WhidbeyHealth - WhidbeyHealth Responds to Our Proposal!

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Prior to June, we requested bargaining dates from Management to start wage reopener negotiations. Finally in July, Management provided us with a bargaining date and a wage proposal which Management sent to all employees. The wage scale that Management released was a proposal and needs to be approved and voted on by YOU, UFCW 3000 members! Management has said this proposal is a “done deal,” but that is NOT THE CASE!

Management has the right under the contract (Article 18) to give everyone a wage increase, but they cannot implement a new wage scale. For example, they can implement a percentage wage increase for all current employees in all classifications while we are in negotiations and keep the wage scale as is.

On July 28 the Pro/Tech/LPN and Support Services bargaining team met with the WhidbeyHealth management bargaining team. We reviewed Management’s wage proposal and there are several classifications whose pay rates are below area hospitals. Management proposed higher wage increases for some classifications anything between .5% to 2.5% for other classifications. Given this, we proposed a 25% wage scale increase for both Pro/Tech/LPN and Support Services, along with the removal of all ghost/zero steps and replacing those steps with a 2.5% step increment. Management did not meaningfully respond to our proposal and gave us a second bargaining date for late August.

We are disappointed with Management’s lack of response and delay to the bargaining process! We have request sooner bargaining dates. It is important that we show Management that we need higher pay and they should not delay implementing wage increases!

We will be holding a contract action team meeting on Thursday, August 4, 1:00pm and 6:00pm over Zoom and Tuesday, August 9 at 6:00pm (tentatively in the Education conference room at WhidbeyHealth) where we will be talking about actions and discussing bargaining.

If you have questions, please contact your union representative Celia Ponce-Sanchez cponcesanchez@ufcw3000.org 360-419-4678 or your bargaining committee.

Your bargaining committee,

Jennifer MacNeill, Rosalie Nguyen, Qiana Johnson, Marty Riley, Gwendolyn Cole, Lisa Olds, Marilyn Faber, Elke Rogers

Join the Contract Action Team Meeting!

Thursday, August 4

1:00 PM • 6:00 PM

Confluence Health  - Job Classification Addition

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Confluence has proposed an additional job classification for a Technical Assistant that would create an additional wage scale. 

Because it is a change to our contract, we will need to have the affected members vote on the change. 

All affected UFCW 3000 members in good standing are encouraged to vote “YES” on Wednesday, August 10, 2022 from 11:30am – 1:00pm in Conference Room K. You must be in good standing and present to vote. 

You will be provided with the proposal at the vote meeting. 

Safety and Workers' Rights in Extreme Heat Situations

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More and more, we face hazardous weather events like extreme heat that can affect us at work and at home. In dangerously hot conditions you can take action to stay safe and healthy, like drinking plenty of fluids, staying out of the sun, checking on vulnerable people, and taking extra precautions when outside.

Under the Occupational Safety and Health Act (OSHA), employers have a duty to protect workers from recognized serious hazards in the workplace, including heat-related hazards. Especially if you work outside, be aware of your health and safety during any Excessive Heat Warning, and check in with your coworkers. If your workplace doesn’t feel safe, tell management and contact your Shop Steward or Union Rep as soon as you can. Find our FAQ on refusing unsafe work assignments here.

This kind of extreme weather is dangerous in our workplaces and our communities, which is why UFCW 3000 members work for climate policies that will help protect us and our future health.

Contact Us:

Check National Weather Service Excessive Heat Warnings in Washington:

See warnings on a map
See warnings as a list

Extreme Heat at Work

OSHA has three basic recommendations for safety in extreme heat are: 💧 water, 🪑 rest, and ⛱️ shade.

Under OSHA law, employers are responsible for providing workplaces free of known safety hazards. This includes protecting workers from extreme heat. An employer with workers exposed to high temperatures should establish a complete heat illness prevention program.

  • Provide workers with water, rest, and shade.

  • Allow new or returning workers to gradually increase workloads and take more frequent breaks as they acclimatize, or build a tolerance for working in the heat.

  • Plan for emergencies and train workers on prevention.

  • Monitor workers for signs of illness.

Read more on the OSHA heat safety website

If you perform work outdoors for more than 15 minutes in a 60-minute period, you may be considered an Outdoor Worker in Washington, and your employer may have responsibilities to you under Washington State’s emergency heat exposure rules effective through June 15, 2022. When temperatures are at or above 89 degrees, employers must provide outdoor workers with cool water and additional paid cool-down rest time, and when the temperature is at or above 100 degrees, employers must also provide other ways to cool down like a shaded area and ensure you have a paid cool-down rest period of at least 10 minutes every two hours.

Outdoor Heat Safety Program (WA L&I)

Safety & Heat-Related Illnesses Information

Heat illness can be very serious. Learn the symptoms of heat illness and basic safety recommendations so you can stay safe at work and home.

Information from Washington State Dept. of Health:

Hot Weather Safety
Precauciones en caso de calor extremo
預防高溫天氣
Меры предосторожности в жаркую погоду
Phoøng Ngöøa Thôøi Tieát Noùng Nöïc
 

Information from King County Public Health:

STAY SAFE in the HEAT
MANTENERSE SEGURO EN EL CALOR
蠇蕭蕣蠿詏絥襦膈襸蒃衒
БЕРЕГИТЕ СЕБЯ ПРИ ЖАРЕ
ĐẢM BẢO AN TOÀN KHI TRỜI NÓNG

Basic HEAT Safety Tips:

  • Spend more time in air-conditioned places if possible

  • Dress in lightweight clothing

  • Drink plenty of water and avoid drinks with caffeine, alcohol, and large amounts of sugar—sip frequently, don’t wait until you’re thirsty

  • Do not leave children or pets unattended in vehicles under any circumstances

  • Reduce activities that are tiring or take a lot of energy

  • When outside, limit the time you’re in direct sunlight

  • Do outdoor activities in the cooler morning and evening hours

  • During outdoor work, the Occupational Safety and Health Administration recommends scheduling frequent rest breaks in shaded or air conditioned environments

  • Anyone overcome by heat should be moved to a cool and shaded location. Heat stroke is an emergency! Call 9 11.

First Aid for Heat Illness (CDC)
Heat Stress Risk Factors (CDC)

Learn the signs of heat-related illnesses:

Heat Stroke

WHAT TO LOOK FOR:

  • High body temperature (103°F or higher)

  • Hot, red, dry, or damp skin

  • Fast, strong pulse

  • Headache

  • Dizziness

  • Nausea

  • Confusion

  • Losing consciousness (passing out)

WHAT TO DO

  • Call 911 right away—heat stroke is a medical emergency

  • Move the person to a cooler place

  • Help lower the person’s temperature with cool cloths or a cool bath

  • Do not give the person anything to drink

Heat Exhaustion

WHAT TO LOOK FOR:

  • Heavy sweating

  • Cold, pale, and clammy skin

  • Fast, weak pulse

  • Nausea or vomiting

  • Muscle cramps

  • Tiredness or weakness

  • Dizziness

  • Headache

  • Fainting (passing out)

WHAT TO DO:

  • Move to a cool place

  • Loosen your clothes

  • Put cool, wet cloths on your body or take a cool bath

  • Sip water

  • Get medical help right away if:

    • You are throwing up

    • Your symptoms get worse

    • Your symptoms last longer than 1 hour

Heat Cramps

WHAT TO DO:

  • Stop physical activity and move to a cool place

  • Drink water or a sports drink

  • Wait for cramps to go away before you do any more physical activity

  • Get medical help right away if:

    • Cramps last longer than 1 hour

    • You’re on a low-sodium diet

    • You have heart problems

WHAT TO LOOK FOR:

  • Heavy sweating during intense exercise

  • Muscle pain or spasms

Providence Sacred Heart Medical Center - Tentative Agreement Reached!

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We have reached a FULLY RECOMMENDED tentative agreement with Providence Sacred Heart in RECORD TIME and far before expiration!

Your bargaining team met with the employer for three expedited bargaining sessions where we focused on wages. After some long sessions we were able to reach a tentative agreement that will compensate all Service and Maintenance employees represented by UFCW Local 300 fairly for the work they do. The wage increases are the largest collectively that we have seen at Providence Sacred Heart and will make us market competive within our region.

Your bargaining team is recommending a YES vote on the tentative agreement.

Join one of our vote meetings:

August 10, 2022 

6:30am to 8:30am 

2:00pm to 4:00pm

6:30 pm to 8:00 pm 

Notre Dame room in the Mother Gamlen Building under Human Resourses.

Full agreement for review will be available at the vote meetings. UFCW 3000 members in good standing are encouraged to attend a meeting, ask questions, and vote on the contract. Contact a bargaining team member or your Union Representative for any questions or concerns as they were the ones participating in the process at the bargaining table. Please be aware of the Rumor Monger.

Kaye Balk, Registrar “Every negotiation I learn something new. This years expedited bargaining was certainly a plus! It seemed a smoother process.”

Margaret Lauricella, Monitor Tech “This was my first negotiation. I am loving feeling heard. I also feel apart of a team that spoke and worked for over 1100 of my co-workers/caregivers.”

Aaron Leigh Food Service ”During the negotiation information is more valuable than eloquence.”

Patty Martin, Financial Counselor “These negotiations over the last 3 days was phenomenal! We made movement with management each and every day. We were able to accomplish the highest wage increases ever received at SHMC for service. We are excited to vote on 8/10/2022.”

Michael McDonald ER Tech

Brad Starkey, Environmental Services “After 3 days of hard work we were able to get an excellent agreement on this contract.”

Nicole Taylor, ER Tech “Through 3 long sessions it was good to come up with an agreement that’s good for all our members.”

William Volpone, Lab Assistant “This experience was incredibly interesting and an eye opener.”

Ryan Walton, Sterile Supply Tech “This deal was the result of Union Stewards throughout the hospital working for the benefit of nearly 1200 members at Sacred Heart.”

Hudson Dufry Group - Tentative Agreement Reached

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Hudson Dufry Group - Tentative Agreement Reached
Our Bargaining Team Recommends a YES vote

On Friday, July 22, the Union and Hudson/Dufry reached a tentative agreement on the new contract. Your Union bargaining committee is unanimously recommending this contract offer.

In the days ahead we will be announcing the time and place for the vote. The full offer will be available at the vote meeting.

Planned Parenthood - Upcoming Union Rep Meetings

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WEDS 7/27/22

Bremerton HC: 8:30am - 10:30am

Port Angeles HC: 12:30pm - 2:30pm

Olympia HC: 10:30am - 12:30pm

Puyallup HC: 2pm - 4pm

Federal Way HC: 4:30pm - 6:30pm

Tacoma HC: 9am - 12pm

White Center HC: 1pm - 3pm

THURS 7/28/22

Marysville HC: 9:30am - 11:30am

Everett HC: 1pm - 3pm

Lynnwood HC: 3:30 - 5:30pm

Bellevue HC: 10:00am - 12pm

Central District: 1:30pm - 4pm

Northgate HC: 9am - 11am

University District HC: 12:30pm - 3:30pm

FRI 7/29/22

Tacoma HC: 8:30am - 11am

Central District HC: 12:30pm - 3:30pm

Good Afternoon Planned Parenthood Union Members!

I’m happy to announce we’ll be visiting all the health center locations later this week, Wednesday through Friday, July 27-29. The schedule is above. Fellow UFCW Union Reps will be joining me to spend a few hours in each clinic. We are here to listen, so I hope you’ll take some time from your busy workday to say hello and voice any workplace concerns. 

If you are unavailable, please contact me at 206-436-6570 to raise any concerns. We know staffing and retention are major concerns to you and your union is working on grand scheme solutions, so your concerns are important to us. Finally, thank you for providing such crucial care to our patients—you are far more appreciated than you realize. 

Take care, all.

—Charlie King, UFCW 3000 Union Rep

Skagit Regional Health - Union Contract Bargaining Update

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On July 20, our Bargaining Team met with Management for our eleventh negotiation session. We presented and completed the last of our economic proposal and are feeling optimistic for future bargaining dates.

Management is reviewing our proposals on economics, and we expect to hear back on these reviews by our next meeting.

Our next bargaining session will be Wednesday, August 17.

The best way to show your solidarity is by acting and showing that we are powerful as a unit that is UNITED.

If you have any questions about the bargaining process, please contact our Union Rep Celia at (360) 419-4678 or cponcesanchez@ufcw3000.org.

Bargaining Team: Aaron St. John - CS Tech; Alina Delano, Ultrasound Tech; Ashley Price - Medical Assistant-Certified; Jill Douglass - Data Entry Clerk; Maria Muñoz - Environmental Svcs; Megan Osborn - Med Tech; Mike Koenig - Engineer; Rindi Atkins - Radiology Tech; Thomas Kean - Exercise Physiologist; Katie Davis - Social Worker; Cindy Tjaden - Surg Tech

C.C. Filson - Historic Pay Increases on the Table

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Our Bargaining Committee met with Management and made our economic proposals. Since the beginning of bargaining, Union members have made clear that we need substantial wage increases to just make ends meet. So we proposed:

  • Big increases to the minimum pay rates for productivity-based workers. We also questioned Management about why they were paying less than the Minimum Base Rate to production workers, based on their answers the Union will be filing a grievance.

  • Historic wage increases and a pay scale for hourly workers that gives recognition for job duties and years of loyal service.

  • No changes to the health care cost sharing.

  • An employer funded 401(k) retirement program with guaranteed contributions for every hour we work.

We tentatively agreed with Management to put the night work premium in the contract and to increase it to $.50/hr. Filson also had previously proposed a bonus program based on yearly company performance; we told them we could agree to it, but it could not replace wage increases that we need to live.

The Employer said our proposal required serious consideration and number crunching, so they were unable to respond to our proposal immediately and ended bargaining for the day. But we kept on working and drafted Safety and Pandemic contract language that will be ready to present to them at the next bargaining session on August 4.

TIME TO TAKE ACTION

Management may need time to consider our proposals, but we are not going to just sit around and wait. So far we have taken action by buttoning-up, getting trained on spotting Unfair Labor Practices at work, and having a great Unity Day action at work where our community allies turned out to show their support for Filson workers. We aren’t stopping there and won’t until Union members have a fair contract offer to vote on.

Filson needs to see that you are serious about the proposals the Union has on the table. Make sure you are:

  • Wearing your Union button everyday

  • Participating in Solidarity Wednesdays by wearing a gold Union t-shirt

  • Attending the Contract Action Team meeting Friday, July 29 @ 4-6pm, Kent Commons - Olympic Room, 525 4th Ave N Kent, WA 98030. Join us for a more in-depth update on negotiations, planning for further actions, and discussing how we run an effective picket line.

Grays Harbor Harbor Regional Health - Recruitment • Retention • Responsibility

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We negotiated with management this week over economics. Our proposals reflect current market wages for area hospitals. Management’s proposals fail to address the ever-increasing cost of living in the Harbor. We know how expensive housing, gas and food are! We work hard every day!

TIME TO STEP UP MANAGEMENT!

Management needs to hear from us!

Join our Contract Action Team Meeting Thursday, July 28 at 6:00pm where we will discuss taking action towards a strong contract and better wages! 

Thursday, July 28 • 6:00 PM

https://zoom.us/join

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

For additional information or to get involved contract your union representative Brandan Zielinski @ (206) 436-6603.

“Do you really believe that your wages are actually meeting the market?”

— Bambi Shope, Bargaining Team Member

Your Bargaining Team: Janet Byrd, Ricki Franklin, Dan James, Bambi Shope, Debbie Sturm.

Please remind your coworkers to update their information so that everyone can receive these updates!

https://www.ufcw21.org/update-your-information

Skagit Regional Health - Bargaining Continues

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Your Bargaining Team: 

  • Aaron St. John – Central Supply Tech

  • Alina Delano – Ultrasound Tech

  • Ashley Price – Medical Assistant

  • Jill Douglass – Data Entry Clerk 

  • Maria Muñoz – Environmental Aid

  • Megan Osborn – Med Tech

  • Mike Koenig – Engineer

  • Rindi Atkins – Radiology Tech 

  • Thomas Kean – Exercise Physiologist

  • Katie Davis – Social Worker 

  • Cindy Tjaded – Surgical Tech

On July 13, our bargaining team met with management for our tenth negotiation session. Our bargaining team presented economics! Additionally, we proposed additional holiday and premiums to best align with the increase in economics.

Management was pleased to have gotten our proposals on economics and will address response in our next bargaining session.

Our next bargaining session will be Wednesday July 20.

The best way to show your solidarity is by acting and show we are powerful as a unit that is united.

Please join us at the upcoming Contract Action Team (CAT) meeting in person on Thursday, July 21 at 6PM at the Union Office, 1510 N 18th street, Mt. Vernon.

Alternatively, join us via Zoom.

Please take a few moments to register for the meeting at this link. Once you’re registered, check your email for the zoom information.

RSVP


To RSVP or if you have any questions about the bargaining process, please contact our Union Rep Celia at (360) 419-4678 or cponcesanchez@ufcw3000.org.

UFCW 3000 Member Story: Victor Diaz

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Victor Diaz, proud UFCW 3000 member

It’s time for another #MemberMonday! This week, the spotlight is on Victor Diaz, who works at Mid Valley Hospital in Omak, WA.

Victor has worked many jobs throughout his career, from retail to construction. During his time in construction, Victor worked at non-union companies. Throughout the years, however, Victor learned more about unions and how worker-members come together to fight for rights and protections at work. Victor loves to give back to his community, and when the opportunity opened up for him to become a healthcare worker, he took it. He was even more excited to learn that his position was represented by a union and has been a proud UFCW 3000 member ever since.

Fun fact: Victor is a 7-year volunteer firefighter captain for his local community in Riverside, WA! Victor — we’re so inspired by how you give back to your community, and we’re so glad to be a part of your team.

Grays Harbor Harbor Regional Health - RECRUITMENT • RETENTION • RESPONSIBILITY

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Your Bargaining Team: Daniel James, Debbie Sturm, Janet Byrd, Bambi Shope, Ricki Franklin (not pictured)

The UFCW Bargaining Committee has been negotiating for nearly three months and has challenged management by proposing aggressive wage increases. Management’s initial wage proposal acknowledged some wages are below the market but did not recognize many other underpaid jobs.

In response we have been hard at work, carefully reviewing current market wages in all local hospitals.

The hospital isn’t making the connection between wages and why people are leaving. They say that wages are only part of the problem. Management seems very interested in recruitment but not retention. There is little acknowledgement of the short staffing that has resulted in extra work for everyone.

The hospital has a responsibility to employees but also the community. Understaffed for a very long time, Harbor Regional Health offers services not available in other area hospitals, but community members are often making the drive to Olympia for their care.

We are scheduled to meet with management every week in July, but need you to add your voice to the bargaining table.

Talk to your coworkers and let them know what’s going on and stayed tuned for more information! For more information, talk to the Bargaining Committee or Union Representative Brandan Zielinski bzielinski@ufcw3000.org

Update Your Contact Info!

WhidbeyHealth - Management Proposes Wage Increases

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On Friday, July 1, WhidbeyHealth Management made a wage proposal via email. The proposal includes a .05% wage increase for all Pro-Tech-LPN members, some market adjustments, a 2.5% step increment between Base to Step 10, adding three steps to the wage scale (new final step will be Step 28), and a 5% step increment between Step 10 and Step 28. 

As for Support Services members, Management is proposing market adjustments on some classifications, a 2.5% step increment between Base to Step 10, and a 5% step increment between Step 10 and Step 28. While some of the new pay rates bring classifications close to market standards, other classifications are still below area hospitals, like Skagit Regional Health. 

Additionally Management has told us that since they are proposing a “sizable” wage proposal, they are holding to their position to no longer cover the Washington State Paid Family Medical Leave premium, which is .06% of your gross wages per year. 

We need members’ input prior to making a counter proposal, so we have asked Management to bargain with us prior to July 31. Please join us on July 12 to further discuss Management’s proposal. If you have questions please contact your union representative, Celia Ponce-Sanchez. 

Join Us to Discuss the Proposal via Zoom!

Tuesday, July 12

RSVP 11:00 AM

RSVP 5:00 PM

Richland Fred Meyer Bargaining Update

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Our Richland Bargaining Team met with Fred Meyer on June 29 and 30 where we received the first contract proposal response from the Employer. Our team was able to return a full response to their proposals that includes: A fair wage packages, Quality and affordable Healthcare, and the Maintenance of retirement. 

Our team is continuing to fight for: 

  • A fair grievance process that gives workers the ability to enforce the terms of our union contract.

  • Workplace safety.

  • Just Cause standards to protect for unfair discipline and discharge.

In addition to two productive days of negotiations our Union Bargaining Committee was able to raise concerns with the Employer around recent unfair discipline and discharge of employees, especially on issues dealing with safety. With a union contract in place, we will be able to directly address these issues and more with the company.   

The Employer is now considering our Union Bargaining Committees’ most recent full proposal and working on a response. Once all parties agree to the proposals and workers have had a chance to vote to ratify the agreement we will have a legally binding contract that will hold the Employer to their commitments and give power and protection to the workers at Richland Fred Meyer.  

Our next bargaining date is July 27. We need to continue to show Fred Meyer that we demand our first contract now. 
Take action by wearing your union button! 

Contract Action Team 
July 13 @ 10AM & 6PM 
at 2505 Duportail St, Richland WA 99352

St. Michael Medical Center RN - New Agreement Ratified

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After six months of negotiations, our Bargaining Team is excited to announce that nurses voted to ratify their successor contract. St. Michael Medical Center will now have one of the highest wage scales and charge nurse premiums in the state, a much stronger staffing committee, and much more.

However, the fight is not over! Our new contract will not solve the chronic staffing issues and mismanagement that continues to plague St. Michael Medical Center, no amount of money could fix that. We need to continue to elevate the pressure by submitting official complaints to state agencies, running petitions of no confidence against incompetent managers, and fight to pass legislation on staffing ratios.

While changing the law may take time, we are taking action NOW to impact change. The first petition of no confidence will begin circulating this month and you can begin to file complaints with the state today through the following links.

Please contact Union Representative Aimee Oien at (360) 662-1981 if you have any questions or need assistance filing a complaint with the state. 

Stay tuned for more information in the coming weeks. 

DOSH Complaint

Report safety issues and/or hazardous working conditions directly to the Department of Labor & Industries (L&I).

DOH Complaint

Report unsafe staffing directly to the Washington State Department of Health (DOH). We encourage members who file a DOH complaint to also follow-up with a CSI report, ensuring the hospital as a record of the issue. 

Collaborative Staffing Intervention (CSI)

Report unsafe staffing and/or missed breaks and lunches.




 

North Mason School District | Vote Scheduled Tentative Agreement Reached

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North Mason School District | Vote Scheduled

Tentative Agreement Reached

Your Bargaining Team has reached a tentative agreement with management on a new three-year collective bargaining agreement! We are excited to announce that our tentative agreement includes competitive wage increases and:

PERSONAL LEAVE: When cashing out personal leave at the end of the school year, it will be paid at the regular driver rate instead of the substitute driver rate.

HOLIDAYS: Won Labor Day as a standard holiday, not just for 220 days or more employees

SPECIAL NEEDS PAY: The $0.25 premium shall be permanently added to our wages, regardless of if we are working a special needs route.

MECHANIC ALLOWANCE: Increased to $750 annually, a 25% increase

LEAVE OF ABSENCE: Improved protections and increased timelines when taking a leave of absence

FAIR PROCESS: Management agrees to make hard copy postings of all transportation department job opening and available routes. This will ensure that there are no secrets, and all members will be made aware of available opportunities.

And much more!

The full details of the offer will be made available during our online vote meeting:

Monday July 11
4PM
Contact a Bargaining Team member or your Union Rep for details.

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 Tuesday, July 12 @ 12AM - 5PM. You will be receiving an email from UFCW 3000 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 and update your information. If you do not receive an email to vote on Tuesday July 12, then please reach out to Union Rep Aimee Oien @ (360) 662-1981 or aoien@ufcw3000.org to provide an updated email address.

C.C. Filson Company - Contract Negotiations Update

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Our union member bargaining team has requested bargaining dates from Filson’s in July.  

During our last bargaining session with Filson our bargaining team proposed:

  • Increase break periods to 15 minutes

  • Adding Juneteenth as an additional holiday

  • Strengthening our vacation language

  • Increasing the time Filson must recall us from a layoff

  • Allowing more time to bid on an open job

  • Increased paid time off for bereavement leave

  • Strengthening our just cause language

  • New 401k retirement language

Take Action to help fight for a better contract! Join us at the next Contract Action Team Meeting. You can join us any time between these hours.

Friday, July 29 @ 4–6PM
Kent Commons (Olympic Room)
525 4th Ave N , Kent, WA 98030

Attending a Contract Action Team meeting is a great way to get contract negotiation updates, discuss workplace issues, and plan future workplace actions to win a better contract.

Unity is Power! Stay informed and continue to wear your “Better Wages & Safety at Work” buttons at work.

Please let Union Representatives Jose or Bruce know if you will be attending the Contract Action Team Meeting and if you need an interpreter.

Actualización de las negociaciones del contrato CON C.C. FILSON COMPANY

Nuestro equipo de negociación de miembros de la Union ha solicitado fechas de negociación a Filson's en julio.  

Durante nuestra última sesión de negociaciónes con Filson, nuestro equipo de negociación propuso:

  • Aumentar los períodos de descanso a 15 minutos

  • Agregar Juneteenth como un día festivo adicional

  • Fortalecer nuestro lenguaje de vaccaciones

  • Aumentar el tiempo que Filson debe llamarnos de vuelta despues de un despido forzoso por falta de trabajo

  • Permitir más tiempo para aplicar a un trabajo abierto

  • Aumentar el tiempo pagado de Permiso por Duelo

  • Fortalecer nuestro lenguaje de causa justa

  • Nuevo lenguaje de jubilación 401k

¡Toma acción para ayudar a luchar por un mejor contrato! Los invitamos a la próxima reunión del Equipo de Acción. Puede venir en cualquier tiempo entre estas horas.

Viernes, 29 de julio a 4–6PM
Kent Commons (Olympic Room)
525 4th Ave N, Kent, WA 98030

Las reuniónes del Equipo de Acción son excelente manera de obtener actualizaciones de negociaciónes, hablar sobre problemas que suceden en el trabajo y planificar acciones futuras en el lugar de trabajo para ganar un mejor contrato.

¡La unidad es poder! Manténgase informado y continúe usando sus botones "Mejores salarios y seguridad en el trabajo".

Por favor, informe a los representantes de la union José o Bruce si asistirá a la reunión del Equipo de Acción Contractual y si necesita un intérprete.

Hudson/Dufry Group - Progress but Hudson falls short on wages

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Your union bargaining committee met with Hudson/Dufry management on Tuesday, June 28. The employer gave us a full counter proposal to the Union’s proposed contract improvements and wage increases. While we did make progress on improving vacation, funding our healthcare, bereavement leave, and other minor language improvements; Hudson’s wage proposal fell far short of recognizing our work during the pandemic and that we all have bills that are getting harder to pay.

The bargaining committee continued to work throughout the day and presented a full counter proposal that included:

  • Competitive wages with increases for every member

  • Shortening the time that it takes to get to the top of the wage scale

  • Increased vacation accrual

  • Increased employer contributions to our retirement

  • Improving safety on the job

We have proposed new bargaining dates and are waiting to hear back from Hudson, and we are looking for a place for our next Contract Action Team meeting. It is important that we all stay informed about when and where that meeting will be and about any new bargaining updates, so go to: ufcw21.org/update-your-information to make sure the Union has your most current information.

We need to continue to take action to fight for the wages and working conditions we deserve. The bargaining committee is asking everyone to:

Sign a strike pledge card to show Hudson we mean business

  • Wear your Union button.

  • When we stand together and fight, we win!

Mason General RN - Vote Scheduled!

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Nurses are scheduled to receive a contractual wage increase of 1% on July 1, 2022. 

We have with worked with management and have reached a tentative agreement on an additional 9% wage increase, meaning nurses shall receive a combined 10% increase by the end of July. 

The proposed wage scale will be available during the online vote on July 8 from 5AM – 5PM. 

You will receive an email from UFCW 3000 via “SimplyVoting” with your unique login information. All members in good standing are eligible to vote. 

TO VOTE ONLINE, make sure your information is up to date!

In order to vote on this wage increase, make sure your personal email is up to date in our records. If you did not receive this announcement via email please visit www.ufcw21.org/update-your-information to update your email.

If you do not receive an email to vote on July 8, 2022, please reach out to Union Representative Brandan Zielinski at bzielinski@ufcw21.org or 206-436-6603 to provide an updated email address.

JOIN THE VOTE INFORMATION MEETING!

Thursday, July 7 

Drop-in between 1-2:30pm or 6:30-8pm

https://zoom.us/join

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