Misti Senn a shop steward in the meat department at the Lynnwood Fred Meyer. Misti has worked as a meat wrapper since 1998 and before that in the service deli. She has seen a lot of changes in that time, including the merger with local grocery QFC, and then Fred Meyer being acquired by the mega-national chain Kroger.
Those changes have shown Misti that having a voice on the job with her union is the only way…
Read MoreOur last bargaining session with PRMCE was on May 11. Since that session we have not received a response from PRMCE for new bargaining dates. We are committed to continuing negotiations as soon as possible! Every day our staffing assignments get harder due to nurses resigning and hundreds of vacancies. Since the start of bargaining we have told the Hospital that we need to resolve this staffing crisis through competitive wages and better staffing language. The contract that our Union Bargaining Team proposed attempts to address retention and recruitment of nurses. We recognize the staffing issues we face at PRMCE need to be addressed with a comprehensive multi-action approach.
Below are a few of the proposals the RN team made in our last session. Some of these proposals the Hospital agreed to or proposed a lesser version of:
Hazard pay of $12 for emergent circumstances (like declared state of emergency)
Staffing: if a unit is staffed less than 90% of the unit’s staffing plan, the nurses on that unit will receive $5/hour premium
Break relief nurses for every unit
Internal equity: if a new employee is hired into a pay level greater than the employee’s experience the entire pay range will be adjusted to reflect the placement of the new hire. Example: if the new hire should be on Step 4, but is placed on Step 8, Step 8 will become the new Step 4 and all nurses will have their wages increased to reflect the adjustment.
$3.00 Evening shift differential and $6.50 Night shift differential
For night shift nurses: after working on night shift for 24 months nurses would receive an additional $5.00 on top of the night shift differential. This is proposal is to recognize the longevity of night shift nurses.
$7 Standby pay
Increased premium for preceptors to $2.00 to train the nurses we desperately need.
Double time for standby on holidays
Added Veteran’s Day, Juneteenth, Dr. Martin Luther King Jr. Day to holiday list. PRMCE proposed cutting Presidents Day to allow Juneteenth.
Expanded holiday pay for Christmas Eve and Christmas Day for night shift nurses. Consistent with other contracts in the area we proposed expanded hours for holiday pay on Christmas eve and Christmas day from 7pm on 12/23 to 7AM on 12/26.
$800 Standby Bonus for nurses who work more than 500 standby hours each calendar year, $1100 standby bonus for nurses who work more than 800 standby hours in a half year, $1250 for nurses who work more than 1100 standby hours in a half year.
Proposed improvements to health insurance by reducing out of pocket cost.
Allowing union rep into employee lounges and to remain member of staffing committee
40 hours (pro-rated by FTE) for education hours and increased education money
Additional PTO to honor longevity of nurses over 15 years
Wages
Step increments between steps would be an average of 2.5%. Currently the step increments vary between step
Increase base to Swedish’s base rate of $42.22 on June 1, 2023. The new wage table would range from $42.22 (Base) 80.55 (Step 35)
November 1, 2023 8.25% increase
2024 5% increase
2025 6.5% increase
To clarify, we do NOT have a tentative agreement. These proposals have not been fully agreed to by the Hospital! As you can see, there are some areas that we have some agreement on, but differ drastically on wages, staffing, and other contract language. We need Providence to come back to the bargaining table immediately! Nurses deserve better NOW!
“Hopefully Planned Parenthood still cares about their employees No Matter What.”
– Monalisa Bauman, Medical Assistant, Bargaining Team
Bargaining has kicked off with Planned Parenthood! On day one of bargaining, we talked about non-economics (language pieces that have no monetary value) and will get into economics (pay, benefits, etc.) in future bargaining sessions.
We discussed the following language:
We proposed non-discrimination language, including ensuring the contract is gender neutral, access to all-gender bathrooms, respect for pronouns, chosen names on badges and emails.
We proposed language that ensures you do not have to give 30 days’ notice of resignation, yet the Employer wants to only be able to give you 7 days’ notice of termination. We want to ensure all job positions have the same requirements for resigning or facing termination.
The Employer proposed a one-year contract and cited that they are worried about funding through the election-cycle, but we are holding strong to a three-year agreement to ensure you are protected throughout the upcoming election cycle when Planned Parenthood is in the news even more and your safety and patient safety is at higher risk.
The Employer proposed language in the contract stating if an emergency happens whether it be a natural disaster, pandemic or as they stated “Acts of God” that the contract would be suspended. We wholeheartedly REJECT that proposal. You deserve to be protected through all cases of emergency including the offensive language they proposed “Acts of God”.
Bargaining Team: Michel Avery, Alison Deboise, Melissa Grindstaff, Monalisa Bauman, Mollie Overby
Highlights Include:
Above area standard wage increases
Added Retirement Security
Affordable Health & Welfare
If you have any questions, please contact your Union Rep Rob Roundy at 509-943-8923.
Our Bargaining Team has reached a tentative agreement on a new three year contract and recommends a YES vote!
We are excited to announce that the new agreement includes:
Wage scale increases totaling 18.5% for all positions over three years
Additional market increases of 2.0-26.0%
$1500 bonus prorated by FTE
Weekend differential increased to $4 per hour
On-call pay increased to $75 per night
Port Angeles
Tuesday, June 6 @ 1—4pm
Olympic Medical Home Health - Conference Room
801 Front St. Suite D
Port Angeles, WA 98362
Sequim
Tuesday, June 6 @ 8—11am
Sequim Medical Plaza - Conference Room
777 N. 5th Ave, Suite 102
Sequim, WA 98382
After seven months of bargaining and mediation we finally met with Management in person. This really allowed us to have productive dialog regarding our proposals. We hope Management will now listen and take our concerns seriously.
Due to Management’s lack of respect and movement we were forced to bring a mediator into bargaining. She has been helpful in bringing us closer to a fair deal, but Management says we are still pretty far apart. If Management actually listened and respected the concerns of their workers we wouldn’t be so far apart. It is time for Management to Respect us, Pay us and Protect us!
In order to keep the hospital running well and efficient, people have to have joy in their work! That joy comes from the service we provide to patients. However, if our service is not valued or recognized by management the joy we get from our service to our patients dies out... in healthcare we can refer to it as burnout. What we are asking for is not a lot, if the hospital is small and not growing administrators should look at themselves - it doesn't fall on employees! If they want to retain staff then they need to value people, if they are in the process of growing they need to value the great staff they currently have, so that when the growth comes we all provide excellent care. It almost feels like we are begging for safety nets just to fulfill our FTEs. Management constantly low census us and many of us lose out on pay. The cost of living is way to high for people to not be able to meet their FTEs and get a full pay check. We have proposed language to limit Low Census and to help us secure our pay checks and Management continues to ignore our needs. It was great having dialog but its time for Management to take action and give us what we need! They say they want to recruit and retain workers but they don’t want to make the actions to make it happen. Wages are only one part of retention working conditions and the ability to work to make the wages are the other part of retention.
“Meeting in person allowed for a freer flow of bargaining ideas across the table. We still haven’t reached a deal but we had great discussion.” — Ken Ferrell
“Today we were able to express that union members are as valuable as nonunion workers and we are entitled to guaranteed FTEs and full paychecks just like travelers and system float!” — Faith Soriano-Miller
“Management said that float pool is the future of staffing, but we know Core staff are the present, future and backbone of staffing.” — Luz Martinez
If you have any questions, please contact our Rep Ian Jacobson 206-436-6550.
Celene Regueira is a shop steward and Jefferson Healthcare Bargaining Committee member. She tells us about how she got involved in being a leader in her workplace and what that has meant over the years:
Read More
We had four full days of bargaining and made countless proposals. Management finally responded to some of our proposals but were unwilling to accept many that are important to us:
STAFFING: We proposed staffing language which would empower workers to collaboratively address the big staffing issues we face every day. Management failed to address the obvious need for a dialogue on this urgent issue.
EQUITY: We proposed contract language that promoted equity, diversity, inclusion and anti-racism. Management responded that they see no need to exceed the minimum protections required by law.
Our next bargaining date with Management is Wednesday, May 31. We anticipate Management will respond to our economic proposals at the next session.
We are ready to have an extensive conversation with them about what is important to workers at Evergreen.
For additional information, contact a Bargaining Team member or Union Rep Jack Crow @ 206-436-6614.
STAY IN THE LOOP! It is very important that your personal contact information is correct with your Union to be sure you receive updates on bargaining with your Employer, union benefits, bargaining surveys, as well as contract vote information.
https://ufcw3000.org/update-your-information
Bargaining Team: Azia Domingo, Curtisy Bryant, Emily Hunter, Liisa Luick
Our Union Bargaining Team met with management again on May 11 to continue negotiations for our next contract. After winning stronger safety language earlier in the week, our Bargaining Team decided it was finally time to submit our initial economic proposal.
Workers at the furniture galleries have reported concerns about the effect of minimum wage on sales associates draws, longer operating hours during times when customers are not shopping, and frustration with the current deficit wipe off process.
In response, our Bargaining Team proposed:
New language that establishes a cap on sales associates draw rate, regardless of the actual wage rate.
...A significant wage scale revamp for non-sales associates that ensures wages keep up with the cost of living and honors our years of service,
...Commission increases to each tier (i.e. standard, premier, elite),
...Bimonthly deficit wipe-offs for all sales associates,
...and a new high-quality and affordable Union healthcare option.
We know that Macy’s will not give into any of our demands without a serious fight, but we are willing to do what it takes to earn the respect that we deserve from our employer.
Show Macy’s that you are willing to join the fight and do whatever it takes to win a fair contract by SIGNING THE STRIKE PLEDGE CARD!
We, the workers at Macy’s, demand that Management agrees to a fair contract that offers:
Fair wage increases that keep up with skyrocketing inflation,
High quality affordable healthcare,
Significant safety improvements for both workers and customers.
Bargaining Team: Azia Domingo, Curtisy Bryant, Emily Hunter, Liisa Luick
Our Union Bargaining Team met with management again on May 11 to continue negotiations for our next contract. After winning stronger safety language earlier in the week, our Bargaining Team decided it was finally time to submit our initial economic proposal.
Workers reported on the bargaining survey that new hires are being paid nearly the same as long term employees, draw vs. commission deficits are pilling up, and our current healthcare options are eating away at our paychecks.
In response, our Bargaining Team proposed:
A significant wage scale revamp that ensures our wages keep up with the cost of living and honors our years of service,
...Increases to all commissions,
...Bimonthly deficit wipe-offs for all draw vs. commission associates,
...and a new high-quality and affordable Union healthcare option.
We know that Macy’s will not give into any of our demands without a serious fight, but we are willing to do what it takes to earn the respect that we deserve from our employer.
Show Macy’s that you are willing to join the fight and do whatever it takes to win a fair contract by SIGNING THE STRIKE PLEDGE CARD!
We, the workers at Macy’s, demand that Management agrees to a fair contract that offers:
Fair wage increases that keep up with skyrocketing inflation,
High quality affordable healthcare,
Significant safety improvements for both workers and customers.
We spent the bargaining session on May 17 discussing in depth some of the most important priorities of early supports: caseloads, the right to remote work, geographic location assignments, and onboarding and mentorship.
Northwest Center struck down our language around remote work and geographic assignments and we highlighted that this is a major priority for Union members. The back-and-forth conversation showed us that we do have some shared interests with Northwest Center, but to win the language we want around these topics, we are going to need to show solidarity and take action together.
Our Bargaining Team pushed for clarity around the financial future of Northwest Center. Early Supports Leadership assured us that they are NOT for sale and have no plans to sell in the future. They were not willing to provide any details regarding the purpose of the meeting on Wednesday, May 24. We requested that our Union Rep Ian Jacobson be included in the meeting.
Bargaining resumes in June and we will continue conversations about caseloads and remote work. Our team will be meeting with SEIU Early Learning Union members to support one another in our fights for fair first contracts. Stay tuned for information on next steps and solidarity actions!
“We are excited about the progress we made with Onboarding, Orientation, and Mentorship Program. Our team spent a lot of time crafting these proposals and Management responded positively to our ideas. There is still more work to be done, but language is moving in the right direction.”
- Our Northwest Center
UFCW 3000 Bargaining Team
Jenica Barrett, Speech Language Pathologist; Cassie Villarreal, Speech Language Pathologist; Kimmy Burns, Physical Therapist; Julia Szilard, Physical Therapist (not pictured)
Contact Bargaining Team or Union Rep for meeting details
Read our Join Solidarity Statement with SEIU 925 at:
bit.ly/NWC-Solidarity23
For questions or to get more involved, contact your Bargaining Team Stewards or Union Rep Ian Jacobson, 206-436-6550.
Our Union Bargaining Team has finished an additional three sessions since last week. We have been able to get tentative agreements on most of our new contract which include; a grievance process, seniority language, improved working conditions secure union representation and membership but will continue to work on compensation and protect the benefits we currently have.
Our next bargaining session will be June 6, 2023. Please reach out to one of our Bargaining Team Members or our Union Rep. Juanita Quezada at 509-340-7407 with any questions or concerns.
Our Union Bargaining Team has reached a tentative agreement on a new three-year contract and are recommending a yes vote! We are excited to announce that the new agreement includes:
Wage increases each year of the agreement
$900 Bonus
One additional Personal Holiday
Increased Employer 401K contribution
Full details of the contract offer will be available during the online vote:
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 proposals, make sure your personal email is up to date in our records. If you did not receive this announcement via email please visit: ufcw3000.org/update-your-information to update your email or us.
If you do not receive an email to vote on May 31, please reach out to your Union Representative to provide an updated email address.
Charlie King (Bonney Lake, Olympia, Puyallup, Tacoma, Federal Way, Lakewood) 206-436-6518
Christie Harris (Auburn, Covington, Kent, Maple Valley, Renton, Seatac/Seattle, Tukwila/Southcenter, Bothell/Mill Creek, Everett, Marysville, Monroe, Shoreline, Ballard, Bellevue, Carnation, Issaquah, Redmond) 206-436-6606
Naomi Oligario (Gig Harbor, Sequim, Poulsbo, Silverdale) 360-662-1989
Celia Ponce-Sanchez (Lynnwood, Arlington) 360-419-4678
It is so important that members attend the Zoom Meeting to get a full understanding of the Employer’s offer and have your questions answered. 1-253-215-8782 use Meeting ID: 876 4159 3675 Passcode: 899349 Or scan the QR Code to go to the zoom meeting.
Early Supports union members with UFCW 3000 bargained yesterday with local nonprofit employer Northwest Center (NWC), and the Early Learning workers at NWC who recently organized with SEIU 925 are standing in support and solidarity for a fair contract!
Workers at Northwest Center, whose “Big Blue Trucks” have been seen around the Northwest for more than 50 years, offer therapy, early education, employment services, and advocacy opportunities for people of all ages with disabilities. At Northwest Center Kids, Early Supports workers provide birth to three therapy services, and Early Learning workers run two inclusive childcare centers in Seattle. In both departments, organizing a union is about more than wages and benefits—it’s also about ensuring the best possible environment for all kiddos and clients.
– UFCW 3000 Bargaining Team: Jenica Barrett, Speech Language Pathologist; Cassie Villarreal, Speech Language Pathologist; Kimmy Burns, Physical Therapist; Julia Szilard, Physical Therapist
NWC Early Supports became the first agency of its kind in Washington State to unionize, and one of the first in the country. Since few workplaces like theirs are unionized, these new members—physical therapists, speech therapists, occupational therapists, infant mental health therapists, family resource coordinators, dietitians, special educators, and administrative staff—are excited to help set historic workplace standards. The early childhood educators, custodians, kitchen staff, and specialists at NWC Early Learning just won their union this month, and can’t wait to get started on the process of coming together to bargain with the employer for their contract as well.
Working together, our two unions comprise more than 67,000 workers across the region, with members in early learning, health care, nonprofits, education, and many other industries. We bring the experience, solidarity, and power of all our members to the bargaining table and look forward to working together for equitable contracts at NWC!
LabCorp Bargaining Begins
Earlier this week, our Union Dynacare/LabCorp Bargaining Committee met to continue preparing for upcoming negotiations. Our bargaining team has been working hard red-lining the contract, addressing departmental concerns, drafting proposals to resolve issues with scheduling and staffing, and collecting wage comps to ensure fair compensation for us all. We're confident in our strong position and are eagerly awaiting Management's readiness to meet. Get ready for an exciting win as we fight to secure the contract we all deserve!
We’re collecting stories to share about who we are, why we’re committed to improving our working conditions, and continuing to provide vital—outstanding patient care. If you have a story you think Management or our communities need to hear, reach out to a Steward, our Union Rep, or a member of our Union Bargaining Committee.
Wednesday, May 24 at 7pm via Zoom
Join our Union Slack channel, Lab Force 3000, for bargaining updates, office hours with your Rep, training and education resources, and more!
If you have any questions, you can contact our Union Rep Christie Harris at 206-436-6606 or you can call the MRC at 1-800-219-3000.
You're likely already aware that our current contract was set to expire on June 1. We agreed to extend the contract by one month to the end of June to allow more time for negotiations. Your bargaining team will meet with PPGNHAIK leadership to bargain on May 24 and then again on June 6. As with bargaining sessions in the last decade, HR has been slow to agree to the many dates we have proposed. Their stalling tactics have only emboldened our team to become more united in our demands. We look forward to getting these negotiations started and fighting for the contract we all deserve!
L to R: Michel Avery, Clinical Trainer - Monalisa Bauman, MA Certified - Alison DeBoise, Insurance Biller - Melissa Grindstaff, Patient Access Rep - Mollie Overby, Capacity Building Specialist
How can you help us win the contract we all deserve?
Fill out the bargaining survey. Thank you to those who have already made your voice heard.
If you prefer to spell out concerns by phone or email, please reach out to Charlie at (206) 436-6518 or a union Shop Steward or Bargaining Team member.
Join a Thursday night Zoom check-in at 7pm and let us know what’s important to you.
PP Leadership has posted the GAHC Coordinator position, but is still vague on the timeline of the return of new patients. If you have not already signed the petition demanding transparency on the GAH pause, please do so here.
Finally, let’s cheer on our fellow Planned Parenthood and UFCW Local 324 on filing for an election to unionize!
Our union Bargaining Team met with the Employer on May 16.
Our Bargaining Team member, Hannah Corprew, from the University Way location was representing her colleagues and coworkers at the bargaining table.
During a long and productive bargaining day, the Employer responded to our first proposal from April 21 with a counter proposal, including on noneconomic issues such as union recognition and representation, employment practice, and more.
Our Bargaining Team worked to draft proposals on holidays, seniority and hours of work and overtime.
We agreed to continue our bargaining meetings later this summer when the Employer will be available to meet again.
Meanwhile, our Bargaining Team will be working on drafting more bargaining proposals, including our opening economic proposal.
“As we complete our first full day of bargaining with Deep Roots I feel hopeful that we will be able to win a good first contract that respects all parties and helps make Deep Roots a better company.”
- Hannah Corprew, Bargaining Team Member
Our Union Bargaining Team met with the Employer on May 16 to present our initial proposals including both economic and non-economic issues. Our initial conversations were productive, and the Employer seemed receptive to some of our ideas.
We look forward to the hard work of securing a collective bargaining agreement that improves pay and working conditions for all.
We will meet with the Employer again on June 6 and 7 with more tentative dates scheduled later in June.
Don’t miss out on important bargaining updates, union benefits, and contract vote updates.
Our Bargaining Team: Trevor Peterson, Dani Fisher, and Mary Grace Diaz
This week, our Bartell Bargaining Committee met to audit the contract and plan next steps for building power within our stores. The committee discussed the upcoming bargain with Bartell Drugs, now owned by Rite Aid. We reviewed the current contract and discussed language changes and article proposals, focusing on the top priorities that we identified last meeting, including winning better pay, increasing safety at the stores, keeping good affordable healthcare coverage, maintaining strong retirement, addressing scheduling issues and building more power in the drug store industry.
The committee will be meeting again in May to continue crafting bargaining proposals and discuss how we can best address safety concerns at our workplaces.
Do you have ideas for how to make our workplaces safer? If yes, contact your Union Representatives or stewards to share!
Need to update your contact info?
For questions or to get more involved, contact your Union Representatives Mohamed Bonah at 206-436-6514 and Dominic Ojeda at 206-436-6586.
We are the Union. The members of UFCW 3000 are over 50,000 members working in grocery, retail, health care, meat packing, cannabis, & other industries across Washington state, north-east Oregon, and northern Idaho. UFCW 3000 is a chartered member of UFCW International with over 1.4 million workers in North America.
To build a powerful Union that fights for economic, political and social justice in our workplaces and in our communities.
