Checkout Magazine Winter 2020

CHECKOUT MAGA ZINE WINTER 2020 - VOL XIX NO 4

A member casts their ballot at a ratification vote for Cargill Dunlop Find this and more negotiation updates starting on page 10

What’s Inside UFCW LOCAL 175

UFCW LOCAL 633

President Shawn Haggerty

President Marylou Mallett

Secretary-Treasurer Kelly Tosato

Secretary-Treasurer Brian Kozlowski

Recorder Karen Vaughan

Recorder Julie Hinsperger

Executive Assistants Rob Armbruster Sylvia Groom Jim McLean HEALTH & SAFETY, WORKERS' COMPENSATION, and PAY EQUITY: Director: Sharon Kempf; Pay Equity Representative: Orsola Augurusa, Matt Davenport; Health & Safety Representative: Mary Shaw; Workers' Compensation Intake Representative: Georgina MacDonald; Workers’ Compensation Representatives: Joanne Ford, Phil Hames, Sarah Neath, Courtney Salomons

76 Welcome New Staff

8 Arbitration Win

10 20 Negotiations

15 10 Member Feature

16 22 Mental Health, COVID-10 and the Workplace

18 18 Members' Assistance Program

19 18 2020 Solidarity Scholarship Winners

20 18 Food Bank Donations

Arbitrator awards damages to terminated employee

9 Pay Equity Maintenance

and the Proxy Method

LEGAL: Director: Jane Mulkewich; Counsel: Shauna Fabrizi, Mary Hurley, Matthew Jagodits, Silvia Neagu, Kendall Yamagishi ORGANIZING: Director: Rick Wauhkonen; Organizing Representatives: Ricardo Bocanegra, Tim Hum, Jeffery Lu, Lionel MacEachern, Amy Tran; Organizing Apprentice: Ayesha Jabbar TRAINING & EDUCATION: Coordinator: Kelly Nicholas; T&E Representative: Russel Evans; Engagement & Media Relations Strategist: Tim Deelstra COMMUNICATIONS: Communications Representative: Laurie Duncan; Senior Communications Representative: Jennifer Tunney REGION 1: Director: Sandra Rogerson; Union Representatives: Alexander Stubbs, Tracy Stubbs REGION 2: Director: Angela Mattioli; Union Representatives: Farman Ali, Rick Daudlin, Casey Magee, Christina Mayberry, Tony Nigro, Sabrina Qadir, Meemee Seto; Servicing Representative: Sacha Edey

The Riverine, Cargill Dunlop, Coca-Cola, Pepsi, and more...

Meet Union Member Salina Patel

REGION 3: Director: Daniel Mercier; Union Representatives: Shannon Epp, Paul Hardwick, Kimberly Hunter, Dean McLaren, Joe Tenn; Servicing Representative: Sandra Proulx REGION 4: Director: John DiNardo; Union Representative: Tim Kelly; Servicing Representatives: Colleen Cox, Virginia Haggith, Jennifer Hanley, Nabeela Irfan, Arlene Robertson, Chris Watson REGION 5: Director: Jehan Ahamed; Union Representatives: Joce Cote, Ashleigh Garner, Mario Tardelli; Servicing Representatives: Rolando Cabral REGION 6: Director: Rob Nicholas; Union Representatives: Sam Caetano, Dave Forbes, Jason Hanley, Lee Johnson-Koehn, Mike Mattioli, Brad Morrison, Melody Slattery, Fred Teeple REGION 7: Director: Chris Fuller; Union Representatives: Diane Sanvido, Steve Springall; Servicing Representatives: Dan Bondy, Todd Janes REGION 8: Director: Derik McArthur; Union Representatives: Jeff Barry, John Beaton, Richard Eberhardt, 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: 905-821-8329 TOLL FREE: 1-800-565-8329 FAX: 905-821-7144

Contact info & details HAMILTON OFFICE 412 RENNIE STREET HAMILTON, ON L8H 3P5 TEL: 905-821-8329 TOLL FREE: 1-800-565-8329 FAX: 905-821-7144

LEAMINGTON OFFICE 261 ERIE STREET SOUTH LEAMINGTON, ON N8H 3C4 TEL: 905-821-8329 TOLL FREE: 1-800-565-8329 FAX: 905-821-7144

OTTAWA OFFICE 102-177 COLONNADE ROAD OTTAWA, ON K2E 7J4 TEL: 905-821-8329 TOLL FREE: 1-800-565-8329 FAX: 905-821-7144

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: 905-821-8329 TOLL FREE: 1-800-565-8329 FAX: 905-821-7144

THUNDER BAY OFFICE UNIT 206A 1000 FORT WILLIAM RD THUNDER BAY, ON P7B 6B9 TEL: 905-821-8329 TOLL FREE: 1-800-565-8329 FAX: 905-821-7144

UUWO

President’s Message

Shawn Haggerty

Resiliency, compassion, and the continued fight to protect working people This past year has tested all of us in many ways; especially what we’re willing to sacrifice for our jobs versus our well-being. Our priorities, our expectations, and our fears have all been put into clearer view.

Your Union continues to push for solutions for pandemic pay and helping workers achieve permanent improvements.

This year, the UFCW Canada Ontario Provincial Council (OPC) submission to the province regarding the Ontario budget included a number of ways the government could do better to protect working people. You can read the Union’s full budget submission at bit.ly/ Ontbudget2020.

Among the proposals we made was legislating 10 paid sick days per year, which is an important step needed to protect the income and health of all working people. Ten paid sick days for all workers would mean not having to make the choice between staying home ill or earning a pay cheque.

But no such thing was included in the budget, which the government released on November 5, 2020.

Additionally, the budget made no mention of substantial minimum wage increases; no provincially mandated pandemic pay; no permanent improvements to wages in healthcare.

The only item from our submission that the government addressed was providing a four-hour minimum of care for clients in long-term care homes.

But, the timeline put forth? Several years. The budget for it? Not clear.

The NDP has twice put forth Bills to improve minimum standards for long-term care. MPP France Gélinas (NDP, Nickel Belt) first introduced legislation in April 2016, and again in 2017 after the prorogation of parliament.

The latest, Bill 13, was put forth as a Private Member’s bill by MPP Teresa Armstrong (NDP, London Fanshawe). Bill 13 just passed its second reading on October 29 – almost two and a half years after its first reading.

Our healthcare workers need immediate help. Immediate doesn’t mean three or four years down the road.

We didn’t need another commission to tell us what has been clear for a long time: Ontario’s long-term care system is in trouble. Patients and workers have been bearing the brunt of it all for years while for-profit owners continue to rake in profits.

We can applaud the $3 per hour increase for Personal Support Workers (PSWs) but that celebration – much like the increase – is tempo-

rary. Making the increase temporary reminds those workers that the government only cares when the government’s reputation is on the line. And having the increase apply to only some healthcare workers is a slap in the face to the rest of the industry, too.

Visit the link at the bottom of page 5 to add your voice to the call for permanent substantial improvements to the entire healthcare industry.

It takes less than a minute to use our auto-emailer to reach out to your MPP, no matter which party they belong to, and let them know that you want our healthcare system funded properly and immediately.

This year has demonstrated, without doubt, that many employers, particularly the millionaire or billionairelevel CEOs, won't hesitate to sacrifice workers in order to secure their own continued status and income.

But this year has also shown that it’s not the government holding our economy and society together with press conferences or commercials patting themselves on the shoulder.

It’s not the employers who talk about the ‘heroes’ that work for them while at the same time eliminating pandemic pay and pocketing record profits. . . . continued on page 5

Secretary-Treasurer’s Message

Kelly Tosato

Health and safety in the workplace during COVID-19 Health and safety concerns continue to be the most pressing issue for our members right now.

elected them – the very people continuing to work day in and day out through this pandemic.

Navigating the ever-changing, confusing, and sometimes conflicting information put forth by government, health officials, and employers can be frustrating. Your employer should be abiding by any and all regulations for personal protective equipment (PPE) and other health and safety measures such as cleaning, maximum number of customers or people in an indoor space, and more.

Among other things, we asked for both branches of the government to increase minimum wage, legislate pandemic pay, and to improve funding for healthcare and make long-term care part of the public healthcare system. In addition, and similar to the UFCW’s submission on the provincial budget, the letter to Premier Ford included the need for 10 paid sick days per year for all workers. Find the full content of the letters at bit.ly/ufcwopenletters.

Above all else, you should be as confident as possible at work with the PPE you, your co-workers, and visitors or customers are wearing.

Please speak up if you have any concerns. You can talk to your workplace Health & Safety Reps, your Union Stewards, or your Union Representative.

Members continue to wonder why employers haven’t reinstated (or in many cases, paid any) pandemic premiums. It’s infuriating to see a number of these employers continue to report record profits and increased shareholder dividends while refusing to pay the true “heroes” anything more than they have to.

At the end of October, the Union sent open letters to the federal and provincial governments demanding they step in to do their part and fight for the constituents who 4

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When it comes to working through this pandemic, if you believe you’ve contracted COVID-19 through work you should file a WSIB Claim.

The Ontario Workplace Safety and Insurance Board (WSIB) reports that as of November 20, 2020, the number of allowed claims related to COVID-19 was 6,596. It’s important to file the Form 6 for a WSIB claim if you contract COVID-19 at work. Given the long-lasting side effects that some patients with the virus experience, it’s very important to make sure you get your WSIB claim in if your positive COVID-19 test is a result of work.

The WSIB has also received more than 3,800 exposure forms. That form, called a Program for Exposure Incident Reporting (PEIR) form, is something workers should fill out to report a known exposure to the virus at work. You don’t need to have symptoms or a positive test

result. The PEIR is about establishing timelines and may become extremely important for any future claims.

Read more about COVID-19 exposure in the workplace by scanning the QR code here with your phone's camera to read an article we published earlier this year. As always, if you have questions you can speak to you Union Representative.

For the next little while, all in-person courses, conferences, and seminars will continue to be postponed.

We are conducting in-person meetings such as ratifications and grievances when necessary and where municipalities allow such meetings.

As you can see on our cover and on page 13, some creativity is needed to conduct large meetings like the ratification vote for Cargill Dunlop that took place at a drive-in.

I know we all hope to get back to some version of normal life next year – the sooner, the better. And I know that some things will forever be changed. But throughout the holidays and beyond, I hope we can all continue to find the compassion and empathy necessary to rely on each other and weather this storm.

Take care of each other and enjoy a safe and happy holiday season.

In Solidarity, Kelly Tosato treasurer@ufcw175.com

continued from page 3 . . .

It’s you – our members – who keep us all moving forward day by day.

So, as we enter the holiday season, know that your communities are thankful for the work you do and your dedication to keeping them safe, fed, and cared for.

You face rude belligerent customers. You face crowded productions lines and work spaces wearing restrictive PPE amidst physical barriers and new protocols. You hold the hands of those who are dying whose loved ones are unable or not allowed to visit them.

I hope you can all find a way to celebrate and spend time with your families and loved ones in the safest way possible. Take care and be safe.

You feel the call to keep working even under the most difficult of circumstances because you know your jobs are vital – and I thank you for that.

And while I know you don’t hear it every day, I know I’m not alone in thanking you for that.

In Solidarity, Shawn Haggerty president@ufcw175.com

ADD YOUR VOICE to the call for

SUBSTANTIAL PERMANENT increases for all healthcare workers.

Use our quick and easy form to send a message to your Member of Provincial Parliament (MPP).

Go to www.ufcw175.com or scan the QR code below with your phone.

Winter 2020

5

Welcome New Staff Ayesha Jabbar has joined the Local Union as an Organizer after a long history of working and volunteering in the healthcare sector.

At Planned Parenthood of Toronto, Ayesha worked on health promotion, and she also worked with other agencies to support and advocate for better access to care for those living with mental health issues as well.

Most recently, Ayesha worked in long-term care supporting geriatric residents and their families through the COVID-19 pandemic.

“No matter what job I do, the core of my heart is in social justice and activism,” said Ayesha.

Ayesha became active in the labour movement by getting involved in her local Union and working with the Workers’ Action Centre. That experience shed even more light

In October, Sacha Edey joined the Local Union as a Servicing Representative in Region 2.

Sacha comes from Strides Toronto (formerly East Metro Youth Services) where, after many years of working in a non-unionized environment, she was a key member in organizing with Local 175 in 2018.

Sacha then became a member of the negotiating committee working to achieve the members’ first collective agreement in 2019. As a Steward, Sacha worked hard to ensure the strength of the membership within the workplace.

“I am excited to begin this new journey with UFCW because I know they strive for dignity, respect and equity for all their members,” said Sacha. “UFCW believes in fairness, equality and social justice and all of these things are so important to me and align with my core values.”

Sacha is a Registered Psychotherapist with the College of Registered Psychotherapists of Ontario (CRPO) and holds an honours diploma in Child and Youth Work from 6

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on the demands, stress, and often toxic work environment that many workers experience. She also developed a clear understanding of how structural change is possible when workers form unions, support one another, and improve their understanding of how the political climate can work for, or against, working people.

“I am so excited to be joining UFCW and organizing workers. I feel that I am finally in my element and am able to organize to create systematic change”.

Ayesha enjoys spending time with family and friends and always take the time to instill social justice principles into her three-year old daughter.

“We have to create leaders for the future and often that can begin at home with our families,” said Ayesha.

“Marching around the dining table screaming smash the patriarchy is a start.”

"Ayesha brings a wealth of experience of healthcare activism and advocating for social justice," said President Haggerty. "The membership will certainly benefit from her commitment to bettering the lives of working people."

Centennial College. She has over 15 years of experience as a Child and Youth Counsellor in various settings such as group homes, adolescent psychiatric inpatient units, and children’s mental health agencies.

Through her work, Sacha used mental health support, behaviour modification strategies, crisis and case management, and advocacy to provide care for children, youth and families who have social, emotional or behavioural issues. Sacha used a strength-based approach and antioppression lens to address issues such as depression, anxiety, emotional regulation issues, family conflict and trauma. Using her knowledge and skills, Sacha helped her clients and families be more resourceful and confident in maintaining their overall well-being.

Sacha also has a passion for youth and social justice, and addressing systemic issues. “Integrity is important to me,” said Sacha. “I take great pride in being honest, reliable, and having ethical work principles. I believe in fair and equitable treatment in all workspaces, and I value cultural competence.”

"Sacha was an integral part of bringing Union representation to her co-workers at Strides," said President Haggerty. "I know her passion and work for social justice will fuel her in her representation of the members of Locals 175 & 633."

The Workers’ Compensation Department recently welcomed Courtney Salomons as a new Representative.

After she received her diploma in Educational Assistant-Special Needs Support from Niagara College, Courtney worked in a Residential Group Home for 13 years as a Development Support Worker.

As an employee at the home, Courtney was a member of CUPE, and in 2014 she decided to become a Union Steward. Courtney was elected as the Joint Health & Safety Committee (JHSC) Co-Chair Certified Workers’ Rep, and in 2017, her co-workers elected her as their Chief Steward.

She served a two-year term as an elected Trustee for CUPE Ontario’s Developmental Sector and sat as a member of the bargaining committee for the sector as well.

As the Elected Co-Chair for the ‘Communities Not Cuts’ Committee for the Niagara District CUPE Council, Courtney organized direct community actions to raise awareness about Bill 124 and the harmful cuts made by Doug Ford. In this role, she also worked alongside other local community groups to fight for fairness for workers.

Courtney regularly attends rallies to support causes to improve the lives of working people, such as Time to Care, Power of Many, 15 & Fairness, Migrant Workers’ Rights, and more. She has also volunteered during municipal election and Federal NDP election campaigns.

“I’ve always been passionate about workers’ rights and I believe in being an ally in the fight for equality,” said Courtney.

In her spare time, Courtney loves to read, spend time with her two dogs, and looks forward to the time when she can enjoy live music venues again.

“Courtney is a welcome addition to the Local Union,” said President Haggerty. “Her years of experience in the labour movement and dedication to workers’ rights are great assets that will serve her well in representing members of the Union with WSIB appeals.”

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Winter 2020

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Arbitration Award Arbitrator cites discrimination and failure to accommodate in decision to award damages to terminated employee In November, the Local Union received a favourable arbitration decision that put much deserved money back in the pocket of an employee who had been injured at work and fired.

A bit about the case As a new employee at the Copper River Inn in Fort Frances, the Grievor had been scheduled at a rate of three eight-hour shifts per week. But on their fourth day of employment, the Grievor fell on a wet floor in the employer’s facility which resulted in a workplace injury.

After filing a WSIB claim, which the WSIB accepted, the Grievor spent several weeks in recovery before returning to work. The WSIB paid the worker their lost wages for that time. Upon returning to work, the Grievor presented a WSIB Functional Abilities Form (FAF) specifying restrictions such as no extended standing, walking, lifting, etc. The Grievor completed their first full eight-hour shift but began experiencing pain halfway through.

The employer then continued to schedule the worker even more hours than they worked previous to the injury. It was not a schedule the employee could maintain given the amount of pain they experienced and the Grievor asked to return to three eight-hour shifts per week.

While enduring pain throughout their shifts, the Grievor continued to report to work and carry out their job which required interaction with the public on a regular basis.

Following a few weeks of too many shifts spent in pain, the Grievor contacted the WSIB for direction on what to do. They WSIB instructed the Grievor to go to physiotherapy. Following that appointment, the WSIB report from that time indicated that the Grievor required modified four-hour shifts, in addition to a number of physical restrictions, in order to return to work.

The Grievor took this form to the employer and, following that, the employer scheduled a modified four-hour shift as per the form. The Grievor was then advised, however, that their next shift would be an eight-hour one.

Several days later, the Grievor received two phone calls from the employer within a half hour of each other. The first call was to inquire about an error they alleged the Grievor made at work, and the second to terminate their employment for poor work performance.

The Grievor was confused as to why they would be terminated for poor work performance when no one had brought any complaints to their attention before that call.

Further confusing the situation was that the employer denied receiving the WSIB forms containing the Grievor’s restrictions and modified work requirements.

Not only did the employer have full knowledge of the injury the employee suffered, as it had happened on their property, but the employer’s denial of having the documents doesn’t negate its responsibility to ensure they have the necessary

information to accommodate the injured worker.

The Decision Arbitrator Randall sided with the Grievor’s testimony and recollection of the events that took place and awarded $20,000 in damages.

The decision stated that the employer’s failure to do its part to inquire with and obtain any information on the employee’s disability was egregious. With respect to the employer’s claim that it fired the employee because of poor work performance, Arbitrator Randall found:

“The Grievor had to put up with being portrayed as lacking charisma and flair in circumstances where [they were] fighting through pain that the Employer willfully turned a blind eye to because it breached its procedural duty to accommodate the Grievor.”

“This case was so clearly a termination based on discrimination, and the employer completely abandoned its responsibilities under the Workplace Safety & Insurance Act,” said President Haggerty. “It was a long road for this arbitration but it was worth the time and effort to achieve this substantial outcome for the Grievor.”

Pay Equity Maintenance and the Proxy Method

Pay equity is a fundamental human right to ensure “equal pay for work of equal value.” In 1987, the Ontario government implemented the Pay Equity Act to redress systemic gender discrimination in compensation for jobs typically and historically performed by women. In other words, pay equity is meant to correct decades of ‘women’s work’ being undervalued and underpaid.

Certainly, women who are represented by Unions at work have an advantage; they have the ability to bargain wages and a collective agreement, and they have the resources to hold employers accountable under the law.

In addition, the Pay Equity Act requires certain employers to negotiate pay equity plans with Unions. In doing so, the process becomes more inclusive and transparent. Many gains have been made as a result.

Although the Act has been in effect for more than 30 years, the reality is that the fight for equity is not over, particularly for those in the broader public sector with job classes mainly held by women.

To address the inability to compare women’s job classes in some of these workplaces, the government introduced the Proxy method in 1993. This method allowed a comparison between job classes held largely by women in one establishment with other job classes largely held by women in a different establishment where pay equity had already been achieved with compa-

rable jobs held by men. The Proxy provisions of the Act applied to all employers in the public sector that had employees on July 1, 1993 and is set out in Part III.2 of the Act. Once an employer achieves pay equity, the Act requires that it be maintained. But the issue of how to maintain pay equity through the proxy method has been an ongoing issue for years.

The dispute centres around whether workplaces that used the proxy method to achieve pay equity initially, must continue to use the external proxy comparators to maintain pay equity.

In 2019, the Ontario Divisional Court overturned an earlier decision made by the Pay Equity Hearings Tribunal with regard to this dispute. The Divisional Court determined that employers that had established pay equity through proxy continue to have access to a male comparator in order to maintain pay equity.

Following that court decision, the ‘Participating Nursing Homes’ (employers) in the original case and the Ontario government launched an appeal. This appeal only acts to further delay the pay equity that these healthcare workers rightfully deserve. The Ontario Court of Appeal heard the matter on October 6 & 7, 2020, and a decision is expected in the coming months.

our Personal Support Workers (PSWs) and Nurses heroes, but his public comments have not been met with any real, permanent legislative improvements as of yet. And a reminder, that Ford’s Progressive Conservative government enacted Bill 124 just last year, which prevented public sector workers – including many healthcare workers – from receiving wage increases of more than 1% per year for at least three years.

To learn more about Bill 124 and why Your Union joined a coalition to file a constitutional challenge against the legislation, scan the QR above with your phone.

Ford is not willing to stand alongside these and other healthcare workers to fight for real economic equality. Even the recent announcement of a temporary wage increase of $3 per hour for PSWs is not the same as a permanent pay equity increase.

A permanent increase would recognize the legacy of this undervalued work, and the real skill, effort, responsibility, and working conditions of what is historically and currently still predominantly women’s work.

This gender inequality is what Unions are fighting to address.

From the start of the COVID-19 pandemic, Premier Ford has called Winter 2020

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Negotiation Updates Wage & benefit improvements for Holiday Inn Express North Bay members Members at the Holiday Inn Express North Bay achieved a new three-year agreement at a vote held October 27, 2020.

In a year that saw the hospitality industry hit hard by the COVID-19 pandemic, the Union Negotiating Committee was able to achieve a number of improvements.

While the parties did make use of a Conciliation Officer briefly, the Committee worked hard to bring a fair agreement to the members for their vote.

Members receive wage increases in each of the three years in the collective agreement term: • 0.75% in year one; • 1.25% in year two; • 1.5% in year three.

In addition, the wage grid improves for new employees with a new progression between probation and reaching the one-year mark.

Members will also benefit from increased call-out and reporting hours to four hours instead of three.

The Health & Welfare plan will now be provided through the UFCW Benefit Fund. Members also gain some improved coverage including short-term disability and improved dental coverage. In addition, the employer will now pay the full cost of the plan premiums, which eliminates the previous copay. This will put $12.25 per week back in the pockets of the members.

The employer agreed to pay 100% of the cost to print collective agreements, and 100% of the cost for the first nine days spent in negotiations, conciliation, or interest arbitration in the next round of bargaining.

Further improvements include some housekeeping language changes and improvements to the discipline policy.

Union Negotiating Committee (l-r): Cathy Legault, Union Rep Richard Eberhardt, Talia Foster, Union Rep Jeff Barry, and Nikki Poulin.

This three-year collective agreement provides protection for the 26 hospitality workers at the hotel.

Coca-Cola Barrie members achieve deal with no concessions despite tough round of bargaining On October 4, 2020, members at Coca-Cola in Barrie ratified a new collective agreement. It was a tough round of bargaining as the employer wanted a number of concessions on items such as overtime language, sick pay, and rates for new hires.

Despite this, the Union Negotiating Committee worked hard and achieved an agreement that contains no concessions. The ratified deal includes wage increases and good language for banking overtime as well.

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Union Negotiating Committee (l-r): Dean Baggs, Mark Edwards, Brad Nixon, Steve Bryce (Union Rep Derek Jokhu not pictured).

In the improved overtime language, employees may now bank up to 60 hours of overtime per year. Employees can use that banked overtime for days off, or in lieu to prevent layoff. Any hours remaining unused at the end of the calendar year will be paid out in full.

Over the agreement term, employees will see across-the-board increases totalling $3.87 per hour.

This collective agreement covers more than 100 full-time and parttime/temporary employees at the Coca-Cola facility in Barrie.

Huntsville District Nursing Home members ratify In this round of bargaining for the members at Huntsville District Nursing Home, the Union sought the assistance of a Conciliation Officer to deal with the impact of Bill 124 on these negotiations.

Ford’s PC government enacted Bill 124 last year to limit wage increases for the public sector, including many healthcare workers, to only 1% per year for at least three years.

Your Union believes Bill 124 violates collective bargaining rights enshrined in the freedom of association guarantee of the Canadian Charter of Rights and Freedoms.

Read more about the charter challenge to fight back against Bill 124 at bit.ly/bill124charterchallenge.

The Committee did however negotiate to have monetary reopening language should the Bill be found unconstitutional.

The employer had also sought concessions at the start of bargaining, including introducing a casual classification, capping overtime, removing paid sick days for part-

Union Negotiating Committee (l-r): Andrea Gaian, Estelle Frank, Pam Brown, and Joyce Vicaire.

time employees, reducing benefits, and more. In the end, the Union Negotiating Committee stood strong to achieve a recommended memorandum of settlement with zero concessions.

Wages improve for all classifications by 1% in each of the three years of the agreement term. This includes retroactive increases dating back to the expiry of the previous contract. Members benefit from improved weekend shift premiums which will increase to 45 cents per hour, up from 35 cents, over the agreement term.

Another monetary improvement shifts the uniform allowance to

provide 7 cents per hour worked.

Previously, the allowance was a flat rate of $115 per year for full-time and $57 per year for part-time.

Other improvements include sick pay payout based on the calculation of sick pay remaining, and improved health and safety language.

The three-year agreement, which members ratified on November 16, 2020, provides protection and representation for more than 60 healthcare workers at the Home.

Union Negotiating Committee: Pam Brown, Estelle Frank, Andrea Gaian, Joyce Vicaire, Union Rep Derek Jokhu, and Executive Assistant to the President, Sylvia Groom.

First agreement achieved by members at The Riverine Employees at The Riverine retirement home in Napanee achieved their first collective agreement in November. Negotiations for this contract took place almost entirely on Zoom.

The agreement enshrines all leaves under the Employment Standards Act, a grievance and arbitration procedure, just cause protection, seniority for job postings, vacation scheduling, and much more.

In each year of the three-year term, members will receive raises of 2% beginning on April 1, 2020. Effective April 1, 2021, housekeeping,

room attendant, prep cook, and dietary classifications will receive an additional 25 cents per hour on top of the 2% increase. These classifications will receive a further 25 cent per hour raise in April 2022 on top of the percentage increase.

In the third year, the employer will pay 65% of the healthcare premiums, up from 60%, which will help put some money back in the pockets of employees. A new uniform allowance will also help offset some costs for the members.

Going forward, part-time employees may now participate in the

health and welfare plan, as well as the pension plan. Additional language provides paid sick days, and two more paid statutory holidays enshrined in the agreement.

Members benefit from an additional week of paid vacation entitlement after 20 years of service as well.

The agreement, which members ratified unanimously on November 3, 2020, covers approximately 35 full and part-time employees.

Union Negotiating Committee: Roxeanne Brownlee, Lisa Leclaire, Jan Paterson, and Union Rep Dean McLaren.

Members at Breakaway Addiction Services achieve new agreement On October 21, 2020, the members at Breakaway Addiction Services in Toronto ratified a three-year collective agreement.

The Union Negotiating Committee achieved a number of improvements that were important to the members.

In the ratified agreement, members will benefit from an additional week’s vacation after 11 years of service. They can also now use up to $250 of their annual Professional Development funds as a donation toward the Black, Indigenous, and People of Colour (BIPOC) group at the workplace. In addition, each member may use up to $500 of their Professional Development funds each year toward the cost of counselling, mileage reimbursement, and meal allowances.

The definition of family throughout the agreement now includes the term ‘chosen family’ and the agreement will now use gender neutral language.

Members may now use their sick days for appointments for the employee or their family.

Language improvements reduces the qualifying time required for benefits by three months for new employees. Now, employees qualify for benefits after three months of service instead of the previous six months. In addition, there are language improvements around the Labour-Management Committee.

The three-year collective agreement covers the 21 full-time employees who make up the bargaining unit at Breakaway Addiction Services.

Union Negotiating Committee: Stephan Chatterton (above), Gordon Seaman, Kai Somerville (top), Claudine Tran, and Union Rep Casey Magee.

Karma Candy members achieve new agreement On October 3, 2020, members at Karma Candy ratified a new threeyear collective agreement.

The Union negotiating committee worked very hard to secure increases while maintaining existing language for benefits, pension and monetary items. They also achieved a pay equity letter to establish a committee whose time spent will be paid by the employer.

Members will benefit from new language regarding daily transfers.

This provision will allow members to maintain their rate of pay when transferred to different duties. The company’s previous practice was to adjust the rate to reflect the duties assigned, instead of the worker’s regular classification rate.

Over the term of the ratified agreement, members will receive general increases totalling 60 cents per

hour. Specific classifications will improve by between 15 cents to one dollar per hour over the three-year term. Other monetary improvements include an increased safety boot allowance of $135, the recognition of Family Day as a paid holiday, and a new training premium.

Karma Candy employs more than 102 bargaining unit members, of whom many have a long length of service with the company.

Union Negotiating Committee: Eduardo Capulong, Mariana Fernandes, Irene Tassone, and Union Rep Lee Johnson-Koehn.

Cargill Dunlop members ratify four-year agreement On Saturday November 7, 2020, the approximately 960 members at Cargill Dunlop in Guelph ratified a new four-year collective agreement.

Over the term of the agreement, wages will increase by $1.90 per hour, with Level 2 Maintenance wages increasing by $4.40 per hour.

Payments are also retroactive.

Additionally, several classifications will be bumped up to the next higher pay band in addition to receiving the general wage increases.

Initially the company proposed language changes that would remove overtime payments and reduce the period for Short-Term Disability (STD) coverage. The overtime language has been in the agreement for over three decades. The Union Negotiating Committee was happy to report that they were in fact able to negotiate an increase to the STD plan payments from $485 to $525, as well as maintain the overtime payment language. There is also an increase to the tool allowance, to $500 per year, and bereavement language improvements.

Union Negotiating Committee: Navidad Talbot, Paul Alexander, Tom Wheeler, Shawn Jones, Bryan Dennis, Bob Munro, Collin Docherty, Darren Nowak, Andy Croft and Union Rep Sam Caetano.

In another first for this extraordinary year, the ratification meeting and vote for Cargill Dunlop members took place at a local drive-in movie theatre. The memorandum was heard by members in their vehicles using the drive-in’s radio frequency. We did have one member whose battery went dead during the process, but in true union family fashion, another member was quick to help out and they were soon up and running.

Union Pro Sportswear members achieve premium pay during states of emergency in new agreement On October 5, 2020, members at Union Pro Sportswear ratified a new three-year agreement. The new agreement now contains language to officially recognize any new paid holidays introduced by the government. In addition, all language in the agreement is now gender neutral.

a reduction in the years of service required to achieve improved vacation entitlements. Also, the retirement payment will increase from $750 per year of service to $1,000 per year of service. In addition, members will now receive five paid sick days, up from four, per year as well.

Wages will improve by 50 cents per hour in each year of the agreement term. In addition, the employer will pay a premium of $2 per hour for all hours worked during any declared state of emergency. Members will benefit from

Union Negotiators: Union Reps Todd Janes and Christina Mayberry.

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Ratified collective agreements at Pepsi Hamilton and Pepsi London Following a difficult round of bargaining, Pepsi Hamilton members ratified a new three-year collective agreement on October 3, 2020. The offer presented to the membership was a final best offer from the company, which was recommended by the Union Negotiating Committee.

The agreement includes Voluntary Severance Packages (VSPs) of $25,000 available to active full-time employees who choose to sever their employment with the company.

These packages will remain available until all have been used.

An improved combined Boot and Uniform allowance – of $550 for inside workers and $600 for outside workers – gives members the choice on how to spend the money on those items in each contract year. Members also benefit from an improved tool allowance of $330 per year, up from $275.

Wages improve through lump sum payments and rate increases over the course of the agreement. All full-time employees receive a $500 lump sum in year one. In year two, full-time rates go up by 50 cents per hour, and in year three rates increase by another 55 cents per hour.

Effective September 1, 2020, the company shall pay 100% of the premium costs for the 35% ‘Core’ LongTerm Disability (LTD) Benefit. This cost is equivalent to about 50 cents per hour worked and it means that the employer nows assume any increases to those premiums.

Members also benefit from enhanced shift premiums. Employees assigned as Lead Hand receive an additional 15 cents per hour, bringing the rate to $1.40 per hour, as of October 3, 2020. This premium increases by an additional 10 cents 14

Checkout Magazine

Pepsi London Negotiating Committee (l-r): Mark Sop, Paul Lekx, Mike Mackenzie, and Ian Scanlan.

per hour in the second year and again in the third year of the agreement. The Training premium improves to 65 cents per hour in September 2020, and to 70 cents per hour in September 2021. Employees working more than two hours beyond their regular eight or 10hour shift get a meal allowance of $12.50.

The pension multiplier for members improves to $57 per month and it will apply to service starting September 1, 2020. The employer will contribute $1,250 per year toward the UFCW Local 175 Training & Education Fund.

This collective agreement covers 26 full-time employees at PepsiCo Hamilton.

Union Negotiating Committee: Dan Gratton, Glydon MacDonald, Jonathon Smith, and Union Rep Jason Hanley.

On October 7, 2020, members employed at Pepsi London ratified a new three-year collective agreement as well. The agreement includes provisions for several VSPs. One $25,000 VSP will be available in 2021, and three more will be available in 2022. VSPs will be offered by seniority to members with at least 20 years of service.

Similar to the Pepsi Hamilton agreement, a combined Boot and Uniform allowance will provide warehouse workers with $550 and outside workers with $600 per con-

tract year. New posting language ensures every vacancy will be posted and filled in accordance with the collective agreement.

In year one, employees receive a lump sum of $1,000. In year two, rates increase by 50 cents per hour, and by another 55 cents per hour in year three. The shift premium will improve by 15 cents per hour.

Members benefit from an improved Pension Multiplier which increases to $65 per month as of March 1, 2020, and will apply to service dating back to March 1, 2019.

Effective January 1, 2021, the company shall pay 100% of the premium for the 35% Core LongTerm Disability (LTD) benefit. This will save employees 34 cents per hour. Going forward, new language protects members from paying for future increases to the premium cost as the employer will now assume that responsibility.

Other monetary improvements include $30 more per year for employees’ tool allowance. The employer will contribute $750 per year toward the UFCW Local 175 Training & Education Fund.

This agreement covers 55 bargaining unit employees at Pepsi London.

Pepsi London Union Negotiating Committee: Paul Lekx, Mike Mackenzie, Ian Scanlan, Mark Sop, and Union Rep Lee Johnson-Koehn.

Salina Patel works as a Pharmacy Assistant at the Rexall in Port Elgin.

Salina says it is nice to belong to a Union, especially when people need help, they have someone to go to.

She appreciates that regular wage increases, vacation and sick days have been negotiated for her and her co-workers.

Three young children keep Salina busy when she isn't working and in her free time she loves to read and watch movies.

Thank you, Salina, for being a valued member of the Union.

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Mental Health, COVID-19 and the Workplace As we move through these extraordinary times, we know this pandemic has taken and will continue to take a toll on our working lives, our families and friendships, and our emotional and mental health.

For some, shutdown has been a time to stay home, learn a new skill, and spend time with family.

For others, shutdown has meant working from home while caring for children and loved ones, or sharing workspace with partners and spouses.

But for many – about 85% of our Members at Locals 175 & 633 whose workplaces were deemed essential earlier this year – shutdown meant continuing to work every day and adjusting to changing modifications and requirements as they happened.

Everyone has had to come to terms with how these changes have affected them emotionally, physically, and financially.

According to Workplace Safety North1: “In May 2020, a public opinion poll commissioned by [the Canadian Mental Health Association] CMHA Ontario showed that almost 70 per cent of Ontarians believe the province is headed for a ‘serious mental health crisis’ as it emerges from this pandemic.”

ThinkMentalHealth.ca, a partnership of Ontario health and safety and mental health associations, estimates that about 10% of Canadians suffer from anxiety disorders, the effects of which can range from mild to severe.2 And right now, workers with existing mental health concerns face the added weight of pandemic-related stress.

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Working in a Pandemic Whether you’ve continued to work or you’ve stayed off and may be deciding to return to work, this pandemic is a major stressor.

• Deciding to send children back to school and/or child care.

• Dealing with personal exposure in public or at work.

• Potentially caring for others who are ill or immune-compromised.

• Attending medical appointments.

• Limited ability or inability to attend physiotherapy or counselling services, which can have an additional impact on injured workers who are trying to return to, or stay at, work.

Signs Prolonged pain, anxiety, stress, or depression can hinder the body’s healing response and it can make a person physically sick.

Some small amount of anxiety is a useful biological reaction. Our brains are programmed to react with flight, fright, or to freeze in the face of acute stressors, so some anxiety can help us perform tasks or avoid dangerous situations.2 But staying at an increased level of anxiety is not healthy and there is no break when it comes to stress and anxiety about COVID-19.

• Financial concerns, and more.

You face it at work, take it home to your families, deal with it as customers and co-workers, see it in your news feed and on TV, and more.

Adding to all of this anxiety, is:

It is relentless.

• A constant bombardment of click-bait media reporting;

This stress might manifest itself as someone being more reactive; having a short fuse and little patience.

More serious consequences include high blood pressure, an increased chance of cancer and diabetes, depression, and more.

• Changing restrictions as some services reopen or close; • Conflicting information on social bubbles; • Different restrictions with our municipalities, and; • A lack of real guidance from elected officials.

As these stressors add up, we are seeing a shift to chronic stress and anxiety.

Depending on the individual anxiety can appear in different ways.

Many describe anxiety as a wholebody experience, including the symptoms listed on the right, from Health Link BC.3

1Return to the Workplace: A psychological toolkit for heading back to work. (n.d.). p. 5 Retrieved November 17, 2020, from https://www. workplacesafetynorth.ca/sites/default/files/uploads/CMHA_ReturnToWorkplace-Toolkit_EN-Final.pdf 2 Think Mental Health: Understanding Anxiety Disorders. (n.d.). Retrieved November 17, 2020, from http://thinkmentalhealth.ca/anxiety-disorders/ 3Anxiety. (n.d.). Retrieved November 17, 2020, from https://www.healthlinkbc.ca/health-topics/anxty

If you or someone you know is in crisis, please contact the appropriate services immediately – there are crisis hotlines in most communities – or call 911 if you need immediate intervention.

What does anxiety look and feel like?

• Trembling, twitching, or shaking.

• Feeling of fullness in the throat or chest.

• Breathlessness or rapid heartbeat.

• Light-headedness, dizziness.

• Sweating or cold, clammy hands.

• Feeling jumpy.

• Muscle tension, aches or soreness.

• Extreme tiredness.

• Sleep problems.

• Restlessness, irritability, feeling on edge.

• Worrying too much.

• Fearing that something bad is going to happen; feeling doomed.

• Inability to concentrate; feeling like your mind goes blank.

• Plus, often people who experience anxiety will hesitate to connect with their support systems including family and friends.

Help and Support We are all in crisis right now. When people are in crisis, it can be difficult for them to take in new information, control their reactions, and handle additional stress.

Cashiers and retail clerks get screamed at by customers just for trying to do their jobs. Healthcare workers face upset families and loved ones whose ability to visit and care for their loved ones is limited. Workers in the supply chain often feel overlooked because their job does not have a public face. These experiences create an atmosphere of helplessness.

First, show that you care enough to support workers: wear a mask and adhere to safety procedures to help protect workers and yourself.

Start a conversation with your cashier, thank them for their work and wish them a wonderful day.

Show patience and understanding to healthcare workers and let them know you recognize their dedication. Tell someone who works in a less public part of the supply chain that their work matters.

Remember that many people, including injured workers who may be returning to work or who have job accommodations, have existing mental health concerns and that this pandemic only serves to exacerbate their symptoms.

As co-workers, friends and family, and as community members, we need to create an atmosphere of safety, support, and compassion.

We need to check in and start conversations with each other. We need to make kind gestures, big or small, whenever possible.

Please make use of the Local Union’s Membership Assistance Program (MAP) which you can find information on in this issue on page 18 or visit ufcw175.com/assistance You can also contact 211 Ontario (211 by phone or 211ontario.ca) for resources as well.

If you have questions about health and safety at work, please speak to your Joint Health & Safety Committee, Union Stewards, and your Union Representative.

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MEMBERS ASSISTANCE PROGRAM CONFIDENTIAL REFERRAL SERVICES

YOUR UNION OFFERS A MEMBERS ASSISTANCE PROGRAM (MAP) THROUGH LABOUR COMMUNITY SERVICES The MAP is available to help members through difficult times by connecting you with the appropriate professional assistance as close to your community, and as soon, as possible.

Locals 175 & 633 members have access to this confidential service providing counselling referrals to professional services for issues such as substance abuse, spousal abuse, mental wellness, financial stress, grief, child care, affordable housing, and more.

CALL SHARON @ LABOUR COMMUNITY SERVICES 416-977-6888 OR 1-877-801-7762 FRENCH LANGUAGE SERVICES ARE ALSO AVAILABLE

W W W.U F C W175.C O M/A S S I S TA N C E

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2020 Solidarity Scholarship Winners Congratulations to this year's winners of the Solidarity Scholarship! This year's cheque delivery will be by mail in most areas. We'll be posting photos of our winners to Facebook and Instagram as they come in. To find out more about the annual scholarships available to UFCW Locals 175 & 633 members, visit ufcw175.com/scholarships.

Region 1

Region 3

Region 5

Region 7

John Gregory Jason Lee Kayla Maguire-Stein Hithin Moorkoth Kevinkumar Patel Sriharsha Ramayanam Jordan Sauer Evan Szyja

Jade Barker Janet Beveridge Mathieu Chatelain Vanessa Guinto Mitul Karmaker Momin Khan Aastha Lambah Logan Leonard Destiny Mcevoy Cassandra Sheppard Ekaterina Tomilov Joshua Walker

Joseph Abate Joe Colasurdo Laikynn DeBoer Sahana Gopalakrishnan Zachery Harrietha Marcus Palladino Natalie Rankin Michelle Sandoval Cole Slater Kyle Tiede Ruth Workneh Ingrid Yao

Ryan Baker Eric Baynton Chloe Blondin Haley Carey Adam Cservenyi Owen Downer Caroline Hodgins Liam McKendry Joseph Melo Shane Pemkowski Byron Pettigrew Allyssa Tessier

Region 2

Region 4

Region 6

Region 8

Yasmin Amir Imanpreet Aulakh Erika Barbosa Anika Ibrahim Lee Joshua Millora Jovan Reid Rhea Rimmer Itzel Rodriguez Herrera Anas Sahardid Lalit Sharma Abby Smith Djarren Tan

Maria Cristina Adinolfi Amy Cryer Kaitlyn Fleming Brooke Harbinson Bryce Holden Gabrielle Hunt Haley Kavelman Mihnea Morar Shannon Peacock Amanda Ramcharitar Daniel Reimer Jamie Tomao-Martin

Dravid Brown Brittany Culbertson Justine DeQuartel Michael Drummond Avery Jack Ming Chit Jason Loo Connor McTeer Claudia Rodrigues Kelly Royce Hailey Schrock Lais Tribst Mohamed Thanish Wajibu

Lisa Beauchamp Bradley Bertrand Kayla Cadeau Allison Cooke Marissa Gauthier Logan Jewell Tanis Koritko Kevin Wade

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Making Food Bank donations across the province In the Fall 2020 issue of Checkout, we announced the Executive Board's approval of donations totalling $60,000 distributed among 20 food banks in the province.

Most of these donations will be made through the first couple of weeks in December. Make sure to visit our Facebook and Instagram pages to see photos.

Pictured below: Union Rep Alex Stubbs presents a $3,000 donation cheque to Sandra Poole at the Salvation Army in Kenora.

MYUNION.CA

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

The Local Union is donating $3,000 to each of the following food banks and community support services: • • • • • • • • • • • • • • • • • • • •

Barrie Food Bank Knights Table Brampton Brantford Food Bank Cambridge Self-help Food Bank Northumberland Fair Share St. Vincent de Paul Society Cornwall Guelph Food Bank Hamilton Food Share The Salvation Army Kenora Kawartha Lakes Food Source London Food Bank North Bay Food Bank Ottawa Food Bank Good Neighbours Care Centre Peterborough Community Cares St. Catharines Sudbury Food Bank Regional Food Distribution Assoc. Thunder Bay Parkdale Activity Rec Centre Toronto The Food Bank of Waterloo Unemployed Help Centre Windsor

Moving?

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