Over the weekend, our union Bargaining Team made a significant breakthrough in negotiations with Management. While some differences remain, we are hopeful that Management will continue to make a good faith effort to close the gap on the remaining issues, and we anticipate reaching a tentative agreement in the coming days.
Read MoreMeet Cheryl Ziegler who has worked at Kaiser (formerly Group Health) since 1978, has been a shop steward since 1982, and has served on multiple bargaining and labor committees since 1987.
Read MoreWe joined hundreds of REI workers across the country taking joint action, standing up against REI’s anti-worker behavior. Management from all over our state was called in to run our store while workers were out on the strike line (with Scabby the Rat). We’ve shown REI that green vests are willing to strike and fight for respect. Our strength is in our solidarity and will get REI to come to the bargaining table in good faith and reach a fair first contract.
Read MoreAfter nearly 8 months of negotiations and taking a historic act of solidarity by going an 8.5 day Unfair Labor Practice strike, our bargaining team has reached a recommended tentative agreement on a new contract.
Read MoreOn May 28 our Union Bargaining Team met with SCH Management for our initial bargaining session. We discussed times of future bargaining dates and exchanged some initial non-economic proposals that included potential changes to:
Read MoreJust two days after an email from MultiCare’s CEO announced a new affiliation with Overlake Medical Center, & further confirmed MultiCare’s aspirations to become “the Pacific Northwest’s highest value system of health”- we cannot say we are surprised to learn that the line of a “commitment to invest” stops somewhere between “a network of primary, urgent and specialty care clinics” and us- their dedicated, hard-working, & committed staff.
Read MoreOn May 23, our union Bargaining Team met with Management and received their second set of economic proposals.
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After three long days of negotiations, our bargaining team has made significant progress toward a new contract, but there remains much work to do. Management has continued to propose increases that we believe would result in more expensive healthcare costs while still not keeping up with inflation in their wage offer.
However, we believe that Zenith is beginning to understand that we will not accept a contract that includes such proposals and have made clear to them that we need better proposals to ensure livable wages and affordable benefits for us and our families. We hope that additional progress will be made over the weekend but are prepared to increase the pressure on them if we have to.
Keep an eye out for additional updates next week, and please reach out to a member of the bargaining team or your rep if you have any questions.
“We’ve made progress, but management needs to realize that when the economy changes, the contract needs to also.”
— Our Bargaining Team: Mitch Longoria, Terra Powell, and Laura Bomengen
We are happy to announce that the recommended tentative agreement, reached by our union bargaining committee, has been approved by an overwhelming majority of members!
The new contract, effective immediately and lasting for three years, brings several key benefits:
A wage scale with across-the-board wage increases for all members throughout the life of the contract.
A guaranteed .50 cent above the minimum wage when the minimum wage goes up (after six months of employment).
Reduced the amount of years it takes to get the 3rd and 4th week of vacation.
Increased break times.
Introduction of new language allowing the union steward and union representative to meet with new employees on paid time to provide information about the union.
Union leave for up to 3 months for union-related activities.
Thank you to all our members who participated in the voting process.
For any questions or concerns, please reach out to your Union Representative Jose Veliz at 360-409-0615.
¡Nos complace anunciar que el acuerdo tentativo recomendado, alcanzado por nuestro comité de negociación de la Union, ha sido aprobado por una mayoría de miembros!
El nuevo contrato, efectivo de inmediato y con una duración de tres años, trae varios beneficios clave:
Una escala salarial con aumentos salariales generales para todos los miembros durante la vigencia del contrato.
Un aumento garantizado de .50 centavos por encima del salario mínimo cuando este se incremente (después de seis meses de empleo).
Reducción del tiempo necesario para obtener la 3ra y 4ta semana de vacaciones.
Aumento del tiempo de descanso.
Los nuevos empleados podran reunirse con el delegado de la Union y representante de la Union en tiempo pagado para recibir información sobre la Union.
Permiso de ausencia de hasta 3 meses para asuntos relacionadas con la Union.
Gracias a todos nuestros miembros que participaron en el proceso de votación.
Para cualquier pregunta o inquietud, comuníquese con su Representante de la Union, José Veliz al 360-409-0615.
This is our first union negotiations since we became UFCW 3000 and our combined strength has helped us win a contract with record wages and major contract improvements. In the midst of a proposed grocery mega-merger, we’ve sent a clear message —We have power in our communities, we have a voice in our workplace, and we have a strong new contract that will be the backbone for our future.
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Bartell Drugs members unanimously voted to ratify their new contract yesterday! We’ll carry our momentum into our next negotiations with our fellow Rite Aid members in the fall and enforcing our contract every day at work. Physical and electronic copies of the signed agreement will be available soon. If you have any questions about the new contract, please reach out to union Rep Tae Abraham at 360-409-0603.
“Negotiations were often frustrating, but we’re doing everything we can to ensure a better future for our members. I’m proud of how we’ve supported each other through the bankruptcy and I’m hopeful for what’s to come.” – Dani Fisher, Service Associate & Bargaining Team Member
Soon after we started renegotiating our union contract, Rite Aid declared bankruptcy. While we navigated store closures and reduced hours, our bargaining team worked to reach a 1-year agreement for Bartell Drugs members that maintains our benefits, improves our grievance procedures, and includes raises for those that didn’t qualify for 2024 minimum wage increases. The short-term contract aligns our expiration date with our fellow UFCW 3000 Rite Aid members and lets us go back to the table together after the bankruptcy is settled to continue fighting for the better wages, benefits, and in-store safety we need.
Becoming a union steward is a great way to support your coworkers and enforce your rights on the job. Interested in going through the shop steward training? Reach out to your union Rep!
After nearly 8 months of negotiations for a new contract that respects our work and dedication, and that will allow us to retain and recruit staff—we are holding a contract vote. This notice serves to inform all members that a critical membership meeting will be held on May 31, 2024, at the Hampton Inn in the Rockwood Retreat Room 3. We will be conducting a vote on the last offer presented by the Employer following our scheduled bargaining dates on May 28 and 29, 2024.
The Agenda, Times, and Location for the meeting will be:
1. CONTRACT RATIFICATION VOTE: The bargaining team will present the last offer received from Providence. Members will have the opportunity to discuss the terms and implications of the offer before proceeding to a vote on whether to ratify or reject the proposed contract.
2. STRIKE AUTHORIZATION VOTE: There will also be a strike authorization vote at the below place and time. This vote is subject to cancellation if the last employer offer is recommended by your bargaining team.
3. VOTE TIMES AND LOCATION: Any member in good standing will be able to vote at the Hampton Inn (Rockwood Retreat Room 3) located at 675 McClellan St., Spokane, WA any time between 6:30 AM to 7:30 PM on May 31, 2024.
For questions, please contact your bargaining team or Union Representative Juanita Quezada, (509) 340-7407.
All members in the Providence Sacred Heart Technical Unit are encouraged to be part of this important vote. Your voice and vote are essential in guiding the next steps we will take as a Union.
Providence knows they must make meaningful improvements to their wages and benefits if they want to be competitive in the market and retain and recruit qualified staff.
If you feel like we do, and believe that we’ve been patient long enough, call your rep, sign up for steward training, raise your voice, talk to your coworkers, and prepare to come get your yard signs to show Providence we are everywhere, and it is time for them to DO THE RIGHT THING.
After almost eight months of Negotiations with Harbors Home Health & Hospice, your bargaining committee is excited to announce we have reached a Tentative Agreement on a new union contract!
After management arrived to the bargaining table proposing not only to sunset (do-away-with) the Sound Health & Wellness health insurance plan, but also proposing a zero-percent increase to the wage scales, the Committee knew we would be in for a fight—not just to maintain these Union benefits—but to ensure our dedication to our patients and our communities was recognized by our Employer with a fair contract!
With support from our coworkers across the organization, your bargaining team persevered.
We are now proud to present a Tentative Agreement which maintains the Sound Health & Wellness insurance benefits plan, the 20-Step Wage Scales which reward our longevity at Harbors Home Health, but also offers:
Wage Increases to all Job Classifications!
$500 Ratification Bonus!
Adjustments to our Wage & Step level based on years of service with Harbors!
Increased Premiums, Education Funds, & Certification Pay!
Additional Vacation time!
& more!...
Vote on the Agreement and learn more about the wins we achieved this cycle!
Join us on May 31!
HHH&H Long Beach Office (Conference Table)
1600 S Pacific Ave # 2, Long Beach, WA 98631
7AM – 9AM
HHH&H Hoquiam Office (Conference Room)
201 7th St, Hoquiam, WA 98550
12PM – 2PM
5PM – 7PM
Alycia Barrow has worked in the grocery industry since she was 19 years old, and has stepped-up on and off the job to make her community a better place, “ I have a diverse set of skills, from being trained on de-escalation tactics, to knowing how to deal with someone in a mental health/addiction crisis, and who to call. I am also trained on how to use Narcan and know general community resources, having to navigate those systems for my own family.”
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Each year we gather together with fellow UFCW 3000 members across the region for summer days at the park, an opportunity for some union-sponsored family fun and a great chance to meet and talk with other union members.
This year we're excited to add a new summer event for members, supporting our longtime community partner Washington State Coalition Against Domestic Violence: Game Day for Domestic Violence Prevention at T-Mobile Park!
Refuse to Abuse Game Day is Sunday, June 16, and for every ticket sold our longtime community partner the Washington State Coalition Against Domestic Violence (WSCADV) receives an $18 donation and attendees get a free Mariners-themed Refuse to Abuse® Dri-fit T-shirt. Tickets are View Level for the Mariners vs. Texas Rangers game and cost $35. WSCADV has shown up for our members in many ways over the years and we look forward to this fundraiser and opportunity to share the belief that domestic violence is 100% preventable!
In addition, our other summer fun events have been popular each year and continue to be a great way to celebrate with family and union friends:
all day access to Silverwood Theme Park and Boulder Beach Water Park
all you can eat buffet picnic-style lunch @ the banquet pavilion (starting at 12pm noon)
unlimited drink refill wristband
On Thursday, May 16, our Union Negotiating Committee met with MultiCare to continue contract negotiations, however, we’re not sure MultiCare showed up for the same reason. We do not believe that Management are bargaining in good faith. They are not taking this process seriously, nor do we feel that concerns about our staffing, our wages, and the well-being of ourselves and our families are being considered in Management’s proposals.
“Three percent is BS. That’s not even enough to cover inflation for this year.” —Rafael Diaz
We feel that MultiCare is trying to drag this out, perhaps to exhaust us, and defeat us, but we are not giving in. We will show MultiCare that we will stand together to win a fair contract.
WE ARE: 2000 WORKERS, 9 CONTRACTS & ONE FIGHT!
Nuestro equipo de Negociación: Christina Britton & Arcelia Benavidez
El 13 de mayo, nuestro Comité de Negociación de la union llegó a un acuerdo tentativo con la Gerencia de Tomlinson Linen y recomienda que voten SÍ!
Cuando comenzamos las negociaciones, la prioridad era asegurar una compensación justa por el arduo trabajo que hacemos cada día, el pilar del éxito de Tomlinson.
Estamos contentos de compartir los detalles del acuerdo con ustedes durante nuestra votación en persona:
Aquí hay algunos aspectos del acuerdo:
Aumentos salariales competitivos
Reducción de la elegibilidad para 3 y 4 semanas de vacaciones
Mejorar el tiempo de descanso
Orientación de la union pagada de 30 minutos para nuevos empleados
Garantía de salario mínimo más 50 centavos
Puede asistir a cualquier hora de votación para votar sobre el acuerdo tentativo. El acuerdo tentativo completo estará disponible para su revision. Todos los miembros en regla son elegibles y se les anima a votar sobre el acuerdo tentativo.
Our Union Bargaining Committee: Christina Britton & Arcelia Benavidez
On May 13 our union Bargaining Team reached a tentative agreement with Tomlinson Linen Management and recommends a YES vote!
When we first started negotiations, the priority was to secure fair compensation for the hard work we put in every day — the backbone of Tomlinson’s success.
We’re excited to share the details of the agreement with you during our upcoming vote:
Here are some highlights of the agreement:
Competitive wage increases
Reduced eligibility for 3rd and 4th week vacation
Improved break times
30 minute paid union orientation for new employees
$0.50 above minimum wage guarantee
You may attend any vote time during the polling times to vote on the tentative agreement. The full tentative agreement will be available to review at the vote. All members in good standing are eligible and encouraged to vote on the tentative agreement.
The Seattle Meatcutters Apprenticeship was established as a union-sponsored apprenticeship school on May 17, 1946 to increase the skills, abilities, and knowledge of meatcutters, which in turn led to higher wages and benefits for these highly trained workers.
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On May 13, many members at NW Administrators were dismissed from work early due to a system outage. UFCW 3000 is currently investigating the situation and has requested additional information from Management to determine the extent of the problem. While we wait for that information, it is important that you are aware of the following:
You are entitled to a minimum of 4 hours pay for any day on which you report to work and are dismissed early. If you were dismissed before completing 4 hours of work, you should be paid for a minimum of 4 hours.
Management cannot compel you to use annual leave to cover the time lost following dismissal. If you already put in for annual leave for the lost hours and would prefer to take the time as unpaid, you should inform your manager as soon as possible in writing of this decision.
Likewise, you cannot be compelled to work “make up” time later in the week as a result of this early dismissal. The contract allows for simple leave without pay in these situations, and the absence cannot be counted against you for attendance purposes. If you feel that Management is pressuring you to work additional hours, please contact your Rep Jack Crow at 206-436-6614.
Finally, it appears that some impacted union members were allowed to continue working on tasks which were not directly impacted by the outage. If you were dismissed despite notifying your Manager that there was available work which you could complete, please reach out to your rep so that we can assess the situation.
If you have questions, or have additional information you would like to share, please contact your Rep Jack Crow at 206-436-6614.
On Thursday, May 9, our Union Bargaining Committee was eager to meet with MultiCare Management to continue negotiations on our nine contracts. We kicked the day off feeling refreshed & confident from the overwhelming support we’ve seen from our coworkers over the last week —a highly attended Union Family Day on May 4, and outstanding participation in Union Solidarity Day on May 8 (we gave out around 1,000 MultiCare Workers United buttons!)
And it seems that we may not be the only ones who noticed the growing solidarity in our workplaces…
At Thursday’s bargaining session, MultiCare came to the table and moved closer to our positions on a few of the proposals we’ve been passing back and forth- for example, discussions on Extra Shifts, and making a very reasonable counter proposal on Changing Time (donning/doffing)- which we later agreed to add to the contract!
While this exchange of proposals with MultiCare was encouraging (and felt like we were really bargaining!), it did not extend to many of the items that matter most to us, such as our wages and our health insurance benefits. In fact, we agreed that it is nessessary to remind Management, once again, why the proposals we’ve continued to put forward on the Health Insurance Plan are so important. We made it as clear as we could by breaking down the issues we’re facing into “categories” like affordability, access, and network. We broke down these categories further by sharing personal stories about how MultiCare’s benefit plans have negatively impacted us and our families.
Management’s movement on Thursday was a good start, but to win the wages, benefits, and workplace protections we need, we have to turn up the heat!
Mark your calendars:
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.
