Summit Pacific Medical Center - Bargaining Update

Our Union Bargaining team met with management and gave them a powerful message that we all need to feel valued at work. Strong equity language has been proposed for the contract. Management needs to understand that we are important to the success of the organization. Everyone needs to feel physically and emotionally safe at work. We made proposals that allow workers to bring concerns to management without fear of retaliation. We have heard that often one-on-one meetings with management feel unfair, so we are making proposals towards a more collaborative process.

The cost of living has gone up significantly, and Summit needs to keep up with other local hospitals. We have assessed the competition and are getting ready to give economic proposals to management during upcoming bargaining sessions.

Our next bargaining session is Friday, July 12.

For more information, contact a member of our Bargaining Team:

Monica Ortiz, RN ACU

Allison Felder, RN ED

Kim Starkweather, Patient Coordinator

Barb Ford, ED Tech

Judea Prouty, Medical Assistant, McCleary Clinic

Kurt E. Phillips, Lead Building Engineer

Press Release: UFCW Locals issue statement in response to Kroger and Albertsons release of store divestiture list

UFCW 7, UFCW 324, UFCW 400, UFCW 770 and UFCW 3000

UFCW Locals issue statement in response to Kroger and Albertsons release of store divestiture list

July 9, 2024 – Today, a coalition of United Food & Commercial Workers local unions made the following statement after Kroger and Albertsons released to the public a specific list of stores the companies would plan to divest to C&S Wholesale Grocers if their proposed mega-merger of the two companies were approved:

“Today’s announcement changes nothing. The merger is not a done deal, far from it. We remain focused on stopping the proposed mega-merger for the same reasons we have stated since it was first announced over 20 months ago -- because we know it would harm workers, it would harm shoppers, it would harm suppliers and communities, and it is illegal. The merger proposal was rejected in January and February by the Attorneys General from the states of Colorado and Washington and the Federal Trade Commission. We applaud their actions. They have been in possession of this proposed divestiture list, made public today by the companies, for months and that did not change their opposition to the proposed merger. These legal challenges to the proposed merger are moving forward with hearings beginning at the end of July and scheduled to go through September.”

Zenith American Solutions - New Wage Rates and Retro Payments Scheduled August 8 Paycheck

As part of our contract, which we ratified on June 25, Zenith agreed that the new wage rates would be implemented retroactively to April 1, 2024.While we had hoped that Zenith would complete the necessary calculations in time for the July 19 paycheck, Zenith has informed UFCW 3000 that this process will not be completed in time.

Based on Zenith’s communications, we expect that these new wage rates, as well as retro pay and repayment of health insurance premiums, will all appear on your August 2 paycheck.

If you have questions about this process, or what to expect on your August 2 paycheck, please reach out to your Union Representative Jack Crow at (206) 436-6614.

Ferry County Memorial Hospital - Contract Vote Scheduled! 100% "YES" Recommendation!

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

• 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

“Two days of vigorous collaboration with the employer has led us to a contract that we can be proud of. We look forward to continued teamwork with UFCW 3000 and Ferry Co Health!”

—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

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:

• New hire orientations
• Clinic reassignment
• Wage scales and step advancement
• Bereavement
• Continuing Education

For more information on what we expect going forward and to ask questions, join us for an informational meeting via Zoom next Monday, July 8 at 10:00 AM.

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!

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

• 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

Thursday, July 18, 2024

• 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

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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

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:

• Safeguarding the protections afforded by union membership
• Articles on Medical, Family, and Military Leaves of Absence
• And most significantly, wages and health insurance benefits.

When we began our day at the bargaining table, we were curious what the exchange of proposals between parties would look like, especially because management has shown limited interest in many of our key priorities. Considering all of this, we left today’s bargaining session feeling cautiously optimistic that the momentum behind reaching an agreement with the Employer was better than ever! Management also clued us into their feelings about the highly attended informational picket your union held at Tacoma General Hospital, acknowledging its impact as loud and disruptive (just how we like it!). Ultimately, we’re glad to announce that we reached agreements with management on some long-outstanding contract articles and engaged in what we felt was productive dialogue about where the parties are at in this process.

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

Multicare Health System - The Power Of Solidarity

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.”

— 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. 

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REI - Temperatures Are Rising And So Is The Employer’s Tone

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

PRMCE Union Grievance Newsletter June 2024

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.

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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

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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.

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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-contract

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RN 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.

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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.

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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.

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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.

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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.

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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.

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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!

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!”

—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

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¡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.

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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!

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
• 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

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

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¡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

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.

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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

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.

Bornstein Seafoods Bargaining Update Company Closure - Actualización De Negociaciónes Cierre De La Compania

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.

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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.