Checkout September 2017

CHECKOUT MAGA ZINE

SEPTEMBER 2017 - VOL XXVI NO 3

Labour Day Photos ~ Page 18

Our Members at Work: Dresden Industrial Ridgetown ~ Page 14

Coverage from the National Council Convention ~ Page 7

UFCW LOCAL 175

UFCW LOCAL 633

President Shawn Haggerty

President May Chalmers

Secretary-Treasurer Kelly Tosato

Secretary-Treasurer Marylou Mallett

Recorder Karen Vaughan

Recorder Brian Koslowski

Executive Assistants Sylvia Groom Luc Lacelle Jim McLean HEALTH & SAFETY: Health & Safety Representative: Mary Shaw; Senior Health & Safety Representative: Chris Watson WORKERS’ COMPENSATION: Intake Representative: Georgina MacDonald; Workers’ Compensation Representatives: Joanne Ford, Phil Hames, Jennifer Hanley, Sarah Neath LEGAL: Director: Fernando Reis; Legal Counsel: Darcel Bullen, Saranjit Cheema, Matthew Jagodits, Jane Mulkewich ORGANIZING: Director: Rick Wauhkonen; Organizing Representatives: Joce Cote, Linval Dixon, Jeffery Lu, Meemee Seto, Amy Tran; Organizing Apprentice: Tim Hum TRAINING & EDUCATION: Director: Rob Armbruster; Coordinator: Kelly Nicholas; Engagement & Media Relations Strategist: Tim Deelstra COMMUNICATIONS: Communications Representative: Laurie Duncan; Senior Communications Representative: Jennifer Tunney

What’s Inside President’s Message

Page 3

Secretary-Treasurer’s Message

Page 4

Union News

Page 5

National Council Convention

Page 7

Altered Lives Project

Page 8

Welcoming New Members

Page 9

REGION 1: Director: Kelly Tosato; Union Representatives: Colby Flank, Tracy Stubbs

Bargaining Updates

Page 10

REGION 2: Director: John DiNardo; Union Representatives: Farman Ali, Orsola Augurusa, Mona Bailey, John DiFalco, Tony Nigro, Anthony DiMaio, Mark Stockton, Dave White

Our Members @ Work

Page 14

Labour Day

Page 18

Workers’ Compensation System

Page 22

What is the AODA?

Page 24

REGION 3: Director: Daniel Mercier; Union Representatives: Shannon Epp, Paul Hardwick, Lionel MacEachern, Dean McLaren, Joe Tenn; Servicing Representative: Jacques Niquet REGION 4: Director: Chris Fuller; Union Representatives: Ron McGuire, Brenda Simmons; Servicing Representatives: Rick Daudlin, Virginia Haggith, Lee Johnson-Koehn, Casey Magee, Christina Mayberry, Arlene Robertson REGION 5: Director: Angela Mattioli; Union Representatives: Jehan Ahamed, Brad Morrison, Mario Tardelli; Servicing Representatives: Rolando Cabral, Dave Forbes REGION 6: Director: Rob Nicholas; Union Representatives: Wendy Absolom, Sam Caetano, Matt Davenport, Jose De Melo, Ashleigh Garner, Jason Hanley, Mike Mattioli, Melody Slattery; Servicing Representative: Fred Teeple

Working with Health Care Professionals

Page 25

Community Action Network BBQs

Page 26

Fundraising for the LLSC

Page 27

Pride Celebrations

Page 28

REGION 7: Director: Sharon Kempf; Union Representatives: Diane Sanvido, Steve Springall; Servicing Representative: Dan Bondy REGION 8: Director: Sandra Rogerson; Union Representatives: Jeff Barry, John Beaton, Matt Belanger, Jim Hames, Derek Jokhu PROVINCIAL HEAD OFFICE 2200 ARGENTIA ROAD MISSISSAUGA, ON L5N 2K7 TEL: 905-821-8329 TOLL FREE: 1-800-565-8329 FAX: 905-821-7144

CAMBRIDGE OFFICE 6628 ELLIS ROAD, CAMBRIDGE, ON N3C 2V4 TEL: 519-658-0252 TOLL FREE: 1-800-267-1977 FAX: 519-658-0255

HAMILTON OFFICE 412 RENNIE STREET HAMILTON, ON L8H 3P5 TEL: 905-545-8354 TOLL FREE: 1-800-567-2125 FAX: 905-545-8355

LEAMINGTON OFFICE 261 ERIE STREET SOUTH LEAMINGTON, ON N8H 3C4 TEL: 519-326-6751 TOLL FREE: 1-888-558-5114 FAX: 519-326-0597

OTTAWA OFFICE 20 HAMILTON AVENUE N. OTTAWA, ON K1Y 1B6 TEL: 613-725-2154 TOLL FREE: 1-800-267-5295 FAX: 613-725-2328

ISSN No. 1703-3926 CHECKOUT is an official publication of Locals 175 & 633 of the United Food & Commercial Workers (UFCW)

SUDBURY OFFICE 230 REGENT ROAD SUDBURY, ON P3C 4C5 TEL: 705-674-0769 TOLL FREE: 1-800-465-1722 FAX: 705-674-6815

THUNDER BAY OFFICE UNIT 206A 1000 FORT WILLIAM RD THUNDER BAY, ON P7B 6B9 TEL: 807-346-4227 TOLL FREE: 1-800-465-6932 FAX: 807-346-4055

UUWO

President’s Message

Shawn Haggerty

Nation-wide Right to Work a Grave Possibility for the U.S. In February, United States Congressional Republicans introduced a bill to make Right to Work federal law. Currently, 28 States have Right to Work legislation but even states whose voting citizens have rejected it time and time again will be forced to adopt the law if the bill passes.

As we celebrate Labour Day, we must remember that Canadians cannot be complacent about the rights of workers in this country.

Businesses and corporate lobby groups will fight hard in their own interests and we must do the same for the interests of workers. Economies are complex of course, but many studies show that States with Right to Work laws have lower wages for both union and non-union workers, and less chance of having health care and pensions.

Workers’ Unions have been around for 145 years in Canada. They emerged from the ground up because working people became activists.

Those activists fought for dignity: To be seen as human and not just a means to increase profit for the wealthy.

Unions drove up middle class income, brought health and safety and protections like maximum work hours to those who were exploited under threat of job loss.

Clawbacks to wages, benefits, pensions and labour rights should be disturbing to all working people.

Right to Work stands in complete opposition to what Unions fight for: Unity. Right to Work is divisive and breeds hostility among co-workers.

We make progress when we enhance the rights of people – not corporations.

We make progress when we achieve equality for everyone – not just improve the world for some. And we make progress by refusing to take a step backward – not by allowing government and big business to dictate the lives of workers.

In our Local Union, all 70,000 members pay dues. It’s the law. Ask yourself what happens if you were to pay dues while working next to someone who opts out? You get the same protection but only one of you pays for it. What does that do to your work relationships?

Some argue that they could negotiate better wages or benefits on their own. For some, that’s true. But time and time again when our Organizers are out talking to working people, one of the most common non-monetary issues is favouritism, and lack of dignity and respect on the job.

And I would offer to those that hate Unions, that there are plenty of nonUnion jobs out there too. There must be something that keeps them in their Unionized jobs.

In the world that Right to Work creates, Unions are weakened and dismantled – or dismembered really.

As membership dwindles so do the services those Unions can offer.

Workers’ rights should not be a political issue. They really shouldn’t.

Workers’ rights are human rights and should be inherently protected.

But corporate interests and political greed mean we have to make it political.

The truth is, Unions wouldn’t exist if workers didn’t need an advocate. Yet here we remain, 145 years later, still fighting to maintain what we have achieved over the years.

I urge you as a Union member, but more as a worker and a citizen, to stand up for laws that protect the many gains fought for and won over many years of struggle by those that came before us.

Tell your elected MPs and MPPs that Right to Work has no place in our laws.

In Solidarity, Shawn Haggerty president@ufcw175.com

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Secretary-Treasurer’s Message

Kelly Tosato

Labour Day Brings Hope in the Fight for Workers’ Rights We’ve seen it all as labour activists and Union organizers. In fact, our Organizers hear new and infuriating stories every time they visit with workers who want to join the Union.

These workers talk of many employer scare tactics and the sad truth is, that the bottom line for many working people is just to keep their job so they can afford to live.

But, that’s not good enough. We all need to do better for workers.

From stacking employee lists with temps right before a vote, to outright threats and firings, and misusing government worker programs, some employers will do anything to avoid having a Union in their facility.

Recently, the Toronto Star featured a story where the journalist went undercover in an industrial bakery in Toronto. Her report, while disturbing, is not shocking in today’s employment reality. It’s happening to real people working real jobs trying to live real lives. And it’s happening right now. You can read her story at projects.thestar.com/ temp-employment-agencies Using a temp agency limits that employer’s liability for workplace accidents and illness. It greatly reduces their responsibility to ensure 4

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workers have proper training or that their rights are respected, and it significantly reduces costs. And all of this comes at the expense of the health, safety, income and dignity of the temp workers plus the potentially full-time workers they’re replacing.

It’s what we see every day as we fight to keep jobs for our Members and work to help non-Union workers facing this reality join the Union.

The use of temp agencies is common and troubling but their existence and use has been increasing rapidly for a number of years now. So, it’s also very troubling that Bill 148 doesn’t go far enough to address this escalating and dangerous problem.

The Bill offers no shared liability for agencies and clients for worker safety. It doesn’t limit how much of an employer’s workforce can be hired through an agency, and it doesn’t define at what point those jobs must be made full-time permanent positions.

The state of Missouri just rolled back the minimum wage in St. Louis. Yes, rolled back. Two years ago, the city passed a minimum wage increase that rose to $10 per hour by 2017. In May, the city won a court battle to have that increase take effect, but the Republican-led legislature reverted the minimum wage to $7.70 per hour. That has a direct effect on about 35,000 workers.

We still face ongoing backlash from employers who claim the new minimum wage will cause job loss and rising prices. We cannot allow a

rollback. Opponents to the increase seem to suggest workers’ rights matter less than profit. But the dignity and quality of life for many people and their families is on the line. Your Union will continue to lobby our government to make real positive change for working people, including minimum wage increases.

Visit the OFL’s makeitfair.ca. There are direct links so you can email your MPP to tell them that workers’ rights must be fair.

At Labour Day parades and BBQs across the province, everyone from retail workers to factory workers, drivers to bakers, nurses to hotel clerks, and more, gathered and marched in solidarity. They brought their families. They celebrated what it means to be a worker. They wore their Union shirts proudly. You can check out photos on page 18 or at ufcw175.com/labourday2017.

Labour Day always makes me hopeful. Hopeful that the labour movement will succeed in achieving good improvements for workers.

Hopeful that the younger generation will become activists to follow in our footsteps.

I’m inspired by how this community of working people and their families can come together and make things happen. I see the solidarity. I am Union Proud.

In Solidarity, Kelly Tosato treasurer@ufcw175.com

Saranjit Cheema joined the Legal Department in July 2017.

In June, Region 3 welcomed new Union Representative Joe Tenn.

A speech by his political hero Jack Layton and their conversation afterward, inspired Saranjit to pursue a career as a labour and human rights lawyer.

Joe has more than 26 years of working in the labour movement.

He worked at PepsiCo in Ottawa from 1990 until this past year, and the Members of UFCW Local 387W elected him President in 1996, a position which he continues to hold today.

He has an Honours Bachelor of Arts in Political Science and Anthropology from York University and attended the University of Ottawa Faculty of Law. “I’m the son of a factory worker and a taxi driver,” said Saranjit. “I know the struggles faced by workers and particularly by immigrants to Canada.”

Saranjit witnessed firsthand how legal protections afforded to workers are futile without the money and knowledge to enforce them. The labour movement gave him an avenue to fight on behalf of marginalized Canadians.

For more than a decade, Saranjit has been an active member of the New Democratic Party. He volunteered on one federal and three provincial election campaigns. Most recently, he worked proudly on the leadership campaign of Jagmeet Singh, for whom UFCW announced its endorsement in late August.

“I welcome Saranjit to our legal team,” said President Haggerty. “Our Membership will benefit greatly from his passion and experience in helping working people in this country.”

While at PepsiCo, he negotiated seven collective agreements, and took care of WSIB and ShortTerm/Long-Term Disability Claims for his 115 co-workers & Members.

Joe was effective at handling grievances in the workplace and had only five issues go to Arbitration during his tenure.

He was Co-Chair of the Canadian Soft Drink Workers Council for the last eight years. In addition, Joe represented the smaller Local Unions on the UFCW National Council Executive Board for the last six years.

“I look forward to new challenges at Local 175,” said Joe. “It will be a great opportunity to work outside the Soft Drink industry and expand my knowledge of different sectors of the economy where our Members work.”

“Joe is a great champion for working families,” said President Haggerty. “I know he’ll serve the Members of our Local Union very well.”

Welcome to New Executive Board Members On Friday, June 16, 2017, four Members took their Pledge of Obligation as VicePresidents of the UFCW Locals 175 & 633 Executive Board.

The Board welcomed first-time VPs Omar Hylton (Zehrs 528 - Local 175) and Dennis Gagnon (Zehrs 572 - Local 633).

Returning VPs Tim Kelly (Metro 199 Local 175) and Julia McAninch (Zehrs 565 - Local 633) took the oath as well.

The Local Union Executive Board has 49 Vice-Presidents currently. The VPs represent the Membership geographically and by industry including Health, Office, Professional Employees (HOPE), retail, and industrial meat and poultry.

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Injured Workers Day June 1 marked Injured Workers Day: Union, activists, and injured workers, their family, and friends, joined together to rally for respect, dignity and justice for those injured, made ill, or killed on the job.

Injured Workers Day events began the evening of May 31 with an overnight vigil held by the Women of Inspiration. Participants sang, shared stories, and built solidarity at Queen’s Park.

On June 1, a group of 200 people met at Queen’s Park for a rally. Guests included OFL President Chris Buckley, MPPs Cindy Forster and Cheri DiNovo, representatives from the $15 & Fairness campaign, and more.

The group marched down to the Ministry of Labour. At the Ministry speakers included CUPE National President Mark Hancock, and CUPE Ontario President Fred Hahn.

The rally also heard from Janice Martell from the McIntyre Powder Project, Tanya Williams who discussed health care work and workplace violence, and a performance by the Justice Singers.

A panel discussion, hosted at OCAD, included a General Electric (GE) Peterborough worker, an OHCOW representative, Janice Martell, a CUPE healthcare worker, two injured workers, and an OPSEU member talking about accreditation, and health & safety.

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12th UFCW Canada National Council Convention More than 280 Members and staff from across the country attended the 12th UFCW Canada National Council Convention in Montreal in August.

Convention delegates re-elected Paul Meinema as National President, as well as Tony Filato and Ivan Limpright (Local 1518) as Secretary-Treasurer and Recorder, respectively.

Nominations for International Vice-Presidents included: • • • • • •

Shawn Haggerty, President of Local 175; Paul Meinema, President of UFCW Canada; Wayne Hanley, President of Local 1006A; Doug O’Halloran, President of Local 401; Suzanne Hodge, President of Local 247; and, Tony Filato, President of Local 500R.

Daniel Boyer, President of the Fédération des travailleurs et travailleuses du Québec (FTQ) welcomed the delegates and spoke of the reality that workers face in that province. The convention included addresses from UFCW Canada President Paul Meinema, UFCW International President Marc Perrone, and UFCW International Secretary-Treasurer Esther López.

Day one included an important panel discussion about ongoing systemic issues in our country regarding First Nations and First Nations children, LGBTQ rights, sexual violence, and islamophobia.

Delegates heard from Tom Mulcair, Leader of the federal NDP, Sarah Hoffman, Deputy Premier of Alberta, and Patty Hadju, federal Minister of Employment, Workforce Development, and Labour. On the last day, Prime Minister Justin Trudeau spoke to the crowd.

It was the first time a prime minister had spoken at a UFCW Canada national convention. Trudeau promised a fair NAFTA deal for Canada’s workeforce and spoke of being a partner with the labour movement, not an adversary.

All of the 16 resolutions passed at the convention aim to continue improving the lives of UFCW members through advocacy for diversity, inclusion, accessibility, and equity. This includes campaigning for indigenous rights, pay equity, gender equality, affordable child care, including domestic violence language in our collective agreements, and more.

For more information and photos from the convention, visit ufcw175.com/nationalconvention2017.

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altered livesproject

ufcw175.com/alteredlivesproject

Donna &Len‘ s Story

Len worked for many years in a plastics manufacturing facility in central Ontario. While still recuperating from a prior groin injury, he slipped and fell on ice in the employer parking lot when walking to his vehicle.

February 1 is a day that Donna, Len’s spouse, will never forget. It was the day their lives took a complete 180 degree turn. That day, Donna went to the hospital and found Len on a gurney with his femur bone protruding from his leg.

When the hospital discharged Len, he was confined to the main floor of the home. Unfortunately the bathroom was not accessible because it was two flights up. He coped with a make shift bed and a Porta Potty.

Donna would leave him food and drink for the day and clean up when she returned home from her job. Eventually, Len was able to navigate the stairs with the aid of crutches. His leg healed but Len was left with one leg longer than the other, a cane, and an altered gait. He developed a frozen shoulder from the use of ill-fitting crutches as well.

Len received accommodation back at work in a makework position and later participated in work trials for a permanent work accommodation. These trials failed and Len was referred to the WSIB. WSIB determined he was capable of finding work in a different job classification with a small amount of training.

Once the training was complete, WSIB reduced Len’s compensation by more than $400 a week, even though he did not have a new job yet.

This all-too-frequent WSIB practice is called ‘deeming.’

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Donna has continued to fight this decision.

Donna and Len had already started to search for a new home that better suited Len’s functional capabilities. This further loss of income meant they would need to downsize their search and re-evaluate their budget. Len continued to seek employment in this new field without any luck. Len passed away within the year due to an unrelated illness.

Since then, Donna has reflected on this period in her life and noted how Len’s physical limitations from the injury changed their relationship and their relationship with others. Donna took charge of the household chores and it was more difficult for them to get out and do things, especially in the winter. They were very family oriented and spent a lot of quality time in the company of their extended family.

Although restricted physically, Len remained a great story-teller at these gatherings. Donna realized how protective Len was of her throughout the ordeal. “He was always positive,” she said. “I think it was his way of encouraging me to stay strong. He was an ‘old school’ man who hid the pain and frustration, and protected me.”

Donna’s message: “Life is precious and short. Embrace it.

Stick together and draw on your strengths. Keep fighting for the future. Don’t give up.”

Welcoming New Members to the Union More than 700 workers at six Polar Pak locations in Brampton are now part of our Union family.

“Previous attempts to join a Union were unsuccessful because of deceitful employer tactics,” said Organizer Farman Ali. “This win is a great victory for the workers.”

Workers wanted to end years of mistreatment, inequality, and blatant favouritism. They stated they were treated as disposable and that the use of agency workers was abused. They felt they had no voice.

Polar Pak Victory

“With this vote, the workers made it clear to their employer: Despite threats and pitting workers against each other, they want to have their collective voices heard and taken seriously by management,” said President Haggerty.

On June 15, 2017, teachers at the Islamic School of Hamilton voted to join our Local Union. “These new members had a lot of the same concerns as the teachers at the first two Islamic schools we organized,” said UFCW Local 175 Organizer Farman Ali. “They want to achieve respect on the job, policies that apply to each employee equally, and have formal lunch breaks.”

Other concerns included job security, benefits, having a pension, and wage improvements. The 22 all-female staff of full and part-time teachers join 64 other teachers at two similar private schools in the Greater Toronto Area (GTA) who voted to join the Union in May. In August, 260 workers at ACE Bakery in Toronto won Union representation with UFCW Local 175. “These workers have been trying to organize their workplace for almost 10 years,” said President Haggerty. “The employer tried to stack the vote against the Union, but the passion and dedication of the workers held strong and got the employees the win they deserve.”

ACE Bakery Victory

Right before the vote, the employer tried to add about 100 additional ‘temporary’ workers to the employee list. The Union challenged the employer’s scheme at the Ontario Labour Relations Board (OLRB) and the workers won.

Employees wanted to bargain collectively with their employer to achieve improvements such as: • Respect and dignity, • Better wages, • Improve health and safety, • Enhance job security, and • Secure better benefits.

“The campaign was unprecedented in the level of unity, militancy and perseverance by the workers,” said UFCW Canada Organizer Kevin Shimmin. “They built unity among the agency and permanent workers.”

ACE Bakery is owned by Weston Foods Canada Inc., a subsidiary of George Weston Limited, which owns Loblaw Companies as well. Products made by the new Local 175 Members include baguettes and specialty loaves, burger buns, bagels, sandwich rolls, and cookies. They supply supermarkets across Canada, including Loblaw banner stores.

At a vote held on August 15th, 55 workers employed as full and part-time Child Care Workers and Early Childhood Educators at the Midland YMCA voted in favour of joining our union. These workers wanted improved job security, wages and benefits. They also identified that favouritism is a problem in their workplace.

“There are different rules and policies for different people,” said Organizer Farman Ali. “They want to be treated with fairness and equality and that is why they contacted our union.”

Welcome to Your Union.

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Bargaining Updates

Cappola Union Negotiating Committe Members (left to right): Director John DiNardo, Marlon Cabuyadao (Lepage), Thierry Montcheau (Cartwright), Alda Duarte (Cartwright), Daneta Brown (Lepage), and Henry Robinson (Lepage).

Members at two Cappola Foods facilities ratify their FIRST collective agreement!

At meetings held in June, Members at two Cappola Foods locations, owned by Maple Leaf, ratified their first contract.

The deal, reached after 24 hours of negotiations, covers 105 full-time workers (Lepage Court - 70, Cartwright 35). The two plants run separate distinct operations and have no crossover of employees.

The two committees participated in simultaneous bargaining to achieve a single contract for both facilities with some adjustments between the two. Both groups were pleased with the deal achieved.

The negotiating committees focused on achieving paid overtime after 40 hours per week instead of the previous practice of paying only after 44 hours. They were successful at that endeavour and also achieved having time off due to bereavement and vacation count as hours worked for the purpose of overtime. Employees will continue to receive two consecutive days off from work per week.

• Wages increase by 30 cents per hour retroactive for hours worked since January 1, 2017.

• Subsequent increases total $1.45 per hour over the term of the contract plus a signing bonus of $150.

• An annual Maintenance wage survey will start November 2017 to assess wages of the same trades in the area and adjust ticketed trades wages to current market conditions if there is a difference of more than 5%.

• Overall, wages will range at the end the term of the agreement from in excess of $18 for general labour up to in excess of $20 for skilled labour.

• Afternoon shift premium increases to 45 cents per 10

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hour, up from 40, for all hours worked if the majority of those hours fall between 3:30 p.m. and midnight.

Lead Hands receive a shift premium of $1 per hour.

Maintenance tool and boot allowance is $200 per year.

Members secured a Defined Contribution pension plan to which the employer will match employee contributions up to 2% of that employee’s annual wages.

The benefit plan will be 100% employer-paid and it extends to eligible dependents terminating at age 70 or at early retirement.

Prescription drug reimbursement at 90%, no annual deductible, with a $3000 annual maximum.

Paramedical Practitioners coverage will be reimbursed up to $400 per year for services outlined in the contract.

The dental plan provides 80% reimbursement based on the current dental fee guide with a $1,500 max per year.

Vision care coverage is $200 per 24-month period and that will increase to $225 no later than January 1, 2018.

Life Insurance provides coverage of $30,000, which will increase to $35,000 no later than January 1, 2018.

Language provides for three Stewards and time for those Stewards to introduce new hires to the Union and their collective agreement.

Other language addresses: Joint Labour Management meetings; a 3-step grievance procedure; job postings; promotion by seniority, and; Religious Observances.

Employees receive a floater holiday in addition to 10 Statutory Holidays, and up to five weeks’ vacation paid at 10% depending on length of service.

Ramada Pinewood members achieve first agreement Sixty Members at the Ramada Pinewood Park Resort in North Bay achieved their first contract on June 8. Bargaining required mediation to address the employer’s refusal to negotiate wage increases.

• A new progression scale ensures rates stay ahead of minimum wage; All active employees receive an initial increase of 20 cents per hour as of ratification.

• Progression increases include minimum wage plus 10 cents after two years of service and minimum wage plus 15 cents after three years.

• Kitchen & maintenance employees receive a one-time shoe allowance of $100 for full-time; $50 for part-time.

• Additional monetary improvements provide 4-hours minimum call-out pay and paid bereavement leave.

• The employer will contribute $250 per year toward the Local 175 Training & Education Fund.

Members achieved just cause protection, seniority rights, and facility fee language, plus grievance and arbitration procedures to ensure the workers’ rights are upheld.

Union Negotiating Committee: Keith Duncan, and Union Reps Jeff Barry and Derek Jokhu.

Members at Coca-Cola Gatineau ratify unanimously The new four-year agreement will provide a lump sum payment of $1,000 in August 2017. In addition, wages increase by $0.52 per hour effective January 1, 2018, $0.52 per hour effective January 1, 2019, and $0.60 per hour effective January 1, 2020.

• The Day Shift Lead will now be paid the rate of the highest classification under his/her supervision plus a premium. In the first year, this is an increase of $2.34 per hour.

• Pension improvements include a defined contribution pension plan that the employer will match up to 7.5%.

• The vacation selection procedure improves with fewer limitations with regard to blackout periods. Employees can now use vacation days when there is a reduction in hours.

• In the event of a plant closure or layoff of 30 days or more, Members will be given preference of employment in another of the employer’s facilities.

• The safety boot allowance increases to $190.

• Bereavement now includes five paid days for a stepchild; Same-sex partner language has been added.

• The employer will pay two days per two years for a Steward to attend Union training; The Union will receive 15 minutes during work hours to provide new

employee orientation.

Union Negotiation Committee: Benoit Sabourin, Steve Sauve, Servicing Rep Jacques Niquet, and Direcotr Daniel Mercier.

Members at Independent Linen vote to ratify Forty full-time employees at Independent Linen in Ottawa secured a 4-year collective agreement on August 1.

• Members receive an increase of at least 2% on January 1 of each year in the agreement term.

• All employees active as of ratification receive a 2% lump sum based on earnings between January 1 and September 1, 2017, to be paid in September.

• As of January 1, 2018, a new wage scale will reflect proposed provincial minimum wage increases maintaining a minimum gap between classifications.

• Language provides the option of receiving vacation pay prior to going on vacation or at the normal pay schedule. Additionally, the vacation selection process has been simplified.

• Employer contributions toward the employee’s dental plan increase to 45 cents per hour, up from 38 cents.

• As of September 1, 2017, Members will participate in the UFCW Benefits Trust fund for their health and welfare coverage to which the employer will pay $130 per month per employee; This premium increases to $142 in September 2018, and $150 in September 2019.

• Members now receive a Drug Card, out-of-country emergency coverage up to $5 million and new life insurance of $5,000 for a spouse, and $2,500 for a child.

• Language improvements ensure the employer provides 48-hours’ notice on shift cancellations.

• Members may retain one day bereavement for delayed internment.

• Language addresses grievance timeliness issues and the nomination of a single arbitrator.

Union Negotiating Committee: David Post, Union Rep Sandra Proulx, and Region 3 Director Daniel Mercier.

Travelodge Windsor members ratify first agreement The 22 employees at the Windsor Travelodge ratified their first collective agreement as Members of Local 175 on June 12, 2017. These members joined Local 175 last September and were eager to review the agreement their negotiating committee achieved.

• Wages increase by 3% immediately for all employees, plus 3% on January 1, 2018 and 3% on July 1, 2018.

• Employees with more than one year of service receive a signing bonus of $2,000.

• Employees with less than one year of service receive a signing bonus of $1,000.

• A group RRSP has been set up to which the employer will contribute 22 cents per hour worked, up to 40 hours per week.

• Bereavement leave, which now provides up to five days, now extends to part-time as well.

• The safety shoe allowance increases to $75 per year, up from $50, for Maintenance Department employees.

• Significant language improvements provide schedule postings by Monday at 4 p.m. each week.

• Grievance and servicing language has been clarified.

• Joint Labour/Management meetings will take place every other month going forward.

• Additional improvements: Better probation language; A new Breakfast Attendant classification, and; earlier start times for Housekeepers on Saturdays and Sundays.

Union Negotiating Committee: Lisa Handyside, Danielle Laprade, Patricia Schwabl, and Union Rep Brenda Simmons.

First contract for Members at Best Western in K-W After a difficult round of bargaining, Members at the Best Western in Kitchener-Waterloo achieved their first collective agreement on June 14, 2017. During bargaining, the Union filed a number of Unfair Labour Practice charges on behalf of the Members against the employer. The 20 employees stayed united and achieved a solid first contract.

• All employees receive an immediate increase of 20 cents per hour.

• Subsequent increases will reflect the new minimum wage plus 10 cents effective January 1, 2018, and plus 15 cents effective January 1, 2019.

• Both full and part-time employees will receive a paid half-hour lunch, which is uncommon for this industry.

• Overtime is now calculated after 40 hours of work per

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week instead of the previous 44 hours.

The employer pays 100% of the cost for single benefit coverage. Employees now pay only $20 per month, down from $52 per month, for family coverage.

The annual dental max improves to $2,000, from $1,500.

Vision care coverage increases to $200, up from $150.

Bereavement leave improves to provide four days, instead of one, for the death of an immediate family member, and one day for extended family.

Union Negotiating Committee: Lara Borody, Ibrahim Ozturk, and Union Rep Jose Demelo.

Mandatory overtime issues addressed at Cargill Watson On June 11, 2017, the 450 Members of Local 175 at Cargill Watson in Guelph secured a new four-year collective agreement following a difficult set of negotiations.

Leading up to this round of bargaining, Members at the plant had been mandated to work an exorbitant number of weekends per year plus every long weekend over the last four years and were adamant this had to change. Employees had no quality of life and seldom were able to spend time with family or enjoy long weekends. They were exhausted and suffered more frequent injuries.

“The diligence of the negotiating committee paid off.

They required the employer to address the issue at the table and they made some great progress with this contract,” said Local 175 President Shawn Haggerty. “The committee recommended ratification of the agreement to the bargaining unit members.”

• New language and letter of understanding provides limits on how many weekends the employer can schedule employees to work during the summer and the number of weekends employees may be scheduled to work when a Statutory holiday falls on a weekend.

• There is a minimum guarantee of either two or three consecutive days off on weekends when a Statutory holiday occurs.

• New language caps how many weekends an employee can be mandated to work so that Members have time off to spend with their families.

• Wages increase by 30 cents per hour in each year of

• • • •

• •

the contract term with the first increase retroactive for hours worked since January 1, 2017.

Members receive a $200 signing bonus.

Maintenance employees receive an additional $2 wage adjustment retroactive to January 1, 2017.

Lead Hands receive an additional 40 cents per hour.

Benefits improve to provide $400 per year for Physiotherapy and $1,000 per 24-month period for Family Vision Care.

Weekly Short-Term Disability pay increases to $525.

New language allows employees to cancel their vacation if they become ill and receive STD benefits instead. Upon their Return to Work they may reschedule their vacation.

Union Negotiating Committee: Chris Davis, Art Gier, Lori Hamilton, Guy Morissette, Dale Rowbotham, Union Rep Sam Caetano, and Region 6 Director Rob Nicholas.

Members at Credit Valley Oral Surgery setting high standards for the industry On June 13, 2017, the 36 full-time and eight part-time Members at Credit Valley Oral Surgery achieved a new 3-year collective agreement. This marks the first renewal contract for these Members who work in four clinics located in Mississauga, Oakville, Burlington, and Milton.

The Members here continue to pave the way for Unionized employees in Ontario’s dental industry. “Their solidarity is unquestionable,” said Local 175 President Shawn Haggerty. “They were committed to achieving improvements and establishing a high standard going forward. I’m very proud of the improvements they achieved.”

• Wage Bands increase by 1% in each year of the agreement and those at a rate within a Band receive 2% in each year of the contract term.

• Employees at maximum rate receive a lump sum payment to make up the difference.

• Red-circled employees receive lump sum payments equivalent to 2% per year.

• Paid sick days increase to five per year, up from three, and employees will be paid out for any unused days.

• Bereavement entitlement now includes nieces and nephews under the one-day provision.

• Language improvements include a reworked vacation provision that went from bi-annual to a full-year.

• Vacation pay continues to be calculated based on T4 earnings.

• Provisions include shift exchange language and fulltime employees moving to part-time retain their full seniority.

• The employer will contribute $500 per year toward the Locals 175 & 633 Training & Education Fund.

• Members will be able to contribute to the UFCW Charity Fund through payroll deduction.

Union Negotiating Committee: Sharon Boland, Diane Colby, and Union Rep Jason Hanley.

North Bay Best Western members ratify unanimously On July 20th, Members at Best Western in North Bay voted unanimously in favour of a new collective agreement.

This 3-year deal includes: • 2% increases per year across all classifications.

• A $50 signing bonus for all part-time members in the form of a gift card.

• Wage increases will be retroactive to the date of the previous contract expiry.

• A decrease in the amount of time it takes to receive 5 weeks’ vacation, from 17 years down to 15 years.

• Full-time members with 15 years or more service are entitled to 2 floating holidays per year.

• Bereavement language now allows additional family members and also one day with pay for siblings-in-law, aunts and uncles.

• The boot allowance increases to $200 for full-time members and part-time now receive $100.

• Employer contributions to the Training & Education fund increase from $1,000 per year to $1,250 per year.

• Language regarding the discipline clauses improves.

• The employer will pay increased premiums of the health and welfare plan to maintain the current benefit level.

“The employer was looking for concessions,” said Derek Johku, Union Representative. “But, we are happy to say that we were able to maintain the health and welfare benefits these members currently enjoy and were also able to make some improvements.”

Union Negotiating Committee: Jana Jordan, Glen Talbot, Sarah Stevenson, Union Rep Derek Jokhu, and Director Sandra Rogerson.

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Our Members at Work: Dresden Industrial Ridgetown Did you know, you might drive a vehicle with parts made by UFCW Local 175 Members?

About 280 Members of UFCW Local 175 work at the 150,000 square foot Dresden Industrial plant in Ridgetown. Originally, AJ Sales opened the plant in 1947, and in 1976 KSR International acquired the company.

The primary product line for many years was brake pedal assemblies and door latches. Today, the facility is home to the company’s global Research and Development office

and manufacturing of automotive sensors, as well as brake assemblies.

ler, Magna, GM, Jaguar, Land Rover, Kia, Fiat, and more.

Five departments run through the plant and on each, there are a number lines and job tasks to be done.

This includes: solder ball inspection, quality assurance, line operators, line set-up, crib attendants, spring building, stamping press, maintenance, suspension, safe launch, and more.

In 2016, five new Stewards were elected to the team of ten, and in January of this year the members ratified a new collective agreement.

Members, who work either morning, afternoon or midnight shifts, make these products for a number of customers. This includes: Ford, Chrys-

“This year has been a learning experience for everyone and it has shown me just how great the team of Members at Dresden is. They are really good to work with,” said Union Rep Wendy Absolom.

“This plant is a fixture in the community and everyone looks after

continued on page 16

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each other here. The Chief Steward, Trudy, is a great leader and the Stewards and Health & Safety Committee all look out for the best interests of the members.�

Chief Steward: Trudy Green Stewards JHSC Committee

The items manufactured by UFCW Local 175 members include sensors that control the position of the throttle body and the vehicle. Other sensors produced control the ride height, headlight aim, and sense the position of the transfer case.

Dan Belland Todd Brooker Kimberly Dorion Ken Gibson Brian Hutchingame Sheila Knoblauch Jason Tielemans Ryan Vinet Michael Wonnacott

Members make most of the product and components used to manufacture the final saleable parts as well. These parts include: Injection molding, high speed stamping, Surface Mount technology, and automated assembly.

Anthony Caron David Clouthier Ruth Martin

more photos @ ufcw175.com/labourday2017

Lindsay

Lindsay

Brantford Brantford

Guelph

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Kenora

Guelph

Cornwall

Cornwall

Cornwall

Cornwall

Hamilton

Hamilton

Hamilton

Hamilton

Thunder Bay Cobourg

Thunder Bay

Thunder Bay

Thunder Bay

Sudbury

Cobourg

Cobourg

Windsor

Sudbury

London

Sarnia

London

Toronto

Waterloo

Waterloo

Toronto

Waterloo

Waterloo

The Workers’ Compensation System is Broken The Workplace Safety & Insurance Board (WSIB) claims process is complicated and communication with Board staff can be unpleasant in an already stressful time for injured workers. Too often, decisions don’t make sense, medical recommendations are ignored, payment for treatment is denied, and on and on.

• Many WSIB claims are denied outright or in-part, and more claims are reaching the Tribunal level of appeal.

• The Tribunal backlog of claims has tripled in recent years and wait times for hearings has increased greatly.

• This puts huge stress on advocacy groups providing representation to injured workers.

• Each claim dispute requires more time investment.

• Injured workers get put on yet another waiting list when seeking affordable representation, and this is before the appeal process even begins.

• This leaves injured workers frustrated and vulnerable.

• While they wait, many injured workers cannot work, have no income, and no way to pay for treatment: Too many injured workers return to work and risk potential re-injury.

These issues are systemic and unfair to injured workers, and do not represent the original principles of the compensation system.

The denial of worker claims means the WSIB offloads the costs, that should be the employers’ responsibility, to other sources such as Employment Insurance (EI), Canada Pension Plan (CPP) Disability and more. Community agency resources are stretched too as injured workers seek access to social assistance programs.

Because of this, some workers turn to private insurance to pay for lost wages, treatments and medications, or when the Board cuts off benefits prematurely. This could have negative effects on contract negotiations as the costs of providing insurance go up.

Many workers who deal with the Board do not want to do it again and will use other options even though it is a workplace injury. Health care professionals are frustrated because the Board ignores or overrules their recommendations. They are also concerned that timely treatment is being denied or delayed.

UFCW Locals 175 & 633, injured worker advocates and other stakeholders are concerned about the lack of adequate compensation benefits for workers injured or made ill on the job.

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The Workers’ Compensation System • The no-fault system is entirely employer funded.

• Employers are protected from lawsuits from injured employees.

• The (WSIB) Board is independent from the government but Board policies interpret the intent of the law.

• Board decision-makers apply those policies to determine whether to allow or deny a compensation claim.

Government amendments to the Workplace Safety & Insurance Act (WSIA) and subsequent policy changes implemented by the WSIB have affected how decision-makers determine claims, and have resulted in the reduction or elimination of many workers’ compensation benefits.

This includes: The elimination of lifelong pensions; Reduced wage replacement benefits; Limited health care benefits for things like physiotherapy and medication, and; the emergence of deeming and focus on pre-existing conditions.

The Board ‘deems’ a worker to have the ability to perform work within an occupation and deducts the equivalent amount of pay from the worker’s benefits even if the worker does not have that job. Deeming can be applied retroactively following an appeal. The WSIB tries to identify pre-existing conditions whenever possible to suggest an injury or illness more likely resulted from those conditions than the workplace incident, and therefore can reduce or deny benefits.

The people of Ontario need the WSIB and the government to focus on better legislation, better policies, and fair compensation to protect workers and their families.

We must make the government and WSIB recognize that the system needs reform to make it fair again.

WSIB Claims Process • Worker files a workplace injury/illness claim at WSIB. • WSIB assigns a decision maker to determine whether to allow or deny the claim (called “initial entitlement”).

• Case Managers can also allow or deny a claim in part, thereby denying certain compensation benefits (i.e. allow for health care benefits but not loss of earnings).

• The worker can Appeal the WSIB decision.

WSIB Appeals Process • A worker who wants to appeal a WSIB decision must follow a specific process and meet certain time limits to have their appeal qualify.

• The WSIB has the opportunity to reconsider its decision before the claim moves to the next level of Appeal.

Appeals Branch • If the WSIB does not change its decision, the worker takes their Appeal to the WSIB Appeals Branch.

• The worker must follow strict processes and time limits for this appeal to qualify as well.

• Claimants are placed in queue until the WSIB assigns an Appeals Resolution Officer (ARO).

Appeals Resolution Officer (ARO) • An ARO must apply WSIB policy in its appeal decision.

• If the worker’s appeal is unsuccessful, there is only one more option available.

Workplace Safety & Insurance Appeals Tribunal (WSIAT) • The Tribunal is independent of the WSIB but funded by employer premiums paid to the WSIB. • WSIAT decision-makers, called Vice-Chairs, are expected to make decisions based on WSIB policies.

• There is a lengthy documentation process with time limits the worker must follow before the claim is assigned to a Vice-Chair.

• A hearing is scheduled once the case is assigned to a Vice-Chair.

It can take YEARS for a claim to travel through each level of appeal. If the Tribunal allows an appeal, the ViceChair returns the decision to WSIB Operations Level for implementation by a Case Manager.

Here, it is possible that the worker will find the implementation decision to be unfair.

In this event, they must start the appeal process again at the Operations level to appeal the implementation decision.

It can be a long, frustrating cycle.

Imagine if your injury made you unable to work, or allowed you to work only a little, throughout this process? That is a reality that many injured and ill workers face.

The Local Union is committed to providing compensation representation for our members. Claims with merit are pursued to the Tribunal, if necessary.

The WSIB approach to cost-cutting has created wait times for those Members requesting representation from the Local Union. More and more claims with merit are being denied by the Board, having to be appealed at multiple levels.

The Local Union is also committed to working with other stakeholders in developing strategies that will raise public awareness of the issue and force politicians and bureaucrats to take action. Ontario workers deserve timely and fair compensation benefits after suffering a workplace injury or illness.

What Can You Do? Learn more about the issues and talk to others about it.

Visit your constituency office and speak to your politicians.

Participate in rallies or other educational events. Engage your employer in ensuring the workplace is safe and free from hazards.

Educate co-workers on how to properly report incidents and workplace injuries, and seek medical attention in a timely manner. Promote a good return to work program in your workplace that keeps a person’s income intact and keeps them safe from re-injury.

Visit ufcw175.com/workerscompensation for more info on filing claims and appeals, and how your Locals 175 & 633 Workers’ Compensation Reps can help you.

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What is the AODA and what does it mean to you?

The Ontario government passed the Accessibility for Ontarians with Disabilities Act (AODA) in 2005. The purpose is to make Ontario accessible to people with disabilities by 2025. UFCW Locals 175 & 633 is on schedule to meet that requirement.

AODA Accessibility Standards will affect 360,000 organizations in Ontario, including government, the broader public sector, and private and not-for-profit organizations.

The ultimate goal of the AODA is to:

physical impairments, disabilities can include: • Vision loss or difficulties; • Deafness or being hard of hearing; • Intellectual or developmental impairment;

For a copy of the UFCW Locals 175 & 633 Customer Service and Accessibility Policies, contact the AODA Administrator below or visit ufcw175.com/aoda.

All Local Union staff received the necessary training required regarding these policies. To comply with the Information and Communication Standard, Local 175 updated and redesigned the website as well.

Create a universally accessible and inclusive society.

In addition to evident

“The Local Union takes accessibility seriously and the policy we developed reflects our commitment,” said President Haggerty.

It will accomplish this by identifying and removing barriers – whether physical, or in policies and practices.

The Accessibility Standard for Customer Service became the first law of the AODA in 2008.

It set out requirements for accessible customer • Mental health issues. service for people with disabilities. The Integrated Accessibility Standards Regulation (Ontario Regulation 191/11) became law in 2011. This regulation includes Accessibility Standards for: • Learning disabilities; &

• information and communications, • employment, and • transportation.

Each Standard requires developing policies and training employees. In addition, the Standard includes timelines for compliance, with different requirements phased in over several years.

Website users can change the size of the text making it easier to read. In addition, the website includes more contrasting colours to make items stand out more.

Please visit ufcw175.com often. Should you encounter any difficulties, please contact us at membership@ ufcw175.com or by using the form on the site.

The multi-year plan developed by the Local Union includes information needed for future AODA requirements to remain accessible and compliant.

Over the past year, UFCW 175 completed a review of the offices in Ottawa, Thunder Bay, Cambridge, Sudbury, Hamilton, Leamington and Mississauga to determine if those locations required any changes to maintain compliance. Currently, some modifications are being made in the Hamilton office. These changes incorporate any AODA requirements.

“We believe that improving accessibility is the right thing to do,” said President Haggerty. “We welcome feedback from the Members. If you have any questions or comments please contact us.”

AODA Administrator:

Nadine Markou 1-800-565-8329 or aoda@ufcw175.com

This means that your Union, as well as your employer, must meet the AODA Standards within the provided timelines.

In particular, the AODA focuses on five key standards that require accessibility improvement.

CUSTOMER SERVICE

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TRANSPORTATION INFORMATION & COMMUNICATION

DESIGN OF PUBLIC SPACES EMPLOYMENT

Working with Health Professionals to Protect Your Health and Job Managing sickness and injuries at work can be stressful.

Having a good working relationship with your doctor, physiotherapist, therapist, and other health care providers, helps protect your health and your employment.

The Right to Accommodation & the Duty to Update Your employer has a legal duty under the Human Rights Code (“the Code”) to try to accommodate your disability.

The term disability covers a range of conditions: • • • • • •

Physical, mental and learning disabilities; Mental disorders; Hearing or vision disabilities; Epilepsy; Drug and alcohol dependencies, and; Environmental sensitivities.

Workers and employers are required to work together to address disability in the workplace. Workers have the right to be accommodated in their job, so rules, policies and practices must be flexible enough to support workers experiencing illness.

Workers must answer reasonable requests from employers for specific updated medical documentation. Employer requests for medical documentation or information must be reasonable, in good faith, and respect your dignity.

The information your boss can ask for depends on the situation. Your employer is allowed to ask your doctor when you can be expected to return to work, what medical restrictions you have and what accommodations you need.

about the kinds of job tasks you believe you can do and what duties could cause you bodily harm. The more information you provide, the better. Follow these tips for medical appointments: • Prepare by making a list of what you want to talk about.

• Ask questions – it’s your health and your right.

• Explain if you don’t understand. If you don’t speak the same language as your doctor then bring someone you trust to interpret, or ask for a referral to a doctor who speaks your language.

• Write it down: Record any information you discuss.

• Keep all records and make copies of everything.

• Tell your doctor about your health at work.

• Research your condition(s). Learn new medical terms.

Don’t feel embarrassed about asking your doctor for a note: They have an obligation to provide you with one.

Explain that your employer requested the information.

In rare cases, employers can ask for a diagnosis. For example, if a second opinion through an independent medical examination (IME) is required to accommodate you, information on your diagnosis may be required. The Ontario Human Rights Commission has more info on Medical Documentation online at bit.ly/ohrcmeddoc.

Organize Your Medical Documents

Your right to return to work depends on your ability to perform the essential job duties of your position after you receive accommodation. To refuse an accommodation, the employer must meet the standards for undue hardship laid out in the Code. The three criteria used to determine undue hardship are: cost, outside sources of funding, and health and safety requirements.

Keep a calendar of the dates and times that you attended appointments and treatments. Review any forms your doctor fills out before you leave the appointment. Ensure your doctor identifies the affected parts of your body, your current medication(s), when and/or if you will be able to return to work, and your next scheduled appointment.

Build & Keep A Health Support Team Your medical professionals should be focused on getting you, and keeping you, healthy. Talk to your doctor

Your medical notes and reports form part of a legal record about your employment and accommodations. Keep copies of medical documents you give to your employer in case your employer misplaces it or claims you never provided it.

Remember, you’re in control of your health and needs. Communicate and be your own advocate!

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Community Picnics in Cambridge & Sudbury Hundreds of members and their families turned out to celebrate at Community Action Network (CAN) BBQs this year in Cambridge and Sudbury.

The June 17th BBQ in Cambridge saw 275 people enjoy a great day of food and fun. And, despite overcast skies on August 19th, the Region 8 BBQ in Sudbury had a good turnout as well. With delicious food, lots of activities, and good company, both days were great successes.

Thank you to everyone who took part in both of these community days and to all our volunteers for working so hard. Find more photos at myunion.ca or facebook.com/ufcwlocals175633.

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You helped raise $2.5 million last year to fight blood cancers!

At the UFCW Canada Fundraising Gala in June, it was announced that UFCW members, and their families and communities, raised more than $2.5 million nation-wide last year!

Members at UFCW Locals 173 & 633 are always charitable. Thank you to everyone who helps organize, volunteer at, participate in, or donate to events throughout the year.

Just over the summer alone, YOU helped raise $29,000 at the events pictured here: Ride for a Cure, Thunder Bay Golf, the First Student Garage Sale in Sault Ste Marie, and many workplace BBQS such as Cargill Dunlop & Watson, Kraus Strudex, Highbury Canco, and more.

Parking donations at Canal Days in Port Colborne and Stars & Thunder in Timmins brought in a phenomenal $16,000 of that total.

We know that Members dedicate time, passion and money to many other important causes too.

Thank you!

We post many of these stories on Facebook and at myunion.ca plus lots more photos of our events. Please check out the amazing achievements of your Union Sisters, Brothers, and Friends.

myunion.ca

Union Pride in Ottawa, Montreal & Toronto!

Over the summer, UFCW Locals 175 & 633 was excited to take part in several Pride celebrations including Toronto and Ottawa, as well as National Pride in Montreal. The pride umbrellas were a big hit as marchers took to the streets in parades and at street fairs to enjoy the festivities. Thank you to the Members who joined us and to all the family, friends and allies who walked with Pride.

#ufcw175633 #unionproud

If you have moved please make sure you notify the Union Office at membership@ufcw175.com or call 1-800-565-8329

Return postage will be paid by: United Food and Commercial Workers Locals 175 & 633 2200 Argentia Road Mississauga ON L5N 2K7

Canada Post Corporation Publication Agreement No. 40064671

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