Checkout Magazine - October 2014

THE NEWS MAGAZINE FOR MEMBERS OF LOCALS 175 & 633 UFCW CANADA Volume XXIII No. 3 October 2014

Labour Day 2014 Pages 6 - 8

Pension Spotlight Pages 12 & 13

P&H Milling

Workplace Feature on Pages 10 & 11

Contents LOCAL 175 Shawn Haggerty, President; Kelly Tosato, Secretary-Treasurer; Karen Vaughan, Recorder; Ray Bromley, Al McLean, Harry Sutton - Executive Assistants LOCAL 633 Dan Bondy, President; Marylou Mallett, Secretary-Treasurer; Neil Hotchkiss, Recorder DIRECTORS Rob Armbruster BENEFITS Georgina MacDonald - Intake Representative; Sherree Backus, Joce Cote, Joanne Ford, Jody Jones, Sarah Neath - Benefits Representatives COMMUNICATIONS Jennifer Tunney - Senior Communications Representative; Laurie Duncan Communications Representative; Meemee Seto - Servicing Representative HEALTH & SAFETY Chris Watson - Health & Safety Representative; Janice Klenot - Senior Health & Safety Representative LEGAL Fernando Reis - Co-ordinator; Catherine Davis - Legal Advocate; Natalie DeHaney-Stewart, Maryanne Galati - Legal Counsel; Natalie Wiley, Rebecca Woodrow Senior Legal Counsel ORGANIZING Rick Wauhkonen - Organizing Coordinator; Farman Ali, Mike Mattioli, Tony Nigro, Amy Tran - Organizing Representatives; Derek Jokhu - Organizing Apprentice.

TRAINING & EDUCATION Kelly Nicholas - Co-ordinator REGION 1 Dan Lacroix - Regional Director; Colby Flank, Jason Hanley - Union Representatives

President’s Message

Political Action

Secretary-Treasurer’s Message

Health Care Corner

Page 3

Page 4

Union News

Page 5

Labour Day

Page 6

REGION 2 Derik McArthur - Regional Director; Mona Bailey, John DiFalco, Anthony DiMaio, John Di Nardo, Rob Nicholas, Mark Stockton - Union Representatives; Melody Slattery - Servicing Representative REGION 3 Dan Lacroix - Regional Director; Simon Baker, Shannon Epp, Paul Hardwick, Dean McLaren, Daniel Mercier - Union Representatives; Jacques Niquet Servicing Representative REGION 4 Sylvia Groom - Regional Director; Ron McGuire - Union Representative; Orsola Augurusa, Rick Daudlin, Virginia Haggith, Lee Johnson-Koehn, Casey Magee, Arlene Robertson, Brenda Simmons - Servicing Representatives

Organizing Page 9

Workplace Feature: Members at P&H Milling Page 10

Pension Spotlight

Page 14

Page 15

Community Action Network

Page 16

Negotiations Page 17

Training & Education Page 20

Legal Notes Page 21

Fundraising Page 22

Page 12

REGION 5 Jim McLean - Regional Director; Jehan Ahamed, Bob Kearney, Brad Morrison, Mario Tardelli Union Representatives REGION 6 Luc Lacelle - Regional Director; Wendy Absolom, Sam Caetano, Matt Davenport, Tim Deelstra, Joe De Melo, Jeffery Lu, Angela Mattioli Union Representatives; Ashleigh Garner - Servicing Representative REGION 7 Jim McLean - Regional Director; Sharon Kempf, Diane Sanvido, Steve Springall - Union Representatives; Dave Forbes - Servicing Representative REGION 8 Chris Fuller - Regional Director; Jeff Barry, Matt Belanger, Lionel MacEachern, Sandra Rogerson, Dave White - Union Representatives ISSN No. 1703-3926

CHECKOUT is an official publication of Locals 175 & 633 of the United Food & Commercial Workers (UFCW) PROVINCIAL HEAD OFFICE 2200 ARGENTIA ROAD MISSISSAUGA, ON L5N 2K7 TEL: 905-821-8329 TOLL FREE: 1-800-565-8329 FAX: 905-821-7144

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

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CORNWALL OFFICE UNIT 5-850 BOUNDARY RD CORNWALL ON K6H 5R5 TEL: 613-932-2330 FAX: 613-932-6687

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

OTTAWA OFFICE SUDBURY OFFICE THUNDER BAY OFFICE 20 HAMILTON AVENUE N. 230 REGENT ROAD 21-929 FORT WILLIAM RD OTTAWA, ON K1Y 1B6 SUDBURY, ON P3C 4C5 THUNDER BAY, ON P7B 3A6 TEL: 613-725-2154 TEL: 705-674-0769 TEL: 807-346-4227 TOLL FREE: 1-800-267-5295 TOLL FREE: 1-800-465-1722 TOLL FREE: 1-800-465-6932 FAX: 807-346-4055 FAX: 613-725-2328 FAX: 705-674-6815

President’s Message Shawn Haggerty

Never lose sight of what’s important to working families The results of the June provincial election made it very clear that Ontario is not interested in the U.S.-style politics of Tim Hudak and the Conservatives.

The labour movement and your Union stood up to ensure that the rights of workers were not destroyed through Right to Work legislation, the dismantling of the Rand Formula, and the inevitable ‘free-riders’ that a number of Unions in the U.S. are experiencing. At least for now, we’ve done what we can to protect workers’ rights in Ontario, which means we can continue to grow our bargaining power and enhance the quality of life for working families in the province. But the rights we have as workers today cannot be taken for granted. The Labour Movement may have succeeded in knocking Hudak down but that doesn’t mean the attack on working families simply goes away.

We need to continue to step up as workers, as families, and as citizens to make sure our concerns are heard and considered. Politicians tell their supporters what they want to hear because that’s who elects them. But what gets lost in all the rhetoric and ‘sounds bites’ is their greater intention. A candidate’s platform must be scrutinized not just for what it says, but for what it doesn’t say and what it all implies.

It’s easy to become disheartened about politics but every decision made by politicians affects our day-to-day lives.

Not just our rights as workers, or the minimum wage; But the wait-times at our hospitals, the quality of our school system, the price of groceries and others goods, and so much more.

Only 52.1% of the eligible 9.2 million voters in Ontario cast their votes in June. That’s up by a mere 3.9% from the 2011 election. Every single decision has a ripple effect through

our economy and our lives.

Politicians count on voters only hearing sound bites, but we have got to start paying attention to the details of the bigger picture and start talking about the issues with our friends, families and coworkers.

We cannot let our guard down on any front. The battle for a better quality of life in this country continues and we are going to have to work hard to maintain what we have achieved over many years of bargaining, demonstrations and strikes. When you have the opportunity to cast your ballot in any government election in the future, I hope you take your right as a voter seriously and consider the legacy we’re leaving for future generations.

Working families deserve the good jobs, livable wages, equality, and benefits that we’ve worked hard to achieve.

We all deserve dignified retirements and we shouldn’t have to participate in a race to the bottom to sell our labour to the lowest bidder.

In my term in office as your President, pensions and their structure, have been one of the biggest and most consistent challenges we have faced at the bargaining table. But I am committed to ensuring that when our members retire, they have a pension that they can count on. In the centre section of this Checkout, you will find more information on the state of pensions in our country. Look for more pension coverage to be featured in future Checkouts as well.

In Solidarity, Shawn Haggerty

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Secretary-Treasurer’s Message Kelly Tosato

Using our collective voice to achieve equality The guiding principle of Unions is using our collective voice to achieve a better quality of life for all workers.

One of the most important things that Unions fight for every day is equality, and with that, the right for every worker to go to work in a place that is free from harassment, bullying and discrimination of any kind.

I’m proud to say our Union plays a leading role in the labour movement when it comes to equality. Not only do we promote a diverse and inclusive organization, we also bargain for progressive contract language and support community groups and causes that are important to our members.

Our successes include having first-of-its-kind language written into a collective agreement for workers at a Toronto Community Health Centre. This language provides clear anti-discrimination policies with regard to sexual orientation and gender identity, access to equal benefits under the duty to accommodate for transgender, transsexual and gender variant employees, and anti-oppression training for all employees.

Part of the Local Union’s commitment to ensuring equality includes the education of our Stewards and staff. We’ve had a guest speaker from Egale Canada present at each of the regional Stewards’ seminars regarding the LGBTQ community and bullying in particular. And this past June, the staff of the Local Union participated in training to further develop our understanding of gender identity, human rights, and the responsibility we have as Union Reps and labour activists.

Pride events are great examples of how people from around the world can join together, united to achieve equality for a large community of individuals who still struggle for even 4

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some of the most basic rights. World Pride, which took place in Toronto over a couple of weeks in June, was an amazing event and I was proud to have participated. You can read more about World Pride on page 16.

I know our Union, and the labour movement, will continue to play a vital role in achieving equality and justice well into the future and we should be proud of the progress we’ve made so far. But it remains frustrating that in today’s world we still need to push our government and our employers to recognize that all workers need to be respected.

Moving forward, we need to bargain better contract language and lobby for more powerful laws. And labour activists will need to remain vigilant to ensure those improvements are enforced every day. Martin Luther King Jr. once said, “Change does not roll in on the wheels of inevitability, but comes through continuous struggle.” And while he was talking about the struggle for racial equality specifically, I believe it’s appropriate to any discussion of equality.

Please let your Steward or Union Rep know if you witness any harassment, discrimination or bullying of any kind.

It’s up to each of us to ensure our workplaces are truly safe places for every one of our co-workers. To achieve progress, each of us must use our voice at work, and in our dayto-day lives, to speak up for inequities we see.

In Solidarity, Kelly Tosato

UNION NEWS Joce Cote

Our Local Union welcomes Joce Cote to the Benefits Department.

In 1988, Joce helped his co-workers at Port Colborne Poultry, now Pinty’s Fine Foods, join UFCW Local 617P. During his time there he was the Unit Chair, Chief Steward, Certified Health & Safety member, and part of the negotiating committee through five sets of contract bargaining. Joce sat on the Executive Board of 617P until its merger with Local 175 in 2000, and he walked the picket line for 11 days with his co-workers in the first strike at Port Colborne Poultry also in 2000.

In 2002, Joce began working for Salit Steel in Niagara Falls where he was a Steward, Vice-President and then elected President for Local 14241 of the United Steel Workers (USW).

UFCW Canada hired Joce as a National Rep out of New Brunswick in 2007, where he worked for seven years. His duties included membership servicing, handling grievances and negotiating contracts. Joce has taken an active role in learning including training for: Stewards, Certified Health & Safety, and Certified Instructor. He has also completed life skills and coaching skills training.

Most recently, Joce has taken part in Ontario Disability Response Team (ODRT) training.

In 2011, Joce was diagnosed with colon cancer and after a three-year battle, he is in remission. “I’m very excited to be a part of this great organization,” said Joce. “I’ve had a lot of practice dealing with insurance companies and health related issues.

I hope I can take that experience and my years in the labour movement, and

use it to the benefit of the members.”

“Joce is a dedicated activist,” explained President Haggerty. “His experience and passion will serve the members of our Local Union very well.”

Joanne Harrow In June, Joanne Harrow retired from the Union. In 1983, Joanne gained retail grocery experience when she started working at Zehrs. Four years later, UFCW Local 1977 hired Joanne as a Receptionist and from there she became the Finance & Administration Manager for the 1977 Training Centre in Cambridge.

“I’ve got a lot of great memories from my years here,” said Joanne. “I’ve had the privilege to work with some amazing people who I’m happy to call friends. It’s been very rewarding.”

Following the merger of Local 1977 with Local 175 in 2011, Joanne joined the Benefits Department as a representative for members who have been injured on the job.

“Joanne has been a part of our Union family for more than 30 years,” says Executive Assistant Al McLean. “We will miss her smiling face around the office and we wish her nothing but the best in her future.”

Brenda Powell Brenda Powell has left her employment with the Union to enjoy her wellearned retirement.

Brenda moved to Ontario in December 2001 after working for the New Brunswick Department of Agriculture, Fisheries & Aquaculture for 25 years. In May 2002, after a few months at another job, Brenda was hired by Local 175 as a casual worker.

By January 2003 she was hired fulltime in the Kitchener office where she worked as a secretary for several directors. “I really enjoyed the closeness of that small office,” said Brenda. “I enjoyed working with the whole gang immensely. It was a great group of people.” In September 2011, Brenda came to the Mississauga office as support staff.

Brenda plans to take it easy and probably move back to New Brunswick to enjoy time with her family.

She wants to start travelling with her daughter: “Mandy travels to Florida from December to April each year with her job. I can’t wait to visit her during those months so we can enjoy the beautiful weather and the time together.”

Chris Fuller Congratulations to Chris Fuller, who is now Director of Region 8. Since 2000, Chris has worked for Local 175 primarily as a Union Rep in the Hamilton, Ottawa and Mississauga offices. He has represented members from across all of the Union’s many sectors including retail, health care, industrial and hospitality. Chris is very active in organizing and supporting fundraising events to benefit the Leukemia & Lymphoma Society of Canada and has helped raise tens of thousands of dollars over the years.

LABOUR DAY

Kenora

On Labour Day this year, workers across Ontario celebrated the June election defeat of Tim Hudak and his attack on working families.

The Labour Movement and Union members throughout this province made a difference by standing up and demanding change. And as we move forward and continue the fight to improve workers’ rights, we must keep in mind that the benefits that we enjoy today, the very things we negotiate to improve in every collective agreement renewal, can all disappear under the wrong government.

Windsor

Vacations, seniority, guaranteed wage increases, health coverage, job security, just cause protection, and even Statutory Holidays, have all been hard fought and won by workers who wanted a better quality of life.

This year, Community Action Network (CAN) BBQs were scheduled to take place in conjunction with the Labour Day celebrations in Cornwall, Hamilton, Cobourg and Thunder Bay. Thank you to all of you who did venture out across the province. Your support, your united voices and your solidarity help strengthen the labour movement every day.

It’s reassuring to see many people out marching and standing together in honour of Labour Day. But we also appreciate that many families like to spend Labour Day at home, or enjoying time with family and friends. So no matter how you celebrated the last ‘official’ day of summer, we hope you had a very Happy Labour Day.

Thunder Bay

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Lindsay

Waterloo

London Sudbury

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Hamilton

Toronto

Hamilton

Toronto

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Cornwall

ORGANIZING

Welcome New Members Almost one year after casting their votes to join the Union, workers at Aim Health are now members of Local 175. On August 7, 2014, the workers got the good news that they had won their certification by 81% and are now a part of our growing Health, Office & Professional Employees (HOPE) Sector.

The 70 members work as Registered Nurses (RNs), Registered Practical Nurses (RPNs), Coordinators and office staff at nine pain management clinics across the province. With no wage increases in five years, workers sought UFCW representation because they were overworked, with no recognition from their employer for their hard work.

“These workers had a difficult year of waiting,” explained President Shawn Haggerty. “But their perseverance and dedication held strong and now they get to start the process of bargaining a first collective agreement.”

Workers at four Credit Valley Oral Surgery offices in the greater GTA won their vote to certify Local 175 as their Union at a meeting held May 21. This makes this group of workers the first dental practice to unionize in the province. The members work at offices in Mississauga, Burlington, Oakville, and Milton, and will become part of the HOPE Sector of Local 175.

Among other issues, the workers were looking for equality, job security, respectful treatment from management, and overall improved working conditions.

“Workers in the health care field are turning more and more to Unions,” said President Haggerty.

“With well over 3,000 health care members already, Local 175 is more than ready to help these workers achieve more respect and better conditions in their workplaces.”

Credit Valley Dental Surgery Negotiating Committee

On May 23, workers at the Comfort Inn in Barrie voted unanimously to join Local 175.

The new members carry out duties at the front desk, in housekeeping, for breakfast service, and in maintenance. “Local 175 represents hospitality workers at a number of hotels including another Comfort Inn in Barrie,” explained President Haggerty. “The conditions for these workers will only get better moving forward.”

The hospitality workers wanted job security during the transition of the hotel’s ownership and to achieve the same types of improvements as the unionized workers at the other Comfort Inn in Barrie.

More than 100 part-time and full-time workers at Veterinary Emergency Clinics (VEC) voted overwhelmingly in favour of joining our Local Union on August 7. This success makes this only the second group of animal hospital workers to unionize in Ontario. The new members work as Registered Veterinary Technicians (RVTs) and Animal Care Attendants (ACAs) at two Toronto locations. The VEC workers were strongly united to achieve better wages, be treated with respect, and have the opportunity to voice their concerns and have management take those concerns under consideration.

“Belonging to Local 175 is a good fit for these workers,” explained President Haggerty. “Deciding to join our Union will improve their working conditions and we look forward to working with them to achieve that.”

The eight workers at the Humane Society in Quinte voted unanimously in favour of joining Local 175 at a vote held September 2, 2014. Some of the reasons these workers wanted to join the Union were to improve wages, end the practice of favouritism, have job security and fair allocation of job rotation and hours.

“These caring workers often felt like they were treated as just a number instead of a vital part of the clinic and organization,” explained President Shawn Haggerty. “They faced changing rules on a daily basis and now, as part of our Local Union, they will be able to achieve some consistency and fairness in their work lives.” | October 2014 9

WORKPLACE FEATURE

P&H Milling is a Canadian-owned company that dates back to 1909. In 2009, P&H acquired Dover Industries, including the Cambridge milling plant which employs more than 70 members of UFCW Local 175. In fact, flour has been manufactured at that King Street location since the early 1800s.

Today, the founding families, Parrish and Heimbecker, remain in charge of running Canada’s largest family-owned milling company and the second largest of any flour milling company in the country.

Plant Chief Steward Larry Luckhardt has worked at the mill for 36 years and has been the Chief Steward for more than 15 years. In fact, he was instrumental in helping the workers there achieve Union representation with UFCW in 1991. The members at P&H Milling are represented by Larry as well as Stewards Stephen Hansford, James Martin and Howard McCutcheon, and Health & Safety Committee Reps John Blake and Donald Silver.

“The team of Stewards at this plant work very well together,” said Union Rep Rob Nicholas. “Their understanding of the collective agreement and ability to address the members’ concerns efficiently is respected and appreciated not only by me but I’m sure by every member at the plant.”

The workers at P&H are employed in a variety of positions throughout every aspect of production at the mill.

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On June 2, 2014, the workers ratified a new four-year collective agreement which most notably includes a wage increase totalling 11.5% over the term of the contract. (Full highlights of the deal on page 17.)

P&H has invested heavily in improving the Cambridge facility to improve its equipment and buildings, to enable growth, competitiveness and long-term viability as the most efficient packaging plant industrywide. Because of this investment and recent negotiated changes to the shift schedules, the company has moved more bagged flour business to the Cambridge plant. All of this helps ensure that good Union jobs remain at the facility well into the future.

An addition to the King Street facility has improved employee facilities, such as a more spacious lunchroom. Also newly added are increased-capacity change room facilities to help through shift changes, several new offices, and a new board/training room, which will facilitate increased training sessions to help the business and workforce stay competitive and maintain the company’s Food Safety Program. The existing lab is also being remodelled. All of the facilities and equipment are maintained and upgraded with energy and water efficiency and conservation in mind.

Plans are underway to renovate the reception area to include welcome seating for customers and visitors, which should be completed in the Fall. The company has also received approval and capital funding to relocate the loading docks. This significant investment in the facility will improve safety for the workers, and improve traffic flow in and out of the plant thereby reducing traffic congestion for the community.

PENSION SPOTLIGHT Master your retirement income puzzle Understanding how the pieces fit together

If, like most members of Locals 175 & 633, you belong to the Canadian Commercial Workers Industry Pension Plan (CCWIPP), you’re among a small number of Canadians with a workplace pension plan. But your CCWIPP pension is just one piece of the retirement income puzzle. And with people living longer and needing more money to live in retirement, it’s important to understand how it fits with the other pieces so you’ll be better equipped to retire when you want.

Pensions are getting more and more expensive!

If you were saving for retirement on your own and you retired in 2014, you’d need to have saved about $525,000 to collect an annual pension of $30,000 at age 60. That would give you $2,500 a month, with $1,500 a month continuing to your spouse after your death.

Just four years ago, you would need to have saved about $475,000 to collect that same pension. In 2004, you would have needed $425,000. Longer lifespans and lower interest rates are the main things driving the cost increase.

Cost of $30,000 pension at age 60

Pensions today If you don’t count government employees, less than 25% of Canadian workers belong to a pension plan offered by their employer. Why are pension plans becoming so rare? The short answer is cost. Pensions are much more expensive today than in years past. Here are some of the key reasons why: • Lifespans are quickly getting longer, and we’re living more of those years in retirement. In fact, many Canadians are now spending more years collecting a pension than contributing to one. That’s great news for most of us – but bad news for pension plans.

• Pension plans across Canada, and around the world, were hit hard by the 2008 market meltdown. In many cases, this has meant having to increase contributions to make up for the losses – or cutting members’ pensions.

• In the past, roughly two-thirds of pension costs were expected to be paid for from investment returns. But investment markets have seen plenty of ups and downs in recent years and the outlook for future returns is less bright than it used to be – which, once again, means higher contributions or lower pensions.

CCWIPP hasn’t escaped these problems! We know that as of December 31, 2012, the plan had a large funding shortfall – and we’ve been told that the actuary’s December 31, 2013 report on the plan is being presented to CCWIPP’s Board of Trustees this month. Details should soon be available on CCWIPP’s website at www.ccwipp.ca. We’ll keep you posted.

Your personal savings To enjoy a comfortable retirement, chances are you’ll also need to save on your own. Your savings will grow faster if you keep them tax-sheltered in a registered retirement savings plan (RRSP) or tax-free savings account (TFSA). Keep in mind, too, that any money you make on the sale of your main residence is not taxed in Canada.

RRSPs and TFSAs have plenty in common. Both can 12

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hold stocks, bonds, GICs and other investments, and both offer important tax advantages. But each has its own rules. This chart compares some of the key features.

The best time to make sure you will have enough put away to live on in retirement is now, during your working years. This means paying attention to all the pieces of your retirement income puzzle so your nest egg is ready for you when you need it.

Government benefits Almost all Canadians receive monthly pension benefits from the federal government when they retire. These benefits include the Canada Pension Plan (CPP), Old Age Security (OAS), and the Guaranteed Income Supplement (GIS).

These are valuable sources of income. In 2014, the maximum monthly CPP benefit at age 65 is $1,038, and the current maximum OAS benefit is $558 a month. OAS benefits are reduced if your retirement income is above a certain level ($71,592 in 2014). GIS is paid to pensioners who are receiving OAS and whose income is less than $16,944 for singles or $22,368 for couples (in 2014).

But thousands of Canadian seniors aren’t collecting their government benefits—either because they don’t know that they qualify, or they don’t realize that they have to apply. Here’s a look at how to get your benefits:

OAS: If you qualify, you will get a letter from Service

Canada the month after you turn 64 notifying you that you will be automatically enrolled. If you don’t receive this letter, you must apply in writing.

CPP: You must apply online or by mailing a completed

application to Service Canada, along with required personal information.

GIS: You must mail a completed application to Service

Canada. Since this benefit is based on your income, you must renew your application each year when you file your income tax return.

Visit www.servicecanada.gc.ca or call 1 (800) O-Canada (1-800622-6232) for more information or to get the application forms.

Annual Contribution Limit Tax rules (contributions) Unused contribution room Tax rules (investment earnings) Withdrawals How long you can contribute

New Ontario Retirement Pension Plan (ORPP) . . . not for everyone Financial experts and governments have engaged in a hot debate in recent years about whether the CPP does a good enough job of meeting the income needs of retired Canadians.

The Ontario government has been pushing hard for CPP improvements. But, with no commitment from the federal government on the horizon, it recently announced its own solution. The Ontario Retirement Pension Plan (ORPP) is expected to be phased in, starting in 2017 – and there are many details to iron out before then. But, here’s what we know so far: • Ontario residents who are not already part of a “comparable” workplace pension plan will be required to pay into the ORPP. We expect that CCWIPP will be considered a “comparable” plan and that CCWIPP members will not have to join the ORPP. Self-employed people and those who work in federally regulated industries like banking will also not be required to participate.

• ORPP participants will contribute 1.9% of their income (up to $90,000/year) through payroll contributions, and employers will match that amount. Contributions will go into a large fund managed by a team of professionals.

• Ontarians who contribute to ORPP will be able to collect benefits for life starting at age 65.

RRSP

TFSA

18% of your previous year’s earned income (maximum limits apply), less pension adjustments, plus any unused RRSP room Contributions are tax-free (deducted from your before-tax income)

$5,500 PLUS amounts withdrawn in previous years

Carried forward

Carried forward

Not taxed until you withdraw the money

Not taxed even when you withdraw the money

Contributions and investment earnings are taxed as income and may affect federal income-tested government benefits such as Old Age Security Until the end of the calendar year after turning 71.

Contributions and investment earnings are not taxed and have no impact on federal income-tested government benefits such as Old Age Security.

No age limit.

Contributions are after-tax so you don’t get a tax deduction

POLITICAL ACTION A focus on Federal politics Bill C-377 is back in the news as Prime Minister Harper attempts to push it through the Senate for approval. “This clearly anti-Union Bill would force Unions to reveal financial information that is already available to our members. And, in my opinion,” explained President Haggerty, “our Union members are the only ones who have the right to that information.”

In addition, Elections Canada surveys and research will be limited, which will reduce the amount of information available to Canadians through those publicly available studies.

Overall, it seems like an attempt to dissuade voters and deepen the spending pockets of campaigns.

Election reform should be done with public consultation and changes that mean progress for our democracy. Stifling the speech of our main electoral organization and limiting public non-partisan research does not equal progress, nor does it encourage better voter turnout. ...

Last year, even Conservative Senators voted to severely amend the Bill. But before it could be passed Prime Minister Harper prorogued Parliament. Now, despite heavy criticism from the Senate and concerns voiced by many organizations across Canada, the Conservatives have reintroduced the Bill to the Senate in its original form. Not only have Conservative Senators been told to push this through but they are attempting to change the rules so they can impose time limits on the debate of private members’ bills such as C-377.

Bill C-525 has reached its Second Reading in the Senate.

It’s called the ‘Employees’ Voting Rights Act’ but what it really seeks to do is limit workers’ rights when it comes to joining a Union.

Former Canadian Labour Congress (CLC) President Ken Georgetti said: “The Bill is so undemocratic that it would give employees who don’t even bother to vote in a certification application a say in the outcome. Basically, those who don’t vote would be considered as casting “no” ballots on having a union in their workplace. . . And it doesn’t stop there. In a vote on whether to keep their union or decertify, those who don’t bother to vote would be considered as voting in favour of decertification. Does that sound like fair and balanced legislation for all Canadians?”1

Once again, the Bill now contains language requiring Unions to disclose any financial transactions totalling more than $5,000 per year. That means any member receiving compensation from affiliated benefit or pension plans totalling $5,000 or more would have their name and that amount made available to the public. All of the changes made by Senators before Parliament was prorogued are gone.

“This Bill is absolutely unnecessary and undemocratic,” said President Haggerty. “Sadly, it’s not a surprise that the Conservatives would attempt such brazen unconstitutionality. It’s just further proof that they have no real concern for the rights of the millions of Union workers in this country.”

Visit WWW.UFCW.CA/STOPBILLC377 for more information and to send a letter to your Senator. ...

Earlier this year, Bill C-23 – the ‘Fair Elections Act’ – became law. The vote was 146 to 123, and not one NDP or Liberal MP voted in favour. Under Bill C-23, Elections Canada cannot encourage people to vote through any ad campaigns or youth outreach programs. But when only 61.1% of eligible voters cast a ballot in the 2011 federal election, why would new legislation seek to do anything but further encourage voters?

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While an amendment did remove the first part of that legislation, the Bill remains overtly skewed toward making decertification easier and organizing a Union more difficult. The current card-check system to join a Union for federally regulated workers would be replaced with a system like that in Ontario: Where a second, secret-ballot vote is required even after a majority of workers have already signed Union cards.

This double voting system might seem like it protects workers’ interests but in reality, it flies in direct opposition to the practice of counting absent voters as a No for unionization but Yes for decertification. All this does is protect employers and none of this is for the benefit of working people.

Georgetti, Ken ‘Conservatives’ Bill C-525 Is Undemocratic and Unfair’ Huffington Post: Feb 6, 2014 http://www.huffingtonpost.ca/ken-georgetti/bill-c-525_b_4733175.html

HEALTH CARE CORNER

The Social Determinants of Health There is unequivocal evidence that health care costs continue to rise worldwide. In 2011, health care spending for those 65 and older consumed about 45% of all health care costs yet this age group represented only 14.5% of the population.1 While Canada’s health care system tries to cope with ever increasing demands, health care professionals and some politicians have recognized the need to adopt policies that will lessen the burden of an aging population.

A number of health care advocates have recognized the importance of the Social Determinants of Health (SDH).

UFCW members who work in the community health sector are especially aware of the SDH, which are living conditions that determine the quality of an individual’s health.

These factors include: income and income distribution, education, employment conditions, early childhood development, housing, social exclusion, social safety net, gender, race and aboriginal status.

Unions play an important role in mitigating many of the conditions described in the SDH. Factors like income and wealth distribution, job security, and working conditions are improved in a unionized workplace. Income disparity among genders and races is less for Union members too.

Child poverty, access to education and health services, and much more are all dependent on having secure, good-paying jobs. The Canadian government needs to adopt employment policies favouring the creation of jobs that pay a living wage. And voters need to lobby their local, provincial and federal politicians to ensure the same.

The Supreme Court of Canada has recognized the importance of employment and its role in the health of an individual. In Reference re: Public Service Employee Relations Act (Alta.) [1987] 1 SCR 317 at 368, then Chief Justice Dickson wrote:

Medical treatments and lifestyle choices are not identified in the SDH as contributors to a population’s overall health, but rather a result of the living conditions people experience. For example, a good job that pays a living wage provides a person with security and a sense of identity.

But precarious employment increases material and social deprivation, physical and psychological stress, and the risk of adopting health threatening coping behaviours such as a drug and alcohol abuse. In other words, the overall quality of life goes a long way to determining one’s health.

‘Work is one of the most fundamental aspects in a person’s life, providing the individual with a means of financial support and, as importantly, a contributory role in society. A person’s employment is an essential component of his or her sense of identity, self-worth and emotional well-being. Accordingly, the conditions in which a person works are highly significant in shaping the whole compendium of psychological, emotional and physical elements of a person’s dignity and self-respect.’

It is essential to understand the impact of the SDH on our well-being so that we can fight back against government policies that threaten our health. For example, the government’s reliance on temporary foreign workers has contributed to an exponential growth of precarious employment.

These types of policies only increase the cost of health care and the burden on families and front line workers.

Finally, unions must remain vigilant and protect good jobs.

We must all reject the race to the bottom that comes with precarious employment. Overall, strengthening the social support system in our country can go a long way to improving the health of all Canadians.

1 Canadian Institute for Health Information (2013) National Health Expenditure Trends, 1975 to 2013: P 56 Source for SDH information: Mikkonen, J. & Raphael, D. (2010).

Social Determinants of Health: The Canadian Facts. Toronto: York University School of Health Policy and Management.

COMMUNITY ACTION NETWORK

Union Pride

In June, UFCW Locals 175 & 633 members and staff were part of the week-long World Pride celebration in Toronto. It was a great opportunity to meet more Union Sisters & Brothers and welcome visitors from around the world. UFCW Canada hosted a gathering to welcome members and the UFCW U.S. OUTreach group, which is dedicated to promoting the rights of the LGBTQ community. Guest speakers included UFCW National President Paul Meneima, UFCW International President Joe Hansen and more. “Pride is more than just a parade or a week of celebration,” explained Secretary-Treasurer Kelly Tosato. “It’s about the larger struggle for equality and justice for everyone, and I’m proud that our Union plays a part in it.”

BBQ & Family Day This year’s annual CAN BBQ in Vaughan was another great success. The weather cooperated and everyone enjoyed great food and lots of fun. Check out the photos at www.ufcw175.com for other CAN BBQs that took place in conjunction with Labour Day festivities in Hamilton and Cornwall!

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NEGOTIATIONS Workers at Wing’s still on strike one year later!

On August 13 last year, 140 workers at Wing’s Torlake began legal strike action against an employer that exemplifies the very reasons that workers seek Union representation in the first place. More than a year later, 65 workers remain strong on the picket line, determined to fight for dignity, respect, and their hard won rights.

Over the course of the last year, the Union has filed charges against Wing’s at the Ontario Labour Relations Board (OLRB) for Bargaining in Bad Faith. “These workers have had an incredibly difficult year,” explained President Haggerty. “This employer is very determined to break these workers. But these members need to know that the Union has their back and we will see this through.”

year collective agreement which included across the board wage increases and pay equity adjustments totalling 90 cents per hour. The first increase of 25 cents per hour was retroactive for hours worked since the expiry of the previous contract.

An additional adjustment of 20 cents per hour was retroactive to January 1, 2014. In addition, in June, workers received a one-time lump sum payment of $300 for full-time and $200 for part-time. The employer will provide a $15 meal allowance for those working double shifts exceeding 12 hours of continuous work.

“These workers had an amazing amount of support from the clients they work with,” explained Region 1 Director, Dan Lacroix. “Those clients know how caring these people are and how valuable the services they provide are to the community.”

Recently, the Ontario government increased wages for community support workers in the province which added an additional $1.50 per hour, paid retroactive for hours worked since April 1, 2014, to the wage rates for these workers.

Wing’s workers at the 2014 Toronto Labour Day Parade

The OLRB hearing took place over numerous days, and our Union and the Wing’s workers are anxiously awaiting a decision from the Labour Board. Local 175 has requested that if the OLRB finds that the employer did bargain in bad faith, that a collective agreement be implemented automatically or that the parties be sent to binding arbitration to resolve the outstanding issues and achieve a contract.

Throughout the strike, active picketing members have received additional strike pay of $200 per week through their participation in the National Defense Fund (NDF). For more information on the NDF visit www.ufcw.ca.

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HAGI strike ends after 11 days On May 14, 2014, about 84 UFCW Local 175 members employed at HAGI Community Services for Independence took to the picket line after having been without a contract for seven and a half months and without a wage increase since 2009.

After 11 days on strike, the members ratified a new two-

Union Negotiating Committee: Tammie Forsythe, Tania Hynna, Janet Jung, Jennifer Kardal, Michelle Raison, Kim White, and Union Rep Colby Flank.

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P&H workers see wage increases in new contract The 70 members working at P&H Milling in Cambridge secured a new four-year collective agreement, which most notably includes a wage increase totalling 11.5% over the term of the contract. Additional improvements include a 100% increase in the maintenance on-call premium which is now $40, as well as an increase to the night shift premium. Miller Trainees and 2nd Millers receive a special wage adjustment in addition to the negotiated increases.

Workers benefit from improvements to health coverage including life insurance, major medical, dental, vision, and hearing aids. Stewards will receive annual paid training and the company will increase its contributions to the Local 175 Training & Education Fund as well.

Improved language allows more employees to take vacation at the same time and the vacation blackout period for Driv| October 2014

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ers has been shortened. New language addresses severance and Health & Safety meetings. Workers also receive an improved safety shoe allowance.

deal. The company will also agree to maintain the level of health and welfare benefits for the duration of the contract.

Union Negotiating Committee: Larry Luckhardt, Howard McCutcheon, Mark Whitehall, & Union Rep Rob Nicholas.

The workers will now be represented by four Union Stewards, including one Chief Steward, who will work to ensure the provisions of the collective agreement are upheld.

Trent Valley Lodge workers secure 3-year deal

Union Negotiating Committee: Jieg Guieb, Stephen Guo, Thanigiasalam Kanapathippillai, & Union Rep Dave White.

...

On June 11, 2014, members working at Trent Valley Lodge voted to approve a new three-year collective agreement. The more than 100 health care providers at the Trenton facility achieved a number of improvements including the merge of the part-time and full-time contracts into one agreement. This allows members to move from part-time to full-time and vice versa without loss of seniority.

Full-time workers receive a lump sum payment of $400, and part-time receive $200. Casual employees receive a lump sum equivalent to 15 cents per hour for hours worked since the expiry of the previous contract. Wages increase by 1.25% in August 2014 and by 1.5% in August 2015. The sunset clause has been reduced to 12 months and language has been added to provide for an Alternate Steward.

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Ottawa Coca-Cola workers ratify new deal The new collective agreement for members at CocaCola in Ottawa was ratified at a meeting on June 8, 2014.

Wages increase over the term of the contract by 1% plus a $500 lump sum in year three, and subsequent increases totalling 6.75%. A new warehouse ‘replenisher’ classification has been added to the agreement.

Improved language permits more members access to prime vacation time. There is also an improved boot allowance of $185 per year. Workers will see their benefits and pension move to company plans, including a Tax Free Savings Account (TFSA) option.

Union Negotiating Committee: Chris Kemp, June Morrison, Danette Pruden, & Union Rep Paul Hardwick.

Union Negotiating Committee: Jim Button, Doug Kowal, Norm Lacroix, Keith Miles, & Union Rep Paul Hardwick.

First collective agreement for Shandiz workers

Compass Group workers ratify new contract

In May, the members at Shandiz Natural Foods in Markham ratified their first collective agreement as Union members with UFCW Local 175.

On June 21, 2014, Compass Group workers at Humber River Hospital achieved a new collective agreement.

The ratified deal includes wage increases of 30 cents per hour per year over the three-year term. The first increase is retroactive for hours worked between April 1 and June 1.

Overtime will be paid after 40 hours per week. Eye exam coverage will increase to $80 and the cost-share of the workers’ benefit plan improves to 75% employer-paid.

...

The workers, who produce organic granola Shandiz Negotiating Committee bars, won their vote to join the Union last year. In addition to language establishing a grievance procedure, seniority rules, and much more, the contract also provides a number of financial and other improvements over the previous working conditions.

The four-year deal will see the creation of a new pay grid, which includes a number of improvements including wage increases and lump sum payments totalling 2.5% in each year of the contract term.

Vacation entitlement improves to provide three weeks after five years of service, and four weeks after 10 years of service. Workers also now receive 10 paid holidays each year, plus an eleventh float day effective the third year of the 18

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Union Negotiating Committee: Maria Laz, Karla Menjivar, & Union Rep Chris Watson.

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First collective agreement for Sirens workers Over the course of 22 days of meetings, including mediation, the Union Negotiating Committee for members at Sirens clothing store in Brampton was able to reach a memorandum of settlement for the workers’ first collective agreement. The 32 workers had a ratification meeting on July 11, 2014 during which the deal was ratified.

Rates for existing employees increase by a total of 80 cents per hour over the duration of the agreement, which is equivalent to approximately 2.4% per year. A new wage grid will be put in place for new hires to bring them up to full rate

by the end of 48 months. The deal contains excellent hours of work and scheduling language, which schedules parttime workers by seniority up to 30 hours per week. This top down scheduling ensures the senior employee must be offered their full complement of 30 hours before the employer can offer hours to the next most senior employee in the same manner. Full-time workers have a full benefit plan and five paid sick days per year.

Important language in the collective agreement now provides these workers with a grievance and arbitration procedure, strong seniority language, steward representation, three-hour minimum call-in pay, paid holidays, and just cause protection. In addition, the agreement contains language for health & safety, leaves of absence, job postings, layoff and recall.

Union Negotiating Committee: Diana Aldaz, Summer Ellis, and Organizing Representatives Jeffery Lu, Amy Tran, & Coordinator Rick Wauhkonen.

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Members at Metro Greenbank meet to ratify Retail grocery members from Metro Greenbank in Ottawa ratified a new contract on July 13, 2014, which includes a number of improvements.

End rates for both full and part-time increase by a total of $1.30 per hour over the life of the contract. In addition, full-time at the end rate receive two lump sum payments of $1,000 each, and part-time workers at the end rate receive two lump sums of $600 each. A new part-time wage scale will be implemented which takes into consideration any future increases to the minimum wage.

Vision care benefits now include an increase of $50 to eye exam coverage as well as $200 toward eye care per 24-month period. The coverage for orthotics/orthopedic shoes increases to $400 per two-year period and the safety shoe allowance improves to $100. Workers will receive a new drug card and the short-term disability (STD) pay increases by $50 per week. All unused sick days will be paid out in full.

Union Negotiating Committee: Amanda Cowell, Tracie Cowell, Dave Duman, Servicing Rep Jacques Niquet, & Union Rep Daniel Mercier.

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Metro Beechwood members ratify The 90 bargaining unit workers at Metro Beechwood have ratified a renewal collective agreement that will see end rates increase by a total of $1.55 per hour over the life of the contract. Workers also receive a one-time lump sum payment of $1,000 for full-time and $600 for part-time, in the fourth year of the deal. The wage grid has also been im-

proved to reflect the new minimum wage for the province.

The night shift premium increases to provide $1 per hour, and the safety boot allowance is now $100.

Effective January 1, 2015, health benefits improve to include a drug card, with reimbursement of 100% for generic drugs and 80% for brand name prescriptions, $50 toward eye exams, and extended benefits for treatments from physiotherapists and psychologists. Additional language allows workers with more than two weeks’ vacation entitlement, the option of breaking up one of those vacation weeks.

Union Negotiating Committee: Dominic Lalonde, Suzanne Parent, Sasha Ann Ryan and Union Rep Shannon Epp.

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Ratification for members at Metro Cumberland

On July 29, 2014, the retail grocery workers at Metro Cumberland ratified a renewal collective agreement. End rate wages increase by a total of $1.55 per hour over the life of the contract, plus workers receive a one-time lump sum payment of $1,000 for full-time and $600 for part-time in the fourth year of the agreement.

Effective January 2015, workers are entitled to new benefits including a drug card with 100% generic drug reimbursement and 80% for brand name prescriptions. Eye exams are now covered up to $50, and workers also benefit from $500 per year toward treatment through a Psychologist. Further improvements include a fifth week of vacation entitlement after 17 years’ service, an improved boot allowance of $100, and an increase of the Night Shift premium to $1 per hour.

Union Negotiating Committee: Jean Courchaine, Ronald Leblanc, Brad Morrice, and Union Rep Shannon Epp.

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Xactics employees vote yes to new contract Xactics workers in Cornwall r­ atified a new collective agreement on August 6, 2014. Workers’ wages increase by a total of 11% over the duration of the contract term. Hourly premiums increase to 60 cents per hour for Night Shift and 50 cents per hour for the Evening Shift. Employer contributions toward the workers’ health and welfare plan also increase by 11% over the life of the deal. The boot allowance increases over the contract term to reach $115 per year by the last year.

Employees entitled to a third and fourth week of vacation will have their vacation days credited on a pro-rated basis from their anniversary date to May 31 of the given year.

Union Negotiating Committee: Michel Cardinal and Union Rep Shannon Epp.

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TRAINING & EDUCATION Weeklong Paid Training In May and early June, Local 175 held its annual weeklong training programs for Stewards, Members and Health & Safety members. Participants came from across the province and represented a number of different sectors. Over the course of the week, each of the groups learned about their respective roles within the Union and the greater role of Unions in society. Applications are available online or through your Union Rep in early Spring each year.

Health & Safety Weeklong Training

Focus on Youth The annual UFCW Canada Youth Internship Program (YIP) took place from June 15 to 20 in Barrie.

This year’s participants included Local 175 members Shannon Kerr (Homewood Health Centre), Tara Khalsamehta (Windermere on the Mount), Donelda Murray (Quality Hotel Woodstock), and Andrew Trieselmann (Loblaws 1051).

These courses take place over a week and provide an excellent opportunity for the younger members of UFCW to learn more about the Union and the greater framework of politics and social justice in which Unions take part and affect change.

In July, Ryerson University launched its Jack Layton School for Youth Leadership, supported in part by UFCW Canada. Twenty-five people, aged 18-29, from the labour movement and advocacy groups took part in the pilot program, including Local 175 members Ashley Nesbitt, Anneela Lautan and Jennifer Johnston. The goal of the course is to teach young activists the skills they need to lead their generation into the future.

Stewards’ Weeklong Training

Members’ Weeklong Training

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“We need active, engaged youth who know what it takes to stand up for their rights,” explained President Haggerty. “This kind of program is vital to the future of working families and social justice.”

Action Centre opens for Quality Meat Packers & Toronto Abattoirs workers On August 5, 2014, the Action Centre opened for members of Local 175 at Quality Meat Packers and Toronto Abattoirs who have been affected by the closure of the pork processing facilities in downtown Toronto. The Centre, supported by the Union and the government, provides training such as resumé clinics, job search and other skills enhancement courses.

“This Action Centre is a great resource for our members,” explained Secretary-Treasurer Kelly Tosato, who was on hand for the grand opening. “It’s important that these workers get the support and services they need through this difficult transition.”

The Action Centre is located at 1130 Dupont Street, Toronto. Parking is available at the mall across the street. Members can visit www.ufcw175qmptalactioncentre.ca for information. Email ufcw175qmptalcoordinator@gmail.com or call 416-5310330 to reach the Action Centre Co-ordinator directly.

LEGAL NOTES

Zero Tolerance for Violations of Discount Policies

A recent decision from the Nova Scotia Labour Relations Board (NSLRB) confirmed that an employee who improperly uses an employee discount can be terminated.

HOTEL

The employee had 11 years of service with the hotel employer and was dismissed for cause when he used the employee discount improperly on behalf of a friend. The Employee Discount card had conditions attached to it that permitted a discounted room rate to certain classes of family and friends. The employee reserved rooms at the discounted rate, but the individuals staying in the rooms were not within the class of family and friends who were entitled to the discount rate.

In making its decision, the NSLRB noted that the retail sector is especially vulnerable to losses through policy breaches by employees. The NSLRB found that the employee knew or should have known the consequences for breach of the policy and that progressive discipline was not appropriate: The improper use of the employee discount policy is a breach of trust and misrepresentation that goes to the root of the employment relationship.

Some of our retail unionized stores have employee discount programs. Similar to the above case, these employers have a policy associated with the employee discount that an employee has to agree and acknowledge, often in writing.

A claim that the employee receiving the discount did not understand, read and/or could not remember the terms of the discount policy is unlikely to be persuasive before an arbitrator. In fact, in this case the NSLRB found that the employee could have asked questions about the employee discount policy.

Some losses from employee policy discount breaches can be quite minimal but this type of argument is also unlikely to be persuasive to an arbitrator. Courts and arbitrators have long recognized the importance of strict adherence to employee discount policies largely on the basis of the trust that is inherent in the employee/employer relationship as well as the privilege and trust in receiving an employee discount card.

If you receive an employee discount be aware of the policy and the terms that go along with it. The consequences of misusing your discount could be termination. And remember, friends don’t ask friends to use their employee discount improperly. | October 2014 21

FUNDRAISING Last year, Locals 175 & 633 members raised $300,000 to support the Leukemia & Lymphoma Society of Canada (LLSC). The nation-wide fundraising total for the year was $2.6 MILLION!! Locals 175 & 633 continue to be proud supporters of the LLSC and the important work they do to support patients & their families, fund life-saving research and raise awareness about blood cancers. For more photos from all of our events, visit www.ufcw175.com or Like us on Facebook. Thank you to everyone who donates so generously year-round. Your support is appreciated.

The Union hosted golf tournaments in Brampton, Thunder Bay, and Windsor this year. Thanks to all the golfers, sponsors and donors!. These tournaments raised a combined total of $43,522!

Peterborough Cares is a May long weekend event raising money for various charities. Locals 175 & 633 volunteers were at Morello’s YIG for a car wash, BBQ, silent auction and prize raffles, which raised a total of $8,700 for the LLSC. The annual Arts for Leukemia event in Ottawa is organized and run by Steward Franca Johnston (Ross’ Yig).

This event celebrates art and music while enjoying great treats and raising money for the LLSC. This year the event brought in $2,000.

On May 31, scrapbookers at the annual Scrapbook Crop in Cambridge enjoyed a great day full of treats, good laughs, make-n-takes and prizes. Thanks to all who brought donations and prizes, and gave so generously to help raise $1,800.

Over the Civic Holiday long weekend, Region 4 hosted its annual Canal Days fundraiser in Port Colborne. Volunteers collected donations for parking at the Food Basics lot throughout the festival and raised $4,365.

The annual UFCW Ride for a Cure wound through the beautiful back roads north of Toronto on August 9. This event has become a great tradition each summer and thanks to everyone who participated in and volunteered at the event, $10,000 was raised!

Members at Cargill’s Dunlop and Watson facilities in Guelph hold a BBQ, with prize raffles, each year with all money raised going to the LLSC. This year members raised $1,330.

At the Toronto Labour Day Parade, Local 175 member Tina DeLima from Pharma Plus 869 raised an amazing $4,020 in pledges for her walk in the parade! Thank you Tina!

And at the Cornwall Labour Day Picnic, members raised $4,551 for the LLSC!

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Hamilton

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Toronto