What’s Inside UFCW LOCAL 175
UFCW LOCAL 633
President Shawn Haggerty
President May Chalmers
Secretary-Treasurer Kelly Tosato
Secretary-Treasurer Marylou Mallett
Recorder Karen Vaughan
Recorder Brian Kozlowski
Executive Assistants Sylvia Groom Luc Lacelle Jim McLean HEALTH & SAFETY: Health & Safety Representative: Mary Shaw WORKERS’ COMPENSATION: Intake Representative: Georgina MacDonald; Workers’ Compensation Representatives: Joanne Ford, Phil Hames, Sarah Neath
75 Union News
Two New VPs join the Local Union Executive Board
106 Union News
Federal Politics, and the Ontario Health Coalition
207 Welcome New Members
148 Altered Lives Project
209 Workers' Comp
10 26 Negotiations
LEGAL: Director: Fernando Reis; Counsel: Mary Hurley, Matthew Jagodits, Jane Mulkewich, Avo Topjian ORGANIZING: Director: Rick Wauhkonen; Organizing Representatives: Joce Cote, Linval Dixon, Tim Hum, Jeffery Lu, Meemee Seto, Amy Tran TRAINING & EDUCATION: Director: Rob Armbruster; Coordinator: Kelly Nicholas; Engagement & Media Relations Strategist: Tim Deelstra COMMUNICATIONS: Communications Representative: Laurie Duncan; Senior Communications Representative: Jennifer Tunney REGION 1: Director: Kelly Tosato; Union Representatives: Colby Flank, Tracy Stubbs REGION 2: Director: John DiNardo; Union Representatives: Farman Ali, Orsola Augurusa, Rick Daudlin, John DiFalco, Casey Magee, Christina Mayberry, Tony Nigro, Mark Stockton REGION 3: Director: Daniel Mercier; Union Representatives: Shannon Epp, Paul Hardwick, Dean McLaren, Jacques Niquet, Joe Tenn; Servicing Representative: Sandra Proulx
Margaret's Story
Why do Employers Fight Injury Claims?
Islamic School of Hamilton, Transcare, & more...
REGION 4: Director: Chris Fuller; Union Representatives: Dave Forbes, Ron McGuire; Servicing Representatives: Virginia Haggith, Jennifer Hanley, Tim Kelly, Sabrina Qadir, Arlene Robertson, Chris Watson REGION 5: Director: Angela Mattioli; Union Representatives: Jehan Ahamed, Ashleigh Garner, Brad Morrison; Servicing Representative: Rolando Cabral REGION 6: Director: Rob Nicholas; Union Representatives: Sam Caetano, Matt Davenport, Jason Hanley, Lee Johnson-Koehn, Lionel MacEachern, Mike Mattioli, Melody Slattery, Mario Tardelli, Fred Teeple REGION 7: Director: Sharon Kempf; Union Representatives: Diane Sanvido, Steve Springall; Servicing Representatives: Dan Bondy, Todd Janes
14 18 Members at Work Fortinos
REGION 8: Director: Sandra Rogerson; Union Representatives: Jeff Barry, John Beaton, Matt Belanger, Jim Hames, Derek Jokhu
PROVINCIAL HEAD OFFICE 2200 ARGENTIA ROAD MISSISSAUGA, ON L5N 2K7 TEL: 905-821-8329 TOLL FREE: 1-800-565-8329 FAX: 905-821-7144
CAMBRIDGE OFFICE 6628 ELLIS ROAD, CAMBRIDGE, ON N3C 2V4 TEL: 519-658-0252 TOLL FREE: 1-800-267-1977 FAX: 519-658-0255
HAMILTON OFFICE 412 RENNIE STREET HAMILTON, ON L8H 3P5 TEL: 905-545-8354 TOLL FREE: 1-800-567-2125 FAX: 905-545-8355
LEAMINGTON OFFICE 261 ERIE STREET SOUTH LEAMINGTON, ON N8H 3C4 TEL: 519-326-6751 TOLL FREE: 1-888-558-5114 FAX: 519-326-0597
Training
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Solidarity Scholarship winners, and recap of the Weeklong Paid Training OTTAWA OFFICE 20 HAMILTON AVENUE N. OTTAWA, ON K1Y 1B6 TEL: 613-725-2154 TOLL FREE: 1-800-267-5295 FAX: 613-725-2328
ISSN No. 1703-3926 CHECKOUT is an official publication of Locals 175 & 633 of the United Food & Commercial Workers (UFCW)
24 24 Fundraising
Bowling & Halloween
SUDBURY OFFICE 230 REGENT ROAD SUDBURY, ON P3C 4C5 TEL: 705-674-0769 TOLL FREE: 1-800-465-1722 FAX: 705-674-6815
THUNDER BAY OFFICE UNIT 206A 1000 FORT WILLIAM RD THUNDER BAY, ON P7B 6B9 TEL: 807-346-4227 TOLL FREE: 1-800-465-6932 FAX: 807-346-4055
UUWO
O
ver the last several months, Members of Local 175 at several workplaces received notice of layoff and closure. Most recently, Members at Maple Leaf Foods in Brampton and St. Marys received notice their plants would shut down in about three years. There is hope that the new Maple Leaf plant, set to open in London in 2021, will re-employ many of the existing employees who will be displaced by the closures. The Union will work to maintain the good Union jobs at Maple Leaf through the transition, and that includes the new plant when it opens.
In November, 14 Members at Rona in Sudbury received news that their store would close in mid-January. These members are long-time employees in many cases, and have served their community and employer well. The members’ agreement guarantees enhanced severance, and the Union will work to ensure the employer meets those obligations. In September, Kraus Carpets and Strudex Fibres announced that operations in Waterloo would cease permanently and immediately, putting 190 Members out of work. That facility had been a part of the community for almost 60 years. A number of our Members had been loyal employees for a long time. The Union will continue to press Members of Provincial Parliament (MPPs) to enact legislation that provides workers and communities affected by transitions like these with assistance. After all, the taxes of working people help provide financial support to companies like this time and time again. Maple Leaf, for example, will receive $20 million from the federal government, and
President’s Message Shawn Haggerty
The human impact of layoffs and closures $34.5 million from the provincial government for the new facility. Your Union uses every available avenue to pursue companies who owe a financial debt to Members and provide as much benefit to the affected employees as possible. With Rona, Kraus, and Strudex, the Union continues to work toward ensuring Members receive everything they are owed. As the transition for Maple Leaf workers happens over the next few years, we will strive to maintain a good working environment in the existing plants and a good Union contract to cover the jobs created at the new plant as well. The impending closure of the Oshawa GM plant is devastating as well. Twenty-five hundred people will be out of work, and it will be felt throughout the community, which has relied on jobs in the industry for more than a hundred years. After the 2008 financial collapse, GM received a massive bailout of $3.29 billion from the federal government. Now, 10 years later, restructuring will put about 14,700 people out of work as the company closes seven plants across North America. How do we protect the real, every day people who feel the impact of these closures most desperately? The ripple effects of job loss, especially on a large scale, are felt in many ways. Financial struggles take a toll on wellbeing. Multiply that across communities and it can become a crisis. And, it's a crisis that the Ford government
is not interested in dealing with. Too many companies, many of which receive tax incentives and money from the government, can just walk away from the impact of their decisions. And, far too often, these companies provide little notice and get away with never paying employees severance, owed wages or vacation, and hard-earned pensions. We need legislation that guarantees that employees are the highest priority when it comes to a company paying what it owes. We need real strategy in place to assist workers, above all else, in job transitions and employment. These real issues will face many, if not most, working people in their lifetime. These are issues to ask your elected representatives about and should be considered at each and every election. This time of year can bring extra stress to many. Please remember that workers affected by closures and those on strike need the solidarity and support of their Union Sisters, Brothers, and Friends to stay strong and move forward through the tough times. I sincerely wish all of you an amazing holiday season and best wishes for the new year to come. In Solidarity, Shawn Haggerty president@ufcw175.com
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Secretary-Treasurer’s Message
n November 21, 2018, the Ontario government approved Bill 47, which will see many worker protections eliminated. Bill 47 will:
• Scrap two paid sick days per year and replace those with three unpaid sick days. • Throw out the 8 Personal Emergency Leave days per year. • Freeze minimum wage at $14 per hour for 33 months. • Ditch Equal Pay for Equal Work. • Toss out legislation that made it easier for workers in some sectors to join a union.
Every time we roll back real protections and progress for workers, we start our fight all over again. Bill 47 is short-sighted and reveals that the government is systematically leaving the well-being and protection of workers out of the equation in their future plans. Workers’ rights, labour law, equality, and your Union collective agreement are all connected in important ways. The last time we had a PC government was between the years 1995 and 2003. During those eight years, and the following year under the Liberals, minimum wage remained 4
Checkout Magazine
Kelly Tosato
Bill 47 scraps many worker protections frozen at a meager $6.85 per hour. That's nine years. Bringing the minimum wage to $14 per hour in 2017 was equivalent to workers having received an increase of about 30 cents per hour every year since 1995. But, because the minimum wage sat, stagnant, workers missed out and had to make due. So, was $14 per hour too much too fast? Or, was it workers getting what they were owed? The timing of Bill 148 may have been a transparent re-election bid but that doesn’t mean it wasn’t necessary. There was a twoyear labour review, which found that far too many Ontario workers weren’t receiving some of their most basic rights, and that changes were long overdue. Rolling back paid and unpaid emergency days disproportionately punishes women far more than men, as women continue to be primary care-givers in many households. When women must make decisions between caring for a child or other relatives and going to work, it has a further impact on the ability to reduce the gender wage gap. Add to that, a frozen minimum wage of $14 per hour. So, not only are workers fending for themselves when it comes to emergency leave days, the government is freezing how much workers get paid when they do go to work. Is the situation better for Unionized workers? Absolutely.
Your collective agreement language cannot be undone by the government. The standards we set in our agreements help raise up non-Union workers too. But, when the government sets the bar so low, it becomes more difficult to get any employer to do better. This government is not workerfriendly and it is not For the People. We need policy and legislation that moves us forward on a more humane level. Working people, government, unions, and employers all need to work together to strategize to fix the intrinsic problems in our labour model and better equip workers and businesses to deal with the future in real and relevant ways. The nature of employment and the jobs we do will absolutely continue to change as we become more global and more technologically advanced. But, let’s ensure we advance our humanity and social responsibility too. Thank you to all of our Stewards Health and Safety committees, and Members who work day in and day out to help make sure their workplaces are as safe and healthy as possible. I hope you all enjoy the warmth and kindness of the holidays with family and loved ones, and I wish you all the best that the new year has to offer. In Solidarity, Kelly Tosato treasurer@ufcw175.com
Union News Two New VPs join the Local Union Executive Board
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t the year-end Locals 175 & 633 Executive Board meeting on November 13, 2018, the Board welcomed two new members. The newest Vice-Presidents (VPs) represent the retail grocery and red meat sectors. For 20 years, Navidad Talbot (top photo, right) has worked at Cargill Dunlop in Guelph. He has worked as a butcher on the hip rail for many years. He has been a Steward in the Fabrication department for all of his 20 years at the plant too. Two years ago, his co-workers elected him as Chief Steward. Last year, he was elected as chairperson.
Michael Windley (left) and Navidad Talbot.
Michael Windley (top photo, left) has been an employee with Loblaw Companies for 14 years. Currently, he works as the deli manager at Zehrs Stanley Park in Kitchener. He has been a Steward for more than seven years and is a certified co-chair on the health and safety committee. “Congratulations and welcome to Michael and Nav,” said President Haggerty. “I know both of these Members will make excellent additions to the Executive Board.” Also at the Executive Board meeting, VP Michael Collins (centre photo, centre), who works at the Holiday Inn in Windsor, collected donations to support the Little Hands Kids for a Cause toy drive.
Secretary-Treasurer Kelly Tosato (left), E-Board VP Michael Collins (centre), and President Shawn Haggerty.
Volunteers at Little Hands reach out and provide support to local families whose children are battling life-threatening illnesses. The group has been able to help almost 100 local children called 'Heroes' since 2014. The annual toy drive is held in honour of Maiysn Spencer, the group’s very first hero. The eight-year-old boy helped inspire a community before he lost his battle with cancer in 2014. Thank you to Michael for organizing the collection! In addition to the regular business of the Board meeting, Ron Lehman from Rock Insurance presented a donation to the Leukemia & Lymphoma Society of Canada (LLSC) for $5,000 to President Haggerty and Secretary-Treasurer Tosato.
Secretary-Treasurer Kelly Tosato (left), President Shawn Haggerty (centre), and Ron Lehman from Rock Insurance.
Rock Insurance offers discounts on insurance products for members of UFCW Locals 175 & 633. In addition to great rates, for every Local Union member that signs up for a policy, Rock Insurance will donate to the LLSC. See the ad on the back cover of this issue of Checkout. Winter 2018
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Federal Politics
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n November 1, at the request of Patty Hadju, the Federal Minister of Employment, Workforce Development and Labour, your Union attended an announcement of new federal labour legislation. The Local has some members whose employer is federally regulated such as milling and drivers. The announcement included the ability to access a third week of vacation quicker and paid sick leave that did not previously exist. It also creates federal pay equity legislation. The Local has lobbied extensively for federal pay equity and paid sick days and we are confident that these changes will improve the standards for these workers. We are encouraged by the announcement, and will continue to take an active role in improving the laws that effect both our Members and all working Canadians. On November 6, UFCW members and staff from across Canada met with MPs on Parliament Hill in Ottawa to ask for their support on important issues facing working people.
• The Impact of Automation and Artificial Intelligence on our Workforce; • Developing a National Food Policy to Provide Quality, Accessible, and Affordable Food to all; • Ending the Gender Wage Gap, and • Implementing a Universal Pharmacare System. Workers should be consulted and involved in any strategies that affect them. Further, strategies to deal with these issues must include protections to ensure the well-being of all workers at every possible stage.
Ontario Health Coalition Rally & General Assembly
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n November, members of the Ontario Health Coalition (OHC) took part in the OHC General Assembly. In attendance from the Local Union were Karen Vaughan, who is the Local 175 Recorder and an RN at Maplewood Long-Term Care Home in Brighton, plus Fernando Reis, Director of the Legal Department and head of our HOPE Sector. Your Union represents more than 5,000 health care workers in: • • • • •
Long-term care facilities, Retirement homes, Community care centres, Home and assisted care programs, And more.
This OHC Assembly is an opportunity for the participating members and supporters to identify key issues and strategize to protect and expand public health care for all Ontarians in light of the challenges we face under the Ford government. UFCW Locals 175 & 633 participates regularly in these types of meetings as well as events organized by the OHC. On October 23, 2018, Members, Executive Board, and staff from the Local Union took part in an OHC rally. The crowd at Queen’s Park chanted ‘Hands Off Our Health Care.’ The message from the crowd was clear: Rebuild and improve our health care with NO cuts and NO privatization.
It’s estimated that Doug Ford’s proposed cuts will add up to $22 billion in lost revenue for the province. That’s $22 billion less funding for our schools, the roads we use and the transit we take, the social programs we rely on, and the health care we need. Our population is only getting older and much of our system is already inundated with more patients and higher needs requirements than ever before. Health care workers already work short far too often due to the underfunded system. Health care is something we will all need at some point in our lives. It should be public, accessible, and well-funded to make sure it’s there when we need it. Visit www.ontariohealthcoalition.ca for more info on the group.
Welcome to Your Union
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mployees at the Canadian Centre for Victims of Torture (CCVT) in Toronto are now members of UFCW Local 175. Many of the thousands of refugees that Canada accepts each year are victims of torture and survivors of war. The employees at the Canadian Centre for Victims of Torture provide vital support and services to help these individuals deal with trauma, and integrate into society in their new home. Often, the employees themselves are women who are newcomers to Canada as well. Jobs at the CCVT include Counsellors for Settlement, Youth, and Mental Health, Employment Services, and Skills Instructors. The Members at CCVT won their certification vote on October 17.
On September 5, employees at Compass Canada Support Services at Conestoga College in Guelph, became the newest members of UFCW Local 175. Issues that brought the Compass Group workers to join the Union included: • • • • •
Wages, Benefits, Working conditions, Seniority, and; Job security.
Local 175 already represents Compass employees at Conestoga College in Kitchener and other locations. That experience is partly why the workers reached out to the Union. “The workers are very interested in the security that exists in the agreement for workers at the Kitchener
Conestoga campus,” said Organizer Russell Evans. “They understand the importance of having an agreement, and they’re aware of the benefits it can provide. I know they are eagerly awaiting their proposal meeting.” And, last but not least, we welcome 25 workers at Bonnie Place Retirement Home in St. Thomas. These health care workers voted recently to join UFCW Local 175 for a number of reasons, including wanting bargain for meaningful wage and benefit improvements. Congratulations to all of our newest members on having the courage and strength to vote Union Yes and improve your workplaces. Welcome to Your Union. Winter 2018
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altered livesproject
ufcw175.com/alteredlivesproject
Margaret's Story Margaret works for a large retailer in the Greater Toronto Area (GTA) as a customer service representative. One day, Margaret was verbally and physically assaulted while she worked at a cash register. As a result, Margaret suffered an injury to her right shoulder, arm and wrist. This injury required months of physiotherapy treatment. To this day, it still bothers her to perform certain tasks and put her arm in certain positions. The assault turned Margaret’s world upside down and took a toll on both her physical and psychological well-being. She didn’t expect how much of an impact the incident would have on her. Previously, Margaret had been very active and outgoing. She enjoyed life and outdoor activities in particular. She took pride in tending to the needs of her family and spending time with them. Things changed rapidly for Margaret as her coping skills spiralled. She developed a suspicion and mistrust of others. Her sense of security had been shattered, and she even had an alarm system installed in her home Margaret’s ‘normal’ state became slow-moving and absent-minded. She no longer took part in household chores such as cooking or cleaning. Her personal hygiene diminished and she became very irritable and argumentative with family members. About three months after the assault, Margaret was able to go to a medical specialist for a psychological assessment. Margaret’s symptoms included: • • • • • • • •
Flashbacks, Trembling, Anxiety, Tension, Sleep Deprivation, Fatigue, Lack of concentration; and, Lack of appetite.
The doctor determined a diagnosis for Margaret’s symptoms and provided her with a plan of action. For over a year, Margaret underwent extensive psychological treatment which brought her to a much better state of well-being. Her symptoms retreated to manageable levels, but Margaret still remains guarded and her family is very protective of her. Margaret would like to think this experience has made her a stronger person. She recognizes any form of violence or harassment is unacceptable, whether in the workplace or elsewhere. She encourages people to become more in tune with their surroundings and take action instead of relying on others to take action and do the right thing. “This type of behaviour should not be tolerated and it should be addressed immediately to help prevent an escalation that could cause harm to ones’ self or others,” said Margaret. Margaret found it very difficult to deal with judgmental and disrespectful people as she went through her own ordeal following the assault. She encourages everyone to treat one another with human dignity, respect, and kindness.
“We should never judge others as we may not know what is really going on,” she said. “Be aware, take action, and be supportive.”
Why is My Employer Disputing My WSIB Claim?
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njured workers deserve fair compensation.
The way that the Workplace Safety & Insurance Board (WSIB) is administered, however, makes it clear that the WSIB’s only goal is cost efficiency. And, every one of the Board’s policies and procedures work to achieve that goal. Far too often, achieving that goal comes at the financial, emotional, and physical expense of injured workers. It’s not surprising that injured workers are upset and frustrated by the WSIB system. So, when an injured worker learns that their employer will dispute the workers’ injury claim, the frustration rises more. Why does the employer want to fight against just compensation for the employee? After all, workers lost the right to sue their employers in exchange for the WSIB, which is an employer-funded program. Why do employer’s dispute claims? There are several reasons. It could be that the employer: • Doesn’t believe the injury happened at work or that the injury was caused by the duties the employee performs; • Believes that the injury or illness was more likely due to a non-work-related issue or condition; or, • Has a return to work program and, therefore, has the expectation the worker should return to work sooner. But, the reality is that many employers will dispute claims as a method of cost management or claim suppression. After all, compensation costs eat into profit margins.
The WSIB administers several compensation programs. Many UFCW Locals 175 & 633 members work for employers covered under the New Experimental Experience Rating (NEER) program. Employers pay premiums and the system rewards good performance, such as low injury/illness rates, with rebates and future premium reductions. Poor performances, however, can cause increased costs. This creates a significant financial incentive for employers to aggressively manage WSIB claim costs by, among other means, disputing the claims of individual injured workers. The relationship between the Board and the employer is similar to a customer/client relationship. Often, the WSIB will consult employers to determine a worker’s entitlement to benefits. And, typically, that type of communication is with the employer representative who is responsible for managing WSIB claim costs. All of this can put injured workers in a vulnerable position. Depending on who the employer contact is for the WSIB, injured workers could encounter barriers including person-
al conflicts, translation issues, timeliness of reporting and responding, miscommunication, and errors and omissions. Ultimately, many injured workers end up knowing that the only best interests the employer is interested in protecting are its own.
What can you do? Make sure that any information given to you is accurate and truthful. This includes (but is not limited to): • Phone conversations with WSIB staff, • Your Form 7, • Letters, and; • Work offers. If you find inconsistencies, contact your WSIB case manager and discuss the problem. Members can call the UFCW Locals 175 & 633 Workers’ Compensation Department for help with any questions on your WSIB appeals. workerscomp@ufcw175.com 1-800-267-1977
Winter 2018
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Negotiation Updates
Islamic School of Hamilton teachers awarded first contract
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eachers at the Islamic School of Hamilton, part of the Muslim Association of Hamilton, now have a first contract as Union members at UFCW Local 175. The new two-year collective agreement for the Islamic School of Hamilton staff, awarded through first contract arbitration, includes a number of improvements for the 27 employees at the school. Employees receive a salary increase of $1,500 in each year of the agreement. In addition, the employees get a $500 signing bonus. The employer will pay 40 cents per kilometre for employees required to use their personal vehicles for work purposes. The school will also pay 100% of the cost for approved classroom supplies so that no teacher is paying out-of-pocket. Also, the employer will pay 50% of the tuition for children of staff who attend the school. Employees receive five paid sick days per year that can be used for any purpose. This number increases by one per year for those who have at least three years of service, to reach a maximum of 10 days’ leave. Language provides for 13 statutory
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holidays per year, which include Eid Al-Adha and Eid Al-Fitr. Bereavement leave provides three paid days for the death of an immediate family member, and one day for the death of an in-law, aunt or uncle. The contract includes a grievance and arbitration procedure, plus union security. Language also ensures Members have a Union Steward and that their Union Representative can access the premises. Language establishes seniority for hours of work and layoff, job postings, plus provisions for various leaves of absence. In addition, the agreement addresses rest periods, and overtime in excess of 35 hours per week. The school will now limit class sizes depending on the grade as well. If the employer requires an employee to take an educational course, the employer will pay for the course. The employee will receive regular wages if the course is during working hours. Lastly, the agreement contains letters of understanding addressing pay equity and class assignment.
Nurses at Paramed ratify first contract Nurses at Paramed Home Health Care achieved their first collective agreement on October 2, 2018. The three-year contract covers 90 fulltime and 82 part-time Registered Nurses (RNs) and Registered Practical Nurses (RPNs) at Paramed locations in Kitchener and Cambridge. Among the improvements to the working conditions, the employees will benefit from language that improves scheduling based on seniority. Plus, the members now have a grievance and arbitration procedure to enforce their rights and the provisions of their agreement. RPNs receive an initial wage increase of up to 70 cents per hour. Raises for RPNs total up to $2.10 per hour over the duration of the contract. RNs receive up to $1.10 per hour initially, and up to $3.30 per hour over the term of the deal. Employees benefit from improved vacation entitlement of up to five weeks, which will be paid at 10%. In addition, the nurses at Paramed can choose which of three healthcare plan options they participate in, and the premiums for those plans remain the same as previous. Thank you to the Members of the Union Negotiating Committee: Debbie Charon, Ashley Haelzle, Tracey Killingbeck, Glenda McKenzie, and Union Rep Steve Springall.
Wage & language improvements at Waste Management
Massey Wholesale Members secure new agreement
The recently ratified contract for members at Waste Management in Sudbury contains language improvements to better protect workers. This includes updated harassment policies, plus a new letter of agreement regarding the handling of hypodermic needles. The members of the Union negotiating committee achieved schedule posting language and clarification on bargaining unit work as well in the five-year deal. Full-time rates improve by a total of 13% over the duration of the five-year collective agreement. This includes 3% in years one, two and three, plus 2% in both years four and five. Members achieved an additional paid floater day to provide a total of two per year. The employer-paid contributions to the workers’ health and welfare plan improve over the course of the agreement term. Waste Management in Sudbury employs 14 full-time employees who belong to the Local 175 bargaining unit. The members ratified their new agreement on November 4, 2018. Union Negotiating Committee: John Blades, Richard Joseph, and Union Rep Jeff Barry.
At the start of bargaining for the contract at Massey Wholesale, the employer wanted concessions. The members of the Union negotiating committee, however, were able to achieve a contract with no concessions and a number of monetary and language improvements. One important achievement is new language outlining hours of work for Warehouse and Office employees. Previously, the contract contained no language addressing this issue. Drivers receive wage increases totalling 5.5% over the duration of the agreement. Office and Warehouse rates will increase by a total of 5.25% over the contract term as well. The first increase for all rates is retroactive for hours worked since the expiry of the previous contract. Warehouse employees also benefit from a new shift premium of $1 per hour for those required to deliver. Employer-matched pension contributions increase to a maximum of 3% of an employee’s gross wages,
up from 2.75%. Eyewear coverage now provides $200, up from $150, every 24 months. Plus, employees will have their eye exams covered, to a maximum of $100, also every 24 months. Employees receive an improved uniform allowance of $500 per year for full-time and $150 per year for parttime. The boot allowance improves to $150 per year, up from $125. The employer will now pay out up to three, instead of the previous two, unused sick days per year. Employees also receive three paid personal holidays per year, up from two in the last contract. Bereavement leave now provides one paid day for the death of an aunt, uncle, niece, or nephew. The 21 full-time and five part-time employees ratified the three-year agreement on November 3, 2018. Union Negotiating Committee: Kevin Goddard, Debbie Peters, Darren Stencil, and Union Rep Derek Jokhu.
Agreement ratified by members at Atikokan Foods
You can find more negotiations online at myunion.ca.
Retail grocery workers at Atikokan Foods have achieved a new agreement. Those Atikokan Foods employees at minimum wage receive an increase of 2.2% or a raise equivalent to the Rate of Inflation, whichever is greater. The top rate for Meat Cutters improves by $2.14 per hour over the duration of the agreement. Top rate for Food Service workers will increase by $2.11 per hour over the contract term. A new premium for Lead Hand will provide an additional $2 per hour worked as such. The employer will reimburse employees $20 for the purchase of two pairs of dress pants. Bereavement leave for part-time workers now provides three days’ paid leave, as well as internment language. The 22-member bargaining unit secured their new agreement at a ratification meeting on October 1, 2018. Union Negotiating Committee (photo below): Marlene Hagen, Susan Roy, and Union Rep Tracy Stubbs (not pictured).
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nionized employees at Transcare Community Support Services in Scarborough achieved a new three-year collective agreement recently. Over nine days of negotiations, the parties met to bargain through a number of items the membership at Transcare wanted to deal with. One major achievement is that employees received an increase to their Travel Subsidy. This subsidy provides employees with additional money for the purchase of fuel or a transit pass. Previously, part-time employees didn’t receive the Travel Subsidy. Now, they receive $25 per month. Full-time employees receive $50 per month, up from $40. Ten part-time Personal Support Workers (PSWs), employed as of ratification, will receive full-time positions based on seniority. The company will fill these positions by December 31, 2018.
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Transcare members ratify three-year contract
A new wage scale at Transcare provides an across-the-board increase of 1% in the first year. End rates improve by 1% in the second and third year as well. The first increase of 1% provides retroactive pay, in the form of a lump sum, for hours
worked since the expiry of the previous contract. The overnight care premium increases by 20 cents per hour to reach 55 cents per hour by the end of the contract term. In addition, members benefit from improved mileage payments when they use their personal vehicle for employer business. Also, the parties agreed to meet to review Pay Equity and obligations under the Employment Standards Act (ESA). The employer will contribute $750, up from $500, toward the UFCW Local 175 Training & Education Fund. Lastly, employees can now save one day of bereavement leave to attend a delayed funeral or spring interment. UFCW Local 175 represents 200 Transcare health care professionals, who provide community support and home services for people needing assistance because of an illness, disability, age-related functional limitations, or convalescence. Union Negotiating Committee: Maxine Dunn, Dawn Grant, Kareena Lynch, and Union Rep Orsola Augurusa.
Landmark Inn hospitality members ratify
190 Members at Massine's YIG achieve new agreement
The 59 hospitality workers at the Landmark Inn in Thunder Bay secured a new agreement recently. Members will receive raises of 2% in each year. Plus, a Longevity Premium now pays an additional 1% per year increase to employees with more than 20,000 hours (approximately 10 years) of service. Full-time employees will now receive two paid sick days per year. Vacation language improves by reducing the number of years, from 20 to 18, required to receive 10% vacation pay. Lastly, the Safety Shoe allowance improves to $100, up from $50. The members ratified their new three-year agreement on November 2, 2018. Union Negotiating Committee: Debora Gregory, Jennifer McKenzie, and Union Rep Tracy Stubbs.
More than 190 retail grocery employees at Massine’s YIG in Ottawa secured a new agreement recently. In this set of negotiations, the YIG Members’ concerns included dealing with minimum wage and the existing wage grid. The negotiating committee achieved a new wage grid for part-time employees that ensures rates always stay ahead of minimum wage. The part-time end rate will improve by 60 cents per hour as of ratification. The rate will increase by another 20 cents per hour over the remainder of the contract even if minimum wage goes up. Part-time staff also receive a lump sum payment of $250 following ratification. Full-time employees receive wage increases totalling $1 per hour over the term of the contract, with a $500 lump sum in year two. In addition, full-time staff also receive a $500 lump sum following ratification. The employer agreed to guarantee the existing full-time jobs for the duration of the agreement as well. Night shift premiums improve to $1 per hour, up from 90 cents. Plus, the premium for the Night Crew Lead increases to $45 per week, up from $35.
Starting in January 2019, full-time employees benefit from a new RRSP program. Previously, the employer contributed a flat amount of $300 per year for each employee. Going forward, the employer will match 15 cents per hour worked for those with between two to five years’ service. Employees with five to 10 years of service receive matching payments of 20 cents per hour worked. Lastly, those with 10 years of service or more will see the employer match 25 cents per hour worked toward their RRSP. Optical coverage increases by $25 to provide $175 every two years. The part-time boot allowance improves to $95 every year, instead of every other year. Bereavement entitlement now provides more paid days off for the death of a sibling as well. The Union members ratified the five-year agreement on September 18, 2018. Thanks to Union negotiating committee members Melody Espina and Tyler Gaskell, who worked diligently alongside Union Rep Joe Tenn and Director Sharon Kempf to reach this agreement. Winter 2018
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Our Members at FORTINOS
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any people don’t realize how often they interact with a Union member every day. From school bus drivers to teachers, hotel clerks and fast food workers, manufacturing and warehouse personnel, nurses and PSWs, and many more. Members of this Local Union work in almost every industry across the province too! In this issue, we’d like to introduce you to just some of the more than 5,600 Members of UFCW Local 175 you might meet if you shop at Fortinos.
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You can find more photos online at ufcw175.com/FortinosMembers2018. The Fortinos name has been around since 1961 when the first store opened in Hamilton. Since then, the chain has grown and Fortinos employees have been a part of the Union since January 1989. Twenty-three stores are spread out through Hamilton, Stoney Creek, Oakville, Burlington, Ancaster and Waterdown, plus Brampton, Vaughan, Etobicoke, and North York. In addition, the Fortinos Sausage Room, whose employees are responsible for making the delicious sausage sold at all of the stores, can be found in Hamilton.
Customers shopping at Fortinos will find Members of UFCW Local 175 in almost every part of the store. The Members pride themselves on a high level of service and knowledge, and providing the best service to their customers.
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Sausage Room
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The Members prepare fresh salads and cut fruit, bake and decorate amazing cakes and treats, greet you at the cash register, stock the shelves, and provide service in every part of the store. They create the stunning floral arrangements and displays you see every day as well, including holiday creations throughout the year. For years, the Fortinos meat departments have been well-known for their hanging beef where customers can get exactly what they need in specialty cuts. In January especially, many customers come in to get fresh pork legs and whole pork butts to take home and make their own prosciutto, salami, cacciatore, and fresh homemade sausages from traditional family recipes. Unionized jobs at Fortinos include • Cashiers • Warehouse Drivers • Meat Cutters & • Sausage Makers Clerks • Pharmacy Assis• Floral Clerks tants • Produce Clerks • Assistant & Junior Assistant Depart• Bakers ment Managers • Cake Decorators • And more. • Deli Clerks The chain started adding a fresh food section to its stores called Pane Fresco in 2011. Pane Fresco can be found in 19 stores currently, and the intention is to have them in all stores eventually. Since 2011, the addition of the Pane Fresco department resulted in about 150 new full-time and 1,050 new part-time jobs. Many of the store franchisees, as well as the head office, are quick to offer support for the Local Union workplace and community barbecues by providing sausages and other items at no cost. They also provide prizes year after year for Stewards’ conferences and fundraising events.
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The members at Fortinos are well cared for by a team of 78 Union Stewards at work. Plus, the more than 80 Health & Safety Committee members across the chain work diligently to ensure that the safety and health of every employee is a top priority. UFCW Locals 175 & 633 represents more than 37,000 retail grocery employees across Ontario including at other Loblaw-owned banners such
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as Zehrs Great Food, Loblaws, Real Canadian Superstores, No Frills, Valu-Mart, Wholesale Club, and Your Independent Grocers (YIG).
Thank you to everyone who shops at a Union store! Your support of unionized workplaces helps maintain good employment in your community.
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2018 Solidarity Scholarships
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ongratulations to the 88 winners of the 2018 Solidarity Scholarships for post-secondary education! The photos on these pages are just a few of the happy faces from this year's winners! Visit our Facebook or Instagram page to see the rest. Look for the 2019 applications starting in April next year. Region 1 Lasya Avula Courtney Bell Xing Yu Chen Savanah Duguay Jarrid Favreau Jasman Guerard Steven Paterick Michael Reid Region 2 Bethany Carr Tara Carson Kimberly De Las Alas Emalio Geffrard Shanice Harris Krystel Julien William Ly Adrianna Parchment Arnavi Patel Abbinash Sivanesan Eva Tellez Tori Wakeford Region 3 Luke Bawn Jacob Bunnett Rachel Foster Kyle Meelker Chloe Labrecque Liam Lowe Jo Hannah Rose Nilles Tara Stewart Jordi Reid Abigail Smith Taylor Snider Connor Wood
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Region 4 Andrei Von Sena Agato Maximiliano Arreaga-Gonzalez Adam Barta Ridwan Kabir Daniel Conway Julie Duffield Tori Kohler Daniella Montagnese Callie Ogden Katherine Stewart Andrew Kenneth Waldie Claire Eileen Janet Weaver Region 5 John Peter Audibert Katelyn Beaulne Rebecca Harris Keenan Hossack Lisa Jefferies Martin Kusz Zakir Peeroo Tionne Polin Annalise Schiller Nabila Sheikhnuno Logan Sparks Chantel Teixeira
Region 6 Veronica Alvarado-Melgar Charlotte Baskett Gregory Bowman Brittany Noel Bruggeman Victoria Hammond John Lwis Giuliana Mancini Taylene Stafford Brendan Roselle Madison Schrock Tyler Snyder Chrischen Vergara Region 7 Hayley Brennan Myrthaline Charles Sara Crevits Karlee Fischer Caroline Hodgins Daria Terpstra Tyler Kueneman Kelsey Mustard Rocco Panetta Megan Pfeiffer Matthew Smith Christopher Taylor Region 8 Caitlyn Bourque Isaac Burton Allison Cooke Hailey McAuley Krystin Miller Kathleen Rose Rhea Walsh Erica Younger
Weeklong Paid Training
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very year, the Local Union offers three weeklong paid training programs for Members, Stewards, and Health & Safety members. The 2018 courses took place in October and welcomed more than 50 participants to the Mississauga Training Centre. The Member's training course is intended for those who want to learn some general information about how Unions function, why workers organize, and the role that Unions play in the labour movement. Plus, Members get a great introduction to workplace Health & Safety and the role of their Union Steward. Courses for Stewards and Health & Safety Committee Members provide more specific information relevant to those Members' roles in the Union. Stewards' training focuses on human rights, workplace injuries, return to work, and the duty to accommodate as well. Health & Safety members delve into specifics about committee functions and rights, workplace ergonomics, work refusals, hazard analysis, critical injuries, MOL inspections, and dealing with the WSIB too. Pictured here are the 2018 classes. From top to bottom: Stewards, Members, and Health & Safety. Thank you to all those who attended this year for your participation, and thoughtful conversations and questions. Applications for 2019 will be available in the Spring! Check myunion.ca in early April for more information.
I’m a strong believer that you need to know your rights regardless if you’re a shop steward, health & safety activist, union activist – it doesn’t matter. You need to educate yourself and you need to know your rights because if you don’t that’s when your employer is going to take advantage of you. As long as you know your rights, you can’t be taken advantage of.
Brian Harlow
UFCW Local 175 Member Maplehurst Bakeries Members' Weeklong 22
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This weeklong course is just amazing. I think everybody should apply for it. There’s just so much to learn. We had the Ministry of Labour in and we’ve learned so much. Our teacher has been awesome at answering all of our questions and getting back to us when she’s not sure about the answer. Meeting other people that work in the same kinds of places with the same kind of situations that I work in is amazing too.
Ginny Parkhouse
UFCW Local 175 Steward Caressant Care Retirement Health & Safety Weeklong
Fundraising
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n November 3, the Local Union's Bowl for a Cure event took place in Thunder Bay.
With approximately 40 people in attendance, the event raised $1,875 for lifesaving research done by the Leukemia & Lymphoma Society of Canada (LLSC). Thank you to everyone for your generosity and for a great night in the lanes!
Community During the last several months, the Local Union has hosted a number of BBQs for Members at a variety of workplaces. Thank you to everyone who comes out to enjoy a great meal with us at each of these events! These photos are from Grandview Lodge, the John Howard Society, and First Student Welland.
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or as long as there has been a Leukemia Payroll Deduction program, Executive Board Vice President Colleen Cox has been organizing a fundraising party for Metro #106. This year's event on October 27, was a Halloween party in Whitby. The store that raises the most in the payroll deduction program receives a $1,000 reward to be used toward a party. Colleen used the money to both reward the winning store and to do further fundraising for the LLSC. Members from Metro #106, plus members from Rexall and Food Basics in the area, enjoyed the food, dancing and the contest for the best costume with door prizes. This year the party raised $3,020. A special thank you to Colleen who puts a lot of effort and time into organizing this event every year.
If you have moved please make sure you notify the Union Office at membership@ufcw175.com or call 1-800-565-8329
Return postage will be paid by: United Food and Commercial Workers Locals 175 & 633 2200 Argentia Road Mississauga ON L5N 2K7
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