Checkout Summer 2003

THE NEWS MAGAZINE FOR MEMBERS OF UFCW CANADA LOCALS 175 & 633 VOLUME XII NO. 2

SUMMER 2003

Locals 175 & 633

Biennial By-law & Policy Conference

Summer 2003 Youth Report

200 Stewards Attend Toronto-Area Seminar

Keep Cool This Summer

Negotiations, Arbitrations & Grievances

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CONTENTS

President’s Message . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Secretary-Treasurer’s Message . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Published three times yearly.

ISSN no. 1703-3926

Keep in Touch . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

UFCW LOCAL 175 President

ORGANIZING Local 175 Organizes Three New Workplaces . . . . . . . . . . . . . . . . . . . . . . . . . . .

Wayne Hanley Secretary-Treasurer

Jim Andress Recorder

Betty Pardy

PEOPLE Appointments and Awards . . . . . . . . . . . . . . . . . . . . . . . .

Staff Retirement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Member Milestones . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Executive Assistants

John Fuller, Jim Hastings UFCW LOCAL 633 President

Dan Bondy

HEALTH AND SAFETY Safety Is Your Responsibility . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

How to keep cool this Summer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Medicare is a right, not a privilege . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Secretary-Treasurer

Roy Reed Recorder

Neil Hotchkiss CENTRAL EAST REGION Director

SCHOLARSHIPS . . . . . . . . . . . . . . . . . . . . .

Jerry Clifford Union Representatives

CONFERENCES Biennial By-law and Policy Conference . . . . . . . . . . . . . . . . . . . . . . . .

200 Stewards Attend Toronto-Area Seminar . . . . . . . . . . . . . . . . . .

Larry Bain, Mike Brennan, John DiFalco, Anthony DiMaio, Archie Duckworth, Rob Nicholas, Dan Serbin CENTRAL WEST REGION

WORKERS COMPENSATION Help is Available for Injured Workers . . . . . . . . . . . . . . . . . . . . . . . . . . .

YOUTH NEWS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

NEGOTIATIONS More Security Achieved for Members at Beta Brands . . . . . . . . . . . . . . . . . . . . . . . . .

Ratified Contract Transports Klunski Workers to Freight Heights . . . . . . . . . .

Workers at Belmont Meats Ratify . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Workers at Belleville Super “C� Achieve First Collective Agreement . . . .

New Deal for Coca-Cola Barrie . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Improvements Achieved for Members at Parkdale . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Workers at Watson Foods Ltd. Make Big Gains at Negotiating Table . . . .

New Contract for Cobourg Legion Workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Workers at Grand River Poultry Farms Ratify New Agreement . . . . . . . . . . . . .

ARBITRATIONS Arbitrator Rules Union Able to Rely on Past Practice . . . . . . . . . . . . . . . . . . . . . . . . .

Coca-Cola Workers Win Extra Holiday Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Arbitrator Rules on Sobeys Grievance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Grievances Upheld at Windsor Zehrs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

TRAINING & EDUCATION Instructors Training Boosts Skills . . . . . . . . . . . . . . . . . . .

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Director

Harry Sutton Union Representatives

Joe DeMelo, Linval Dixon, Chris Fuller, Paul Jokhu, Fernando Reis, Kelly Tosato SOUTH CENTRAL REGION Director

Sharon Gall Union Representatives

Judith Burch, Matt Davenport, John DiNardo, Kevin Dowling, Sylvia Groom HAMILTON OFFICE 412 Rennie Street Hamilton L8H 3P5 905-545-8354 Toll free: 1-800-567-2125 Fax: 905-545-8355 Legal Department Director

Larry Fisher Legal Counsel

Naveen Mehta, Georgina Watts Benefits Coordinator

Herb MacDonald Benefits Representatives

Sheree Backus, Karl Goennemann TRAINING & EDUCATION CENTRE Suite 700, 1450 Meyerside Drive Mississauga L5T 2N5 905-564-2500 Toll Free 1-800-728-8902 Fax 905-564-2898

Graphic design - ARTiFACT graphic design

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PROVINCIAL OFFICES 2200 Argentia Road Mississauga L5N 2K7 905-821-8329 Toll free 1-800-565-8329 Fax 905-821-7144 Communications Representative

Cheryl Mumford Organizing Reps

Michael Duden, Kevin Shimmin EASTERN REGION 20 Hamilton Avenue North Ottawa K1Y 1B6 613-725-2154 Toll free 1-800-267-5295 Fax 613-725-2328 Director

Dan Lacroix Union Representatives

Simon Baker, Reg Baughan, Ray Bromley, Luc Lacelle, Marilyn Lang NORTHERN REGION Room 21, Lakehead Labour Centre 929 Fort William Road Thunder Bay P7B 3A6 807-346-4227 Toll free 1-800-465-6932 Fax 807-346-4055 Director

Shawn Haggerty

President’s Message

CHECKOUT is an official publication of UFCW Canada (the United Food & Commercial Workers) Locals 175 & 633.

Web site: www.ufcw175.com

Work-Life Balance Tops List of “Career Success” Indicators a recent Ipsos-Reid poll (May 7, 2003) Work-Life Balance was chosen by the most Canadians (30%) as the most important criteria for measuring career success. Although there were differences related to the area of the country, age and education, in the overall poll results Challenge of the Job ranked second (14%), then Level of Responsibility (12%) and Opportunities to Advance (10%) came fourth out of eight possible choices.

Job Title and Amount of Vacation Time ranked the lowest, chosen by just 2% of the poll’s respondents as the most important indicators of career success.

IN

Unionized workers are way ahead of most working people when it comes to work-life balance. Collective agreements have clauses that enable workers to improve conditions inside the workplace – while still having a “life” outside of the workplace.

WAYNE HANLEY

UNIONIZED WORKERS ARE WAY AHEAD OF MOST WORKING PEOPLE WHEN IT COMES TO WORK-LIFE BALANCE.

Take work scheduling for instance. To many nonunionized workers and employers, scheduling may not seem like an important issue but certainly unionized workers appreciate the benefits of good scheduling clauses that enable them to plan time off when they want it. Newly unionized workers may need the time to schedule extra training and education, or even a second job. Longtime union members may schedule more time for family responsibilities, recreation, or to volunteer in the community or with the union. Having a good scheduling clause at your workplace means you can plan ahead for personal priorities including responsibilities in your family life. Many union contracts also have provisions for additional time away from the job – such as leaves of absence – when a worker wants or needs more time off.

Union Representative

Colby Flank SOUTH WEST REGION 124 Sydney Street South Kitchener N2G 3V2 519-744-5231 Toll free 1-800-265-6345 Fax 519-744-8357 Director

Teresa Magee Union Representatives

Wendy Absolom, Susan Bayne, Angus Locke, Julie Marentette, Rick Wauhkonen

Training & Education Coordinator

Victor Carrozzino Training Representatives

Serge Castonguay, Kelly Provost, Dave White

Seniority is an important component of most agreements that ensures more choices and more privileges for longer-service workers. It’s only fair because these are the people who have contributed to the success of the organization over the years. Workers with less seniority benefit too, because they know if they remain with the employer, they will enjoy increasing seniority benefits with each day on the job.

Union contracts have defined wages, wage increases and benefits. These are important financial considerations which provide workers with a measure of security to plan for their futures. The level of pay and benefits enjoyed by unionized workers – whether they’re food workers, teachers, nurses, firefighters, police officers or industrial workers – has created a high standard of living for working people. Good-paying jobs have allowed large numbers of workers to enjoy a comfortable middle-class lifestyle and given them the ability to provide a good education and better future for their families.

Your union membership can help you build the life that you desire. It’s up to you to decide what you want and then work with the union to make it happen. The leadership and staff of Locals 175 & 633 are at your service – but it’s very much a partnership that requires your input and efforts as well.

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Secretary-Treasurer’s Message

lthough the amount of vacation may not be the top-ranked criteria for “career success”, I’m sure most workers would still consider it to be an important component in worklife balance, especially as we anticipate another brief but wonderful Canadian summer.

A

JIM ANDRESS

I recall smiling, blankly, when the interviewer for my first job bragged about the position offering two weeks paid vacation. “It may not be important to you now,” she said. “But trust me, after you’ve been in the workforce for awhile, vacation is very important.” I soon found this to be true, not just for me but for the majority of my friends and co-workers as well.

From that time, way back in the ’60s, Ontario’s Employment Standards Act (ESA) was amended to make it more “worker friendly” and two weeks of paid vacation actually became the minimum standard. But not under the present government in Ontario. In recent years the “standards” in the ESA, at least from a worker’s perspective, have been lowered – considerably! Today, a large percentage of work is casual, contract or part-time

J

President Hanley and all Local 175 Staff

I would like to take this opportunity to give a great big “thank you” to UFCW Local 175, as well as the UFCW National and International Offices for all their support during the Safeway strike in Thunder Bay. Without your continued support a lot of us would have never been able to survive!

The 504-day experience is certainly one we will never forget … the highs and lows, the new lifetime friendships that were

and the provisions of the ESA do not even apply to many Ontario workers.

Unionized workers, on the other hand, are fortunate to enjoy wages and benefits above the minimum standards defined by the ESA. But as trade unionists, we must be concerned about the legislated minimums, because that’s the starting point for negotiations. Right now the minimum wage in Ontario is $6.85 per hour and union negotiators work on increasing that for entry-level workers.

As for vacations, they’re just a distant memory, I’m sure, for many non-unionized workers. The current employment standards law allows a workweek up to 60 hours and vacation time to be meted out in oneday increments. These provisions are “optional” but unfortunately the choice, for non-unionized workers who are struggling to make ends meet while supporting a family, may come down to no choice at all. And the problem is compounded when you consider that taking vacation may be the only way that non-unionized workers can take time off to care for ailing family members or attend a funeral. Some may even be required to use their own vacation days if they’re sick or need to leave work for medical appointments or tests.

But I digress.

I wish all of you a safe and happy summer enjoyed with family and friends. If any of them are non-union and looking to improve their work life and also balance their off time, ask them to call us. We will do our best to assist them.

made, the tears and support of one another. This certainly showed the true colours of many of our members, and hopefully made many of our brothers and sisters stronger union supporters. Surely this has made them realize how important it is to have the benefits of being a union member.

A big thank you to our Local Union Rep Colby Flank for having a huge heart and a listening ear. She always tried to help whenever we were in need and did her best to achieve this. Also to our local office staff Carol and Tracey for listening and putting up with all the phone calls

and complaints they had to put up with.

Things were always hectic at our local union office.

This experience will have a lifetime full of memories that will affect me forever. It certainly has made me a much stronger and more level-headed person.

A “Big Thank You!” to all who were with us, supporting the picket line and remembering us in your thoughts and prayers.

Sister Heidi Pineau Local 175, Thunder Bay

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Local 175 has successfully organized 30 workers, at Niagara Country Fresh Poultry in Smithville, who voted overwhelmingly on April 1, 2003 to join the local union.

The unionization of workers there represented the second organizing victory in two weeks.

ORGANIZING

Local 175 Organizes Three New Workplaces

Earlier, on March 18, 2003, 29 workers at The Carriage House, a retirement residence in Oshawa, also voted overwhelmingly to join the local union.

“While these two workplaces represent totally different industries, the basic reasons for joining our union were the same,” says UFCW Canada Local 175 Organizing Representative, Kevin Shimmin.

“First, the workers wanted dignity and respect on the job. Second, they knew Local 175 was the leading union in Ontario for both the poultry industry and the retirement home sector.”

In addition, on May 6, 2003, a clear majority of workers at the Thunder Bay Comfort Inn Hotel

also voted to join Local 175. Kevin says the workers want to stop the employer’s verbal intimidation and favouritism and to achieve a wage and benefit package that is comparable to that enjoyed by other organized hotel workers.

Organizer Profile

Kevin Shimmin helps unorganized workers form a union in their workplace.

Kevin Shimmin accepted a temporary assignment in the UFCW Locals 175 & 633 Communications Department in February 2001. He already had an extensive background with unions, community organizations and human rights groups around the world and had authored publications on unions, human rights and peace activism.

He had earned a Masters in Labour Studies from McMaster University in Hamilton and worked with union organizers and human rights reporters in war-torn Sri Lanka and

Proud new members of UFCW Local 175 are (from front left) Chrystal Murray, Cecelia MacInnis. Back row: Margaret Michael, Karen Gendron and Lynne McLaren. They work at The Carriage House in Oshawa. with the Farm Labor Organizing Committee in Ohio.

He is currently a part-time community outreach volunteer for Amnesty International and has been a full-time union organizer with Local 175 for almost two years. He recently completed successful organizing campaigns to gain certification for workers at three workplaces (see article above).

If you know any unorganized workers who need representation by a good union, ask them to contact Kevin. Confidentiality and discretion is always assured.

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PEOPLE

APPOINTMENTS & AWARDS Kelly Provost, who is on a leave of absence from Horizon Plastics in Coburg while working as a representative at the Locals 175 & 633 Training & Education Centre, was one of three young members honoured to be elected to the UFCW Canada National Council. Kelly, along with Samantha Grexton of Local 401 in Alberta and Marie Meyers of Local 832 in Manitoba will represent the interests of young members at the council which establishes national priorities for UFCW Canada.

With the retirement of former council President Bernard Christophe, UFCW Local 1977 President, Brian Williamson, became the new president earlier this year. Local 175 members re-elected to the council for another five-year term, as vice-presidents, are Jim Andress, John Fuller and Wayne Hanley. William Foley, Sharon Gall, Paul Jokhu, Teresa Magee and Betty Pardy were also re-elected as council members.

JUNE MARUSCHAK, who works at Zehrs in Sarnia and is a member of the Local 175 Executive Board, was chosen to receive a Health & Safety Activist of the Year award by the Sarnia and District Labour Council (SDLC). She was selected for her commitment to ensuring safe working conditions and received the award at a dinner ceremony held in conjunction with The Worker’s Health and Safety Centre. June sits on the joint council of health and safety for Zehrs #506 and also participates as part of the health and safety committee for the SDLC.

NEW DIRECTOR APPOINTED FOR NORTHERN REGION SHAWN HAGGERTY has over a decade of experience negotiating for the rights of UFCW members. Effective June 1, 2003 he became the new Northern Regional Director.

His experience and leadership ensure this promotion will be beneficial for both Shawn and the members of UFCW Locals 175 & 633.

As an electrician in the maintenance department at Robin Hood Multi-Foods in Port Colborne, Shawn had his first experience with unions. He was the president of UFCW Local 416P and spent six years as the secretary-treasurer for UFCW Local 617P until the merger with Locals 175 & 633 just three years ago.

Shawn’s contributions are indispensable to Local 175. Over the past three years, he was part of the hard-working team of union representatives for the Hamilton Region. In addition, Shawn also participates on volunteer committees and currently sits on the Small Policy Committee for the National Defence Fund – a strike fund program that supplements lost wages of workers on strike.

“My family and I are looking forward to moving to Thunder Bay,” says Shawn. “I welcome the opportunities and challenges of this new position.”

JUNE MARUSCHAK receives her award from WAYNE EDWARDS (left), Health and Safety Committee Chair for the Sarnia and District Labour Council (SDLC) and BILL TYNDALL (right), Health and Safety Co-chair for the SDLC.

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HEALTH & PEOPLE SAFETY

STAFF RETIREMENT After 14 years of fighting for the rights of workers in the Northern Region of Ontario, BILL KALKA officially retired on May 31, 2003. His involvement with the UFCW began as a Safeway worker in Dryden, Ontario and since July 3, 1989, Bill has been a UFCW Local 175 representative.

“Bill has enjoyed servicing the members since he joined us,” says President Wayne Hanley. “After being on staff for 14 years he will be missed.”

Before working for the UFCW, Bill was president of the Dryden and District Labour Council and involved with other labour initiatives through the Ontario Federation of Labour and the Canadian Labour Congress.

After the many years of hard work, Bill’s only concrete plan for the future is to “take it easy”.

MEMBER MILESTONES Pharma Plus member BETTY AUBIE, also of the STONEY BROOK PHARMA PLUS store in London, who was a sales clerk and former steward, retired on April 1, 2003.

Pharma Plus member JUNE DEMAINE retired after more than 25 years as a cosmetician at the STONEY BROOK PHARMA PLUS store in London. “June started work at the store in 1974 to get out of the house”, says Union Rep SUSAN BAYNE. “She is a very strong lady, having served as both a long-time steward and a member of the Pharma Plus Labour-Management Committee. The latter meets quarterly to resolve problem issues of a general nature related to the collective agreement affecting the 144 Pharma Plus stores in Ontario.

KEITH MARTIN, a strong union supporter, is congratulated

by Central West Regional Director HARRY SUTTON. Keith recently retired after more than 30 years at PRICE CHOPPER IN BURLINGTON.

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HEALTH & SAFETY

Safety Is Your Responsibility At 21, CANDACE CARNAHAN spent the summers between university semesters working at a paper processing plant in Nova Scotia. And on a day that started out like any other, Candace lost one of her legs in a workplace accident.

Like any other day, workers crossed the conveyor belt by walking over it instead of around. Workers were reprimanded for having loose pant legs but no one stopped them from walking across the conveyor. Often,

management did the same thing.

A split second decision to take the route that everyone else did changed Candace’s life forever.

Her leg was caught and pulled down by the conveyor. Her screams alerted a fellow employee who stopped the machinery and called for help. Days later, Candace realized how badly her leg was hurt.

She couldn’t fake her way through the sensation tests and finally had to accept the necessity of having

CANDACE CARNAHAN, who lost a leg in a workplace accident, gives an inspirational speech at the Policy and By-law Conference on April 5.

her leg amputated just below the knee. Days of healing and coping with phantom-limb pain sensations were followed by the task of learning to walk again – this time with a prosthetic leg.

An energetic and engaging speaker, Candace now campaigns for workplace health and safety regulations across Canada, and in particular, speaks on behalf of youth who may lack the confidence to speak up for themselves. While devastating, Candace’s injuries could have been worse and she uses that knowledge to inform and educate others about the dangers and the importance of being alert to hazards at all times. She has learned first hand that, “You can make the worst mistakes when you feel safe.�

Candace emphasizes taking care of yourself – not relying on others.

From experience, she knows that: “Any piece of metal or plastic you can put on your body to protect yourself today, is better than having to wear a piece of metal or plastic as part of your body for the rest of your life.�

She now works as Director of Employer Recruitment for Passport to Safety, a national youth education and awareness program. In this role, Candace continues to advocate for workplace health and safety measures. She was the keynote speaker at the UFCW Locals 175 & 633 Biennial By-Law and Policy Conference in April 2003.

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Modifying the environment or the work

Summer is nearing and so is the broiling heat that Ontario has had to get used to in recent years.

With the high levels of heat and humidity workplaces often become hazardous to your health.

Those suffering from heat stress may not recognize the symptoms.

If left unattended, heat stress can progress to possibly fatal heat stroke. Co-workers must be alert to the following symptoms: complaints of severe fatigue, nausea, dizziness and profuse or prolonged sweating. Some people appear confused, abnormally irritable or have flu-like symptoms. Sufferers should be removed to a cooler area and medical advice should be sought.

Heat is especially problematic when combined with hard physical

labour, loss of fluids, fatigue and certain psychological conditions.

There are some steps you can take to help prevent heat stress.

Acclimatization Take some time to get used to working in the heat and work your way from lighter to heavier work over time. Certain health problems can make acclimatization difficult so take it easy if you are concerned.

Insulation, proper exhaust systems, air conditioning or fans can all lessen the temperature in the work environment. More frequent rest breaks, rescheduling of hot jobs to cooler times of day, slowing the pace of work and having access to ample water can help prevent heat related illness too.

HEALTH & SAFETY

How to keep cool this Summer

Certain clothing and gear is also more conducive to staying cool in the hot summer months. Lightcoloured and lightweight material should be worn. The more air movement the better your sweat evaporation. Extreme temperatures may necessitate cool-insulated or reflective clothing.

Medicare is a right, not a privilege.

Tell this to the people who run our country. UFCW Canada has printed a quantity of postcards that you can mail to your Member of Parliament (MP), a candidate in a provincial election or anyone else you think needs to hear this message.

Postcards are available from your union rep or regional office. No postage is required if mailing to your MP but postage is necessary if mailing to all others including Members of Provincial Parliament.

Medicare postcards are available from your union rep or regional office.

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SCHOLARSHIPS

Scholarships Update Pending approval by members, at the June Membership Meetings, the value of each of the 56 Thompson-Mckay-Hoebink-Gibson Scholarships will be increased from $750 to $1,000. They are available to UFCW Locals 175 & 633 members, or their children, who are studying, full-time or part-time, at a post-secondary educational institution. To be eligible for this year’s draw your completed application must be submitted on or before August 1, 2003. Be sure to include an Authorization for Release of Information form with your application. Both are available from the locals’ offices, union reps or at www.ufcw175.com.

Two of last year’s winners, whose photographs reached our offices too late for inclusion in the Winter issue of Checkout are shown at right and below.

In addition to these Thompson-Mckay-Hoebink-Gibson Scholarships awarded by Locals 175 & 633, UFCW members are also eligible to apply for one of 18 Beggs, Dowling, Mathieu Scholarships. For more information contact your union rep, refer to Winter 2003 Checkout or visit www.ufcw175.com. Information on how to apply for a UFCW International Scholarship is available in the same issue of Checkout or by contacting the UFCW National Office at 416-675-1104.

Thompson-Mckay-HoebinkGibson recipient NICK MCILWAIN works at MORELLO’S YIG IN PETERBOROUGH.

In 2002, the UFCW National Office received 954 applications for the Beggs, Dowling, Mathieu Scholarship. All members have an equal opportunity to be selected for the Beggs, Dowling, Mathieu and Thompson-Mckay-Hoebink-Gibson Scholarships. The winners for both are selected by a random draw.

SASHA DEMOEL, who works at FOOD BASICS #616 IN GRIMSBY, was the only Locals 175 & 633 member chosen as one of 18 national recipients of the 2002 Beggs, Dowling, Mathieu Scholarship.

Thompson-Mckay-Hoebink-Gibson recipient DANA BRUBACHER, whose father works at COCA-COLA IN BRAMPTON, is congratulated by Union Rep LARRY BAIN.

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Neither rain nor hail – nor an ice storm or SARS fears – could stop more than 250 delegates from attending the local unions’ by-law and policy conference which took place at the International Plaza Hotel in Toronto on April 5.

CONFERENCES

Biennial By-law & Policy Conference

Eastern Regional Director DAN LACROIX reports on the financial state of the union – “Very healthy!”

The by-laws of UFCW Locals 175 & 633 require delegates from various workplaces, who represent the membership, to meet regularly to review and vote on proposed changes to the policies and bylaws that govern the local unions.

The conference began with a State of the Local Unions address from President Hanley. He reaffirmed the locals’ commitment to excel in providing the best possible representation of workers in Canada through superior collective agreements and expedited problem resolution. Additional excerpts from his speech follow.

A top priority of Locals 175 & 633 remains negotiating good collective agreements and servicing the units where the members work.

The agreements, which are negotiated with your employer, enable everyone to plan for the future by guaranteeing wages, benefits and optimum working conditions.

Increasingly, we are negotiating anti-harassment and anti-violence clauses into collective agreements so that workers can feel safe and secure in their workplace.

Over the past two years, the local unions have negotiated the renewal of almost 250 good new

collective agreements for over 24,000 of our members. When it comes to negotiating we always strive to gain more than the employer is willing to provide, knowing the members clearly deserve more.

Unfortunately improvements in the collective agreement are sometimes gained only through the cost of a strike or lockout. In the last two years, we have had seven work stoppages.

They involved workers at Budget RentA-Car at Pearson International Airport, Thrifty Car Rental at Pearson and an Etobicoke location, Price Chopper on Brant Street in Burlington, all 18 Fortinos stores in the Hamilton and

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CONFERENCES South Central Regional Director SHARON GALL introduces…

President WAYNE HANLEY who reported on the state of the local unions.

Greater Toronto area, Britannia IGA in Mississauga and Price Chopper at Shoppers World in Brampton. Just over 4,500 workers were affected at these six stoppages that totalled almost four months of lost work days.

There was also the strike at Safeway supermarkets in Thunder Bay. These workers walked the picket line for almost a year and a half – 504 days. They took on a fight for UFCW retail food members in North America sending a strong message to employers and union members alike.

A UFCW local union president from Texas told us, “In our state, we’ve always said, ‘Remember the Alamo’, but now we remind our Safeway members to ‘Remember Thunder Bay’.”

The members from all seven work stoppages felt it was important to send a message and take a stand against their employers. The local union was there to support them, but it was the members who expressed their resolve and made the difficult decision to stand by their strike action on the picket

…and JIM HASTINGS oversee the By-laws and Policy Committee Report.

Executive Assistants JOHN FULLER…

line each and every day. On behalf of Locals 175 & 633, thank you for your commitment and unwavering resolve.

These workers should feel proud to have taken a strong stance against the bullying tactics of their employers and used their fight to have a stronger voice in their future. In fact after every strike or lockout has been resolved the members emerged stronger and more united.

Having a good collective agreement in place is an important first step to securing first-rate working conditions. We also have to ensure the employer respects and honours the agreement. Increasingly, this has become a bigger problem as companies look to cut expenses in an attempt to increase profits.

Workers are always the first target in company cut-backs. Fortunately union members are permitted to file grievances to remedy situations where they are not treated fairly or afforded the benefits outlined in their collective agreements.

In policing the 421 collective agreements in over 900 workplaces where we have members, the local unions have filed 6,582 grievances in 2001 and another 7,185 grievances in 2002.

Of those 13,767 grievances only 1,971 remained unresolved as of January 1, 2003, or just over 14 per cent of the total grievances filed. And less than one third of the unresolved grievances are older than 4 months. I think you’ll agree that early intervention and a lot of hard work by union staff representatives have paid off and Locals 175 & 633 members are better off as a result.

But these numbers don’t reflect the grievances and complaints that stewards settle day in and day out. We estimate that number to be in excess of 50,000 per year. That works out to one complaint or grievance per member per year that’s brought to management’s attention, dealt with and resolved. I challenge any local or any other union to achieve that type of representation for its membership.

In 2001, we filed just over 600 grievances for arbitration and in 2002, we

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CONFERENCES

South West Regional Director TERESA MAGEE summarizes the Leukemia Fundraising Activities. An additional $7,126 was raised through a BBQ lunch, merchandise sales and a silent auction during the conference.

sent more grievances to arbitration than any other year, filing 740 grievances. Many were resolved prior to an actual hearing. In 2001, we won 56% of the grievances that did proceed to hearings and 53% where decisions were rendered in 2002.

In my opinion their talents and abilities are well-developed and match or exceed the abilities of other union representatives across the country.

In the past two years we’ve increased the number of union representatives and some have been re-assigned to other areas. This initiative enables us to better service our membership in the various workplaces. Along with the increase in the number of union representatives, we’ve continued our commitment to their professional development so staff will have the resources needed to do the best job for our members.

Of course, none of the staff could achieve exceptional results without the contribution of the local unions’ Executive Board. Your elected board represents the interests of members in various workplaces. They are responsible for reviewing and guiding decisions concerning how the union is run. Members of the Executive Board are also involved in many new initiatives and special projects that are important to our members.

In 2001, we conducted a selfevaluation/information-sharing exercise between regions. In 2002 we shared our resources and experiences at a week-long Negotiation and ProblemSolving Training seminar. This year, we will conduct a Time Utilization program. We continue to invest in phone, messaging and computer systems and training that ensure your union reps are able to maintain regular contact with the members in their individual units.

During the past five years, our membership has grown from 38,000 in 1998 to over 48,000 members at the end of 2002.

Our growth has mainly come as a result of expanding the membership of existing bargaining units and through mergers. Growing through mergers is a good thing.

The members benefit because of the increased representation in various sectors and the smaller

locals benefit from being a part of a much larger organization.

Since the last policy conference, the following UFCW Locals merged with Local 175: Local 478T St. Lawrence Corporation Caldwell Towels in Cornwall with 175 members, Local 469T Gildan Textiles in Iroquois with 150 members, Local 577T Richelieu Hosiery in Cornwall with 70 members, Local 529P Cadbury Chocolate in Toronto with 550 members, Local 429P ADM Milling in Port Colborne with 70 members, Local 346T Waterloo Textiles in Waterloo with 50 members and Local 365T Brown Shoe in Perth with 220 members. A total of 1,285 members joined Local 175 as a result of these mergers.

At the same time, we’ve lost members as a result of corporate restructuring and company closures. The affected workplaces were: four Barn Stores in Burlington and Hamilton, three Fortinos stores in Hamilton and Rexdale, five A&Ps across the province, five

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CONFERENCES

Pharma Plus stores, Cornwall Manufacturing in Cornwall, Brown Shoe in Stirling, Stearns Canada in Cobourg, Coke in Guelph, MGI Meat Packers in Kitchener, Loeb Wharncliffe in London, Zellers in Scarborough, Mount Pleasant IGA in Toronto, Macdonalds Consolidated Distribution Centre in Thunder Bay, Nipissing First Nations Fur Dressers, Loeb in North Bay, Parkside Retirement in Barrie, EMU Plastics in Mississauga, Michel’s Baguette in Toronto, Sound Bites in Toronto, Amity at Upper Paradise and Upper Gage in Hamilton, Dickies Canada in Toronto and St. Catharines IGA. As a result of these closures 1,826 members were either displaced to another unit or lost their employment. All members in these affected units had the opportunity to benefit from a Local 175 Retraining and Adjustment Program to help them move on with their lives under most trying circumstances.

Fortunately the number of new members, gained through mergers and new organizing, has offset the numbers that we’ve lost to layoffs and closures resulting in the positive growth of Local 175.

The Locals 175 & 633 Training and Education Centre has been

extremely active in the past two years. Almost 3,500 members have received training in various areas of interest. The locals offer educational opportunities to our members including conferences, seminars, workshops and scholarships. Over the past two years, the locals awarded more than 100 scholarships, valued at $750 each, to members and the children of members who are pursuing post-secondary education.

To compliment the changes Director Fraser has made, we felt it was time to develop a new logo that recognizes the unique identity of our own locals while still reflecting our affiliation with UFCW Canada and the strong International union. This year we adopted the new design. The logo can be seen on our Web site and in our publications. Like the UFCW National Office logo, it’s proudly Canadian, while at the same time, uniquely our own.

At our last conference, I spoke to you about the importance of increasing the autonomy of UFCW Canada within a strong international union. I am happy to report that, through the leadership of Director Michael Fraser, the UFCW Canada National Office in Toronto now controls a budget for the dues dollars that are spent in Canada.

Before I talk about the challenges looming on the forefront, I should briefly report on the state of the locals’ finances. I can tell you that the local unions’ assets have grown significantly in the last two years, despite large expenditures to support striking Safeway workers. The locals are in sound financial shape with substantial cash reserves in the general fund as of today.

The UFCW Canada National Office is the national voice of the UFCW International in Canada. It is responsible for participating in many initiatives including a wide breadth of political, legislative and national labour issues that affect working people in Canada.

Now that the national office in Toronto monitors these issues, the local unions can focus on the servicing priorities and bargaining issues important to the members.

Leukemia Research Fund of Canada at 1-877-668-8326.

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We are prepared to meet the following challenges that face our local and our members. These include: the expansion of Wal-Mart into the food business, employer demands for more concessions, attacks on working people by right-wing governments and the challenge of communicating our achievements both inside and outside our local unions.

All active members of UFCW Locals 175 & 633 receive three issues of Checkout magazine and three issues of News & Views every year.

The publications and Web site – www.ufcw175.com – are great ways to learn more about your union’s activities and to become more active in the union.

We want to have a membership that is more aware and interested in the union and recently started this process by sending all members a new personalized membership card.

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We’re also taking steps to improve the distribution of new member kits.

These kits are sent to every new UFCW Locals 175 & 633 member and used in organizing campaigns. We’re also developing a video CD about the local that should grab the attention of all members. The video CD will be part of the new member kit and used as a new tool for our organizers.

We’ve added an additional staff person in the communications department who will be updating the new and improved Web site with contract settlements, arbitration awards and other items of interest on a daily basis. She will also be developing newsletters that will be unit specific and mailed to all members at various units highlighting current issues and events that affect them directly. During the next few months, we plan to implement an E-mail network with members so that communication can become more inclusive and instantaneous.

In two of our regions, we are experimenting with sending members collective agreement anniversary updates advising them of upcoming improvements they will receive due to contract amendments. These updates have been received quite well by all members. With the technology and media available to us today, we have limitless opportunities to communicate our message.

Communication will become an imperative part of Locals 175 & 633 operations, as will organizing and growth in membership, servicing, political involvement and raising the standard for wages, benefits and working conditions for Wal-Mart workers. All of these issues affect our ability to negotiate good agreements with your employers, and therefore the future of our locals and their membership.

The destiny of our local unions is in our own hands. Stay active. Stay involved. Try to get others in your workplace involved. It’s easier to fight in large numbers than it is to fight alone. Locals 175 & 633 are prepared to meet these challenges and to fight for our members.

Let me bring my rather lengthy report to a conclusion by saying what I say at all gatherings of stewards. The staff wouldn’t be able to enforce the terms of your contract if it weren’t for the daily and ongoing dedication of you in every workplace. By keeping staff representatives informed about workplace events and conducting grievance interviews, you help make the entire process operate efficiently. Additionally, you unselfishly volunteer many hours of your own time to assist our members with workplace problems, participate in meetings, write reports and attend conferences. I thank you for your dedication.

CONFERENCES

Entertainers “STRETCH”(kneeling) and “LITTLE JOHN” added some levity at the end of the day’s presentations. They provided head gear for Union Reps KEVIN SHIMMIN, MIKE DUDEN, RAY BROMLEY and ROB NICHOLAS (wearing shower caps) as well as for Central East Regional Director JERRY CLIFFORD. Little John accompanied the staff, who sold candles to raise money for leukemia research, as they sang “Put a little candle in your window”.

We also thank and appreciate those members who serve on negotiating, health and safety and various other committees to help ensure their workplaces function better.

On a more personal note, as president of Local 175, I’d like to thank you for your support over the past four years. I consider it a great honour to serve as the president of the largest UFCW local union in North America. It’s a tremendous privilege to represent and work for our members and it’s an honour I never take lightly. I will continue to serve you to the best of my ability and will dedicate my time and commitment to the membership of our two local unions. Thank you.

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CONFERENCES

200 Stewards Attend T On February 8-9, 2003, union stewards from the greater Toronto area attended a conference at the Travelodge Hotel Toronto Yorkdale on Keele Street.

Mandatory sessions were Steward Training Level I and II plus an Introduction to Health & Safety. Optional courses included Public Speaking, Demystifying Computers, Collective Bargaining, and Violence in the Workplace, as well as Making Your Web Page and The Steward as a Referral Agent. A new course, An Introduction to the WSIB, explained how the Ontario Workers Compensation system works, including how to properly prepare claims.

“About 25% of these stewards are attending for the first time,” says Central East Regional Director Jerry

Clifford. “Many of them have commented on how informative the sessions are and that they’re very useful for helping members in the workplace.”

More than $6,000 was donated to leukemia research as a result of the contributions from approximately 200 stewards, local union staff and guests who attended the event. A large number of prizes, including substantial items such as TVs and DVD players, were donated which enabled all proceeds from drawticket sales to be given to the charity.

To better facilitate the formal training of new stewards, a second Toronto-area conference will be held on November 15-16, 2003, at the same location.

Other Upcoming 2003 Stewards Seminars: September 6-7 - Northern Region - Thunder Bay, Valhalla Inn October 18-19 - South West Region - London, Hilton Hotel November 8-9 - Eastern Region - Kingston, Ambassador Resort Hotel & Conference Centre November 29-30 - Central West and South Central Region Niagara Falls, Brock Plaza Hotel All stewards are invited – and encouraged – to attend these seminars.

Expenses will be reimbursed, provided that the steward attends all scheduled educational sessions. To find out more, or to arrange steward training at another time or place, contact your union representative.

The Steward Scholarship course runs November 2-7. The Members Scholarship course is October 26-31. Call the training centre for applications.

Guest facilitator FELICIA HOUTMAN of Labour Community Services, a project of the Toronto and York Region Labour Council, advised stewards how to seek assistance for members troubled by family, financial, substance abuse or other problems of a personal nature.

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Stewards were required to attend three educational sessions of three hours each for a total of nine hours. When they have completed the mandatory courses, they may elect to attend any of the seven optional courses.

CONFERENCES

Toronto-Area Seminar

Union Reps ANTHONY DIMAIO and JOHN DINARDO sell tickets for the prize draw.

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WORKERS COMPENSATION

Help is Available for Injured Workers The UFCW Locals 175 & 633 Benefits Office will assist any members who have been injured on the job. Below is information on actual appeal decisions that have been awarded to injured workers by the Workplace Safety Insurance Board (WSIB) after the benefits office intervened on their behalf.

A health care worker, at a retirement/nursing home in a small town, was denied benefits for a work-related injury, including a loss-of-earnings (LOE) payment.

Member Benefit Update UFCW Locals 175 & 633 members, who want to take advantage of the Corporate I-Care program associated with AIL Insurance and offered through Sears Optical or PearleVision, need to enrol with AIL to obtain this benefit. Those already enrolled can visit a Sears Optical Department and trade in their current Cole Vision Canada discount card for a new one.

The new program, which took effect in January 2003, provides 10% off the lowest promotional price on both frames and lens and is expected to result in lower net prices than those offered by the previous plan.

Any members who has not already enrolled with AIL should call 416.483.2520 or 1.866.433.0133 if they wish to enroll and receive a card from the AIL representative. It is not necessary to buy insurance to obtain this card. If you experience any difficulties with an AIL rep, at anytime, please advise Secretary-Treasurer Jim Andress.

The CAA program has been changed and no longer provides a discount to renewing members.

Fortunately the worker was knowledgeable enough to know that this was wrong, and that she could appeal the decision with the help of our benefits department.

The result of the appeal was a reversal of the original decision with the worker receiving payment for LOE benefits from September 1998 and continuing indefinitely. She was also paid additional amounts to compensate for non-economic loss (NEL) and future economic loss (FEL). The worker is now in a Labour Market Re-entry Plan (LMRP) which will help her return to the workforce in a position that is suited to her physical ability. If the new position is at a lower wage, the worker will be paid an additional LOE payment for as long as she continues to work at a lower wage rate. Claim value: approximately $150,000 plus ongoing payments.

At a manufacturing plant a production worker sustained a crush injury when she was pinned by a forklift truck. She was denied ongoing LOE benefits. Once again, the Locals 175 & 633 Benefits Department was able to secure payment for two separate periods of LOE benefits including a full benefit paid from June 2001 and continuing indefinitely. Two separate benefit period claims were necessary because the worker’s injury reoccurred when she attempted to perform modified work. The worker will also be entitled to a LMRP. Claim value: approximately $100,000 plus ongoing payments.

In another case, this time in a food-processing plant in Toronto, a production worker was again

denied benefit payments for both LOE as well as for chronic pain disability. In this instance the worker felt the modified job – that the employer insisted on providing – was not appropriate, given the nature of her injuries.

When appealed, the appeals officer agreed that the modified job was not suitable for the injured worker’s capabilities and work restrictions. Therefore the worker received full LOE benefits from March 2001-December 2001 with partial LOE benefit payments continuing. Additionally the worker has been granted an entitlement for chronic pain disability. A NonEconomic Loss assessment will also be conducted to determine additional payments. Claim value: approximately $87,000 to date.

If you have been injured in the workplace and are having problems filing a claim, or benefits have been denied to you, call the benefits office for assistance. The specialists there will help you to receive fair treatment. This free service is available to all UFCW Locals 175 & 633 members.

For assistance, contact the UFCW Locals 175 & 633 Benefits Office in Hamilton, 905-545-8354 or 1-800-567-2125. Because there is a backlog of claims at the WSIB, the process can be slow. The WSIB imposes time limits on your claim.

Therefore if you think you need help, please call right away. You can also request informational brochures which explain the Claims and Appeals process as well as the Future Economic Loss or Non Economic Loss benefits.

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YouthNEWS www.ufcw175.com - e-mail: youth@ufcw175.com

The UFCW Locals 175 & 633 Youth Committee recently participated in the local unions’ By-Law and Policy Conference. “It was a great learning experience!” commented Heather Soanes, a part-time member who works at Pharma Plus. “The conference truly demonstrated how members are democratically involved in their union.” The By-Law and Policy Conference is a biennial event to review the policies, by-laws, finances, and other activities of the local unions. Jason Brankin, a member who works at the Westin Hotel in Ottawa and is representing Locals 175 & 633 in this year’s UFCW Canada Youth Internship Program, remarked, “The conference was great. It was amazing to be further involved in the local union and to better understand how it operates”.

The youth committee presented a report and update to the youth delegates in attendance at the conference. “The UFCW is quite possibly the first union experience for many young workers,” reported Kelly Provost and Matt Davenport. “And with approximately 40% of the membership under the age of 30, the local union and the youth committee are continuously working hard to further involve, communicate with, and educate young members.”

On April 6, 2003, the youth committee participated in a Youth Workshop to discuss strategies for ensuring

and communicating about youth rights in the workplace. Local 175 President Wayne Hanley attended this event. “Young workers face many obstacles in the workplace,” he said. “Therefore it is essential that youth have the strong protection of a good collective agreement. This workplace support is what the UFCW provides to young workers.”

YOUTH NEWS

Summer 2003 Youth Report

For more information on the UFCW Locals 175 & 633 Youth Committee, to better understand your workplace rights, and/or to find out more about post-secondary education scholarships contact: youth@ufcw175.com.

You can also call the Mississauga Training Centre 905-564-2500 or toll-free outside the Greater Toronto area 1-800-728-8902 for a copy of the Locals 175 & 633 Youth brochure (left) or visit the youth section of the website at www.ufcw175.com/HTML/youth.htm.

Youth delegates HEATHER SOANES, JASON BRANKIN, BEN VAN BERGEN and PATRICK GROOM attend the Biennial By-law and Policy Conference…

…and later participate in a youth workshop with MATT DAVENPORT (left) and fellow youth activists TONY CERCIC and TIM DEELSTRA.

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NEGOTIATIONS

Ratified Contract Transports Klunski Workers to Freight Heights Members at Klunski Transport Inc. ratified a new three-year agreement on February 1, 2003. The contract covers all bargaining unit members and includes notable improvements to the wage grid, wage security and upgraded benefits.

It provides an increase in hourly rates for all members, to be implemented in a shortened wage grid from four years to six months. Mechanics won a cumulative pay increase of $5.35 per hour over the life of the contract and a yearly tool allowance of $400. Highway drivers will receive increases of 4¢ per kilometre and a $5 boost in the meal allowance.

Other drivers secured an increase of $2.25 per hour over the life of the contract.

More Security Achieved for Members at Beta Brands Workers at confectionery manufacturer and distributor Beta Brands, in Hamilton, ratified a three-year contract on February 9, 2003. The employer has agreed to a full-time job guarantee based on an agreed-upon formula linked to plant production.

General wages will increase by 25¢ per hour in each of the next three years.

Skilled trade classifications change to Licensed Skilled Trades Person (with a $1.50 hourly increase per year).

Members now have guaranteed steward representation. Language regarding severance, benefits and seniority was also improved.

Benefit improvements include increases in eyeglass coverage to $150, orthodontic coverage to $2,500, boot allowance to $100 and dental coverage to 80% of the specified fee guide schedule.

Union Negotiating Committee: Lucille Naylor, Don Webster and Union Rep Chris Fuller.

In addition to base vacation pay, members will receive vacation bonuses up to $100 calculated on years of service. Other amendments include a 20% increase in the amount of AD&D and life insurance coverage and a new dental care clause covering a percentage of orthodontic, denture, relining, crown and bridge work. The annual massage therapy benefit, which is provided to relieve potential problems caused by long hours of sitting in a truck, increases to $300. Workers will now be compensated for incurred losses including hospitalization. A new amendment waives the waiting period for an employee who is hospitalized and provides total pay outs up to $600. New language restricts hiring for part-time workers.

“We always try to negotiate contracts that ensure our members receive the best possible collective agreements,” says Union Rep Angus Locke. “In this case, workers were quite pleased to see the return of issues lost in previous agreements.”

Union Negotiating Committee: Peter Thompson, Craig Readings, Merv Gristey and Union Rep Angus Locke.

Workers at Belmont Meats Ratify The 102 members at Belmont Meats in Weston ratified a new three-year contract on March 25, 2003.

A wage increase of 20¢ per hour is retroactive to February 19, 2003. The current shift premium increases by 5¢ per hour and a new afternoon shift premium of 15¢ per hour has been implemented.

The employer will increase pension contributions to the Canadian Commercial Workers Industry Pension Plan, which will produce a monthly pension benefit of $31.38 for each full year of credited future service. The company will also increase it’s contributions to the UFCW Benefit Trust Fund and contribute $5,000 per year to the UFCW Training & Education Fund.

Improvements in language will be implemented for written lay-off notices, job postings, canvassing for overtime, changes to posted work schedules and vacation entitlement. The boot allowance increases to $100 per year and the meal allowance for working overtime is now $6.

“This collective agreement, which represents significant progress for these workers, was possible because of the support and dedication of the negotiating committee,” said Union Rep Anthony DiMaio.

Union Negotiating Committee: Celina DaSilva, Anna Tangredi, Joe Carreiro and Union Rep Anthony DiMaio.

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Members at Belleville’s Super “C”, formerly a Loeb store, have ratified a first collective agreement. It provides a new wage grid as well as seniority and grievance rights and new harassment language stating “zero tolerance”.

Commercial Workers Industry Pension Plan, both of which are for full and part-time employees and paid for by the company.

Vision care benefits will increase by $50 over the term of the contract.

Forty per cent of all regular hours are now designated full-time creating several new full-time positions. Part-timers also benefit from the opportunity to increase their hours, based on seniority, before new employees can be hired.

Red-circled employees will receive a lump sum each year until the negotiated rates catch up with theirs and there will be an increase of $1.40 per hour to the end rates, during the term of the deal.

Super “C” members won improved benefits including the introduction of the UFCW Trusteed Dental Plan and the Canadian

Union Negotiating Committee: Adam Reid, Janet Wager, Scott Morris, Union Rep Marilyn Lang and Regional Director Dan Lacroix.

New Deal for Coca-Cola Barrie Members at the Coca-Cola Bottling plant in Barrie have achieved a good new contract with several amendments and pay increases. New language improvements provide extra protection regarding probationary periods, grievances, shifts, sick pay and personal day leave.

Wages for general inside and outside employees increase by $4.00 per hour total.

Shippers/receivers and sales equipment service people in both categories receive $2.67 more per hour over the next four years. Each classification receives retroactive pay increases dating back to January 1, 2003. Temporary employee wages increase by $2.00 an hour for inside and $3.00 an hour for outside workers.

Workers regularly scheduled between 6 p.m. and 6 a.m. will receive an off-shift premium of $1 per hour. As of January 1, 2004, regular full-time employees receive one paid floater day to be taken in January, February or March of each year. The company agrees to schedule two consecutive days off for employees working five 8-hour, four 10-hour or three 12-hour shifts.

The employer will increase its pension plan contribution for seniority-holding members who are covered by the Canadian Commercial Workers Industry Pension Plan (CCWIPP) which will initially bump their monthly pension benefit to $42.00 for each full year of credited future service. The monthly benefit increases to $43.50 effective January 1, 2004, $45.00 on January 1, 2005 and then $46.50 as of January 1, 2006.

Improvements Achieved for Members at Parkdale Members of Parkdale Community Health Centre have reached a threeyear agreement in the first renewal of their contract on March 2, 2003. The 20 members provide health promotion, clinical health and drug prevention services and health education to the Parkdale community.

NEGOTIATIONS

Workers at Belleville Super “C” Achieve First Collective Agreement

The new collective agreement has many significant improvements in benefits and compensation as well as in grievance language. Members will receive pay at one and one half times the regular rate for work on a Saturday or Sunday, six weeks paid vacation after 10 years of employment and 12 months unpaid leave of absence after 5 years of service.

Supplementary pay coverage increases include up to 52 weeks for pregnancy/ parental leave, 17 weeks for illness/ injury and 15 weeks for temporary layoff.

All project workers with 24 months of service are covered by all the terms and conditions of the collective agreement and the employer will increase its RRSP contributions to $3,000 per member per year up from $2,500. “This contract is an important step forward for the members in this sector,” says Union Rep Fernando Reis.

Union Negotiating Committee: Sandra Godoy, Shirley Hepditch, Beth Wierzbicki and Union Rep Fernando Reis.

“The members are happy,” says Union Rep Larry Bain. “Both sides worked hard to achieve these gains. They argued firmly for what they believe in and, at the end of the day, they were able to avoid a labour dispute.”

Union Negotiating Committee: Marc Brunelle, Chris Warnarr, Scott Woodland, Union Rep Larry Bain and Executive Assistant Jim Hastings.

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NEGOTIATIONS

Workers at Watson Foods Ltd. Make Big Gains at Negotiating Table Members at Watson Foods Ltd., who process pork and beef products for major supermarkets, ratified a new three-year agreement on March 7, 2003. It covers bargaining unit members in various departments including Starbrand, grinding, shipping and sanitation. Starbrand, which was formerly a separate company, is a department that cuts pork chops. In grinding, members prepare hamburger.

The contract contains significant improvements to the wage grid and upgraded benefits. It provides an increase in hourly rates for all bargaining unit members to be implemented in three-month intervals. Increases are determined according to job classification. Workers who attain 24 months service during the life of the contract will see wage increases ranging

between $4.25 and $7.80 per hour.

The starting rate for students increases by 10% to $11 per hour over the life of the contract. Additional revisions to the wage schedule include an hourly premium of 25¢ for all employees who work shifts between 3 p.m. and 7 a.m.

Along with wage improvements, workers will be compensated with call-in pay.

After an employee has worked 2 hours of overtime, the company will provide either a hot meal or a $10 meal allowance.

Benefit improvements include a 20% increase in the amount of AD&D and life insurance coverage, vision care reimbursement up to $300 in any two-year period and increases in the annual benefit for dental care and orthodontics. The annual massage therapy benefit, which

requires a doctor’s referral and is provided to relieve repetitive strain injuries and other problems related to working in cold temperatures, increases to $300.

The company will jointly establish an Apprentice and Refrigeration Training Program for members. Workers with an interest in the program and a minimum grade 12 education are eligible to apply.

“Members were pleasantly surprised by the outcome of contract negotiations and particularly pleased with changes made to classification rates,” says Union Rep Angus Locke.

Union Negotiating Committee: Jim Donovan, Gaetan Morissette, Guy Morissette, Larry Smith, Mike Zandstra and Union Rep Angus Locke.

New Contract for Cobourg Legion Workers

Workers at Grand River Poultry Farms Ratify New Agreement

On April 2, 2003, members at Legion Village Branch 133 Inc., in Cobourg, Ontario, ratified a new two-year agreement which includes several substantial improvements related to language, pay and benefits.

On March 2, 2003, a new, three-year contract was ratified for the 80 members at Grand River Poultry Farms in Paris, Ontario.

Significant improvements to the collective agreement include a wage increase, for all members, of 30¢ per hour each year for the duration of the contract.

New language regarding workplace harassment, violence and abuse has been added.

Pay and benefits also improved with shift premiums increasing to 40¢ per hour and 45¢ per hour as of April 1, 2004. Wages increase by 3% each year of the contract, with the first raise retroactive to April 1, 2003, and the minimum shift increases to four hours from three. The uniform allowance for full-time workers increases to $125 per year and to $100 for parttime. The bonus paid to part-time workers, in lieu of benefits, increases to 9%.

Legion Village Branch 133 is a community-run retirement home.

Union Negotiating Committee: Ann Bambridge, Lynda Farrell, Chyvonne Samis, Union Reps Marilyn Lang and Luc Lacelle.

The agreement provides significant pension contribution increases over the next three years, which will produce a monthly pension benefit, in the final year, of $60 per full year of credited future service. Improvements were also made in tool allowance, vision care, night premiums and call-in language.

“This settlement will set a trend in poultry negotiations,” says Central West Regional Director Harry Sutton. “It shows that members are willing to fight for pension improvements.”

Grand River Poultry processes farm-fresh chickens for packaging and distribution across Ontario.

Union Negotiating Committee: Barb Farquhar, Randy McDonald, Mark Pender and Union Rep Kelly Tosato.

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Able to Rely on Past Practice The collective agreement for workers at Pinty’s Premium Foods in St. Catharines, who process chicken parts, requires job vacancies to be posted and filled based on the specific factors of skill, ability and qualification, as well as on seniority.

Nevertheless the company’s practice had been to fill the vacancy with the most senior applicant, giving him or her 30 days to demonstrate the ability to perform the job.

Local 175 filed a grievance when the company changed its past practice, requiring applicants to demonstrate specific skills prior to being selected, and then proceeded to fill two positions with applicants who did not have the most seniority.

The arbitrator ruled that the company’s failure to notify the union, in the most recent round of bargaining of its intention to change its past practice, meant it must continue this practice until the conclusion of the current agreement. It was also required to ensure the two most senior applicants were given the first opportunity to fill the job requirements of the recentlyvacant positions.

Union Rep Kelly Tosato, who was called as a witness, testified that during the 14 years when she was employed in various production capacities in the plant it was always understood and agreed that the most senior applicant would have the first opportunity to fill the vacancy. “The workers have come to expect vacancies to be filled based on seniority,” she said, “and the company should not be allowed to suddenly change its past practice.”

Extra Holiday Pay In an arbitrator’s ruling Coke was required to compensate five workers at the Hamilton bottling plant, at overtime rates plus interest, for specific holiday shifts.

The company had claimed it was responsible for overtime rates only for the holidays specified in Ontario’s Employment Standards Act (ESA).

The arbitrator ruled that the company had no right to apply the ESA, in a piecemeal fashion to the collective agreement, especially as the agreement provided benefits superior to those in the act. She therefore required the company to treat all holidays outlined in their agreement as scheduled days off and to pay overtime premiums to any workers who worked shifts on the specified holidays.

“The collective agreement quite specifically outlines the holidays to which these workers are entitled,” says Union Rep Chris Fuller. “We were confident that the company would be required to pay overtime pay for anyone working on these holidays, especially as it had exercised its right to assign these shifts as involuntary overtime.”

Sobeys Grievance Arbitration concerning a dispute over language regarding absenteeism has come back in favour of the union, with the arbitrator ruling that the company must consult the local union on new rules.

On April 11, 2003 an arbitrator decided that Sobeys Milton Distribution Centre had violated Article 3.01 of the collective agreement that requires the employer to discuss a new policy with the union before implementing it and ensure all employees are aware of the policy change.

The dispute was specifically over the apparent use of the terms “60-day” and “two calendar months” as interchangeable

in several different policies implemented by the company. The union argues this is inconsistent. More importantly these policies were not reviewed with the union and it has led to confusion among employees.

“This grievance shows the importance of good collective agreement language,” says Central East Regional Director Jerry Clifford. “It needs to be clear and precise so that both workers and the company can abide by the policies set out in the agreements.”

ARBITRATIONS

ARBITRATIONS ARBITRATIONS ARBITRATIONS

Windsor Zehrs Two grievances regarding the wearing of beard nets during food preparation were upheld by an arbitration decision on March 23, 2003. Two employees accused management at the Lauzon Parkway Zehrs store, in Windsor, of inconsistent and improper enforcement of beard net regulations.

Problems arose when both grievors continued to wear neatly trimmed goatees without a beard net despite being asked to wear one by management while working in the Hot Deli Department. These requests were not official and were not enforced across the board. Similarly, the necessity of beard nets for such short goatees was questioned especially when T-shirts and/or rolled up sleeves are permitted in food preparation thereby exposing arm hair. In addition, the request for beard nets was made, in one case, even though the employee had kept a short goatee almost continuously while employed at the Zehrs Lauzon Parkway for five years.

Arbitration found that the criteria for beard nets is not clear and it was not brought to the attention of all affected employees prior to implementation. The arbitrator suggested improvements in the language of the criteria and consistent enforcement of such rules.

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6/17/03, 10:08:30 AM

Instructors Training Boosts Skills A total of 18 of the local unions’ executive board members and staff representatives participated in an intense week-long session which substantially increased their confidence and instructing abilities.

The course was led by Canadian Labour Congress Instructor Danny Mallet who is one of the most experienced and outstanding trainers in the labour movement. Participants received certificates on

the successful completion of the course, which ran from April 6-10 at the Mississauga Training & Education Centre.

“With more than 3,000 members expected to take courses this year it’s more important than ever to be able to access a large group of well-trained instructors,” says President Wayne Hanley.

From front left: Nancy McKay, Liz Jung, Kelly Provost, Rob Nicholas, Paul Jokhu, Georgina Broeckel, Dale Simon.

Back row: Danny Mallet, Simon Baker, Anthony DiMaio, Kelly Tosato, Sam Caetano, Andy Spruyt, June Maruschak, Shawn Haggerty, Serge Castonguay, Janice Klenot, Rick Hogue, Matt Davenport and Fay Boucher.

Here are some ways you can improve your workplace and your working conditions by supporting your union:

A Attend monthly membership meetings.

A Join a union committee such as Health & Safety.

A Maintain your workplace union bulletin board.

A Attend a stewardship or activist training course.

A Become a shop steward.

A Reach out to a non-union friend or co-worker and encourage them to organize where they work.

A Help plan a union recognition event.

A Volunteer to be the unit chair or liaison between the local union and your workplace.

A Attend a rally to support your union or other union-related organizations.

(Credit: Local 8 OPEIU Journal/CALM)

Return postage will be paid by: UNITED FOOD AND COMMERCIAL WORKERS Locals 175 & 633 2200 Argentia Road Mississauga, Ontario L5N 2K7 Canada Post Corporation Publication Agreement No. 40064671

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