Checkout Spring 2023

CHECKOUT

SPRING 2023 -VOL XXXII NO 1

Highbury Canco members end strike with ratified agreement

... more inside on page 6.

Plus:

• Congratulations to the 2022 Outstanding Achievement Award winners (page 10) and the 2022 Solidarity Scholarship Winners (page 26).

• Members at Work: Meet hospitality Members Jana Jordan and Mike Mantello (pages 14 - 17).

• Ammonia leak at Fearman's Pork sends 25 to hospital (page 13).

UNION PROUD

UFCW Local 175 represents hospitality workers in a number of hotels across Ontario.

From Windsor to Ottawa, Sudbury to Kenora and more, our Members work in almost every role you

Our Members welcome you at the front desk, and help bring your luggage to your room. They provide housekeeping, work in restaurants, and prepare and deliver room service. They repair and maintain the facilities and grounds, work events, and much more.

During the pandemic, hospitality workers across this country and beyond faced layoffs as the industry was hit hard by COVID-19 restrictions. And while many hotels continue to operate at lower capacities, our Members have been happy to return to work and they look forward to greeting you and guests from around

On pages 14 - 17, meet Jana Jordan and Mike Mantello, two of our UFCW Local 175 hospitality sector members.

2023 UFCW LOCALS 175 & 633 GOLF TOURNAMENT

to support the Leukemia & Lymphoma Society of Canada

• May 27, 2023

@ Lionhead Golf & Country Club, Brampton

• For full details and registration info visit ufcw175.com/golf2023

UFCW LOCAL 175 UFCW LOCAL 633

President President

Shawn Haggerty Marylou Mallett

Secretary-Treasurer Secretary-Treasurer

Kelly Tosato Brian Kozlowski

Recorder Recorder

Karen Vaughan Julie Hinsperger

Executive Assistants

Chris Fuller

Angela Mattioli

Jim McLean

HOPE SECTOR

Director, Long-Term Care & Retirement: Sandra Ashcroft; Union Representatives: Ayesha Jabbar, Derek Jokhu, Dean McLaren, Steve Springall

Director, Community Care: Sandra Rogerson; Union Representatives: Nabeela Irfan, Casey

Magee, Meemee Seto; Servicing Representative:

Hodan Wais

REGION 1 Director: Tracy Stubbs; Union Representative: Alex Stubbs

REGION 2 Director: Lee Johnson-Koehn; Union

Representatives: Ricardo Bocanegra, Rick Daudlin, Sacha Edey, Tony Nigro, Sabrina Qadir, Amy Tran

REGION 3 Director: Paul Hardwick; Union

Representatives: Sean Carroll, Shannon Epp, Kimberly Hunter, Joe Tenn; Servicing Representative: Sandra Proulx

REGION 4 Director: John DiNardo; Union Representatives: Jennifer Hanley, Tim Kelly; Servicing

Representatives: Fatima Butt, Nunzio Cannistraci, Alain Couture, Amanda De Melo, Shirley Hepditch, Maxine Prince

REGION 5 Director: Jehan Ahamed; Union Representatives: Joce Cote, Mario Tardelli; Servicing

Representatives: Rolando Cabral, Kelly Dick

REGION 6 Director: Sam Caetano; Union

Representatives: Dave Forbes, Jason Hanley, Chris Mayberry, Melody Slattery, Navidad Talbot, Fred Teeple

REGION 7 Director: Jehan Ahamed; Union

Representatives: Chris Bernardi, Todd Janes; Servicing Representatives: Arlene Robertson, Michael Windley

REGION 8 Director: Derik McArthur; Union

Representatives: Jeff Barry, John Beaton, Richard Eberhardt, Jim Hames

WORKERS’ COMPENSATION Workers’

Compensation Coordinator: Sarah Neath; Workers’

Compensation Intake Representative: Georgina MacDonald; Workers’ Compensation Representatives: Joanne Ford, Nelson Pereira, Courtney Salomons

PAY EQUITY Coordinator: Matt Davenport; Pay

Equity Representative: Orsola Augurusa

HEALTH & SAFETY Health & Safety Representative: Christina Mayberry

LEGAL Director: Jane Mulkewich; Counsel: Shauna Fabrizi-Jomaa, Mary Hurley, Matthew Jagodits, Silvia Neagu

ORGANIZING Director: Rick Wauhkonen; Organizing Representatives: Tim Hum, Jeffery Lu

TRAINING & EDUCATION Director: Kelly Nicholas; Servicing Representative: Teresa Wilson;

COMMUNICATIONS Coordinator: Jennifer Tunney; Communications Representatives: Laurie Duncan, Ashleigh Vink

PROJECT COORDINATOR Wei Chen

New Year – Renewed fight for workers' and Charter rights

So far, 2023 has been a busy year for our members and for the ongoing fight for workers' rights.

At the end of November 2022, an Ontario court ruled that the Ford Conservative's Bill 124 – the socalled Protecting a Sustainable Public Sector for Future Generations Act – violates the Canadian Charter of Rights and Freedoms.

Specifically, Justice Koehnen found Bill 124 to be contrary to section 2(d) of the Charter – the freedom to associate – and that it was not justified under section 1 of the Charter, which details reasonable limits.

True to form, on December 29, 2022, the Ford government announced it would appeal that ruling.

On March 6, 2023, the Ontario Court of Appeal struck down another piece of Ford’s legislation, Bill 307, as unconstitutional. That Bill, rammed through the legislature by the Conservatives just before the 2022 election, was a second attempt to silence critics of their government. An earlier version of this legislation – Bill 254, introduced in May 2021 – was overturned by the Ontario Superior Court of

Justice as an infringement on the right to freedom of expression under section 2(b) of the Charter. Shortly after that ruling, Ford introduced the same legislation under Bill 307, but he also invoked the notwithstanding clause to try and prevent a similar Charter challenge.

That's the same notwithstanding clause he tried to use last November to prevent CUPE members from going on strike.

Our Members at Highbury Canco exercised their right to strike and took to the picket line in the early morning of February 13. For weeks, those members withstood the cold while they walked with signs and strike bibs in front of the plant. They received incredible support from the community and in the end they achieved a good contract. You can see photos from the strike on page 6 and read the ratified improvements on page 23.

In 2015, a majority of the Supreme Court of Canada ruled that the right to strike is constitutionally protected under the freedom of association in your Canadian Charter of Rights and Freedoms. But if Ford has his way, this and many other freedoms may be at risk.

It’s clear to me, and I hope it’s clear to you, our Members, that Ford is intent on trampling on our Charter rights regardless of what the courts keep telling him.

There are people fighting for basic human rights around the globe. Even south of our border, it is deeply concerning to watch decades of hard-won rights and progress being undone in parts of the United States – banning books, banning African American history from being taught, banning healthcare for transgender individuals, and limiting access to healthcare for women.

As your Union, we will continue to fight back against the Ford Conservatives’ attempts to undermine your Charter rights. We will continue the work of advancing the rights of workers and all people, and we will continue to advocate for the dismantling of oppressive, racist, and gender-biased systems.

In Solidarity,

Shawn Haggerty president@ufcw175.com

Marking International Women's Day at the 67th UNCSW

In March, I had the privilege to attend the United Nations Commission on the Status of Women (UNCSW) conference as part of the Canadian Labour Congress (CLC) delegation. This year’s events addressed how innovation, technological change, and education can help achieve gender equality and empower all women and girls.

Formal discussions among member states, UN entities, and civil society organizations addressed gaps in the implementation of the 1995 Beijing Declaration, emerging equality issues, and actions needed to accelerate progress and promote women’s rights.

Events outside the UN, hosted by non-governmental organizations (NGOs), covered a number of issues. I really enjoyed the honest, intriguing, challenging, and thought-provoking discussions.

On March 8, I had the honour of attending an International Women's Day event inside the UN. A panel from South Africa stressed the need for Science, Technology, Engineering, and Math (STEM) courses to be available to women and girls. Support for STEM often comes from organizations that provide the money for girls to access this path, work to en-

sure that girls can continue their learning in after-school sessions, and often provide them computers to take home.

The Honourable Marci Ien, Minister for Women and Gender Equality and Youth of Canada, spoke to the Canadian delegation about access to technology, and the direct impact it can have on the success of women and girls, and the increase in violence and hate speech, especially that directed at women with disabilities, Indigenous women and girls, and members of the LGBTQI2S communities. Minister Ien challenged the group to rise up and remove all barriers to equality.

A Technology-Facilitated Gender-Based Violence (TFGBV) panel also addressed the growth of anonymous harassment and threats, and the lack of laws in place to protect those being harassed and stop the perpetrators.

The Tech Safety Canada project, by Women’s Shelters Canada, aims to assist women, children, and gender diverse people who have experienced TFGBV by equipping workers with the knowledge to support their shelter clients. This includes how to use technology safely, increase pri-

vacy, secure devices, and use different platforms and technology.

The CLC hosted a ‘Gender, Technology, and the Future of Work: Canadian Union Perspective” event. UFCW Local 832 Secretary-Treasurer Marie Buchan, and several other women Union leaders, took part on the panel discussion, which addressed how women are disproportionately affected by:

• Inadequate legislation on the right to disconnect;

• The changing retail landscape especially post-COVID;

• Technological change and human resources jobs, and;

• Remote work and the impact of returning to the office.

Attending the UNCSW was a fantastic experience filled with inspiring speakers. It was incredible, and often emotional, to hear about the work being done around the world. There is a lot of work to do, and your Union will continue to do its part to advance gender equality.

In

Solidarity, Kelly Tosato treasurer@ufcw175.com

Members at Highbury Canco in Leamington have ratified a new agreement, bringing their strike to an end.

Members had taken to the picket line at 12:01 a.m. on February 13 after rejecting a final offer from the company. The main issue these workers took a stand over was wages.

“Our members make high quality products that consumers purchase from grocery shelves nation-wide,” said President Haggerty. “Highbury Canco should be a leader in this sector and start prioritizing the well-being of its employees who deserve to make good competitive wages.”

• In November last year, the membership voted 99.9% in favour of a strike mandate.

• The parties met in conciliation on three separate days but reached a final impasse on January 20, 2023.

• The company provided the Union with its final offer on February 8, 2023.

“The support in this town was incredible,” said Regional Director Sam Caetano. “The members' spirits were definitely lifted every time someone drove by and honked in solidarity, and we were fortunate to receive food and beverages from members of the community too. That support went a long way to making sure these workers feel seen and heard in their fight for better wages and respect.”

Members ratified the new agreement by a margin of 52%.

For details about the ratified four-year agreement, turn to page 23.

Retirements

Chris Watson started his career at Frito Lay in Kitchener and it was the first workplace where he had Union representation. As a young worker, Chris was intrigued with labour advocacy and always knew it would be a passion for him.

In 1992, after working in a few non-union shops, Chris got a job at the unionized Better Beef plant in Guelph. There, working in the cutting room, is where he got involved with the Union. Chris served his co-workers as a Steward and Unit Chair for over 10 years before joining the Local Union Executive Board, and then becoming a Health & Safety and Union Representative on staff at Locals 175 & 633.

Chris said that being a Labour advocate means he can be a voice for workers; someone who stands up and helps workers achieve positive change in their workplaces. “I have enjoyed being a voice for working people my entire career. Supporting workers in

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achieving better working conditions, job security and healthier environments is why I have stayed on this path,” said Watson.

Chris prides himself on being relatable. “I have always fought for the underdog and have tried to ensure employers do not forget that there is a human element in every scenario,” said Watson. “From mental health to personal protections, or safety concerns in the workplace, I was there to educate employers and empower workers to achieve real change.”

“I will miss the relationships I have built with the members, the interactions, the conversations and the many friendships I have made along the way,” said Watson. “Retirement will certainly be different but I look forward to spending some quiet time with my family, woodworking, fishing at the cottage, and just a slower pace overall.”

“Chris has been a strong unwavering voice for our members,” said President Haggerty. “His passion and persistence in fighting for the membership will be missed and we wish him all the best in his retirement.”

Chris Watson

New Staff

Al Couture started his career in 1987 at Cuddy Foods (now Cargill) where he processed chicken for a popular fast-food chain. Al realized that the plant’s diverse workforce, including many new Canadian workers, needed a voice; someone to listen to their concerns, explain their options, and make Al Couture sure they understood. So, in 1989, Al became a Union Steward.

Becoming a Steward started Al’s path of learning through the Local Union. He took numerous courses and attended many conferences, and was able to take back the things he learned and apply it at work.

“I really enjoyed the Steward training. The courses helped me become more effective, and allowed me to network with other Stewards and learn about the workplaces we represent as a Union,” said Al.

For 23 years, Al was a dedicated Steward including being elected as Chief Steward, a role he had for 10 years. He has extensive experience with the grievance procedure including Step 3 Meetings and Arbitrations, and was a committee member in three different sets of negotiations.

Al served on the Executive Board for the past three years before accepting the Servicing Representative position in January. “I think it's important for members to know that their Union Representatives have been in similar, if not the same, situations they face, and that we will work hard to ensure their rights are upheld in every circumstance.”

Al looks forward to assisting members and giving their concerns the attention they deserve. “I really enjoyed being a steward. I was able to help many people with everyday challenges and I look forward to continuing to assist members daily.”

“Al has been a real force in his workplace and I know he’ll bring the same dedication and hard work to his new role for the members in Region 4,” said President Haggerty.

In early 2023, the Local Union welcomed Christopher Mayberry as a Union Representative in Region 6.

Since 2006, Chris has been involved in the Labour movement and he brings with him years of experience, working both with the Local Union Chris Mayberry and at the National level as well.

Chris worked as a Special Project Union Representative (SPUR) in Atlantic Canada with UFCW Local 1993 where he assisted in numerous successful organizing campaigns and took many courses to enhance his skills and knowledge as a Labour advocate.

Chris then joined UFCW Canada as a National Representative in the Organizing department. In that role, he was tasked with many different assignments, including Organizing drives, Local Union assistance, and political lobbying efforts on behalf of UFCW Canada.

Ready for new challenges and opportunities, Chris joined Locals 175 & 633 to further his career in helping workers achieve better collective agreements and gains in the workplace.

“Being a Labour advocate means shouldering the responsibility for defending workers rights and ensuring workers are treated with dignity and respect,” said Chris. As a Union Representative Chris looks forward to engaging with the membership, no matter what the circumstances, and ensuring there is a positive labour relationship among the employers, Union, and members.

“Chris brings a wealth of knowledge to his new role at the Union, and I know his experience and professionalism will be a huge asset to our membership,” said President Haggerty.

OUTSTANDING ACHIEVEMENT AWARDS

DANA AIKENS – RXDM Deep River

Dedication to Fundraising for the Leukemia & Lymphoma Society of Canada (LLSC)

Dana Aikens is a part-time front store clerk at the RXDM drugstore in Deep River.

As a Steward for almost one year now, and as a member at the store, Dana has shown she is someone who often goes above and beyond to make a positive impact.

An example of her efforts include a store fundraiser to support the LLSC, which is the UFCW’s charity of choice. Dana organized a garage sale and bake sale day outside the

store – and she even baked items to sell. While Dana would be quick to credit the event as a collective effort by members and management, it was Dana who was instrumental in making it all happen.

The successful event raised over $700 to support the LLSC’s work to advance blood cancer research, treatments, and patient care.

“The last several years have had a detrimental impact on many charities’ ability to raise money through events,” said Union Rep Kim Hunter.

“Dana’s leadership and desire to give back, especially during what has been a difficult time for many, is an inspiration to me, her co-workers, and her community.”

GURPREET SINGH – Polar Pak

Manifesting Leadership & Advancement of the UFCW

Gurpreet Singh has worked at Polar Pak for about 15 years, and has been Chief Steward since early 2021. In September 2022, Gurpreet was sworn in as a UFCW Local 175 Executive Board Vice-President.

Gurpreet was instrumental in gathering his co-workers' support for a successful vote to join the National Defence Fund (NDF), which meant a stronger position at the bargaining table resulting in a good deal.

A health and safety drive started by Gurpreet led to

significant changes like increased floor space through hoisted pedestal fans and having racks installed to get materials off the floor. This drive and other efforts, have also been launched at other plant locations.

Gurpreet ensures that the 400 employees across Polar Pak’s six locations understand the value of being a Member of UFCW Local 175. Through grievances, he has resolved harassment and coercion issues, and his perseverance in bargaining helped establish weekly labour relations meetings to deal with issues before they become grievances.

“Gurpreet has made great improvements for his coworkers,” said Union Rep Tony Nigro. “He’s also an advocate of the UFCW WebCampus and encourages co-workers to arm themselves with knowledge.”

Each year, UFCW Locals 175 & 633 awards prizes of $500 to four members of the Union who demonstrate outstanding achievements in four categories. Nominate yourself or another member of the Union for these awards between August 1 and November 1 each year. Visit ufcw175.com/ award for details.

TYRINA CYR – Lyle’s No Frills

Demonstrating Outstanding Contributions to the Community

Tyrina Cyr is a Member at Lyle’s No Frills and is an inspiring and uplifting part of the Elliot Lake community.

A bronze medal winner in the Canada Winter Special Olympics, Tyrina, who is autistic, doesn’t let anything hold her back.

Tyrina has helped children and adults in the LGBTQI2S community go through their transitioning, even as she was going through it herself. And in 2019, Elliot Lake Pride crowned Tyrina as Empress of Algoma.

Tyrina started an annual Halloween party for adults with disabilities, paying for the parties herself. After a COVID-19 hiatus, Tyrina was happy to be back at it in 2022. She also gives back by gifting to people in need as a porch fairy. During COVID, Tyrina reached out to parents on social media to see how she could get gifts to children, and paid for the gifts herself.

“Many people tell me how much they love Tyrina and her respect for others, and how she goes out of her way to help people,” said Cheryl Cyr, Tyrina’s mother and co-worker at No Frills. “She always puts others first: I’ve seen her buy customers groceries when they didn’t have enough money.”

“Tyrina’s giving nature is inspirational to her community and co-workers,” said Union Rep Jeff Barry. “Congratulations, Tyrina. You deserve this award.”

BRYAN DENNIS – Cargill Dunlop

Enhancing & Achieving Improvements in Workplace Health & Safety or Workers’ Compensation

Bryan Dennis is the Chief Steward at Cargill Dunlop in Guelph.

In his role, Bryan, alongside the Plant Chair Paul Alexander, leads a team of about 12 Stewards and Joint Health & Safety Committee members. This team represents more than 800 bargaining unit employees at the facility.

With almost 28 years at the plant, including more than 10 years as a Steward and three years as Chief

Steward, Bryan has extensive knowledge of all the jobs within the plant. That experience makes him a wonderful advocate for the members when looking at suitable accommodation and he consistently attends Return To Work and accommodation meetings.

“Whenever we have disagreements with the company, Bryan will hold the employer accountable through the grievance procedure,” said Union Rep Jason Hanley.

“Bryan is respected because he is a consistent and dedicated advocate for his co-workers. His efforts have made a positive impact in the plant, and he continues to strive for improvements every day.”

New Year, New Union for workers at Dynacare

To start the new year right, workers at Dynacare Gamma Laboratory approached the UFCW Locals 175 & 633 Organizing Department to help improve their workplaces.

The campaign which lasted one month, began when workers reached out to our Union through our website to address inequity, favouritism, and respect in their workplaces.

And, following a successful vote on January 11 and 12, 2023, UFCW Locals 175 & 633 was happy to welcome the more than 70 Dynacare employees to the membership. Our newest members work at nine Dynacare locations across Hamilton, Burlington, Kitchener, and Niagara Falls.

“As healthcare providers, these workers appreciate the value of joining and belonging to a Union,” said UFCW Local 175 President Shawn Haggerty. “They

Amcor workers join the Union

On September 19 and 20, 2022, a certification vote took place for employees at Amcor Rigid Packaging in Mississauga.

The vote was close but there were many segregated ballots in dispute. After some hard-fought hearing dates at the Ontario Labour Relations Board, the parties opened the remaining ballots leading to a victory for the workers on January 12, 2023.

The more than 260 workers at Amcor Rigid Packaging work as Operators, Quality Control, Warehous-

have some very real and important issues that need to be addressed in their workplaces and we know they chose the right Union for the job.”

ing,

Shipping & Receiving as well as Maintenance.

Our new members look forward to having a collective agreement to help address the favouritism and inequity in the workplace. They also hope to secure better wages, job security, a pension, and benefits.

The four-month campaign dealt with many issues that our Organizing Team deals with on a regular basis. “The Organizing process can sometimes be daunting for workers, but our Organizers always have their backs and work hard to ensure the workers are informed throughout the process,” said UFCW Local 175 President Shawn Haggerty.

The new members are eager to start negotiations with their employer and ensure their voices are heard as they work toward the best possible collective agreement.

Final ballots opened: Canada Royal Milk workers join the Union

Two years and nine months after the Union filed its application to represent the workers at Canada Royal Milk in Kingston, the workers can finally call themselves members of UFCW Local 175.

On Friday, December 16, 2022, the Ontario Labour Relations Board (OLRB) finally opened the remaining segregated ballots in the case, resulting in a win for the workers at the plant.

These workers could have had Union representation more than two and a half years ago, but instead they faced a long, drawn-out process marked with a number of challenges from the employer.

Workers sought representation from UFCW Local 175 in early 2020 because they had many serious health and safety concerns stemming from poor safety standards and a toxic work environment.

They wanted the protection, security, and fairness of a collective agreement to improve their workplace.

The bargaining unit originally included 57 workers at Canada Royal Milk. The number of employees at the plant has since grown and the Union will now represent approximately 190 workers.

“This decision took a very long time because workers’ rights in Ontario continue to be delayed or set aside in the interest of business,” said President Haggerty.

“The current system unfairly places the burden on working people to prove twice that they want to join a Union. When a worker signs a Union card, it should be enough. This province needs to bring back card-check certification.”

Ammonia Leak at Fearman's Pork sends 25 people to hospital

On the morning of March 9, 2023, an ammonia leak occurred at the Fearman’s Pork Inc (Sofna Foods) facility in Burlington, where the Local Union represents about 800 workers.

Twenty-fve employees in total went to the hospital for treatment and observation, and all were released to rest at home. Members throughout the plant were evacuated of site around lunch time, and paramedics attended the evacuation sites for monitoring and treatment as needed. Everyone at the plant was accounted for.

“Our focus is on the members health and safety frst and foremost,” said President Haggerty. “We are working with the employer and the Ministry of Labour to ensure the safety of all our members and we will continue to stay informed on the health status of the afected members.”

When notifed of the evacuation, Union Representatives arrived on site to address members' concerns. Te Union was also able to provide food and water until the employer was able to secure lunch for all evacuees.

Chief Steward Al Reston assisted members in flling out exposure reports and WSIB Form 6s, and every member that went to the hospital had WSIB Forms 6 and 7 flled out right away.

On Friday, March 10, members were able to return to the plant for a four-hour minimum clean-up, and on Monday the 13th, the plant returned to normal with members reporting to work as usual.

Members who were directly exposed to the leak, even with no symptoms, should fill out a Workers' Exposure Incident Form as soon as possible. Contact your Union Rep or the Workers' Compensation department at 1-800565-8329 for assistance or more information.

You can read more about the importance of submitting Workers' Exposure Incident Forms on page 25.

UFCW Local 175 member Jana Jordan is a Server at the Best Western North Bay Hotel & Conference Centre.

For 28 years, Jana has brought her warmth and care to her interactions with the guests to make their time at the hotel the best it can be.

Jana became a Union Steward for her co-workers more than 20 years ago. She wanted to take the lead and be a strong, active voice in representing the members at the hotel. Since then, she has been on the Union Negotiating Committee for at least five renewal collective agreements.

“I really enjoy the role of Union Steward because I can help people, especially those that don’t know about their rights at work,” said Jana.

Jana’s workday starts early at 6 a.m. “I prepare the restaurant for breakfast service. I set up the tables, put on the coffee, and get ready for guests to arrive starting at 7 a.m.,” she explained. “Breakfast is busy and I handle all my own bills and cleanup.”

During the week, Jana has a chance to keep up with cleaning and putting things back in order between the end of breakfast and before lunch guests start to arrive. On the weekends though, there is no real slowdown. It is a fast-paced environment and physically demanding, and Jana serves until the restaurant closes after the lunch service.

Despite the pace and demands of the job, Jana enjoys working with people. “Sometimes it’s difficult because as a server, I try to meet every need quickly, and that can be a challenge,” said Jana. “But I want our guests to let us know if something is wrong, to simply ask me,” she added, “because it gives me a chance to put it right.”

Belonging to the Union has brought advantages that have kept Jana working at the hotel.

“In this industry, the benefit package we have is uncommon and it’s very important to me,” she said. “And the ability to participate in the bargaining process as a worker and a Union member is something I enjoy.”

In addition to extended benefits, Jana is proud that they have been able to negotiate good vacation language and paid sick days. “Those things set us apart from other workplaces,” she added.

Through her years as a member, Jana has participated in dozens of Steward courses through the weekend seminars and cell training. “The opportunities have been great,” she said, including learning about diversity, social media, and more. “I enjoyed the courses and I use the things I’ve learned regularly.”

The pandemic proved to be stressful for Jana. “My husband is medically fragile, and particularly at the start, we didn’t understand the virus and I was very worried.” As more was learned, Jana was able to better manage her stress levels. “We adapted to the new practices and I was less anxious about it.”

As COVID precautions have faded, Jana says the hotel is basically back to normal operations. “Our hotel is North Bay’s only conference hotel and we host many events and meetings,” she said. “Those are mostly back to the usual pace and we are busy, but we’re also still readjusting after the major disruption of the pandemic.”

“The stressful and fast-paced environment at work can lead to great shared experiences,” said Jana. And with her long career at the Best Western North Bay, Jana has made many lifelong friends, even though some have since moved on. She particularly enjoys encouraging friends to join her and her husband on vacations.

Thank you, Jana, for your years of commitment and service to your co-workers and the Members of UFCW Local 175. You are a valued member of your Union.

Jana Jordan

Union Steward

At the Thunder Bay Valhalla Inn, guests are often greeted by UFCW Local 175 member Mike Mantello.

Mike is a long-time member of the Union, who has been employed at the Valhalla Inn for 34 and a half years.

As a Guest Services Agent, Mike’s job requires interpersonal skills, a welcoming demeanor, and the ability to react and respond to guests’ inquiries with skill and knowledge. These same skills serve Mike well as a Union Steward, too.

What drove Mike to become a Union Steward? “Being a senior member at the hotel, it became apparent to me that the staff members were looking up to me, asking me questions and bringing their concerns to me,” said Mike.

“At the time, there was a shortage of Union Stewards at the hotel and I became interested in the position. My fellow Steward Joe Sgambelluri helped me and guided me with that decision and to this day, is still a big help whenever I need it.”

As a Union Steward, Mike enjoys helping members when it comes to their rights and getting answers for them when they need them.

Job security, having a collective agreement with fair wages and health benefits, and knowing that the rights of every worker at the hotel are respected, are the reasons Mike believes it is important to belong to UFCW Local 175.

The role of Guest Services Agent is a full day of work, and Mike starts each day expecting the unexpected.

The morning shift gets a briefing from the audit staff that includes any late-night goings-on or any problems the staff might encounter in the next shift. Departures and arrivals for the day are reviewed, and staff are made aware of any specific requests so they can get everything ready for the day ahead.

“My co-workers, and not just in my department but across the other areas of the hotel, are the best part about working here,” said Mike. “We do our best to give the guests a great hotel experience. There is a lot going on behind the scenes. We often juggle a number of issues at a time, and know that we can’t please everyone all the time.”

The limited amount of travel going on during the pandemic had a significant impact on workers in the hospitality industry. “All the restrictions made it harder to communicate with people, and we weren’t able to provide the same level of services as usual,” said Mike.

Emerging from most COVID health measures has brought back a sense of normalcy to the hotel. “The guests are coming back and our meeting spaces are being booked,” said Mike. “We miss some of the staff members who had to move on to other opportunities, different locations, and some went back to school.”

While the restrictions in place during the pandemic have been removed, Mike still asks the members at the hotel to test themselves if they are sick, and to wear a mask for a couple of days upon returning to work.

“It was great to see co-workers returning to the hotel,” said Mike. “I think we work closer as a unit now.”

Thank you, Mike, for being a valued member of UFCW Local 175 and for the years of support and guidance you've provided for your co-workers.

“It was a tough round of bargaining after COVID for our last collective agreement,” said Mike. “It took a while to reach an agreement, but with Tracy (Union Rep/Director) and Joe, we got it done.”

Christian Horizons Sudbury ratifies First Collective Agreement

On November 24, 2022, members at Christian Horizons in Sudbury ratified a two-year collective agreement; their first as members of UFCW Local 175.

The agreement for Christian Horizons Sudbury, which employs 85 full-time and 30 part-time workers, covers workers affected by Bill 124. This Bill, known as the Protecting a Sustainable Public Sector for Future Generations Act, 2019, limits the rights of these workers to negotiate freely for wage increases. While Bill 124 was recently struck down by an Ontario Superior Court (read more here), what that means for workers whose wages have been affected by the legislation is yet to be determined. To learn more about the unconstitutional Bill 124, click here.

As a result, these workers are limited to a maximum of 1% per year over the next three years. In addition

to the limited legislated wage increase, members will receive signing bonuses of $500 for full-time, $350 for part-time, and $150 for casual workers.

Benefit improvements include:

• Increases to the part-time spending account from $500 to $750, and;

• Mileage increases when members are required to use their personal vehicles for business purposes of $0.47/km, up from $0.44/km.

Language improvements address Union representation including Stewards and Health & Safety Committee Members, seniority rights as well as a grievance procedure amongst other articles.

Union Negotiating Committee: Nick Macaluso, Melanie Soulliere. Union Representative: Meemee Seto.

Alstom Transport Canada members in Ottawa achieve first contract including wage increases, retention bonuses, and 10 new full-time jobs

After a year and a half and a difficult set of bargaining, the members at Alstom Transport Canada Inc. in Ottawa have ratified their first collective agreement.

The three-year agreement, ratified on February 3, 2023, includes the following wage increases:

• Alstom employees receive 4% in Year 1, 1.5% in Year 2, and 2% in Year 3.

• Randstad agency employees (10) who will become full-time employees of Alstom receive up to $6.46 per hour in Year 1, 1.5% in Year 2, and 2% in Year 3.

• Randstad agency employees covered by the CBA receive pay equal to 90% of full-time rate in Year 1, 1.5% in Year 2, and 2% in Year 3.

In addition, Alstom employees receive one-time retention bonuses of between $500 and $1,600, based on their year of hire.

Within 10 days of ratification, the company will post

10 full-time positions which will be awarded to the ten most senior Randstad employees.

The employer will also review new Alstom positions every contract year and hire new Randstad employees as per the language in the new agreement. These 10 most senior Randstad employees hired by Alstom will be entitled to the company pension plan and benefits.

Language improvements include a boot allowance of $225, an overnight shift premium of $1.50 per hour, and a Lead Hand premium of $2 per hour.

The agreement includes one paid floater holiday and five paid emergency days. Ten paid statutory holidays including Civic Holiday have been enshrined in the contract as well. Language also includes bereavement leave of up to five days for immediate family and other bereavement leave provisions

Union Negotiating Committee: Munnier Sirag and Kuldeep Vala. Union Representative: Joe Tenn.

Fin-Aire members ratify significant wage increases + CPI adjustments

Members at Fin-Aire Inc. in Belleville unanimously ratified a three-year agreement on February 15, 2023. Members receive increases of 6% in year one, 4% in year two, and another 4% in year three. In addition, on January 20 in years two and three, should the CPI for the previous calendar year in Canada be greater than 4%, the 2024 and 2025 above rates shall be adjusted to whichever is greater.

A new vision benefit includes 50% coverage, up to $180, and 50% coverage for eye exams, each every 24 months to employees with at least 12 months seniority. The Boot allowance increases to $90 per year, and new language allows employees to carry over a max of $180 of their unused boot allowance to the next year. The clothing allowance will also increase to $90 per year.

New language provides that if the death of a listed family member occurs while an employee is on shift, and the employee is notified while at work, they shall be entitled to leave work with pay for the remainder of their shift without any such remaining shift being considered the first day of bereavement leave pay.

The employer agrees to contribute $200 to the Training and Education Fund on March 1, 2023, and on January 15 every year thereafter.

These members wanted to achieve an employer-paid RRSP contribution to their collective agreement. The Union Negotiating Committee secured that the employer will match any RRSP contributions up to $1,000 per calendar year for employees.

Salvation Army York Housing and Support Services members ratify first contract

New members at the Salvation Army York Housing and Support Services ratified their first agreement on December 20, 2022, with a three-year term.

Wages will increase by 1% for all classifications retroactive to April 1, 2022. Members will receive a signing bonus of $125 for full-time, and $80 for parttime, relief and casual workers. Mileage will increase to 55 cents per kilometre, up from 45 cents.

RRSP contribution rates for full and part-time employees will be set at 4% of regular earnings. That rates increases to 5% after six years of employment, and to 6% after 11 years. The employer will match contributions for employees past probation at a rate of 2%. The matching rate improves to 3% for employees with 11 years of service.

Full-time members now also benefit from dental and eye care benefits.

With the ratification of their first collective agreement, these members will now see a number of other improvements to their working conditions. This includes:

• A grievance procedure,

• Steward and Union Rep representation,

• Seniority rights, and;

• Sick time.

The agreement establishes language around health and safety, job postings, bereavement leave, workplace training, hours of work and overtime, and pay cheque errors.

In addition, members will benefit from provisions dealing with mileage, layoffs and recalls, rest periods, vacations, paid holidays, and a Letter of Understanding regarding wages and pay equity.

Union Negotiating Committee: Hayley Betts and Lyndsay Craine. Union Representative: Meemee Seto.

Union Negotiating Committee: Darryl Strachan (left) and Union Representative Sean Carroll.

Trans-Northern Pipeline members secure first collective agreement

On December 16, 2022, Trans-Northern Pipeline members ratified a three-year first agreement with significant wage and language improvements.

Negotiated wage increases include a one-time lump sum payment of 3% of their annual 2022 salary, plus an increase of 2.5% on January 1, 2024, and a 2.5% increase on January 1, 2025.

Prior to joining the Union, these members' salaries varied. With the benefit of collective bargaining, now everyone will be on the same pay scale. As a result, increases for these members vary from 3% to as high as 24%.

The workers now also have access to a grievance procedure and have a union to protect their rights in the workplace.

Negotiated language includes and improves Pay Equity, Gender Neutrality and Training & Education contributions of $1500.00 per contract year. The Union was also successful in retaining all past practices and their health, dental, and pension benefits that they previously held with the employer.

Prior to Unionizing these workers had filed complaints through the federal labour relations board as they were not being paid for a 15-minute period during their shift changeover. The Union was successful in resolving the issue by getting each member paid out 162.2 hours over the past 2 years at 1.5 times their hourly rate and language was also secured going forward.

Significant first-year increases and more ratified by Bunge Canada members

On December 12, 2022, members at Bunge Canada in Hamilton ratified a three-year agreement that includes wage and benefit improvements.

Wages will increase by between 5.54% and 13.45% in year one, by 3% in year two, and by 2.75% in year three. Members will also see increases to pension contributions in each year of the agreement: $46, $47 and $48 respectively.

Other benefit improvements include:

• The maximum benefit entitlement increases to $22,000, up from $11,000;

• Eye exam coverage increases to $90, up from $80, and eyeglass coverage improves to $350, up from $300.

• Added massage therapist and psychologist coverage of $250 each.

• The dental plan will be based on the current Ontario Dental Association (ODA) schedule.

• Life insurance improves to $100,000, up from $90,000.

Other language improvements include that members will now qualify for bereavement from date of hire instead of upon the completion of a probation period. In addition, language provides that the employer will transfer successful applicants within 60 days.

The National Day for Truth and Reconciliation will be added to the list of holidays and members will receive one floater day starting January 1, 2025.

Union Negotiating Committee (pictured above): Jeff Laing, Dennis Packham, Rob Schrock and Dave Taylor. Union Representative: Navidad Talbot (not pictured), and Regional Director, Sam Caetano.

Union Negotiating Committee: Gordon Dimitru and Eric Lee. Union Representative: Sabrina Qadir.

First Contract Ratified by Vaughan Courtyard Marriott members

Members at the Courtyard Marriott in Vaughan ratified their first agreement on December 19, 2022.

The majority of the membership at the Courtyard Marriott in Vaughan will see wage adjustments of:

• Nearly 9% in the first year of the three-year term,

• 50 cents per hour in year two, and;

• Another 50 cents per hour in year three.

The employer will maintain an RRSP for the workers, and health and welfare benefits will be a fixed cost for the members for the life of the agreement.

Along with the protections of their Union and collective agreement, these workers now benefit from:

• Job posting and schedule language,

Martindale Gardens members ratify special wage increases for all

The members in Milton employed at Martindale Gardens Retirement home unanimously ratified a threeyear agreement on December 7, 2022.

These members receive general wage increases of 2% in all three years of the agreement term. Plus, the Union Negotiating Committee achieved significant special increases for all classifications totalling 8.5% for Concierge and Dishwashers; 8% for Servers; 13.7% for Cooks; 18.4% for RPNs; 17.7% for PSWs; and 18.6% for the MCP classification.

Additional improvements include a $1 hourly premium for cooks who with a red seal certificate, an increase in vision care by $25, and a reduction in probationary hours from 600 to 450 hours.

Union Negotiating Committee: Kevin Botelho and Joh David Vandervliet. Union Representative: Ayesha Jabbar.

• A new night shift premium,

• A guarantee of eight hours on Stat holidays for all employees,

• A lower overtime threshold of 42 hours, and;

• A new $50 safety shoe allowance.

Members also benefit from one extra paid sick day, , and additional leaves of absence language. Required doctor's notes will now be reimbursed by the employer as well.

Further language provides new carts for housekeepers, ensures no tips for management, and allows for additional vacation accrual and time for senior employees.

HLDAA decision: Villa Retirement members gain retro wages & more

Villa Retirement members in Midland secured a new contract awarded in a Hospital Labour Disputes Arbitration Act (HLDAA) decision on December 7, 2022.

Members receive general wage increases of 2% effective May 29, 2021, and 3% effective May 29, 2022, paid retroactive for hours worked to current and former employees. The date of the award ensured the members received their retro pay prior to Christmas. Members will also benefit from the removal of the first step of the wage grid.

Other language includes improved annual sick leave of 37.5 hours, up from 22.5, and increased vision care of $185, up from $165, every 24 months. Bereavement leave will now include celebrations of life. The Sunset Clause has been reduced and suspensions will be removed from a workers record after 18 months down from 24 months.

Union Negotiating Committee: Bev Mugford. Union Representative: Derek Jokhu

Union Negotiator: Union Representative Tony Nigro.

Members at the Prince Arthur Hotel in Thunder Bay ratify new agreement

Members at the Prince Arthur Waterfront Hotel & Suites in Thunder Bay ratified a new agreement on January 12, 2023. The three-year deal includes increases of 50 cents per hour in year one, 25 cents per hour in year two, and 25 cents per hour in year three. Plus, minimum wage gap language, which ensures members' rates stay ahead of provincial minimum wage increases, is also included in the agreement. Long-service employees receive an additional wage adjustment of 40 cents per hour after five years of service; 60 cents per hour after 10 years of service; 75 cents per hour after 15 years of service, and; $1 per hour after 20 years of service.

Other language improvements include three paid sick days for all employees, and the Civic Holiday has been added to the list of paid holidays. The agreement contains Null & Void language for disciplines without representation as well.

Members are now guaranteed a four-hour minimum shift, instead of the previous three-hour minimum, and bereavement for the death of a grandparent increases to three days, up from two.

Union Negotiating Committee: Michael Floyd. Region 1 Director: Tracy Stubbs.

Highbury Canco members end strike; ratify deal with 28% wage increase over the agreement term and new jobs added in the next year

The 430 members at Highbury Canco in Leamington have ceased strike action following the ratification of a three-year agreement.

Members will receive significant wage increases in the first year of $2 per hour across all classifications, and another $2.70 per hour over the term of the agreement. Maintenance will receive an increase of $2.50 per hour in year one, and $3.20 over the term. A $450 ratification bonus will be paid in lieu of retroactive pay. New premiums will provide 40 cents per hour for the afternoon shift, and 75 cents per hour for the midnight shift.

Employer contribution to RRSPs will increase by .25%. Members also benefit from increased longterm disability payments of $1,200 per month, up from $812. Other improvements include wage protection for members moved to a lower job classification,

and the boot allowance improves to $150 per year. The members also have pandemic language that ensures a premium of $2 per hour paid if the facility is declared to be in an outbreak.

Members will benefit from a new vacation entitlement of four weeks after 12 years of service, and breaks and lunches will increase by 5 minutes each.

The employer will also increase its contribution to the Local 175 Training and Education Fund to $3,000 per year, up from $1,500.

Union Negotiating Committee: Dan Bruner, Melissa Camara Mark Dolphin, Phil Girardin, and Scott Jackson. Union Representative: Fred Teeple, Regional Director: Sam Caetano, Executive Assistant: Chris Fuller and President: Shawn Haggerty.

Employees in the hotel industry can find themselves in various hazardous situations at any given time.

Hospitality workers face an increased r isk of harassment and assault for a number of reasons. In addition, hospitality work can be seasonal and it attracts many young workers for that reason. The resulting high turnover rate can lead to a lack of general experience in the workplace, and inadequate health and safety training.

Employers must have a clear process for reporting bullying, harassment, and sexual harassment and assault, and that process must be communicated to employees.

Report all health and safety hazards to your Health & Safety Rep, your supervisor, your Union Steward, and/ or your Union Rep.

While coming forward to report inappropriate and unwanted behaviour, bullying, harassment, and assault may be difficult, it's important to let someone know.

Putting up with unwanted behaviour is NOT just part of the job.

Your Union is here to provide you with support, and your Union Rep can assist with holding the employer accountable, and making the necessary changes going forward to help prevent incidents from recurring.

Questions or Concerns?

Call your Union Rep, or contact the Health & Safety Department at 1-800-565-8329 or send us an email at membership@ufcw175.com.

Hotel workers may be exposed to the following hazards.

Note, this list is not exhaustive

• Inappropriate jokes and comments, unwanted physical contact, indecent exposure, discrimination, harassment, bullying, and assault.

• Harassment and physical assault by guests, especially for Room Attendants who tend to be female, work alone, and who may not be able to call for help.

• Biological hazards for Room Attendants who may come into contact with personal hygiene items, medical equipment, unknown substances, and more.

• Chemicals used to clean rooms and public spaces in the hotel.

• Injuries from moving heavy items like linens, carts, and furniture.

• Trips and falls in large crowded rooms while carrying dishes and trays, and navigating obstacles.

• Burns, cuts, and other injuries resulting from hot dishes, kitchen equipment, sharp blades, broken glassware, and more.

• Lifting injuries from carrying luggage and other items, and pushing carts.

• Slips and falls from wet floors in areas like the lobby and recreational areas.

• Possible harassment resulting from enforcement of health and safety measures such as masks, capacity limits, and more.

And remember, always wear the proper Protective Personal Equipment (PPE) for your job.

WORKERS’ COMPENSATION

With any job, it's easy to become complacent and overlook the potential hazards in the everyday inherent

parts of your work tasks.

During the pandemic, a method of reporting to the WSIB called Exposure Reporting gained importance.

• Use the Worker's Exposure Incident Form when a worker is exposed to a leak, spill, explosion, release, or unexpected contact with an infectious or chemical substance, or a person infected with a contagious disease or virus.

• In the hospitality industry, exposure may result through working in kitchens, room cleaning, and maintenance. And when it comes to infectious diseases, anyone who comes into contact with guests on a regular basis is at risk.

• It's important to fill out this form for Exposure because often the illness or injury that may result from that exposure will take time to appear.

• Filing an Exposure Form ensures that, if you become ill down the road as a result of the exposure, your claim has a better chance of succeeding. The data can also help workers and advocates build cases against companies using materials or chemicals thought to cause certain conditions.

If in doubt, file. It's better to be unsure and file within the time limits, than to not file. You can always reach out to your Union Representative or the Workers' Compensation Department at the Union for guidance and information.

Things to Know!

• It is your legal right to report any and all workplace accidents and injuries. No one can tell you not to file a claim.

• You have the right and should be treated by your own health care professional.

• Claims must be filed with the WSIB as soon as possible, but no later than 6 months from the injury/diagnosis date.

Questions or Concerns?

Contact your Union Rep or the Workers' Comp Department at 1-800-565-8329 or at workerscomp@ufcw175.com.

First Aid vs. Medical Attention

No matter what industry you work in, if you are injured at work, you should always report it to your employer and your Union Steward or Rep.

Seeking basic first aid does not always mean a WSIB claim needs to be filed.

• If you receive first aid treatment at work – such as a cold/hot pack, Band-Aid, or pain relief pill from the company nurse – it will NOT initiate a WSIB claim.

• If symptoms persist, and you believe that the injury, illness, or condition is work related, you must tell your treating doctor, supervisor, and employer and submit a Form 6 to the WSIB.

• Make sure you inform each of those individuals that your symptoms, the injury, and/or the illness is related to your work duties. Make sure your treating doctor fills out a Form 8 and sends it to the WSIB, and make sure you provide a copy of the second page of the Form 8 to your employer.

Seeking medical attention through a doctor for your injury or illness:

• If your injury or illness requires medical attention at an emergency room, walk-in clinic or doctor, tell the treating doctor that you are there for a work-related reason so that they take the proper steps to record and file the proper forms, and that they provide you a copy of those forms as well.

SOLIDARITY SCHOLARSHIP

Congratulations to the 2022 Solidarity Scholarship winners!

Applications for 2023 open on April 1, 2023 at ufcw175.com/scholarship

REGION 1

Emerson Baker

Briana Bertoldo

Dante Cervi

Alyssa Desbiens

Deven Edwards

Franca Neill

Calista Perrons

Megan Rubin

REGION 2

Anais Hanna Ayme

Joel Brown

Ilgin Cankaya

Rebeckah Green

Taylor Groves

Amul Karki

Shu-chun Kuo

Avery Lammle

William Chang Liu

Jesse Mcinroy

Jevet Nonato

Johnly Bryan Miraflor

REGION 3

Lourlee Shane Baltazar

Leah Blackwood

Danika Chartrand

Emily Davidson

Brooke Doherty

Saim Farid

Danh Hong

Liam Korchuk

Maivane Kozang

Sierra Mattinson

Chris Rudakubana

Halle Woodcock

REGION 4

Cullen Burke

Shanel Chan

Alia Christensen

Jayci Cobb

Emma Hall

Rhyanna Jacques

Baylee Lachance

Quaid Reynolds

Ariel Rosenzweig

Paige Van Dyke

Eric Wong

Rhaven-Symone Wynter

REGION 5

Rosa Adams

Keaton Conaty

Liam Cozma

Madeleine Dearden

Isabella Dmitrovich

Adam McFarlane

Chase Moore

Karen Nguyen

Eve Northrup

Victoria Pereira

Simran Saini

Mandeep Virk

REGION 6

Karina Charlton

Natalia Desormeaux

Emma Dunlop-Duplessis

Quin Hurst

Braelyn King

Natalie Ko

Farhana Masood

Collene Padilla

Marcus Stanley

Ashley Verhees

Selina Wu

Salim Terzout Yettou

REGION 7

Heather Andrews

Kerren Asumang

Jaden Burke

Tatiana Cahur

Brooke Jamieson

Megan Long

Chloe McGilveary

Mikayla Morrison

Tristan Norville

Karson Proulx

Owen Shultis

Aidan Woods

REGION 8

Teegan Blencowe

Rachel Casagrande

Kiiana Casola

Rahul Dabral

Jonah Goss

Miia Hanhimaki

Holly Millette

Mégan Tremblay-Doyle

Collene Padilla

Holly Millette

Rahul Dabral

COMMUNITY

$39k raised for the LLSC through Metro Payroll Deduction campaign

The 2022 Metro Payroll Deduction campaign to raise money for the Leukemia & Lymphoma Society of Canada (LLSC) was a great success yet again last year.

Our Members gave generously despite facing a hard year of inflation and increased costs of living. As a result, the LLSC will receive $39,578 toward their life-saving research, treatments, and patient support.

Members at Metro stores who raise the most each year can win great prizes (see photos). Congratulations to the members at the winning stores:

• Metro #425 Brampton ( < 99 members)

• Metro #205 Whitby (100 - 149 members)

• Metro #422 Thunder Bay (150+ members)

The Metro Payroll Deduction campaign is an important part of the Local Union’s annual fundraising: thank you to the members for taking part again in 2022.

UFCW Canada BDM Scholarship Winners

Congratulations

picking up the

who each won a

Visit ufcw.ca/scholarships for information and to apply.

to UFCW Locals 175 & 633 Members (left to right) Hailey Schaefer (Food Basics), Franz Johnson (Park'N Fly;

cheque for his son Seth pictured in the inset), Grace Tondreau (Fortinos), and Chloe Davies (Metro)

BDM post-secondary scholarship from UFCW Canada.

APRIL

IS THE

Day of Mourning

Mourning

In 2022, the WSIB allowed 206 workrelated fatality claims, including:

• 11 from COVID-19

• 120 from Occupational Disease

• 75 from Traumatic Fatalities

And far too many others don't get counted because the WSIB denies the claims. On April 28th, join Your Union at events across Ontario to commemorate those lives lost and pledge to fight for the living. Visit ufcw175.com/dayofmourning for more information.