Unsafe work requirements: Questions & Answers

/

UNSAFE WORK ASSIGNMENT Q & A

During the COVID-19 crisis workers have been encountering situations that may be considered unsafe work assignments. In the normal day-to-day operations at work, workers are generally required to comply with management orders and directives. Complying with management directives is considered part of your job duties and not doing so can lead to discipline. Employees covered under a Union contract should usually "obey now, and grieve later." But situations might be different when you are being asked to do something unsafe. 

The following Q & A addresses a specific exception to the general rule that employees must obey orders and grieve them later.

If you are being asked to do something unsafe at work, you should call your Union Rep (call 1-800-732-1188 to be connected) or the Member Resource Center (1-866-210-3000). Due to the high volume of calls we are receiving you may be directed to voicemail, but someone will reach out to you as soon as they can. You can also email safety concerns to safetyreport@ufcw3000.org

*If you are not a member of UFCW 3000 and need support, contact us!

Q:  I've been asked to perform a work assignment that I feel will threaten my personal safety and expose me to serious bodily harm.  Does my Union contract provide any protections for me?

A:  Because you are covered by a Union contract the answer is yes.  Your Union contract includes a just cause provision.  In this situation, just cause means you should not be disciplined for refusing to obey an unreasonable order.  An order to perform a work assignment that is likely to cause serious bodily harm to an employee is not reasonable.  To be covered by this exception, your fear of bodily harm must be objectively reasonable and not speculative.

Q:  Are there any specific laws that offer protection to workers who are asked to perform unsafe work assignments?

A:  Yes, there are state and federal laws that provide additional or separate protections.  One example is OSHA (click here to read an OSHA summary).

Q:  What should I say to my employer if asked to perform a work assignment that is likely to cause me serious bodily harm?

A:  It is always best to try to work with management to solve the problem.  For example, you should explain to management why you feel the work assignment is unsafe or dangerous so that your employer has an opportunity to problem solve.  You can also tell your supervisor you would be happy to accept the work assignment if it can be made safe to perform i.e., by providing you with adequate equipment or protective devices, adequate supplies, protective clothing, additional staffing, etc.     

Q:  Should I leave work if my employer insists that I perform the unsafe work assignment?

A:  No, under most circumstances, you should stay on site and remain available to work safe assignments.  If management sends you home, asks to meet with you to investigate the situation, or issues you any discipline, you should contact your union rep or the rep of the day immediately.

PRMCE RN Let’s Stand Strong Together!

/

Our latest bargaining session took place on August 28, and we have some important updates to share. We initially engaged in expedited bargaining with the Hospital, but we realized that this approach wasn't yielding the results we need. Therefore, we transitioned to regular bargaining, and August 28 marked our first session.

While we were prepared for an outright rejection of our previously agreed-upon tentative agreements, we managed to make some headway. Hospital management accepted a few of our proposals. For instance, they agreed to eliminate the use of written warnings for progressive discipline if the incident occurred 18 months or more in the past.

However, there's still much ground to cover. We've presented a comprehensive proposal that spans both economic and non-economic aspects. Our proposal touches on crucial areas such as Staffing, Seniority, Compensation, Health and Safety, and more – all designed to improve our working conditions and patient care standards.

We also did an analysis of all Level 2 trauma hospitals across Washington. Surprisingly, we've discovered that Providence Sacred Heart Medical Center (Spokane), PeaceHealth St. Joseph’s Medical Center (Bellingham), Tacoma General, St. Joseph’s Medical Center (Tacoma), Kadlec Regional Medical Center (Richland), and PeaceHealth Southwest Medical Center (Vancouver) – all Level 2 trauma hospitals – are paying their nurses more than their surrounding Level 3 trauma hospitals.

We are the sole Level 2 trauma hospital in the state that's receiving less compensation than our neighboring Level 3 trauma hospitals. This disparity is impacting our ability to attract and retain talented nurses, especially when they're being lured by smaller patient loads and higher compensation at Level 3 facilities.

Our proposal includes language on staffing and compensation changes that are designed to prevent nurse burnout and to ensure we continue attracting skilled nursing professionals to our team. We're also addressing the pressing issue of night shift nurse shortages by suggesting temporary incentives for those willing to switch to the night shift. PRMCE agreed to our night flip shift incentive but rejected our retention bonus for night shift nurses. Day shift nurses who switch from day shift to night shift will receive $250 per night shift worked. Read the Letter Of Understanding >>

Our next bargaining session will be on September 26. During this time, we'll not only focus on the negotiations but also on raising awareness within our community about the potential for a strike if PRMCE remains unresponsive to our staffing proposals.
If you haven't already done so, we encourage you to sign the strike pledge at PRMCE RN - I Promise to Take Action! (jotform.com). Let's stay united and committed to ensuring our voices are heard and our concerns are addressed.
We're in this together, and together we can make a difference!

Join us:

September 4 Everett Labor Day Block Party
11am to 2pm meet @ Mission Building Courtyard on the corner of Wetmore & Pacific Ave, followed by a march to Block Party @ Everett Labor Temple, 2810 Lombard Everett, WA 98201

September 5 at 8 pm Strike Captain Training via Zoom
If you're passionate about making a difference and being a driving force for positive change, we encourage you to consider becoming a strike captain: https://www.mobilize.us/ufcw3000/event/576988/

The Doctors Clinic - Making progress towards a strong contract

/

The Doctors Clinic
Making progress towards a strong contract

We want a better place to work and on Friday, August 25, we bargained over changes to the contract that will vastly improve The Doctors Clinic. Our Bargaining Team feels strongly that Management needs to be more transparent and willing to work with us.

We have proposed changes to the contract language on staffing to allow all of us to give input on our schedules and workload. We have also proposed a Labor—Management Committee to work through problems as they come up. We have discussed additional hours, job postings, floater rotators, the safety committee, the layoff process, Union Stewards, discipline, and the grievance process.

Everything we are working on helps Management be better partners and allows us to have a say in the process. We are bargaining again September 19 and 21 and will be focusing on wages, and benefits.

“There has been a breakdown in communication between us, the employees, and Management, and we believe the contract should foster better communication.” —Anna Snyder, Bargaining Team

If you need additional information reach out to a Bargaining Team member or Union Rep Naomi Oligario @ 360-662-1989.

Stay in the loop! Update your information and go to:
ufcw3000.org/update-your-information

Puget Sound Labor Agency Tentative Agreement Reached Contract Vote Scheduled

/

After meeting for one more bargaining session on July 7, the Union Bargaining Team has finalized the details of a tentative agreement! Improvements to the collective bargaining agreement include:

  • Significant across the board wage increases all four years of the agreement.

  • Addition of unpaid parental leave up to six weeks.

Secure Online Vote:

Friday, September 8

from 9:00AM — 4:00PM.

A unique log-in and password will be emailed to you at 9AM on September 8, make sure your personal email is up-to-date with the Union, contact Union Negotiator Daniel Cobb at 206-436-6577 if you have questions!

UFCW 3000 Member Story: Penelope DeMeerleer

/

Penolope DeMeerleer at the Edmonds’ PCC educating customers about the fight for a fair contract.

Penelope DeMeerleer works at the Ballard PCC and has jumped headfirst into stewardship. She traces her enthusiasm for organizing with her coworkers back to her time working as an advocate focused on empowering children born with disabilities. Penelope has worked as a grocery clerk in the front end of the store checking out customers for over a year now. As contract negotiations started this year she knew that PCC workers had a lot on the line for their future.

Better wages, staffing levels (or a premium for when staff is so low that everyone has to work harder), and transportation options are just some of the issues on the table for these essential food chain workers. While they have made progress on important working condition issues and better leave of absence language, they still have a long way to go.

Penelope knows that workers showing solidarity in PCC stores is the key to winning at the bargaining table and has been eager to talk to her coworkers about getting active. So she is making sure Ballard PCC union members have the latest bargaining updates and are participating in actions such as the leaflet action at PCC Edmonds (pictured above).

EvergreenHealth Kirkland - Management’s math doesn't add up

/

During our bargaining session on Wednesday, August 23, we engaged in discussions with Management regarding strategies to enhance our competitive stance in terms of wages compared to other local hospitals.

In particular, we suggested the concept of eliminating the initial two steps of our wage scale, subsequently adjusting the positions of most members along the scale. This idea aimed to establish a more attractive entry wage and to ensure substantial wage progression for existing members. Regrettably, Management displayed limited interest and ultimately declined to entertain our proposition.

Our objective remains the retention of current staff and the effective recruitment of new members to address the significant staffing issues at EvergreenHealth Kirkland. Management has consistently reiterated that the challenges in recruitment are prevalent across the industry, not exclusive to Evergreen.

However, we shared our extensive research on wages with Management and told them that our review of wages showed that Evergreen was paying below the market standard. We highlighted that our analysis revealed Evergreen's compensation rates to be below the median for numerous job roles, particularly when contrasted with wages offered by Seattle hospitals.

Management countered that they had already given a wage increase in 2023 and that no additional funding is budgeted for our wage increase this year. They frequently cite the 6% wage hike that was instituted in January for most job classifications.

It's worth noting that numerous emails sent to employees during January referred to this increment as a "market increase," implying that Management had conducted research on wage trends at neighboring hospitals and concluded that a 6% increase was sufficient. We believe this adjustment falls short of addressing the issue, as evidenced by the continued departure of Evergreen staff for better-paying alternatives.

Management has asked for mediation, and our team is currently reviewing this option. While our next bargaining dates are not yet set, we'll inform you as soon as we decide on the mediator and our schedule. Meanwhile, reach out to your Union Steward to get "Our Retention Needs Attention" stickers to wear at work, demonstrating our united support for a fair contract.

Stay in the loop and update your information!
ufcw3000.org/update-your-information

For additional information contact Union Rep Jack Crow @ 206-436-6614.

UFCW 3000 Podcast Episode 6: Honey, Listen! …To the Rest of Kristina’s Story

/

Kristina was Michaela’s first interview here on the podcast, but they didn’t get to the full story of Kristina’s union journey. What happens when you become a full-time union rep? And what if it doesn’t work out like you planned? Kristina talks about her time as a union rep, why it was not actually a great fit for her, and how it impacted her returning to work as an even more educated and empowered shop steward.

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.

PRMCE RN Weekly Update

/
Sign-Up to be a Strike Captain!

On August 22, we came together for a strike captain training session held over Zoom. During the session, we went over the fundamentals of a strike and the vital roles that strike captains play. Our goal is to spread awareness and educate our fellow nurses throughout September and October. To make this happen, we need dedicated strike captains for every unit and every shift.

If you're passionate about making a difference and being a driving force for positive change, we encourage you to consider becoming a strike captain. Your involvement could have a lasting impact on our profession and the quality of healthcare we provide. You can sign up for this role by visiting our strike pledge page: 

>> Sign-Up to be a Strike Captain!

Also, mark your calendars for our upcoming strike captain meeting on September 5 at 8:00 PM via Zoom.

>> Strike Captain Meeting RSVP

Now, let's talk about why this matters. A strike isn't just a halt in our work; it's a collective stand for our rights and the well-being of our patients. According to federal law, we have the right to strike, but we must give the hospital a 10-day notice to ensure patient care isn't compromised.

The prospect of a strike isn't just a last resort; it's a powerful tool that can drive change. It forces Providence to reconsider its stance and acknowledge our proposals. The mere threat of a strike can be as influential as the strike itself, but for it to be effective, we must show that we are united and ready to take action.

This unity is why signing the strike pledge is so critical. It shows our commitment and solidarity as nurses who are dedicated to making a difference. Additionally, participating in the strike authorization vote further strengthens our stance. You can sign the pledge here:

>> Sign Our Strike Pledge!

This week members from Everett City Council, Snohomish County Council, and State Representative Mary Fosse delivered a letter to Kristy Carrington, Chief Executive of PRMCE, and expressed their support for our cause. Their recognition of the importance of patient safety through our union contract is a testament to the significance of our efforts.

We return to the bargaining table on August 28. We've already secured several tentative agreements, but Providence has indicated they will be resetting their proposals. This shows a lack of genuine collaboration and a disregard for addressing the staffing challenges we face daily. Our staffing proposals empower nurses to collaboratively address enduring staffing challenges alongside PRMCE Management. They involve binding third-party mediation to resolve long-standing staffing-related issues that Management has failed to address, ensuring consistent consultations between the Chief Nursing Officer and nurses to efficiently allocate resources for staffing and patient safety initiatives, and establishing accountability mechanisms should PRMCE fail to adhere to the agreed-upon staffing plans.

In addition, we are proposing:

  1. Establishing permanent incentives for those who take up extra shifts.

  2. Introducing an hourly premium for nurses in units that are 90% understaffed.

  3. Shortening the time required to move to the next wage step, benefiting all nurses, especially per diem nurses.

  4. A flip shift incentive for those day shift nurses picking up night shifts.

  5. Recognizing the experience of current nurses and adjusting our wages accordingly.

  6. Competitive wage increases that reflect our dedication.


We anticipate that Providence will continue bombarding us with communications in the coming weeks, but we must stay focused. Our aim is clear – improving patient safety by addressing the staffing challenges head-on. This goes beyond mere wage increases; it's about creating a sustainable solution that benefits our patients.

Our determination remains unshakeable. We will continue organizing actions and getting ready for a potential strike. On Sunday, August 27, from 10:30 AM to 12:00 PM, we will be leafleting at the Everett Farmers Market. Join us at the corner of Pacific and Wetmore as we engage with the community and amplify our message.

Upcoming Dates to Remember:

  • October 30, 2023 - Contract Expires!

  • September 21 - Community Townhall @ Everett Labor Temple, 2810 Lombard Ave Everett, from 5:00-6:00 PM

  • September - Strike educational meetings for nurses at PRMCE and over Zoom

  • September 4 - Labor Day Block Party from 11:00 AM to 2:00 PM @ Mission Building Courtyard on the corner of Wetmore & Pacific Ave, followed by a march to Block Party @ Everett Labor Temple, 2810 Lombard Everett, WA 98201

  • August 28 - Bargaining with PRMCE Management

  • August 27 - Everett Farmers Market 10:30 AM to 12:00 PM (meet at the corner of Pacific and Wetmore)


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 Our Strike Pledge!

Also encourage your coworkers to update their information.

>> Share this Link with Coworkers to Update Their Information!

PRMCE RN Bargaining Team
Trevor Gjendem, Juan Stout, Carrie Rimel, Kelli Johnson, Stephanie Sausman, Julie Byum, Kristen Crowder.

Providence St. Peter Palliative Care RNs Bargaining Begins!

/

We met with Providence St. Peter for our first day of negotiations- and felt positive throughout the first few hours- but as the day went on, we were left feeling a bit deflated. PSPH agreed the entire contract would apply to Palliative Care RNs, including the current wage scale! Unfortunately, we disagree on where on the existing wage scale we would be placed.

Both parties made movement on wage scale placement proposals- but we are still being undervalued by 25% by PSPH. We are awaiting potential dates for our next bargaining session from management.

If you have any questions, please reach out to your bargaining team or our Union Representative Brandan Zielinski (206) 436 6603.

“They’re telling me I have 28 years of experience, and yet I got my 30-year pin in the mail last month?!” —Doyla Doty, Palliative Care RN

Keep your personal contact information up-to-date to be sure you receive updates on bargaining, union benefits, bargaining surveys, as well as contract vote information. >>

PCC - Multiple Tentative Agreements Reached—With More Bargaining Dates to Come

/

We met with PCC representatives on August 22 and 23. Our Bargaining Team stayed long into the night, put forth proposals, and reached multiple Tentative Agreements:

Proposals:

  • Board of Trustees (improvements)

  • Bus passes for staff (never to exceed $15 required for staff)

  • Premium when staffing is at a minimum (critical staffing premium)

  • Point of Sales (POS) to group A

Tentative Agreements:

  • Leave of Absence Improvement

  • Shop Steward Union Leave

  • Employee Spaces

  • Strengthening the WCC

PCC leadership communicated to us that they intend to deliver their full economic package on September 6!

Take action to build power in your workplace by:

Your Bargaining Team wants to hear from you—look for them in the store and give them your feedback!

RSVP for our next bargaining dates: September 6, 7, 18, and 19. We hope to see you there!

RSVP to Our Next Bargaining Date

Bargaining will be held at the Sea-Tac Hilton, right off the airport light rail station.

Northwest Center Bargaining Update

/

Significant Progress

Over the last two bargaining sessions, we have focused our energy on the right to work remotely, caseloads, and our assignment to different teams.These issues have been at the heart of many proposals, and by collaborating in-person we were able to finally reach a common understanding on the role of Teams. We pushed for team assignments to be listed on job descriptions and confirmed at the time of hire. We know that working in North versus South Seattle impacts where we choose to live and our commute time. These differences are not small and we made significant progress in defining a process for allocating new cases and how people may be assigned to other teams. We also made gains in outlining what is considered remote work and in-person work.

“As an organization that promotes inclusion of people with disabilities, we strongly believe that many positions within our department can function remotely and that should be an option that is promoted and offered to people. This allows our department to continue to diversify in terms of candidates that are outside of Seattle city limits as well as those that may not have the ability to drive and therefore were previously excluded from working with us. We are proud that we are very close to an agreement on remote positions!”-Jenica Barrett, Kimberly Burns, Cassandra Villarreal

Our bargaining team returns to the bargaining table on August 30, where we will present all economics.


We want to say a special thank you to our coworker and Union leader Cassandra Villarreal for all her contributions to our Early Supports Union- and wish her the best in her new career opportunity! Starting in September, we will welcome Kaylee Ainge and Kirsten Syberg, Family Resource Coordinators, to the Union bargaining team. 
 
Please join us on August 28 for a virtual meeting to learn more about health care proposals our team is considering. We will share plan comparisons and want to hear from you about what is most important to you and your family.

Early Supports Union Mtg- Health Care Plans
Monday August 28, 6:30 – 7:30 pm

Questions or to get more involved, please contact Union Representative Ian Jacobson, 206-436-6550.

Follow along and stay informed!

EarlySupports Union on Facebook: https://www.facebook.com/earlysupportsunion?mibextid=LQQJ4d
 
EarlySupports Union on Instagram: https://instagram.com/earlysupportsunion?igshid=MzRlODBiNWFlZA==

Providence St. Peter Case Manager RNs BARGAINING CONTINUES

/

Providence St. Peter Case Manager RNs
BARGAINING CONTINUES

“Management may not have a clear idea of what we do, but we are important to the functioning of the hospital!” ­—Alison Studeman, Case Manager

On Tuesday, August 22, our union Bargaining Team met with PSPH Management to continue bargaining our Memorandum of Understanding. While we were able to come to a minor agreement on not needing to re-submit 2023 vacation requests once we joined the larger union RN group, we were not able to get a concrete counterproposal from Management on our wage scale.

PSPH Management says they cannot cost out our last proposal, which would properly recognize past experience for placement on the existing union pay scale. The reason we were given is that Providence does not have our resumes on file to see what wage increases would look like. They have not moved from their initial position on wages, which would create a second lesser-paid tier of Case Manager RNs in the union contract. We do not believe our work to be of lesser value than that of bedside RNs!

However, we did agree to provide Management with as much data as we could possibly gather on the past experience of all of our case manager colleagues, so they could more seriously evaluate our proposal.

As such, we are asking that you please submit an updated resume to Union Rep Brandan Zielinski. If you have specific questions about this, we encourage to call and leave a voicemail @ 206-436-6603 OR talk to one of our Bargaining Team members!

Please keep wearing your union buttons at work, stay tuned for details, and ask a Bargaining Team member if you have any questions!

Our Bargaining Team: Mary Briles, Case Manager; Melissa Macchiarella, Case Manager; [not pictured]: Alison Studeman, Case Manager

2023 Wildfire and Smoke Information for Workers

/

As our region again faces wildfire season, wildfires and wildfire smoke may affect us in the workplace and at home. Below are important things to know to stay safe and enforce your rights at work. Here are the most important actions to care for yourself and your coworkers during wildfire season:

  1. Report any safety concerns to your worksite safety committee & management right away, and get support from your Shop Steward and/or Union Rep if your concerns are not addressed.

  2. Get accommodations if needed and exercise your rights—use your sick leave if you become unwell; speak with a health care provider and use FMLA or exercise your disability rights under the ADA if you have a health condition that makes you vulnerable to wildfire smoke.

  3. If your home or work is affected by wildfire and financial assistance would help, speak with your Union Rep about the UFCW 3000 Membership Assistance Fund.

Your Rights During Wildfires

If your workplace, home, or family are evacuated, burned, or otherwise affected by active wildfires:

With a union contract, you have “just cause” protection, meaning you should not be disciplined at work for reasonably having to deal with a circumstance outside of your control like a wildfire that affects your home, work, or commute to work

Workplace Safety for Wildfire Smoke

You have the right to a safe workplace, and if wildfire smoke makes your workplace unhealthy for you, you should be able to address that with your employer and get support from your Shop Steward and/or Union Rep.

MASKS

  • You can wear a respirator mask at work that helps protect you against wildfire smoke.

  • Most masks we wear to protect against COVID do not actually protect against wildfire smoke. The right mask to protect against wildfire smoke is an N95 mask or other respirator with the same or higher level of protection. These respirator masks should have two straps and the word “NIOSH” and/or “N95” or “N100” printed on it.

EXPOSURE TO SMOKE

  • When the air is smoky, your employer should allow workers to follow basic steps that will help prevent excessive exposure to wildfire smoke—that could include things like reassigning workers to less smoky areas or allowing for extra rest and water breaks away from smoky work areas.

MEDICAL LEAVE AND ACCOMMODATIONS

  • If you or a family member gets sick because of wildfire smoke, you have the right to use Paid Sick & Safe Leave for illness

  • You may also be able to use your Paid Sick & Safe Leave if your child’s school or place of care, or your worksite has been shut down by a public official due to health-related reasons resulting from exposure to wildfire smoke

  • If you are vulnerable to smoky air due to an existing medical condition, talk to your health care provider about your workplace and see if they have recommendations for how to keep you safe from smoke exposure. Use FMLA if needed, or exercise your disability rights under the ADA.

What to do if a worker becomes ill due to wildfire smoke exposure
Qué hacer si un trabajador se enferma por estar expuesto al humo de incendios forestales

The UFCW 3000 Union Bargaining Committee invite you to observe our next Bargaining Session with PCC Management!

/

We believe that PCC should be the leader in our Grocery industry on wages, safe staffing, equity in the workplace and more. We will only achieve that together: Join your coworkers and get involved today in helping make PCC better.  

PCC workers’ grocery and meat contracts end on Dec. 31, 2023 — Here are some important ways you can stay up to date and involved as we bargain this contract: Study the current contract, attend Contract Action Team meetings, and come observe a bargaining session – each bargaining session is open for all PCC workers to attend and see the process firsthand. 

Bargaining takes place in person, and meetings often start at 9am and run into the evening. Whether you can observe a session or not, the bargaining committee wants input from all workers throughout this process.You can reach your bargaining team anytime: bit.ly/PCCbargainingteam

RSVP for our next bargaining dates, We hope to see you there! 

Wednesday, Sept. 6 / Thursday, Sept. 7 
Bargaining will be held at the Sea-Tac Hilton right off the airport light rail station. 
(Sea-Tac Hilton, 17620 International Blvd, Seattle, WA 98188)
RSVP: form.jotform.com/231724973124052or call our Union Rep!

Frequently Asked Questions

What wages are we fighting for? 

We recently made our first wage proposals for Clerks, Meat Wrappers, and Meat Cutters that establish a starting wage of $25 per hour and achieve $35 per hour for journeypersons by the end of the contract! We also proposed one wage scale for all regardless of location, increases to other pay categories and differentials, and wage escalators that guarantee wages always stay above the rising minimum wage. 

Why are we negotiating? 

PCC has been a union workplace for 40+ years, and union workers have helped the co-op grow and succeed. It’s our right as we negotiate each new contract to demand fair wages and working conditions. PCC workers are in need now. We have asked PCC for immediate raises but leadership chose to continue to pay only the minimum that our contract requires. 
Coworkers need change and many can’t afford to settle for less. 

Why do you need me to get involved? 

Every voice matters. Our ability to reach a contract that sets the standard in our industry depends on co-op management and negotiators seeing a united front from workers. 
By speaking up, talking to coworkers and getting involved, we communicate clearly  that we’re united and that we’ll stand strong for what we need to survive and thrive. 

Are we going to bankrupt PCC? 

As union members negotiating a contract, we have the right to make proposals reflecting what membership needs. If PCC management says the co-op can’t afford it, it is their obligation to open their books and show us why. It wouldn’t benefit us to bankrupt our employer, but we deserve to have an open and transparent conversation about finances. We know our own budgets best. We know the costs to raise a family, have a hobby, stay housed and fed. 
It is up to PCC leadership to provide evidence if this is too much to ask. 

Are we going to strike? 

The best way to avoid a strike is to be prepared for one, which is why we want as many workers involved as possible throughout the bargain—often management doesn’t take us seriously until they see we are united, ready, and willing to strike. But striking can be disruptive for both management and workers, and the decision-making process is democratic. Before a strike could take place, there would be a vote. Members would have to vote to reject the employer’s proposal and to authorize a strike. It takes a 2/3 majority vote of the PCC membership to authorize a strike. 

To be prepared, save money if you can. Strike pay is determined by the UFCW 3000 member-led executive board and generally doesn't replace your current wages. You are not eligible for unemployment while on strike, and do not accrue vacation or sick leave. It is also possible to risk lapses in Healthcare Coverage depending on how long a strike lasts and your plan details. 

GET THE LATEST PCC BARGAINING UPDATES, CAT MEETING SCHEDULE, READ YOUR CONTRACT, CONTACT YOUR REP AND UPDATE YOUR INFORMATION!  >>

Macy's Bargaining Update

/

“Our picket rocked, but it was just a warmup. Now it’s time to amp up the volume as we gear up for a likely strike authorization vote on our path towards a fair contract!” -Liisa Luick

Our Union Bargaining Team: Azia Domingo, Curtisy Bryant, Emily Hunter, Liisa Luick, Nicole Hardin.

Our Union Bargaining Team met with management again virtually on August 14, which was our first mediation date since our informational pickets.

Turnout at the Informational Pickets was STRONG and Southcenter, Alderwood, and Bellingham.UFCW 3000 members, community leaders, and politicians came out in force to show Macy’s that we all stand in solidarity for a strong contract. Customers often came up to the pickets to learn more about the event, all of the shocked that our employer is offering less than fifty cents raise despite historic inflation.

This is what power looks like, and Macy’s should consider our pickets a warning about what our collective power can achieve when they push us into action. While we hope the mediator will help us reach an agreement, nothing but a fair contract will stop workers on our action plan to win a fair contact.

The unfortunate part about federal mediation is that our Bargaining Team is not permitted to share details about specific conversations or ideas explored during mediation. Only when an official proposal is passed is our team allowed to share the contents of the proposal. The intent of this rule is to allow both parties to talk more freely about each other’s thoughts without having to commit or risk having them shared with the general public.

That being said, no formal proposal was passed to our Bargaining Team during our August 14 meeting with the mediator. While details of conversation cannot be shared, the team can report that this latest bargaining session was a total waste of time. While the employer seemed visibly angry because of our successful pickets, it felt as if they wanted to frustrate bargaining as a form of retaliation.

But make no mistake, we clearly made an impression on the employer through our solidarity. We will only continue our field campaign until they give in to our simple demands for fair wages, a safe workplace, and respect.

We return to in-person negotiations this week on August 24 and 25, as the employer will be flying into Seattle from Macy’s New York City headquarters. Our in-person sessions have been far more productive, so let’s hope that progress is made this week.

Unless there's significant progress this week, we will likely move forward with a strike vote on September 7th. This won't result in an immediate strike, but it will enable our Bargaining Team to potentially call for one in the future.
Stay tuned for an update next week.

UFCW 3000 Member Story: Debby Gibby

/

Debby Gibby

Debby Gibby is a senior Lab Assistant, steward, and bargaining team member at LabCorp. Debby knows union member voices are crucial to creating better workplaces and better lives and she isn't afraid to use hers to make it happen!  Debby has lots of creative ideas that she shares with her coworkers and her union representatives, and is using these ideas as a member of her bargaining team to win substantial wage increases to recruit and retain staff.  When she's not fighting to improve the lives of workers, she spends her time fighting for affordable housing.

Debby’s been a a strong advocate on affordable housing committees, especially in her First Hill neighborhood, as well as chairing a committee that stopped the removal of over 500 housing units from the Capitol Hill neighborhood in Seattle. Her archival research was rewarded with her work being on the cover of the First Hill's historical society's book.  Debby loves living in one of the oldest buildings on First Hill and works hard to keep her neighbors and her community safe and thriving.

Debby knows that the only solution to organized greed is organized people, on the job and off!

UFCW 3000 Episode 5: A Personal History of UFCW 3000 Organizing, Bargaining, and Community Activism with John Warring

/

From organizing a union to bargaining a contract to enforcing it as a shop steward, John Warring has done it all. Michaela sits down with this retired member and activist in her community to hear about the history of the local hospital in Grays Harbor, WA. Michaela and John get real about the value of being a union worker and the many different ways to be involved in your union. For John it went far beyond ensuring fair wages and enforcing job security, and included things like protecting departments from outsourcing and advocating for workers alongside fellow unions in a labor council. He also shares his experience and perspective on 40 years of UFCW 3000 history!

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.

Isoray - Progress Made on Some Key Issues, Economic Proposals Pending

/

Our Bargaining Team recently had our sixth bargaining session with the company, and we are making progress on several significant issues. However, we are still waiting for the company’s response to our economic proposals, such as wages and healthcare.

We understand that many of you have requested more detailed information about the proposals and their current status. Your voices matter, and we want to ensure that you have all the information you need. Here is a summary of some of the proposals we have made and their current status.

We encourage you to attend the next CAT Meeting where we will provide you with comprehensive information on each proposal made. This will also be a great opportunity for you to stay informed and actively participate in the process.

We have reached tentative agreements on the following proposals:

  • Union Representation

  • Employment Practices

  • Gender Neutrality

  • Severability & Savings Clause

We have made progress on the following proposals, although we haven’t yet reached a tentative agreement:

  • Holidays

  • Vacation

  • Discipline & Discharge

  • Grievance Procedure

  • Seniority

  • Leave of Absence

  • Sick & Safe Leave

We have not received a response from the company on the following proposals:

  • Wages

  • Healthcare

  • Bereavement Leave

  • Hours of Work & Overtime

  • Union Security

  • Retirement

JOIN US AT THE NEXT CAT MEETING!

Tuesday, August 22, 2023

  • 5:30 PM to 6:30 PM

Richland UFCW 3000 office

2505 Duportail St, Suite D, Richland, WA 99352

“We feel we’re making progress, and we know this is helping strengthen the work culture at Isoray.”

— Our Union Bargaining Team:

Cristal Bauer, Fernando Gonzalez-Perez, Ethan Black

If you have any questions, contact Juanita Quezada at (360) 409-0557 or Kristina Storm at (360) 630-0983.

PRMCE RN Weekly Update

/

On August 16, we hosted a town hall and engaged with community members regarding the dire staffing crisis and the uncompromising stance of our employer in contract negotiations. We exposed the shocking reality of pervasive staff shortages at the Hospital. Providence's audacity knows no limits as they overtly refuse to surpass the benchmarks established by the recently enacted WA State safe staffing law, a crucial law that won’t achieve full effect until 2027.Those who attended from the community now comprehend the stark truth we confront - a formidable struggle to ensure patient safety.

August 17 saw us distributing leaflets to the community during the Aquasox game on Union Solidarity Night. We conversed with community members and fellow unions, experiencing an overwhelming surge of support. Many committed to contacting the Providence General Foundation to endorse our staffing demands.

Throughout the previous and ongoing week, PRMCE management has inundated us with a deluge of emails, videos, and even a flashy newspaper ad in the Everett Herald. Their propaganda machine works incessantly, disseminating falsehoods that we, the nurses and our union, are to blame for the stalled negotiations. This is a distortion of reality.

Let's be absolutely clear: an impasse is far from our situation.Despite our inability to reach an agreement through the prolonged expedited negotiation process, we believe both sides possess further proposals to present. At no point did our union or PRMCE assert that we were delivering a "last, best, and final offer." PRMCE manipulatively wields the term "impasse" as a tool of fear. According to the National Labor Relations Act, if a union and employer reach a valid "impasse" during contract negotiations, the employer can enforce their last proposal. This is PRMCE's cunning strategy to shirk bargaining and impose their terms.

Furthermore, Providence only seems fixated on one talking point: wages.Yet, what about the lives we safeguard daily? What about patient safety? Their callous calculations dismiss our primary objective - rectifying the staffing nightmare. Our contract's aim is to create a resolution for our staffing predicament. Wage increases alone are insufficient. Our proposals, rejected by PRMCE, empower nurses to collaboratively address enduring staffing challenges alongside PRMCE management. They involve binding third-party mediation to resolve long-standing staffing-related issues that management has failed to address, ensuring consistent consultations between the Chief Nursing Officer and nurses to efficiently allocate resources for staffing and patient safety initiatives, and establishing accountability mechanisms should PRMCE fail to adhere to the agreed-upon staffing plans.

Circle August 28 on your calendars as we head into another round of negotiations with PRMCE.However, don't for a moment think that we're commencing with a blank slate. We've already hammered out several tentative agreements. If Providence dares to reject this already agreed upon language, they knowingly prolong our struggle to tackle the staffing crisis.

Providence stands at a crossroads.Will they join forces with nurses to uplift patient safety? Or will they suppress our voices, perpetuating the staffing crisis and jeopardizing patients?

Our determination remains unwavering.We will persist in organizing actions and preparing for a strike - a demonstration of our commitment to realizing our proposals. On August 22 at 8 pm via Zoom, we will conduct strike captain training. Join us if you're willing to lead within your unit/department. Let's demonstrate to PRMCE the unyielding strength of our unity.

Please join us at one of the actions below:  

September 21: Community Townhall
@ Everett Labor Temple 2810 Lombard Ave Everett 5-6pm

September: Strike educational meetings for nurses at PRMCE and over Zoom  

August 28: Bargaining with PRMCE

August 27: Everett Farmers Market 10:30 to 12pm  (meet at the corner of Pacific and Wetmore) 

August 22, September 5, and September 19: Strike Captain Training 8pm-9pm CLICK HERE TO JOIN

 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 PRMCE RN - I Promise to Take Action! (jotform.com)

Also encourage your coworkers to update their information:https://ufcw3000.org/update-your-information

- Our PRMCE RN Bargaining Team: Trevor Gjendem, Juan Stout, Carrie Rimel, Kelli Johnson, Stephanie Sausman, Julie Byum, Kristen Crowder 

Labcorp - Ready & Left Waiting—Again

/

Our Bargaining Team: Nancy Pyanowski, Kyle Chrisman, Sam McVay, Lisa Magee, Matt Noll, Shelby Tyner, Deborah Gibby

Once again, our LabCorp Bargaining Team came to the table prepared and ready to negotiate. Once again, Management let us down.

Despite receiving our economic proposals two sessions ago, LabCorp failed to live up to their promise of having counters for us. Instead, we traded non-economic proposals and counters, and continued our ongoing discussions of how to address understaffing and work shipping out, expanding training opportunities, and increasing recruitment and retention.

We urge Management to respond to our wage, benefits, and other economic proposals so that we can move forward and negotiate over all of our priorities at the next session on September 6.

SPEAK UP, STAND TOGETHER—WE NEED YOU TO SIGN OUR WAGE PETITION

The time is now! To win the wage increases and benefits we deserve, we must show Management that we are united and ready to fight together. This starts with each of us signing the wage petition and coming to the CAT meetings to strategize our plan to win. We will be planning upcoming actions and sharing our economic proposals at our CAT meetings. All Union members are welcome to attend!

Sign the Petition

Online Contract Action Team Meeting!

Sunday, August 20

  • 6:00 - 7:00 PM

Monday, August 21,

  • 11:30 AM - 12:30 PM

Sign up here get Zoom invitation details here, or find the link here!

Look for text message updates from our Bargaining Team to take action!

Not getting text messages from us? Update your information now!