Providence Sacred Heart Tech ULP Strike Notice Delivered: We Stand United 

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ULP Strike Notice Delivered at Sacred Heart: We Stand United 

After months of bargaining with Providence Sacred Heart in Spokane, Sacred Heart Medical Center technical workers voted overwhelmingly to REJECT Providence’s most recent contract offer and YES to authorize an unfair labor practice strike, with unprecedented voter turnout. 

“A supermajority of UFCW 3000 members showed up to vote. As an extension of our voices, we used our votes to reject the present contract offered by Providence and to authorize a strike, signaling it is time for Providence to hear us and find solutions to combat short staffing and retain experienced staff. We are a part of this community, and we will continue to fight to keep our community safe and healthy.” – Providence Sacred Heart Technical Unit Bargaining Team: Derek Roybal, Janelle Mathias, Craig Kistler, Lee Lidman, Joe Sikkila, Shane Sullivan, Miriam Critelli, Teresa Bowden, Angela Holmes, Holly Granly.

Today we delivered to a 10-day strike notice to Providence. Our union bargaining team has called for an Unfair Labor Practice Strike starting at 2:00pm on April 22 and lasting until April 30, with picketing outside the hospital every day between the hours of 5:30am - 8:30pm.

WE STRIKE BECAUSE:

We deserve better. Providence’s behavior at the bargaining table has shown us consistent disrespect. That disrespect of our rights and our bargaining process has extended to management committing unfair labor practices. Providence management implemented a change in working conditions, imposing schedule changes outside the bounds of our contract even as our union objected. They engaged in blatant direct dealing with union members outside of negotiations, skirting the bargaining process by attempting to coerce members into approving terms we had not agreed to. At the final hour they punitively revoked our access to the hospital for our contract vote the day before the vote. From the beginning, we had to fight just to keep our existing medical and dental guarantees on the table, which we only saved through relentless action and solidarity. Management’s insistence that we compare our compensation with a nearby hospital vanished when those workers negotiated significant improvements. Now Providence seems perfectly comfortable making many of us the lowest-paid workers in our field in our region, all while committing unfair labor practices throughout our negotiations. They even made the decision to take away snacks and drinks from employees utilizing the OR break room.

Our patients deserve better. Chronic short-staffing and perpetual on-call is running us ragged. Sacred Heart Medical Center is the only hospital of its kind in the region, yet instead of recognizing the unique specialty, skills, and services we provide, hospital leadership seems convinced they don’t have to invest in staff. We are a lifeline for the sickest patients in the Inland Northwest, and without a better contract we will continue to lose the technical staff required to offer the highest level of care. Our patients deserve the best care team possible, and we can’t achieve that if technical staff can work down the street for better pay, fairer treatment, a higher level of respect, and less demanding work. 

Our community is counting on us. If we allow Providence management to degrade the standards in our contract, to ignore our hard work and sacrifices, to set the bar as low as possible for how skilled technical workers are treated, we know it will have devastating impacts on our ability to retain our experienced staff and recruit new highly qualified technical staff. As our region’s only level II trauma center for adult and pediatric patients, Providence should be the regional leader in recruiting and retaining skilled staff. 

We stand united. Our unit has shown up to these votes in lockstep, with unprecedented turnout and unanimous or near-unanimous votes rejecting Providence’s offers and authorizing this unfair labor practice strike. We have come this far together. Walking a strike line is a last resort, and we don’t take it lightly, but we are ready to stand up for our patients, our community, and each other. Unfair labor practices are unacceptable, and the disrespect we’re facing at the bargaining table negatively impacts patient care. We have the support of 50,000 fellow UFCW 3000 members and our union’s community allies across Spokane.

We are inspired by our fellow Providence workers, including the 1,300+ nurses at Providence Regional Medical Center in Everett who went on strike in 2023 and demanded better for their patients and staff. Following their lead, we call on all Providence workers to keep organizing together in solidarity, in this contract fight and in your upcoming contract negotiations. Each time that we stand up to Providence’s corporate greed, we lay a foundation to envision what a more powerful voice could look like for workers and patients in our health care system and specifically within Providence Health & Services.

PROVIDENCE SACRED HEART STRIKE – TAKE ACTION: 

It’s time to send Providence a clear message that they need to do better, we expect better, and our patients deserve better. Join us in actions over the coming days and on the strike line starting on April 22 to ask Providence to be the leader our community and patients need. 

BEFORE WE STRIKE: 

CALENDAR: Join actions next week to help prepare for a successful strike! 

Monday 4/15 @ 7pm: Media and Social Media Training via Zoom 
Join Zoom Meeting: https://us02web.zoom.us/j/82384326981?pwd=SnpRTW5Ub1AzeS9OeGlPK2twaExQZz09  

Tuesday 4/16 @ 6pm: Picket Sign-Making Party
@ UFCW 3000 Office: 2805 N Market St, Spokane, WA 99207. Come make a sign and also pick up community support signs to share with local businesses.  

Wednesday 4/17 @ 11am: Press Conference
@ UFCW 3000 Office: 2805 N Market St, Spokane, WA 99207. Invite family and friends to join us! 

Wednesday 4/17 @ 7pm: Telephone Town Hall call with Providence workers statewide 
Providence Sacred Heart workers will receive a call at the phone number on file with the union inviting you to join this call at 7 pm. If you miss the call or do not receive a call, you can join the meeting anytime by calling (888) 652-0386 and entering Meeting ID 7911  

Friday 4/19 @ 6pm: Strike Captain Meeting
@ UFCW 3000 Office: 2805 N Market St, Spokane, WA 99207. Are you interested in helping to be a leader on the line? Come join us for training on roles, how to lead, and what to expect.

Monday 4/22 @ 2pm: UNFAIR LABOR PRACTICE STRIKE BEGINS
Picketing at the hospital will occur daily from 5:30am – 8:30pm through 4/30. 

*Additional communications will be sent out answering frequently asked questions, as we prepare logistically for the Strike. Stay up to date at www.ufcw3000.org/strike. 

Franz Outlet Stores - Strike Authorization Vote Notice​

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We have been in Union contract negotiations with Franz since January, fighting for wage increases that would align more closely with what bakery employees are paid at Safeway and Fred Meyer stores. Unfortunately, Franz has repeatedly rejected our proposals as they don’t agree that we deserve to be paid the same as grocery store workers.

We are now bringing in a federal mediator to help the parties reach an agreement, but we will need to take NOW action to show Franz that our frustration is more than just talk! To that end, we will be conducting an online STRIKE AUTHORIZATION VOTE on Friday April 19, showing Franz that we find their offer unacceptable and are willing to take collective action to secure a fair contract.

While authorizing a strike does not mean that we’ll walk off the job the next day, but it does authorize our bargaining team to call a strike if necessary. We will also reach out to the Teamsters, who drive Franz trucks, to seek their support in our fight for a fair contract. Their support could be instrumental in building leverage towards a fair contract since Franz cannot operate without their truck drivers.

Franz Strike Authorization Vote
Friday, April 19 from 12:00AM – 5:00PM
Online through “Simply Voting”

We will be voting online via “SimplyVoting” on Friday, April 19 from 12:00AM to 5:00PM. You will be receiving an email from UFCW 3000 via “SimplyVoting” with your unique login information. Your Union Representative will also be making visits to the workplace to provide additional information regarding the vote. In order to vote, everyone needs to make sure their personal email is up to date in our records. 

If you did not receive this announcement via email, please visit this page and update your information. If you do not receive an email to vote on Friday, April 19, then please reach out to Union Representative Tae Abraham 206-436-6631 to provide an updated email address.

Providence Sacred Heart PROV MISSED THE MARK AGAIN Contract and Strike Reauthorization vote

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After months of bargaining with Providence to secure a new contract that reflects the respect we deserve and the care our patients need, we were met with another disappointing proposal from the Hospital. A Proposal that Providence said was them putting their best offer forward. A proposal that would make many of us the lowest paid workers in our field in the region. A Proposal that doesn't adequately address safe staffing by improving our retention and recruitment of healthcare workers.

We are the lifeline for Spokane and the greater Inland Northwest community. Providence Sacred Heart is the only trauma 2 and pediatric hospital in Washington State and has the only stroke thrombectomy center, nuerointerventional center, adult congenital heart program, and transplant center in the Inland Northwest.

Providence should be the leader in recruitment and retention in Spokane and should recognize the unique specialty, skills, and services we provide to the community.

From the very first moment of bargaining, Providence has been laser focused on deteriorating standards in our contract by attempting to bully our unit to give up our Union Healthcare benefits and committing multiple potential Unfair Labor Practices along the way. We stood together and were successfully able to protect our Dental benefits through the life of the agreement and we are standing  together and fighting  back against Providence breaking labor law.  

Next, the Hospital came to the table with a song and dance about how they wanted to address specific areas in our contract that were behind market, to maintain Sacred Heart Medical Center as the leader in the Spokane area, while at the same time attempting to pin our wages to the lowest comparable in the area. After the same neighboring hospital settled their contact with significant gains, Providence came back to the table arguing that we shouldn’t look at that comparison. It’s clear to us that Providence is prepared to make whatever argument, flip flopping all the way, just to pay us less. We find that unacceptable.

Many of us have worked through the pandemic, worked short staffed for months or years, taken endless hours of call, sacrificing our time, energy, bodies, and our families to care for our patients and community all while making Providence profitable. Our wages and standards have fallen behind others, and we still did our job. Providence’s last proposal does not recognize us for our hard work, skills, and commitment to our community and to Providence.

We still have work to do. Its time to send Providence a clear message that they need to do better, we expect better, and our patients deserve better. Join us at the Contract vote this Thursday to reject Providence’s latest offer and re-authorize a strike.

CONTRACT VOTE AND STRIKE RE-AUTHORIZATION VOTE

Thursday, April 11 from 7am to 8pm
@ Hampton Inn & Suites- Spokane Downtown South, 675 S Mcclellan Street. Spokane, WA 99204 in the Rockwood Retreat Room 3

Please help pass the word- the Vote will be held at a NEW location- the Hampton Inn Downtown Spokane, right across from the Hospital.

Our union Bargaining Team is recommending a NO vote on the contract proposal and a YES vote to re-authorize a strike. Any time there are significant changes to the proposal we must re-vote. All members in good standing are encouraged to vote. To receive the union strike pay benefit, you must complete a W9 form before we go on strike >>

“Our team showed up today and worked very hard to come up with competitive comprehensive proposals that involved very creative movement and was met with a lack of creative ideas from the employer. I continue to feel that my career choice is very unappreciated by this employer. I cannot in good conscience recommend a yes vote on the employers’ latest proposal.” – Angela Holmes Surgical Tech

“Providence needs to do the right thing chose to show that they care about the health of the community and surrounding areas and take action to recruit and retain the talented and experience caregivers that have made us the leaders in acute care. Profits and shareholders should never be given priority over patients and employees.” – Derek Roybal

“My perception is that Management had no intention of moving towards a fair contract that would help with retention and recruitment of highly qualified staff to care for our community. Join us in voting NO on the contract and Yes on strike Authorization on Thursday. Providence needs to Do better and Providence need to BE better.” – Joe Sikkila

PCC Nominations for the new Labor Management Committee are open!

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Nominations for the new Labor Management Committee are open!

As a democratic union, we know that when we all come together and actively participate in the decision-making processes that have direct impacts on our workplace then we win better outcomes, safer workplaces, and a more fulfilling work environment. One crucial way we can have direct impact is through the election of PCC workers to the Labor Management Committee (LMC), which will play a key role in representing our collective interests and ensuring a fair and respectful work environment for all.

The LMC's purpose is to study and make recommendations on important matters to the PCC Board of Trustees or Leadership Team. These recommendations will cover various issues that are important to workers and members at PCC like, profit sharing structures for unionized staff, fostering understanding of the co-op's business and financial model, workplace enhancements and improvements, staff training needs, productivity improvements, financial performance, and the member/shopper experience. 

Our participation in this election is vital to ensuring that the voices and concerns of PCC workers are addressed. By electing five representatives who truly understand and advocate for our needs, we can work together to create a stronger and more inclusive workplace for everyone. Read more about the LMC in our union contract FRS (page 23) here.

Are you interested in nominating yourself or a co-worker for the Labor Management Committee? 

The best potential candidates should fit the following criteria:

  1. You are a PCC employee in good standing.

  2. You can represent diverse ethnic groups, backgrounds, and positions within PCC.

  3. You are willing to commit the time needed to the LMC (3 year term) to have the greatest impact for co-workers.

Once all the nominations are in, we will hold a democratic online vote to choose the five new LMC members!

The deadline to submit LMC nominations is April 27, 2024 at midnight.

Nominate yourself or a co-worker for the LMC here>>

Make sure you can participate in the vote! Once all the nominations are in, we will hold a democratic online vote to choose the five new LMC members! You are encouraged to learn about the candidates, and to cast your vote. Your vote matters, and your involvement in this process will help to strengthen our union and build a better future for all of us. To participate in the online vote make sure your personal contact information is up-to-date, go to ufcw3000.org

Join the next Contract Action Team Meeting

4/15, 4/17, 4/18, 4/22, 4/24, 4/25 @ 6pm via zoom >>
Meeting ID: 871 1956 3836 Passcode: 095974 
Contract Action Team (CAT) meetings are a time for us to get together, talk about workplace issues and our plans for the future! If you have questions about nominations for the LMC wring those questions to the next CAT meeting!

PRMCE - Grievance Update

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Our contract gives our Union the ability to file formal complaints—called grievances—on our behalf against PRMCE when PRMCE violates our contract. Prior to the grievance process, UFCW 3000 attempts to resolve these issues with PRMCE, but sometimes our positions differ too much. Despite its length, the grievance process stands as our best recourse in enforcing our contract when mutual agreement proves elusive.

Anniversary Wage Increases—PRMCE has failed to provide step increases to RNs based on their hire date. In the new contract, we secured language altering the frequency of step increases from every 1,872 hours worked or every 12 months, whichever comes later, to a yearly basis. During negotiations, PRMCE agreed to utilize a nurse’s hire date for this calculation. However, on the second full pay period following ratification, nurses whose hire dates fell within that period reported not receiving their step increase. We believe that PRMCE is in breach of Article 5.8 (Length of Service) and Article 9.1 (Wages). A grievance has been filed on behalf of all PRMCE RNs, demanding retroactive pay and the use of nurses’ hire dates to determine the effective date of their annual step increases. Our next step involves meeting with PRMCE in April to address this matter through the grievance process.

Extra Shift Incentive and Low Census—PRMCE has been low censusing RNs who are on incentive shifts prior to low censusing travelers and agency RNs. Under the new incentive shift language in Article 6.11, incentive shifts are identified as premium shifts and RNs on incentive shifts, in reverse sign up order, are supposed to be released first when no longer needed. While in Article 8.8 Assignment of Low Census, the low census order is travelers, agency, and then overtime/premium pay shifts. We contend that PRMCE has violated Article 8.8 by low censusing RNs on incentive shifts before travelers and agency RNs. A grievance has been lodged on behalf of all PRMCE RNs, requesting compensation for affected RNs who missed shifts due to being low censused out of order. Similar to the previous issue, our next step involves meeting with PRMCE in April to seek resolution through the grievance process.

WhidbeyHealth - Service and Support Negotiations Update

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Our Union Bargaining Team met with the Employer on last Thursday, April 4, during which Whidbey Health presented its comprehensive economic proposal. They were able to share the improvement in the financial stability of the organization and their commitment to retention and recruitment of the workforce.

The Employer included proposals for the Professional and Technical units that encompassed wage parity for years of experience and market wage increases at the beginning of the scales to attract new talent.Our team will review their proposals in detail in the next few days as we prepare to counter their proposal with fair wages and other economic items. We believe there is room for improvement and look forward to meeting with them again to negotiate a fair contract in good faith.

Our Bargaining Team: Liz Latiff, Health Unit Coordinator; Marilyn Faber, Patient Financial Services.

Kaiser Permanente WA Pro Tech, Optical, & Pharmacy WAGE INCREASES Online VOTE scheduled

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Our union Bargaining Teams have reached a tentative agreement on mid-contract wage increases and are recommending a yes vote!

ONLINE VOTE SCHEDULED: Thursday, April 18, 2024 from 7am-5pm

On Thursday morning you will receive an email with your unique log-in credentials so you can review the wage increase proposal and vote. You must be a member in good standing to be eligible to participate in union votes, make sure your personal email is up-to-date use the QR code or visit ufcw3000.org >>

ONLINE INFORMATION MEETINGS:

Drop-in vote meetings to review the wage increase proposal and ask questions: Monday, April 15 from 5:30pm-6:30pm and Tuesday, April 16 from 12pm-1pm and 5:30pm-6:30pm

If you do not receive an email to vote on April 18, please contact union Rep Lauren VanWormer 206-436-6584 or Contract Specialist Rep JJ Benson 425-306-1357.

UFCW 3000 Member Story: Members Leaders Fight for Safety at the U-District Safeway

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From Left to Right Prince Heart, Kevin Daly, and Sean Ricco at the U-District Safeway

The University District in Seattle has long had reputation of having problems with people experiencing mental illness and substance abuse disorders. Unfortunately the housing crisis has only made these issues more visible and at times more dangerous. Workers at the Seattle U-District Safeway have been dealing with a series of increasingly violent incidents at their store, especially in the liquor department.

Prince Hart, Sean Ricco, Kevin, Daly, and Solas McGregor decided to take action to highlight their safety concerns. They started a petition to discuss their concerns and ways to help solve the problem. After collecting a majority of signatures of their coworkers they “marched on the boss” to talk with store management about the probelm.

Out of their talks they got agreements to post a security guard in the liquor dept during operating hours, an additional security guard to sweep the store, have two members scheduled in liquor so no one is alone, and the use of walkie talkies for dept leads to enable quick communication of potentially dangerous situations. U-D district Safeway workers now have some additional tools to deal with potential violence in their workplace.

Safeway can’t directly control larger problems outside the store, but it is clearly the Employer’s responsibility to provide a safe workplace and have a plan in place to deal with violence in the workplace. And workers have a right to take collective action to make sure the Employer lives up to that responsibility, and to push management to do more when necessary.

If you and your coworkers are facing problems like these in the workplace, reach out to your Union Representative who can help create a plan of action to fight and win, just like U-District Safeway union members did!

KAISER PRO TECH/OPTICAL & PHARMACY TAKING ACTION GETS RESULTS, TENTATIVE AGREEMENT ON WAGE INCREASES!

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“Together we showed how strong we are as a Union and what we can accomplish when we come together!” —Jeannette (JJ) Benson

As KP WA UFCW3000 members, alongside the thousands of workers in the Alliance of Healthcare Unions, we let management know that enough is enough. As a result of your ongoing action over the last two years including petitions, postcards, and, most recently, the demand letter —Management has agreed to market rate adjustments, resulting in wage increases for UFCW members!

On Tuesday, April 2, our union team from Pro Tech Optical and Pharmacy along with Leaders from the Alliance of Healthcare Workers met with Management and successfully negotiated for mid-contract wage increases. These increases will be in addition to the contractual increases ratified in 2021.

Union Members will have an opportunity to review and discuss the tentative wage increases and vote. Additional information with dates and times will be sent soon. All members in good standing are encouraged to vote, make sure your current contact information, including your personal email address are up to date!

Update your information ahead of the vote: ufcw3000.org/update-your-information

“I appreciate giving feedback and seeing something happen as a result.” —Vicki Kobeski

Card Kingdom - Defend our contract

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Card Kingdom
Defend our contract

After workers came together to discuss a broken PTO system, we came to an agreement with Card Kingdom that benefited both the Employer and union members. There has not been the same movement on our grievance against the Employer’s current practice of giving only one raise a year. We’ve provided numerous opportunities for Card Kingdom to fulfill the raises they agreed to during negotiations, but unfortunately, they have decided to maintain their position contrary to the contract.

Contracts that have two raises a year are standard in many of the industries our union represents. Workers on these scales earn a cost-of-living adjustment (COLA) and receive a raise on their anniversary date until they reach the top of the scale. This is the wage scale we fought for and gained at the table. Our contract must be followed as negotiated.

During the Union’s most recent conversation with the Employer’s legal counsel, they denied any wrongdoing, falsely accused the union of deception, and indicated they had no interest in a reasonable settlement short of an arbitrator’s order.

We cannot rely on arbitration to be the only mechanism to ensure our contract is followed. Becoming a shop steward is a great way to help build union power and as we head towards arbitration, we will be holding regular union meetings to discuss how to help enforce our union contract.

LabCorp - Join our info picket!

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LabCorp Update
Join our info picket!

LabCorp Bargaining Team: Shelby Tyner, Nancy Pyanowski, Kyle Chrisman, Matt Noll, Deborah Gibby, Sam McVay, Lisa Magee

“Mediation feels like its working, and we’re making good progress on closing our open language proposals. But we know what we’re doing is clearing the way for our real battle: wages and benefits. We know that we must fight to win a fair contract, and we’re ready to. It’s time to act.” – Kyle Chrisman, Patient Service Techician

Last week, we met with LabCorp to continue negotiating our union contract. This was our second session with a federal mediator from FMCS, and it was as productive as the first. However, LabCorp’s economic proposal is still a far cry from solving our short staffing crisis. LabCorp has made it clear that they want to pay the bare minimum for labor while patient samples continue to be shipped out, draw sites are closed daily, and crucial positions remain unfilled. So join us on the picket line next Friday and tell LabCorp we demand better!

Informational Picket

Friday, April 12 @ 12pm—2pm
Swedish First Hill (at the park on Broadway and Marion)
Scan to RSVP or go to: mobilize.us/ufcw3000/event/613424/

We need you there! We’ll be providing shuttles from James Tower to the picket line on First Hill and back, so please join us when you’re on your break, off-the-clock.

What’s an informational picket? Workers walk, carry picket signs, chant, and share leaflets to let our community, patients, and providers know what we’re fighting for and how they can help support us.

Is it similar to a strike? No. Staff scheduled to work should go to work. Patients scheduled for care should go and get their care. The specific purpose of the action is to communicate the issues we have at the table with the public.

Is it legal? Yes. It’s not just legal, it’s our right as union members!

Who can picket? Everyone. By everyone, we mean EVERYONE: you (all off-the-clock LabCorp members), your family, friends, neighbors, colleagues, patients, allies, and pets!

Can I get in trouble if my manager doesn’t like it? No. It is illegal for supervisors to question or discipline any staff for talking about or participating in an info picket. The National Labor Relations Act protects your participation in this type of union activity – even if you’re on probation!

What if I can’t make it? Get a friend, neighbor, or coworker to stand in your place. Every single person makes a difference!

Upcoming Drop-in CAT Meetings:

Wednesday April 3
8:30am—10:30am @ Swedish First Hill, basement lab

Thursday April 4
8:30am—10:30am @ Swedish Cherry Hill, cafeteria
5:30pm—7:30pm @ Swedish First Hill, basement lab

Saturday Morning April 6
2am—4am @ Swedish Cherry Hill, cafeteria

Looking for a virtual meeting? Please reach out to Union Rep Christie Harris @ 206-436-6606 with your preferred days and times and we’ll work on setting one up.

For our member meeting calendar, a copy of your contract, updates, and more, visit our Member Info Hub: linktr.ee/LabForce3000/

Multicare Health System - Will MultiCare Address Our Health Insurance Plan Concerns?

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“It’s beginning to feel a lot like groundhog day! We’re trying to make progress & movement here, and we just keep getting back rejected proposals from MultiCare…” — Danene Flower, Cardiology Tech

Our bargaining team have made numerous proposals to MultiCare across numerous bargaining dates— among other things, our proposals have focused on strengthening our job protections, increases to premiums and differentials to meet the market, and clearer ways to utilize our health insurance benefits.

We understand that throughout the bargaining process, we may not achieve the exact contract language we propose; but what we do not understand is why MultiCare continue rejecting many of our proposals in their entirety—often without a counter-proposal, or even a conversation from management about why these things may be of significant importance to us.

As a primary example: we have been honest with MultiCare & we have told them directly that we believe their health insurance plan is broken, and needs repair! Our proposals include:

  • A continuation of the Healthy@Work Wellness Program, as it was administered previously

  • An expansion to MultiCare’s pharmacy network, to allow us easier access to our prescribed medications in a timely & convenient manner

  • Expanding their in-network options, so we may seek providers where we choose to seek care

  • Expansion of benefit eligibility for our spouses, children, & families, as well as expansion of benefits which are offered to the participants on our plan

  • Expansions to the Vision coverage afforded by our plan, including testing & hardware costs

  • Refine Health Savings Account (HSA) funding for High Deductible Plan participants

  • The addition of Guardian Nurses, who serve as a resource (and sometimes even a cost-saving measure!) for us, in navigating our health, wellness, and the all-too-often complicated system of healthcare & health insurance.

Your bargaining team drafted thoughtful proposals to catch MultiCare’s attention—and yet, we feel that this dialogue is not happening!

Service Linen - Fair Wages For Everything We Do

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Service Linen
Fair Wages For Everything We Do

Our Union Bargaining Team met last week with Service Linen Management, during which we discussed improving our contract with more holidays, wages, vacation time, and immigrant worker protection language. There is a big gap between what we need to feel valued and appreciated as employees at Service Linen and what Management believes we deserve.

Management must understand laudably and clearly that we need more pay and benefits and that every person who works at Service Linen expects more from the company. We are ready to hear back from them on April 9. We are ready to make our voices heard! Wear your buttons, “More Pay!”

“We need to be strong and support each other, we cannot let our guard down now. We need to stay united, until we win. We all deserve a raise, we work too hard! ­—Godofredo Santos Cordova, Bargaining Team, Soil Department

“Your support, participation, and being informed about what is happening at the table are key to winning better wages and benefits. Keep wearing your buttons -we want more pay!” —Maria Miroy, Bargaining Team Member, Garment Department

“Our goal is to get good wages for all, vacation, healthcare, and fair treatment. The only way we can make it happen is together, all departments from washers to garments, soil and housekeeping. Even when we speak many languages and come from different backgrounds, we heard what you need, we need our employer to listen too. We all work very hard and need more pay to live with dignity during this time when everything is too expensive.” —Asha Hirsi, Bargaining Team Member, Housekeeping Department

Sueldos justos por todo lo que hacemos

Nuestro equipo se reunió la semana pasada con la gerencia de Service Linen, durante la cual discutimos cómo mejorar nuestro contrato con más días festivos, salarios, tiempo de vacaciones y lenguaje de protección de los trabajadores inmigrantes. Existe una gran brecha entre lo que necesitamos para sentirnos valorados y apreciados como empleados de Service Linen y lo que la gerencia cree que merecemos.

La gerencia debe comprender de manera loable y clara que necesitamos más salarios y beneficios y que cada persona que trabaja en Service Linen espera más de la empresa. Estamos listos para recibir noticias suyas el 9 de abril. ¡Estamos listos para hacer oír nuestra voz! ¡Usa tus botones, “más pago!”

“Necesitamos estar fuertes y apoyarnos entre nosotros, no podemos bajar la guardia. Tenemos que estar unidos, hasta la victoria. Nos merecemos un aumento de sueldo, trabajamos demasiado duro! —Godofredo Santos Cordova, Equipo negociador, Departamento de Textiles sucios

Su apoyo, participación y mantenerse informados de lo que sucede en la mesa de negociaciones es clave para ganar mejores sueldos y beneficios. Siga poniéndose sus botones- queremos mas pago! —Maria Miroy, Equipo negociador, Departamento de textiles

“Nuestra meta es obtener buenos sueldos para todos, vacaciones, seguro medico, y trato justo. La única manera que podemos lograrlo es juntos, todos los departamentos desde los que lavan, cuelgan, sortean, reciben la ropa sucia, y los que limpiamos. Aunque hablamos varios idiomas y venimos de diferentes lugares, escuchamos lo que todos necesitan, y ahora necesitamos que nuestro empleador nos escuche también. Todos trabajamos duro y ocupamos mas pago para vivir con dignidad durante esta época que todo esta carísimo.” —Asha Hirsi, Equipo negociador, Departamento de Limpieza

Lương công bằng cho mọi công việc chúng ta làm

Nhóm đàm phán của Liên đoàn chúng tôi đã gặp ban quản lý của Service Linen vào tuần trước, trong đó chúng tôi đã thảo luận về việc cải thiện hợp đồng của chúng tôi với nhiều ngày lễ hơn, mức lương cao hơn, thời gian nghỉ phép và ngôn ngữ bảo vệ công nhân nhập cư. Có một khoảng cách lớn giữa những gì chúng tôi cần để cảm thấy được đánh giá và đánh giá cao như những nhân viên tại Service Linen và những gì ban quản lý tin rằng chúng tôi xứng đáng.

Ban quản lý phải hiểu rõ rằng chúng tôi cần được trả lương và phúc lợi cao hơn và mỗi người làm việc tại Service Linen đều mong đợi nhiều hơn từ công ty. Chúng tôi sẵn sàng chờ đợi phản hồi từ họ vào ngày 9 tháng 4. Chúng tôi sẵn sàng để tiếng nói của chúng tôi được nghe! Hãy đeo nút, "Lương cao hơn nữa!"

“Chúng ta cần phải mạnh mẽ và hỗ trợ lẫn nhau, chúng ta không thể để lơ là bây giờ. Chúng ta cần phải đoàn kết, cho đến khi chiến thắng. Tất cả chúng ta đều xứng đáng được tăng lương, chúng ta làm việc quá chăm chỉ!” —Godofredo Santos Cordova, Nhóm đàm phán, Bộ Đất đai

“Sự ủng hộ, sự tham gia và việc được thông tin về những gì đang diễn ra tại bàn đàm phán là chìa khóa để chiến thắng mức lương và phúc lợi tốt hơn. Hãy tiếp tục đeo nút - chúng tôi muốn lương cao hơn!” —Maria Miroy, Nhóm đàm phán, Bộ May mặc

“Mục tiêu của chúng tôi là để đạt được mức lương tốt cho tất cả mọi người, kỳ nghỉ, chăm sóc sức khỏe và được đối xử công bằng. Cách duy nhất chúng ta có thể làm điều đó là cùng nhau, tất cả các phòng ban từ nhân viên giặt đến nhân viên làm quần áo, vệ sinh và nhân viên dọn dẹp. Ngay cả khi chúng ta nói nhiều ngôn ngữ và đến từ các nền văn hóa khác nhau, chúng tôi đã nghe được những gì bạn cần, chúng tôi cũng cần nhà tuyển dụng của chúng tôi lắng nghe. Chúng ta đều làm việc rất chăm chỉ và cần được trả lương cao hơn để sống một cuộc sống đáng sống trong thời điểm mà mọi thứ quá đắt đỏ." —Asha Hirsi, Nhóm đàm phán, Bộ Dọn dẹp và Bảo trì

Zenith American Solutions - Bargaining Begins!

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Zenith American Solutions
Bargaining Begins!

Our member Bargaining Team met with Management on March 29 for our first negotiating session. We took the opportunity to share some of our core concerns with Management, such as lack of competitive pay, lack of training for new hires, and an inability to recruit and retain the employees that Zenith needs to succeed.

Management listened, and in fact agreed that our issues were significant concerns for them as well. In light of this, we are cautiously optimistic that we will see positive progress at our next meeting when we present a comprehensive contract proposal on April 10.

For more information, contact Union Rep Jack Crow or a member of our Bargaining Team.

Our Bargaining Team: Terra Powell, Lori Bomengen, Mitch Longoria

UFCW 3000 Member Story: Vanessa Evans

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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!

Providence Sacred Heart Being united gets results, but the fight isn’t over.

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If our Bargaining Team is unable to reach a fully recommended offer at our next session on April 8  —then our union Bargaining Team is recommending a NO vote on the contract proposal and a YES vote to re-authorize a strike. 

When we fight we win! Management heard us because of our unanimous strike authorization vote. With the strength and support of our co-workers behind us, we were able to lock in significant movement at the table:  

We beat back management’s attempts to gut our dental plan. 

  • Proposals were exchanged that would ensure NO changes to our contractual dental plan over the course of the contract and included language that would ensure we keep our Dental plan in place long term, as long as it remains the standard for the Service & Maintenance unit at the hospital.  

We also locked in new Tentative Agreements on:  

  • Recognition of past experience for New Hires 

  • Increase Shift Differentials 

  • Increased Standby pay 

  •  Preceptor Premium 

  • Adding MLK Day as a holiday 

  • Clarity of sick leave usage 

  • Removal of Ghost Step for step 23 and Step 11 

  • Improved Grievance process 

  • Staffing LOU  

  • Tuition reimbursement increase 

While these are promising improvements they are not enough until we win significant improvements on wage proposals. 

Caregivers deserve respect from Management, Sacred Heart is the only level 2 trauma hospital in the area and is a vital resource for our community for miles around. Other hospitals send us their most complicated and desperate patients to get the care they need. 

Throughout the negotiation process Management has tried to circumvent good faith bargaining by unanimously implementing procedures around mealtimes and breaks, imposing a wage path without negotiating, frustrating the process by failing to provide essential information to our union bargaining team, and other unfair labor practices.  

Contract vote scheduled: Thursday, April 11 from 7am to 8pm in the Leahy Room (next to the cafeteria). 

If we are unable to reach a fully recommended offer at our next session scheduled for April 8 our union Bargaining Team is recommending a NO vote on the contract proposal and a YES vote to re-authorize a strike. Any time there are significant changes to the proposal we must re-vote. All members in good standing are encouraged to vote. To receive the union strike pay benefit, you must complete a W9 form before we go on strike >>

“We need to show Management that the progress we made isn’t enough with a strong NO Vote. We hope we can reach a tentative agreement, but we are united and ready for a ULP strike if we must. Over the next week we will be signing up for strike shifts and picket captain trainings. We are not afraid to do what we must to win,” - Craig Kistler 

“We need to recruit and retain talented caregivers so that we can provide the quality healthcare this community expects from a Trauma level 2 Hospital. Spokane has become one of the most expensive places to live in Eastern Washington, we need wages that stay competitive with other area healthcare centers and acknowledge the unique and important role that Sacred Heart plays in caring for communities for miles around.” - Teresa Bowden

Next steps:

  1. Addend the contract vote/strike re-authorization vote on Thursday, April 11 from 7am to 8pm in the Leahy Room (next to the cafeteria.

  1.  Strike shift sign-ups will be available next week 

  1. To receive strike pay you must complete and return a W-9 >> 

Women's History Month Member Stories: Leaders from the 2013 Grocery Store Contract Campaign

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From Left to right Sue Wilmot, Rhonda Fisher-Ivie, Amy Dayley Angell, and Faye Guenther

As the 2013 contract negotiations between UFCW 21, UFCW 367, Teamsters 38, and the national grocery chains (represented by Allied Employers) in Western Washington opened, it was obvious that it was going to be a fight to win a fair contract. Workers were more united than ever and since 2004 they had been fighting to protect their contract, so concessions to the employers were out of the question.

Allied Employers, on the other hand (Albertsons, Kroger, and Safeway), were expecting to continue to cut their overhead at the expense of workers, and had prepared a long list of takeaways. As is often the case, women leaders in our Union stepped up big time to lead this contract fight, from the shop floors to coordinating the field campaign.

From the get-go things were tough, according to Bremerton Safeway worker Sue Wilmot: “The Employers’ first proposals had a picture of President Barack Obama signing the Affordable Care Act into law because they wanted to double the number of hours we needed to qualify for health care insurance. That would have been devasting to mothers working these jobs to provide benefits to their families.”

Sue had seen this before. In addition to serving on other bargaining teams, in 1989 she had walked the line during a grocery strike for over 90 days—often with her daughters, who were 3 and 5 years old at the time. Sue was not about to accept an insulting health care proposal like this. “I ripped up their proposals right in front of them. I know we didn’t want to show a reaction like that at the bargaining table, but I just couldn’t let that pass!”

In addition to cutting workers off their health care, the employers also wanted deep cuts to the pensions for Meat Department and Grocery workers, minimal raises, and were refusing to address important issues like keeping pay scales above the rising minimum wage, paid sick leave, and cashiers being terminated for mistakes in processing WIC transactions. Rhonda Fisher-Ivie, a cashier at Safeway in South King County at the time, had recently seen “two longtime coworkers with 15-20 years of service get terminated for WIC violations.”

These were a few of the many difficult issues that the bargaining team faced as they talked with employers unwilling to do much of anything to improve things. Faye Guenther had years of experience as an organizer with UFCW 1001 (one of the founding locals of the merged Local 21) and SEIU in Oregon. She knew that in order for the Union bargaining coalition to succeed in getting tough issues addressed, the rank-and-file was going to need to be ready—not just to threaten a strike, but be ready to actually strike. Organizing a powerful field campaign, workers started out by wearing union buttons and leafletting customers in front of their stores. “From there, we moved to escalations like a flash mob for paid sick leave” at the University Village QFC, says Faye. After that came coordinated July info pickets at locations across Western Washington, followed by “rolling info pickets at multiple stores throughout the day” in late summer.

Amy Dayley Angell was a cashier at the Wallingford QFC in Seattle and had recently stepped up to become a union leader at her store when a grocery clerk was terminated for misreading an ID during a tobacco sale. She started a petition that a supermajority of workers at the store signed and eventually convinced QFC to bring back their coworker. As the contract campaign heated up, Amy kept her coworkers informed and recruited them for the actions throughout the summer including the info picket at their store.

In September, the Union bargaining team called for strike votes. Keeping coworkers educated about the stakes of the negotiations and reminding them of the need to act in solidarity was key as the strike votes approached. The campaign had started in March of 2013 and it looked like it would go well into October. Keeping everyone engaged and organized was something that rank-and-file leaders and staff organizers worked on from the beginning, and it started to pay off.

“People got behind it right away,” says Rhonda. “They were ready to act!” The strike authorization passed with over 90% of members voting to strike if called for. The membership of the three unions were elated, but knew that now things were getting serious. Preparing for a strike was the next thing leaders had to do.

Amy and other shop stewards started to attend picket captain trainings, where they learned how to draft picket schedules for their stores, explain to coworkers what is expected on a strike line, and how they could get strike relief pay. More and more grocery store workers were stepping up to become picket captains and leaders in the store. Solidarity and resolve were edging out fear and anxiety.

“It was a bonding experience,” says Sue. “We were organizing babysitting networks so parents could walk the line, and made maps of where people could shop and get prescriptions filled during a strike and not cross the picket line.”

“As the campaign escalated with strike votes and picket captain meetings, the number of activists kept getting bigger and bigger,” explains Amy. “And then in October, the Union bargaining coalition delivered a 72-hour strike notice to the Employers, and everything changed quickly!”

Faye says that at this point the campaign started to become “transformative not just for grocery workers, but for our union as a whole.” UFCW 21, Teamsters 38, and UFCW 367 set up a giant countdown clock at Westlake Park in Downtown Seattle. Nightly rallies were held, which quickly made the countdown clock THE place for grocery workers to be. Customers pledged to not cross the picket line at their local grocery store and they let store managers know it. The workers had broad support from across the community.

Emily and Lacey Wilmot (Sue Wilmot’s daughters) at the Countdown Clock in WestLake Park

Grocery workers and their families came from all over region to the clock. Sue’s daughters, who had walked the picket line with their mom during the 1989 strike, made a special trip from Bremerton to join in the fun and brought donations of diapers and food for striking families.

“Being at the clock was inspiring!” relates Amy. “My coworkers and I went as often as we could. It was the first time we felt our collective power as grocery workers!”

Rhonda confirms this as well: “Everyone shared the same passion, had the same goal… We were ready for a strike!”

At the bargaining table, the Employers quickly began to move, agreeing to reform their WIC transaction policy, keeping the health care as-is, making further moves to secure the the pensions, and putting more money into wages.

Besides getting the last few takeaways off the table, “it came down to better transfer language between departments, or making sure that our pay scales stayed above minimum wage,” Sue explains. The contract already guaranteed that the starting wage had to be above minimum wage, but the Union bargaining coalition wanted to make sure each step had a higher wage than they one below it. Sue says it was a tough decision, “but we went for the progressive wage scale.” This turned out to be an important decision, and today above-minimum-wage progressive wage scales have become the standard for many union workplaces represented by UFCW 3000.

The strike was averted just two hours before it was to begin. In early November of 2013, grocery store workers at all three unions ratified the new contract!

Faye was right to say that the 2013 grocery store campaign was “transformative.” So many new leaders stepped up, and many of them were women. That leadership continues today, not just with grocery workers, but in all the industries where our UFCW 3000 members work.

Rhonda Fisher-Ivie relocated to Southern California and was hired as a union rep by UFCW 770, and eventually returned to Washington State and works at UFCW 3000 representing her former coworkers.

Amy Dayley Angell continued grow as a shop steward and eventually began serving on the UFCW 3000 Executive Board, and has been on two grocery store bargaining committees. “After 2013, I knew I needed to be in this fight, and so I threw myself into the center.” She is currently keeping her coworkers informed about the UFCW 3000 grocery store negotiations in Eastern Washington, Idaho, and Northern Oregon, and preparing them for the 2025 grocery negotiations in Puget Sound.

Sue Wilmot continued to serve on the Executive Board until 2020 when she was hired at UFCW 3000 to work in the Member Resource Center talking to members and investigating their potential grievances. She retired in 2023 and is now spending time babysitting her grandchildren for her daughters, one of whom works as a barista at a Safeway Starbucks kiosk (which is a union position of course).

Faye Guenther continued to lead field campaigns at the Union and has worked with staff and members to expand the number of shop stewards in worksites. She served as Staff Director, Secretary Treasurer, and now serves as the elected President of UFCW 3000.

Women’s history is labor history! And it is ongoing. New leaders, many of them women, are stepping forward in all industries of our union and the labor movement as a whole. In 2022, UFCW 21 and UFCW 1439 came together to form UFCW 3000, the largest UFCW local in the country and the largest union local in Washington State. The grocery and meat members East of the Cascades are bargaining their contracts and just finished a round of info pickets, building solidarity and keeping each other engaged and organized. And women leaders are at the front of that fight, too.

Kraken (Retail) - Tentative Agreement Reached

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Kraken (Retail)
Tentative Agreement Reached
Our Bargaining Team recommends a “YES” Vote!

After months of bargaining, our Bargaining Team has reached a new tentative settlement agreement with BDA. The outstanding result of the final agreement reflects everyone’s hard work and commitment. Our union is driven by members coming together to fight for better working conditions and here are some of the things in our tentative agreement:

  • *NEW* Ratification Bonus of $125

  • Retroactive pay for workers making under $21/hr and for Keyholder premiums starting September 25, 2023

  • Increased base wage for all workers and guaranteed retention bonus

  • ORCA and parking benefits

  • Workplace protections including just cause for disciplines

  • Meals provided at every game

  • Improvement on merch options for members

  • Increased tuition assistance

  • And more!

Members will be able to review the full collective bargaining agreement (CBA) and cast a vote on whether to approve it at our vote meeting.

Vote Details

Workers may only vote during the designated vote window and must attend in person. Complete a union application, review the agreement, ask questions, and cast your ballot!

Tuesday, April 9 @ 3pm—5pm
Climate Pledge Arena - Kraken Team Store, 334 1st Ave N, Seattle, WA 98109

Questions? Contact Union Rep Dominick Ojeda @ 206-436-6586.

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

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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

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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.