LabCorp - Join our info picket!

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LabCorp Update
Join our info picket!

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

“Mediation feels like its working, and we’re making good progress on closing our open language proposals. But we know what we’re doing is clearing the way for our real battle: wages and benefits. We know that we must fight to win a fair contract, and we’re ready to. It’s time to act.” – Kyle Chrisman, Patient Service Techician

Last week, we met with LabCorp to continue negotiating our union contract. This was our second session with a federal mediator from FMCS, and it was as productive as the first. However, LabCorp’s economic proposal is still a far cry from solving our short staffing crisis. LabCorp has made it clear that they want to pay the bare minimum for labor while patient samples continue to be shipped out, draw sites are closed daily, and crucial positions remain unfilled. So join us on the picket line next Friday and tell LabCorp we demand better!

Informational Picket

Friday, April 12 @ 12pm—2pm
Swedish First Hill (at the park on Broadway and Marion)
Scan to RSVP or go to: mobilize.us/ufcw3000/event/613424/

We need you there! We’ll be providing shuttles from James Tower to the picket line on First Hill and back, so please join us when you’re on your break, off-the-clock.

What’s an informational picket? Workers walk, carry picket signs, chant, and share leaflets to let our community, patients, and providers know what we’re fighting for and how they can help support us.

Is it similar to a strike? No. Staff scheduled to work should go to work. Patients scheduled for care should go and get their care. The specific purpose of the action is to communicate the issues we have at the table with the public.

Is it legal? Yes. It’s not just legal, it’s our right as union members!

Who can picket? Everyone. By everyone, we mean EVERYONE: you (all off-the-clock LabCorp members), your family, friends, neighbors, colleagues, patients, allies, and pets!

Can I get in trouble if my manager doesn’t like it? No. It is illegal for supervisors to question or discipline any staff for talking about or participating in an info picket. The National Labor Relations Act protects your participation in this type of union activity – even if you’re on probation!

What if I can’t make it? Get a friend, neighbor, or coworker to stand in your place. Every single person makes a difference!

Upcoming Drop-in CAT Meetings:

Wednesday April 3
8:30am—10:30am @ Swedish First Hill, basement lab

Thursday April 4
8:30am—10:30am @ Swedish Cherry Hill, cafeteria
5:30pm—7:30pm @ Swedish First Hill, basement lab

Saturday Morning April 6
2am—4am @ Swedish Cherry Hill, cafeteria

Looking for a virtual meeting? Please reach out to Union Rep Christie Harris @ 206-436-6606 with your preferred days and times and we’ll work on setting one up.

For our member meeting calendar, a copy of your contract, updates, and more, visit our Member Info Hub: linktr.ee/LabForce3000/

Multicare Health System - Will MultiCare Address Our Health Insurance Plan Concerns?

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“It’s beginning to feel a lot like groundhog day! We’re trying to make progress & movement here, and we just keep getting back rejected proposals from MultiCare…” — Danene Flower, Cardiology Tech

Our bargaining team have made numerous proposals to MultiCare across numerous bargaining dates— among other things, our proposals have focused on strengthening our job protections, increases to premiums and differentials to meet the market, and clearer ways to utilize our health insurance benefits.

We understand that throughout the bargaining process, we may not achieve the exact contract language we propose; but what we do not understand is why MultiCare continue rejecting many of our proposals in their entirety—often without a counter-proposal, or even a conversation from management about why these things may be of significant importance to us.

As a primary example: we have been honest with MultiCare & we have told them directly that we believe their health insurance plan is broken, and needs repair! Our proposals include:

  • A continuation of the Healthy@Work Wellness Program, as it was administered previously

  • An expansion to MultiCare’s pharmacy network, to allow us easier access to our prescribed medications in a timely & convenient manner

  • Expanding their in-network options, so we may seek providers where we choose to seek care

  • Expansion of benefit eligibility for our spouses, children, & families, as well as expansion of benefits which are offered to the participants on our plan

  • Expansions to the Vision coverage afforded by our plan, including testing & hardware costs

  • Refine Health Savings Account (HSA) funding for High Deductible Plan participants

  • The addition of Guardian Nurses, who serve as a resource (and sometimes even a cost-saving measure!) for us, in navigating our health, wellness, and the all-too-often complicated system of healthcare & health insurance.

Your bargaining team drafted thoughtful proposals to catch MultiCare’s attention—and yet, we feel that this dialogue is not happening!

Service Linen - Fair Wages For Everything We Do

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Service Linen
Fair Wages For Everything We Do

Our Union Bargaining Team met last week with Service Linen Management, during which we discussed improving our contract with more holidays, wages, vacation time, and immigrant worker protection language. There is a big gap between what we need to feel valued and appreciated as employees at Service Linen and what Management believes we deserve.

Management must understand laudably and clearly that we need more pay and benefits and that every person who works at Service Linen expects more from the company. We are ready to hear back from them on April 9. We are ready to make our voices heard! Wear your buttons, “More Pay!”

“We need to be strong and support each other, we cannot let our guard down now. We need to stay united, until we win. We all deserve a raise, we work too hard! ­—Godofredo Santos Cordova, Bargaining Team, Soil Department

“Your support, participation, and being informed about what is happening at the table are key to winning better wages and benefits. Keep wearing your buttons -we want more pay!” —Maria Miroy, Bargaining Team Member, Garment Department

“Our goal is to get good wages for all, vacation, healthcare, and fair treatment. The only way we can make it happen is together, all departments from washers to garments, soil and housekeeping. Even when we speak many languages and come from different backgrounds, we heard what you need, we need our employer to listen too. We all work very hard and need more pay to live with dignity during this time when everything is too expensive.” —Asha Hirsi, Bargaining Team Member, Housekeeping Department

Sueldos justos por todo lo que hacemos

Nuestro equipo se reunió la semana pasada con la gerencia de Service Linen, durante la cual discutimos cómo mejorar nuestro contrato con más días festivos, salarios, tiempo de vacaciones y lenguaje de protección de los trabajadores inmigrantes. Existe una gran brecha entre lo que necesitamos para sentirnos valorados y apreciados como empleados de Service Linen y lo que la gerencia cree que merecemos.

La gerencia debe comprender de manera loable y clara que necesitamos más salarios y beneficios y que cada persona que trabaja en Service Linen espera más de la empresa. Estamos listos para recibir noticias suyas el 9 de abril. ¡Estamos listos para hacer oír nuestra voz! ¡Usa tus botones, “más pago!”

“Necesitamos estar fuertes y apoyarnos entre nosotros, no podemos bajar la guardia. Tenemos que estar unidos, hasta la victoria. Nos merecemos un aumento de sueldo, trabajamos demasiado duro! —Godofredo Santos Cordova, Equipo negociador, Departamento de Textiles sucios

Su apoyo, participación y mantenerse informados de lo que sucede en la mesa de negociaciones es clave para ganar mejores sueldos y beneficios. Siga poniéndose sus botones- queremos mas pago! —Maria Miroy, Equipo negociador, Departamento de textiles

“Nuestra meta es obtener buenos sueldos para todos, vacaciones, seguro medico, y trato justo. La única manera que podemos lograrlo es juntos, todos los departamentos desde los que lavan, cuelgan, sortean, reciben la ropa sucia, y los que limpiamos. Aunque hablamos varios idiomas y venimos de diferentes lugares, escuchamos lo que todos necesitan, y ahora necesitamos que nuestro empleador nos escuche también. Todos trabajamos duro y ocupamos mas pago para vivir con dignidad durante esta época que todo esta carísimo.” —Asha Hirsi, Equipo negociador, Departamento de Limpieza

Lương công bằng cho mọi công việc chúng ta làm

Nhóm đàm phán của Liên đoàn chúng tôi đã gặp ban quản lý của Service Linen vào tuần trước, trong đó chúng tôi đã thảo luận về việc cải thiện hợp đồng của chúng tôi với nhiều ngày lễ hơn, mức lương cao hơn, thời gian nghỉ phép và ngôn ngữ bảo vệ công nhân nhập cư. Có một khoảng cách lớn giữa những gì chúng tôi cần để cảm thấy được đánh giá và đánh giá cao như những nhân viên tại Service Linen và những gì ban quản lý tin rằng chúng tôi xứng đáng.

Ban quản lý phải hiểu rõ rằng chúng tôi cần được trả lương và phúc lợi cao hơn và mỗi người làm việc tại Service Linen đều mong đợi nhiều hơn từ công ty. Chúng tôi sẵn sàng chờ đợi phản hồi từ họ vào ngày 9 tháng 4. Chúng tôi sẵn sàng để tiếng nói của chúng tôi được nghe! Hãy đeo nút, "Lương cao hơn nữa!"

“Chúng ta cần phải mạnh mẽ và hỗ trợ lẫn nhau, chúng ta không thể để lơ là bây giờ. Chúng ta cần phải đoàn kết, cho đến khi chiến thắng. Tất cả chúng ta đều xứng đáng được tăng lương, chúng ta làm việc quá chăm chỉ!” —Godofredo Santos Cordova, Nhóm đàm phán, Bộ Đất đai

“Sự ủng hộ, sự tham gia và việc được thông tin về những gì đang diễn ra tại bàn đàm phán là chìa khóa để chiến thắng mức lương và phúc lợi tốt hơn. Hãy tiếp tục đeo nút - chúng tôi muốn lương cao hơn!” —Maria Miroy, Nhóm đàm phán, Bộ May mặc

“Mục tiêu của chúng tôi là để đạt được mức lương tốt cho tất cả mọi người, kỳ nghỉ, chăm sóc sức khỏe và được đối xử công bằng. Cách duy nhất chúng ta có thể làm điều đó là cùng nhau, tất cả các phòng ban từ nhân viên giặt đến nhân viên làm quần áo, vệ sinh và nhân viên dọn dẹp. Ngay cả khi chúng ta nói nhiều ngôn ngữ và đến từ các nền văn hóa khác nhau, chúng tôi đã nghe được những gì bạn cần, chúng tôi cũng cần nhà tuyển dụng của chúng tôi lắng nghe. Chúng ta đều làm việc rất chăm chỉ và cần được trả lương cao hơn để sống một cuộc sống đáng sống trong thời điểm mà mọi thứ quá đắt đỏ." —Asha Hirsi, Nhóm đàm phán, Bộ Dọn dẹp và Bảo trì

Zenith American Solutions - Bargaining Begins!

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Zenith American Solutions
Bargaining Begins!

Our member Bargaining Team met with Management on March 29 for our first negotiating session. We took the opportunity to share some of our core concerns with Management, such as lack of competitive pay, lack of training for new hires, and an inability to recruit and retain the employees that Zenith needs to succeed.

Management listened, and in fact agreed that our issues were significant concerns for them as well. In light of this, we are cautiously optimistic that we will see positive progress at our next meeting when we present a comprehensive contract proposal on April 10.

For more information, contact Union Rep Jack Crow or a member of our Bargaining Team.

Our Bargaining Team: Terra Powell, Lori Bomengen, Mitch Longoria

Providence Sacred Heart Being united gets results, but the fight isn’t over.

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If our Bargaining Team is unable to reach a fully recommended offer at our next session on April 8  —then our union Bargaining Team is recommending a NO vote on the contract proposal and a YES vote to re-authorize a strike. 

When we fight we win! Management heard us because of our unanimous strike authorization vote. With the strength and support of our co-workers behind us, we were able to lock in significant movement at the table:  

We beat back management’s attempts to gut our dental plan. 

  • Proposals were exchanged that would ensure NO changes to our contractual dental plan over the course of the contract and included language that would ensure we keep our Dental plan in place long term, as long as it remains the standard for the Service & Maintenance unit at the hospital.  

We also locked in new Tentative Agreements on:  

  • Recognition of past experience for New Hires 

  • Increase Shift Differentials 

  • Increased Standby pay 

  •  Preceptor Premium 

  • Adding MLK Day as a holiday 

  • Clarity of sick leave usage 

  • Removal of Ghost Step for step 23 and Step 11 

  • Improved Grievance process 

  • Staffing LOU  

  • Tuition reimbursement increase 

While these are promising improvements they are not enough until we win significant improvements on wage proposals. 

Caregivers deserve respect from Management, Sacred Heart is the only level 2 trauma hospital in the area and is a vital resource for our community for miles around. Other hospitals send us their most complicated and desperate patients to get the care they need. 

Throughout the negotiation process Management has tried to circumvent good faith bargaining by unanimously implementing procedures around mealtimes and breaks, imposing a wage path without negotiating, frustrating the process by failing to provide essential information to our union bargaining team, and other unfair labor practices.  

Contract vote scheduled: Thursday, April 11 from 7am to 8pm in the Leahy Room (next to the cafeteria). 

If we are unable to reach a fully recommended offer at our next session scheduled for April 8 our union Bargaining Team is recommending a NO vote on the contract proposal and a YES vote to re-authorize a strike. Any time there are significant changes to the proposal we must re-vote. All members in good standing are encouraged to vote. To receive the union strike pay benefit, you must complete a W9 form before we go on strike >>

“We need to show Management that the progress we made isn’t enough with a strong NO Vote. We hope we can reach a tentative agreement, but we are united and ready for a ULP strike if we must. Over the next week we will be signing up for strike shifts and picket captain trainings. We are not afraid to do what we must to win,” - Craig Kistler 

“We need to recruit and retain talented caregivers so that we can provide the quality healthcare this community expects from a Trauma level 2 Hospital. Spokane has become one of the most expensive places to live in Eastern Washington, we need wages that stay competitive with other area healthcare centers and acknowledge the unique and important role that Sacred Heart plays in caring for communities for miles around.” - Teresa Bowden

Next steps:

  1. Addend the contract vote/strike re-authorization vote on Thursday, April 11 from 7am to 8pm in the Leahy Room (next to the cafeteria.

  1.  Strike shift sign-ups will be available next week 

  1. To receive strike pay you must complete and return a W-9 >> 

Women's History Month Member Stories: Leaders from the 2013 Grocery Store Contract Campaign

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Women's History Month Member Stories: Leaders from the 2013 Grocery Store Contract Campaign

As the 2013 contract negotiations between UFCW 21, UFCW 367, Teamsters 38, and the national grocery chains (represented by Allied Employers) in Western Washington opened, it was obvious that it was going to be a fight to win a fair contract.

Read More

Kraken (Retail) - Tentative Agreement Reached

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Kraken (Retail)
Tentative Agreement Reached
Our Bargaining Team recommends a “YES” Vote!

After months of bargaining, our Bargaining Team has reached a new tentative settlement agreement with BDA. The outstanding result of the final agreement reflects everyone’s hard work and commitment. Our union is driven by members coming together to fight for better working conditions and here are some of the things in our tentative agreement:

  • *NEW* Ratification Bonus of $125

  • Retroactive pay for workers making under $21/hr and for Keyholder premiums starting September 25, 2023

  • Increased base wage for all workers and guaranteed retention bonus

  • ORCA and parking benefits

  • Workplace protections including just cause for disciplines

  • Meals provided at every game

  • Improvement on merch options for members

  • Increased tuition assistance

  • And more!

Members will be able to review the full collective bargaining agreement (CBA) and cast a vote on whether to approve it at our vote meeting.

Vote Details

Workers may only vote during the designated vote window and must attend in person. Complete a union application, review the agreement, ask questions, and cast your ballot!

Tuesday, April 9 @ 3pm—5pm
Climate Pledge Arena - Kraken Team Store, 334 1st Ave N, Seattle, WA 98109

Questions? Contact Union Rep Dominick Ojeda @ 206-436-6586.

Update on Ongoing Efforts to Stop Mega Merger as We Build Collective Strength to Protect and Improve Grocery Store Workers' Jobs

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Good News on Stopping the Proposed Mega-Merger

As you may have heard, on February 26, after a massive 16-month effort by our collective of UFCW Local unions and others, we accomplished an important goal of getting the Federal Trade Commission (FTC) to officially file a lawsuit to stop the proposed mega-merger of Kroger and Albertsons. Nine states’ Attorneys General joined that FTC legal challenge. The Attorneys General of the states of Washington and Colorado also filed separate lawsuits on January 15 and February 14, respectively.

This is very good news in our campaign to protect workers, shoppers, and the community from the negative impacts that would result if this proposed merger were allowed. But the effort to stop the merger still has a way to go.

What's Next in This Legal Process?

The legal process will likely continue for some time until one of two things happens:

  1. The Federal Judge in Portland, OR, has set a date for August 26, 2024, for the trial to begin on the FTC case. The WA and CO trials can move ahead separately, but they could be coordinated with others as well. Those trials could continue until an outcome is determined.

Or:

  1. The Merger Agreement of Kroger and Albertsons has an “outside date” of mid-October 2024 (two years after when it was announced) after which the companies can simply abandon the deal without paying any financial penalty to the other party, so it is also possible that Kroger and Albertsons will simply withdraw their proposed merger.

What’s Next for Our Grocery Store Companies?

It’s time for Kroger and Albertsons to invest in grocery store workers, our customers, and our communities instead of wasting years and billions of dollars on a failed merger proposal. These companies have been doing very well and have made billions of dollars in profit in recent years. They should be making more investments in better-staffed stores, in higher retention of workers with better pay, benefits, and training, and in lower food prices for shoppers. These investments will result in Kroger and Albertsons becoming stronger companies.

UFCW Local Members Taking Action Together for Stronger Contracts

In addition to fighting the proposed mega-merger that would cause harm to thousands of grocery store workers and millions of customers, our collective group of local UFCWs is also taking action to affirmatively improve our contracts, organize more unionized grocery stores, and more.

FAQ - Does Albertsons Need to Sell? No!

After the merger is stopped, some have said that Albertsons will just be sold to some other company. That’s just not true. Before the merger proposal, a super-majority of Albertsons’ stock was owned by six massive private equity investors who wanted to sell their shares to a single buyer. But during the past 24 months, those large investors have sold the majority of their shares in Albertsons, and we expect they will continue to sell their remaining shares on the NY Stock Exchange after the merger is blocked.

The alternative—trying to sell Albertsons in whole or in part to a different buyer—would be very unlikely. Court documents show that in the summer of 2022, there were no other bidders aside from Kroger, so a new buyer would likely offer a significantly lower value for the company. Based on Albertsons’ current stock price (which is still significantly below the Kroger buyout price), the company’s total enterprise value is approximately $20 billion, or nearly $9 million per store. To put that in perspective, the current divestiture plan to C&S Wholesale proposes to pay about half of that amount. So, selling to C&S or to anyone else at that price would destroy significant value for Albertsons shareholders. And again, the company is doing well financially, and there is no need to sell. Recent quarterly reports show Albertsons is doing even better than Kroger.

Providence Meal Waiver and Shift Length Changes

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UFCW 3000 has filed an unfair labor practice charge against all Providence hospitals for implementing shift length changes and not bargaining to an impasse with us over the meal waiver. Additionally, we have filed grievances since Providence changed work schedules without the caregivers' consent and have not been paying members for missed or late second meal periods.

Given Providence's decision to proceed with extending shift lengths, we advise 10-hour and 12-hour shift workers to carefully consider their options. You may choose to accept an extended shift with two meal periods or opt to waive the second meal period and retain your current shift length. If you opt to waive the second meal period, you retain the right to revoke this decision at any time through your core leader. However, we strongly advise against waiving the timing of your meal period, as you are entitled to 30 minutes of pay for late meal periods.

*"Question 1) I am voluntarily requesting to waive my second unpaid meal period if I am entitled to one." *

Recommendation: ACCEPT means your shift length will remain the same or DECLINE means your shift will be extended, and you will receive two meal periods as a 10-hour and 12-hour shift worker.

*"Question 2) I am voluntarily requesting to take my unpaid meal periods at a time that may not be within a two-to-five-hour block of work." *

Recommendation: DECLINE means if your meal period is not within the two-to-five-hour block, then you should receive 30 minutes of pay. You can file a complaint with L&I if you are not paid accordingly.

>> Track your late meal periods here!

>> If you feel that you have been coerced into signing the meal waiver by Providence, we strongly encourage you to file a complaint with L&I.

Swains General Store - Contract Ratified!

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Swains General Store
Contract Ratified!

The votes have been counted and UFCW Local 3000 members at Swains General Store have voted to ratify our new 3-year contract! Our new contract includes:

  • $1.30/hr wage increase paid retroactively back to January 1, 2024

  • Significantly reduces the number of hours required to attain Journey status

  • Maintains our FREE quality healthcare through throughout the term of our 3-year contract

  • A new personal day, and much more

If you have any questions please reach out to a workplace steward or Union Rep Naomi Oligario @ 360-662-1989.

Ashley House - Contract Ratifed

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Ashley House members overwhelmingly voted this week to approve a new Union Contract!

Voting took place at each of the seven houses, where we had great conversations with Union Members about the new contract and our plans for upcoming bargaining.

Highlights of the contract include:

  • 3% Wage Increase Effective January 2024
  • Updating the Benefits/Health and Welfare section including the Education Fund language.
  • Duration of the contract through August 1, 2024.

Thank you to our fabulous Bargaining Team!

— Cindy Jones, LPN, Browns Point; Emily Guffin, RN, Spokane; Donna Iverson, CNA, Olympia

PRMCE RN Next Steps!

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*Day Correction!
An earlier version of this notice read, "Tuesday, March 25". The correct day is Monday, March 25. Thank you for your patience.

Now that we have solidified the language in our contract, the next step is contract enforcement. Nurses have already seen changes to staffing practices through the discontinuation of the co-caring model. We can achieve more changes to patient care and working conditions by standing united. It was through nurses advocating against the co-caring model in staffing committees and in their units that we were able to get rid of this poor model. The committees in our contract are the ingredients needed to create changes at PRMCE.

Contract Enforcement Meeting: March 25 @ 7:30pm 

To learn more about getting involved or how nurses are enforcing contract language, join us via ZOOM on Monday, March 25 at 7:30pm to discuss next steps in growing our collective voice in the workplace! Join here>> 

We will be also be providing an update about contract implementation questions like low census/incentive shifts, step progression, and staffing bonus.

Lourdes Medical Center Service and Maintenance Contract Ratified!

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Contract extended!

On March 15, 2024, Members of the Service and Maintenance Unit ratified a 2-year extension to their current contract that will now expire July 23, 2027. The contract extension will provide wage increases the first full pay period in April to all represented employees and place

Lourdes at a far better position to recruit and retain staff. Represented staff will start accruing PTO at a higher rate and the max cap on the PTO bank will increase.

Please contact a bargaining team member or Union Representative Juanita Quezada with any questions or concerns.

Women's History Month Member Story: Tacoma General Lab Techs Organize to Be Heard

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Women's History Month Member Story: Tacoma General Lab Techs Organize to Be Heard

Cheyenne Corneau had been working as a Medical Lab Technician for about a year in 2022 when her and her coworkers Colleen, and Marisa were talking about the need to get their coworkers involved in the union for better representation for lab techs at the next bargaining table.

Read More

LabCorp - Federal Mediation Begins

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Last week, our union Bargaining Team met with LabCorp management and for the first time this contract cycle, a Mediator from the Federal Mediation & Conciliation Services (FMCS) joined us to help facilitate negotiations.

First, the good: We’re making movement on most of the outstanding non-economic proposals, which means we’re locking down needed changes and narrowing the scope of our negotiations to crucial wage and benefits improvements. We’re securing parking for Seattle Couriers, a stipend for members who work from home, and stronger Union Stewards and Membership language.

We also received LabCorp’s economic and benefits counter. We’re excited to announce that LabCorp has agreed to new employees being eligible for health insurance at the beginning of the next month following their hire date (instead of needing to wait 60 days) and to extending coverage on our Blue Cross Blue Shield plans for MDLive (Telehealth). We’re also excited to share that LabCorp is working with the restructured wage scale that we carefully crafted in February, which eliminates all ghost steps, has the same number of maximum steps for all positions, and gets everyone to the top of the scale faster.

Now, the bad: LabCorp still isn’t offering fair or competitive compensation. Their new proposal maintains:

  • 0% - 5% wage increases over the rates members are making right now
  • only a 2% annual COLA increase for Year 2 and Year 3
  • no consistent percentage increases between steps
  • no increases to differentials, premium rates, or holidays
  • higher employee monthly healthcare premiums ($198.98 for employee-only plans)
  • increased out of pocket maximums ($6,000/$12,000)
  • higher copays ($30 primary care, $70 specialist, $200 emergency room, $10/$20 RX)
  • no tuition reimbursement, 401k improvements, or other optional benefits coverage

LabCorp cannot solve their recruitment and retention issues with this proposal. We want to be fully staffed so that we can provide the quality service that our community deserves, and we’re willing to fight for it.

“If you’re really serious about winning better wages and healthcare, the time to show up is now. It’s not enough to talk. You need to walk the walk with us.”

Deborah Gibby, Senior Lab Assistant

UPCOMING ACTION: INFORMATIONAL PICKET!

Friday, April 12 12pm – 2pm

@ Swedish Hospital – First Hill Campus

We’ll be holding an informational picket and community rally with our patients, providers, union partners, family, and friends to show LabCorp we stand together for a fair contract. We need everyone! Find more information & RSVP at: >> RSVP HERE

UPCOMING: DROP-IN CONTRACT ACTION MEETINGS

Tuesday, March 19 7:30am – 9:30am

Wednesday, March 20 & Thursday, March 21 9:00am – 9:30am

@ James Tower Cafeteria, Swedish Cherry Hill

Come down and talk with your bargaining team about negotiations updates and upcoming actions!

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

Please reach out to a member of your bargaining team, or to your Union Reps Christie Harris at 206-436-6606 and Charlie King at 206-436-6518 if you have questions or want to get more involved.

Progress made in ‘23 – Building for more in ‘24

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Progress made in ‘23 – Building for more in ‘24

Our union came into 2023 with some great successes, like winning a "best in a generation" contract for 25,000 Western Washington grocery store workers, but we also faced some huge challenges. Health care workers continued to be crushed by severe staffing shortages at hospitals that threatened both patient and caregiver safety alike, and at the same time, we had just learned of a proposed mega-merger between Kroger and Albertsons that threatened layoffs, store closures, and higher prices. 2023 was shaping up to be a big year.
 
UFCW 3000 members working in health care, grocery stores, food processing plants, retail businesses, and many other industries are fundamentally linked to the communities we work and live in. We are the essential workers that our communities depend on every day. That is why the challenges we face, like ferocious corporate greed that under-staffs us to make huge record profits, or the extreme and growing inequality between the wealthiest one percent and everyday working people are not just a problem for our workplaces —they are problems for our entire community. Greed and inequality are also underlying and insidious drivers of systemic racism and sexism —pitting us against each other, while an economic appetite of extraction and churn threatens the future of humanity itself. These toxic realities of greed and inequity also threaten our most cherished aspirations of democracy, freedom, and a better life for the next generation.

If together, as organized workers and communities, we want to fight back and build a better future, we are going to have to face these challenges head-on. While we recognize we still have a lot of problems and a lot of work to do to make things better in 2024, we also think it is important to celebrate the fact that we have been a leader in our region and around the nation —attacking these problems, making an impact, and being part of the movement to turn things around for the better.

Here’s a snapshot of some of our accomplishments from 2023, our wins as a collective union of workers in action. 

In 2023...

  • We won important reforms at our UFCW International Convention and began the much-needed campaign for greater reforms in the future. Learn more about our local's fight to bring democracy to the UFCW >>

  • We joined the 'year of strikes' when thousands of UFCW 3000 members voted to authorize ULP strikes: The nurses at Providence Everett and workers at Macy’s in Southcenter, Alderwood, and Bellingham went on strike in 2023. Both strikes were joined by hundreds of community supporters while thousands signed petitions in support of these striking workers.
    Providence strike recap video >> 
    Macy's strike recap video >>

  • We passed a Safer Staffing Law! Working in a first of its kind in the region, a coalition with SEIU Healthcare1199NW, WSNA and UFCW 3000 worked to pass the historic ESSB 5236 Safe Staffing legislation that will take steps towards ensuring safer hospital staffing levels across WA. Learn more about the Safe Staffing legislation >>

  • We opened a new Union Hall in Des Moines! After completing the sale of our flagship office of over 20 years in Seattle to the Seattle Labor Temple, we held an open house in our brand new union hall in Des Moines. This new location will save money, be more accessible to members (it is located on the new Light Rail route), and be a gathering space for members. Learn more about UFCW 3000 office locations >>

  • Our elected Executive Board made of rank-and-file members adopted a powerful new 5-year strategic plan to guide our union and prioritize our work until 2028. Learn more about the Strategic Five Year Plan >>

  • Our Executive Board also helped begin a national call from labor unions for a ceasefire in Gaza. Learn more about the petition for peace >>

  • Had fun! Thousands of members and their families attended UFCW 3000’s summer events at Wild Waves in Federal Way, WA, and Silverwood in Idaho. Save the date for the next Summer Picnics at the Park: Silverwood is August 6 and Wild Waves is August 8.

  • Union member bargaining teams won 8 first-time contracts and ratified 30 new contracts with higher wages, improved benefits and better working conditions.

  • Held off the grocery store mega-merger by being instrumental in building a national coalition of unions that includes UFCW locals 5, 7, 324, 400, 770, 1564 and 3000 and community groups including 55 from our own region to oppose the Kroger and Albertsons mega-merger. We have successfully lobbied —through data, testimony, and evidence to the Federal Trade Commission (FTC) who has recently ruled in our favor and decided to reject this proposed mega-merger! Learn more about efforts to stop the mega-merger >>

  • In 2023 we organized hundreds of new members! New organizing wins from determined organizing committees both big and small resulted in hundreds of new members joining our union. Welcome Ferry County, Downtown Dog Lounge, REI Bellingham, MultiCare Auburn Pros, and Fred Meyer Port Orchard General Merchandise, and our first Cannabis producer contract at Mfused, who won a standard-setting contract in the cannabis industry.

  • People powered politics in action: Our member-led endorsement committee interviewed 57 candidates for local office. 68 members participated in our Political Action Advisory Committee and were able to help win a new just cause standard for grocery store workers around retail theft. Learn more about our People-Powered Politics agenda >>

  • The Essential Workers Organizing Academy is up and running! The program was broken up into three distinct phases: training, internal organizing, and external organizing/preparing for strikes. Apprentice organizers supported on campaigns that included Macy’s, Bartell Drugs, Fred Meyer, PCC, Providence Everett, as well as political and community projects. Congratulation to the first EWOA graduating class of 2023! Learn more about EWOA >>

  • Enforced our rights: Together as members, stewards, and union Reps we work hard to ensure members’ rights are protected and that the process is transparent, and management is held accountable to our members, our contract, and the law. In 2023 we had to file 182 grievances against management that could not be resolved at the worksite level. 

  • Got the training to empower ourselves: Over 300 members participated in a union training in 2023. These trainings included topics like Weingarten training and enforcement, Leaders in Action, New Member Meetings, Grievance Training, Retirement Seminars, and more. Learn more about upcoming union trainings >>

  • No union should be an island. We support others in their struggles and UFCW 3000 attended strikes, showed solidarity and gave other support for Starbucks Workers United in Washington and around the nation.

And in 2024 we’ll fight for even more.

Governor Signs Worker Protection Bill Championed by UFCW 3000 Grocery Store Workers into Law

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OLYMPIA, WA – This morning, Governor Inslee signed into law Senate Bill 6007, a bill intended to protect grocery store workers and communities from the negative impacts of corporate megamergers in the grocery industry. Drafted in response to the news that grocery giants Kroger (owner of Fred Meyer and QFC) and Albertsons/Safeway are threatening to merge into one huge company, ESSB 6007 saw enormous support from local Washington grocery store workers and community allies, who advocated throughout the legislative session for its passage. 

“As I explained to legislators, we’ve already learned the hard way through past grocery chain mergers about the upheaval it causes for workers and shoppers when these chains merge and close or sell off neighborhood grocery stores,” said Yasmin Ashur, a UFCW 3000 member and checker at the Port Orchard Albertsons who testified in support of the bill and was on hand to see the governor sign it today. “We saw it in Port Orchard with the Albertsons/Safeway merger not that long ago. I am so proud to say I stood up with my fellow workers and helped pass legislation that will help protect our jobs.” 

This new legislation puts in place basic guidelines for large grocery stores when they change hands, like in an acquisition or merger, to ensure that essential food workers’ lives and our communities’ access to food and household necessities are not thrown into chaos. It requires public notice of new ownership, a period of job protection or re-hire for eligible current employees, protection of current working conditions and collective bargaining agreements, and mandatory engagement with local government if a merger would cause the closure of a store in an existing food desert. 

“The difference between unemployment caused by a pandemic and job loss caused by corporate buyouts is that the potential harm of a merger is foreseeable,” said Britt Leggett, a UFCW 3000 member and deli clerk at the Fred Meyer in the Ballard neighborhood of Seattle who also testified in support of the bill and attended the bill signing today. “That’s what this legislation seeks to remediate: to help workers keep their jobs and seniority when their stores changes owners. The law also ensures that constituents will be served by grocery workers who they know well, who have the skills to do their jobs, and follow the health rules to keep food safe.” 

Hundreds of grocery store workers with UFCW 3000 across the state sent messages to lawmakers encouraging the passage of SB 6007, and some traveled to Olympia to meet lawmakers in person.  

“It’s a big sacrifice for everyday working people to take time out of their busy lives to try and engage with the local political process,” said Joe Mizrahi, Secretary Treasurer of UFCW 3000. “But being in a union means we can share the load, work together, and make real change that impacts entire industries.” 

Women's History Month Member Story: Northwest Center Early Supports Workers

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Women's History Month Member Story: Northwest Center Early Supports Workers

In 2022 Early Supports workers at Northwest Center decided to form a union and contacted organizers at UFCW 3000. Northwest Center is a not-for-profit organization that provides assistance and support to people with disabilities or those who care for them.

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