PRMCE Cardiovascular Techs - Online Vote Notice—Providence Everett Recognizes Years of Experience for Cardiovascular Techs!

Providence Everett has proposed to recognize each current cardiovascular techs’ years of experience as a radiology technologist. Current cardiovascular techs will be able to submit their years of experience as a radiology technologist to Human Resources after the vote on May 24, 2023.

By approving the letter of understanding, all current cardiovascular techs will receive credit for years of experience as a radiology technologist. Given this, cardiovascular techs who have radiology technologist experience will see a change to their wage step and a wage increase.

We are recommending a “YES” vote!

Online Vote will be held from 7:00 AM to 5:00 PM on May 24.

To vote you must have an email on file with UFCW 3000. If you do not receive emails from UFCW 3000, please update your contact information or resubscribe to UFCW 3000 emails.

Update Your Information


UFCW 3000 Member Story: Marc Tabisula & Meat Apprenticeship Values

UFCW 3000 Member Story: Marc Tabisula & Meat Apprenticeship Values

Marc Tabisula started with QFC in 2022, as Meat Service Counter Clerk. He attended the Meat Cutter Pre-Apprenticeship Program and credits it for getting him a meat apprenticeship with QFC. The Pre-Apprenticeship Program helps interested workers find out what it means to have a career as a meat cutter and gives them the knowledge that employers are looking for when hiring apprentices…

Read More

Mariners Retail New Member meeting!

Our Union will be holding an online New Member Meeting on May 17 at 4:30pm to inform members about the dues structure and timeline. This meeting will also give everyone an overview of our Union, your rights, and what’s going on with the parking and promotional giveaways grievance. If you have not yet done so, take a few minutes today to complete your Union application: join.ufcw.org/join/3000

If you cannot make it to the May 17 meeting, please call our Membership Services Representative Cassy Wolle at 360-662-1983 to learn more about your dues.

In response to the grievance meeting our union held with Mariners management in April, the Mariners responded stating that, “consistently throughout bargaining, the Mariners expressly rejected paying any retail employee parking expenses going forward.” They additionally stated that, “the Mariners had the management right to alter any parking practices and/or its Employee Handbook on this topic...[and] the Mariners had the management right to stop providing [promotional giveaways] without prior discussion or negotiation with the Union.”

The Mariners reiterated their misunderstanding of our grievance against their discrimination for Union activity by removing parking and promotional giveaway benefits. Also, the Mariners are contraindicating the understanding we had at the bargaining table that they will continue providing subsidized parking and promotional giveaway items in accordance with negotiations and their employee handbook.

Our Union is confident in our grievance and will continue this to the next step, arbitration. If you have any questions, reach out to our Union Rep Dominick Ojeda 206-436-6586.

New Member Meeting: May 17 @ 4:30PM via Zoom

Kraken Retail First Contract Bargaining Begins!

First Contract Bargaining Begins!

What an amazing year for the for Kraken retail workers, first we won a union and are going to be fighting for our first contract, and now the Kraken are making a strong playoffs push!

Our Union is going to begin bargaining in June and we want to hit the ice with you all knowing what’s going on. Since it’s been a few weeks since our Union won recognition with the Kraken, here is an update about next steps. Our Union Bargaining Team, will meet together to finalize our first proposals before the first bargaining session with Management. As bargaining moves along in June and July, we will be sending regular updates about the bargaining progress and answering questions along the way.

Union Bargaining Survey

This is our Union and your voice matters in how strong the first contract can be. If you have not yet completed the Union Bargaining Survey take a few minutes to fill out to tell our Bargaining Team what’s most important to you in a first contract – the things you want improved on and the things you want solidified.

Join us for Bargaining 101 & Know Your Rights Training

Our Union is holding a Know Your Rights and Bargaining 101 session online on Tuesday, May 16 at 5pm. Where we will walk through the rights you already have as Union members and the typical contract bargaining process.

May 16, 2023 @ 5:00PM via Zoom Meeting

PRMCE DAY SIX BARGAINING UPDATE

PRMCE

DAY SIX BARGAINING UPDATE

Today our Nurse Bargaining Team stayed at the table until 10:30pm, and we were willing to negotiate all night working hard to ensure you get a contract that includes fair wages throughout the life of our contract, strong language around staffing to incentivize the hospital to prioritize safe staffing over profits. Providence continues to reject common sense language that will benefit the hospital and the community. Our Union Bargaining Team has prioritized creating a contract that focuses on recruiting and retaining staff, and now more than ever we need you to stand in solidarity with us and get ready to take Action!

Happy Nurses Week!

“We don’t cherry pick when it comes to patient safety”

— Trevor Gjendem

St. Michael Medical Center Service & Dietary - Tentative agreement reached - Vote scheduled

St. Michael Medical Center - Service & Dietary
Tentative agreement reached
Vote scheduled

After many months of bargaining, we finally have a tentative agreement! We worked hard to get a contract that works for all, and won historic wage increases that can help recruit and retain qualified staff. Our new agreement includes:

  • New wage scales and job classifications

  • Filled in all ghost steps

  • Pay for call in advance of shift

  • Management will pay for certifications including food handler’s card

  • Pandemic Language

  • And much more!

The vote will be in-person and members will have the opportunity to speak to Bargaining Team members before casting their ballot. Please arrive during the posted vote times as we cannot allow members to enter the vote room outside of the advertised times.

Join your co-workers and vote on the new contract

Wednesday, May 17
8:30am—10:30am | 12pm—3:30pm | 5pm—7pm

St. Michael Medical Center, conference room 1.939 (first floor of the new hospital by the blue elevators)

EvergreenHealth Kirkland - Disrespect from Management!

Our Bargaining Team: Justy Hedrick, CT Scanning; Anna Hennager, Resp Therapy; Chris Dizon, Echocardiology; Desiree Huttinger, Cardiology; Kimberly Mitchell, Surgery/ Labor and Delivery; Jennifer Bradshaw, Mammography; Kevin Daly, Lab; David Dimalanta, Radiology; James Kerr, Surgery/OR

Monday, May 8, our Union Bargaining Team met with Management. The Team has given many proposals to Management, both proposals with an economic impact and those which improve or clarify existing contract language, making the contract better for workers AND Management.

During Monday’s bargaining session, Team members let Management know that their coworkers were disappointed that Management had still not responded to any Union proposals. 

Management replied with a firm, disrespectful statement saying that they were not going to counter any proposals given so far and wanted to see everything economic as well as non-economic before giving anything back. The Union Team stayed strong through this, challenging management’s statement and their attitude! 

For additional information, contact a Bargaining Team Member or Union Representative Jack Crow 206-436-6614.

Need to update your contact info?

Safe Staffing Moving Forward!

The Presidents of SEIU 1199NW, UFCW 3000, and WSNA speak to the huge victory for patients, communities and nurses with the new Safe Staffing Law, the need for nurses and communities to hold hospital administrations accountable to the new law, and a much deserved celebration for this victory. Watch the Video:

The Presidents of SEIU 1199NW, UFCW 3000, and WSNA

PRMCE DAY FIVE BARGAINING UPDATE

Today Our Union Bargaining Team had more productive conversations around staffing plans and movement within staffing language. Providence went from staffing ratios being a non-starter to having deeper conversations around what staffing should look like at Providence and we are anticipating language that both parties can agree on.

Our discussions around staffing included talking in great length about staffing committee language and the role that the committee will play in improving patient care and safety throughout the hospital. We had discussions around retention and Providence stated that retention is also a priority for them but have yet to commit to any language that supports retention.

“We want Providence to know we HEAR them and we want them to do better for Nurses and the community!”

— Kristen Crowder

PRMCE DAY FOUR BARGAINING UPDATE

PRMCE

DAY FOUR BARGAINING UPDATE

Today Providence came back with economic responses to our last proposals, including wages and responses to our staffing ratio language. It was clear from the Nurses who completed the Union Bargaining Survey that staffing and having confidence in administration to make efforts to adhere to staffing plans, is our number one priority. But Providence still has not countered or discussed with our Union Bargaining Team the staffing ratios that we proposed multiple times. We have reminded Providence that staffing ratios are a priority, and we are encouraging Providence to agree with our counter.

“Providence, DO BETTER!”

— Our Union Bargaining Team

St. Michael Medical Center Protech - Bargaining Continues

Our Bargaining Team: Paul Harris, ER Tech; Chris Young, Transport; Don Szabo, Lead Medical Imaging; Rob Shauger, CNA 8th floor; Angela Roberson, Heart and Vascular; Connie Baker, RT; Kain McLeod, Pharm Technician

Bargaining continues, but it is slow. We have made proposals that would protect all our coworkers and help us recruit and retain qualified workers. Management fails to listen to our concerns and address our needs. We are frustrated and disappointed that instead of seeking to find mutually beneficial solutions, they have threatened our union security and healthcare benefits. THIS IS UNACCEPTABLE! We work hard day in and day out taking care of patients and our community, but management proposes language that would harm us instead of strengthen us. Management needs to listen, and give us what we deserve; Better Pay, Better staffing and More Respect!

We believe it is vital that Management listens to our concerns and gives us the respect and support we deserve. We are asking for better pay, better staffing levels, and more respect at work. These are reasonable requests that would benefit not only us but our patients and the community we serve.

We need your support now more than ever—if you believe that it is time for Management to respect and protect us, please sign the petition calling on them to do the right thing at the bargaining table. Your voice is essential in helping us to achieve a fair and equitable contract that benefits everyone.

Sign the Petition!


“The cost of living has gone up and their wage proposals are not competitive and keep us below the market.”

— Rob Shauger

“Inflation is not an imposition, it’s an opportunity to work more—don’t get more money, just work more—that’s Management theory.”

— Paul Harris

“Management continues to try and divide us by stating, ‘nurses are more valuable because their skillsets cover everyone.’ It’s time for them to recognize that we are all valuable for our skill to make the patient healthcare team, we all work hard to take care of our patients.”

— Connie Baker

St. Michael Medical Center Service & Dietary - We Have a Historic Tentative Agreement!

Our Bargaining Team:
Vanessa Rosadino, Dietary Caterer
Christy Sammons, EVS Relief
Susan Meyer, Dietary Cook
Pam Reese, EVS Discharge

After many months of bargaining, we finally have a tentative agreement. We worked hard to get a contract that works for all! We won historic wage increases that can help recruit and retain qualified staff!

We also won:

  • New wage scales and job classifications

  • Filled in all ghost steps

  • Pay for call in advance of shift

  • Management will pay for certifications including food handler’s card!

  • Pandemic Language

  • And other great wins!

“We did it! We are DONE!!!”

— Pam Reese

“This is a historic contract. I have never seen such high percentages in my 20 years of working here! “

— Susan Meyer

“I am so happy for our new contract. We worked really hard and we got a successful contract and we encourage everyone to vote YES!”

— Vanessa Rosadino

“We worked really hard to get a contract that will help us recruit and retain new workers! “

— Christy Sammons

Please keep stay tune for more information about vote times so you can vote on your new contract!

If you have any questions, please reach out to your Bargaining Team.

Macy's - Bargaining dates scheduled

Macy’s
Bargaining Dates Scheduled

Our Union Bargaining Team met with Management last on March 23, more than an entire month ago. We tried to work with the Employer to get dates in April, but they were not quick to respond to our proposed dates until it was too late. Now that we finally have confirmed four bargaining sessions in the month of May with more scheduled in June.

Workers have been ramping up the pressure in the meantime by wearing our “Respect, Protect, Pay” buttons while at work. Wearing your button has shown both customers and Management that we deserve a fair union contract, and this is just the beginning!

Learn more about what you can do to win a fair contract by attending your Contract Action Team Meeting next week:

Alderwood: Wednesday, May 10 @ 3PM—4PM
Elemental Pizza, 3000 184th St SW #948, Lynnwood, WA

Southcenter: Tuesday May 9 @ 11AM – 2PM
Southcenter Mall Food Court, 2800 Southcenter Mall, Seattle, WA

Macy's Furniture Gallery - Bargaining Dates Scheduled

Macy’s
Bargaining Dates Scheduled

Our Union Bargaining Team met with Management last on March 23, more than an entire month ago. We tried to work with the Employer to get dates in April, but they were not quick to respond to our proposed dates until it was too late. Now that we finally have confirmed four bargaining sessions in the month of May with more scheduled in June.

Workers have been ramping up the pressure in the meantime by wearing our “Respect, Protect, Pay” buttons while at work. Wearing your button has shown both customers and Management that we deserve a fair union contract, and this is just the beginning!

Learn more about what you can do to win a fair contract by attending your Contract Action Team Meeting next week:

Southcenter Gallery and Furniture Store
Monday, May 8 @ 10AM—11am

For Zoom meeting details, contact Union Rep Dominick Ojeda @ 206-436-6586

Workers Win Case to Wear Black Lives Matter Buttons

UFCW 3000 Press Release

For Immediate Release: May 3, 2023

Contact: Tom Geiger, 206-604-3421

Workers Win Case for Wearing Black Lives Matter Buttons on the Job –

Fred Meyer and QFC (both Kroger-owned stores) Must Allow Workers to Wear Their Buttons

In a clear statement of the rights of workers to wear buttons and other materials such as masks at work, as part of collective, concerted activity, the Administrative Law Judge, from the National Labor Relations Board Division of Judges in San Francisco today ruled in favor of UFCW 3000’s case for workers wearing Black Lives Matter buttons and ruled against Fred Meyer’s attempts to curtail that right.

Finding in favor of the Union’s core argument that the workers’ actions were protected under Federal labor law because racism is a workplace issue, Administrative Law Judge Mara-Louise Anzalone wrote in their decision that, “by collectively displaying the ‘Black Lives Matter’ message on their work uniforms, the employees in this case acted to advance their interest—as employees—to an affirmatively anti-racist, pro-civil rights, and pro-justice workplace.”

The judge’s ruling also struck down the Employers’ overly broad dress codes.

The ALJ’s decision essentially agreed with earlier findings in this case going back to the September of 2022 finding of Region 19 of the National Relations Labor Board (NLRB) that Fred Meyer and QFC violated federal labor law when they prohibited workers from wearing union-sponsored Black Lives Matter buttons. There was a lengthy trial before the ALJ when Kroger refused to reach a settlement agreement. The decision by the ALJ was issued today and is subject to appeal to the NLRB in Washington DC.

Sam Dancy outside of his QFC in the summer of 2020

“It feels good to win again! When we as workers speak out through these buttons and collectively say Black Lives Matter and then QFC and Fred Meyer said to take the buttons off, that was insulting and a violation of the law. We knew all along we had the right to call out social and racial injustice in the workplace and in our neighborhoods and this judge’s decision reiterates that right,” said Sam Dancy a Front End Supervisor at the Westwood Village QFC in West Seattle, WA who has worked for QFC for over 30 years. 

UFCW 3000 President Faye Guenther concluded, “It is important that workers’ rights and legal standards be protected. Kroger, the owner QFC and Fred Meyer continues to be a problem and needs to do a better job of hiring and promoting workers who are Black at every level of the company and making it clear that it will not tolerate racism from customers or employees.”

Background

After Minneapolis police officer Derek Chauvin murdered George Floyd on May 25, 2020, many UFCW 21 members working in grocery and retail stores chose to express their opposition to racism at work and in the community by wearing face masks (otherwise worn for protection from COVID) or other items bearing the Black Lives Matter slogan.

Although Kroger issued public statements expressing sympathy with the Black Lives Matter movement, managers at Kroger-owned stores in Western Washington started ordering UFCW 21 members to remove Black Lives Matter masks in August 2020.

UFCW 21 responded to the company’s Black Lives Matter ban by collaborating with Fred Meyer and QFC workers to distribute union-sponsored Black Lives Matter buttons with the UFCW 21 logo. When managers banned the Union buttons, UFCW 21 filed charges with the National Labor Relations Board. Kroger’s ban and the Union response received widespread local and national attention. In September of 2021, Region 19 of the NLRB ruled in favor of the UFCW 3000 grocery store workers. The case was unable to reach a settlement and therefore went to trial in April of 2022 before an Administrative Law Judge (ALJ) who today ruled in the favor of the workers and found Kroger’s Fred Meyer and QFC were in the wrong and had violated the workers’ rights. As a result of the ruling, the workers will be allowed to wear the buttons.

UFCW 3000 represents over 50,000 workers at grocery stores, retail, healthcare, and other industry jobs.

St. Joseph Medical Center Technical - CONTRACT RATIFIED!

On Tuesday May 2, members in the technical bargaining unit at St. Joseph Medical Center overwhelmingly voted to ratify their new collective bargaining agreement!

Our new contract includes some of the highest pay in the region, a completely revamped wage scale with no ghost steps, a historic $1.00/hr increase to standby pay, and much more. Other than our pay increases, which will go into effect no later than two pay periods after ratification, all provisions of our new contract are now in effect!

After contracts have been voted on and ratified by the membership, the process of review between the union and the employer begins. This is a process is to ensure all new changes are incorporated into the agreement. This can take time, but is necessary for accuracy, we will post the contract on our website as soon as the review process is finished. In the meantime, you can find a redlined version at ufcw3000.org!

See the Redlined Version

EvergreenHealth Medical Center - Bargaining Continues

EvergreenHealth Medical Center
Bargaining Continues


On April 28, we bargained with EvergreenHealth Management and are continuing to propose changes that will strengthen our contract and improve working conditions. Management has not provided any response to our proposals.

Compensation and staffing are the primary focuses and are essential to retention and recruitment.

We need to make EvergreenHealth competitive with other local hospitals. Our next bargaining date is Monday, May 8.

EvergreenHealth Bargaining Team: Justy Hedrick, CT Scanning; Anna Hennager, Resp Therapy; Chris Dizon, Echocardiology; Desiree Huttinger, Cardiology; Kimberly Mitchell, Surgery/ Labor and Delivery; Jennifer Bradshaw, Mammography; Kevin Daly, Lab; David Dimalanta, Radiology; James Kerr, Surgery/OR

QUESTIONS? Reach out to one of our Bargaining Team members or Union Rep Jack Crow @ 206-436-6614.

Communication is key! If you know someone who is not receiving these updates, they can join the loop by going to: ufcw3000.org/update-your-information