Macy’s - NO PROGRESS AT THE TABLE

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Macy’s
NO PROGRESS AT THE TABLE

“Macy’s says they don’t understand our proposal for a living wage, so let’s take to the streets to explain!” – Nicole Hardin, Bargaining Team Member

Our Bargaining Team met with Management again on July 31, our first date with a mediator from the Federal Mediation and Conciliation Service (FMCS).

FMCS is a U.S. government agency that provides mediation and arbitration services to assist unions and Employers reach an agreement during contentious labor disputes. Since previous talks have been unfruitful, we believe that mediation is a necessary.

Our priorities were clearly articulated to the mediator, with a primary focus on:

  • Wage Increases: We are resolute in our demand for a fair general wage increase that accounts for historic inflation. We also want an extra wage boost for colleagues who have worked 10 or more years with the company.

  • Wage Scales: Maintaining and updating our wage scales is crucial to ensuring that our compensation remains competitive, but Macys wants them gone entirely!

  • Safety: It's a no-brainer—our workplace should be safe for everyone, whether you're a customer or a colleague. We're pushing for a contract that makes Macy's step up and make real changes to improve safety in the store.

  • Furniture Gallery Hours: We're still not happy about the late-night business hours. It's hurting our commissions, and we think it was a bad move.

Despite or Bargaining Team’s willingness to engage with Management, it seems like Management isn't quite on the same page. The Employer refused to even give us a counter proposal! This means that their previous supposal of a $0.35 general wage increase, coupled with a mere $0.10 for colleagues with 15 or more years of service, remains on the table.

ENOUGH IS ENOUGH. We firmly believe that it is time to take action! Join your co-workers at the informational pickets on Friday, August 11,@ 2pm—4pm. Your participation will send a powerful message to the Employer that we stand together in solidarity for a fair and just contract.

In the event an agreement is not reached this month, we may need to proceed with a strike authorization vote in September. This is not a step our Bargaining Team takes lightly, but it is imperative that we remain steadfast in our pursuit of a contract that addresses our concerns.

I’LL BE THERE!
PICKET ACTION RSVP
bit.ly/macys-info-picket-23 >>

UFCW 3000 Podcast Episode 3: More to Know, More to Learn, More to Teach: UFCW 3000’s Education Department

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How do you become a shop steward, anyway? Why should you bother getting training on your union rights? Why does a union workplace feel different than non-union ones? Michaela meets with UFCW 3000’s Education Director Marc to discuss all the ways members can get more involved in their union, take on leadership roles in the workplace, and get training and education that makes our union stronger.

 UFCW 3000 union shop steward Michaela is always ready to answer fellow members’ questions about their union. She’s also a devoted murder podcast listener. Put those interests together, and she decided to start a union podcast to get all her coworkers’ questions and her own questions answered, and to meet as many people as possible who could share what it means to be a part of UFCW 3000. (No murder on this podcast, only solidarity!)

*The information shared on this podcast is offered by rank and file union member leaders of UFCW 3000. There may be inaccuracies or misstatements shared, as members will be speaking from the lenses of their perspectives and life experiences. While members are doing their best to share good information, we can make no claims to 100% accuracy and this podcast should not be construed as legal advice.

UFCW 300 Podcast Episode 2: Creating Unity Across State Lines with Member Alison

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What can you do to support fellow workers organizing their union? UFCW 3000 member and podcast host Michaela speaks with fellow UFCW 3000 member and health care worker Alison about supporting other workers when they want to organize a union, even if they’re in another state—and especially if they work for your same employer. Bonus intro chat with UFCW 3000 organizer Emma about what’s so fun about organizing.

UFCW 3000 union shop steward Michaela is always ready to answer fellow members’ questions about their union. She’s also a devoted murder podcast listener. Put those interests together, and she decided to start a union podcast to get all her coworkers’ questions and her own questions answered, and to meet as many people as possible who could share what it means to be a part of UFCW 3000. (No murder on this podcast, only solidarity!)

*The information shared on this podcast is offered by rank and file union member leaders of UFCW 3000. There may be inaccuracies or misstatements shared, as members will be speaking from the lenses of their perspectives and life experiences. While members are doing their best to share good information, we can make no claims to 100% accuracy and this podcast should not be construed as legal advice.

Card Kingdom - Ratification Notice! First Contract Ratified!

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On July 27, 2023, OUR first ever contract was RATIFIED!

Thank you for coming out, voting on OUR contract, and ensuring OUR voice is heard. No Kings, Only Solidarity!

Alongside Just Cause protections, we won raises, a labor management committee, and solidified benefits we already had. Our contract only gets stronger after each negotiation and the way we maintain a strong union is by your involvement. The fight for a first contract is a long and hard one and winning such a great contract shows the strength and solidarity our union had throughout the process.

“This is the first ever union in this industry and we’re proud to have built it alongside our coworkers. We can claim increased wages, tenure-based raises, and severance and relocation packages amongst our wins. It hasn’t always been easy, and it won’t ever be, but that’s what fighting for a contract and a union will always be. We look forward to its continuation into the future, wherever CK is, no matter if it’s in Monroe or Hell.”

— Jeff, Bargaining Team Member

If you are interested in becoming a steward, please take this survey to be on the list for the shop steward training!

Join our union and sign the membership application here!

If you have any questions, please reach out to your Union Representative, Dominick Ojeda at ​(206) 436-6586

UFCW 3000 Podcast Episode 1: Union Basics

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UFCW 3000 member and first-time podcast host Michaela introduces herself, her union, and why she decided to make a podcast about it. To answer the questions she hears most frequently from coworkers, she talks to friend and fellow member Kristina about how Kristina got involved in her union and what she’s learned about our rights on the job, union power, the benefits of being union, and more.

UFCW 3000 union shop steward Michaela is always ready to answer fellow members’ questions about their union. She’s also a devoted murder podcast listener. Put those interests together, and she decided to start a union podcast to get all her coworkers’ questions and her own questions answered, and to meet as many people as possible who could share what it means to be a part of UFCW 3000. (No murder on this podcast, only solidarity!)

*The information shared on this podcast is offered by rank and file union member leaders of UFCW 3000. There may be inaccuracies or misstatements shared, as members will be speaking from the lenses of their perspectives and life experiences. While members are doing their best to share good information, we can make no claims to 100% accuracy and this podcast should not be construed as legal advice.

PCC - Declaration Delivered!

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Our bargaining team met with PCC management on July 26 to respond to their earlier proposals and bring forward some of our own, including:

  • IMPROVING CAUCUS COMMITTEES: We proposed building more structure, efficiency and communication for all parties involved in the Worker Caucus Committees (WCC) to make them more effective.

  • EXPANDING LEAVE: We proposed an expansion of Leave of Absence (LOA) language so we get at least as much LOA time as other Union grocery store workers in the area—including staff with less than 18 months of service with PCC, who also need and deserve protected leave.

  • VACATION BIDDING & APPROVAL CHANGES: We reached a Tentative Agreement on an improved vacation bidding process and a clear timeline for approval!

We presented our Declaration of Demands signed by nearly 80% of PCC workers! Yasab, Marlin, and Allison of our Bargaining Comittee spoke to PCC representatives about the importance and strength of this petition.
 
Take action to build power in your workplace:

PRMCE RN - Mediation and Bargaining Update, August 1, 2023

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Yesterday, with our Federal Mediator, Providence continued to counter our proposals with little to no change.

WE ARE NOT AT AN IMPASSE in bargaining. After Providence stated at the table they believed we were at an impasse and we should end expedited bargaining, UFCW and our bargaining team requested to the mediator that we wanted another bargaining date! The mediator is working with both UFCW and Providence offline to figure out at a date that works for both parties and the Federal Mediator to go back to the table.

We continue to bargain in good faith and have been countering proposals while ensuring Nurses needs are MET. Safe staffing language and competitive wages are a priority to ensure we retain and recruit new nurses! We are working to schedule one more date with the mediator, and we are going to continue our actions and demonstrate our solidarity as a group.

August 3—5:30PM to 6:30PM Leaflet Action at Everett Marina Concert Series (park on Grand Ave or Everett Marina paid parking)

August 6—Everett Farmer’s Market Leaflet Action 10:30AM to 12PM (meet on Pacific and Wetmore)

August 16—Community Townhall with Nurses 5PM to 6PM Everett Labor Temple

August 17—AquaSox Game Leaflet Action and Union Solidarity Night 6PM to 7pm—Nurses are encouraged to bring friends/family (free tickets will be available to the game after the leaflet, please RSVP with Anthony Cantu 206-436-6566)

August 27—Everett Farmer’s Market 10:30AM to 12PM (meet on Pacific and Wetmore)Nurses, be on the lookout for a detailed counter proposal from your UFCW bargaining team similar to Providence’s proposal that was printed last week!

“Providence is daring us to strike. If we are not willing to show our striking power we will be forced to take the deal they have offered. The worst thing that can happen will not be a strike, the worst thing is we accept a bad deal and we lose a huge chunk of our remaining staff. We are asking for a reasonable contract we are not asking for a 157% pay increase like Rod Hochman CEO of Providence got. We are asking for consistent pay increases throughout the contract to keep us competitive with Overlake and Swedish. We are asking for strong staffing language to hold Providence accountable when we take 6,7, or more patients.

— Trevor Gjendum

Sign the Strike Pledge Card!

Planned Parenthood Bargaining Update

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Today our Union Bargaining Team proposed good faith non-economic counters to Planned Parenthood. We were hopeful to receive Planned Parenthoods’ counter on non-economics today, however Planned Parenthood countered instead with their economic proposal. In this economic counter, Planned Parenthood proposed a non-equitable new system that would not include annual raises and only a one-time equity bump. We will have a counter on economics to Planned Parenthood at our next session on August 9 but will not counter until they respond to our final non-economics. We want to ensure our staffing language and Labor Management Committee (LMC) proposals are responded to in good faith, instead of what Planned Parenthood is doing which is ignoring our counters.

Planned Parenthood is continuing to propose Force Majeure, this would allow them to not follow the Collective Bargaining Agreement (CBA) in the event of anything they deem a natural disaster/pandemic. We believe YOU should be protected with your CBA, no matter what happens.

“Time is precious and our families can’t afford to wait!” — Monalisa Bauman

EvergreenHealth Kirkland - Bargaining Continues—Not Where We Need to Be Yet

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We bargained with Management on July 25 and 26. Management has increased their wage offer but we’re not where we need to be yet. They feel they have already given us a wage increase in 2023 so they don’t need to give us anymore.

The overall tone of bargaining seems different than in prior years. Management seems antagonistic. Although we have discussed the reasoning for our proposals, management’s response has been NO on several things. Unfortunately, Management doesn’t seem interested in engaging fully with us on our issues and seems more focused on our differences.

Bargaining continues next week and we invite you to drop in afterwards and talk with the bargaining team:

  • Monday, August 7

  • 5:00PM—6:00PM

  • EvergreenHealth Kirkland

  • 12040 NE 128th Street

  • Kirkland WA 98034

  • Room TAN 134

For additional information, contact Union Representative Jack Crow at 206-436-6614

Saint Anne Hospital Bargaining Update

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On July 18 and July 26, our Union Bargaining Team met with the Employer’s team. We submitted proposals that would increase Union Representatives’ access to employees at the worksite. Increasing access to Union representation allows us to have our issues addressed right at the worksite. We also proposed increasing the timeline to submit a grievance. Increasing the timeline to file grievances gives us adequate time to investigate issues and file solid grievance in a timely manner.

We proposed language to protect Seniority during layoffs and low census for bargaining unit members. We also submitted language to prevent travelers from preempting students and new hires.

Management has yet to respond to our proposals. We expect to see progress on the Management side at our next bargaining session on August 6, 2023.

Contract Action Team Meeting!

Join our next Membership meeting and learn about becoming more involved in bargaining as a Contract Action Team Member. Our next Membership Meeting will be August 9, 2023 at 6:00pm at the UFCW Des Moines office, 23040 Pacific Hwy S. Suite 101, Des Moines, WA

If you have questions or need assistance contact Union Representative Jack Crow at 206-436-6614

UFCW 3000 Member Story: Nicole Hardin

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Nicole Hardin ready for work at the Clinique Counter

Nicole Hardin has worked at the Alderwood Macy’s for nearly 16 years. Over the years she and her colleagues have fought for their wages, working conditions, and safety on the job (an increasingly important issue in retail). Nicole has been there for actions at her store, leaflets from leaflets to info pickets in front of the store.

As the attacks on working people have increased, Nicole has stepped up to become a shop steward, “I really enjoy being able to help colleagues clarify the [union] contract, and I enjoy being a person that colleagues can come to and address their concerns.”

When this year’s member bargaining committee was being formed, and the committee needed a beauty advisor from cosmetics on the team, Nicole jumped at the chance to represent her coworkers and department. “It’s been a great experience to see the inner workings of the union [member bargaining committee] and how hard they fight for us.”

And the fight is far from over. Negotiations have been going on since February, and Macy’s is still refusing to pay sustainable living wages to their workers and still needs to address store safety. The Bellingham, Alderwood, and Southcenter stores have all had strong-arm robberies and unruly customers getting physical with Macy’s workers during these negotiations.

Nicole and her coworkers are ready to do whatever it takes to win a fair contract. Info pickets have been scheduled for August 11th, and more actions are planned during what is a very Hot Labor Summer!

Info Picket Signs from the 2018 Macy’s Contract Campaign

PRMCE RN - Bargaining Update

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On July 27, we held a banner and leaflet action at the Everett Marina Concert Series. We spoke with community members and asked them to send an email to the Providence General Foundation-Everett. The email calls out the staffing crisis at the Hospital and demanding that the Foundation hold Hospital Administration accountable for their lack of collaboration around staffing issues at the bargaining table. Please encourage your friends and family to send an email to the Foundation:

>> Share this link! Stand with Providence Everett RNs

Also members of the Everett City Councilmembers and Snohomish County Board of Health will be writing a letter to Hospital Administration and the Foundation supporting our contract negotiations! The community and elected officials support our efforts for safe staffing! 

Response to the CNO’s email: On August 1st we will have a second day of contract negotiations with a federal mediator. Our first mediation session resulted in a rejection on our staffing language and a wage proposal which still puts us dollars behind Swedish, Overlake, Seattle Children’s Hospital, and Evergreen. A 19.4% increase (divided in multiple increases from 2023 to 2026) will not be enough to remain competitive with other hospitals in the area! 

It has also come to our attention that Hospital Management has published their contract proposals and indicated if the proposals are tentative agreements (meaning Management and the nurse bargaining team have mutually agreed). We believe this is a tactic to frustrate the bargaining process and cause confusion. We will be sending out a version of our full proposal next week so nurses can read through all of our proposals and we can discuss them together. 

WA State Sick Leave accruals: Under WA’s Paid Sick Leave law, employers are supposed to record WA State sick time. Although PRMCE nurses accrue PTO and EIB, you should have a line item on your paystub or on the employee portal showing how much PTO is considered “WA State Sick Leave.” We have asked Providence to comply with the law so nurses know how much protect sick leave time they have available, but Providence has denied our request. We filed a grievance in May to resolve this issue and will also address this issue in negotiations.  

Incentive Pay: In the past the Hospital and UFCW 3000 agreed that nurses would receive time and a half or double time pay if they worked an extra shift beyond their FTE. An issue that arose is that nurses who called out sick and used “protected sick leave”, per the WA Paid Sick Leave law, were denied incentive pay. In February 2023, we told Providence that this was discriminatory, and these nurses should receive the incentive pay. Providence originally rejected our request but has changed their position. They are now providing incentive pay to nurses who call out sick for an extra shift, but use “protect sick time.” 

We are unsure how long Providence will continue providing incentive pay but we are requesting at the bargaining table that incentive pay be part of the union contract. Currently Providence Centralia and Providence St. Peter’s (Olympia) have incentive pay in their contract. 

We need to show PRMCE that we are serious about our proposals and are willing to strike! If you have not already signed the strike pledge, please click on the link below!

>> Sign the Strike Pledge! PRMCE RN - I Promise to Take Action

Also encourage your coworkers to update their information:

>> Update Your Information!

Below are the current articles that are open and our last session prior to mediation proposals: 

Article 2 Union Matters—union security, Providence must provide personal emails for each nurse (if available) 

Article 4 Union Representation—union representatives will have access to all unit conference rooms, Providence will ensure that two bargaining committee members per unit will have their shifts covered in order to attend negotiations 

Article 6 Employment Practices—a nurse may request for a written warning to be removed from their file if the discipline is 18 months old, documented coachings/counselings shall be removed from a nurse’s file, upon request, after 9 months

Staffing—additional $5/ hour per shift to nurses if their unit falls below the staffing plan for their unit plus major improvements to the staffing committee agenda like reviewing nurse exit interviews and addressing acute staffing issues immediately

Article 7 Seniority—a new list for skill departments to reflect current department breakdown, Providence will notify nurses of recall via email and mail

Article 8 Hours of Work and Overtime—double time pay for nurses on standby on holidays, travelers will be low censused first and then agency nurses, 12 break relief nurses, per diem nurses minimum shift scheduling

Article 9 Compensation—Nurses will need to work 1,664 hours instead of 1,872 hours to advance to their next step increase. $3.00 Evening shift differential and $6.50 Night shift differential. After 24 months of working on third shift, nurses shall receive an additional $3/ hour in addition to their shift differential. Standby on-call pay of $7/ hour. Float Pool/Resource Team pay of $5. Increased premium for preceptors to $2.00 to train the nurses we desperately need. Expanded holiday pay for Christmas Eve and Christmas Day for night shift nurses. $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

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

Article 15 Committees—Staffing Committee would reflect the new staffing law, which means if the Hospital violates this article we can file a grievance and take the grievance to arbitration if necessary. Additionally if the staffing plan is not adhered to by a margin of 85% and a nurse works on their day off, .9 to 1.0 FTE nurses shall receive double time pay and .5 to .89 FTE nurses shall receive 1.5 time pay for all time worked up to 40 hours (these nurses will receive double time for work beyond 40 hours)

Article 16 Nursing Education/License—Increasing education leave hours to 40 (prorated by FTE), increasing education dollars, and tuition reimbursement of $5,250 for all nurses with a .75 FTE or above

PRMCE RN Bargaining Team—Trevor Gjendem, Juan Stout, Carrie Rimel, Kelli Johnson, Stephanie Sausman, Julie Byum, Kristen Crowder (not pictured) (Top left to bottom right) 

Upcoming Actions

August 1—Negotiations with Providence Everett Management 

August 3—5:30pm to 6:30pm Leaflet Action at Everett Marina Concert Series (park on Grand Ave or Everett Marina paid parking)

August 6—Everett Farmer’s Market Leaflet Action 10:30am to 12pm (meet on Pacific and Wetmore) 

August 16—Community Townhall with Nurses 5pm to 6pm Everett Labor Temple 

August 17—AquaSox Game Leaflet Action 6pm to 7pm- Nurses are encouraged to bring friends/family (free tickets will be available to the game after the leaflet, please RSVP with Anthony Cantu 206-436-6566) 

August 27—Everett Farmer’s Market 10:30am to 12pm (meet on Pacific and Wetmore)

WhidbeyHealth Pro-Tech & LPN - Positive Progress on Non-Economics

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On Wednesday, July 26, our bargaining team got tentative agreements on almost all non-economics—including strong language on non-discrimination, as well as language stating that we only have to give 14 days-notice for resignation instead of 21 days.

We proposed our economic proposals today and expect to hear back with counters from WhidbeyHealth at our next bargaining session on Tuesday, August 8, 2023. We asked for significant across the board increases, language on experience for experience, stronger over-time language, higher differentials and more. We are hopeful that WhidbeyHealth will continue to bargain in good faith and understand that patient safety means we need higher-wages to retain and recruit more staff!

Our Bargaining Team: Rosalie Nguyen, Pharmacy; Jennifer MaCNeill, Lab

Kraken (Retail) - Your voice is important

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Our union Bargaining Team got out of negotiations on Tuesday, July 25, holding on items until we hear from workers like you. Our Bargaining Team is made up of members like you and your coworkers who want to make sure everyone is getting the best deal possible - but we can't do that without you. 
 
We're holding strong on things like a wage increase that meets the cost of living, reimbursement for parking, unlimited ORCA passes, meal vouchers, and more! Your coworkers on the bargaining team feel confident we can win a great contract, but we need to hear from you what your priorities are to get a great deal done. 
 
Take 2 minutes right now to submit this quick priorities list to let us know what's important to you: Kraken Priorities Survey. If you are interested in hearing more about bargaining or being more engaged, reach out to Union Rep Dominick Ojeda @ (206) 436-6586. 

Deep Roots Tattoo and Body Piercing Bargaining Update

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Deep Roots members throughout all three locations had a powerful and fun sticker action leading up to a very successful day of bargaining. We were able to reach tentative agreements on Union Recognition, Security and Representation, enabling the union to be recognized in the case of future owners, as well as access to union representation when we need it. There was also movement on fair, progressive discipline procedures that gives multiple opportunities for us to make changes and remain in our jobs. Finally, we offered a counter proposal on bereavement leave and are awaiting a response.

Providence St. Peter Case Managers - Committed to our patients and deserving of better wages

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Providence St. Peter Case Managers
Committed to our patients and deserving of better wages

“Nurses do more than bedside care. We touch every aspect of a patient’s life.” —Mary Briles, Case Manager RN, Bargaining Team member

Our Bargaining Team met with Management on July 26. We bargained with the Employer all day. The Employer is proposing an alternate wage scale which devalues the nursing care that Case Managers provide. Without Case Managers, the whole hospital grinds to a halt.

We demand that the Employer acknowledge the essential care that we provide to our patients!

With the first day of negotiations behind us, we await further information from Management to our Bargaining Team before we can confidently counter their most recent proposal.

Albertsons Workers React to Quarterly Fiscal Report

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Contact: Tom Geiger, UFCW 3000, 206-604-3421
For Immediate Release: July 26, 2023

UFCW 5, UFCW 7, UFCW 324, UFCW 367, UFCW 400, UFCW 770, UFCW 3000, UFCW 1564, UFCW 1889

Albertsons Workers React to Quarterly Fiscal Report and Executive Golden Parachute of Tens of Millions of Dollars

Today, essential workers from Albertsons-owned grocery stores reacted to the company's first quarter fiscal results, as well as the outlandish payouts planned for corporate executives in the event the company’s proposed merger with Kroger were approved. The workers are members of local unions within the United Food and Commercial Workers Union, the largest union of grocery store and food production workers in the country.  

“My work, and my coworkers' work, is helping Albertsons to produce billions of extra dollars. We are hardworking people, we respect our jobs, and we just ask that respect back in the form of equal pay for equal service,” says Gerald Gates, an employee at an Albertsons-owned Pavilions in the LA area and UFCW 770 member. “During the pandemic food prices went up and consumers continued shopping at the stores. After all that money is out there, one wonders why they entertain a megamerger of $25 billion and potentially divest hundreds of stores across the country, especially in Southern California?”

Gerald’s concerns were echoed by another Albertsons worker in the Pacific Northwest. “We have been working hard for years to serve our customers and scrape by enough for ourselves and our families. Our work, and our customers’ purchases are what have made the profits of these companies. It should be illegal for these CEOs who already make tens of millions of dollars each year, to stuff their pockets full of millions more through this proposed merger," stated Yasmin Ashur, an Albertsons grocery store worker and UFCW 3000 Member in Washington State.

“I’ve worked hard day in and day out to make Albertsons a place customers want to come back to and shop for their special occasions,” said Judy Wood, a cake decorator at Albertsons in Orange, CA and member of UFCW 324. “That customer loyalty is what has made Albertsons’ billions in dollars of profits over the years. When I hear that those profits will be used to pad shareholders’ and executives’ pockets if they leave the company, it’s disheartening. Those profits should be going to fixing stores, lowering prices and paying workers more so they’re not homeless and food insecure.”

Similar concerns were made by Christina Duran, a General Merchandise Head Clerk at a Safeway store in Sunnyvale, CA and member of UFCW 5. “I’m worried about stores closing and people losing their jobs. The impact of the merger could leave people jobless who have invested years into the company." Safeway was bought by Albertsons in 2015.

BACKGROUND:

More than nine months ago, Kroger and Albertsons announced their proposed plans to merge and create the largest traditional grocery store chain in America. Immediately, calls of concerns were aired across the US from labor, community, legal, food justice and many other organizations.

Today, Albertsons released their financial results for the 1st quarter of their fiscal year. In a statement released by Albertsons in advance of the results, the company stated, “In light of the Company’s entry into an Agreement and Plan of Merger with The Kroger Co., Albertsons Companies will not be hosting a conference call or providing financial guidance in conjunction with its first quarter of fiscal year 2023 results.”

Earlier in the month, financial news reported the massive amount of money that the CEOs of both companies would make if the merger were approved. And just this past weekend, the two CEOs of both companies did an exclusive interview with The Denver Post in response to the growing criticism facing the proposed deal.

Also, it is important to note that earlier in the year, Albertsons made a $4 billion payment to wealthy shareholders that had been proposed as a part of the proposed merger deal last fall.  That fleecing of the company’s assets was strongly opposed by many local unions, several states attorneys general and was challenged by many US Senators in a hearing in November.

MFused - Disrespected by Management

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MFused
Disrespected by Management

On July 25, our Bargaining Team met with Management to continue negotiations. We presented our economic proposals today and Management laughed in our faces! Our proposals included:

  • Guaranteed wage increases each year of the contract based on length of service

  • A production tech II and Driver II positions – (opportunity for advancement)

  • Profit sharing and bonuses

  • Additional Holidays and Holiday pay

  • Separate Vacation, Sick leave, and Personal day banks

  • Other types of Paid and unpaid leaves

  • Funeral and Bereavement leave

  • Safety Committee

  • Respect for workers (FREE of cost!)

  • Guaranteed Weekly samples of all current products.

  • Successorship provisions

We plan to give them a health care proposal before our next session and look forward to a full contract proposal response from Management so that we can continue negotiating a fair contract. Though the laughing was very disrespectful and unprofessional, we remain steadfast in putting forward your demands and fighting to win the best contract possible.

At the next session, we plan to have a Federal Mediator present at the table to assist in the process and help us reach a fair deal as soon as possible! Keep an eye out for any upcoming Negotiations all staff update meetings and future field actions.

Next Bargaining date: August 8

Bargaining Team: Ariel Simmons, Production Lead; Robbie Elkins, Production Tech; Jennifer Wade, Production Tech; Kimberly Greenside, Accounting Clerk; Diba Kamayo, Driver/Distribution

Questions? Contact a Bargaining Team member or Union Rep Chris Arellano @ 206-436-6526

Bartell Drugs - Know Your Rights / Bargaining Update!

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Our union bargaining team is strong and ready to fight for a great contract—are you ready to fight too? Last Friday our bargaining team was prepared to begin negotiations with Rite Aid, but they cancelled. We made use of that day by calling every Bartell worker and informing them about our shop steward training happening on Saturday. We also used that time to inform members about our upcoming bargaining sessions and our priorities moving forward. Member engagement is how we win a fair contract!

Moving forward, we must continue being organized against Bartell or Rite Aid’s anti-union tactics. Management will try to intimidate employees from talking about or to union reps, threaten discipline for union activity, or ignite fear amongst you and your coworkers against taking action for better working conditions.

As a reminder, it is your RIGHT to talk about union things at work.

You also have strong contract language that permits you to talk to your union representatives while working as well. If you are told by a manager, supervisor, or someone in corporate that you cannot talk about the union or that you will be disciplined for that, call your union representative immediately.

Our next bargaining dates are set for August 10 and 17. Continue talking to your coworkers about their priorities, their rights, and getting more people involved in our fight for a fair contract!

Your Union Reps:

Dominick Ojeda: (206) 436-6586

Mohamed Bonah: (206) 436-6514