Meet Indy Mendoza, who works as a meatcutting apprentice at PCC Community Markets. Indy has completed his first year of his apprenticeship and loves working at PCC where he has worked since 2020. Prior to that, he worked as a chef in the restaurant industry. When the pandemic hit, he decided he wanted something more stable than restaurant work could provide…
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On March 18, retail workers at the Mariners Team Store ratified our Collective Bargaining Agreement (CBA), which included a 30% Employee Discount, $1.50 to $3.50 raise for workers, improved full-time staff healthcare qualification, secured 4 game tickets per month, and more. Shortly after, however, the Employer took away long-standing benefits that workers had enjoyed in previous seasons—subsidized parking and promotional items. In response to this unilateral change, the union filed a Grievance and an Unfair Labor Practice (ULP) claim, alleging that the employer was retaliating against workers for their union activity.
After filing the ULP and Grievance, the union received a decertification petition that aimed to eliminate the union and representation at Mariners Team Stores. A vote was scheduled for May 30, 2023. Before the vote, our union filed a Request for Review with the National Labor Relations Board (NLRB), alleging that the decertification vote was conducted in conflict with the intent of the National Labor Relations Act (NLRA) and in conflict with decades of established NLRB precedent. The results of the vote are pending certification with the NLRB—the enforcement arm of the NLR—while the ULP and Request for Review are being resolved.
Here is where we stand:
Subsidized Parking and Promotional Items Grievance:
Recently selected an arbitrator to hear the case and we are working to confirm a date for the arbitration.
Subsidized Parking and Promotional Items ULP:
Currently under review with the NLRB
Decertification Election Process Request for Review:
Currently under review with the NLRB
You and your coworkers deserve to have subsidized parking and promotional giveaways restored. It is unfortunate that the timeline for a resolution has not been quicker. The game-to-game impact of additional commute times, expensive parking, and missing out on great promotional giveaways is why we’re fighting to secure those benefits moving forward. Pending the certification of the election results, UFCW 3000 continues to represent you and your coworkers as unionized workers, and all provisions of your CBA remain in effect. One of the provisions of our CBA includes union dues deduction and collection. We are currently inquiring our International Union to see if we can delay the collection of union dues until the Election results have been determined.
If you have any questions, please feel free to reach out to your union representative Dominick Ojeda at (206) 436-6586.
Drop by during the voting time to review the Tentative Agreement, have your questions answered, and then vote. These votes are open to all active members of UFCW 3000 Meat Workers at Uwajimaya.
Contract Vote: Thursday, July 13, 2023
Bellevue Store @ 9AM—10:30AM 699 120th Ave. NE (break room)
Renton Store @ 12PM—1:30PM 501 S Grady Way Renton (break room)
Seattle Store @ 2:30PM—4PM 519 6th Ave. S (break room)
“Unfortunately Providence rejected our proposal to place employees on a wage scale per their years of experience in their job classification. Having our years of experience recognized is a top priority!”—Cynthia Miner and Heidi Ranger
Our Union Bargaining Team met with Management on Thursday, June 29 to discuss the terms of our accretion into the technical unit represented by UFCW 3000. Thus far we have not been able to come to an agreement with Management about the structure of our wage scale and retaining greater continuing education benefits than the minimum required in the technical unit’s union contract.
As such, we are scheduled to meet with them again August 15. While we wish this were possible sooner, we also could not accept the offer on the table just for the sake of expediting the process.
Bargaining Units has Overwhelmingly voted yes to ratify the contract!
We won:
Historic wage increases that can help recruit and retain qualified staff!
Increased PTO cash out
Low Census Limits for RNs
Staffing Accountability Language
And other great wins!
The contract will immediately go into effect. New wages will go into effect on July 16.
If you have questions, please reach out to one of your bargaining team members or your union representative Ian Jacobson.
Bargaining Team: Michel Avery, Alison Deboise, Melissa Grindstaff, Monalisa Bauman, Mollie Overby
Today in Negotiations we got some wins in our non-discrimination language, as Planned Parenthood agreed with our language including: having your name, email, and ID badge match whatever name you choose. Planned Parenthood agreed with adding the anti-racism statement (public health crisis) we proposed and agreed that systemic and individualized racism deeply impact the health and wellbeing of communities. Planned Parenthood agreed to our proposal to email us via our work email about new job postings. Planned Parenthood is still refusing to agree to more than a one year contract, even with upcoming elections threatening your day to day safety. We are asking for a three year contract.
We are still fighting for strong language for stewards, as well as ensuring only 14 days notice for resignation for members.
Planned Parenthood told us that our staffing language proposal that ensures you have ways to voice concerns, as well as requiring Planned Parenthood to have a timeline to follow up on said concerns was not “one size fits all and doesn’t address issues that an employer sees”. We disagree with that, you deserve to have proper staffing that allows for quality patient care and services. Planned Parenthood wont even counter our staffing language, they are just saying NO. We will continue to propose safe staffing language, this is non-negotiable.
We asked that “when it comes to safety issues or other life threatening issues” that Planned Parenthood, The Union and Labor Management Committee must meet within seven days of a request for an emergency meeting. Planned Parenthood has said they were not interested in this. Given the recent safety concerns you have faced, we would hope Planned Parenthood would agree to this important proposal.
If you have questions contact our Union Rep Charlie King at 206-436-6518
Our bargaining team is excited to announce that on June 27, 2023, the new three-year contract was unanimously ratified at Providence St. Joseph Hospital for service & maintenance and technical units. This was a great time for everyone to learn about the new contract, ask questions, and vote. We connected with a lot of people and built our membership through this process. We are encouraged that the growth of our membership will strengthen the power that we have at the table.
The new contract has a competitive wage scale, increased premiums, an additional holiday, and cleaned up a lot of unnecessary language. The bargaining team spent some very long days with management, but they are excited, hopeful, and confident that this contract will help address retention and recruitment issues at St. Joseph.
If you would like to get involved, please reach out to your bargaining team. It takes all of us to fight for the benefits we work hard for!
Please reach out to your bargaining team or Union Representative Amy Radcliff at (509) 340-7370 with any questions or concerns.
Our Bargaining Team: Dawn Trotter, Financial Counselor; Bridgett McCoy, Coordinator; Terri Barbano-Cardin, Respiratory Therapist; Amy Radcliff, Union Representative
Bargaining has begun for Pro-Tech and Support Services workers.
Your Bargaining Team has met several times to create contract proposals that address the challenges of retaining and recruiting workers. Low wages are at the center of the staffing crisis, resulting in long hours of work for the dedicated staff who are the foundation of OMC.
OMC needs to offer competitive wages and benefits that will not only get workers, but also keep them. Staffing issues need to be addressed, including the high number of travelers who have no commitment to the community.
On Friday, June 23, we had a full day of bargaining and made both economic and non-economic proposals.
Management seemed interested in what we had to say, but have not yet given any response to our proposals. The next bargaining date is July 13.
Our Bargaining Team
Pro-Tech: Amanda Beck, Surgery Tech; Nancy Dahl, Ultrasound Tech; Robert Elofson-Gilbertson, Radiology Tech; Joshua Johnston, CT Tech; Hector Pozernic, Physical Therapist; Jake Purvis, Pharmacist; Patricia Wood, Technical Specialist;
Support Services: Deviney Blore, Imaging Services Rep II; Cameron Van Winkle, Laundry Worker; Terry Wray, Patient Access Rep
For additional information, contact a bargaining team member or Union Representative Aimee Oien 360-662-1981.
Update your information!
https://ufcw3000.org/update-your-information
Bargaining Team members met with management on June 22 and were scheduled for June 23, but management cancelled so they could prepare a response to our comprehensive proposal, which we introduced on the 22nd.
We are looking forward to a counter from the employer on June 29 that hopefully will address all of the very vital parts of our contract.
We have had some very good conversations but still have a lot of work to do.
Our next bargaining session is scheduled for June 29. Please reach out to your bargaining team or Union Representative Amy Radcliff at 509-340-7370 with any questions or concerns.
Our Bargaining Team: Amy Radcliff Union Representative; Chris Torres Lab; Nykole Silrus, LPN; Rebecca Thompson, Unit Coordinator.
Providence asked for expedited bargaining, yet repeatedly failed to bring any counter proposal to our wage and staffing proposal.
Providence thought their best proposal for wages and staffing language was what Michelle Lundstrom sent in her May 22, 2023 email. Nurses should feel disrespected by this lack of action from Providence.
Given Providence’s lack of movement around staffing and wages, we will be launching a strike pledge card. Get ready to show solidarity with your coworkers and sign your strike pledge cards at the hospital and online.
Be on the lookout for information on your next Contract Action Team meeting! Keep wearing your blue and yellow, it’s time to put our words to ACTION!
If you have questions reach out to our Union Bargaining Team or Rep. Anthony Cantu at 206-436-6566
“Nurses treat patients with dignity and respect. We expect the same from Providence. We are not going to take disrespect from the Employer bargaining team” —Kelli Johnson
We are back at the negotiations table with Providence and are continuing to fight for the contract that we all deserve. Today at the table we addressed non-economics, including skills departments, access to your union representative, membership language and language to ensure Nurses can receive coverage for participating in negotiations.
Providence came to the table being aggressive and disrespectful, but we stood our ground and movement is being made, including some Tentative Agreements on:
Discipline and Discharge: discipline after 18 months cannot be used for progressive discipline, and discipline in your file to be removed after 18 months by request.
Skills Departments: changes to skills departments that ensure safer staffing.
If you have questions reach out to our Union Bargaining Team or Rep. Anthony Cantu at 206-436-6566
The Bargaining Team would like to thank everyone that showed up to vote YES on our new 3 year contract.
Our bargaining team is excited to announce that on June 21, 2023 Tri Cities Community Health workers made history with Ratifying their First contract by a Unanimous vote. The new contract guarantees two wage increases each year of the contract, annual merit bonuses, a competitive wage scale, job security, Grievance process, Continuing Education reimbursement, Union Security, Equality and fairness from now on.
We now have a voice that will be heard by All! Reach out to our Bargaining Team or Union Rep. Juanita Quezada at 509-340-7407 if you have any questions or concerns and to learn how you can get involved.
After four bargaining sessions your service and technical union contract negotiating team has reached a tentative agreement!
Improvements to the collective bargaining agreement include:
Across the board wage increases.
Improvements to on-call, shift differentials, and weekend premiums phased in over the life of the contract!
Multi-lingual pay for people certified by Washington state as fluent in a language other than English that is regularly spoken with patients.
Certification pay for some job classifications wherein people receive certs that are not already requirements of the position (to be discussed in the Labor Management Committee prior to implementation in early 2024).
Please join us for a drop-In contract vote! This Tentative Agreement is recommended by your bargaining team!
Thursday, July 6
9:00 AM to 12:00 PM
1:00 PM to 4:00 PM
Hospital Conference Room
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!
Our Bargaining Team: Jen Smith, Aleda Adams, Micaiah Nelson, Cheryl Depew
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.
I'll Take Action for a Fair Contract!
Bargaining Team: Azia Domingo, Curtisy Bryant, Emily Hunter, Liisa Luick.
Our Union Bargaining Team recently met with Macy's Management from June 13-15 to continue discussions for our upcoming contract.
Throughout the meeting, we emphasized the urgent need for substantial wage increases and other economic benefits to offset inflation and the soaring cost of living. We also highlighted the importance of recognizing the tenure and loyalty of existing employees, especially as new hires are being brought in at higher pay rates than ever before due to the rising minimum wage.
In addition to wage increases, our team expressed an openness to exploring alternative solutions to address the current affordability crisis. This includes seeking more affordable healthcare options, higher commissions, or any other economic benefits that can supplement our wage adjustments. However, Macy's responded by expressing their struggles as a company and repeatedly referred to their poor performance as mentioned in recent news reports. As a result, they have shown very little flexibility in their wage proposal, offering a mere $0.40 raise in the first year and $0.35 raises in the second and third years of our contract.
During negotiations, our Bargaining Team highlighted the significant wage increases won by UFCW Local 3000 grocery store workers, underscoring that Macy's proposal falls far below the new industry standard. Shockingly, the Employer responded by stating that "we are not essential workers" and thus don't deserve comparable wage increases. Such a statement is outrageous and deeply disrespectful!
On a positive note, while little progress has been made on most issues, the Employer has decided to withdraw their proposal to implement the "Reliability" attendance program. This is good news as workers at non-union stores have reported negative experiences with this program. We can now breathe a sigh of relief knowing that it will not be implemented in our store.
The lack of productivity and disrespect in our meetings with Macy’s indicates that we must be prepared to take action! Show your support and solidarity by signing the strike pledge card today, sending a clear message against the insulting behavior exhibited by the Employer.
Alison DeBoise recording a solidarity video for California Planned Parenthood workers fighting for a union
Alison DeBoise (she/they pronouns) works as an Insurance Biller for Planned Parenthood in Seattle and is an active shop steward at her work location. They talk about how they got involve in being a steward:
After college, I knew I wanted to work for Planned Parenthood because I'm passionate about access to reproductive healthcare for all. I began working at the Bellevue location in the Refill Center mailing patients their medication and became interested in the union after getting to know my coworkers better, attending general membership meetings, and our contract expiring not long after the pandemic started. Other stewards in my workplace inspired me to become a steward because I wanted to be a helpful resource to my coworkers.
Alison is now serving on the bargaining committee for the Planned Parenthood contract during negotiations this year, and has also stepped up to offer solidarity with Southern California Planned Parenthood workers fighting to organize a union with UFCW Local 324 by recording a video to offer those workers solidarity:
Being a part of a union with my coworkers has given us greater power to ask for and get what we need. Better wages, better working conditions, better work-life balance, and better time-off benefits.
We couldn’t agree more with Alison!
“Many changes have been announced recently without much input from those of us providing care. The MOU on office spaces we won provides a process that feels empowering and gives us a voice.”
— Our Union Bargaining Team
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)
We reached tentative agreements on many of the foundations of our first Union contract! These include who is covered by our contract, what happens when new positions are created, Union membership, Union Orientation for new hires, and more.
One of the most vital pieces for us to achieve better working conditions and wages is having the time for union stewards to prepare for negotiations. Management has time to prepare for negotiations during the workday, but previously rejected our proposals that the employees serving on the Bargaining Team be released from work for preparation. Preparing for bargaining is time intensive, and when it is conducted outside of work hours it limits accessibility for employees that have other obligations. We advocated for bargaining participants to be released from work for preparation so that future Bargaining Team members can participate without barrier.
Our team also finalized an agreement on collaboration for office space changes. Our next bargaining date is on July 26 and we will be focusing on jointly crafting language around caseloads and remote work and presenting our economic proposals.
Questions or to get more involved, contact your Bargaining Team Stewards or Union Representative Ian Jacobson at 206-436-6550.
Facebook: Early Supports Union | Twitter: @earlysupportsunion
We met with PCC representatives on June 20. Our Union Bargaining Committee made proposals addressing:
Workplace Safety—including violent intruders, de-escalation training, sexual harassment, domestic violence, and security escorts
Hours and Scheduling—to make sure workers can get more hours when we need to
Critical Staffing Minimums—including extra pay for short staffing periods
Pension for Retirement—including increasing the employer contribution and securing the continuing funding needed to keep our pension plans healthy
WeTrain Workforce Development—to establish an employer-funded training and workforce development fund
Vacation Bidding—to establish more consistent and timely approval for vacation requests
In addition to these proposals, we had productive conversations with PCC around Annual Personal Development Reviews (APDR) as well as private employee spaces for lactation, religious observations, and self-medical checks.
Any PCC member is invited to RSVP and join us to observe our next bargaining session with PCC, July 26 @ 9:00AM. See you there!
Our Union Bargaining Team also discussed the plan to win the best PCC contract possible, including how we can take collective action. This starts with asking our coworkers to sign on to the PCC Workers Declaration of Demands and do whatever it takes to achieve these demands. bit.ly/coopworkerspledge ▸
Don’t miss out on important bargaining updates, action alerts, and contract information: Make sure your personal contact info is up-to-date! Go to: ufcw3000.org/update-your-information
Talk to a Steward or Union Rep to get the dates and times for our June CAT meetings.
Your bargaining team wants to let you know that after coming to what we believed was a Tentative Agreement on June 7, it appears that we have some details to work out with management and will be scheduling another bargaining session.
We hope to be able to announce next week that these issues have been resolved and let the bargaining unit know when we will be able to hold a ratification vote, and we appreciate your patience!
Our Bargaining Team: Tim Weissman, Quinn Grewell, Susan O’ Brien, Sarah Martin, John Pray.
Thank you for participating in the contract vote! The collective bargaining agreement was ratified on June 21, with all attending members voting “Yes” and the LPNs voting “Yes” to joining the RN unit. This agreement:
Increases wages 16.25% over the life of the contract
Adds LPNs to the RN bargaining unit
Protects affordable health care
Increases educator pay
“The Bargaining Team feels strongly that the wage increases in this newly ratified contract will continue to allow Forks Community Hospital to recruit and retain competent, qualified RNs. Thank you for participating in your union by attending the ratification vote!”
-Amanda Craft, Bargaining Team, ED/Acute Care RN
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.
