2024 UFCW 3000 Scholarship Recipients
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Ferry County Memorial Hospital - Contract Vote Scheduled! 100% "YES" Recommendation!
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After two full days of bargaining, we have worked through several issues and had robust conversations around wages, recruitment, and the retention of nurses. The employer heard the requests regarding staffing issues and made significant changes that we look forward to sharing with you all!
Vote will be on July 12 at 6:00 AM – 10:00 AM in the HUB
If you have any question reach out to your bargaining team or Amy Radcliff Union Representative 360-954-8840
Vote will be on July 12 at 6:00 AM – 10:00 AM in the HUB
- Meaningful wage increases
- Removed cap on PRN hours' ability to work
- Added two steps to the top of the scale
- Maintained Daily Overtime
- Maintained 15-minute breaks
- Extensions on Grievance timeline
—Jamie Marin and Beverly Morris
If you have any question reach out to your bargaining team or Amy Radcliff Union Representative 360-954-8840
Seattle Children's Urgent Care MA - Management Gives Wage Response
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We met with Seattle Children’s management again on Tuesday and received management's response to our initial wage proposals. Management’s proposal would not adequately address the disparity between our wages and those of ambulatory MAs at Children’s or other comparable facilities, so we responded with a counterproposal which we anticipate will result in further positive movement by management at our next session on July 9.
While there is much work remaining to ensure we win competitive wages in our next contract, management continued to display a willingness to engage with us on the issues that are important to us, and we made significant progress in other areas, such as:
Bargaining Team: Joelyn Martin, Angelica Acevedo Arreola, Wendy Rivas
Progress has been slow, but management is beginning to understand our concerns and we believe that progress will continue to be made at upcoming sessions.
While there is much work remaining to ensure we win competitive wages in our next contract, management continued to display a willingness to engage with us on the issues that are important to us, and we made significant progress in other areas, such as:
- New hire orientations
- Clinic reassignment
- Wage scales and step advancement
- Bereavement
- Continuing Education
Bargaining Team: Joelyn Martin, Angelica Acevedo Arreola, Wendy Rivas
Progress has been slow, but management is beginning to understand our concerns and we believe that progress will continue to be made at upcoming sessions.
Bargaining Team
Multicare Health System - ULP Strike Authorization Vote Scheduled!
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After months of negotiations, and in the face of unfair labor practices (ULP) committed by MultiCare, the time has come to either secure a fair contract or take more decisive action.
To that end, our Bargaining Team has scheduled a vote after our July 12 bargaining date on whether to ratify or reject the proposed contract and authorize a ULP Strike. The bargaining team hopes MultiCare will cease its unfair labor practices and make an offer the committee can recommend be ratified. If not, then our Bargaining Team will recommend that workers vote to authorize a ULP strike.
Our Union Bargaining Team does not take the decision to call for a ULP Strike authorization vote lightly, but we cannot continue bargaining indefinitely while the employer engages in unfair labor practices. We hope that MultiCare will come to the bargaining table prepared to negotiate in good faith when we meet next.
Wednesday, July 17, 2024
To that end, our Bargaining Team has scheduled a vote after our July 12 bargaining date on whether to ratify or reject the proposed contract and authorize a ULP Strike. The bargaining team hopes MultiCare will cease its unfair labor practices and make an offer the committee can recommend be ratified. If not, then our Bargaining Team will recommend that workers vote to authorize a ULP strike.
Our Union Bargaining Team does not take the decision to call for a ULP Strike authorization vote lightly, but we cannot continue bargaining indefinitely while the employer engages in unfair labor practices. We hope that MultiCare will come to the bargaining table prepared to negotiate in good faith when we meet next.
Wednesday, July 17, 2024
- KING COUNTY
- 6:00 AM - 9:00 AM
- 11:00 AM – 2:00 PM
- 5:00 PM - 8:00 PM
- Best Western Plus Mountain View Auburn Inn
401 8th St SW, Auburn, WA 98001
- PIERCE COUNTY
- 6:00 AM - 9:00 AM
- 11:00 AM – 2:00 PM
- 5:00 PM - 8:00 PM
- Marriott Tacoma Downtown, 3rd Floor Pt. Defiance Room
1538 Commerce St, Tacoma, WA 98402
What is an Unfair Labor Practice Strike?
An Unfair Labor Practice (ULP) strike is called in response to MultiCare’s unfair labor practices, which are illegal actions that undermine the bargaining process. This type of strike aims to compel the employer to cease unlawful activities and engage in fair negotiations.MultiCare Auburn Medical Center Professionals - First Contract Update - June 26, 2024
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THINGS ARE HEATING UP!
Our Union bargaining committee met with the Employer, albeit virtually, for our first round of negotiations since May 22. After our previous bargaining date scheduled for May 29 was canceled by the Employer—we were beginning to feel very frustrated that any momentum we’d built up toward achieving our first ever union contract was going to be weakened. However—we spent the downtime digging into our priorities on things like:
With all of that said, we do want to make it clear that despite our agreements on various provisions of our contract with MultiCare, we are beginning to narrow down to our highest priorities, likely to be the most challenging part of our bargain so far…
For instance, our bargaining team was deeply concerned to hear MultiCare's proposal to introduce employees into our Union Wage Scale at a pay rate that closely mirrors their current one (with no pay decrease), rather than aligning compensation with our years of experience. Our experience as healthcare professionals not only defines our skill but also enables us to deliver the quality of care our patients deserve. Moreover, we strongly believe that this approach could adversely affect retention in our departments, especially when many other employers recognize and reward years of experience.
As we dig into health insurance benefits, wages, years of experience, and more; it is more important now than ever that we are showing our solidarity and strength TOGETHER to win a STRONG first union contract!
Join us at our next round of Contract Action meetings to learn how to stay involved and support your Union Bargaining Team!
July 10 (In-Person & via ZOOM)
8:00 AM – 9:00 AM
Auburn Medical Center – MOB Classroom
3:30 PM – 4:30 PM
Auburn Medical Center – Cascade Training Room
Our Union bargaining committee met with the Employer, albeit virtually, for our first round of negotiations since May 22. After our previous bargaining date scheduled for May 29 was canceled by the Employer—we were beginning to feel very frustrated that any momentum we’d built up toward achieving our first ever union contract was going to be weakened. However—we spent the downtime digging into our priorities on things like:
- Safeguarding the protections afforded by union membership
- Articles on Medical, Family, and Military Leaves of Absence
- And most significantly, wages and health insurance benefits.
With all of that said, we do want to make it clear that despite our agreements on various provisions of our contract with MultiCare, we are beginning to narrow down to our highest priorities, likely to be the most challenging part of our bargain so far…
For instance, our bargaining team was deeply concerned to hear MultiCare's proposal to introduce employees into our Union Wage Scale at a pay rate that closely mirrors their current one (with no pay decrease), rather than aligning compensation with our years of experience. Our experience as healthcare professionals not only defines our skill but also enables us to deliver the quality of care our patients deserve. Moreover, we strongly believe that this approach could adversely affect retention in our departments, especially when many other employers recognize and reward years of experience.
As we dig into health insurance benefits, wages, years of experience, and more; it is more important now than ever that we are showing our solidarity and strength TOGETHER to win a STRONG first union contract!
Join us at our next round of Contract Action meetings to learn how to stay involved and support your Union Bargaining Team!
July 10 (In-Person & via ZOOM)
8:00 AM – 9:00 AM
Auburn Medical Center – MOB Classroom
3:30 PM – 4:30 PM
Auburn Medical Center – Cascade Training Room
UFCW 3000 Member Story: Sumitra Zoller
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Sumitra (Sam)Zoller is a Health Unit Coordinator/Certified Nursing Assistant at Lourdes Medical Center in Pasco Washington. She has been a loyal employee and has been with the organization for over 15 years and helped organize the union in 2020/2021 and then served on the first contract bargaining committee.
Read MoreMulticare Health System - The Power Of Solidarity
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For those of you who joined our Telephone Town Hall on the evening of June 27, you know that after our recent meeting with MultiCare to bargain our nine union contracts, we don’t have much to say other than we are fed up, and our patience is nearly exhausted.
We have spent months putting together proposals that we strongly believe address the workplace issues that matter most to us. We have communicated to MultiCare why competitive market wages and changes to the health insurance plan are so important, yet we feel that the Employer has failed to address the root of these issues.
However, following our informational picket earlier this month, it is evident that our collective power is beginning to shift the dynamic at the bargaining table. MultiCare has come to negotiations more willing to address some of the other issues, including an agreement to expand our bereavement leave, which management had previously shown little interest in. Nevertheless, we must apply additional pressure to secure the improvements we need on wages and benefits.
We are scheduled to continue negotiations with the Employer on July 8 and July 12. In the very near future, your Union Bargaining Committee will be announcing vote meetings to be scheduled after our bargaining date on the 12th.
Stay tuned for updates, and remember that it is our collective power that will win us strong contracts.
“It’s coming down to the wire, and we need your support. Wear your Union buttons & keep your solidarity strong.”
We have spent months putting together proposals that we strongly believe address the workplace issues that matter most to us. We have communicated to MultiCare why competitive market wages and changes to the health insurance plan are so important, yet we feel that the Employer has failed to address the root of these issues.
However, following our informational picket earlier this month, it is evident that our collective power is beginning to shift the dynamic at the bargaining table. MultiCare has come to negotiations more willing to address some of the other issues, including an agreement to expand our bereavement leave, which management had previously shown little interest in. Nevertheless, we must apply additional pressure to secure the improvements we need on wages and benefits.
We are scheduled to continue negotiations with the Employer on July 8 and July 12. In the very near future, your Union Bargaining Committee will be announcing vote meetings to be scheduled after our bargaining date on the 12th.
Stay tuned for updates, and remember that it is our collective power that will win us strong contracts.
“It’s coming down to the wire, and we need your support. Wear your Union buttons & keep your solidarity strong.”
— Karen Towne, Medical Assistant @ Tacoma Family Medicine
Twin City Foods - Meet your union Bargaining team! ¡Conoce a tu equipo de negociación!
/Last month we finalized our union bargaining team and had our first meeting where we audited the current contract, discussed top priorities based on the surveys that our members filled out, and started drafting proposals.
This will be the second union contract at Twin City Foods, and a great opportunity to build on and improve our first contract! It is more important than ever to be united, get involved, and support your bargaining team!
We have sent the company a request for dates to meet, and as we wait for official dates to begin, we will be holding another Contract Action Team meeting. These meetings are a great place to bring workplace issues, plan workplace actions, and get more detailed information.
Join us at the next Contract Action Team meeting!
Wednesday, July 17 at the Pasco Public Library
1320 W Hopkins St, Pasco, WA
11:30 AM - 2:00 PM or 3:30 PM - 6:00 PM
If you have any questions, please call your Union Rep Odalys Gonzalez at (360) 409-0558.
El mes pasado finalizamos nuestro equipo de negociación de la Unión y tuvimos nuestra primera reunión donde auditamos el contrato actual, discutimos las prioridades basadas en los cuestionarios que miembros completaron, y comenzamos a trabajar en las propuestas.
¡Este será el segundo contrato de la Unión en Twin City Foods, y una gran oportunidad para mejorar nuestro primer contrato! ¡Es más importante que nunca estar unidos, involucrarse en este proceso y apoyar a su equipo de negociación!
Le hemos pedido fechas a la compañía, y mientras esperamos las fechas oficiales para comenzar, tendremos otra reunión del Equipo de Acción del Contrato. Estas reuniones son un excelente lugar para hablar sobre problemas en el trabajo, planificar acciones en el trabajo y obtener información más detallada.
La próxima reunión del Equipo de Acción del Contrato!
Miércoles, 17 de julio en la Biblioteca Pública de Pasco 1320 W Hopkins St, Pasco, WA
11:30 am - 2:00 pm o 3:30 pm – 6 pm
Si tiene alguna pregunta, por favor llame a su Representante Odalys González al 360-409-0558.
REI - Temperatures Are Rising And So Is The Employer’s Tone
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Our negotiations with REI’s attorneys on June 24 and 25 reiterated how important our first contract will be. One of REI’s proposals included removing all past practices from our store, including REDI meetings and Let’s Talks. We know how important these meetings have been to our coworkers, and REI’s attorneys are out of touch with what helps our store run well.
Throughout negotiations these past two days, REI’s attorneys’ questioning about proposals became an opportunity to grandstand against the union, raising their voices and badgering our negotiating committee with hypothetical questions. This is not the tone we want to set with our management team in the Bellingham store, but it is the tone REI’s corporate wants to set with their workers.
After refusing to respond to three proposals and asking for our committee to bargain against itself, we reintroduced a few proposals that have been blanket rejected before. Progress was made on the Anti-Discrimination & Harassment article, and we came to a tentative agreement on the Safety Committee article. Bottom line—we will reach a first contract with REI and bring democracy back to the co-op for customers and our coworkers.
We know progress at the bargaining table is tough, so the way that we move REI is through collective action! Join our meeting on July 21 via Zoom to discuss our plan to put REI through a Summer of Stress until they agree to join the table in good faith.
If you have any questions, reach out to your union rep Dominick Ojeda at (360) 409-0595.
Our Bargaining Committee,
Left to Right: Sharon, Alex,
Not Pictured: Sue, Tini, Dan
Throughout negotiations these past two days, REI’s attorneys’ questioning about proposals became an opportunity to grandstand against the union, raising their voices and badgering our negotiating committee with hypothetical questions. This is not the tone we want to set with our management team in the Bellingham store, but it is the tone REI’s corporate wants to set with their workers.
After refusing to respond to three proposals and asking for our committee to bargain against itself, we reintroduced a few proposals that have been blanket rejected before. Progress was made on the Anti-Discrimination & Harassment article, and we came to a tentative agreement on the Safety Committee article. Bottom line—we will reach a first contract with REI and bring democracy back to the co-op for customers and our coworkers.
We know progress at the bargaining table is tough, so the way that we move REI is through collective action! Join our meeting on July 21 via Zoom to discuss our plan to put REI through a Summer of Stress until they agree to join the table in good faith.
If you have any questions, reach out to your union rep Dominick Ojeda at (360) 409-0595.
Our Bargaining Committee,
Left to Right: Sharon, Alex,
Not Pictured: Sue, Tini, Dan
PRMCE Union Grievance Newsletter June 2024
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Through grievances, we can enforce our contracts and assert our rights! If you have experienced issues with your supervisor not following the contract language, please reach out to your RN union rep, Anthony Cantu, at (206) 436-6566, or Pro/Tech union rep Jack Crow at (206) 436-6614.
Additionally, we currently have an active grievance which is on Step 3 for Pros, Techs, and RNs. We are seeking compensation for missed and untimely meal periods. We are also looking into potential litigation over this matter.
An example from L&I guidance:
Jimmy works a 12-hour shift as a nurse in a regional hospital. On his last shift, Jimmy received only one hour-long lunch break at the fifth hour of his shift. Jimmy has not received compliant meal periods for this shift because he did not receive his second, 30-minute meal period and he worked more than five hours after his first meal period ended without starting that second meal period. The second meal period is a missed meal period. Jimmy must be paid 11 working hours for the time he worked and must also receive an additional 30 minutes of pay at his agreed wage rate because of the missed meal period.
Pay for Missed Break: 30 minutes
Pay for Additional Time Worked: None
Labor & Industries Meal Period Guidance
On July 1, L&I will begin to enforce compensatory damages for missed or untimely meal periods. As a result of this new rule, Providence has added more meal period questions to the Kronos time clock. We encourage you to do the optional training on the Kronos changes so you can correctly log your meal periods. If you do not receive appropriate compensation for untimely or missed meal periods, we encourage you to file a complaint with L&I here.Additionally, we currently have an active grievance which is on Step 3 for Pros, Techs, and RNs. We are seeking compensation for missed and untimely meal periods. We are also looking into potential litigation over this matter.
An example from L&I guidance:
Jimmy works a 12-hour shift as a nurse in a regional hospital. On his last shift, Jimmy received only one hour-long lunch break at the fifth hour of his shift. Jimmy has not received compliant meal periods for this shift because he did not receive his second, 30-minute meal period and he worked more than five hours after his first meal period ended without starting that second meal period. The second meal period is a missed meal period. Jimmy must be paid 11 working hours for the time he worked and must also receive an additional 30 minutes of pay at his agreed wage rate because of the missed meal period.
Pay for Missed Break: 30 minutes
Pay for Additional Time Worked: None
Meal Periods/Time Clock Rounding Class Action Lawsuit
Providence has appealed King County Superior Court’s decision on the class action lawsuit (Bennett et al v. Providence Health Systems) regarding missed pay for time clock rounding and missed second meal periods. This lawsuit covers all Providence hourly employees who were employed from September 2018 to May 2023. We will be keeping an eye on the Appellate Court’s decision, which likely won’t occur for several months.RN Contract Signature
We are working through finalizing the contract with PRMCE. We have found typos in the document they submitted to us and have asked them to correct the typos. Although the final contract has not been signed, we have a valid and enforceable agreement. Please refer to the redline in the meantime: ufcw3000.org/find-your-contract/2015/2/12/providence-regional-medical-center-everett-rn-contractRN Anniversary Wage Increases/Years of Service Step Progression
This grievance concerns RNs who did not receive their step increase between February 21, 2024, and March 2024 and did not receive an additional step. PRMCE responded to the grievance stating that they are working on providing retroactive pay to nurses owed step increases and are still getting their system in place to track additional step progressions. We find their answer unacceptable and are waiting to meet with PRMCE for Step 2.RN Low Census Extra Shift Incentive
PRMCE responded to our grievance and stated that the new extra shift incentive language allows them to cancel/low census incentive shift RNs prior to travelers/agency RNs. We strongly disagree with PRMCE and believe that incentive shift RNs should be low censused with premium shift RNs. We are awaiting Step 3 meeting dates.RN Low Census Index
PRMCE has not provided access to the low census index in every unit. The low census index tracks each nurse’s low census hours and helps determine the low census order. We are waiting for PRMCE’s response to our Step 2 meeting.RN FMC Per Diem Scheduling
We have filed a demand to bargain for FMC per diem RNs who have been told they can only pick up 12-hour shifts. We believe this is a change in employment conditions. Additionally, we filed a grievance for FMC RNs who are being excluded from incentive shift pay, even though they have worked two shifts in a pay period. We will be meeting with PRMCE on July 29 to bargain over these changes.Inpatient Rehab Closure
Providence has announced they will be closing inpatient rehab sometime in October 2024 and moving inpatient rehab services to an offsite Lifepoint/Providence facility. We are currently bargaining with PRMCE over the effects of this closure. Our next bargaining date is on July 17.RN Self-Scheduling
Providence announced that some units will be moving from templates to self-scheduling. We have demanded to bargain over the effects of this change and are awaiting a meeting date.RN Biweekly Weekend Rotation
Around June 19, Providence announced RNs will be working weekends biweekly to be “compliant” with the weekend language in Article 8. Under the new contract, we changed the definition of a weekend but did not change weekend scheduling language: “The Medical Center will make a good-faith effort to schedule all regular full-time and part-time nurses for every other weekend off.” We believe Providence is misinterpreting this language. We will be having a discussion with Providence next week to resolve this issue. If our discussion is not productive, we will be taking necessary next steps like a grievance.LabCorp - Contract Ratified!
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Our Union Bargaining Team is excited to share that with more than 60% turnout, our members overwhelmingly voted YES to ratify our new contract yesterday!
This contract includes higher wages for every position, the elimination of ghost steps, 401k improvements, and expanded benefits plans starting in 2025. We’re proud that our unit came together to help raise the bar for laboratory professionals.
The $750 ratification bonus and new wage rates take effect on the second full pay period after ratification (early August). More information about the changes and how to make the most out of the new benefits plan to follow. The new wage scale, benefits plan summary, and the full redline agreement will continue to be available for members to access on our website.
If you have any questions, please contact your Union Rep Christie Harris at (360) 409-0620.
“We know that the fight doesn’t end here. Let’s use our momentum to continue to learn about our rights, enforce our contract, and build our union power!”
Still fired up? Sign up for Steward or Leaders in Action trainings!
Be sure to check out our website for upcoming community events, member meetings, training opportunities, and union benefits programs.
This contract includes higher wages for every position, the elimination of ghost steps, 401k improvements, and expanded benefits plans starting in 2025. We’re proud that our unit came together to help raise the bar for laboratory professionals.
The $750 ratification bonus and new wage rates take effect on the second full pay period after ratification (early August). More information about the changes and how to make the most out of the new benefits plan to follow. The new wage scale, benefits plan summary, and the full redline agreement will continue to be available for members to access on our website.
If you have any questions, please contact your Union Rep Christie Harris at (360) 409-0620.
“We know that the fight doesn’t end here. Let’s use our momentum to continue to learn about our rights, enforce our contract, and build our union power!”
—Debby Gibby, Bargaining Team member & Senior Lab Assistant
Still fired up? Sign up for Steward or Leaders in Action trainings!
Be sure to check out our website for upcoming community events, member meetings, training opportunities, and union benefits programs.
Service Linen Contract Ratified! ¡Contrato De Service Linen Ratificado! Hợp Đồng Service Linen Được Phê Duyệt!
/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:
- Yearly wage increases
- Longevity bonuses that recognize employees for their years of service
- Flexible scheduling (working up to 10 hours at straight time) changed from 3 days to 2 days
- Increased contribution by the employer for health insurance in 2025 & 2026
- Union leave for up to 9 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 alegra anunciar que el acuerdo tentativo recomendado, alcanzado por nuestro comité de negociación de la Unión, 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:
- Aumentos salariales anuales
- Bonos de longevidad que reconocen a los empleados por sus años de servicio
- Horario flexible (trabajando hasta 10 horas a tiempo regular) cambiado de 3 días a 2 días
- Aumento la contribución del empleador para el seguro de salud en 2025 y 2026
- Permiso de ausencia de hasta 9 meses para actividades relacionadas con la Unión
Gracias a todos nuestros miembros que participaron en el proceso de votación.
Para cualquier pregunta o inquietud, comuníquese con su Representante de la Unión, José Veliz al 360-409-0615.
Chúng tôi rất vui mừng thông báo rằng thỏa thuận tạm thời được đề xuất, đạt được bởi ủy ban thương lượng của công đoàn, đã được phê chuẩn bởi đa số thành viên!
Hợp đồng mới, có hiệu lực ngay lập tức và kéo dài trong ba năm, mang lại một số lợi ích chính:
- Tăng lương hàng năm
- Tiền thưởng thâm niên công nhận nhân viên vì những năm phục vụ của họ
- Lịch làm việc linh hoạt (làm việc lên đến 10 giờ trong thời gian cố định) thay đổi từ 3 ngày xuống còn 2 ngày
- Tăng đóng góp của người sử dụng lao động cho bảo hiểm y tế vào năm 2025 và 2026
- Nghỉ phép công đoàn lên đến 9 tháng cho các hoạt động liên quan đến Union
Cảm ơn tất cả các thành viên đã tham gia vào quá trình bỏ phiếu.
Nếu có bất kỳ câu hỏi hoặc thắc mắc nào, vui lòng liên hệ với Đại diện Công đoàn của bạn, Jose Veliz, theo số 360-409-0615.
Superior Linen Contract Ratified! ¡Contrato De Superior Linen Ratificado! Hợp Đồng Superior Linen Được Phê Duyệt!
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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:
For any questions or concerns, please reach out to your Union Representative Jose Veliz at 360-409-0615
¡Nos alegra 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:
Para cualquier pregunta o inquietud, comuníquese con su Representante de la Union, José Veliz al 360-409-0615.
Chúng tôi rất vui mừng thông báo rằng thỏa thuận tạm thời được đề xuất, đạt được bởi ủy ban thương lượng của công đoàn, đã được phê chuẩn bởi đa số thành viên!
Hợp đồng mới, có hiệu lực ngay lập tức và kéo dài trong ba năm, mang lại một số lợi ích chính:
Nếu có bất kỳ câu hỏi hoặc thắc mắc nào, vui lòng liên hệ với Đại diện Công đoàn của bạn, Jose Veliz, theo số 360-409-0615.
The new contract, effective immediately and lasting for three years, brings several key benefits:
- Yearly wage increases
- Additional wage increases that recognize longevity
- New lead pay
- Eligible for the additional floating holiday after 10 years of service instead of 15 years
- Increased the first break time to 15 minutes
- Introduction of new language allowing the union steward to meet with new employees on paid time to provide information about the union
- Increased contribution by the employer for health insurance in 2025 & 2026
- Union leave for up to 9 months for union-related activities
For any questions or concerns, please reach out to your Union Representative Jose Veliz at 360-409-0615
¡Nos alegra 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:
- Aumentos salariales anuales
- Aumentos adicionales de longevidad que reconocen a los empleados por sus años de servicio
- Nuevo pago de líder
- Elegible para el día festivo flotante adicional después de 10 años de servicio en lugar de 15 años
- El primer descanso aumento a 15 minutos
- Los nuevos empleados podrán reunirse con el delegado de la Unión en tiempo pagado para recibir información sobre la Unión
- Aumento la contribución del empleador para el seguro de salud en 2025 y 2026
- Permiso de ausencia de hasta 9 meses para actividades relacionadas con la Unión
Para cualquier pregunta o inquietud, comuníquese con su Representante de la Union, José Veliz al 360-409-0615.
Chúng tôi rất vui mừng thông báo rằng thỏa thuận tạm thời được đề xuất, đạt được bởi ủy ban thương lượng của công đoàn, đã được phê chuẩn bởi đa số thành viên!
Hợp đồng mới, có hiệu lực ngay lập tức và kéo dài trong ba năm, mang lại một số lợi ích chính:
- Tăng lương hàng năm
- Thêm vào đó là việc tăng lương nhằm công nhận thâm niên
- Tiền lương lãnh đạo mới
- Đủ điều kiện để có ngày nghỉ phép linh hoạt bổ sung sau 10 năm phục vụ thay vì sau 15 năm
- Tăng thời gian nghỉ giải lao lần đầu lên 15 phút
- Giới thiệu ngôn ngữ mới cho phép đại diện Union gặp gỡ các nhân viên mới trong thời gian được trả lương để cung cấp thông tin về Union
- Tăng đóng góp của người sử dụng lao động cho bảo hiểm y tế vào năm 2025 và 2026
- Nghỉ phép công đoàn lên đến 9 tháng cho các hoạt động liên quan đến Union
Nếu có bất kỳ câu hỏi hoặc thắc mắc nào, vui lòng liên hệ với Đại diện Công đoàn của bạn, Jose Veliz, theo số 360-409-0615.
Conifer St. Michael Medical Center Bargaining Update
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On June 25, 2024, we held a virtual meeting for the beginnings of our Contract Action Team of Conifer St. Michael Medical Center workers. As a group we discussed: High priority items to address in bargaining with the Employer…
Read MoreBornstein Seafoods Bargaining Update Company Closure - Actualización De Negociaciónes Cierre De La Compania
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On June 6 and 25, we met with Bornstein’s following the early closure of the last production line on May 30. Senior union bargaining committee members Monica Araujo, Oscar Mendoza, and Jose Collado joined us at negotiations with the company’s representatives to address the impact of the closure and layoffs, as well as to discuss potential benefits for employees who have shown dedication to the employer, particularly during the closure of operations.
Unfortunately, we are still very much apart when it comes to severance pay. However, progress has been made concerning vacation payouts and health and welfare benefits for affected employees. The company has informed us that they will provide a response to our last proposal by the end of the week.
Furthermore, there is a disagreement between the Union and the employer regarding the circumstances of the facility’s early closure. Currently, the union is actively exploring all legal options in this matter.
We know that you have a lot of questions around your 401k benefits and vacation banks. We have reached out to Principal Financial, the 401k administrator, and are planning to have a meeting so that they are able to provide you all with any options available to you.
If you have any questions regarding your 401k benefit, vacation pay, need assistance with job search, or anything else, please feel free to contact us. You can reach out to union representative Ryan Conejo Sauno at (360) 202-9263 or Director of Packing/Processing Kristina Storm at (360) 630-0983.
El 6 y 25 de junio, nos reunimos con Bornstein Seafoods después del cierre inesperado de la última línea de producción el 30 de mayo. Los miembros de la union que fueron parte del comité de negociación, Mónica Araujo, Oscar Mendoza, y Jose Collado nos acompañaron en las negociaciones con los representantes de la compania para hablar sobre el impacto del cierre y los despidos, y para discutir posibles beneficios para los empleados que han mostrado dedicación al empleador, especialmente durante el cierre de operaciones.
Desafortunadamente, todavía estamos muy distantes en el pago por despido. Sin embargo, si se llego un poco mas a un acuerdo sobre los pagos de vacaciones y los beneficios del Seguro medico para los empleados afectados. La empresa nos ha informado que nos dara una respuesta a nuestra propuesta para el final de esta semana.
Además, hay un desacuerdo entre la Union y el empleador con respecto a las circunstancias del cierre del 30 de mayo que habian notificado que seria el 19 de junio. Actualmente, la Union está explorando activamente todas las opciones legales en este asunto.
Sabemos que tienen muchas preguntas sobre sus beneficios de 401k y sobre las vacaciones. Nos hemos comunicado con Principal Financial, el administrador de 401k, y estamos planeando una reunión para que puedan darles todas las opciones disponibles.
Si tienen alguna pregunta sobre su beneficio de 401k, pago de vacaciones, necesitan ayuda con la búsqueda de empleo, o cualquier otra cosa, no duden en llamarnos. Pueden comunicarse con el representante Ryan Conejo Sauno al 360-202-9263 o con la Directora de Empaque/Procesamiento Kristina Storm al 360-630-0983.
Unfortunately, we are still very much apart when it comes to severance pay. However, progress has been made concerning vacation payouts and health and welfare benefits for affected employees. The company has informed us that they will provide a response to our last proposal by the end of the week.
Furthermore, there is a disagreement between the Union and the employer regarding the circumstances of the facility’s early closure. Currently, the union is actively exploring all legal options in this matter.
We know that you have a lot of questions around your 401k benefits and vacation banks. We have reached out to Principal Financial, the 401k administrator, and are planning to have a meeting so that they are able to provide you all with any options available to you.
If you have any questions regarding your 401k benefit, vacation pay, need assistance with job search, or anything else, please feel free to contact us. You can reach out to union representative Ryan Conejo Sauno at (360) 202-9263 or Director of Packing/Processing Kristina Storm at (360) 630-0983.
El 6 y 25 de junio, nos reunimos con Bornstein Seafoods después del cierre inesperado de la última línea de producción el 30 de mayo. Los miembros de la union que fueron parte del comité de negociación, Mónica Araujo, Oscar Mendoza, y Jose Collado nos acompañaron en las negociaciones con los representantes de la compania para hablar sobre el impacto del cierre y los despidos, y para discutir posibles beneficios para los empleados que han mostrado dedicación al empleador, especialmente durante el cierre de operaciones.
Desafortunadamente, todavía estamos muy distantes en el pago por despido. Sin embargo, si se llego un poco mas a un acuerdo sobre los pagos de vacaciones y los beneficios del Seguro medico para los empleados afectados. La empresa nos ha informado que nos dara una respuesta a nuestra propuesta para el final de esta semana.
Además, hay un desacuerdo entre la Union y el empleador con respecto a las circunstancias del cierre del 30 de mayo que habian notificado que seria el 19 de junio. Actualmente, la Union está explorando activamente todas las opciones legales en este asunto.
Sabemos que tienen muchas preguntas sobre sus beneficios de 401k y sobre las vacaciones. Nos hemos comunicado con Principal Financial, el administrador de 401k, y estamos planeando una reunión para que puedan darles todas las opciones disponibles.
Si tienen alguna pregunta sobre su beneficio de 401k, pago de vacaciones, necesitan ayuda con la búsqueda de empleo, o cualquier otra cosa, no duden en llamarnos. Pueden comunicarse con el representante Ryan Conejo Sauno al 360-202-9263 o con la Directora de Empaque/Procesamiento Kristina Storm al 360-630-0983.
Zenith American Solutions Contract Ratified!
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“It’s been a long road, but we are so grateful to everyone who has supported the bargaining process and all of our coworkers who turned out to vote for these unprecedented wage increases.” -Our union bargaining team: Mitch Longoria, Lori Bomengen, and Terra Powell
Our Union Bargaining Team is happy to say our online contract vote on June 24and June 25resulted in an overwhelming majority of those voting casting a “Yes” vote!
Read MoreMultiCare Bargaining Update: Pivotal Day of Bargaining
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Our Union Bargaining Team is preparing for a crucial day of negotiations with MultiCare tomorrow.
As mentioned in last week’s update, our team submitted proposals to the employer during our last session that aimed to create momentum towards a fair agreement. We believe it was a significant step towards resolving our differences, intended as an olive branch to facilitate constructive dialogue.
Read MoreUFCW 3000 Member Story: Michele Reed
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No matter who you are, sometimes life can be pretty rough. And sometimes the problems we’re faced with just can’t be solved while our regular day-to-day lives continue. The boss’s attitude is often, “Not my problem. You need to work your regularly scheduled shift!” Which is why union contracts generally have provisions for leaves in these situations, and why the labor movement has always pushed for laws to protect workers from unjust terminations and discipline when they need to take time off work for emergency situations.
Read MoreHood Famous Bakeshop Contract Ratified!
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On June 21, we ratified our second contract ever at Hood Famous! This contract includes wage increases, introduces vacation days, provides guaranteed hours to full and part time employees, and moves from a tip model to a service charge model. We are setting the model for the service industry in Seattle.
Read MoreLabCorp Tentative Agreement Reached! Contract Vote Reminder
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Our LabCorp Union Bargaining Team is excited to announce that we have finally reached a tentative agreement with the company. While this was not a quick or easy process, we’re proud of the hard work our members put in to pushing LabCorp towards a fair contract. We saw more members than ever before engaging their coworkers, demanding better, and taking action together, and it shows in our agreement.
Our Bargaining Team fully recommends a YES vote!
This tentative agreement has some big wins and big changes, including:
Wage increases for all classifications (averaging 11% in the first year and 15% over the life of the contract, with a guarantee that no one will receive less than 5% upon ratification)
Elimination of ghost steps (no more skipped anniversary raises)
Shortened the total number of years it takes to reach the top of the scale
Increased 2nd and 3rd shift differentials
$750.00 ratification bonus
Healthcare & Benefits expansion beginning January 1, 2025
Eliminated eligibility waiting period for new hires
More plan options and more medical carrier options
HRA, HSA, and FSA options
Telehealth (MDLIVE) coverage
Premium reductions via Annual Wellness Screenings
New voluntary benefits and support services, incl. wellness programs, accident & critical illness insurance, adoption assistance, recovery support, fitness reimbursement, reproductive health and parenting services, and more
Employee stock purchase plan
401k improvements, incl. 5% company matching, all contributions 100% vested, and immediate eligibility
Tuition reimbursement
No takeaways to union PTO, sick leave, or bereavement
No additional costs for benefits until the end of 2024
Monthly allowance for members who work from home
Parking for couriers at James Tower
Improved language for company communications regarding errors on paychecks, applying for short-term disability, medical premium repayment options, and changes in work schedules
Improved language regarding union membership, new hire orientation, and union stewards
“It was a tough fight, but we won some of the highest wage increases in LabCorp union history. Our Bargaining Team members recommend voting YES!” —Kyle Chrisman, PST Specialist
Online CONTRACT VOTE: Tuesday, June 25 @ 5:00am — Wednesday June 26 @ 5:00pm
Members will need to have their personal email address on file with the union in order to receive the online vote email with their unique log-in information to vote on the agreement. Please update your contact information ASAP at ufcw3000.org/update-your-information >>
If you have questions or don’t receive the online vote email, you can contact your union Rep. Christie Harris at 360-409-0620.
Vote documents (including the Highlights summary, benefits plan summary, and full redline changes) will be available for you to review online and at the drop-in contract Q&A meetings prior to the vote.
DROP-IN CONTRACT Q&A MEETINGS: Saturday, June 22
ONLINE only: 9:00am—10:00am & IN-PERSON+ONLINE 1:00pm—3:00pm @ 23040 Pacific Hwy S, Des Moines. Zoom Meeting ID: 712 328 6135. Reach out to your Union Rep or a member of your Bargaining Team if you have questions about the agreement and can’t make it on Saturday.
