Early in my retail career I attended a Union meeting and learned that a Union member has a federal right to have a Union representative present if they are being questioned and believe they could be suspended or terminated.  This one Union meeting saved my job, and it could save your job too.   

​Weingarten rights guarantee “that a union employee has the right to have a union representative present during an investigatory interview with management, if the employee reasonably believes the interview could lead to disciplinary action.”  These rights are named after the 1975 U.S. Supreme Court case NLRB v. J. Weingarten, Inc.

Key Rules and Procedures

• Employee must request representation: An employee must clearly request a Union Representative.  It is important to know that the law does not require management to notify you of your right to have a Union Representative present.  Also, if management can persuade or convince the worker they do not need a union representative, the worker gives up this right.  You need to tell those strangers who have called you into the office, “I am not refusing to answer your questions, but before I do I want a Union Representative present.”  Do not answer any more questions, as you are now a broken record, “I am not refusing to answer your questions, but before I do I want a Union Representative present.” 
• When rights apply: Weingarten rights apply to "investigatory interviews" where an employee is questioned about conduct they believe could lead to suspension or termination. They do not cover discussions or meetings simply to deliver discipline.  If you are called to the office and presented a write-up, this is not investigatory, because the discipline has already been decided.  Sign the write-up and contact your Union Representative and continue working.  If you are being questioned to decide what course of action they are going to take, that is investigatory. 
• Employer's options upon request: If an employee requests a representative, the employer can either grant the request and allow you to go back to work until a Union Representative arrives, end the interview and place you on a short suspension until the Union Representative arrives, or try to talk you into doing without your Union Representative. 
• Consequences of denial: Denying a request and continuing questioning is an unfair labor practice, providing you do not start answering questions, because then you give up your right.  You cannot be disciplined for refusing to answer questions, provided you continually repeat, “I am not refusing to answer your questions, but before I do I want a Union Representative present.”

​Your Local Union has your Weingarten rights printed on the back of your Union Representative's business card, so pull it out and read it out loud.   We always see investigations more favorable for the employee when a Union Representative is present before you start answering questions that may result in you being suspended or terminated. 

The 2025 Smith’s, Albertson’s, Safeway and John Brooks contract negotiations have been completed.  The attention and recognition belong with the UFCW Negotiating Committee, and each member who let their presence and strength be known.  Members voted in high numbers to accept and ratify these contracts.   Never in any year before were buttons worn as in this year with membership being vocal with management about their needs and expectations for good wage increases.   The questionnaire survey taken electronically prior to negotiations commencing was clear that members wanted wages, wages, and wage increases sooner rather than later as a priority. 

As we began negotiations, California, Colorado, Washington State, and Nevada were all on contract extensions, and bargaining in these locations was slow and frustrating .   The Employers were working hard to minimize increases to quarters and change.  Kroger wanted to expand a program they have begun in other locations by having a separate company with non-union employees cut and prepare produce alongside of our Union workers. This would reduce scheduled hours and benefit contributions to Union members’ health and pension funds.   

The merger between Albertson’s and Kroger announced in 2022 was officially rejected in early 2025 by the Federal Trade Commission (FTC) and the state courts in Colorado and Washington State just as bargaining in various locations was beginning.  Albertson’s and Kroger were suing each other about whose fault the failed merger belonged to, and a lot of money and effort was spent on this issue by all sides. There were some hurt feelings. 

Your Union was closely monitoring and attending some of the California and Colorado negotiations knowing exactly where and when we had to take the next step so we would not get caught waiting until the others settled or left behind or isolated with both Companies. 

Kroger and Albertson’s were sharing strategies and working together, better than any previous time in the past, and it became evident we would have to get a deal with Smith’s/ Kroger first, which we did.   Smith’s members in all locations understood and were motivated to vote for a ULP (Unfair Labor Practice) Strike vote.   You do not advertise your next steps, but now we can reveal that Santa Fe, Taos, and Farmington were going to be in the first wave as the members and support of the public were important factors.  Albuquerque and surrounding areas would be in the second wave as we would move from various stores to other stores for five days each.  We were going to stagger the ULP picket’s waves so that we could endure delay tactics at the bargaining table.  Los Alamos members were going to be voting on a ULP Strike Vote as the various waves progressed.  

Albertson’s members were also willing and able as they had the possibility for ULP picketing in Santa Fe, Taos, and Roswell with a few other locations also being considered if additional waves were needed.  
Safeway members in Farmington and John Brooks members were patient, and it paid off well for them as they received the same wages as Smith’s and Albertson’s members.   Also, and just as important, is none of the 2025 contracts contained any concessions. Courtesy Clerks are seeing their largest pay increase, and now no one will forfeit any earned vacation time over the next four years.

It worked out well because the workers were happy and the Company image or customer shopping habits were not harmed or damaged by picketing.  This means members’ hours and company sales would not be affected and their health and pension benefits would continue.    Sometimes you can win the battle but lose the war, and in this case all the members in all areas have benefited by standing together and being united! 

Well done sisters and brothers!

On June 14, 2025, all Retail and Meat UFCW 1564 contracts will be up for contract negotiations across New Mexico. This includes Smith’s, Albertson’s, Safeway, and John Brooks Supermarket contracts.

The UFCW believes the strongest contract for the Smith’s, Albertson’s, and Safeway workers is with Albertson’s and Kroger remaining separate. We now know that both the Federal U.S. District Court and Washington State court have agreed with this. The strength and solidarity of New Mexico members in 2025 will be challenged next year. Currently contract negotiations with Kroger, Albertson’s, and Safeway are taking place in Colorado with UFCW Local 7 whose contract expires on or around January 5, 2025. Southern California with Ralph’s, Von’s and Albertson’s will soon begin bargaining as their contract expires in March 2025. Seattle UFCW has contracts with Kroger Fred Myer and Albertson’s expiring in May 2025. New Mexico and Nevada expire shortly after that. It is a big bargaining year for the entire UFCW and each of us.

Having all these contracts expire around the same time is good for the workers as it allows them to see how and what other workers obtained, and it allows us to put resources together. The Collective Bargaining process allows Union represented workers to seek and
make changes to their employment. In a non-union environment negotiations do not exist because the Company makes changes they desire at any time. Only Union members have the privilege and right to negotiate new terms. This is something your Union takes very
seriously.

Next year will be both an opportunity and a challenge for you and your family. Our sister local in Colorado has been negotiating their King Soopers/Kroger contract and their Albertson’s/Safeway contracts since October 2024. Kroger and Albertson’s/Safeway are both proposing cuts and takeaways from the workers in Colorado. They want the workers to give them more profits and control. They want the workers to give up favorable language and adopt language that is beneficial to Kroger and Albertson’s/Safeway.

Kroger’s bargaining style usually begins with reductions and cuts in the workplace for the employees. We need to protect work and hours as vendors and gig drivers are moving into new areas of the store. We need to protect our Meat contract and their work, we need to protect click list employees’ and their work. The list goes on and on. They should treat you as the essential workers you have proven you are. The customers acknowledged how essential you are towards helping them through thick and thin.
​
Please take a few minutes and fill out the Contract Survey/Questionnaire so your Union knows exactly what is important to you and your family. Please be looking for the QR code to scan and answer with your smartphone. The answers and comments you provide are very important.

Please consider how you can be a part of negotiations. We will need several New Mexico members who are willing to take pictures and share actual life circumstances, while asking for support and assistance. Your Union wants good faith bargaining, we want workers working, we want workplace improvements and wage increases. More for Kroger, Albertson’s and Safeway should mean more for YOU!

Unfortunately, there are several untruths and speculation taking place; therefore, we are going to start with a little background on this mega merger possibility.   Management at your store has been ordered to be positive and talk positively about this merger, even making it sound like it has been approved.  If you read no further, please know that the merger is still pending and has not been agreed to by the Federal Trade Commission (FTC).   On October 14, 2022, Kroger and Albertson’s announced the terms to join these companies into one company at a price of 24.6 billion dollars. 

The Federal Trade Commission (FTC) filed a lawsuit to block the merger on Feb 26, 2024, putting the merger on hold until the matter can be litigated.  The FTC issued an administrative complaint and authorized a lawsuit in federal court blocking the proposed acquisition pending administrative proceedings.  A bipartisan group of nine attorney generals is joining the FTC’s federal court complaint.  New Mexico is one of the nine states. 

The FTC as reported from their website, states the proposed deal will eliminate fierce competition between Kroger and Albertson’s, leading to higher prices for groceries and other essential household items for millions of Americans.  The loss of competition will also lead to lower quality products and services, while also narrowing consumers’ choices for where to shop for groceries.  For thousands of grocery store workers, Kroger’s proposed acquisition of Albertson’s would immediately erase aggressive competition for workers, threatening the ability of employees to secure higher wages, better benefits, and improved working conditions.  

Kroger and Albertson’s / Safeway are challenging the FTC suit to gain FTC approval but they will have to succeed in two state courts and one federal court before that happens.  The Washington state and Colorado state injunctions blocking the merger will begin in mid-August, 2024, followed by the FTC lawsuit going before a judge in Oregon U.S. District Court sometime in September 2024.    Kroger will need to win all three court actions for the merger to be approved.   

In hopes of obtaining FTC approval, Kroger planned to sell about 600 stores to C & S Grocers.  In the event Kroger wins against the FTC and the merger goes through, Albertson’s / Safeway will sell nine locations in New Mexico to C & S Grocer.  

On July 9, 2024 Kroger and Albertson’s / Safeway released a list of over 500 stores.  These stores are currently operated under the Albertson’s or Safeway banners and would be sold and operated to C & S Grocers.   These stores are not closing but changing ownership from Albertson’s / Safeway to C & S Grocers; therefore, they will not be stores owned or operated by Kroger.   Once again none of this happens if Kroger loses the court battles with FTC or state courts, because the merger would be stopped.  

New Mexico had nine stores on the list: Safeway 683 and Safeway 2004 in Farmington, Albertson’s 920 in Taos, and Albertson’s stores 939, 938, 924, 917, 919 Los Lunas, and 903 in Rio Rancho.  

The good news for Albertson’s / Safeway Union members at these stores is C & S has committed to honoring the wages and benefits and terms spelled out in the current Union contract.  This is good news for the Union members in these locations as they stay in the same Health Fund and Pension Funds.  The challenge for C & S is can they compete and stay in business against an even larger Kroger should this merger be approved? 
​
Also, this could drag out years as it is expected if Kroger loses one of these court cases, they will appeal that ruling.  We have no choice but to wait and see. 

On October 14, 2022, Kroger and Albertson’s announced the terms to join these companies into a model that would supply 85 million households with services at a price of 24.6 billion dollars.  Kroger is still planning to take over Albertson’s operations on a future date still to be announced in 2024.  The Federal Trade Commission (FTC) is still actively investigating the proposed terms to determine if anti-trust laws have or could be jeopardized.  The FTC has hinted that they may not rule on the potential merger till sometime in the year 2024.  
The FTC Chair, Lina Khan, along with various State Attorney Generals in Nevada, Arizona, Colorado, and California have begun holding public forms to hear the public’s concerns and questions pertaining to this mega merger, and to help them in determining their position on the matter.  Your Union attended a public forum in Denver, Colorado, on November 1, 2023, which was a large and well attended event.  FTC Chair Khan asked if there was anyone at the event that was for the merger, and the packed center went silent with not even one person speaking in favor of the mega merger.   The overwhelming concern is what it will do to competition, creating food deserts, employee Union Pension and Health Funds, and reducing hours and benefits for employees and reducing Union leverage at the bargaining table.  Here in New Mexico, we have had two of the three previous contracts where Albertson’s took the lead in bargaining due to Kroger tactics at the bargaining table. 

Currently, these two companies employ more than 710,000 workers in about 5,000 stores with a combined 66 distribution centers, 52 manufacturing plants, 3,972 pharmacies and 2,015 fuel centers across 48 states. This mega merger will quickly put Kroger in the east part of the country where they currently have no footprint.
In 2021 the companies on a combined basis delivered $210 billion in revenue, $3.3 billion in net earnings, and $11.6 billion of adjusted EBITDA.
Here in New Mexico, we have seen a handful of mergers, and none match the size and scope of this one.  The merger is expected to take 18-24 months providing the Federal Trade Commission approves it. 

The proposed Kroger-Albertson’s merger will have a significant impact on our members and our Union.  There is a concern that UFCW members in Texas, New Mexico, Arizona, Nevada, California, Oregon, and Washington will see job loss, due to the heavy overlap of both Companies.   This is where the biggest concern comes because the current jobs and benefits may not be duplicated.  Historically, mergers have not been kind to UFCW membership in various parts.  Last month Kroger and Albertson’s announced that Wholesaler C&S would buy the stores divested, and C&S would honor all Union contracts.  Sounds good except C&S is a wholesaler not a retailer, and experts claim the purchase price is low, therefore making it easy for C&S to easily sell off the property later.  In addition, C&S may not be purchasing the data that companies rely on to compete and operate in the community.  So, C&S may sound good, but the concern is they will not be a productive and profitable chain. 

The industry has become more and more consolidated as the influx of private equity has overtaken true supermarket operators.  Seeking to maximize profits, industry consolidations have resulted in widespread assist spinoffs and labor cost cuts that have made our members’ jobs harder both in pay and labor.
As in the past, our Union’s voice has been excluded from these merger discussions.  Fortunately, with a pro-labor administration in various parts of the country and considerable political scrutiny placed on Kroger and Albertson’s since their announcement, the UFCW can utilize and influence.  Our UFCW International Union has made repeated calls for transparency from the companies to secure critically important information needed to navigate this situation.  Pension benefits and to maintain those contributions for whoever purchases these divested sold off stores are very important and significant. 

Our International Union must consider and prepare for every outcome and the impact it would have on members in all states.  The UFCW International has advised each local Union that they adamantly oppose any proposed merger that harms our members and will use every tool and resource at their disposal.

Our UFCW International has engaged its own legal, financial, and antitrust experts to review information provided by the companies and map out innovative ways to protect members.  The proposed merger process will take considerable time, and our Union will be working diligently every step of the way to chart the best course of action for all our members across the country.

It looks like this will be a big event in 2024 if it goes through or if it is rejected by the FTC.

Many of us will be able to remember the location where we were, when we heard or learned that Kroger and Albertson’s have come to terms to merge the two largest conventional retailers into one company! The two competitors, cutting a deal in total silence and away from any leaks, before they jointly in perfect collaboration released the exact same press release within minutes of each other.

On October 14, 2022, Kroger and Albertson’s both announced the terms to join together these companies into a model that would supply 85 million households with services. At a price of 24.6 billion dollars, Kroger will take over Albertson’s operations on a date to be announced in 2024.|

Currently, these two companies employ more than 710,000 workers in about 5,000 stores with a combined 66 distribution centers, 52 manufacturing plants, 3,972 pharmacies and 2,015 fuel centers across 48 states. This will quickly put Kroger in the east part of the country where they currently have no footprint. 

In 2021 the companies on a combined basis delivered $210 billion in revenue, $3.3 billion in net earnings, and $11.6 billion of adjusted EBITDA. The sale is not finalized, as it must be approved and pass anti-trust tests. Some say it will not go through, where others feel it will.

Your UFCW International Union is evaluating and preparing to challenge or promote this merger, but it must be in the members’ best interest. There is a concern that in Texas, New Mexico, Arizona, Nevada, California, Oregon, and Washington, it will result in stores being required to be sold to a competitor to pass federal regulations. No one knows which stores, but some of us remember what happened in Albuquerque when Albertson’s acquired American Stores. We have seen a number of Albertson’s stores sold off to Raley’s and a few others to comply with the Federal Trade Commission requirements. The two have created a public company called SpinCo to sell off an estimated 100 to 375 stores, because they know to be approved, they will be required to divest certain stores. The problem is we believe they will pick stores that have Union Health Benefits, and a Union Pension to spin off. Once again, first the transaction must be approved, and then there is about 18 to 24 months before this happens. Will SpinCo assume Union members’ current benefits and Union Collective Bargaining Agreements? This is something that will be pursued over the next year. The UFCW International Union, which represents over 1 million Union members is very concerned and involved because they have members across these areas mentioned above.  

Your Union reached out to the New Mexico Attorney General, Hector Balderas on October 25, 2022, asking him to stop the transfer of $4 billion dollars on November 7, 2022, until more research and details could be investigated.  We have some areas in New Mexico where we have an overlap of Kroger, Albertson’s, and Safeway stores.  
I have seen a handful of mergers over my 28 years at Local 1564 and none match the size and scope of this one.  The merger is expected to take 18-24 months if the Federal Trade Commission approves it.   Your Union along with various local Unions met with the FTC over the effects and ramifications of our concerns if this goes through.  We met on November 1, 2023 in Denver. We believe the FTC will reject the merger, and then we expect Kroger and Albertson’s to sue the FTC to overturn this decision.  We shall wait and see. 

The theme for the 9th Regular UFCW Convention was: Essential, Value, Strength, and Future.  While UFCW workers have always known they were essential, the national health crisis of the past few years truly highlighted just how essential UFCW members are to their communities.  UFCW members bring value to their workplaces and communities every day.  The value of belonging to our Union family comes with benefits that many nonunion workers do not have, including better wages, affordable health care, education benefits, immigration assistance, and Union discounts on thousands of products, services, and entertainment.  When workers stand together as a Union, they have bargaining power and a collective voice that they simply do not have when they are not unionized.  Strong Unions benefit all workers.  The future of working families and the middle class depends on a united voice that can stand up to powerful corporate and political interests.  

The last few years have been a remarkably difficult time for everyone, but our Union family felt the impacts of a global pandemic and a changing world more acutely than most.  The COVID-19 pandemic, an increasingly volatile political landscape, and a changing labor movement have all posed unprecedented challenges but have also created a remarkable opportunity to strengthen UFCW.

We have spent this time fighting for and organizing with the essential members who make up our Union, and those efforts have solidified the fact that a better future begins with all of us. 
The pandemic touched UFCW members and every aspect of our Union.  We will strengthen our Union family by working together to address specific needs.  We will capitalize on this exciting and monumental moment in the labor movement.  As interest in unions grows and organizing campaigns experience previously unexpected success, the American people’s faith in unions remains strong, even as their faith in other national institutions falters. 

The continued faith is a direct result of the value that our Union and all unions bring to the workplace.   We can maintain that faith because of the hard work UFCW members have done to stand together while fighting for a better future.

Organizing to grow and strengthen our Union is a crucial priority and will remain one in the years ahead.  The core industries of retail grocery, meat cutting, non-food retail, meatpacking, food processing, and health care will remain the UFCW’s goals.   We have achieved remarkable success in strong contracts and members’ rights for continued success in the future.   The UFCW is leading the way in Digital organizing, which brings the tools we used during the pandemic to cultivate thousands upon thousands of leads.   These tools include social and web-based media tools, text messaging, Facebook, Twitter, Zoom video meetings, WhatsApp, You tube, Instagram, WeChat, TikTok, and many more.   Organizing an entire worksite now can take place remotely and at times where more workers are available to join in. 

Protecting the future of our members through pension reform is vital and we must continue to ensure our members’ futures are protected, even after they leave the workplace.  To do this, the UFCW has prioritized strengthening our members’ pension by fighting for critical pension reform efforts and working to prevent legislation that harms those plans.   Recently, the UFCW played a central role in securing legislative pension reform through the American Rescue Plan’s Special Financial Assistance Program.  This program protected millions of workers in multi-employer pension plans who faced significant cuts to their retirement benefits. 
We may have our hands full with corporate greed and other challenges ahead, but being united in strength with value, makes the future of our essential work irreplaceable. replaceable.

New Mexico Smith’s and Albertson’s workers get the changes they deserve!
The mood was set by the Pandemic and the hard work of Grocery workers.  The timing was perfect for Smith’s, John Brooks, and Albertson’s workers to be negotiating a new contract this year.  Several things added to the perfect storm such as a ten-day strike in Denver against Kroger, just three weeks before the New Mexico agreements would expire. 
New Mexico began working and coordinating with Colorado about six months before Colorado began negotiations with King Soopers.   President Greg Frazier attended Denver Kroger negotiations and the two sides shared much of the same goals and projected outcome.   Both were also helped with the soured conditions with Kroger in the Houston and Little Rock areas as they were ready to fight back.  Also, coming into the picture was a quick approaching of large California and Seattle areas, who also shared the same frustration and badly needed improvements.  The work and media exposure were so helpful in reminding and exposing the compassion of customers, who remain supportive and appreciative of the Grocery worker for helping them through the pandemic over the last two years.   
Ultimately, it was you, the Negotiating Committee and workers at the store standing united and demanding more that led to the results in the Smith’s contracts, followed by Albertson’s, and then leading over to the John Brooks contracts. 
All three employers were forced to provide a new benefit level starting on July 1, 2022 for Sick Pay.  The Companies wanted sick days to come from your personal holidays and vacation bank, but the new benefit will stand alone, so employees kept their holiday and vacation days for their own enjoyment.  Wages were a huge piece as well with many of these members seeing $3 to $4 per hour over the next twenty-four months in addition to the new sick leave benefit.   Albertsons was in line with getting money into the workers’ hands as quickly as possible, where Smith’s Kroger pushed the process as far as a scheduled Unfair Labor Practice Strike before the all-night winter storm blew the ice in and made leaving not much of an option.  Both sides were forced to stay and work it out, and we did just a few days before the ULP Strike Vote.  We had not announced the ULP strike but the ULP strike vote was going to take place during Super Bowl week.  Looking ahead the wages that were reached are due and payable, regardless of prosperity or regression.  Special thanks to the Negotiating Committee and all workers for standing tall and not being frightened. 
 
Sick Pay| Healthy Workplaces Act | Highlights 
·Effective July 1, 2022, your Employer is required to provide their employees with paid Sick Leave. 

• Provides for up to 64 paid hours per year for qualified leaves (very broad).

 
·Qualified Use Employees can begin to use accrued sick leave immediately after accrual for qualified purposes:

• Mental or physical illness, injury, or health condition
• Medical diagnosis, care, or treatment
• Preventative medical care
• Same uses as above for family members
• Meetings at employee’s child’s school or day care related to the child’s health or disability
• Closure of place of business due to public health order
• Absences due to domestic abuse, sexual assault, or stalking

·Accrual   All employees accrue 1 hour of paid sick leave per thirty hours worked:

• Employees may use a maximum of sixty-four hours of the paid sick leave per year. Unused hours cannot be cashed out but can be carried over into the next year. 
• Please note: Smith’s and John Brooks are using the anniversary year, and Albertson’s/Safeway is using the calendar year.

·Procedure 

• Employee must provide oral or written request for Sick pay. 
• Employer cannot require employee to find replacement worker before granting leave. 
• Documentation on use of leave can only be required if employee uses two or more consecutive days of sick leave.
• All such records must be maintained as confidential.

·Protection of Rights

• Employer must post Notice of Rights under the Act.
• Employer is prohibited from retaliation against employee for using paid sick leave, for complaining about violations, or has raised concerns to the employer or the public.
• Employer may not require employees to sign contracts waiving rights.

 
Tips to remember-

• You accrue sick pay by working! It is based on hours worked, and does not include hours paid such as vacation, holiday etc.  More hours worked results in more Sick Pay hours available.
• Sick Pay is for sickness, safety, and caregiving and applies to both employee and the employee’s family. This includes mental or physical illness, injury, or preventative medical treatment.  You can use Sick Pay to care for a family member.
• You can accrue and build up more than 64 hours in a year, but you can only use 64 paid hours in a year.  You can carry over accrued hours into the next year.
• Your anniversary date for Sick Pay will be July 1st of each year.  It will work differently and separately than personal holidays or vacations for those hired prior to July 1, 2022.
• Must be used in one-hour increments, so no half hours.
• Employer must pay for time used, even if employee has not yet provided documentation, so no one should be denied pay, because you have not brought the paperwork.
• New Mexico law requires your Employer to track earned and used Sick Pay.  We encourage you to track your own hours worked and sick pay time used so you can verify your benefit.
• Sick Pay time will count toward Health insurance hours, and Pension time as if worked.

 

President's Message Archives+August 2021 - Contract Negotiations

+March 2021 Bargaining Update

+October 2020 Corporate Greed and Profits Before Essential Grocery Workers Needs

+Feb 2020 - Union Shop Stewards sharpen skills on supporting members!                               ​

Next year each of the three big supermarket chains will be up for contract negotiations in New Mexico and in neighboring Colorado, Nevada, and Southern California.  Having all these contracts expire around the same time is good for the workers.  Only Union members get to participate in contract negotiations  also called Collective Bargaining.  This process allows the workers to seek and make changes to their employment.  In the non-union environment negotiations do not exist because the Company can just change anything they desire at anytime.  Only Union members have the privilege to negotiate.  This is something your Union takes very seriously.  
In New Mexico, Smith’s / Kroger will expire first on January 30, 2022, Albertson’s / United will expire next on June 11, 2022, and then Safeway will expire on November 3, 2022.  This is both an opportunity and a challenge to you and your family.  As Kroger has just finished its biggest year of all time with the additional sales COVID-19 brought,  their CEO Rodney McMullen received a 45% increase in his salary with a $22.4 million dollar bonus.  Most of us remember that the workers $2-hour hazard pay was removed after three short months in 2020 and replaced with less expensive gifts. 
Our sister local in Colorado has their King Soopers / Kroger and their Albertson’s contracts expire on or around January 8, 2022.  That is a full three weeks prior to the New Mexico contracts expiring with Smith’s / Kroger.  Colorado and New Mexico share the same struggles.  This is a great year for coordinated bargaining since both areas deal with the same executives during negotiations.   Colorado will receive more attention since their 13,000 workers and contracts expire first.  I will be heavily involved in Colorado bargaining, as together we have many more options to protect and advance our member’s concerns. 
New Mexico and Colorado are both facing large productive supermarket chains who give a small budget for their workers.  Kroger’s bargaining stye usually begins with reductions in the workplace for the employees.  They should treat you as the essential workers you have proven you are.  The customers acknowledged how essential you were, and we will not let them forget all that you worked through last year to help the, while others collected unemployment checks.  Essential workers need better pay and benefits.
Please take a few minutes and fill out the Contract Survey / Questionnaire so we know exactly what is important to you and your family.  You can scan the QR code box in this newsletter with your photo app on your mobile phone, it will only take about 5 – 10 minutes.  You can also enter the web address/link into your home computer and submit the survey from there.  The answers and comments you provide are very important.  Your answers will be kept private and not shared.
Please consider how you can be a part of negotiations.  We will need a number of New Mexico members who are willing to take pictures and share their stories of how they worked through the COVID scare, and how they deserve to be taken care of.   Your Union wants good faith bargaining, we want workers working, but we also want workplace improvements and wage increases.  More for Kroger, Albertson’s and Safeway should mean more for YOU!
Your Union has been preparing for 2022 contract negotiations since the last contract was ratified in Jan 2019.  We really need to hear from you to make sure we understand what you need and how important it is and if you feel Kroger is taking care of you.  Please spend a few minutes to reply with your answers.  Your answers will be kept private, and you can let us know if we can count on you.   Scan the QR code below or click on this link to take the survey now!
https://www.surveymonkey.com/r/QP9PNGG

BARGAINING UPDATEOur Union is less than one year from contract negotiations with Smith’s and just short of 18 months from contract negotiations with Albertson’s, Safeway, and United.   As you are aware, the Union is “you and I”, and negotiations are a right that Union members get to be involved with.   Union members can propose changes, exercise their voices, and ultimately vote on changes to their working conditions, wages, and benefits. We are looking forward to seeing the changes you want to see in 2022.
What changes, additions, deletions, or modifications would you like to see in the next contract with Smith’s, Albertson’s, United, or Safeway?  Now is the time to start thinking about this as we will send you a survey/questionnaire in June/July of 2021 for your suggestions.  
We want to let you know what’s going on in new contract negotiations in areas around us.
KROGER HOUSTON
Kroger UFCW workers in Houston, Texas, are just now starting to realize how much more it will cost them and their family to belong in the Kroger Health and Welfare K-Plan.  Houston workers belonged in a UFCW Health Fund prior to January 1, 2021, until they were removed.  Kroger told the Houston employees repeatedly that the K-Plan would be an improvement, cost them less, and put more money in the pockets of workers.  Many in and around Houston have now lost their health insurance from the higher benchmarks to be eligible based on hours worked.  In addition, health care costs and prescription costs have skyrocketed for Kroger Houston workers while a work stoppage/strike is lingering.  Kroger wanted the employees to believe they could give them more money if they got away from the Union health insurance, but employees are now realizing that what they gained is far less than what they have lost as they are paying a lot more out-of-pocket health care costs to them and their families.  This issue is ongoing and will result in a work stoppage soon if a fix is not agreed to.  Union Members decide to accept or strike over such matters.  New Mexico members get ready; we all know the K-Plan is awful and not a good move.
KROGER  ARKANSAS
Just as in Houston, Kroger just recently notified Arkansas Kroger employees that they are forcing them into the Kroger K-Plan.  A work stoppage is also building in Little Rock, Arkansas, and being coordinated with Houston and potentially other areas.   Arkansas workers are aware that moving from a Union Fund that is equally administered with both company and union trustees to a 100% company-controlled plan is drastic and will allow Kroger to change anything they want, including in the future and at any time Kroger desires. 
KROGER DALLAS TEXAS (MEAT)
One of the two Dallas UFCW local unions is having trouble with Kroger, as they face Kroger wanting them to go into the Kroger K-Plan, facing the same problems as in Houston and Arkansas.   This group is just meat cutters and wrappers.  
ARIZONA KROGER / SAFEWAY / ALBERTSON’S
Arizona just completed negotiations for a three-year contract.  Unlike Houston, Arkansas, or Texas, Kroger and Safeway did not propose the company health K-Plan, but they did negotiate cost savings to the company with language not requiring them to pay monthly contributions for six months.   Some of you may have noticed your $5, $10, or $15 a week has stopped.  This took place because the company is not making any premiums to our health fund.  Both the New Mexico and Arizona health funds have an excessive number of reserves and made this possible.    New Mexico members are not interested in joining the Kroger K-Plan next year or any year.  Some of the other changes Arizona adopted were to add 3 weeks’ vacation after 5 years, floating holiday after one year anniversary, sick pay on first day, a physician’s note after 3rd consecutive absences, and a Labor Day holiday.