Our member led Bargaining Committee had another tough session with the Employer. We want to update all members about this status and discuss next steps. We will be holding a zoom meeting Tonight: Sunday, January 14 at 7pm!
BARGAINING TEAM: Pharmacist Brent Kirshenbaum, Social Worker Marci Pindi (standing in), and Mental Health Technician Sandra Williams
Our Union Bargaining team has met will MultiCare a few times and exchanged proposals. Through commitment to the process and advocacy for coworkers, we have made some progress.
Contract Language that has been tentatively agreed to include:
Status Review: A process for part-time Employees to have a review of their FTE if continuously working over their assigned FTE
Evaluations: Requiring the Employer to maintain a system which provides for Employee evaluations on a probationary and annual basis
Recall: A process the Employer must follow to reinstate any Employee who has been laid off
Nondiscrimination: The absence or avoidance of discrimination, officially affirming a federal government policy of nondiscrimination in employment
Proposals we are still working on are:
Staffing: Working to address critical issues related to staffing levels, workload, and patient care
Floating: Establishing fair guidelines and restrictions for floating to other facilities
Preceptor: Clarifying the role and responsibilities of preceptors within our workplace along with a market competitive premium
Labor Management Committee (LMC): Establishing a committee to give workers a voice after contract negotiations is over.
Our Bargaining Team is working on other issues and will continue to focus on the above topics, as we reserve most economics proposals for later in the process. Other bargaining dates that have been confirmed include January 19, 24, 31, February 7 and 14; we will be requesting additional future bargaining dates from the Employer.
Throughout this negotiation process, we are committed to keeping everyone informed and engaged. We will schedule regular bargaining update meetings and disseminate important communications through multiple channels, including text and email.
Staying informed and standing together as a union demonstrates our collective strength. It's important to remember that your unified efforts and voices have the power to shape the future of MultiCare Auburn Medical Center.
QUESTIONS? Contact Union Rep Ian Jacobson @ 206-436-6550.
Our Bargaining Team reached a tentative agreement on a new three year contract and recommends a YES vote! The agreement includes:
Competitive wage increases
Ratification bonus
Continued health insurance through Sound Health & Wellness
New provision outlines bargaining during a Public Health Emergency
You will receive an email from UFCW 3000 via “SimplyVoting” with your unique login information. All members in good standing are eligible to vote.
Make sure your information is up to date!
To vote online on the proposals, make sure your personal email is up to date in our records. If you did not receive this announcement via email, go to: ufcw3000.org/update-your-information
If you do not receive an email to vote on January 18, please reach out to Union Reps Christie Harris @ 206-436-6606 or Charlie King @ 206-436-6518 to provide an updated email address.
Tuesday, January 16 • 5—7pm
Contact a Union Rep for Zoom meeting details.
Our Union Member Bargaining Committee met again this week. We continue to fight for wages that respect our work, maintaining and improving our healthcare, and improvements to our pension. While we know that cost of living is skyrocketing in Spokane and across the region, the Employer representative continued to argue that wages should remain lower than other grocery store wages in the State. We have a long way to go to get the wages and benefits we deserve.
However, we did reach several important Tentative Agreements:
Safeway contributions of $0.03/hour to secure our retirement funding.
Improved vacation accruals. We won vacation accruals based off the average of hours worked in the previous 12 months. This will help ensure that no worker gets less vacation per week than they normally work per week.
Aligned notice of technological changes in the store with other UFCW 3000 grocery store contracts.
Greater scheduling notice so people can plan their lives, changing initial notice from Thursday to Tuesday 6 pm in Safeway/Albertsons.
While we made progress on many issues like vacation, retirement funding, and scheduling, we are still far apart on the most important issue- wages.
The employer proposal included:
A 5-year contract—Longer than usual until we can bargain a new agreement.
$0.50 per year for the Journey Rates of pay—Lower than what workers got in California, Colorado, Oregon, and Western Washington.
Paying less in healthcare contributions and reducing our plan reserves.
The Union Member Bargaining Committee told the employer that their opening proposal was way off the mark from what we deserve.
Our Union Member Bargaining Comittee continued to propose common sense proposals:
Create Journey wage increases of multiple dollars over the life of the contract.
Institute one wage scale for all UFCW 3000 Eastern Washington, Oregon and Northern Idaho and the same journey wage rate across all grocery scales.
Gain ground on Puget Sound clerk wage rates, because cost of living is high everywhere!
Create raises of multiple dollars for Journey Meat Cutters over the life of the contract, a proposed dollar premium for Head Meat Cutter, and new designation of Head Butcher Block.
Increase the amount to $0.25 between steps so that every step sees an increase as the minimum wage increases with cost of living.
Reduce the length of our wage scales so our coworkers can reach the Journey rate sooner.
Maintain our strong healthcare plan and coverage and improve benefits without increasing employee premiums.
Fund our pension and increase contributions and benefits for future earned benefits.
Institute resort store pay premiums for Chelan, Leavenworth, Sandpoint and CDA.
Create premiums for Person-In-Charge pay.
Make a quicker path to Journey for Meat Cutters that complete the Meat Apprenticeship program.
Ensure full back pay to date of expiration.
We continued to fight for non-economic proposals including:
Funding for workforce training so we can get the training we need and expand the meat cutters apprenticeship around the state of Washington, Oregon and Idaho.
Worker Severance and Retention language to ensure that, in the event of any merger or sale of the companies, the company must retain workers for a set period and compensate workers fairly if they are laid off or terminated.
Next bargaining dates: February 8, 9, 15 and 16.
Join us and show our unity in fighting for a strong contract!
SIGN A STRIKE PLEDGE CARD
WEAR YOUR UNION BUTTONS AT WORK!
More information:
TO GET UPDATES AND JOIN THE FIGHT TO STOP THE MEGA-MERGER, GO TO NOGROCERYMERGER.COM
FOR INFORMATION ABOUT YOUR HEALTH CARE PLAN WITH REHN GO TO WWW.UFCWHEALTH.COM OR CALL 800-872-8979
IF YOU HAVE QUESTIONS ABOUT THE PENSION AND THE SOUND HEALTH AND WELLNESS TRUST CONTACT ZENITH AT SOUNDRETIRMENTTRUST.COM OR CALL 800-225-7629
We are preparing for a ULP strike if we are unable to reach a tentative agreement during our next bargaining session on January 23 and 24.
RSVP as soon as you can!
Next Bargaining dates are January 23 and 24 at the Federal Mediation and Consolatory Service office located at 2001 6th Ave #2500, Seattle, WA 98121. If you plan to attend bargaining, you must RSVP by January 15 to ensure you are on the list and can attend as an observer. You will need to RSVP with your name as it appears on your government ID and supply a valid email address. Upon arrival, you must present a government ID to check into the building. Bargaining begins at 9:00 AM.
After 2 days of “so called” bargaining with Macy’s on January 4 and 9, Macy’s Management violated federal labor law yet again. It has become clear that Macy’s has no problem blatantly violating workers’ rights.
Macy’s once again refused to bargain in good faith over proposals to keep our co-workers and customers safe. This reckless disregard for basic respect and dignity at work is apparently the new Macy’s Management Plan. Macy’s entered these negotiations attempting to take away many secured benefits such as the attendance point system, MLK day, a guarantee above minimum wage, and a wage scale to address wage compression. In a chase to fix bad management, Macy’s seeks to gut its workers' wages, benefits, and safety to save a few dollars.
Yesterday, Macy’s sent another Last Best and Final offer after regressively bargaining between January 4 and January 9. Regressive bargaining is an illegal bargaining tactic when an Employer offers workers a worse proposal than what was previously on the table. We believe this is somewhere between the 3rd and 5th Last Best and Final offer from the employer, but who is counting?
In this Last Best and Final offer, the employer went backwards and put an offer on the table that is WORSE than what workers already rejected on October 7, 2023.
This newest version of the Last Best and Final includes:
A lower ratification bonus than the previously offered $1000 ratification bonus, now only a $300 ratification bonus for part time workers and $600 for full time workers.
Only $.50 per year General Wage Increases for the thereafter rate.
Eliminating our guarantee of $0.20 above minimum wage for all workers and only offering modest protection to keep our wages above minimum wages going forward and only for New Hires
A proposal which would result in an immediate pay cut for almost every Macy’s worker at South Center
Eliminating our wage scales all together
Eliminating MLK day
Rejecting our proposal to call Security or the Police when confronted with violence or an emergency at work.
It looks like to us Macy’s believes that their own workers are only worth minimum wage (although would likely pay less if legally possible), do not deserve basic safety protections, do not deserve a meaningful wage scale, and should take major cuts with the elimination of our wage scale, MLK day, and lowering a guaranteed above minim wage starting rate.
Our bargaining Committee is meeting Friday, January 12, 2024, to discuss next steps and what our response to the employer should be.
Help continue to prepare for a ULP strike and keep the pressure on Macy’s by signing up for your strike schedule, get picket captain trained and make sure you and your coworkers have completed a W9 form to receive strike pay.
In December, we sent out a survey to the entire bargaining unit, seeking your valuable insights to guide us in the upcoming mediation session with PRMCE. The response was overwhelming, with over 400 nurses sharing their perspectives. One key revelation from the survey is that resolving staffing issues is our top priority. However, the diversity of opinions on how to address this challenge highlights the complexity of our task.
Currently, we are diligently reviewing the survey results, paying special attention to the open-ended questions. Your responses are shaping the proposals we’ll be presenting during our mediation session. To ensure we hear all perspectives, we have scheduled an online meeting on January 16 from 8pm to 9pm. This gathering will serve as a platform to discuss the survey results and hear your thoughts on the potential proposals.
On January 22, we will be meeting with PRMCE management and a federal mediator. Our goal is to present a comprehensive proposal that addresses the staffing concerns of the bargaining unit. While the possibility of reaching an agreement during mediation exists, that decision will be made by our dedicated bargaining team. They will carefully weigh the survey results, your priorities, and potential workplace actions when determining the best course of action for the unit.
Whether we reach a deal or require additional mediation dates, your support is vital. Our solidarity is our strength, and together, we can achieve a contract that genuinely addresses our staffing issues. Let’s stay united and focused on the common goal of securing a better future for all of us.
— RN bargaining team
One tap mobile: US: +12532050468,,89131758946# or +12532158782,,89131758946#
Meeting URL: https://us02web.zoom.us/j/89131758946?pwd=WUwreTZqYmtNd01HYml6UlliTCtuQT09
Meeting ID: 891 3175 8946 Passcode: 303568
“On January 9 our Bargaining Team went back to the bargaining table with Management. While we are encouraged by the movement that Management finally made in many areas for the first time we still have a lot of work to do.” — Janelle Mathias Pharmacy Tech. Bargaining Team member and Steward.
We will be back to the table with Management on January 17 to continue conversations on Compensation, Medical, Dental and Vision Benefits, Credit for experience and a few other outstanding items.
Please reach out to the Bargaining Team or our Union Representative Juanita Quezada 509-340-7371 with any questions or concerns.
After several months of bargaining, we have reached a tentative agreement. The Bargaining Team fully recommends this agreement!
Monday, January 15, 2023
EvergreenHealth
12040 NE 128 St.
Kirkland WA 98034
Red Auditorium
Highlights of the agreement include:
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 union member Bargaining Committee had our second bargaining session with the Employers to fight for a safer workplace, maintain and strengthen our benefits, and improve wages.
Greater Workplace Safety. We secured an agreement for a Master Safety Committee, which will allow us to raise safety issues that are not being addressed at the store level, up to the corporate Management level. We also established yearly walk-through trainings for emergency situations, including natural disasters and active shooter situations.
Increases to Leaves of Absences for personal illness/pregnancy from 6 months to 9 months.
The ability to keep our information updated so that we can get critical information about our wages, benefits and working conditions.
Funding for Workforce Training, so we can get the training we need and expand the Meat Cutters Apprenticeship Program around the state of Washington.
Worker Severance and Retention language to ensure that, in the event of any merger or sale of the companies, the Employer must retain workers for a set period and compensate workers fairly if there are lay offs or terminations.
Allowing workers to accept tips from customers.
Improve vacation accruals and lower qualifying threshold for vacation. We proposed vacation accruals be based off the average of hours worked in the previous 12 months. This will help ensure that no worker gets less vacation per week than they normally work per week. Additionally, we proposed to lower the threshold to qualify for vacation from 1000 hours to 800 hours worked in a year.
Increased scheduling notice so we can better plan our lives.
Add Presidents Day as an additional holiday.
Align past experience credit among all contracts so workers can claim more hours upon hire.
Align notice of technological changes in the store with other UFCW 3000 grocery store contracts.
Create Journey wage increases of multiple dollars over the life of the contract.
Institute one wage scale for all UFCW 3000 Eastern Washington, Oregon and Northern Idaho and the same journey wage rate across all grocery scales.
Gain ground on Puget Sound clerk wage rates, because the cost of living is high everywhere!
Create raises of multiple dollars for Journey Meat Cutters over the life of the contract, a proposed dollar premium for Head Meat Cutter, and new designation of Head Butcher Block.
Increase the amount between steps from $0.10 above minimum wage and $0.05 between steps to $0.25 and above the minimum wage and between steps so that every step sees an increase as the minimum wage increases with cost of living.
Reduce the length of our wage scales so our coworkers can reach the Journey rate sooner.
Maintain our strong healthcare plan and coverage and improve benefits without increasing employee premiums.
Fund our pension and increase contributions and benefits for future earned benefits.
Institute resort store pay premiums for Chelan, Leavenworth, Sandpoint and CDA.
Award $800 longevity bonuses for workers with more than 10 years of service.
Create premiums for short staffing & Person-In-Charge pay.
Make a quicker path to Journey for Meat Cutters that complete the Meat Apprenticeship program.
Ensure full back pay to date of expiration.
Next bargaining dates: January 10, 11 and 12
Allison Smith has worked for PCC as a meat cutter since 2013, and is currently home-stored at the Issaquah store, which has been great for her as it is close to home.
During Allison’s time at PCC, she has stepped up to become a leader, including currently serving on the bargaining team for the new PCC contract…
Read More
On December 12, we had our first bargaining session for Security Officers and MSWs where we made a lot of great progress with seniority language for both groups and received a wage proposal for Security Officers which strengthened our position on wage parity.
Our team met again with the Employer at the bargaining table on January 4 for our second bargaining session. While the Employer made significant movement on wages for Security Officers, they rejected our other proposals around daily overtime, compensation, and safety. We remain united and continued to firmly push back on the employer's proposals. We gave compelling testimony about working conditions and we feel confident that the Employer will consider our testimony when they respond to our proposal on January 18.
The further we go, the more confident we are in the process. It felt great to be given the opportunity to vocalize our concerns around staffing and workload and the reality of the situation. Having a voice in our workplace is powerful.
—Our Bargaining Team: Lisa Warriax – MSW; Carl Ramirez – Security Officer
We will meet the employer back at the table on January 18 and are ready to continue our fight for fair wages and a safe workplace.
Late into the night on Thursday, January 4, our Union Bargaining Team met with Macy's at the Federal Mediation and Conciliation Service's (FMCS) office in downtown Seattle.
We were unable to reach an agreement with management on a new contract, but talks were very productive. The employer finally engaged in serious negotiations, with ideas being exchanged between the parties about what an agreement may look like—marking a departure from their behavior in recent months.
Unfortunately, negotiations hit a pause when key employer stakeholders became unavailable, prompting the parties to end for the day. To keep the momentum toward an agreement going, we have scheduled another bargaining date for next Tuesday, January 9, to continue talks with the employer.
While these developments are encouraging, it's important to understand that there is no guarantee of reaching an agreement next week. A strike may still be necessary to achieve a fair agreement, and we must be prepared for that possibility.
The upcoming Tuesday meeting will determine our next steps: either reaching an agreement and scheduling a ratification vote or, failing to do so, start signing-up for strike schedules.
We will keep everyone informed as this situation unfolds and as bargaining progresses.
PCC workers are preparing for a possible strike if we are unable to reach a tentative agreement during our next bargaining session on January 23 and 24. If we do not reach an agreement that is recommended by our Bargaining Committee on January 23 and 24, then we plan to hold a strike authorization vote on January 26. At this vote workers will be able to review PCC’s most recent offer, vote to accept or reject the offer, as well as vote on whether to authorize a strike or not.
As part of our preparation for a possible strike PCC workers met last Thursday at 6pm virtually, including members of our bargaining team, to discuss how we can best prepare for a possible strike. We discussed what a strike could be like, the importance of having Strike Picket Captain trainings at our next round of Contract Action Team (CAT) meetings, strike benefits and more. Our Bargaining Committee plans to hold regular Thursday virtual open meetings at 6pm going forward. Feel free to drop by and ask any questions or share any ideas you have about the bargain, the contract and strike authorization votes and more.
Contract Action Team (CAT) meetings next week: January 8-12 attend a CAT meeting, where we will be going over the Strike Picket Captain training. The training will help PCC workers get more prepared for a strike and allow for time to go over any questions you may have.
Next Bargaining dates are January 23 and 24. At the Federal mediation and Consolatory Service office located at 2001 6th Ave #2500, Seattle, WA 98121. If you plan to attend bargaining you must RSVP by January 15 to make sure you are on the list and can attend as an observer. You will need to RSVP with your name as it appears on your government ID and supply a good email address. When arriving you must have a government ID to check into the building.
Preparándonos para la Huelga
Los trabajadores de PCC estamos preparándonos para una huelga posible si no podemos lograr un acuerdo tentativo durante la próxima sesión de negociaciones del 23 y 24 de enero. Si no logramos el acuerdo recomendado por el comité de negociaciones, tenemos planeado una votación de autorización de huelga el día 26 de enero en donde los trabajadores podrán revisar la oferta más reciente de PCC, votar por aceptar o rechazar la oferta, y además votar por hacer huelga o no. Como parte de la preparación para la posible huelga, los trabajadores de PCC, incluidos los miembros de nuestro comité de negociaciones, nos reunimos virtualmente el jueves pasado a las 6pm para hablar de la mejor manera de prepararnos para la posible huelga. Hablamos de cómo podría ser la huelga, de la importancia de realizar capacitaciones de Capitanes de Piquete de Huelga durante la próxima ronda de reuniones del Equipo de Acción por el Contrato (CAT por sus siglas en inglés), de las prestaciones en caso de huelga, y de otros temas más. Nuestro comité de negociaciones tiene planeado realizar de aquí en adelante reuniones abiertas por medio virtual todos los jueves a las 6pm. Se les invita asistir a las reuniones y hacer cualquier pregunta o compartir cualquier idea que tengan acerca de las negociaciones, el contrato, el voto de autorización de huelga y más.
Los Próximos Pasos:
Asista a nuestra próxima reunión de Preguntas y Respuestas (Q&A) este jueves, 4 de enero a las 6pm
La próxima semana, del 8 al 12 de enero se le invita asistir a las reuniones del Equipo de Acción por el Contrato (CAT) donde vamos a repasar la capacitación de Capitanes de Piquete de Huelga. Este taller ayudará a los trabajadores de PCC a estar mejor preparados para la huelga y permitirá tiempo para repasar todas las preguntas que puedan tener.
Las próximas fechas de Negociación son el 23 y 24 de enero en la oficina del Servicio Federal de Mediación y Conciliación ubicada en el 2001 6th Ave #2500, Seattle, WA 98121. Si piensa asistir a estas negociaciones tiene que confirmar su asistencia para el 15 de enero en el. Para garantizar que esté en la lista y que pueda asistir como observador tiene que confirmar su asistencia (RSVP) con el nombre que aparece en su credencial de identificación emitida por el gobierno y tiene que incluir una dirección válida de correo electrónico. Cuando llega debe presentar su Identificación emitida por el gobierno para registrar su entrada al edificio.
Over the last few months, bargaining surveys were collected from hundreds of UFCW Local 3000 members across MultiCare Health System. This includes workers at Tacoma General Hospital, Mary Bridge Children’s Hospital, Allenmore Hospital, Auburn Medical Center, Tacoma Family Medicine, and various Clinics.
The results of the survey were clear – workers believe that our wages have become uncompetitive and our healthcare far too expensive.
Our Union Negotiating Committee met on December 5 for an entire day to review the full results of the bargaining survey, audit our current contracts, and have a robust discussion about the issues in our workplaces. During this discussion we began working on our initial non-economic proposal to be presented to MultiCare on our first day with the Employer.
We also have a research team that is currently conducting a comprehensive market review of wages so that our committee can make informed decisions about our initial economic proposal. This review will include, but is not limited to, a review of wages offered to workers at Virginia Mason Franciscan Health (e.g., St. Joseph Medical Center), Providence Health System, UW Medicine (e.g., Valley Medical Center), Swedish Medical Center, and Seattle Children’s Hospital.
We have reached out to MultiCare Managament to schedule our first bargaining dates in January and February, however, they have not yet responded. We’ve pushed back, recognizing that our contract expires March 1, and expect to hear back soon so that we can get started.
Our Negotiating Committee recommends that members attend regular Contract Action Team meetings, which provide more detailed updates regarding contract negotiations and upcoming workplace actions. Our next meetings are on February 6th:
This is a recurring meeting at the same times as the in person meetings listed.
Michael McDonald is an Emergency Department Tech in the pediatric department at Sacred Heart Hospital in Spokane Washington. Michael assists doctors and nurses in giving care to kids who come into the Emergency Room and makes sure that the rooms and equipment are ready to go when needed.
Read More
“We are glad we are finally competitive with the market!”
—Jennifer Powell, RN and Bargaining Team member
Our Bargaining Team: Jennifer Powell, Jessica Leon, and Holly Kelly
The new contract was overwhelming voted and approved on December 27 and it includes:
Significant wage increases making Lourdes more competitive
Additional Step 32 at the top of the scale
Premium increases to:
Charge Nurse Differential
Night Shift Differential
On-call Differential
Preceptor Premium increase
Increase PTO accrual for 5-15+ years of services
Memorandum of understanding (MOU) compensation for SANE
Two-year extension to the current contract: The new contract will now expire January 1, 2027.
QUESTIONS? Contact a Bargaining Team member or Union Rep Juanita Quezada @ 509-340-7407.
On December 29, after months of negotiations with Management, UFCW Local 3000 members at MFused voted to ratify OUR FIRST UNION CONTRACT! Our Union contract is now in full force and effect, including benefits and protections such as:
JUST CAUSE: Our contract protects against unfair discipline, ensuring workers cannot be disciplined or terminated arbitrarily, only for legitimate and evenly enforced violations of established policy. Going forward, call the Membership Resource Center at 1-866-210-3000 if you believe you have been unfairly disciplined.
LOWER MEDICAL COSTS: The Employer is now responsible for 65% of our total medical premium, up from the former 50%.
HIGHER VACATION ACCRUAL: Employees with over one year of service will now accrue more vacation time compared to the previous company policy.
Up to 1 year (0-1) years employment 80 hours
One to two (1-2) years employment 96 hours
Two to four (2-4) years employment 128 hours
Four or more (4 +) years employment 144 hours
WORK CANCELATION PAY: If Management needs to cancel your shift with less than forty-eight (48) hours’ notice then you will be entitled to pay for no less than half of your regular shift.
WAGES & BONUS: All wage increases, including our $750 ratification bonus, will take effect in the first full pay period after today's ratification vote.
Our MFused contract sets a new standard for the cannabis industry, not only in Washington State but nationwide, as workers seek to unionize to improve of their workplaces.
However, our journey is far from complete. We must now enforce our contract, address new issues that arise over its duration, and advocate for improvements in cannabis legislation within our state and beyond.
The achievement of our first contract stands as a testament to the strength of our union and the transformative power of our collective power in creating positive change in our workplace.
Take action with us this next month by coming down to Olympia for our upcoming Legislative Day of Action to advocate for improved worker and cannabis legislation.
RSVP now! Go to: mobilize.us/ufcw3000/event/595097/
We will be bargaining on January 22, 2023! We're gearing up to head back to the bargaining table with PRMCE, and a federal mediator will be joining us. Before we step into mediation, our bargaining team will carefully analyze the survey results. These results shed light on the priorities and concerns of our bargaining unit.
Remember, the deadline to submit your survey responses is December 31, 2023. If you haven't already completed the survey, you can access it through the link below:
Come January, we'll be sharing a summary of the survey findings via Zoom ahead of our mediation session. Keep an eye out for the scheduled meeting date—we'll promptly share it with you.
Our goal on January 22, 2023, is to tackle the priorities highlighted in the survey. As representatives of the RN bargaining unit, our bargaining team holds the authority to potentially reach a tentative agreement on that day. This tentative agreement will then be subject to a vote. The team will carefully assess various factors, including the survey results, to ensure that any proposal aligns with the unit's priorities.
Your participation and input through the survey is crucial. Let's work together to address our concerns and strive for an agreement that reflects our shared priorities.
For questions or to get more involved, please reach out to Union Rep Anthony Cantu at (206) 436-6566.
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.
