Recovery Cafe Bargaining Update Health care Changes

On Monday, October 19 our Union met with Recovery Cafe to hear their proposal and plan to navigate increased health care rates. To maintain Recovery Cafe’s current provided health care plan, there will be a 22.25% increase in the overall coverage rates. To address that rate increase, the Employer proposed union members would absorb the cost of this increase in new premiums. Most members who are on the platinum employee only plan would pay a $181.56/mo new premium. 

In addition to increased plan costs, under the Employer’s health care renewal proposal:  

Platinum Plan  

• Out of pocket maximum will increase from $4000 to $4500 per person. 

• Office visit will increase - $20 / $30 to $20 / $45 

Gold Plan 

• Out of pocket maximum will increase from $8550 to $9000 per person.  

• Office visit will increase - $30 / $50 to $30 / $60. 
  

The Union is awaiting further clarified if other provisions of Recovery Cafe’s insurance plan would be impacted.  

In response to the Employer’s proposal, our Union proposed the Sound Health and Wellness Trust; the same plan that thousands of union grocery and health care workers are a part of. The Union’s proposal would stabilize the Employer’s cost, improve health care benefit coverage, and have premiums that average $44/mo for most members.  

To discuss potential health care changes and how we fight against significant premium costs, we will meet over Zoom tomorrow, Wednesday, October 21 at 7pm. Please reach out to your representative Allison Hanley with any questions: (206) 436-6586.   

Union Meeting: October 21 at 7pm on Zoom >>

Meeting ID: 840 7414 2027 
Passcode: 558441 

QFC Attendance Policy: Know Your Rights

We recently heard QFC mention its newly proposed attendance policy, and we have asked to see the full policy and have demanded to bargain over the proposed changes. We've also raised concerns with the company that their proposed policy could conflict with the just-cause protections in our contract. 

Where We Stand 

If a manager asks you to sign the attendance policy, starts giving you points for an absence or for any sort of protected leave, or gives you any other directives based on this policy, then comply and immediately contact your Union Representative so that we can assist you. 

We believe attendance points alone should not automatically justify discipline. Just-cause requires consideration of the circumstances surrounding an attendance occurrence, including relevant mitigating factors. The employer cannot use a new attendance policy to replace or weaken the contractual protections we have negotiated. But we need more time to understand the policy fully, so, in the meantime, you shouldn't disobey direct orders from your manager. 

What We Demand

QFC’s complete proposed attendance policy includes a good-attendance credit, rules for qualifying for that credit, and guidance explaining how protected leave, mitigating circumstances, disciplinary thresholds, and disputes over attendance points will be handled.

As we review this policy, we’re demanding that QFC pause implementation, stop asking workers to sign the proposed policy for acknowledgment, and stop communicating the proposed changes as final until we have an opportunity to bargain over this change in working conditions.

We will challenge any use of attendance points or discipline that violates our contracts or applicable labor law.

Next Steps

We formally demanded to bargain over the proposed policy and its effects, and now we’re waiting for the employer’s responses.

In the meantime, if you have questions or receive attendance points or discipline that you believe violates our contract, then contact your Union Representative.

In solidarity, 
UFCW 3000 

Providence Sacred Heart Medical Center Service/Maintenance - Vote To Approve 401K Changes Proposed By Providence

After the last negotiations, the parties agreed to revise the 401k structure. The Employer made it clear that they won't continue the discretionary contribution, the one that isn't legally required. In exchange, they agreed to increase the match from 50% to 100% of 4% or 5%, depending on the worker's seniority.

The vote will take place on Monday, October 26.

Vote Scheduled on 401k MOU Changes

Monday, October 26
10am to 2:30pm
Mother Gamlin Center, Emilie and Elizabeth Room
20 W 9th Ave
Spokane, WA 99204

If you have questions, please get in touch with your Union Rep, Lenaya Wilhelm, at 509-340-7369 or 866-210-3000 Ext. 7369.

St. Joseph Medical Center Tech Don't Lose that Momentum

Our Bargaining Team is heading back to the table more ready than ever now that a strike has been authorized.  Join the upcoming Contract Action Meetings for next steps on winning a fair contract and addressing the suspected unfair labor practices the hospital is committing. Keep wearing that UFCW swag and encourage your coworkers to attend all future meeting as you prepare to take the highest levels of action! Links are below....

Strike FAQ Training: Tuesday, 10/20 @ 5:30pm on Zoom >>

and 

Strike Captain Training: Tuesday, 10/27 @ 5:30pm on Zoom >>

Our Union Bargaining Team: Michelle Gilmore, Respiratory Therapist; Monica Dewitt, Pharmacy Tech; Sissy Allison, Surgical Technologist; Chad Michels, Cardiovascular Technologist; Leslie Ball, Surgical Technologist, Vanessa Giles, Surgical Technologist
 
For any questions, reach out to your Bargaining Team or your UFCW Union Rep, Charlie King, at 206-436-6518

Optum Care, Inc Everett Oncology Clinic Bargaining Update

Our Union Bargaining Team began our tenth negotiating session on October 8 still riding the momentum from Wednesday’s well-attended and highly energetic informational picket.
 
In our first meeting of the morning with Optum, we provided management with two documents to give both teams a clear picture of where negotiations stand. The first was what we believe to be the most up-to-date list of tentative agreements (items the parties have agreed to so far), and the second outlined the proposals which remain open for continued negotiation; some of which have been in the Employer’s court for responses since our first bargaining session together…
 
During that same joint session, management presented several counterproposals addressing full- and part-time designations, regular shift length, and other related FTE/scheduling parameters. Optum also presented us with an extensive proposal related to observed holidays- like how holiday work, pay, and time off is handled. Upon further review of this section, however, we noted that sections of our contract covering observed holidays and holiday pay had already been agreed to back in May. Furthermore, their proposal included language concerning salaried employees, even though there aren’t any salaried employees within our bargaining unit. Confused, we later raised these concerns to the Employer’s attention for further review and clarity.
 
As has happened at nearly every bargaining session since we brought Optum our initial wage proposal in February, we were told once again that because of another new step in the review and approval process (apparently still above the authority of the management team at the table) we would not be receiving a wage proposal today.
 
Our position on these persistent delays is clear: we are fed up. However, the strength and solidarity we demonstrated yesterday also made it clear that we are also more ready than ever to take action to win a fair contract!
 
To discuss ongoing negotiations with our bargaining team and strategize ways to build collective power, we strongly encourage all Optum Everett oncology clinic workers to attend our upcoming Unfair Labor Practice (ULP) training, details below:

Unfair Labor Practice (ULP) Training: Thursday, October 22 from 7pm – 8pm online via Zoom >>
 
STRIKE PLEDGE: If you haven’t yet added your name to the Strike Pledge you can do so here >>

“The momentum is as strong as ever; and we’re just feeling stronger than ever!” -Ashley Seidelman
 
Our Union Bargaining Team: Janis Laffin, RN; Molly Hugo, RN; Ashley Seidelman, Patient Care Coordinator

Recovery Cafe and UFCW 3000 Health Care Increase Discussion

In September, Recovery Cafe notified our Union that their health care costs have increased beyond 8% (as defined in 18.5 of our collective bargaining agreement) and that the Employer would like to reopen that article of the contract for negotiations. Because of our Union contract, we have the right to discuss any changes to the health care costs the Employer proposes.

This upcoming Monday, October 19, the Employer will meet with our Union to discuss potential cost sharing changes to the health care plan or alternative solutions. If you’re interested in participating in the health care committee, please reach out to your Union Rep Allison Hanley at (360) 409-0242 before the end of the day, Thursday, 10/15.

FEEST - Contract Vote Scheduled

Last week we were excited to announce that we reached a Tentative Agreement with FEEST! Your Bargaining Team unanimously recommends a YES vote to ratify this historic agreement. Here are just some of the historic wins we want to highlight:

• Wage Scale – A clearly defined wage scale that delivers 14-16% wage increases for members depending on classification over the life of the contract.

• Just Cause – We fought and won strong Just Cause protections for all our members. No one should be disciplined without cause and we enshrined that into our strong Union contract.

• Labor Management Committee – We fought and won for protected committee meetings where you can discuss workplace issues and concerns with management—free from retaliation.

• Discrimination and Harassment – Strong protections that create an interactive process to prevent and remedy any discrimination or harassment. With required training if anyone engages in the usage of negative stereotypes or microaggressions.

• Immigration – Required notification of ICE presence around the office if management becomes aware of any ICE activity.

• Reasonable Accommodations – An interactive process that requires management to consider how to accommodate members when they seek accommodations.

• Paid Time Off – Increase Paid Time Off for all members, with increasing time for each member as their seniority increases.

• The protected right to work from home – and for the LMC to advise management on what days it thinks should be worked in person.

Details of the Vote

The vote will be Wednesday, October 21, 2026, from 9am to 5pm. You will be voting electronically. After the vote we will announce if the contract has been ratified. As a reminder, your Bargaining Team unanimously recommends a YES vote.

Please reach out to a Bargaining Team member if you have questions or reach out to your Union Rep—David Trujillo, (206) 436-6606.

Bargaining Team: Erandy Flores, Noah Collier, Devan Rogers; Rep: David Trujillo; Negotiator: Robert Goldsmith.