Multicare Health System - Our Patience Is Running Thin

Your Union Negotiating Committee met with MultiCare again on Thursday, April 18, starting the day with all outstanding proposals awaiting response from the Employer.

Despite our team being onsite and ready to negotiate by 9:30 AM, we were kept waiting until the afternoon to receive a proposal from management. During this delay, our committee utilized the downtime to strategize our next steps, yet we found it both inefficient and disrespectful to be left without a proposal to review for much of the day.

MultiCare’s counter proposal fell short of expectations, totaling fourteen pages with only minor changes from their previous offer. Furthermore, their proposal didn’t include a response to our wage proposal as MultiCare said they won’t have a response until next month at the earliest. 

Our committee expressed our frustration with MultiCare directly, warning management that our patience is not infinite. We are here to bargain in good faith, working together to find creative solutions to serious workplace issues, not to just pass papers back and forth. 

UFCW Local 3000 members at Providence Sacred Heart Medical Center in Spokane are on an unfair labor practice strike this week, the second against the health system in less than 6-months. Providence has repeatedly made the mistake of testing the patience of workers by failing to come to the table to bargain in good faith and it would be unwise for MultiCare to make a similar mistake. 

Our Negotiating Committee is scheduled to meet with MultiCare again on May 1, with additional bargaining dates scheduled through the end of June.

“We’re ready to work together, but it takes two sides willing to engage. MultiCare needs to step up and show they’re serious about reaching an agreement.” 

— Cheyenne Hannaman, Medical Laboratory Scientist @ Tacoma General Hospital

Join us, along with your friends, family, and MultiCare coworkers for a Union Family Day! RSVP NOW!

IBEW Local 76 Hall
3049 S 36th St
Tacoma, WA 98409
Saturday, May 4
11 AM — 2 PM

Contract Action Team Meetings:
Monday, May 6
9AM — RSVP Online
12PM — Tacoma General in Bunker Conference Room

5PM — RSVP Online

Mfused: L&I Investigation Results

Since the introduction of the new mylar zippered bag packaging at Mfused, members in production have been vocal about the pain and injuries caused to their wrists and hands from constantly opening and pinching these bags closed. Management had attempted to address the situation by ordering bags that supposedly come opened or outsourcing the task to other workers, but they still were not able to find a harmless solution. This led to multiple injuries and claims with Labor & Industries (L&I.) Meanwhile, L&I’s Department of Safety & Health (DOSH) had opened an investigation into a complaint made about the safety of this work. 

After some months and in-depth review from Occupational Hygienists, an Ergonomist, and (unlike most cases,) the head of DOSH, it has been determined that it is unsafe to open bags by hand and pinch bags closed by hand, even for part of a shift. The company has been given multiple serious citations, with one penalty, of which the amount has not been disclosed. Mfused must post a notice of their citations in the workplace for 7 days after it is received in the mail. L&I will not be checking on this, so if it is not seen or comes down early, please notify your shop steward or union rep.  

Employees, whether union members or not, should not be opening product bags by hand at all for any reason. If a batch of bags comes in sealed or partially sealed, please notify your manager and do not open them by hand. It is up to the employer to provide a safe way to get the job done, L&I has recommended finding a tool that can open and seal the bags without harmful repetitive motions. Do not open or seal bags until the company has provided a tool or machine that will help you do it harmlessly. Please notify your union rep when a tool or machine for opening/sealing bags is made available, or if you or another employee are asked to open or seal bags by hand. 

This is a win for members who have been saying that this work has been harmful to them all along, with injuries to show for it. Their voices have now been validated by safety regulators who have the authority to make management listen. 

If you have questions, reach out to your Union Rep.

Update on Ongoing Efforts to Stop Mega Merger as We Build Collective Strength to Protect and Improve Grocery Store Workers' Jobs

Good News on Stopping the Proposed Mega-Merger

As you may have heard, on February 26, after a massive 16-month effort by our collective of UFCW Local unions and others, we accomplished an important goal of getting the Federal Trade Commission (FTC) to officially file a lawsuit to stop the proposed mega-merger of Kroger and Albertsons. Nine states’ Attorneys General joined that FTC legal challenge. The Attorneys General of the states of Washington and Colorado also filed separate lawsuits on January 15 and February 14, respectively.

This is very good news in our campaign to protect workers, shoppers, and the community from the negative impacts that would result if this proposed merger were allowed. But the effort to stop the merger still has a way to go.


What's Next in This Legal Process?

The legal process will likely continue for some time until one of two things happens:

  1. The Federal Judge in Portland, OR, has set a date for August 26, 2024, for the trial to begin on the FTC case. The WA and CO trials can move ahead separately, but they could be coordinated with others as well. Those trials could continue until an outcome is determined.

Or:

  1. The Merger Agreement of Kroger and Albertsons has an “outside date” of mid-October 2024 (two years after when it was announced) after which the companies can simply abandon the deal without paying any financial penalty to the other party, so it is also possible that Kroger and Albertsons will simply withdraw their proposed merger.

What’s Next for Our Grocery Store Companies?

It’s time for Kroger and Albertsons to invest in grocery store workers, our customers, and our communities instead of wasting years and billions of dollars on a failed merger proposal. These companies have been doing very well and have made billions of dollars in profit in recent years. They should be making more investments in better-staffed stores, in higher retention of workers with better pay, benefits, and training, and in lower food prices for shoppers. These investments will result in Kroger and Albertsons becoming stronger companies.


UFCW Local Members Taking Action Together for Stronger Contracts

In addition to fighting the proposed mega-merger that would cause harm to thousands of grocery store workers and millions of customers, our collective group of local UFCWs is also taking action to affirmatively improve our contracts, organize more unionized grocery stores, and more.


FAQ - Does Albertsons Need to Sell? No!

After the merger is stopped, some have said that Albertsons will just be sold to some other company. That’s just not true. Before the merger proposal, a super-majority of Albertsons’ stock was owned by six massive private equity investors who wanted to sell their shares to a single buyer. But during the past 24 months, those large investors have sold the majority of their shares in Albertsons, and we expect they will continue to sell their remaining shares on the NY Stock Exchange after the merger is blocked.

The alternative—trying to sell Albertsons in whole or in part to a different buyer—would be very unlikely. Court documents show that in the summer of 2022, there were no other bidders aside from Kroger, so a new buyer would likely offer a significantly lower value for the company. Based on Albertsons’ current stock price (which is still significantly below the Kroger buyout price), the company’s total enterprise value is approximately $20 billion, or nearly $9 million per store. To put that in perspective, the current divestiture plan to C&S Wholesale proposes to pay about half of that amount. So, selling to C&S or to anyone else at that price would destroy significant value for Albertsons shareholders. And again, the company is doing well financially, and there is no need to sell. Recent quarterly reports show Albertsons is doing even better than Kroger.

Providence Meal Waiver and Shift Length Changes

UFCW 3000 has filed an unfair labor practice charge against all Providence hospitals for implementing shift length changes and not bargaining to an impasse with us over the meal waiver. Additionally, we have filed grievances since Providence changed work schedules without the caregivers' consent and have not been paying members for missed or late second meal periods.

Given Providence's decision to proceed with extending shift lengths, we advise 10-hour and 12-hour shift workers to carefully consider their options. You may choose to accept an extended shift with two meal periods or opt to waive the second meal period and retain your current shift length. If you opt to waive the second meal period, you retain the right to revoke this decision at any time through your core leader. However, we strongly advise against waiving the timing of your meal period, as you are entitled to 30 minutes of pay for late meal periods.

*"Question 1) I am voluntarily requesting to waive my second unpaid meal period if I am entitled to one." *

Recommendation: ACCEPT means your shift length will remain the same or DECLINE means your shift will be extended, and you will receive two meal periods as a 10-hour and 12-hour shift worker.

*"Question 2) I am voluntarily requesting to take my unpaid meal periods at a time that may not be within a two-to-five-hour block of work." *

Recommendation: DECLINE means if your meal period is not within the two-to-five-hour block, then you should receive 30 minutes of pay. You can file a complaint with L&I if you are not paid accordingly.

>> Track your late meal periods here!

>> If you feel that you have been coerced into signing the meal waiver by Providence, we strongly encourage you to file a complaint with L&I.

Providence St. Peter Hospital RN - Grievance Update

Providence St. Peter Hospital RN - Grievance Update

Being a union member at PSPH means that we have a stronger voice and the right to collectively bargain with our employer.

Through the bargaining process, our members have fought to improve our workplaces by bargaining for strong benefits, better pay, and robust safety procedures. We also have the right to make our voices heard and build power by organizing around workplace issues, organizing non-union workers into our union, and participating together in community and political actions, such as advocating for safer staffing through legislation and in our contract. Over the past several months, PSPH has allegedly violated our contract in a number of ways. Below is a summary of the grievances we have filed against these violations. If you have any additional questions or have been affected by one of these violations, contact the MRC at (866) 210-3000.


PSPH RN et al. Work on Day Off Premiums

Filed November 9, 2023 Step 1 Meeting: March 21, 2024

In 2022, our union bargaining team negotiated improvements to the Incentive Shift Letter of Understanding (LOU) and moved that LOU into the body of the PSPH RN Contract as Article 9.16. Those improvements included immediate access to time and a half pay or double time, dependent on RN’s FTE, for picking up an extra shift. This change was implemented to further incentivize picking up extra shifts and protecting RNs from loss of all premium pay in the event the RN missed a shift due to illness.

This was a huge win.

Recently, members noticed that the new Work On Day Off language is being challenged both directly and through timekeeping errors. We have discovered that time and a half pay and double-time pay (OT/DT) are subject to additional approval by Kronos timekeepers and that this has led to multiple errors resulting in RNs getting paid less than the contractual rate. This includes the appropriate rate of pay based on FTE worked being erroneously denied due to illness and additional premiums such as Charge, Preceptor, Certification Pay, and Overtime or Double Time rates not being included as an RN’s regular rate of pay as established in the contract.

A group grievance has been filed on behalf of all PSPH RNs to ensure that Providence follows the contract and compensates RNs for any and all lost wages and premiums. We are currently working to set grievance meeting dates.


PSPH RN et al Work on Day Off Shift Requests

Filed December 21, 2023 Step 1: TBD

When our union bargaining team negotiated changes to the Incentive Shift LOU in 2022, one of the most important changes was the removal of the bidding process. On the 21st day of the scheduling period, FTE RNs are able to select open shifts according to the language in the CBA. The goal was for us to remove the chaos of the “bidding” process that accompanied the original Incentive Shift LOU. We believe the new language changed that.

Nurses noticed that we were not being notified timely if approved for the extra shifts as selected. Instead, the Employer has reverted to the previous practice, and we believe they are “screening” shift selections for the “cheapest” RN requesting the shift. If this is true, it would be a violation of our union contract and in direct contradiction of the conversations the PSPH RN bargaining team had with management during contract negotiations in 2022.

We have filed a grievance demanding that PSPH honor the language they agreed to in bargaining and immediately ensure that requesting or selecting extra shifts will be based on a first-come, first-serve basis as intended. Meeting dates have been requested, and we will report back with news and updates.


PSPH RN et al Team Leader Pay

Filed November 2, 2023. Step 1 TBD

RNs in several units noticed they were being offered “Team Leader Pay” premiums for assuming partial Charge RN or precepting duties. This premium is not in the CBA and has not been negotiated with the Union.

Our Union filed a grievance not only to stop this practice and to ensure the Employer follows its own policies regarding appointed assignments. The Employer ceased the practice once the grievance was filed, but we have requested to meet in order to address concerns that Charge duties are being assigned piecemeal to multiple RNs to avoid paying Charge Premium. We are also exploring filing an Unfair Labor Practice charge for creating a new premium without first negotiating with us.

If you believe your unit is also being affected, please contact your union representative Madison Derksema or MRC directly with concerns. We are committed to holding the Employer accountable and ensuring RNs are paid the correct premium pay!


PSPH RN West SADU Mandatory OT

Filed January 23, 2024 Step 1/Bargaining Date TBD

RNs working in Surgery West have been notified they will be “scheduled late” on a rotational basis in violation of the Washington State RCW regarding Mandatory Overtime.

Our Union filed a grievance on behalf of impacted RNs and have issued a demand to bargain over scheduling changes and implementing call in accordance with the CBA.

We have requested bargaining dates from the employer and will work to keep you all updated as we work through this process.


As all of the grievances above progress updates will be sent including information on the grievance meetings, next steps, and any potential resolution. In the meantime, please contact your union representative Madison Derksema or MRC directly with issues or concerns.

Providence St. Peter Case Manager RNs MOU Ratified!

On Friday, February 23, a supermajority of Case Manager RNs voted to ratify our Memorandum of Understanding. This historic win, after nearly a year of bargaining, places us into the larger body of the Union bargaining unit with 1,100 other RNs at Providence St. Peter. It also assures us of the protections of all the provisions of the Union contract.

We want to thank our co-workers for standing in solidarity with us through what was a much lengthier process than we anticipated. If there are any questions, please reach out to Union Steward Mary Briles or call Union Representative Madison Derksema at (206) 436-6603.

Our Union Bargaining Team (left to right): Mary Briles, Case Manager; Melissa Macchiarella, Case Manager; [not pictured]: Alison Studeman, Case Manager

FTC Rejects Kroger - Albertsons Proposed Megamerger!

Press Release: UFCW Locals 5, 7, 324, 400, 770, 1564, 3000

For immediate release: February 26, 2024
Contact: Tom Geiger, UFCW 3000, 206-604-3421

UFCW Local Unions Applaud the FTC Decision to Reject Kroger and Albertsons Proposed Megamerger

UFCW local unions representing more than 100,000 grocery store employees working at Albertsons and Kroger-owned stores in over a dozen states and the District of Columbia applaud the FTC Decision to reject this proposed megamerger.

UFCW local unions have loudly and soundly opposed the proposed mega-merger of Kroger and Albertsons since day one because the megamerger would have resulted in lost jobs, closed stores, food deserts, and higher prices with reduced food choices – all of this would have been destructive for workers, consumers, and entire communities. Importantly, the FTC decision recognizes the threat that the merger would have caused goes beyond consumers and calls out that it would also have damaged essential grocery store workers’ wages, benefits and working conditions.

The FTC deliberations over the past 16 months, and the evidence that was gathered directed their well-founded decision. This is a step in the right direction for building a better food system in this country. Now we need to do all we can to help defend this decision and to turn the discussion towards building a better system that is more accountable to workers, shoppers, and the community.

The coalition of UFCW locals 5, 7, 324, 400, 770, 1564 and 3000 have been instrumental in the opposition to the proposed merger from the very beginning. Hundreds of actions, news stories, meetings with grocery store members, community, regulators and others and additional events have been part of that effort. Below is a varied sampling of some highlighted examples of this work.


Linked here are a more full list of media coverage, and a long list of opposition coalition members:

October 2022

10/13 – Kroger and Albertsons, without any warning, make announcement of proposed merger.

10/13 – Group of local UFCW unions, taking advantage of close relationships forged through supportive and collaborative efforts with each other’s collective bargaining with national grocers, quickly convene and issue joint statement immediately raising concerns about the proposal. Within hours the initial news coverage that had simply contained Kroger’s statement becomes a broader story including very strong opposition and concerns.

10/22  – Joint press release by local UFCWs flags the proposed massive payout of $4 Billion by Albertsons to wealthy shareholders as part of the proposed merger. News coverage includes KIRO 7 TV story.

10/26 -  Joint press release applauding lawsuits filed by Attorneys General in multiple jurisdictions to halt Albertsons special $4 billion payout to wealthy shareholders as part of the proposed merger which Albertsons initially announced would take place in early November.  The Washington State AG case succeeds in halting this rushed payment. While it ends up being allowed to proceed, it is not until early 2023 and only after under-oath testimony from company executives disclosing critical inside information that had been unknown to the public and exposed some of the key motivations behind the proposed merger.

November 2022

11/29 Held in-person Press Conference in Washington DC with Presidents and members from the six local UFCWs of the newly formed coalition from across 12 states and the District of Columbia  (Southern CA - UFCW 324 and 770, Northern CA – UFCW 5; Washington – UFCW 3000; CO & Wyoming – UFCW 7; DC and surrounding states – UFCW 400) and Teamsters local 38 representing over 100,000 Kroger and Albertsons. The press conference was held immediately prior to a planned US Senate Subcommittee hearing on the proposed merger and helped tell the story of the negative impacts of such a merger in local and national TV, print, and radio coverage.

December 2022

12/3 – Article goes into details about concerns. “EVERYONE SHOULD BE VERY SKEPTICAL OF THE SUPPOSED BENEFITS OF THE KROGER-ALBERTSONS MERGER - Kroger can’t help but promote its own interests over customers.”

January 2023

1/23 – Ongoing opposition by states and UFCW locals discussed in Supermarket News article.. 

February 2023

2/1 – More Perfect Union posts video discussing harms and concerns of proposed merger.

2/15 - Colorado Attorney General begins series of statewide listening sessions to hear from workers, community and others about their reactions to the proposed merger. UFCW Local 7 members attend these meetings and provide critical concerns about the proposal.

March 2023

3/24 – Launch of national coalition “NoGroceryMerger.com” and website as a one-stop for the anti-merger efforts with over 100 organizations. This also becomes a place to chronicle much of the media coverage around the country about the opposition and provides a degree of a check and balance to the Kroger and Albertson’s PR machinery. https://www.nogrocerymerger.com/news

April 2023

4/4-4/13 – Grocery store workers take actions in front of stores across the nation to connect with customers and share concerns about the proposed merger and how it would harm workers and customers with closed stores, lay-offs, higher prices, and in some locations food deserts. 

May 2023

After months of deliberation and ultimately a unanimous vote at the UFCW International Convention opposing the merger, UFCW International Union announces opposition to the proposed Kroger Albertsons merger. National press coverage is widespread including a Wall Street Journal headline: “Biggest Grocery Union Opposes $20 Billion Kroger-Albertsons Deal - UFCW International is concerned about potential divestitures and stores’ future viability.”

June 2023

6/29 – A week of actions held by UFCW grocery store workers across the nation include many in California that generated local press coverage like KTLA 5 TV story: Southern California grocery workers rally against Albertsons-Kroger merger (youtube.com) 

July 2023

7/26 – Coalition of UFCW locals issue statement condemning announced pay-outs of over $146 million to top executives if merger were approvedCoverage includes Cincinnati Enquirer article.

August 2023

8/23 – State Treasurers raise concerns about proposed merger. News stories include Bloomberg Law article: “Kroger Grocery Deal Will Harm Workers State Treasurers Tell FTC

September 2023

9/20 – National press conference held by coalition of local UFCWs to expose concerns about the recently announced divestiture to C&S Wholesale. Generates significant local and national press coverage and begins the public discussion of major concerns about C&S as an inadequate proposed remedy to the proposed mergers anti-trust challenges. Results in many stories including Supermarket News story titled “UFCW cites ‘echoes of Haggen’ in proposed C&S deal

9/27 – UFCW local 7 hold Town Hall with members to update on opposition to proposed merger and take questions. Thousands attend.

October 2023

10/30 – Progressive Grocer published op-ed titled: Opinion: Kroger-Albertsons Proposed Mega-Merger Is a Threat to Workers and Shoppers Alike

November 2023

11/1 - FTC Chair Khan hold listening session in Denver and hears widespread concerns from workers, consumers, suppliers and others. Significant press coverage of event includes stories like the Colorado Public Radio story: “Grocery workers ask FTC chair to stop Kroger Albertsons merger during Denver visit” UFCW members from California, Washington and Colorado attend this important event to share their stories.

11/11 – Marshall Steinbaum, an economic from University of Utah, issues report that was supported by coalition of local UFCWs 5, 7, 324, 400, 770 and 3000, titled: Evaluating the Competitive Effect of the Proposed Kroger-Albertsons Merger in Labor Markets

11/14 – American Economic Liberties Project, hold national briefing and press event with UFCW grocery store members and representatives from five additional organizations including: Ranch Foods, Independent Grocers Association, Open Markets Institute, Farm Action and Alaska Public Interest Research Group

December 2023

12/11 – Teamsters International issues strong statement in opposition to merger divestiture proposal: TEAMSTERS CALL ON FTC TO REJECT KROGER-ALBERTSONS PROPOSED ASSET SALES TO C&S

January 2024

1/15 – UFCW local coalition Issues statement applauding Washington State Attorney General Lawsuit – with our quote in local and national press coverage of the lawsuit. Coverage includes national AP story: “Washington State Sues to Block Proposed Merger of Kroger and Albertsons Grocery Chains

1/23 - Held two webinars (1/23 AM and PM) to update members on details of the proposed merger and collective efforts to fight the proposal with over 500 members in attendance.

1/25 - Held multiple meetings with Kroger as well as C&S Wholesale. We found out no new information in the meetings that dissuaded us from our position of opposition, in fact we found out additional concerning information as well continued to ask for information that was still not provided.

1/26 - Held national online press conference (1/26) to continue to clarify our position of opposition so media and members of the public understood our reasons and the various threats to workers, consumers and communities by both the proposed merger and the proposed divestiture plan – with over 50 reporters in attendance. Generated local and national press coverage educating the public, workers and others. Example: https://www.cbsnews.com/colorado/news/grocery-worker-union-gives-update-proposed-kroger-albertsons-merger-timeline/

February 2024

2/1 - UFCW 3000 and Teamsters 38 hold live Telephone Town Hall to update and educate members, and answer questions of members with thousands of members in attendance.

2/14 – Colorado Attorney General files lawsuits against the merger. Local and national coverage. One example: CBS News Colorado: https://www.cbsnews.com/colorado/news/colorado-attorney-general-files-lawsuit-block-merger-between-kroger-albertsons/

2/22 – The Washington State Legislature passed SB 6007 – a new law to provide protections for grocery store workers from the harm that can result when chains merge and the consequences include layoffs and store closures. 

PRMCE Post-Ratification Meeting

Join us on Thursday, February 29, at 7:30 PM for a Zoom meeting. We'll dive into the nuances of the new contract language and touch on topics such as the meal waiver, participation in the Hospital Staffing Committee (HSC), strategies for further improving workplace conditions at PRMCE, and discuss voter turnout.

While our contract was ratified, we must ensure that our new contract is enforced and we hold PRMCE accountable!

Thursday, February 29 at 7:30 PM

Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out.

MultiCare Northwest Community Labs Update

MultiCare has announced that Laboratories Northwest will move outside of its current facilities and transition to a new business entity called Northwest Community Labs.

There are many questions regarding who will be impacted, where the new facility is located, what jobs are available, and what will happen to those who do not want to work for the new business entity.

UFCW 3000 and our representatives will be holding virtual drop-in meetings to help answer those questions on Thursday, February 15, 2024.


Thursday, February 15

11:30 AM – 12:30 PM
>> Link to Zoom Meeting
Meeting ID: 884 3240 2216
Passcode: 463463

7:30 PM – 8:30 PM
>> Link to Zoom Meeting
Meeting ID: 840 6069 6405
Passcode: 501945

Know your Rights! Providence Meal Waiver

UFCW 3000 is working with Providence to address the Meal Waiver situation. We consider the language in the meal waiver to be a direct negotiation with employees since Providence is asking you to waive rights outlined in our contracts. We want to ensure that you receive appropriate compensation for missed or late meal periods and that your contract is not negatively impacted.

For shifts of 11 hours or more: If your shift length is 11 hours or more, you are entitled to two 30-minute meal periods. If you are currently only receiving one 30-minute meal period and have not waived your second meal period, you may be entitled to compensation. Additionally, the employer may extend your shift based on the language in the CBA and past practices in order to accommodate your second meal period.

It is your right to waive the second meal period, but you may miss out on overtime pay for missing your second meal period if you choose to waive it. While we recommend not waiving your second meal period, the decision to do so is ultimately yours.

We will be holding a Zoom meeting on Monday, February 5, from 6 - 7 pm for all Providence members to ask questions about the meal waiver. Join the meeting at that time by clicking here:

In the meantime, if you have any questions, please reach out to your union rep:

  • Anthony Cantu (Providence Everett RNs): 206-436-6566

  • Jack Crow (Providence Everett Pros and Techs): 206-436-6614

  • Madison Derksema (Providence St. Peter, Providence Radiant Care, and Providence Centralia): 206-436-6603

  • Lenaya Wilhelm (Providence Holy Family and Sacred Heart): 509-340-7369

  • Juanita Quezada (Providence Sacred Heart Techs and Providence St. Mary): 509-340-7407

  • Amy Radcliff (Providence Mt. Carmel and St. Joseph): 509-340-7370


Health Care Rest Breaks & Meal Periods: Know Your Rights and Your Contract

Shift Length Rest Breaks Meal Period
4-5 hour shift 10 min* x1 0
8-hour shift 10 min* x2 30 min x1
10-hour shift 10 min* x2 30 min x1
12-hour shift 10 min* x3 30 min x2
16-hour shift 10 min* x4 30 min x2

*10 minutes is the WA State minimum. If your contract bargaining agreement (CBA) states 15 minutes, you should receive 15-minute rest breaks

  • You must receive a paid rest break for every four (4) hours worked.

  • You cannot waive your right to a rest break.

Meal Period: Your right to a meal period

A meal period cannot be substituted for breaks: Any employee who works more than four (4) hours gets their breaks as outlined above, and any scheduled meal period.

You are entitled to a 30-minute uninterrupted meal period when working more than five hours. The first meal period must be between the second and fifth hour worked. If you work 11 hours or more during the day, you must receive a second meal period no later than five (5) hours after the end of your first meal period.

Interrupted Mealtime: If you are required to stay on duty during a meal break you are still entitled to 30 total minutes of mealtime, excluding interruptions, plus 30 minutes of pay. Time spent performing the work task is not considered part of the meal period. The entire meal period must be paid no matter the number of interruptions. For example, if you received a 30-minute meal break but had to answer your work phone throughout then you should be paid 30 minutes for your meal period and receive a total of 30 minutes (non-consecutive) mealtime. 

Late Mealtime: If you are not given time to have a 30-minute mealtime, you must be paid for your time worked plus 30 minutes. Paying employees 30 minutes for the meal period does not absolve the employer’s responsibility to give you a late 30-minute unpaid mealtime when practicable.

The above is a general guideline to meal periods and rest breaks. For more in-depth information please contact your union representative OR download the Health Care Guide to Meal and Rest Breaks >>

Relevant Laws:

EvergreenHealth - CONTRACT RATIFIED!

The Union contract for EvergreenHealth has been ratified by both Union Members and the Board of Commissioners.

Highlights of the agreement include:

  • 6.75% Wage Increase, 2024
  • 5.75% Wage Increase, 2025
  • 3%-10% additional Market Adjustments for many positions
  • New Position: Advanced Procedures Mammography Tech
  • $625-$1250 Ratification Bonus, effective the payroll period beginning February 4, 2024
  • Shift Differential: Evening $2.75 per hour, Night $4.50 per hour
  • Standby Pay: $4.25 per hour, $6.00 per hour for all hours after 50 hours of standby per pay period
  • Paid Education Leave: New language allows for up to $600 to be carried over.

For additional information, contact our Union Representative Jack Crow at (206) 436-6614.

Update on Our Efforts to Protect Workers and Customers from the Proposed Kroger-Albertsons Merger/C&S Divestiture

We wanted to provide you with an update on our efforts to oppose the proposed merger between The Kroger Company (parent company of Fred Meyer and QFC) and Albertsons Companies, Inc. (parent company of Safeway, Albertsons and Haggen stores) and their proposed divestiture of stores to C&S Wholesale Grocers.

  1. On Monday, January 15, Washington State Attorney General Bob Ferguson filed a lawsuit in King County, Washington court to block the proposed merger. Our UFCW 3000 endorsement of this legal action and a quote from UFCW 3000 grocery store member Yasmin Ashur who works at the Port Orchard Albertsons was part of the news coverage in the Seattle Times news article linked above and other news stories nationwide.

  2. The Federal Trade Commission (FTC) is continuing its review of the proposed merger, and we continue to work closely with them. Many analysts feel it is more than likely that the FTC will challenge the merger. Our local union, in coalition with other local unions from across the United States, has provided extensive information about the proposed merger to the FTC. We remain hopeful that the FTC will also challenge the proposed merger. Both the courts and the FTC have the power to potentially block the merger from being completed.

  3. Recently, Kroger and Albertsons have announced a delay to the merger timeline, until potentially as late as August. No doubt this delay is in response to both news of the lawsuit and the pressure campaign mounted by a broad swath of consumer groups, unions, farmers, ranchers, and others committed to preventing the harmful effects of this merger.

JOIN US!

All our grocery store members are invited to join us for a webinar on Tuesday, January 23. Please go to the link below to register for your preferred webinar:

MORNING MEETING:

Tuesday 1/23/24

8 AM

EVENING MEETING:

Tuesday 1/23/24

5 PM


Additional information:

  • This is far from a done deal: Kroger and Albertsons cannot sell stores to C&S Wholesale Grocers unless and until a merger were approved by regulators, and now, because of the Washington State lawsuit, the courts.

  • Contrary to comments made by these companies, this proposed merger is not at all necessary. Nor does their announced divestiture plan remedy our concerns. Both Kroger and Albertsons are doing well financially and making strong profits.

  • The proposed merger is really about greed. These two companies have already profited so much from the labor of grocery store workers all while often under-staffing stores and over-charging customers. Instead of investing in improved working conditions and reduced prices, they have prioritized high CEO pay, large dividends, including an Albertsons $4 Billion give away in early 2023, and massive stock buy backs.


Keeping up the Effort to Protect Workers and Customers

Our efforts over the past year and a half, from actions at the store level, to meeting with regulators, to helping to educate the public and generate hundreds of TV, radio and newspaper stories across the nation, have and continue to have an impact. We can’t let up now. The proposed Kroger-Albertsons merger would no doubt be disastrous for consumers in the form of higher prices, for workers in the form of lost jobs, lower wages, and crippling losses to pension and health benefit plans, for farmers and ranchers who will lose a major buyer of their products,  and for thousands of Americans who would find themselves living in food and drug-store deserts without adequate access to everyday necessities. If you haven’t done so already, please tell the FTC and you can also write to Washington’s Attorney General to thank him for his recent lawsuit and let him know why you oppose the proposed merger.

Providence Meal Waiver Update

On December 15, Providence rolled out a meal waiver for employees. We sent an information request to all Providence hospitals regarding this meal waiver. We currently recommend that you do not sign the voluntary meal waiver until we better understand the implications of this waiver.

Please refer to the WA meal period law for healthcare workers: Rest Breaks, Meal Periods, and Schedules.

If you have any questions, please reach out to your union rep:

  • Anthony Cantu (Providence Everett RNs)
  • Jack Crow (Providence Pros and Techs and Providence Credena)
  • Brandan Zielinski (Providence St. Peter, Providence Centralia, and Providence Radiant Care)
  • Lenaya Wilhelm (Providence Holy Family and Sacred Heart)
  • Juanita Quezada (Providence Sacred Heart and Providence St. Mary)
  • Amy Radcliff (Providence Mt. Carmel and Providence St. Josephs)
 

Update on Proposed Kroger/Albertsons merger

To all of our members and #StopTheMerger coalition partners and allies:

We wanted to share a brief update with you on where things stand with the proposed Kroger/Albertsons merger and our collective efforts to stop this harmful deal.
 
First off, we want to clarify where things stand right now. Despiterecent news reports to the contrary,the Federal Trade Commission (FTC) does not need to make a decision this week.
 
The bottom line is this: based on the information we have now, we expect the FTC to make a decision on the proposed merger early in the new year. This is consistent both with our understanding of the process and with public statements made by FTC chair Lina Khan.
 
Once the FTC has completed its investigation of the merger deal, there are three possible outcomes:

  1. The FTC can seek to stop the transaction by filing a preliminary injunction in federal court and the case will go to administrative trial. We believe our campaign has in part made this the most likely outcome and the trial will take many months to conclude.
    or

  2. The FTC can enter into a negotiated consent agreement with the companies and allow the deal to go forward under certain conditions, e.g.divestitures. This is how past mergers of this kind have been treated under previous administrations, but we believe it is unlikely in this case under the Biden administration.
    or

  3. The FTC closes its investigation and allows the deal to move forward unchallenged. We believe this is the least likely scenario.

Secondly, we’d like to draw your attention to some recent activities and developments:

  • A new report was issued by economist MarshallSteinbaum from the University of Utah demonstrating how the deal could dampen labor power and thus lead to devastating outcomes for workers. You can download the report and view our press release highlighting it, which was picked up in a few media stories.

  • This week, our union siblings at the Teamsters International union have come out against the companies’ plans to divest hundreds of stores to C&S. You can read their press release here.

  • Last month, our friends at American Economic Liberties Project hosted a great virtual event on the “disaster in the making” that is this merger, featuring workers, independent grocers, farmers, and consumers that the proposed merger would directly impact. Check out the video on YouTube.

  • Today, UFCW members in Southern California will meet with California Attorney General Rob Bonta and shared their stories about previous mergers in the grocery industry and their concerns with the proposed merger between Kroger and Albertsons.

Lastly, we’d like tothank all of you for being a part of this effort to protect workers and our communities from the devastating impacts of this proposed mega-merger.As always, please do not hesitate to reach out to us if you have any questions or suggestions.
 
In solidarity,
#StopTheMergerCoalition
www.nogrocerymerger.com

Learn about safe staffing committees and the new staffing law at our December training

We’re not done speaking out to hold hospitals accountable!

Our coalition’s WA Safe + Healthy team received great feedback from members who attended our first safe staffing training Oct. 19, where we covered an overview of staffing committees, charters, and a timeline of implementation for our safe staffing legislation.

We are looking forward to the next training in December! We’ll demystify what the staffing committee does and how it does its work. With our new staffing law starting to roll out, it’s our job to hold hospitals accountable and get the most out of this new law. Together in our coalition, members of SEIU Healthcare 1199NW, UFCW 3000 and WSNA are ready to do the work.

Joint Union Training:
Staffing Committees 101


DECEMBER 14
6-8PM

Join fellow union members from UFCW 3000, SEIU Healthcare 1199NW, and WSNA all across the state for this virtual training on Staffing Committees under our new Health Care Staffing Law (SB 5236).

By the end of this training, you will be able to discuss the purpose and development of a team charter, understand the key elements of the hospital staffing committee law, and articulate timelines and dates relevant to the hospital staffing committee. This training is open to all members and we hope to see you there!

Speaking out about unsafe staffing

We have been talking to legislators, and members have been fighting hard to raise the alarm about ongoing staffing issues at our facilities. Right now the spotlight’s on:

  • Providence Everett (UFCW 3000) – November 14-19, nurses went on an unfair labor practice strike at the hospital after voting to authorize a strike by 97%, with staffing the top concern at the bargaining table.

  • MultiCare Yakima Memorial Hospital (SEIU Healthcare 1199NW) – A month after holding a vigil, healthcare workers at MultiCare Yakima Memorial held an informational picket Nov. 15. They are fighting for wages that meet market standards to attract and retain experienced staff.

  • Virginia Mason Hospital (WSNA) – On Oct. 10, hundreds of nurses picketed outside Virginia Mason, calling for a fair contract that will improve staffing and reduce workplace violence.

Members are speaking out in the news! Here’s some of our latest coverage:

“Nurses can no longer stand by and take these unsafe assignments, come to work and be physically, mentally, emotionally abused,” said Kristen Crowder, labor & delivery RN at Providence Everett.

“Honestly, staffing is a revolving door,” said RN Trish Bowman. “I have a difficult time even knowing my own staff on my floor, people are leaving all the time.” 

“I am so sick of having short staffing at work,” [Brad] Rathke said to the crowd Tuesday. 

Macy’s Unfair Labor Practice ULP Strike Update

We will begin our 3-day ULP strike on Friday 11/24 at 3am.We intend to give Macy’s notice of our unconditional return to work beginning at 3am on Monday 11/27. The strike will be focused on all the union Macy's Mall stores, Southcenter Mall, Alderwood Mall and Bellis Fair Mall in Bellingham. We will not be striking the Furniture Galleries. If you are a Furniture Gallery worker, go to work as usual and before or after your shift or on your day off come support your fellow Macy's worker on the strike line at one of the mall locations.

For Mall workers, come to the strike line during the times you would have normally been working. If Friday, Saturday or Sunday would have been your day off, you may participate in the strike at any time during normal Macy’s business hours. Holidays hires that work in the Mall Stores have protection under the National Labor Relations Act (NLRA) to participate in collective action such as striking. Any Holiday hires who participate in the strike will qualify for the same strike benefit as all other Macy’s workers who are covered under our agreement and participate in the strike.

Check in with the picket captain on shift when you arrive to sign in and be sure to sign out when you leave. This will ensure you get credit for hours on the strike line to qualify for your Strike Benefit. You may walk the line as many hours as you want, but strike benefits are capped at $500 for a minimum 20 hours on the line per week or at $300 for a minimum of 12 hours on the line for the duration of our ULP strike. If you haven't had a chance to complete your W9 for strike benefits you can complete it online today by visiting macysunited.com/strike.

Newly elected Executive Board members are sworn in!

UFCW 3000 is a union that runs on democracy. Our Executive Board of over 40 members like you, and our union's top three officers (President, Secretary Treasurer, and Recorder), are all elected by the membership. Similarly, each member gets the opportunity to vote on their contract, which governs their wages, benefits, and working conditions.
 
On Tuesday, October 24, the top officers, President Faye Guenther, Secretary Treasurer Joe Mizrahi and Recorder Maria Milliron, and the rest of the Executive Board were sworn in to a new term. Under their leadership, our union is helping to lead the way in partnering with many other locals, community organizations, elected officials, and others to advance our rights and benefits and improve and enforce laws at the local, state, and federal levels. We are also excited and looking forward to pursuing the goals in our UFCW 3000 Strategic Plan for building a stronger union. 

Kim Cordova, President of UFCW Local 7 was our special guest to help with the swearing-in process. Local 7 and Local 3000 have been staunch allies through many fights and we thank Kim for helping us out! 

Get to know our elected Executive Board members >>

September 2023 Update: Upcoming Trainings on Our New State Staffing Law – JOIN US!

Union health care workers fought hard for a new staffing law in Washington, and we celebrated together when it passed. Now we’re preparing for the first stages of successful implementation. To get the most out of this statute and hold hospital management accountable for safer staffing, it’s going to require knowledgeable and empowered nurses and other health care workers in every department, on every shift, at every hospital. Here’s how we’re going to get there, together:

  • September 1, 2023: 

    The state Hospital Staffing Advisory Committee has been established and will meet monthly. Among its first tasks is development of a uniform hospital staffing plan form. This committee comprises health care workers and hospital representatives.

  • January 1, 2024

    Staffing committees must be established under the new law. These will include RNs, LPNs, CNAs,and other direct patient care staff. 50% of the voting members must be nursing staff.

  • July 1, 2024

    New staffing committee charters—covering processes for meetings, attendance, electing co-chairs, reviewing complaints, etc.—must be filed with Dept of Health (DOH). Proposed staffing plans are due to hospital management.

  • January 1, 2025:

    Every hospital must submit a final staffing plan to DOH.

  • July 1, 2025:

    Hospitals must implement the new approved staffing plans by this date, and begin reporting noncompliance to DOH whenever they fail to meet at least 80% compliance that month.

GET EDUCATED – GET INVOLVED!

Joint SEIU 1199NW / UFCW 3000 / WSNA Trainings in 2023-24:
All trainings will be online, relevant to where we are in the statewide rollout of the staffing law, and whenever possible will be recorded and shared for those who cannot attend live. Contact a representative or organizer from your union to learn more about signing up!

  • October 19, 2023: In-depth training for current staffing committee co-chairs and members. Current staffing committee members! RSVP for this training here:

  • December 2023: Training for all interested members on everything you need to know about staffing committees and the new staffing law

  • February 2024: Training on negotiating your best possible staffing plan

  • Late 2024: Training on compliance and accountability through your staffing committee


MEMBERS ARE SAYING:

“The safe staffing bill has many tools we can use to help immensely with safe staffing. I am deeply passionate and excited to learn more and to get to work, and I invite all my fellow healthcare workers to join me.”

—Craig M. White, RN/PCCN, Providence Everett


“My coworkers and I spent a lot of energy advocating for this law to pass, so we’re certainly going to learn how to enforce it to the fullest. The big hospitals have a lot of money and a lot of resources to figure out the staffing models they think are best, and we’ll need to match that with knowledge of the law and union power.”

—Edna P. Cortez, RN, Seattle Children’s


“We know that our unity is our strength in every challenge we face, and the work it will take to successfully implement our safe staffing bill is no exception. Working together across all three of our healthcare unions is how we’re going to kickstart a culture of safety in our hospitals and hold our employers accountable to ensure compliance. As a member of SEIU Healthcare 1199NW, I’m proud to continue working collaboratively with my WSNA and UFCW 3000 siblings to create a united front and tackle the next piece of our implementation plan: healthcare workers’ education.”

—Callie Allen, RN, MultiCare Valley Hospital, Spokane Valley

St. Michael Medical Center - Questions About the Overpayment Settlement?

Come Talk to a Rep About the Overpayment Settlement!

On September 26, our UFCW union rep and MRC rep will be at the SMMC cafeteria to answer questions about the overpayment settlement.

Tuesday, September 26

  • 6:00 AM to 8:00 AM  

  • 11:00 AM to 1:00 PM  

  • 6:00 PM to 8:00 PM

Read about the settlement on your contract page: 

>> St. Michael Medical Center RN
>> St. Michael Medical Center Pro-Tech
>> St. Michael Medical Center Service & Dietary

Mariners Team Store Retail Workers Update

On March 18, retail workers at the Mariners Team Store ratified our Collective Bargaining Agreement (CBA), which included a 30% Employee Discount, $1.50 to $3.50 raise for workers, improved full-time staff healthcare qualification, secured 4 game tickets per month, and more. Shortly after, however, the Employer took away long-standing benefits that workers had enjoyed in previous seasons—subsidized parking and promotional items. In response to this unilateral change, the union filed a Grievance and an Unfair Labor Practice (ULP) claim, alleging that the employer was retaliating against workers for their union activity.

After filing the ULP and Grievance, the union received a decertification petition that aimed to eliminate the union and representation at Mariners Team Stores. A vote was scheduled for May 30, 2023. Before the vote, our union filed a Request for Review with the National Labor Relations Board (NLRB), alleging that the decertification vote was conducted in conflict with the intent of the National Labor Relations Act (NLRA) and in conflict with decades of established NLRB precedent. The results of the vote are pending certification with the NLRB—the enforcement arm of the NLR—while the ULP and Request for Review are being resolved.

Here is where we stand:

Subsidized Parking and Promotional Items Grievance:

  • Recently selected an arbitrator to hear the case and we are working to confirm a date for the arbitration.

Subsidized Parking and Promotional Items ULP:

  • Currently under review with the NLRB

Decertification Election Process Request for Review:

  • Currently under review with the NLRB

You and your coworkers deserve to have subsidized parking and promotional giveaways restored. It is unfortunate that the timeline for a resolution has not been quicker. The game-to-game impact of additional commute times, expensive parking, and missing out on great promotional giveaways is why we’re fighting to secure those benefits moving forward. Pending the certification of the election results, UFCW 3000 continues to represent you and your coworkers as unionized workers, and all provisions of your CBA remain in effect. One of the provisions of our CBA includes union dues deduction and collection. We are currently inquiring our International Union to see if we can delay the collection of union dues until the Election results have been determined.

If you have any questions, please feel free to reach out to your union representative Dominick Ojeda at (206) 436-6586.