SIOUX FALLS, SD — Today, United Food and Commercial Workers (UFCW) Local 304A, which represents nearly 3,000 South Dakota frontline food workers, announced a new agreement with Smithfield for workers at the Sioux Falls plant. UFCW 304A and the union’s members successfully secured pay increases and expanded benefits for workers at the Smithfield plant. The boost to pay represents a strong investment in these workers who are essential to protecting the food supply chain in South Dakota and across the country. 

UFCW Local 304A President B.J. Motley released the following statement:

“Today’s new contract for Smithfield meatpacking workers in Sioux Falls provides the strong pay and benefits that these brave men and women have earned on the frontlines of this pandemic. In the past year, these South Dakota essential workers put their own health at risk every day to keep our food supply secure. 

“With this new contract, meatpacking workers are sending a powerful message that it is time for every company in the industry to step up and recognize the incredible sacrifices made and danger faced by these frontline workers who helped millions of Americans put food on the table during this health crisis.

“As the union for these South Dakota frontline workers, UFCW Local 304A was proud to stand with our union’s members to secure this strong contract with the fair pay, good benefits, and critical safety protections they have earned and deserve. Ensuring these jobs continue to provide the good pay and benefits working families need is the best way for us to honor our country’s essential workers.”

BACKGROUND:

During contract negotiations and discussions between UFCW 304A and Smithfield, talks focused on wages for meatpacking workers, health care costs, and break times. At this time, UFCW reminded Smithfield that workers have risked their health and lives throughout the pandemic and argued the company should do more for its employees.

On June 3, 2021, the Sioux Falls chapter of the United Food and Commercial Workers Union, UFCW Local 304A reported that 99% of union members voted to reject a contract offered by Smithfield. Following the rejection of the contract, on June 7, 2021, UFCW Local 304A members overwhelmingly approved a strike authorization with 98% of the vote total.

UFCW Local 304A then continued bargaining with Smithfield and on June 17, 2021, the union announced their members, who work at the Smithfield plant in Sioux Falls, SD, approved a new contract, which includes a base rate of $18.75; a $520 bonus; the option of a leave of absence of between 1-3 weeks, which many immigrant workers take advantage of to go back to their countries; and keeping a 15-minute break period.

In April 2020, a Sioux Falls Smithfield plant COVID outbreak revealed how vulnerable meatpacking plants were to the pandemic. As a result of the surge of infections, four Sioux Falls Smithfield workers died from COVID and nearly 1,300 were infected. Later that year, the Occupational Safety and Health Administration (OSHA) cited Smithfield for failing to protect employees from exposure to the virus at the plant.

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UFCW is the largest private sector union in the United States. UFCW International represents 1.3 million professionals and their families in healthcare, grocery stores, meatpacking, food processing, retail shops and other industries. Our members serve our communities in all 50 states, Canada and Puerto Rico. Learn more about the UFCW at ufcw.org. 

Members of UFCW Local 663 who work at Seward Community Co-op in Minneapolis are benefiting from the strong language in their first union contact, which they ratified over one year ago.

The two-year contract includes language that rewards language skills with raises. Specifically, the contract language states: Employees who are fluent in English and another language (Amharic, Oromo, Spanish, Somali, Hmong and ASL) who provide improved customer service shall receive one (1) years’ service credit (.50 cents) on their wage progression.

Misra Abubaker, a UFCW Local 663 member at Seward Community Co-op, is happy about the new contract language. “I’m excited for the interpretation credit we won through collective bargaining,” she said. “It’s important to be recognized for my interpretation skills at the co-op. I speak Somali, Oromo, Amharic, and English. In the Seward neighborhood, there is a large community of East Africans. Every day that I’m at work, I see the joy it brings to our customers to see someone that looks like them and speaks their language.”

The Seward Community Co-op contract also includes language for a Labor Management Committee (LMC), which is a group of workers represented by UFCW Local 663 union members and management representatives. The LMC, which built the framework for the interpretation credit, is another example of contract language that UFCW members at Seward Community Co-op won that can build better work-lives through providing an additional space where workers and management come together to solve workplace issues.

You can view the UFCW Local 663 Seward Community Co-op contract here.

Stop & Shop is claiming they are offering a wage increase, but $.30 in hourly wages for a part-time worker would not offset the cuts they have included in their proposal such as:

• Elimination of Sunday and holiday pay for part-timers
• Increase in weekly premium costs for employee only coverage by up to 90% over three years
• Doubling of health care out-of-pocket limits for many employees, going from $1,000 for an individual to $2,000, and from $2,500 to $5,000 for a family

Stop & Shop is the number one grocery chain in New England. It is a subsidiary of multinational company Ahold-Delhaize, which reported more than $2 billion in profit last year. This is not a company in financial trouble.

At the same time the company was demanding workers’ pay more for health care and lose Sunday and holiday pay, Ahold authorized $880 million in dividend payments to shareholders from 2017 to 2019. Ahold also recently received $217 million in corporate tax cuts. Amongst other actions, the company unlawfully refuses to provide financial information to verify its claim that their proposed cuts are necessary.

Instead of investing in the workers who made the company successful and who take care of their customers, Stop & Shop is trying to stiff them.

The decision to walk off the job is a tough one. If one person were to try to fight back on cuts like these by themselves, they wouldn’t stand a chance. But the 31,000 workers who made this choice are doing it together as one union family. None of them have to fight for their health care and benefits alone. Together they can fight these cuts and protest the company’s unlawful actions in connection with negotiations—and win. .

UFCW’s five New England locals are unified at the negotiation table and are asking for Stop & Shop to properly value the employees whose hard work and dedication have made their company so successful.

UFCW members who work at Stop & Shop could use your support. If you live in New England, please don’t cross the line. Please stop at other union stores.

Please sign our petition and stand with UFCW Stop & Shop workers for a contract that allows them to deliver excellent customer service while still being able to provide for their families. It’s time for Stop & Shop to reach a fair contract agreement that reflects the true value of its workers.

Sign and share the petition today to support Stop & Shop workers

Or Text “support” to 698329 to sign the petition by mobile.

You don’t even have to have a bad manager for this to happen, sometimes your boss just might not have had all the right information when they spoke to you, or perhaps the final say was above their pay grade.  Some well-intentioned managers may even just not like saying no, even when they know they don’t have the authority to actually promise you something. Whatever the reason, in the end it often feels like there’s not much you can do about it but hope for better luck next time.

You don’t need to rely on luck.

When it comes to your job, whether you’re just starting out or you’ve been working there a while, you need to know that you can count on a promise your boss makes to you. Sometimes they will come through and make good, but that’s not always the case. That’s why you need to make sure you get it in writing. And that’s where a contract can help you.

Your time and effort has value – act like it!

When companies do business with each other, they can’t just rely on promises– they put agreements down in writing where they are legally binding. But while this is accepted as normal for businesses, we have a harder time thinking of the work employees do as having the same level of value and deserving of the same commitment and respect.

Instead of relying on awkward favors, a contract creates a way for two parties with different interests to work together. One of the most powerful but often overlooked benefits to belonging to a union is that you and your coworkers can draw up a contract of your own and have that same level of clarity and security.

A contract spells out all the agreements between you and your employer. This can include how much you get paid, your benefits, holiday/sick days, personal time off, your pension, scheduling agreements, health and safety standards, staffing, and more. Unlike a company handbook, you have a say in what goes into it, and you can have the peace of mind of knowing it can’t be changed without your knowledge or input.

Contracts can also help ease possible tensions between you and your managers by making it really clear what the agreed upon rules are, as well as what to do when they are violated. Confronting your manager one on one can end up feeling like a personal attack or criticism with someone you have to work with every day and maintain a good relationship with. In the end, many people just decide to let minor problems go rather than risk creating an uncomfortable situation or even just seeming like they aren’t a team player. In the end, that isn’t a very good way to get problems solved. With a written contract and union representation you have someone to call who isn’t your boss who can help you get the issue resolved.

Never forget that you’ve already earned it.

When you have a strong contract that protects your rights as an employee and the promises your employer makes, you can rest easy knowing exactly what you’re getting in exchange for your hard work.

You work hard every day. When a promise is made to you, you deserve better than being expected to just take someone’s word for it.

What’s a pension? How’s it Different from a 401(k)?

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One of the most common types of retirement plans in America is a 401(k). A pension is different from a 401(k) and is a form of what investment pros call a “Defined Benefit (DB)” retirement plan. A 401(k) is what’s known as a “Defined Contribution (DC)” plan.

Think about it this way: in a 401(k) the amount you put in is fixed, but the amount you take out when you retire is unknown, because you don’t know how the stock market will perform. A pension is a guaranteed sum of money that you start to receive once you retire and lasts until the day you die. It’s a guaranteed income stream that will live as long as you do.

Less Stress When You Prepare Well, No Matter How Life Goes

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Pensions are Less Risky.

While no retirement tools are 100% without risk, your pension is less risky than a 401(k). Pensions aren’t as susceptible to market swings like 401(k)s.

• Financial markets have their ups and downs, so what happens if funding levels in a pension begin to fall below sustainable levels? Well, the fund is required by law to implement a plan whereby the employer provides sufficient funds to get it back on track. That way you can focus on all those retirement plans you and your family are excited about, and not on managing your money.

Experts Have Your Back.

It helps that pension plans are professionally managed so you have experts managing those deferred wages.

• A portion of your benefits is also currently insured by the Pension Benefits Guarantee Corporation (PBGC), a U.S. Government Agency. Although this provides an important stopgap, we view the PBGC only as an insurer of last resort, since full benefit levels might not be maintained if the fund were ever to be referred to the PBGC.
• Additionally, just like how you and your coworkers are stronger together in your union, your retirement savings can be used to make a real difference. Pension funds often use their investments to make companies stronger, smarter and more ethical.

Your 401(k) Isn’t a Predictable Stand In for Pre-Retirement Wages.

Often there are waiting periods for receiving company contributions to a 401(k) plan. In some of our industries where turnover is high, that leaves Gen Z’ers and millennials who are just getting started with their professional careers locked out of the opportunity to build for retirement.

• If you leave your job before the vesting period ends, you may receive no benefits at all.
• Poor investment returns could considerably lower your retirement account and significantly decrease your ability to sufficiently fund your retirement.
• Unlike a pension plan, a 401(k) does not offer lifetime benefits, and your money may run out before you die. If you want a lifetime benefit from your 401(k) plan it will be costly. To receive a lifetime benefit you would need to buy it from an insurance company, which has overhead expenses and a markup for profit.
• You can make mistakes. While we know you’re smart, you have a lot of things to manage already in life. With a 401(k), you have manage your own savings and if you make a mistaken investment, the results could be catastrophic.

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To put it simply, here’s why a pension is such a valuable thing to have:

Safe and Guaranteed.

With a pension, you don’t have to stress about stock market turmoil and can plan accordingly for your retirement. Benefits are guaranteed (up to specified limits) by the Pension Benefit Guaranty Corporation, a federal agency that oversees the health of our pensions.

Lifetime Benefits.

A pension ensures you will receive income from the day you retire until the day you die. It’s a paycheck for the rest of your life.

Less Stress.

A pension is professionally managed and, on average, investment fees are lower than a 401(k) or an IRA. You won’t have to manage and rebalance your portfolio on your own.

The UFCW is dedicated to helping people build better lives – at all stages of life. Fighting for sustainable pensions is one way our union family ensures that hard-working people earn the dignity and respect they should get, no matter how young, old, or in-between folks may be.

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More Helpful Resources For You To Check Out:

We just learned a lot about why pensions are better than 401(k)s. Spend some time figuring out how much you should save for retirement. AARP has a great retirement calculator you can use!

Aging in America is expensive and full of unpredictable costs – whether its medical bills, or other surprises life throws your way. It adds up. So, let’s get you prepared and empowered to build a better life – well into your Golden Years.

The August 24th signing ceremony of UFCW Local 21 and the adult-use cannabis retailer Have a Heart made history as the first contract between a union and an adult-use cannabis retailer in the state. Have a Heart is a recreational and medical marijuana retail operation which operates five stores in Washington. The event was covered by local CBS and ABC TV stations, The Seattle Times, Bloomberg, and other news outlets.

The three-year contract, which currently covers 134 Have a Heart employees, improves wages and benefits and provides the workers with a voice in the workplace. The new agreement also includes comprehensive health and welfare coverage and other benefits, as well as trainings, mentoring programs and staff-development opportunities. Most impactful to growing our union, the employer agreed to a union recognition process for new facilities in Washington and around the country.

“This relationship is quite unusual in a very positive sense,” said UFCW Local 21 President Todd Crosby. “It’s rare for an employer and their employees to reach a first contract so quickly and one that is so promising for its current and future employees. These partnerships strengthen individuals, families and communities – and lead to superior service for customers.”

“At Have a Heart, we believe in ‘doing good,’” said Have a Heart CEO Ryan Kunkel. “We consistently strive to have a positive impact in the neighborhoods where we do business, and we see our partnership with UFCW 21 as part of our commitment to creating a safe and empowering workplace.”

On Jan. 12, members of UFCW Local 1189 who work at Minnesota Medical Solutions ratified a new three-year contract. Minnesota Medical Solutions has a cannabis production facility in Otsego, Minn., and dispensaries located in Minneapolis, Bloomington, Rochester, and Moorhead.

“We were really pleased to be able to recommend this offer to our members,” said Jennifer Christensen, president of UFCW Local 1189. “It is a fair settlement that will ensure that the company is able to recruit and retain exceptional workers.  This is important not just for our members, but for the medical cannabis patients in Minnesota.”

“What is really important is the employer’s commitment to full-time, living wage union jobs,” Christensen added.  “Part-time jobs do exist, but as business expands and hours become available, those jobs are transformed into full-time.  Minnesota Medical Solutions is leading the way nationally, and it shows in the quality of products and services that our members provide for the people of Minnesota.”

The new contract includes annual wage increases for all employees, progression increases, additional pay for new lead positions, premiums when training new employees, and an expansion of the current wage scale to provide greater opportunities for workers to enter the industry.

The employer agreed to pay the increase in the cost of health insurance and will continue to pay the full premium through 2017. Other positive changes in the contract include a move to PTO, holiday increases, mileage and travel time reimbursements, and the inclusion of an additional position in the bargaining unit.

Union Steward Nathan Noel expressed the sentiments of the workers, stating, “We are proud and appreciate being able to provide exceptional medical cannabis to our patients in Minnesota.”

In September, two years after medical marijuana was passed into law in New York, workers at Vireo Health ratified their first RWDSU contract. The Vireo Health workers are members of RWDSU Local 338, and this union contract is the first in the history of New York state’s new medical cannabis industry.

The new three-year contract covers workers at Vireo Health’s cultivation and manufacturing facility in Fulton County and at all four of its dispensaries located in Albany, Johnson City (Binghamton), Queens and White Plains. The contract will provide workers with paid time off for holidays, sick days, and vacation, as well as bereavement leave. Workers will receive retirement benefits through an annuity fund that the company is paying for. Full-time workers will also be receiving medical coverage for themselves and their families under the contract. The agreement also includes “profitability milestones” for workers that will kick in as the patient base increases and the company becomes more successful.

“As someone starting a new family, it’s great to have the security and stability of a union contract,” said Vireo Cultivator Matt Denten. “I’m proud to be working in the medical cannabis industry and know that my work is helping patients live meaningful lives. My coworkers and I all agreed that we wanted to be represented by Local 338 to make sure that we were protected as workers and had good benefits and wages.”

“The strong union contract approved by the workers at Vireo will ensure that they have secure, middle class jobs so that they can provide for themselves and their families,” said RWDSU Local 338 President John Durso. “This agreement provides these dedicated workers peace of mind that will allow them to focus on what matters most: helping those who are suffering and creating quality medicine.”

RWDSU Local 338 was at the forefront of the medical marijuana movement in New York state, working with legislators to craft legislation that would help patients and protect workers in the new industry. A bill legalizing the production and sale of marijuana for medical purposes was signed into law in New York in 2014, and in part due to the efforts of Local 338, the medical marijuana companies were required to have labor peace agreements where they wouldn’t interfere with workers’ efforts to join a union.

On June 9, history was made as the hard-working women and men at Perma, a cannabis producer-processer in Tacoma, Wash., unanimously approved the first union contract for a recreational cannabis business in Washington state. The workers at Perma are members of UFCW Local 367.

“My grandfathers would be so proud of us for organizing,” said Janie Wallace, a processor at Perma.

The three-year contract raises wages, and includes health insurance, an employer paid defined benefit pension plan, six paid holidays, paid vacation and sick leave, and a seniority and grievance procedure.

On May 25, Crème of the Crop workers in Tacoma, Washington, voted to ratify their first union contract. Crème of the Crop is a women-owned and operated cannabis retail shop, and 100 percent of the workers, who are members of UFCW Local 367, voted to ratify the contract.

The two-year contract raises wages for budtenders and shift managers, and includes health insurance, an employer paid defined benefit pension plan, seven paid holidays, paid vacation and sick leave, and a seniority and grievance procedure.

“Local 367 stands together with the workers of Crème of the Crop,” said UFCW Local 367 President Denise Jagielo. “The path to a better life is through a stronger working class, and we are proud to welcome them to our family.”