.”

• Managers have the sole power to approve or disapprove “occurrences” that negatively effect your “reliability percentage”. There is no appeal to change a negative to a positive.

• That means that you could actually be penalized for staying late and coming-in on an off day at a manager’s request, if they don’t agree with your dispute of the occurrence.

• The Reliability score is based on a percentage of the hours you work, so part-time employees are penalized more than full-time employees for the same occurrence.

There is too much to explain in this update, which is why you should come to our next set of bargaining update meetings (see below), to get the full details. We want to hear from you what your thoughts are.

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Macy’s Makes Healthcare Proposals 

Macy’s has finally put some economic proposals on the table for our healthcare, but still no wage proposals. We asked lots of questions about their proposals and are expecting to get some answers back; but we can’t make any decisions on healthcare proposals, till we know what they are proposing for wages and other economic parts of the contract.  Our wage proposals are on the table, and so we look forward to hearing theirs at our next session on June 1.

“At first glance this Reliability Program doesn’t seem to benefit us much at all. The parts Macy’s sees as positive don’t outweigh the negatives by a longshot.” 

– Emily Hunter, Alderwood Support Staff

Bargaining Update - Macy’s Lowers COVID Safety Standard

We met with Macy’s to negotiate for the second time and addressed Macy’s new mask policy that requires us to be masked, but allows customers to opt out as masks would only be recommended. That is not only unfair but only increases the risk we take every day serving our customers!

We also discussed issues around:

• Commissioned associates required to work in non-commission areas because of understaffing;

• Problems with trading shifts under MSP caused by understaffing;

• Safety issues from understaffing and sanitizing work areas during this pandemic.

While Macy’s did say they are looking into these problems, we don’t think they take them very seriously. We need your specific stories to show that understaffing is causing problems in our stores for us and for our customers. Talk to your bargaining committee members, shop stewards, and union reps about how understaffing has affected you.

The Union bargaining committee also presented a comprehensive proposal to cover this pandemic and all future ones. Macy’s counter-proposed language doesn’t include:

• A mask requirement for customers  

• Still requiring temp checks at home on the honor system;  

• No ability for associates to stay home in a future pandemic like we had in June 2020 for the reopening of the stores with a “one-time pass” for recall 

In fact, they had little to say about anything we had proposed besides: “Rejected.” They also didn’t have any proposals for wages and other economic items, and still haven’t told us what “Reliability Indicators” are when it comes to their new attendance policy proposal. All while telling us they are concerned about how long negotiations could go on...  after only two bargaining sessions.

Stickers will be hitting your store soon, make sure to get some, put one on and sticker-up your coworkers. 

We need to Protect Our PTOs! 

“We seem to be doing a lot of the work in this bargain so far. Why does Macy’s have to make things so difficult by not making proposals for wages and other economic items? These things are the core of our union contracts!” 

– Brenda Eaden, Macy’s Furniture Gallery Tukwilla

Macy's - Management still wants to mess with our PTOs

Our Union Bargaining Team met with Management for the first time on Monday, May 10 to deliver our initial proposals for the new Union contract.

Some of what the Union proposed was:

• Language to protect our vacations, personal days, and other benefits when there is another health emergency like there has been with COVID-19

• Making sure that compensated hours and short-term disability benefits count towards qualifying hours for health insurance and FMLA leaves

• Fixing the MLK PTO problem by making it permanent for us to use as we choose

Macy’s also made some of their initial proposals, many of which takes us in the wrong direction:

• The Employer wants to delete language that lets us take our PTOs for whatever reason we need.

• Macy’s wants to eliminate attendance credits entirely and replace it with a “Reliability Indicator.” If you are asking yourself, “What’s that?” so are we, but it doesn’t sound good.

• They want to change the definition of a late shift from one ending at 7 PM to one ending at 8 PM, which would mean more shifts at night would be required.

“Many of Management’s proposals are not appropriate for employees to have worked through a deadly pandemic and shown Macy’s loyalty.”

— Candice Hemphill

Want to find out more?
Join our online CAT Meeting via Zoom
Friday, May 14
6 PM
Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out.

Workers Win Historic $2 Million Settlement from Macy’s Over Secure Scheduling Violations in Seattle

FOR IMMEDIATE RELEASE

July 1, 2020

Contact: Joe Mizrahi, jmizrahi@ufcw21.org

Workers Win Historic $2 Million Settlement from Macy’s Over Secure Scheduling Violations in Seattle

Macy’s owes more than 800 workers back pay and damages in the largest settlement in the history of Seattle’s Office of Labor Standards

SEATTLE - Workers are celebrating the 3rd anniversary of Seattle’s Secure Scheduling law, a law their union UFCW 21 was involved in passing, with a $1,999,839.35 settlement stemming from claims they filed with Seattle’s Office of Labor Standards (OLS) around Macy’s scheduling practices.

“When I first reported scheduling issues, I was just hoping that Macy’s would have to follow the law like everybody else,” said Susan Hedman, who worked at the downtown Seattle Macy’s for more than 30 years. “fact that our settlement turned out to be the biggest one in OLS history is beyond my wildest dreams.” Hedman, a shop steward with UFCW 21, encouraged coworkers to track their schedules and hours after noticing a discrepancy between the city’s scheduling law and the treatment she was experiencing at work, especially when it came to the premium pay she was supposed to earn for last-minute schedule changes. “I noticed something with my schedule that didn’t feel right, so I started documenting what was happening and I went to my union. It took some effort, but it was pretty easy to keep track of the violations. It’s not enough to have strong labor laws on the books—we need to enforce them. Strong city enforcement coupled with the backing of my union helped me and my coworkers get what we deserved.”

Macy’s, which closed its two Seattle locations in 2019 and early 2020, owes back pay and damages to 803 employees who worked in those stores between July 1, 2017, and February 24, 2020. Workers will receive about $2,500 on average, with some receiving upward of $10,000.

“We hope this sends a strong message to employers, especially retail employers in Seattle, that you cannot break the law and expect no consequences,” said Joe Mizrahi, UFCW 21 Secretary-Treasurer. “UFCW 21 members and other workers in Seattle fight hard to both pass strong workers’ rights laws and adequately fund the office that enforces these laws. This historic outcome is what happens when we have elected officials who prioritize workers over corporations, and we appreciate the continued leadership of our city council and the hard work of OLS investigators.”

The Secure Scheduling ordinance, which went into effect on July 1, 2017, requires large retail and food-service businesses to post workers’ schedules two weeks in advance, compensate workers for employer-requested schedule changes, and offer additional work hours to current employees before hiring new people.

“In 2016, I co-sponsored the passage of our Secure Scheduling Ordinance because I believe that all work is dignified,” said Councilmember Lorena Gonzalez. This law has always been about forcing massive corporations, like Macy's, to respect the time of workers that are key to their success. This settlement shifts respect back to Macy's workers and makes them whole, while holding Macy's accountable. Thank you to our OLS staff and the UFCW Local 21 members that played a role in upholding this important labor protection.”

“I want to thank the workers whom this has directly impacted for years. You deserve the money owed to you,” said Councilmember Lisa Herbold. “Secure Scheduling requires employers to schedule 14 days in advance, and if that schedule needs to change then employers must compensate their employees.  Time is money and last minute disruption of the schedules of parents, caregivers, students, and people with second jobs has real economic impacts. I also want to thank OLS and UFCW for bringing this injustice to light and setting the record straight.”

Any worker who believes their employer is violating Seattle’s labor laws should document what is happening and contact their union or file a complaint directly with OLS at seattle.gov/laborstandards or by calling (206) 256-5297.

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UFCW 21 is building a powerful union that fights for economic, political and social justice in our workplaces and our communities. UFCW 21 is the state’s largest private-sector union with over 46,000 workers in retail, grocery stores, health care, cannabis, and other industries in Washington State. More than 10,000 UFCW 21 members live or work in Seattle. Whenever workers are ready to form a union, give UFCW 21 a call.

Summary of the Macy’s Reopening Agreement

This is a summary of the agreement which outlines options if you are not able to return to work, Macy’s safety procedures when the store opens, and how the stores will operate until August starts. Please contact your rep if you have questions or concerns:

Not able to return to work:

If you are not able or willing to return when recalled, there are three different options:

-One time pass: places you on the bottom of the one-time recall list for reopening, this does not affect your seniority within Macy’s, when called back the second time must be able to return to work or the Employer will consider it your resignation. Macy’s will be keeping you on furlough, so your employment status is should not be changing in regard to unemployment insurance.

-Personal leave: 2-weeks of unpaid leave to give you time to prepare for the return to work. You would then return to work after the 2 week leave. You can access you vacation/sick bank and your PTOs as you will be considered “active.” This will change your status for unemployment insurance.

-Medical leave: You will need doctor’s certification and would be placed on active status and given medical leave. When medical leave is up, you will to return to work. You can access your vacation/sick bank and your PTOs as you will be considered “active.” This will change your status for unemployment as you will be active, however if you are a person who is “at risk” for COVID-19 or is sick with COVID-19, you may still be eligible for unemployment insurance. If you are not eligible you for unemployment insurance, you could be eligible for Washington State Paid Family Leave.

Safety at the store:

-Macy’s will provide PPE (personal protective equipment) to all members, including face masks and gloves (where needed).

-Macy’s needs to enforce social distancing and provide for the time and cleaning materials to sanitize the areas where we are working, while we are working.

-Macy’s will perform wellness checks of all employees before the start of their shifts, to help stop the spread in our workplaces.

-Members have the rights to refuse work that is not safe, with proper notification to management (contact your rep or shop steward).

Hours workers, commission pay, COVID-19 leave:

-While the store gets back to normal volume, the stores are operating with temporarily reduced business hours. Full time will be guaranteed 28 hours, part time 10, recalled Flex workers will not be assigned shifts (as usual).

-Once the store returns to regular hours, or the agreement expires, the people will return to their hours options before the stores closed for the pandemic. If there are permanent staff/hours reductions those are subject to seniority.

-For returned to work members, Macy’s will pay up to two weeks leave for members required to self-quarantine due to or have been diagnosed with COVID-19.

-For draw vs commission Macy’s will clear possible deficits until agreement ends on August 1st.

-Our union contract has not changed; Macy’s still needs to follow it.

Reps:

Bill Roberts
Bellingham Macy’s
(360) 419-4665

Teasha Karell
Alderwood Macy’s and Furniture Gallery
(206) 436-6510

Ariana Davis
Southcenter Macy’s and Furniture Gallery
(206) 436-6586

Monica Smith
Federal Way Commons Macy’s
(206) 436-6524

Macy’s workers are facing COVID-19 store shutdowns with little information and support from our employer.

Macy’s workers are facing COVID-19 store shutdowns with little information and support from our employer. But this community has our back. We’ve given years of service to this store and our communities, and it’s time for Macy’s to acknowledge that their profits came from the work that we put in.

We’re calling on Macy’s to provide paid leave for those of us whose stores are temporarily closed, help to those of us who have to file for unemployment benefits, and fair severance in case of permanent store closure.

Check out this video from Macy’s workers and allies and customers in the community, and then sign our petition for fair treatment during this crisis!

Macy’s COVID-19 UPDATE

Before Macy’s announced the temporary closure of the stores due to the COVID-19 pandemic, UFCW 21 was bargaining with them over safety, extended paid leave for workers affected by the outbreak, help with scheduling and childcare due to school closures, and an on-line hiring hall for temporary work if hours were reduced or stores were closed.  In the middle of those talks Macy’s did close the stores until April 1st (which is now undoubtedly going to be for longer).  We immediately engaged Macy’s to bargain over this and to get the best deal possible for union workers.

Last Friday, March 20th, 2020 we believed we had a tentative agreement that had secured on-going partial replacement pay for full-time and part-time workers during the store closures and delivered extended paid leave to those required to self-quarantine by a doctor. 
 
Then Macy’s contacted the Union to do what they said was clarifying the agreement, but what we view as altering the agreement itself.  Mainly they said that the replacement pay would only cover two weeks and would not continue if the stores remained closed.  They also told us that if we didn’t agree to what we view as new and regressive terms, they would not even pay the 2 weeks’ partial replacement pay that they had already promised all Macy’s workers.  We believe that what they did violates the law that governs workers and unions, and that we could have chosen to take immediate legal action to enforce what we had bargained; but that fight could have taken a very long time.  Workers not getting any compensation while the stores were closed was an unacceptable burden for union members to bear, so we grudgingly agreed to their terms.
 
But this pandemic and its accompanying economic crisis isn’t over, and it is clear that we need to show Macy’s that their actions are unacceptable.  We are taking action together (as we all stay home separately) to fight the spread of the Coronavirus by signing and sharing the online petition demanding that Macy’s does the right thing and not abandon its workers during this global crisis.  Macy’s must do better, and they must bargain openly and honestly.

Please click on or copy and paste this link: http://chng.it/nHB2TkGX, into your web browser, sign the petition, and share it on your social media and with your friends and family.  It is time that we hold Macy’s accountable, and demand that they do their part to defeat COVID-19 by supporting their workers.  We will update you as soon as possible.
 
Resources and information for workers during the COVID-19 Pandemic can be found at https://www.ufcw21.org/safety-at-work.  If you have any questions or concerns that can’t be answered there, please contact your rep or call the Rep of the Day at 206-436-6578. 

Macy’s Downtown Closure Severance update

On February 20, we signed an agreement with Macy’s over severance for workers laid-off from the Downtown Seattle location. The agreement includes one week of pay for every full year of service with a cap at 26 weeks. Macy’s has begun sending severance paperwork to associates via mail and email that includes the full language of the agreement as well as general release language. In order to receive your severance check, you will need to sign and return this paperwork within 45 days of receiving it. We retain the ability through our union to challenge any miscalculations or issues with payment of severance.

We are also aware that there were schedule changes during the final weeks of February that resulted in a loss of hours for multiple associates. We have an active grievance to remedy the issue.

If you have any questions about the calculation or payment of your severance or vacation cash out, please contact your union representative, Regan McBride at 206-436-6579

Macy’s - Downtown Closure Bargaining Update 2/14/20

Today we met with the employer with our bargaining director in attendance. Macy’s has not moved from their original proposal and has given us their last, best, and final proposal that is less than the Northgate and Everett agreements:

• Cap on severance at 26 weeks—Northgate/Everett severance was capped at 52 weeks

• Macy’s is only willing to cover the employer portion of COBRA for 3 months—Macy’s paid 100% of COBRA for 3 months at Northgate/Everett

We’re meeting with our legal team to explore all options to secure a fair severance for the Downtown Macy’s workers.

If you have questions, please contact your union representative, Regan McBride, at 206-436-6579

In Solidarity, your Member Bargaining Team, Susan Hedman, Patrick Keating

Providence Can Do Better Candle light vigils: January 8

Providence Can Do Better
Candle light vigils
Join us Jan. 8

St. Peter – Olympia / 5pm Corner of Lilly Rd NE & Ensign Rd NE

Centralia / 5pm Corner of S Scheuber Rd & Cooks Hill Rd

Sacred Heart– Spokane / 5pm Cowley Park W 7th Ave & S Division St.

Holy Family -Spokane / 5pm Corner of N. Lidgerwood St & E Rowan Ave

Everett / 5pm Corner of Colby Ave & 13th St.

St. Mary’s – Walla Walla / 5pm Corner of S 7th Ave & W Poplar St.

Vigils are being held all across the state.

Tell Macy's Management not to abandon their downtown Seattle workers

Macy’s management is shutting-down their flagship store and shutting-out their career employees from the severance and health care they have earned.

Macy’s is still not offering a fair severance package to their most senior, and loyal members.  Macy’s is also trying to shove the costs of continued medical coverage on to laid-off workers.  This is much less than laid off workers from the recently closed Northgate store who had their medical insurance covered for 3 months, and were offered fair severance packages.

Here’ is some sample text that you can use in your message to Macy’s:

“Macy's shouldn't abandon its most senior and loyal employees. You should offer associates a severance package that honors all associates' total time dedicated to your company. Shame on you for offering a lesser healthcare transition than other displaced Macy's employees have received in the past. Macy’s should treat their workers equally and with respect.”

Send you message to Macy’s Management by pressing the button below.

Macy’s workers need your help, please go to https://survey.medallia.com/?mcy-tuwyt-store, choose Washington State, Seattle Downtown, and click “next.”  Then choose Complaint and General Feedback, and let Macy’s know you feel about their substandard proposal. 

Macy's - Downtown Closure Update