CHECKOUT WINTER 2023 - VOL XXXII NO 5
Inside... • Our Members at Work: Meet Union Steward Jesse Peria from Canna Cabana... page 10 • Food Basics members vote 99.5% in favour of strike mandate... page 12 • Negotiation Updates... starting on page 13
• Marking the 110th anniversary of the Meredith Principles and workers' compensation... page 21 • Weeklong Paid Training and Steward Cell Training... page 22 • and more!
May this holiday season bring peace, harmony, and humanity to our world.
UNION STRONG – UNION PROUD
Did you know? •
Your Local Union is proud to represent Budtenders at five Canna Cabana dispensaries in Ontario including in Ancaster, Innisfil, Toronto, and two in Hamilton.
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UFCW Local 175 members at the Canna Cabana on Barton Street in Hamilton were the first cannabis dispensary workers to unionize in Ontario.
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Those members were also among the first cannabis dispensary workers to secure a union collective agreement in Canada.
What is a Budtender? Many customers walking into a cannabis dispensary might not know much about what is available and how to use the products correctly. This is where Budtenders can offer guidance. The title comes with a lot of responsibility. Budtenders must have extensive knowledge and skill, and be passionate about the products, too.
Turn to page 10 to meet Union Steward Jesse Peria from Canna Cabana on Barton Street, and learn more about the role of Budtender and what it means to Jesse to be part of the Union.
TOGETHER WE WILL MAKE A DIFFERENCE Help Us Raise the Standard for All Workers! For full details visit ufcw175.com/honorarium or call our Organizers at 1-800-565-8329 *Some restrictions apply.
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If you are a Member of the Union and UFCW Locals 175 & 633 organizes and certifies a group of workers because of a lead you provide to the Organizing Department, you will be eligible for an honorarium of up to
$1,000*!
WHAT’S INSIDE UFCW LOCAL 175
UFCW LOCAL 633
President Shawn Haggerty
President Marylou Mallett
Secretary-Treasurer Kelly Tosato
Secretary-Treasurer Brian Kozlowski
Recorder Karen Vaughan
Recorder Julie MacCrae
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
6 Staff Changes
Happy Retirement, and Welcome New Staff
9 New Members Kerry's Place and Holiday Inn Express
10 Our Members at Work
Meet Jesse Peria from Canna Cabana
Director, Community Care: Mike Mattioli; Union Representatives: Sacha Edey, Sabrina Qadir, Meemee Seto, Hodan Wais REGION 1 Director: Tracy Stubbs; Union Representative: Alex Stubbs REGION 2 Director: Lee Johnson-Koehn; Union Representatives: Chris Bernardi, Ricardo Bocanegra, Rick Daudlin, Christina Mayberry, Amy Tran REGION 3 Director: Paul Hardwick; Union Representatives: Sean Carroll, Shannon Epp, Kimberly Hunter, Joe Tenn; Servicing Representatives: Damian Hulshof, Sandra Proulx REGION 4 Director: John DiNardo; Union Representative: Jennifer Hanley; Servicing Representatives: Fatima Butt, Nunzio Cannistraci, Amanda De Melo, Dawn Hanlon, Shirley Hepditch, Maxine Prince REGION 5 Director: Jehan Ahamed; Union Representatives: Mario Tardelli, Arlene Robertson; Servicing Representative: Kelly Dick,
12 Food Basics Strike Vote Results
REGION 6 Director: Sam Caetano; Union Representatives: Dave Forbes, Jason Hanley, Chris Mayberry, Melody Slattery, Navidad Talbot, Fred Teeple
13 Negotiation Updates
20 Health & Safety
22 Training & Education
24 Community
Great Food, RCSS, Post Foods, Aramark, & more!
Building a culture of safety in the workplace
REGION 7 Director: Jehan Ahamed; Union Representatives: John Beaton, Todd Janes; Servicing Representatives: Michael Windley REGION 8 Director: Derik McArthur; Union Representatives: Jeff Barry, Michael Bernier, Richard Eberhardt, Jim Hames WORKERS’ COMPENSATION Workers’ Compensation Coordinator: Sarah Neath; Workers’ Compensation Intake Representative: Georgina MacDonald; Workers’ Compensation Representatives: Joanne Ford, Nabeela Irfan, Nelson Pereira, Courtney Salomons PAY EQUITY Coordinator: Matt Davenport; Pay Equity Representative: Orsola Augurusa HEALTH & SAFETY Director: Kelly Nicholas LEGAL Director: Jane Mulkewich; Paralegal: Gord Steinberg; Counsel: Shauna Fabrizi, Christopher Jagodits, Matthew Jagodits, Ambar Reyes ORGANIZING Director: Tony Nigro; Organizing Representatives: Joce Cote, Tim Hum, Jeffery Lu, Casey Magee TRAINING & EDUCATION Director: Kelly Nicholas; Servicing Representative: Teresa Wilson; COMMUNICATIONS Coordinator: Jennifer Tunney; Communications Representatives: Laurie Duncan, Ashleigh Vink PROJECT COORDINATOR Wei Chen
21 Workers’ Compensation Marking the 110 anniversary of the Meredith Principles th
Weeklong Paid Training, Fall Stewards Cell Training
Executive Board approves $200,000 in Food Bank donations for holiday season
UFCW LOCALS 175 & 633 MAILING ADDRESS & HEAD OFFICE 2200 Argentia Road, Mississauga ON L5N 2K7 Tel: 905-821-8329 Toll Free: 1-800-565-8329 Fax: 905-821-7144 Email: membership@ufcw175.com CAMBRIDGE | LEAMINGTON | OTTAWA | SUDBURY | THUNDER BAY
ISSN No. 1703-3926 CHECKOUT is an official publication of Locals 175 & 633 of the United Food & Commercial Workers (UFCW)
UUWO
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PRESIDENT’S MESSAGE
Loblaw Companies and Metro report significant jumps in revenue amid affordability crisis As we go to press with this issue, Food Basics members, whose collective agreement expired on August 13, 2023, have given their Union Negotiating Committee a clear strike mandate of 99.5%. You can find more about that vote and what brought those 7,350 members to this point on page 12. Members at Great Food Stores and Real Canadian Superstores have also begun joint bargaining for renewal collective agreements. This bargaining includes members at UFCW Local 1006A at Loblaws Great Food and Superstores. This solidarity bargaining between our two Locals is, I believe, the largest private sector bargaining in the province covering approximately 26,000 retail grocery workers. You can read more about the early stages of these negotiations on page 13. At stake in both sets of bargaining here is a fundamental understanding of what it means to be a worker; on what it means to be essential and what it means to be valued for your work. More and more, we see workers holding billion-dollar companies responsible for corporate greed;
where exorbitant profits are made off the backs of employees while very little of those profits ever end up in the workers’ pockets. Loblaw Companies Ltd. reported a 11.7% jump in net earnings in its third quarter, with a $877 million revenue increase.1 Metro Inc. reported fourth-quarter net earnings of $222.2 million; 31.7% more that the same quarter last year.2 In other words, these companies and their shareholders are doing more than fine. Yet, their employees and customers, who create those profits with their labour and purchases, worry about being able to afford basic necessities. Please visit ufcw175.com for news on bargaining for Food Basics, Great Food Stores, and Real Canadian Superstore members. These collective agreements, along with members at Local 1006A, determine the working future for more than 33,000 people in Ontario. Workers deserve better. Compensation, from wages to benefits and more, should reflect workers' contributions to these high-profit corporations and to the stability of our economy and communities.
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This year, your Executive Board approved donations to food banks totalling $200,000. I am consistently proud of the generosity of your Executive Board and the members of this Union. Your dedication to your communities and those in need is inspiring. Humanitarian crises are happening in many parts of the world right now, and many people are hurting. Together, we are capable of building a better life and I hope for a more peaceful world; one where the safety, humanity, and dignity of people is put first. In Solidarity, Shawn Haggerty president@ufcw175.com
Loblaw Companies Ltd. (2023, November 15). Loblaw Reports 2023 Third Quarter Results. Loblaw Companies Limited. https://www.loblaw. ca/en/loblaw-reports-2023-third-quarter-results/ 2 Metro Inc. (n.d.). 2023 q1 en-10Q - Metro Inc. Metro Investor Relations. https://corpo.metro. ca/userfiles/file/PDF/Rapport-trimestriel/2023/2023-First-Quarter-Results.pdf 1
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Customers deserve fair grocery prices. Global food insecurity is a result of systemic ongoing problems that have long been neglected by governments and corporations that have the power to fix those issues. The inflated cost of food and more by companies looking to make already wealthy shareholders richer, only makes the problem much worse.
SECRETARY-TREASURER'S MESSAGE
Beyond the echo chamber of online algorithms In August, Meta – the parent company of Facebook and Instagram – blocked Canadian users from seeing news media on their platforms. This was a reaction to Bill C-18; legislation that requires the company to pay news outlets for their content that appeared on Facebook or Instagram. This is just one reason why we cannot forget that social media is a business. Meta, for example, reported a net profit of $23.1 billion in 2022.1 Lurking beneath what we see online is a lot of money changing hands; messages and advertising bought and paid for by organizations and people who can afford to make their voice louder and have it reach farther. Collecting your data is more important to those companies than ensuring you see truthful, factchecked information. Algorithms on Facebook, Instagram, YouTube, X (Twitter), Tik Tok, and more, evolve constantly to make more money and do not care that you just want to connect with the people and topics you care about. It is tough to rely on social media as a necessity to communicate when faced with the inherent problems of those platforms. But,
for many people, 'if it's not on social, it didn’t happen,' which is concerning because it implies that people are not going out of their way to find information, but relying mostly or entirely on their social news feeds. Information that triggers an emotional response goes viral quickly, reaching millions of people in a short time. If a post triggers a strong emotion in you – excitement, sadness, anger, fear – it is a good sign that you should take time before you like, share, or comment on it: learn more, uncover the sources, and develop an opinion. As the use of Artificial Intelligence (AI) sky rockets, we must be more vigilant about what we see. From ‘deep fakes’ where it looks, sounds, and acts like the person it is intended to be; to footage or photos that just seem off; be critical of what you see. Check sources. Check alternative sources, too. It can be hard to know where truth begins and ends, but when we stop caring where information comes from, we are more likely to be taken advantage of, and have our emotions preyed upon.
The province and country are headed toward elections in the next few years. Going beyond social media feeds, outside of our go-to news sources, and being open to other opinions and discussion are, and always will be, vital to staying informed. Legitimate trust-worthy sources do exist on social media, but you must do the work and seek them out. You owe it to yourself to be sure about what you consume and what builds your opinions on the things that matter to you. Many parts of the world are in deep humanitarian crisis and it is difficult to find moments of peace and joy amidst news that seems more horrific by the day. I wish that all our members are able to find some much-needed comfort, relief, and care among family and friends Thank you to all our incredible Union members for your hard work and commitment to your communities. I wish you all the best the New Year can bring. In Solidarity, Kelly Tosato treasurer@ufcw175.com
1 Meta. (n.d.). Meta reports fourth quarter and full year 2022 results. Meta Investor Relations. https://s21.q4cdn. com/399680738/files/doc_financials/2022/q4/Meta-12.31.2022-Exhibit-99.1-FINAL.pdf
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STAFF NEWS Happy Retirement! Rick Wauhkonen became a part of UFCW Locals 175 & 633 back in the 1980s, when he worked at the Canada Safeway warehouse in Thunder Bay part-time while attending college and university. While studying Human Resource Management and Labour Relations, he received a summer placement with Local 175 in Thunder Bay, through the government’s Student Training in Industrial Relations (STIR) program. During the summer of 1990, Rick trained to be an Organizer with Vince Gentile from UFCW Canada. Rick went on to participate in numerous successful organizing drives including at the Airlane Motor Hotel and, later, added to the bargaining unit at the Valhalla hotel. Working with UFCW Canada, Rick organized close to 500 new members in and around Thunder Bay between 1990 and 1991. These victories caught the attention of then-Local 175 President Jim Crockett who, in July 1991, brought Rick down to work with Local Union Organizers at a Loeb store in London, which they organized successfully. In April 1992, Rick took the opportunity to work as a Special Projects Union Representative (SPUR) on the Price Club Organizing Team in southern Ontario. In June 1993, then-Local 175 President Michael Fraser hired Rick to be an Organizer for the Local. Between 1993 and 2001, Rick and the team helped more than 10,000 workers join the Union. In April 2001, Rick became a Union Representative where he provided service to the Members, resolved grievances, and negotiated collective agreements. “It was rewarding work to develop close relationships with my Stewards and many members,” said Rick. Page 6
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In January 2010, President Haggerty began building a new Organizing Team and appointed Rick as Coordinator. “I was tasked to build structure into the department with accountability, training, and a strong work ethic,” said Rick. “I had the pleasure of working with some of the best and most talented Organizers and we soon became successful." For every 10 certification votes applied for, the Team won nine. By the end of the first five years, the Team had organized 4,812 new members. Rick was then promoted to Director of Organizing in 2014. By the end of 2022, the Team had organized an average of 950 members per year for 13 years straight, winning 88 percent of all votes for which they applied. Rick is grateful for the many chances he has had to improve the lives of working people and embraces the relationships he developed over his career. “I’m most proud of helping many new members over that time and of the consistently great job done by the Organizers,” said Rick. “I will miss my friends and colleagues, but I am confident the winning ways will continue in Organizing as our Union continues to grow,” he added. “After more than 30 years of working for the Local, I will enjoy my retirement.” “As a labour advocate, I take pride in being someone who has always been there to assist workers, whether that be non-union workers who needed help to form a Union, or Unionized workers who needed help resolving grievances, improving wages, benefits, or working conditions, and through negotiations.” “Rick's work ethic and ability to empower others created tremendous success," said President Haggerty. "Well over 20,000 new members have benefited from his hard work, and tens of thousands more have reaped the benefits of having a stronger Union because of that work. I wish him all the best in his well-earned retirement,” added President Haggerty. —
Local 633 President and long-time Union Member Marylou Mallett has made the decision to retire from her presidency. In June 2019, Marylou became President of Local 633 — only the second female to take on the role. She was then re-elected to the position by acclamation in the fall of 2019. During her term as President, and throughout her 41year career and Union membership thus far, Marylou has been a fierce advocate for the members and took on many challenges in the traditionally male-dominated profession of meat cutter. She has worked at Metro for a number of years now, but since she started in 1982, has worked at about 15 different stores in
total. Marylou has made the decision to step down to part-time work in her current store, and will become a member of Local 175 as a result. "I want to tell everyone to keep fighting the good fight," said Marylou. "There is support here in this Union — use it," she added. "Marylou has been a strong voice for 633 members through her years with the Union," said President Haggerty. "Her guidance and leadership on the Executive Board will be missed and I'm happy to know she will still be a member of this Union because I know the members will continue to benefit from her advocacy and perseverence." Going forward into the next Executive Board term, the acclaimed leadership of Local 633 includes Brian Kozlowski, President; Julie MacCrae, Secretary-Treasurer, and; Rita-Lynn Swiderski, Recorder.
Rolando Cabral started his career years ago at Cavendish Foods in Leamington, where he worked in all areas of the plant. With that experience, Rolando started to become an advocate for workers.
“knowing I have raised three wonderful children that are great human beings.”
Not only was he a voice for his co-workers, but he stepped up to become Chief Steward for three terms, and subsequently took on the role of President of UFCW Local 459.
Rolando has overcome many obstacles in his life, including battling a rare skin cancer. "I am grateful to have been able to provide a good living for my family while doing what I enjoy most; helping those who were not able to speak for themselves.”
In that role, in 2016, Rolando was instrumental in the merger that would see Local 459 and Local 175 come together to support approximately 389 UFCW members at three locations in Leamington and Wheatley: Highbury Canco, Cavendish Appetizers, and MiloFais. And, Rolando joined the staff of Locals 175 & 633 as a Servicing Representative at that time. "Being a labour advocate to me has always been about representing members and making their workplace an equitable and safe place to work," said Rolando. He says that over 50 years of work and two successful mergers have enabled him to contribute to the enhanced welfare of our members. But Rolando believes his greatest achievement is
“I will miss the camaraderie," added Rolando. "But I look forward to spending time with my family and close friends. But mostly, doing something for the “soul.” For me, it means having the time to hone my woodworking skills.” "Rolando's many years of experience and wisdom was a great benefit to our membership," said President Haggerty. "His enthusiasm for the work will be missed, and I wish him all the best in his welldeserved golden years. — Page 7
STAFF NEWS From 1995 to 2014, Rick Daudlin worked at Cargill Dunlop in Guelph. His role in the plant had him working on the floor as a rank-and-file member before Rick got involved in the Union at the plant level. He first became a Steward, then Chief Steward, and finally Plant Chairperson where he oversaw daily Union business inside the plant which employed hundreds of bargaining unit members. Rick got involved with the Union to be a voice for the members. He became a steward so he could speak on behalf of the members who were too timid to speak up, or were being taken advantage of by management.
In 2014, Rick joined the Local Union staff as a Servicing Representative before becoming a Union Representative in 2018. Rick says he has enjoyed his career at both Cargill and the Local Union, and he has thoroughly "enjoyed resolving grievances and seeing the members' satisfaction when their concerns have been addressed. It was very fulfilling and comforting.” Rick enjoyed his time with the Union. “Making sure to negotiate good contracts gave me a great deal of satisfaction but was also one of my biggest challenges," he added. Rick says he will definitely miss the interactions he had with his members on a daily basis and looks forward to spending more time with his family and concentrating on his hobbies. “Rick has been a staunch advocate for the members of this Union throughout his career," said President Haggerty. "His unwavering commitment and dedication to the labour movement and working people will be missed and I wish him a wonderful well-earned retirement."
Welcome New Staff Welcome to Damian Hulshof who has joined the staff of Region 3 as a Servicing Representative. Damian began his career and Union membership at Loblaws College Square as a cashier in 2003. He progressed swiftly into roles such as Night Crew Clerk, Overnight Baker, Assistant Bakery Manager, and Assistant Customer Service Manager which resulted in him working at four different stores in the region. Damian has been a Union Steward since 2006 and took part on the Loblaws master negotiating committee as well. He served as a Vice President on the Executive Board, and in early 2023 Damian assisted Region 3 as a Special Projects Union Representative (SPUR) before being hired by the Local in October. “Being a labour advocate means fighting for the rights and well-being of workers," said Damian. "It means supporting workers in their struggles for fair treatment, fair wages, and safe working conditions. It's about being a voice for those who might not have the resources or power to speak up for themselves.” Page 8
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"It's rewarding to have the opportunity to make a positive impact on people's lives, whether helping someone negotiate a better contract or supporting them through a workplace dispute," said Damian. "Seeing workers empowered and achieving justice is gratifying." “Every worker deserves dignity, respect, and fairness. There is a sense of injustice when workers are mistreated or taken advantage of, and that fuels my passion to fight for their rights. I believe that everyone should have the opportunity to thrive in their workplace and have a voice in decisions that affect them.” “I know the members will benefit from the enthusiasm and member-focused dedication that Damian will bring to his new role," said President Haggerty. "He is a great addition to Region 3 and will serve the members well."
NEW MEMBERS Autism care workers in Pickering vote YES to join the Union On September 18, 2023, UFCW Locals 175 & 633 welcomed our newest members from Kerry’s Place Autism Services in Pickering, Ontario. Workers at Kerry’s Place sought out our Union to increase their job security, enhance their wages and benefits, improve working conditions, and increase health and safety and respect in the workplace. These 15 workers are employed as Autism Support Associates and Assistants and are faced with numerous challenges every day. Workers who care for people should have someone looking out for them as well. According to the Canadian Medical Association Journal, approximately 1 - 2% of the Canadian population is on the autism spectrum which means there are approximately 135,000 autistic people in Ontario.1 “Workers in this field are some of the most compassionate and hard-working people around,” said President Haggerty. “The challenges they face are unique and they deserve to have a Union to stand behind them in the fight for their rights as they serve their clients and communities.”
Hospitality workers in Welland face challenging organizing drive but come out victorious On August 28 – 29, 2023, workers at the Holiday Inn Express and Suites in Welland voted in favour of joining Canada’s largest local Union, UFCW Local 175. “This victory is a huge win for workers in the hospitality industry,” said President Haggerty. Prior to the vote, workers were nervous but excited, and after a month-long campaign were pleased with the results. The workers, along with the support of the Local 175 Organizing Team, gained bargaining rights through certification, and the right to fight for better wages, benefits, respect, and eliminating favouritism in the workplace. They look forward to starting the negotiation process. “Workers in hospitality have faced the deep impact of the last few years throughout their industry. While it has been a difficult time for many, we are seeing an upswing in workers advocating for themselves and their co-workers,” said President Haggerty. “Workers want respect and dignity at work, and we look forward to supporting them in the goal to build a better life by joining the Union.”
Autism spectrum disorder: Advances in evidence-based practice. Autism Ontario. (2014). https:// www.autismontario.com/sites/default/files/2019-03/ASD%20Review%2Bof%2BEvidence%2BBased%2BPractice.pdf
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Welcome to Your Union
OUR MEMBERS AT WORK Jesse Peria is a Budtender and UFCW Local 175 Union Steward at Canna Cabana on Barton Street in Hamilton. Canna Cabana is a chain of retail dispensaries where customers can purchase cannabis products. Jesse has worked at the store for the last four years and he also worked for 17 years in shops selling cannabis accessories leading up to legalization. As a Budtender, Jesse is one of those employees who customers turn to for his expertise and advice. Jesse was integral to the successful organizing drive and certification vote in April 2020 that brought the Canna Cabana members into the Union. “It was pretty intense. We talked to our co-workers about organizing and UFCW helped us organize and prepare for the vote,” explained Jesse. “The whole process took a few weeks but we had only one 'no' vote because we were able to have those discussions with everyone while the union guided us through the whole process.” After joining the Union, Jesse took on the role of Steward to represent the best interests of his co-workers. “I believe that since the downturn of unions in the 1970s, wages in every sector have fallen behind the cost of living,” said Jesse. “Increasing support for unions benefits pretty much everyone. I, like most people, have had my fair share of terrible employers. Putting in my fair share to change things helps me out as much as it does everyone else so I'm happy to do it. It feels good to help fight for what’s right.” With the company since it began, Jesse has been through an organizing drive and two negotiated contracts. He has a lot to be proud of, including helping lead his co-workers to be among the first cannabis dispensary workers to secure a collective agreement in Canada, ratifying their deal in December 2020. In fact, the members at Canna Cabana on Barton Street, including Jesse, were the first retail cannabis workers to unionize in Ontario, and UFCW Local 175 is proud to represent a growing number of workers, now at five locations. Page 10
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Every morning, the staff at Canna Cabana put the store together by pulling the entire stock out of the vault. And they pack it all back up at night for security reasons. “Our store is one of the busiest in the province so we usually have a lineup outside the door controlled by a security guard to limit the flow of traffic in the store,” explained Jesse. Serving anywhere between 500-900 people per day means that sales are definitely how employees spend most of the day. The moments between customers usually gives them enough time for a quick clean up and restock but the pace can sometimes be exhausting. “The wonderful thing about working in the cannabis industry is that as much stress as the job can cause, it also offers relief for that stress,” said Jesse. The products sold in the dispensary are sealed in opaque containers, which can make it difficult to explain to customers who haven’t yet tried the products themselves. Plus, new products get released on a weekly basis and dealing with a controlled substance means there are many guidelines and laws to follow.
“This industry requires Budtenders to spend an enormous amount of their own time and money to research the products they sell and have extensive knowledge to make proper recommendations.” In addition to guaranteed wages and increases in their collective agreement, Jesse says that discount policies and benefit plans are vital parts of having a Union contract; full-time Budtenders at the Barton Street location have dental and vision coverage benefits. “We have more paid holidays than the majority of retail stores,” added Jesse. “Most importantly, we have a fairer and more balanced disciplinary system that offers members protection from the power imbalance found in most non-Union workplaces.” Jesse enjoys being around people that he loves to work with and getting to use his experience with
Jesse Peria
Union Steward, Canna Cabana cannabis to help people enjoy it as well. “We have a plethora of amazing customers that make our day better,” said Jesse. “We really do see people from all over our community in our store. I love cannabis and helping people navigate its intricacies.” "Customers rely on Budtenders for their expertise about cannabis products. Without them, the industry would not be growing so quickly," said President
Haggerty. "We are proud to represent these members in our Union and we're here to help them improve the way Budtenders are treated in the industry." Thank you, Jesse, for your dedicated approach to learning and for advocating on behalf of your co-workers every day. You are a valued member of UFCW Locals 175 & 633. Page 11
NEGOTIATION UPDATES Food Basics members vote 99.5% in favour of strike action At meetings held in 41 locations on November 12, 2023, bargainig unit Members at Food Basics stores gave their Union Negotiating Committee overwhelming support with 99.5% voting for a strike mandate.
What led to the strike vote? •
The Food Basics Collective Agreement, which expired on August 19, 2023, covers approximately 7,350 bargaining unit members at 114 stores in Ontario.
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In January 2023, bargaining proposals and nominations took place for the Union Negotiating Committee, and election for the Committee followed in March 2023.
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The elected Union Negotiating Committee met July 24 – 25, 2023 to review proposals and prepare a final document to take to the first round of bargaining with the employer from August 15 – 17, 2023.
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Further bargaining dates were set for October 18 – 19, and November 1 – 3, 2023. On November 2, 2023, the Union requested conciliation services from the Ministry of Labour to assist in reaching a fair deal.
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At the end of the day on November 3, 2023, the Union Negotiating Committee broke off negotiations due to the employer’s proposals to seek concessions in the contract and inexcusable wage offers.
For updates, Members should check their Union bulletin board regularly and contact their Union Representative with any concerns or questions.
What is a Strike Vote? A strong strike vote mandate means that your Union Negotiating Committee can return to bargaining with a clear and strong message for the employer: that the members in the bargaining unit are ready to take strike action if a fair agreement cannot be reached. A strike vote does not mean that a strike will absolutely happen, but members should prepare for that possibility.
What is a Strike? A strike is the withholding of labour by workers to place economic pressure on your employer with the aim of encouraging an agreement in bargaining. Strikes happen when an acceptable contract cannot be reached between the union and the employer. Page 12
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Solidarity bargaining begins for members at Great Food Stores & Real Canadian Superstores Negotiations are underway for Members of UFCW Local 175 at Great Food Stores (GFS) and Real Canadian Superstores (RCSS) at 61 stores across Ontario. The Union Negotiating Committee met on November 7, 2023, to review proposals and affirm the Local's commitment to solidarity bargaining with UFCW 1006A. This means that we have the power and strength of nearly 26,000 members coming together, working at Great Food Stores, Real Canadian Superstores, and Loblaws Great Food. The goal of the Union Negotiating Committee is to achieve the best possible collective agreements for the 12,800 members at GFS and RCSS stores. With the first negotiation exchange complete, the next set of negotiation dates (as we go to press with this issue of Checkout) are set for November 21 – 24 and November 28 – 29, 2023.
Who is on your Union Negotiating Committee? The rank-and-file members on the GFS & RCSS Union Negotiating Committee were elected from a group of more than 100 members on the Master Committee who attended a first meeting on September 26, 2023. Those 100 members were originally elected at proposal meetings earlier in the year. The GFS and RCSS Union Negotiating Committee has 11 members including several current Executive Board Members plus experienced Union negotiators and Union staff.
Solidarity is not just a word; it is a powerful call to action Solidarity is a powerful force that reminds us that when we stand together, shoulder to shoulder, we become an unbreakable force for positive change. In a world where individual voices can sometimes feel lost, solidarity amplifies our collective voice, making it impossible to ignore. Solidarity empowers workers to demand fair wages, safe working conditions, and a just distribution of wealth. It brings us together to advocate for a common goal. It's a reminder that the struggles of one worker are the struggles of all, and by standing united, we can overcome any challenge that comes our way. During negotiations, solidarity becomes even more important. Standing as one unified force in support of your Union Negotiating Committee sends a powerful message. Together, we are not just workers, but an undeniable force that can shape a fairer, more equitable world for generations to come. Together, we are stronger, our voices louder, and our impact greater. Page 13
NEGOTIATION UPDATES Aramark members at Sherbourne Health Centre ratify new contract unanimously
Norwesco members ratify 7% raise in first year of new agreement Members at Norwesco Canada (formerly Xactics) in Cornwall ratified a threeyear agreement on October 12, 2023.
Following a difficult set of negotiations, Aramark Canada members working at Sherbourne Health Centre in Toronto unanimously ratified their new collective agreement on September 27, 2023. Members at the top rate in the General Help, General Help Maintenance & Cook classifications will see wage increases of 50 cents per hour effective September 2, 2022, 85 cents per hour as of September 2, 2023, and 75 cents per hour as of September 2, 2024. Other monetary improvements include an increase to the members' shoe allowance to provide $125 per year, up from $100, or $250 every two years, up from $200. Language enhancements in the new agreement provide a number of improvements for the members. Bereavement leave improves to provide five days, up from four. Members with 20 years or more of employment will receive five weeks of vacation paid at 10%. And, effective September 2, 2024, one Float Day will be added for fulltime employees who have passed their probationary period. Effective January 1, 2024, full-time employees will have two additional sick days, for a total of eight, and part-time employees will have one additional sick day, for a total of two. New language ensures each new employee receives 15 minutes upon hiring to meet their Union Steward and receive a copy of the collective agreement. Further new language states the employer will pay 50% of the cost of printing collective agreements for the members. Union Negotiating Committee: Sheldon Coulthurst. Regional Director: Lee Johnson-Koehn, and Union Representatives: Jon O’Connor and Amy Tran. Page 14
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Effective as of the date of ratification, Members on all wage scales will see an increase of 7% and receive an additional $500 lump sum payment in lieu of retro. As of August 8, 2024, all wage scales improve by 3%, and on August 8, 2025, all wage scales improve by another 3%. Members also benefit from improved premiums of 60 cents per hour for Evening Shift, and 75 cents per hour for Night Shift. The employer will increase its contribution towards the cost of employees’ benefits by 1% for each year of the contract. Members benefit from an improved boot allowance, which will increase to $135 in 2023, $140 in 2024, to $145 in 2025. Other language improvements include a new fifth week of vacation entitlement for members with 20 years of seniority. The probationary period has been reduced from 120 days worked to 60 days worked, and moving forward new hires will be eligible for benefits upon completing the now reduced probation period. Members will also see the National Day for Truth and Reconciliation added to the list of stat holidays in their agreement. Union Negotiating Committee: Andre Goulet. Union Representative: Shannon Epp.
Aramark members at Tim Hortons ratify wage increases and sick days As of January 1, 2024, new languague provides all full-time employees who have one year of service with two paid sick days. All part-time employees who have one year of service will receive one paid sick day. Other language and benefit improvements include:
Aramark Canada members working at the Tim Horton’s retail outlet at Scarborough General Hospital ratified a three-year agreement on November 6, 2023. Effective March 1, 2023, members at the top rate will see wage increases of 83 cents per hour, with subsequent increases of $1.10 per hour as of October 1, 2023, 55 cents per hour in year two, and another 55 cents per hour in year three.
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A vision care allowance increase to $300, up from $250.
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Increased bereavement leave to five days, up from four.
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An employer contribution to the UFCW Local 175 Training and Education Fund of $250.
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Increased shoe allowance to $90, up from $50, as of January 1, 2024.
Union Negotiating Committee: Aparna Manoj. Union Representative: Amy Tran.
Cintas Sales Reps in Sault Ste. Marie ratify wage and benefit increases Cintas Route Sales Representatives in Sault Ste. Marie ratified a two-year agreement on September 13, 2023. Over the term of the agreement, the members will see wage increases totalling 7.5%, with 5% of that in year one. Members will also receive increased meal allowances for overnight routes. Employer contribution to the pension plan increase by 10 cents per hour worked, and employer contributions to the members' health and welfare plan will also increase to keep up with current premiums. Union Negotiating Committee: Bryce Grimard. Union Representative: Jim Hames.
Visit ufcw175.com for more bargaining updates!
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NEGOTIATION UPDATES CVOS members ratify four-year agreement Members at Credit Valley Oral Surgery (CVOS) locations in Burlington, Mississauga, Milton, and Oakville ratified a four-year agreement on October 24, 2023, after a difficult round of negotiations. Wages increase in year one, effective date of expiry, by 3.75% excluding General Labourers, Certified Dental Assistant and Patient Care Coordinators classifications. Those three classifications will see year one wage improvements as follows: •
General Labourers receive adjustments to hourly rates including a $17 start rate, up from $14.54, and a $19.70 top rate, up from $17.27.
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Certified Dental Assistants will receive 6.5%.
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Patient Care Coordinators will receive 5%.
All rates will improve across-the-board by 2.5% in each of the second through fourth years of the agreement. Red-circled employees receive a 2% lump sum paid on each paycheque for the life of the contract. Other monetary improvements will see the Responsibility premium increase to $1.50 per hour, up from $1. Mileage reimbursement increases to 62 cents per kilometre, up from 50 cents. The employer will now supply five, up from three, uniform shirts for full-time and three, up from two, for part-time employees. Bereavement leave improves to five days, up from three, for immediate family, and to three days, up from one, for extended family. Further, one bereavement day may be retained to attend a memorial service within six months. Vacation language improves with an additional week's entitlement for each grouping over one year of service. Vacation pay will now be paid during the member's vacation period for both full and part-time employees rather than paid out every pay period. Union Negotiating Committee: Victoria Billings, Sharon Boland and Lina Pizzolato. Union Representative: Nabeela Irfan. HOPE Regional Director: Mike Mattioli.
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Members at Union Pro Sportswear ratify wage increase totalling 16.5% The members at Union Pro Sportswear in North York unanimously ratified a three-year agreement on October 24, 2023. Members will receive significant wage increases over the term of the agreement totalling 16.5%. Two new premiums will pay 50 cents per hour for embroidery work, and 50 cents per hour for Dye Machine Work. In addition, members will receive an annual lump sum payment of $1,000 on December 15th. Members further benefit from an improved three weeks of vacation entitlement after five years of service, instead of the previous eight years required. Language improvements include the addition of the National Day for Truth and Reconciliation to the list of stat holidays in the agreement. In addition, Gender and Sexual Orientation have been added to the language of the Discrimination article. Union Negotiator: Union Representative Sacha Edey.
Lindsay Extendicare members ratify first-year increases between 6.3% & 12.7% Members employed by Compass Group at Extendicare in Lindsay ratified a three-year agreement on October 10. 2023. In particular, the Union Negotiating Committee achieved significant wage increases in the first year of the agreement term: Year One: •
Cooks – 6.3%
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Dietary Aide/General Help – 12.7%
CFSG in Ottawa-Gatineau ratify wage and language improvements Members employed at Canadian Forces Support Group – Ottawa Gatineau (CFSG-OG) ratified a three-year agreement on October 19, 2023. Members will see increases between 3% to 5.25% in the first year, depending on where they are on the wage grid and pay bands, retroactive to March 31, 2023. Wages increase in year two by 2% and again by 2% year three. A new scale will be added in the event of future minimum wage increases. Members will have access to a digital version of the collective agreement in either official language.
Members benefit from a signing bonus of $350 paid within four weeks of ratification.
Improvements for part-time employees include increased vacation pay to 4.65%. In addition, part-time employees now have 16 hours of paid sick leave, 25 hours of paid family-related leave, and one day of paid personal leave per fiscal year. Unpaid personal leave will increase from six months to 12. Parttime moving to a full-time position will be credited with up to 50%, to a maximum of one year, of their seniority.
Pension improvements for the members at Extendicare Lindsay include the introduction of an RRSP program with 1% contribution-matching.
Members benefit from an improved safety boot allowance of $250 per fiscal year. The Toil for employees who carry the duty phone increases to six hours. The annual tool allowance will also improve to $175 in 2023, $195 in 2024, and $215 in 2025.
Language improvements include:
Language improvements include the addition of the National Day for Truth and Reconciliation to the list of designated holidays.
In each years Two & Three: •
Cooks – 2%
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Dietary Aide/General Help – 2%
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Six sick days instead of the previous five;
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Improved reimbursement for Doctor’s notes to $25, up from $20;
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Four Bereavement Days instead of the previous three;
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An improved uniform allowance of $130, up from $125;
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Increased Vision Care of $75, up from $60, for eye exams:
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New Orthotics coverage of $200, and;
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A new Letter of Understanding re: Pandemic Pay.
Union Negotiating Committee: Cindy Berry and Lisa Padgett. Union Representative: Sacha Edey.
The following weeks’ schedule will now be posted on Tuesdays instead of Thursdays to allow for better worklife balance. Job postings will include all language requirements and any changes to the language requirements in subsequent postings will be highlighted. Union Negotiating Committee: Joey DeLorenzo, Ron Hyslop, Nazem Saleh. Union Representative: Kim Hunter. Page 17
NEGOTIATION UPDATES Post Foods members ratify significant wage and benefit improvements Members at Post Foods Canada in Cobourg ratified a four-year agreement on November 4, 2023. Year one brings good wage increases of 6%, and 10% for skilled trades. This increase is retroactive to August 1, 2023. Members will then see an increase of 3% in year two, another 3% in year three, and 4% in year four. Current Class 2 employees who are on the five-year pay grid will move to a rate of $26.50 per hour as of the date of ratification. Shift premiums will increase to provide 75 cents per hour for afternoon shift and 90 cents per hour for nights. The Short-Term Disability maximum increases to $650 per week, up from $500, and Long-Term Disability eligibility will see changes as well. The members sought changes to these benefits and winning these improvements is a significant achievement for the bargaining unit. Dental coverage increases to $2,000, up from $1,600, and CPAP coverage increases to provide two per lifetime. Vision care will improve to provide $400 in coverage, up from $300, and prescription safety glasses will be provided through the plant via a supplier of the company’s choice once every two years with options to be provided by the employer.
Over 200 courses to choose from! UFCW Canada’s groundbreaking digital education platform, webCampus, has a range of courses focused on helping you gain new skills such as Time Management, Digital Skills, Retail Communication Skills, and many more. Page 18
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Members also benefit from an increase to the boot allowance, from $155 to $200, and an increase to the tool allowance, from $350 to $400. The Union Negotiating Committee also achieved eligibility improvements to the severance package. Union Negotiating Committee: Ken Barlow, Scott Crosty, Clinton Holmes, and Eric Lins. Union Representative: Sean Carroll.
UPGRADE YOUR PROFESSIONAL DEVELOPMENT UFCW Canada’s groundbreaking digital education platform, webCampus, has a range of courses focusing on helping you gain new skills such as Time Management, Digital Skills, Retail Communication Skills, and many more to choose from.
WHAT’S TRENDING? Elevate Your Personal Brand in partnership with Athabasca University Making the Most of Your Workplace Inspections Leadership Essentials: Micro-credential In addition to new Skilled Trades, Digital Skills, Health and Safety courses! If time is tight, take 15-minutes to learn with the On-the-Go or QuickLearn series.
UPGRADE YOUR PROFESSIONAL DEVELOPMENT UFCW Canada’s groundbreaking digital education platform, webCampus, has a range of courses focusing on helping you gain new skills such as Time Management, Digital Skills, Retail Communication Skills, and many more to choose from.
WHAT’S TRENDING? Elevate Your Personal Brand in partnership with Athabasca University
THESE ARE CHALLENGING TIMES FOR MANY OF OUR MEMBERS. Your Union offers a Member's Assistance Program (MAP) to help members through difficult times by connecting you with the appropriate professional assistance as close to your community, and as soon, as possible. UFCW Locals 175 & 633 members have access to this confidential service providing counselling referrals to professional assistance for concerns such as substance abuse, spousal abuse, mental wellness, financial stress, grief, child care, affordable housing, and more. Call Sharon at Labour Community Services @ 416-977-6888 or 1-877-801-7762 French language services are also available.
ufcw175.com/assistance
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HEALTH & SAFETY Building a culture of good health and safety in the workplace
What does good workplace health & safety culture look like?
Your workplace Joint Health & Safety Committee (JHSC) and/or Health & Safety Representative(s) have clear roles and responsibilities in the workplace.
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Everyone has defined responsibilities and understands who does what.
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Workers know exactly who to go to when something happens or if they have a concern.
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There is an open communication system that ensures workers are not afraid to speak up because their contributions are taken seriously.
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Workers are encouraged to share information, speak openly about concerns, and participate in solutions.
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Lead by example. Don't rely on management to set the tone. It is your and your co-workers' health and safety that is most likely to be at risk.
But how do you make sure that a strong, proactive approach to health and safety exists among your co-workers and throughout the workplace? While many employers do take their legal responsibilities seriously, many others don't. And sometimes, even the bosses that do take their responsibilities seriously only do the bare minimum and nothing more. A true culture of safety means that everyone makes safety their first priority, and workers can be the driving force behind that approach. After all, workers are the ones who most often risk injury and illness while carrying out their job tasks. Prevention and awareness are key. Workers have the right to participate in health and safety matters, and it's critical that they do. The better the relationship that the JHSC, health and safety members, and co-workers have when it comes to health and safety, the better those workers will be able to create effective positive change in the workplace. Proper training, new worker orientation, and other prevention-focused and hazard-focused education can help ensure every worker stay informed, aware, and safe. If you have questions or concerns about Health & Safety matters in your workplace, reach out to your workplace JHSC or Health & Safety Rep, or your Union Representative. Page 20
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Speak to your supervisors, JHSC, or H&S Rep at work about health and safety training. Bring it up with your Union Representative and Stewards, too. Talk about why the training is important and how it would benefit you, your co-workers, and the workplace.
WORKERS' COMPENSATION Marking the 110th anniversary of workers' compensation laws in Ontario October 31, 2023 marked the 110th anniversary of Chief Justice Meredith's report to the Ontario legislature. The Meredith Report, known as the Meredith Principles, contained the very foundation on which provincial and federal workers' compensations were to be built. In 1914, Ontario would adopt those recommendations.
The Meredith Principles 1. No Fault Compensation: Workers' injuries are compensated no
matter how the injury happened. Providing compensation is the focus and fault is irrelevant. Both the worker and employer waive the right to sue.
2. Security of Benefits: A fund is established to guarantee compensation funds exist and will be available to all workers.
3. Collective Liability: The cost of the compensation system is fund-
ed by employers which contribute to a common fund. The financial liability of workers' injuries is the collective responsibility of all participating employers.
The underlying concept of workers' compensation is that employers fund the system and share liability for injured workers. In return, injured workers receive benefits while they recover and cannot sue their employers.
4. Indepedent Administration: The boards that administer workers'
compensation benefits are financially independent and separate from the government.
5. Exclusive Jurisdiction: The compensation boards administer all compensation claims direclty. The boards are the final decision-makers and are not bound by legal precedent.
While the Meredith Principles were the basis of our current system, the province and Workplace Safety & Insurance Board (WSIB) have failed — and continue to fail — injured and ill workers in many ways. Also on October 31, the Ontario government announced that WSIB premium rates for employers will remain steady next year so that "businesses can focus on creating good-paying jobs." But as the cost of living soars, leaving many people struggling to make ends meet, the burden on injured and ill workers continues to grow. When the government allows the WSIB to not only limit (and sometimes reduce) employer premiums, while also allowing the WSIB to return a so-called $1.2 billion surplus back to employers... who is this compensation system really serving?
Want to learn more about workers' compensation? Visit us online at ufcw175.com/workers-compensation, or search for the Ontario Network of Injured Workers' Groups (ONIWG) on Facebook and Twitter (X) to find a community of injured workers' advocates. Page 21
TRAINING & EDUCATION In October, the Local Union welcomed more than 50 Members, Stewards, and Health & Safety Committee Members to the 2023 Weeklong Paid Training Programs. These programs run once a year and offer members the opportunity to take part in five days of learning and networking with course content tailored to the topics relevant to each group. The Local Union covers the cost of the course, materials, and instruction as well as the members' lost wages, per diems, transportation, and accommodations as per Local Union policies.
Visit ufcw175.com/weeklong for more information on course content and look for applications to open for next year's Weeklong Paid Training between April 1 and June 30, 2024.
Member Testimonial! I've learned quite a bit. I've taken a lot of notes; taking that back with me, going to teach a lot of my team members. They're looking forward to me coming back and sharing everthing that I've learned... I think knowledge is power and I think any time you have an opportunity to learn, you should take advantage of it. So, defiitely do it.
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Tennisha Reid PSW/Medication Care Partner, Amica Whitby Member's Weeklong Paid Training, October 2023
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Check out Tennisha's video on our YouTube page! Visit youtube.com/user/ufcwlocals175633.
STEWARD CELL TRAINING This year, more than 600 Stewards took part throughout the spring and fall cell training sessions. Over the one-day course, Stewards had in-depth discussions on a number of topics relevant to their work representing co-workers and enforcing collective agreements. These topics included: •
Workplace Investigations: the role of the Steward in investigations, plus what can and cannot be done during a workplace investigation.
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Understanding the Value of Being a Union Member: through a direct comparison of the Employ-
ment Standards Act (ESA) and their collective agreements, Stewards discovered just how much their Union agreements provide for over and above the bare minimum required by the ESA. •
New Member Orientation: understanding the importance and value of introducing new employees to the union upon hiring and how it can build solidarity in the workplace.
Thank you to all of our Stewards for their contributions and participation throughout the cell training sessions.
WEEKEND STEWARD SEMINARS RETURN FOR SPRING 2024 Stewards, mark your calendars! In keeping with the Local Union's schedule of alternating between weekend seminars and cell training sessions, 2024 will see Stewards return to weekend seminars in six locations in the spring. Stewards are invited to a designated seminar based on their work location as determined by the Training & Education department. Please make sure your contact information is up to date with the Union to ensure you receive your invitiation.
Ottawa & Hamilton March 23 - 24, 2024
Sudbury & London April 27- 28, 2024
Toronto & Thunder Bay May 4 - 5, 2024 Page 23
COMMUNITY In March 2023, Food Banks Canada reported almost 2 million visits to food banks nation-wide. • That is a 32% increase in visits compared to March 2022. • It is a 78.5% increase compared to March 2019. • 33% of food banks users are children.1
Clockwise from top left are donations being made to the Table Soup Kitchen in Huntsville; the Salvation Army in Temiskaming; the Manna Food Bank in Bracebridge, and the South Porcupine Food Bank.
Recognizing the heavier demands on food banks this year, your Local Union Executive approved an increase to the annual amount donated by the Union to almost $200,000, up from $90,000 last year. This has allowed the Local Union to extend its donations to 60 organizations. Donations began in mid-November and will continue into December as Executive Board, staff, and members visit each centre to present a $3,000 cheque. Among the many services to their communities, the organizations supported with these donations provide: front-line food provision for families and individuals; hot meals for vulnerable community members; assisting with school nutrition programs, and; food distribution and support through other area agencies and charitable initiatives. Source: Food Banks Canada HungerCount 2023. Read the full report online at foodbankscanada.ca/hungercount.
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