UFCW 3000 Member Story: Vanessa Evans

Vanessa Evans and her husband smile as they have their picture taken during a night out for them.

Vanessa Evans and her Husband

Grocery Workers on the Eastside of the Cascades are currently fighting for a fair contract from employers that have talked a great game about how much they appreciate the sacrifices that their employees have made over the last 4 years during the COVID-19 pandemic; but have yet to show it substantially in negotiations. In 2022 UFCW Locals 1439 and 21 joined together creating Local 3000 because they knew that with the continued consolidation of the power of corporate and investment capitol, solidarity would be the key to winning against huge financial interests.

As a twenty-nine year Safeway employee in Spokane Washington, who has been a shop steward for twenty of those years, Vanessa Evans has seen that consolidation over decades of work in the grocery business. From the consolidation of small to medium local chains to the merger of Albertsons and Safeway in 2015, to the current fight to stop the Kroger/Albertsons mega-merger, Vanessa has seen these employers relentlessly increase their profits at the expense of the workers who operate the business that creates those profits in the first place.

“I stepped-up to become a shop steward years ago because we needed one at our store,” says Vanessa who is now the receiving clerk at the Spokane Valley Safeway. “I love telling managers that we have union business to discuss, and that means we’re equals while we talk!” When workers put the power of the Union on the shop floor, it puts the boss on notice that “the union” is always there, not just when a union staff representative is servicing the worksite. That also happens during negotiations when workers sit directly across from management to bargain the next contract.

When bargaining began last year, Vanessa joined the bargaining committee for the first time. It was no surprise when the Employers responded to the Union’s proposals by saying that wages for Puget Sound grocery were based on a higher cost of living in that region. Vanessa and other committee members were tired of this excuse, so they compared grocery receipts from Western Washington stores to Eastern Washington stores.

It was not shocking at all that the totals were nearly identical, “When I saw that, I knew we couldn’t back down.” Vanessa and her coworkers across the Inland Northwest organized to make clear how big of a fight these employers face if they do not recognize how “essential” their work is!

Recently, over two days at the beginning of March, workers across Oregon, Idaho, & Eastern Washington conducted info pickets and leafleting actions at union grocery stores. Vanessa made sure that as a bargaining committee member word got out, and that at her store they had as many people possible recruited. That was especially important as it turned out that the day her store was picketing, she had to care for a family member who would be having surgery.

Info Picket at the Spokane Valley Safeway in Early March

And turn out they did, not just at Vanessa’s Spokane Valley store; but at picket after picket across the region. Grocery workers had back-up, because the public and community allies joined in solidarity on the picket lines.

The bargaining committee returns to the table soon to talk with the employers, but they aren’t waiting around. More Contract Action Team meetings are planned and the bargaining committee has the campaigned mapped out, including possible strike authorization vote dates and other actions if needed.

Last month we featured some of the leaders of the 2013 Puget Sound Grocery Store Campaign, who stood their ground until the Employers offered a fair contract just two hours before the strike was to begin. That struggle never ended and is continuing today on the Eastside of the Cascades. Make no mistake, Vanessa Evans and her fellows will accept nothing less than a fair contract, and are ready to do what is necessary to get it!

UFCW 3000 Member Stories: Michael McDonald

Michael McDonald and his family pose for a holiday selfie picture. One of his daughter is wearing a red Rudolph nose and the other has a Santa hat on.  His wife smiles at the camera while also wearing a Santa hat. Michael is above them in the picture

Michael MCDonald and his two daughters Emma and Elizabeth, and his wife Melanie Pose for a holiday Selfie

Michael McDonald is an Emergency Department Tech in the pediatric department at Sacred Heart Hospital in Spokane Washington. Michael assists doctors and nurses in giving care to kids who come into the Emergency Room and makes sure that the rooms and equipment are ready to go when needed. Michael works closely with his coworkers throughout the hospital, making sure that the Union contract is being enforced and that everyone is updated on the latest news, be that negotiations, grievances, or UFCW 3000 business in general. He is a fantastic leader! Michael is also a UFCW E-board, Health Care Advisory Board, and a conference committee member. Outside of the workplace, Michael spends time with his wife Melanie, and two daughters Emma and Elizabeth. The support that Michael gives is outstanding!

2023 Wildfire and Smoke Information for Workers

As our region again faces wildfire season, wildfires and wildfire smoke may affect us in the workplace and at home. Below are important things to know to stay safe and enforce your rights at work. Here are the most important actions to care for yourself and your coworkers during wildfire season:

  1. Report any safety concerns to your worksite safety committee & management right away, and get support from your Shop Steward and/or Union Rep if your concerns are not addressed.

  2. Get accommodations if needed and exercise your rights—use your sick leave if you become unwell; speak with a health care provider and use FMLA or exercise your disability rights under the ADA if you have a health condition that makes you vulnerable to wildfire smoke.

  3. If your home or work is affected by wildfire and financial assistance would help, speak with your Union Rep about the UFCW 3000 Membership Assistance Fund.

Your Rights During Wildfires

If your workplace, home, or family are evacuated, burned, or otherwise affected by active wildfires:

With a union contract, you have “just cause” protection, meaning you should not be disciplined at work for reasonably having to deal with a circumstance outside of your control like a wildfire that affects your home, work, or commute to work

Workplace Safety for Wildfire Smoke

You have the right to a safe workplace, and if wildfire smoke makes your workplace unhealthy for you, you should be able to address that with your employer and get support from your Shop Steward and/or Union Rep.

MASKS

  • You can wear a respirator mask at work that helps protect you against wildfire smoke.

  • Most masks we wear to protect against COVID do not actually protect against wildfire smoke. The right mask to protect against wildfire smoke is an N95 mask or other respirator with the same or higher level of protection. These respirator masks should have two straps and the word “NIOSH” and/or “N95” or “N100” printed on it.

EXPOSURE TO SMOKE

  • When the air is smoky, your employer should allow workers to follow basic steps that will help prevent excessive exposure to wildfire smoke—that could include things like reassigning workers to less smoky areas or allowing for extra rest and water breaks away from smoky work areas.

MEDICAL LEAVE AND ACCOMMODATIONS

  • If you or a family member gets sick because of wildfire smoke, you have the right to use Paid Sick & Safe Leave for illness

  • You may also be able to use your Paid Sick & Safe Leave if your child’s school or place of care, or your worksite has been shut down by a public official due to health-related reasons resulting from exposure to wildfire smoke

  • If you are vulnerable to smoky air due to an existing medical condition, talk to your health care provider about your workplace and see if they have recommendations for how to keep you safe from smoke exposure. Use FMLA if needed, or exercise your disability rights under the ADA.