Our team will be returning to the bargaining table on Thursday, November 12, ready to reach a deal or give our notice to strike. For healthcare facilities, strike notices must be given to the hospital and the federal mediation service at least 10 days prior to the beginning of a strike. At our next session our Union President, Faye Guenther and Secretary Treasurer, Sean Embly will join to help support us as we continue to prepare for a ULP Strike. We are committed to our fight for a fair contract with no takeaways. A contract that reflects the hard work we do every day. And we are committed to standing up for our worker rights and against management that we believe is violating labor law by unlawfully questioning workers about if they are going to participate in a strike or other protected action
Our worker-led Bargaining Team is excited to announce that we have reached a tentative agreement with Football NW on our first Collective Bargaining Agreement (CBA) and are recommending a YES vote.
In 2021, our union fought for two workers —Donna Rasmussen of PCC-View Ridge and Laurae McIntyre of PCC-Fremont—to win seats on the PCC Board of Trustees. These workers brought a unique perspective to the board, tapping their lived experiences with coworkers, customers, and the community to help steer the future of the co-op.
To maintain a strong worker voice on PCC’s Board, we need to act now.
Attention EvergreenHealth Kirkland Laboratory Technical Coordinator, Point of Care Specialist and Neurodiagnostic Technician and Technologist Members!
UFCW 3000 is announcing a accretion ratification vote for EvergreenHealth Kirkland Lab and EEG members.
When we made the Employer’s last proposal public, Labcorp’s supposal had not been given to the Union. We received it last Friday, and it was never formally presented at the bargaining table.
On Tuesday, October 27, our union Bargaining Team representing the newly-organized clinic workers in the MultiCare Mary Bridge Therapies group met with management for our first official session of negotiations towards our first union contract!
On Wednesday, October 21, and Thursday, October 22, our union Bargaining Team met with Management for our seventh and eighth contract negotiation sessions this cycle.
As with our back-to-back sessions in July and September, we left these two days disappointed by Management’s overall pace at the bargaining table;
With ULPs on the horizon and a strike authorization in hand, we bargained late into the night two days this week. While some progress was made, the hospital is still short of meeting our priorities and continues to push their takeaways. We will not let that happen! Stay prepared and join us for all the upcoming Strike preparation meetings via ZOOM to learn more about the next steps in your fight for a best contract.
Our collective actions over the last two weeks have paid off in this bargaining session, and we are encouraged by the results! Management arrived prepared to engage and met with our team early in the day, replying to several outstanding proposals. Throughout the course of the day, we reached sixteen tentative agreements. One of these was a major breakthrough in our economic proposals – agreeing to the definitions of full time and part time employees. Thank you to our Contract Action Team members who pulled a lot of information to support the need for these definitions.
The union met with LabCorp on Wednesday, October 28, and once again received unacceptable, disrespectful proposals. LabCorp offers minimal, below-market wage increases, resists giving reasonable notice of outsourcing, and wants to strip away our rights and gain total power to change your health insurance whenever it chooses. The company blames upcoming Medicare reimbursement cuts for refusing to move closer to our proposals, but we are skeptical: LabCorp is thriving financially, its stock price is rising, and CEO Adam Schechter received $18,399,913 in compensation last year.
Grocery executives are working to grab every penny from their workers and members of our communities. Every contract negotiation is an opportunity to fight for what we deserve and work to steer the grocery industry back on track, to focus on what matters: delivering quality customer service and great products to feed our neighbors.
In our last contract negotiations, our union won the largest wage increases that we’ve seen, secured a transition to the stable our union health plan through the UFCW Spokane healthcare Trust, and ensured funding to keep our pension plan dependable for retirement. Our NE Oregon contracts recently expired, and our union is prioritizing a new contract that builds upon our previous wins.
After four long days of bargaining with the Employer and countless hours of preparation, our Bargaining Team reached a Tentative Agreement (TA) that we are excited to bring back to our members!
While our initial bargaining sessions were largely positive and relatively low stakes, we now have reached the meat and potato economic proposals that our unit cares about most. This is often the most challenging stage of bargaining – especially when bargaining a first contract. An example from today: in response to our extensively researched wage proposal, the company stated "we don't want to change how we do things" without further discussion.
As 2,500 UFCW 3000 members at MultiCare continue preparations for contract bargaining to begin early next year, there are several upcoming opportunities to gather, discuss and contribute. First off, a big thanks to all who completed the bargaining surveys during August and September. That information will be crucial in our assessing priorities before bargaining.
After holding nomination votes for the Labor Management Advisory Committee (LMAC) from September 21–25, 2026, and then holding nominee votes for Ballard, Central District, and Issaquah on October 21, 2026, we are happy to announce your committee members!
This agreement comes after more than six months of bargaining, an informational picket, federal mediation, a strike pledge campaign, and a strike authorization vote that showed CommonSpirit members were ready to fight for a better contract
After more than a month since our last session, our Union Bargaining Team; Alyssa and Oliver were able to reconvene with the employer on October 19 to receive their economic counter proposal.
Join us via Zoom on Tuesday, October 20, at 6:30 PM to learn more about the tentative agreement reached between our Union Bargaining Team and CommonSpirit.
“At a time when workers are struggling to keep up with sky-high prices for groceries, housing, health care, and other basic necessities, we cannot afford to give a tax cut to the wealthiest people in our state,” said Sam Dancy, UFCW 3000 Executive Board Vice President and Grocery Bargaining Team Member
Our Union Bargaining Team is excited to announce that after several months we have reached a tentative agreement on a new contract for Nurses!
Read MoreOn November 26, after just seven productive negotiation sessions, our bargaining team at Virtual Health is thrilled to announce that we have reached a fully recommended Tentative Agreement on our 2024 successor contract!
Read MoreUnless significant progress is made in our next session, we will be recommending a “NO” vote on the contract, and a separate “YES” vote to authorize a strike should our Bargaining Team feel they need to call for one in the future. We will be able to answer questions about the vote in our pre-vote meeting that will be held on December 12.
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On Tuesday at 6, we will be updating our Puget Sound grocery store members and discussing plans for the upcoming 2025 collective bargaining process to win improvements in our next contract. When your phone rings answer and you will join the call. Our partners in negotiations Teamsters 38, which represents grocery store workers in Snohomish County, will also be on the call with us. We will take your questions live.
With over 25,000 members to call it does take a few minutes to dial everyone, but if for some reason you have not received your call by 6:05, you can still join us by dialing: 888-652-2664 and entering meeting ID: 8278.
The practice of “rounding” timecards at the seven-to-eight-minute mark is being eliminated, and we will instead be transitioning to “actual” timekeeping: where employees are paid to-the-minute. While we anticipate that this change will improve the overall accuracy of our timecards (& potentially increase the amount of compensable time-worked we are paid for overall), there are a few anticipated impacts this change may have, and therefore negotiated the below protections through our Union:
Read MoreThe outcome of these negotiations is a historic first union contract that we believe sets a new standard for healthcare workers, and we feel that we have secured some of the strongest workplace protections, wages, and benefits we’ve ever seen in a new contract.
Read MoreOne of the big wins we got was Workforce Development, which is the meat apprenticeship program that is accredited with the state. Another big win was our Strong Safety Language for the first time ever in our contract. This allows the workplace safety committees to recommend trainings for each workplace and topics for the master safety committee.
Read More“Labor cannot stand still. It must not retreat. It must go on, or go under. The most important word in the language of the working class is solidarity.” — Jose Munzo Lazo, Certified Medical Assistant
Read MoreManagement continues to propose changes to our “work on holidays” language in Article 11 of our contract. As written, this would mean that members would receive only the time and a half for that work —BUT NOT HOLIDAY PAY.
Read MoreKris Wood works at Mason General Hospital in the lab and has been a union member since 2012. Over the years Kris has held various positions of leadership and advocacy for her coworkers and community.
Read MoreWith these priorities in mind, our team went to work—fighting to secure a strong, competitive contract for the Service, Office, and Technical workers at MultiCare Capital Medical Center. We believe the result is a contract that will stand the test of time and keep us competitive for years to come.
Read MoreOn the morning of November 20, our Women's Center Clinics bargaining team met to finalize proposals to kick-off negotiations with MultiCare. Now that we have won our union election, we are eager to enter the existing Clinics Collective Bargaining Agreement with UFCW Local 3000!
In order to prepare, we spent time reviewing wages, PTO, and a number of the articles in the existing contract to make sure that we are coming to our first day of negotiations with MultiCare stronger than ever. The terms of our bargain will mainly focus on how we are compensated on the union pay scales, and how the existing provisions of the union contract will impact our wages, hours, and working conditions.
After our review of the existing contract- and making sure our specific proposals matched the work we do at the Women's Center clinics- we provided availability to management through January 2025. We look forward to hearing back & getting to the bargaining table to fully realize our position as union members!
Once dates are set, we will continue to keep our coworkers in the loop throughout the process with bargaining updates after each session with the Employer.
"We're looking forward to moving forward! We feel stronger than ever before after seeing how high our unit's support for unionizing was. I think we're just feeling energized by the position we're in!"
—Liam Hughes, Medical Assistant @ Women's Center Sunrise; Carol Krings, Medical Receptionist @ Women's Center Puyallup
We have reached an agreement with PRMCE regarding past experience recognition for Endoscopy Techs. All current employees will receive credit for their prior experience as Certified Medical Assistants effective the first full pay period following ratification of the Letter of Understanding and following the resume submission.
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Our Union Bargaining Team met with Northwest Administrators Management for three joint sessions November 18-20. We have come to Tentative Agreements on almost all outstanding non-economic issues.
After our eighth pass at an economic package proposal Management has only been able to move from 1.25% increases on wages to 1.5% in each year. This is far less than the 3% each year we received in the last collective bargaining agreement!
We will have one more bargaining session on December 9th but have messaged to the Employer that we will be holding a vote on the offer that we receive by the end of that day.
If we cannot recommend the offer on the table by the end of that day, we will be recommending a NO vote. We do, however, hope Management will bring us an offer we can recommend.
December 19 we will hold an online contract vote with details to be announced shortly.
When we ratified our contact on November 6, 2024 we won the right to an Experience Audit from the Employer, This agreement is an opportunity for caregivers to have their prior work experience reviewed.
Read MoreFor over a year the opposition grew. Press conferences, a US Senate hearing, meetings with state and federal regulators, hundreds of TV, newspaper and radio stories, actions by workers at their stores, and much more. Many months of investigation led to a series of lawsuits being filed in early 2024.
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El día 14 de noviembre se llevó a cabo la votación para la aprobación de la oferta final del contrato colectivo laboral que la empresa Washington Beef le ofreció a los trabajadores(as) miembros de la UFCW 3000. El contrato fue ratificado por la mayoría de los votantes.
Para la UFCW 3000 y sus miembros, esta fecha marca el inicio de una lucha que deberá mantenerse los próximos 3 años para lograr mejores condiciones laborales.
En cuanto a los beneficios económicos, se logró un aumento de salario para los trabajadores, y apoyos para compra de equipo para empleados con más de un año de antigüedad en la empresa.
Todas estas prestaciones y muchas otras, beneficiarán a los trabajadores de Washington Beef y la Unión UFCW 3000 trabajará para continuar con los entrenamientos voluntarios para los delegados de la Unión y así fortalecer el movimiento.
Invitamos a todos los trabajadores a unirse a los grupos de Whatsapp y estar pendientes para los siguientes pasos.
El día 14 de noviembre se llevó a cabo la votación para la aprobación de la oferta final del contrato colectivo laboral que la empresa Washington Beef le ofreció a los trabajadores(as) miembros de la UFCW 3000. El contrato fue ratificado por la mayoría de los votantes.
Para la UFCW 3000 y sus miembros, esta fecha marca el inicio de una lucha que deberá mantenerse los próximos 3 años para lograr mejores condiciones laborales.
En cuanto a los beneficios económicos, se logró un aumento de salario para los trabajadores, y apoyos para compra de equipo para empleados con más de un año de antigüedad en la empresa.
Todas estas prestaciones y muchas otras, beneficiarán a los trabajadores de Washington Beef y la Unión UFCW 3000 trabajará para continuar con los entrenamientos voluntarios para los delegados de la Unión y así fortalecer el movimiento.
Invitamos a todos los trabajadores a unirse a los grupos de Whatsapp y estar pendientes para los siguientes pasos.
Our Bargaining Team is excited to announce that after several months of bargaining, we have reached a tentative agreement on a new contract for Technical and Service Workers!
The tentative agreement includes:
Wage increases
Ratification Bonus
Increased Premiums
Increased PTO Accrual
Medical Assistant Training Pay
Workforce Development Trainer Pay
Education Leave
New provision regarding Workplace Equity
Summit Pacific Medical Center
11:00 AM-2:00 PM and 5:30 PM-7:30 PM
Rainier Conference Room
600 East Main Street
Elma, WA 98541
McCleary Healthcare Clinic
8:30 AM-9:30 AM
Conference Room
105 W Simpson Avenue
McCleary, WA 98557
The Bargaining Team recommends a “YES” vote!
UFCW 3000 members in good standing are encouraged to attend a meeting, ask questions, and vote on the contract. For additional information, contact Union Representative Kimberly Starkweather at (206) 436-6515 or talk to the Bargaining Team: Barb Ford, Judea Prouty, Kurt Phillips.
Hector Pradis is a shop steward at the Redondo Safeway, and knows how important it for union members to advocate for each other.
Read MoreWe proposed our economic proposal to Jefferson Healthcare management at our fourth bargaining session on November 4. Here’s a summary of the key points:
Read MoreWe 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.
Correcting the Record: Decades after Organizing Her Own Unit, Leslie Ball Is Still Fighting for Her Coworkers
Leslie Ball, a certified surgical technologist at St. Joseph Medical Center in Tacoma and a longtime UFCW 3000 Union Steward, has spent decades standing up for herself and her coworkers.
Her fight for better working conditions began in the late 1990s, when she received a 30-cent wage increase, which ended up only being a five-cent raise after her employer reduced her shift differential by a quarter. With years of experience and a deep understanding of the value surgical techs bring to the table, she knew a nickel wasn’t going to cut it. So she and a coworker, Gail Miller, started organizing their colleagues at St. Joe's despite warnings that previous organizing efforts had failed.
Within a year, they helped Radiology, Respiratory Therapy, Pharmacy, Physical Therapy, and other departments form the hospital’s first Technical Unit, which ratified its first contract in 1999.
Jenny C., a transporter at Providence Sacred Heart Medical Center in Spokane, knows what it looks like when management hopes a problem will just go away.
Jenny has watched the facility's transport elevators malfunction for more than a year, filing report after report after each incident she witnessed. Supervisors did not appear to take these complaints seriously.
