Monthly Archives: January 2026

Workers at the H&M store in Howell, Mich., joined UFCW Local 876 on Dec. 5. This is the second unit of H&M workers to join the local, which also represents workers at the H&M store in Detroit, who became the first H&M workers to unionize in Michigan.

The workers, who are employed as sales advisors, joined UFCW Local 876 out of concerns about insufficient wages, hours, and staffing, as well as workplace safety issues and harassment complaints.

The campaign to organize these workers included maintaining an open line of communication between union staff and workers. H&M workers from the Detroit store also reached out to the workers in Howell about the benefits of joining UFCW Local 876. H&M workers from both stores are communicating with one another and recognize that there is strength in numbers as they work to build momentum across the state of Michigan and raise standards at all H&M stores.

“From clothing racks that don’t move to high humidity and temperature in the store in the summer, our store has had its share of problems,” said Lauren Eldred, who works at the H&M store in Howell. “It has become clear in the two years I’ve worked at H&M that individual complaints, no matter how many or how frequent, weren’t enough to make the company listen. I’m proud that we came together and voted in favor of joining this union. I know that if we work together, we can improve working conditions for everyone in the store.”

“For too long, these workers had their concerns brushed aside by the company, while struggling with low pay and unsafe conditions; those days are over,” said UFCW Local 876 President Dan Pedersen. “By standing together, the H&M workers in Howell have turned their frustrations into a force to be reckoned with; one the company can no longer overlook. They are joining a family of nearly 20,000 members from across Michigan, who will stand with them every step of the way in their fight for a fair and equitable contract. Welcome to UFCW 876 – we’re stronger together!”

RWDSU/UFCW Local 110 members who work at the General Mills plant in Cedar Rapids, Iowa, recently ratified a new contract that strengthens wages, benefits and workplace protections.

The three-year contract, negotiated by the RWDSU/UFCW Local 110 bargaining committee, brings meaningful changes to nearly every corner of the plant reflecting months of member input and tough conversations at the table.

Members had flagged a number of long-standing issues with scheduling, transfers, subcontracting, and leave rules. The new agreement tackles many of these problem areas head-on. One of the biggest wins came in the form of stronger subcontracting language, aimed at protecting bargaining unit work and keeping jobs in-house. The committee also secured additional seniority protections for situations involving reduced postings and leaves, and clarified bidding and transfer procedures that had frustrated workers for years.

The contract also invests in the union’s presence on the shop floor. Stewards will now receive eight hours of paid release time for annual training, including four hours conducted jointly with management, an important tool for strengthening communication and resolving issues early.

Scheduling saw several updates as well, including new safeguards and a shift away from static overtime allotments toward a percentage-based system that adjusts more fairly based on team size. Members will also see improvements to the Service Award Program, safety shoe allowance, and maintenance tool allowances.

RWDSU/UFCW Local 110 also pushed for clearer and more consistent rules in areas where the old agreement fell short. The new contract resolves discrepancies around holiday pay, updates funeral leave reporting requirements, and smooths out confusion that had been causing headaches for both workers and supervisors.

A number of quality-of-life changes came out of the negotiations too. Workers will no longer receive an attendance point for using their sixth paid sick day, and unused vacation time will now be paid out automatically at the end of each January, ending the long-standing “use it or lose it” policy. When workers are facing termination for attendance, the union and company now have the option to review available paid leave that could bring an employee’s point total down giving members a fairer path to keep their jobs.

The agreement also adds a new layer of due process for the most serious disciplinary cases. For violations that could result in immediate termination, the union and management may now explore the possibility of a Last Chance Agreement, providing another opportunity for workers to stay employed.

Throughout bargaining, protecting the plant’s strong leave programs was a top priority, and those programs remain intact. Members will continue to have access to benefits such as a two-week caregiver leave, 12 weeks of fully paid parental leave for all new parents, extended bereavement options, and industry-leading short-term disability that pays 100 percent for the first eight weeks, then 65 percent for the remainder of the 26-week period. The company will also continue covering at least 90 percent of medical costs and 65 percent of dental costs, ensuring that members maintain access to affordable health care.

The contract also delivers steady raises over the life of the agreement: 4 percent in the first year, 3.5 percent in the second, and 3 percent in the third. And before year’s end, every member will receive a ratification bonus worth 40 hours of straight-time pay at their new rates, with payments scheduled no later than Dec. 4.