Lakeshore reached tentative agreement with UFCW Local 1189 on its wage reopener today. After a very jovial negotiating session, the parties came away with a 1.25% increase for all workers, on and off scale, a $0.60-$0.70 increase to the start rate for all categories, and a $0.05 longevity increase per hour worked for all employees who have worked there ten years or more. The committee recommends a yes vote. Voting will take place within the next two weeks. Congratulations to both parties!
On Thursday, September 25, 2014, your bargaining committee reached a tentative agreement with your employer. The bargaining committee, along with UFCW Local 1189 Secretary Treasurer Jennifer Christensen and Union Representative Jim Gleb, worked hard to get a tentative agreement that the committee can recommend for you to accept and vote “yes” on. Below is the tentative agreement details:
Hire in rates: 10/1/14 8/1/15 8/1/16
$8.75 $9.25 $9.75
Hourly Rate Increases*
10/1/14 4/1/15 10/1/15 4/1/16 10/1/16 4/1/17
$0.50 $0.50 $0.50 $0.35 $0.50 $0.25
*to all employees on the payroll as of the effective date.
Increase the soil and sort premium from $0.25 per hour to $0.50 per hour.
Add Thanksgiving as a paid holiday.
No Change to the Personal Days or any language in the CBA on this issue. The Company will reissue the handbook reflecting two (2) additional occurrences to the existing attendance and lateness policy.
In 2015 the Company will introduce new Bronze Plus, Silver Plus and Gold Plus Plans.
The employee’s portion of the premium in all years will be the same as the amount Crothall employees pay throughout the region with the following exception. The “2015 Bronze Plus Plan - Employee Only” contribution will be $15.00 bi-weekly. In 2016 and 2017 the Company and the Employee will split any increases in the premium of the “Bronze Plus Plan – Employee Only” 60% to the Company and 40% to the Employee.
The Company will increase the number of uniforms issued from three (3) to four (4). Language will also be added that worn out uniforms must be turned in and exchanged for new uniforms and all uniforms must be turned in at the termination of employment.
Effective on or about Dec. 1, 2014 the Company will stop it’s current practice of rounding the clock punches for the lunch period.
We will be voting the new collective bargaining agreement on Thursday, October 9, 2014 from 11:30 a.m. - 12:15 p.m. in Crothall's breakroom.
Again, the tentative agreement comes with a recommendation from your bargaining committee to accept and vote “yes” on. See you on October 9, 2014!
After months of negotiations with the ARGA employers, the contract was ratified by the members on September 30, 2014 by a 3:1 margin in both the meat and grocery contracts!
- For all current employees, there will be no co-pay and health insurance for the term of the contract. The Employer’s new contribution rate for full-time employees for October will increase to $1330, and then increase to $1410 per month in August 2015. For part-time employees, the rate will move to $485 per month, and then increase to $525 per month in August 2015.
- Pay rates have been increased for the top and over-scale members, depending on what scale members are in. The increases are between $.20 and $.30 effective September 30, 2014 and again on July 26, 2015. All other employees will receive their current step increase for the term of the contract.
- Another big change for post 5/1/05 hires: members will receive one week of vacation after one year of service, two weeks after two years of service and three weeks after eight years of service.
These are some of the major changes to both contracts. We will update both contracts with all the changes since 2011 - please be patient as this will take some time to complete! In the meantime, take off your buttons, but don’t put them away for too long, as we’ll be back at the table in 18 months. A big THANK YOU to the bargaining committee for your patience and time through this long process, but it was worth it!!
Unanimous Committee Recommendation! After almost 8 months of bargaining and a marathon 14 hour session, our retail committee has reached a tentative agreement with Lunds/Byerly’s, Jerrys Cub and County Markets, Kowalskis Cub and Kowalski’s Markets and Festival Foods/Knowlans meat depts.
Noticeably absent in this agreement is Corporate Cub. Midday on Monday they informed the union that they were unable to present their committee with an offer and then left the building. The remaining employers were committed to the bargaining process and worked with our joint bargaining committees until reaching an agreement that our committee can unanimously recommend.
While short notice, we will hold three contract informational meetings on Thursday, October 2nd. These meetings will be held at the union hall at 8:00AM, 2:00PM and 6:00PM. These meetings are informational only, no voting will take place.
Ratification votes and meetings will be held on Monday, October 6th.
All day voting will be held from 8:00am – 7:00pm
Informational meetings: 8:00am, 2:00pm, and 6:00pm
Maplewood Community Center
All day voting will be held from 10:00am – 5:00pm
Informational meetings: 10:00am and 4:00pm
Additional voting times will be held in each store voting times.pdf.
The Employers' offers are as follows:
- St. Paul Employers (Lunds/Byerly's, Jerry's Cub and Co. Market, Festival, Kowalski's) Combined proposal:Industry ERs St Paul Proposals 9-29-14.pdf
- Proposed part-time wage scales (Lunds/Byerly's, Jerry'sCub, Festival) Revised PT Wage Scale jerrys lunds festival.pdf
- Kowalski's proposal Kowalskis proposal.pdf Kowalski's proposed wage scales kowalskis wages.pdf
- Lunds/Byerly's proposal Lunds proposal.pdf
- Festival/Knowlan's meat proposal Festival Comprehensive Proposal 0929142.pdf
- Jerry's Cub proposal jerrys Comprehensive 1189 proposal.pdf Jerry's County Market proposal Comprehensive County Market Proposal.pdf
The Employers' offers come with unanimous committee recomendation to VOTE YES.
On September 18, 2014 and September 19, 2014, the bargaining committee met with your Employer. Most of our discussion was on health care insurance -- about keeping your current plan with a significant premium increase or going to an HRA plan with a high deductible. Wages were also discussed. Both Labor and Management could not reach an agreement. The Union and the Employer have signed a contract extension and have contacted a mediator. Our next negotiation session is scheduled for October 14, 2014 with the mediator present.