Checkout June 2017

Volume XXVI No. 2 June 2017

THE NEWS MAGA ZINE FOR MEMBERS OF LOCALS 175 & 633 UFCW CANADA

The Local Union for All Workers

Our Members at Work: Hospitality in the North page 10

Education & Finance, and Health Care Stewards Conferences starting on page 16

Staff

LOCAL 175 Shawn Haggerty, President; Kelly Tosato, Secretary-Treasurer; Karen Vaughan, Recorder; Sylvia Groom, Luc Lacelle, Jim McLean - Executive Assistants LOCAL 633 May Chalmers, President; Marylou Mallett, Secretary-Treasurer; Brian Koslowski, Recorder WORKERS’ COMPENSATION Georgina MacDonald - Intake Representative; Joanne Ford, Phil Hames, Jennifer Hanley, Sarah Neath - Workers’ Compensation Representatives COMMUNICATIONS Jennifer Tunney - Senior Communications Representative; Laurie Duncan Communications Representative HEALTH & SAFETY Mary Shaw, Chris Watson - Health & Safety Representatives LEGAL Fernando Reis - Director; Darcel Bullen, Saranjit Cheema, Matthew Jagodits, Jane Mulkewich - Legal Counsel ORGANIZING Rick Wauhkonen - Director; Farman Ali, Joce Cote, Linval Dixon, Amy Tran - Organizing Representatives; Tim Hum, Amit Singh - Organizing Apprentices TRAINING & EDUCATION Rob Armbruster - Director; Kelly Nicholas - Co-ordinator; Tim Deelstra - Engagement & Media Relations Strategist REGION 1 Kelly Tosato - Regional Director; Colby Flank, Tracy Stubbs - Union Representatives REGION 2 Derik McArthur - Regional Director; Mona Bailey, John DiFalco, John DiNardo, Anthony DiMaio, Melody Slattery, Mark Stockton, Dave White - Union Representatives REGION 3 Daniel Mercier - Regional Director; Shannon Epp, Paul Hardwick, Lionel MacEachern, Dean McLaren, Joe Tenn - Union Representatives; Jacques Niquet Servicing Representative

President’s Message Page 3

Education & Finance Conference Page 16

Secretary-Treasurer’s Message

Health Care Stewards Conference Page 18

Page 4

Union News & Letters

Page 5

Day of Mourning

REGION 6 Rob Nicholas - Regional Director; Wendy Absolom, Sam Caetano, Matt Davenport, Joe De Melo, Ashleigh Garner, Jason Hanley, Jeffery Lu, Mike Mattioli - Union Representatives; Fred Teeple - Servicing Representative REGION 7 Sharon Kempf - Regional Director; Diane Sanvido, Steve Springall - Union Representatives; Dan Bondy, Dave Forbes - Servicing Representatives REGION 8 Sandra Rogerson - Regional Director; Jeff Barry, Matt Belanger, Derek Jokhu, Tony Nigro, Arlene Robertson - Union Representatives

Page 20

Welcome New Members

Page 24

Page 8

Training & Education

Altered Lives

Page 25

Page 9

Fundraising

Our Members at Work

Page 26

Page 10

Legal Notes

REGION 4 Chris Fuller - Regional Director; Orsola Augurusa, Ron McGuire, Brenda Simmons - Union Representatives; Rick Daudlin, Virginia Haggith, Lee Johnson-Koehn, Casey Magee, Christina Mayberry, Meemee Seto - Servicing Representatives REGION 5 Angela Mattioli - Regional Director; Jehan Ahamed, Brad Morrison, Mario Tardelli Union Representatives; Rolando Cabral - Servicing Representative

Negotiations

Page 15

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

MYUNION.CA

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

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

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

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

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

UUWO

President’s Message Shawn Haggerty

Ontario’s New Labour Law Reform

On June 1, 2017, the provincial government introduced the Fair Workplaces, Better Jobs Act, 2017 (Bill 148) which would amend the Employment Standards Act (ESA) and the Labour Relations Act (LRA).

I am encouraged to see the government taking action finally, after years of lobbying by our Local Union and the labour community. They’re starting to listen. The proposed changes are long overdue and significant, and mark a victory for workers.

There are a number of changes in the Bill. Most notably, minimum wage will increase in three steps to $15 per hour by January 1, 2019.

What does that mean for the Members of this Union? Different collective agreements and job classifications will be affected in different ways. But your hourly rate cannot be less than the minimum wage. If your rate falls below the minimum wage on the implementation dates, you will get the increase.

The increase is an important step. It will help elevate struggling workers and improve the standard of living for many families. Easing financial burdens will have a positive effect on the well-being of those individuals and their ability to put money back into the economy. It is a good thing.

For long-service workers it might feel like suddenly your length of service doesn’t matter. The gap between entry and long-service rates will decrease significantly and there’s no way to ignore that. This is a valid concern and it will have to be dealt with in bargaining.

This is Solidarity: We can celebrate this victory and know that there is still work ahead. It will take time. It will take patience.

tion can be considered even if the Board grants automatic certification due to employer interference in the organizing process.

Equal pay for equal work is another change: Part-time, casual, temporary, and seasonal workers will be entitled to the same rate as full-time if they’re performing the same work.

Any collective agreements entered into after April 1, 2018 must comply with these rules. Agreements in force before that date will be grandparented until their expiry. Your Union will mitigate these amendments too through bargaining going forward.

It is important that we continue to be politically active because the business community will strongly oppose these changes. To help ensure this legislation passes, I encourage you to contact your Member of Provincial Parliament and demand they support the passing of Bill 148 with no delay because none of the proposed amendments are guaranteed yet. Once the legislature resumes in the fall we’ll have a better understanding of what to expect and the full ramifications of those changes.

There are many more changes contained in the Bill too. Many are positive, many don’t go far enough, and on a number of levels the government failed to show they truly know what it means to protect workers.

Your Union lobbied for the reinstatement of card-based certification (card-check) and first contract arbitration to help new members achieve their first contract sooner and with less hassle. Bill 148 does extend card-check to a few sectors, but most workers will still have to go through the secret ballot vote to achieve Union representation. And while there are some improvements proposed regarding first contract arbitration, employees in a new bargaining unit must still wait through intensive mediation before arbitra-

We continue to reach for the horizon as we move forward. This metaphor for the Union movement, its history and struggles is eloquently worded in a poem by Lucia Misch, which you can find on page 7.

It’s our job as your Union to work hard to continue to raise the standard for all of the Membership. Your Union will strive to achieve this goal at the bargaining table and through political action.

The floor has been raised – now it’s time to raise the ceiling.

In Solidarity, Shawn Haggerty president@ufcw175.com

Secretary-Treasurer’s Message Kelly Tosato

A step in the right direction toward a living wage

The $15 minimum wage announcement made on May 30 is an important step forward for workers.

Many business owners complain that it’s a burden. But if paying a living wage is a burden then perhaps they shouldn’t be in business. The increase will require some adjustment but ultimately it will help raise many workers out of poverty.

A living wage is more than just dollar amounts. It eases stress by diminishing the burden of our bills, allowing more social time, providing our children with better opportunities, and much more.

In 2015, the Canadian Centre for Policy Alternatives (CCPA) reported that “based on the needs of a family with two parents and two young children ages 7 and 3. Each of those parents needs to earn $18.52 per hour, and work 37.5 hours per week, in order to afford the basics in lifei” in Toronto. That was two years ago.

The estimated current living wage for St. Thomas and Elgin is $16.03 per hourii and the Durham region living hourly wage has been calculated as $17iii. Those estimates put a family of four, with both parents working 37.5 hours per week, at a decent quality of life in those communities.

Nothing extravagant, but decent.

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As you can see, $15 over the next two years won’t even meet where many living wages already need to be. If our government looked out for the best interests of workers, Unions wouldn’t need to lobby so hard for these slow-to-arrive incremental changes.

Today’s workforce is fighting debt on many fronts: Enormous student loans, low interest rates from the collapse of the market in 2008, sky-rocketing housing prices, and inadequate wages have kept many workers from achieving things like home ownership or living debt-free.

We still struggle to reach true Pay Equity in this country too. On April 11, the Equal Pay Day rally took place at Queen’s Park in Toronto to bring attention to the fact that on average a woman today must work more than 3 months longer to earn what a man makes in one year. So while wages may lag for all of us, women bear the brunt of the disparity. Read more about the fight for Equal Pay on page 6.

While we keep fighting to raise the standards for all workers we must each take ownership of our current financial reality as well. It can be a daunting task but there are professionals who can assist you no matter what your circumstance. Consult with a financial planner to determine where you’re at, where you want to be, and how you can get there.

I encourage you, whether you have a workplace pension or not, to start saving for retirement if you haven’t already. This was hard for me to understand too when I was younger.

If there are bills to pay today, how can I possibly worry about 40 years from now? But retirement savings are a vital part of financial independence and you should start as soon as possible. Please take a look at the Retirement info tearout on the following page for some more reasons why you should start now.

At the end of the day, all most of us want is enough money to pay our bills, set some aside, and do the things we enjoy most with our family and friends without worry of debt today and into the future.

A true living wage is still down the road, but if we continue to fight for working people and push our elected representatives to do the same, we will achieve real progress.

In Solidarity, Kelly Tosato treasurer@ufcw175.com Tiessen, K. Making Ends Meet: Toronto’s 2015 Living Wage. April 10, 2015 Canadian Centre for Policy Alternatives www.policyalternatives.ca ii Hontar, P. What does it cost to live in St. Thomas & Elgin. 2017. Living Wage St. Thomas Elgin. www.ywcastthomaselgin.org/living-wagest-thomas-elgin iii Luyt, G., Mifsud, Dr. A., Aquanno, Dr. S., Bryant, Dr. T. Living Wage in Durham Region.

2017 Community Development Council Durham. www.cdcd.org i

UNION NEWS Happy Retirement!

Bob Kearney’s career as a Union member and activist began in the mid80s when the Orangeville Zehrs, where he was employed as a senior dairy clerk, became unionized with UFCW. “I had a lot of questions about what the Union did and why we needed them,” explained Bob. “I got involved so I could get the answers I was looking for and soon realized the importance of the Union and the services, structure, and protection it provides.”

Bob became a Steward and maintained that role in each of the stores he worked including Dairy Manager, Assistant Store Manager (still a Unionized position) and Receiver in the Bolton Zehrs, the Barrie Zehrs in 2001, the Yonge Street store, and his final in-store position of Receiver at the Essa Road Zehrs in Barrie. Throughout all these moves, Bob also maintained a position on each store’s Joint Health & Safety Committees and was a Certified H&S Member.

From 1986 to 1994, Bob held an elected Executive Board position with the former UFCW Local 1977. The experience of participating at that level allowed Bob to see even more of the Union’s benefits and it was personally satisfying for him to know how the Union was helping other members. For two rounds of bargaining, in 1994 and in

2000, Bob was elected to participate in negotiations which was a process he found both frustrating and satisfying.

In spring 2005, Local 1977 brought Bob to work in Servicing on a temporary basis through a leave of absence at the store. Within a year, Bob had accepted a permanent position with the Local Union.

“I’m most thankful for the opportunity to help other Members, gain a better understanding of Unions, and achieve personal and professional growth,” said Bob. “I enjoyed my job and I will miss the personal relationships I’ve built over the years with the Members and staff. I’ve been treated with great respect and I am grateful that I have such great memories of this experience.”

In his retirement, Bob plans to join his wife, who is already retired from 37 years at Zehrs, at their waterfront home in Barrie. While he admits he may work part-time at a local golf course to partake of the free golf perk, mostly he looks forward to spending time with his four grandchildren and enjoying this next chapter in life.

“When Bob came to the staff of Local 175 following the merger with 1977, it was clear that he was a dedicated Union activist and an excellent resource for the Members,” said President Shawn Haggerty. “I want to thank Bob for his years of service and I wish him all the best in his retirement.”

Welcome New Staff!

In April 2017, the Legal Department welcomed Darcel Bullen. Darcel joins the Local Union after working as Legal Counsel and Business Agent on behalf of a private sector Union in the Greater Toronto Area. She has also represented public service unionized employees as an articling student at Ryder Wright Blair Holmes LLP and advocated for low-income workers at the Parkdale Community Legal Services legal aid clinic.

as an anti-violence organizer in the Community Justice Department. Darcel has lobbied the Legislative Assembly of Ontario on Bill 49, Protecting Employees’ Tips Act, to ensure that service workers get to keep their tips and she has been published in academic journals several times on human rights issues.

“I want to protect the individual rights of workers and help enhance the collective capacity of working people,” said Darcel. “I grew up in a union family and I know that unions protect the wellbeing of Ontario’s diverse working families.”

“I have been fortunate to be part of organizations that use the law to achieve social justice. I became a lawyer to be of service to the immigrant and working class communities that I come from and I am thrilled to be part of the UFCW team.”

After working at the non-profit Metropolitan Action Committee on Violence Against Women and Children (METRAC), which is dedicated to providing families experiencing violence with legal information and resources, Darcel knew she wanted to be a lawyer. At METRAC she served

“Darcel’s dedication, experience and advocacy for working people make her an ideal addition to our in-house legal counsel,” said President Haggerty. “I know she will work hard to represent our Members’ best interests.”

UNION NEWS Equal Pay Day & Closing the Wage Gap On April 11, 2017, UFCW Locals 175 & 633 supported the Equal Pay Coalition and rallied at Queen’s Park to raise awareness of Equal Pay Day and the gender wage gap.

Equal Pay Day marks the day in the new year where the average woman’s earnings only just catch up to the average that men made by December 31 of the previous year. In other words, on average women have to work more than 15 months to earn what men will earn in just 12 months.

According to Statistics Canada, in 2013, the Ontario gender wage gap – the difference in earnings between men and women – was roughly 30%.

This year marks the 30th year since enacting Ontario’s Pay Equity Act, 1987. Equal Pay Day reminds us that we still need to fight for Pay Equity and work to close the part of the wage gap that is due to systemic gender discrimination in employer practices.

Some of the proposed measures to combat the wage gap are things like pay transparency. This would require employers with more than 10 employees to provide a report each year to the Ministry of Labour detailing things like job classifications and rates of pay.

The Local Union is committed to Pay Equity and has staff trained to review our Members’ collective agreements on a regular basis and ensure the provisions are up to date in that regard.

Letters UFCW Committee Members for the Education & Finance Conference: Wow - Wow - Wow. Thank you so much for a wonderful conference on May 6 - 7, 2017. What a wonderful day!

The speakers: Deanna Brasseur, Lucia Misch, Pinball Clemons and the performance by Packingtown was absolutely wonderful. Cannot say what I enjoyed the most as I was amazed at all that was said.

I know that there is a lot of work that goes into the preparation of such a big day and I THANK YOU! ALL!!! It was great. Also loved the aluminum chairs!

Thanks again, Sophia Verrydt Rexall 1705, Ajax

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Visit EqualPayCoalition.org for more on this campaign.

We’ve Come A Long Way

by Lucia Misch

We only walk the roads we want to, the ones that reach toward where we wish to be.

Today, we celebrate Local One Seven Five and Six Three Three, who make their path one of progress for the many rather than power for the few, to stay the course toward leveller ground where those who lead walk side by side with those they serve where the union can create true community in the workplace where the union can truly be community at work.

We stand today far from where we started having come a long way, made great gains.

A union worker might measure the distance crossed in doors once firmly shut to her thrown wide, in new possibility emerging like a distant city, growing taller every step she takes towards the skyline.

She might see that distance crossed in stewards and staff who understand her interests as their own, or in benefits and wages that keep her able to provide for the family who relies on her labour.

There are many ways to gauge the journey: ask the calendar and it will mention years traversed the seasons might speak of budding trees and falling leaves the river, of canyons worn deep.

Ask our feet how to make measure of this headway and they will speak of road rolled up behind their stride, the many miles they have carried us through.

Standing together is not just principle but practice, not just precept but path the road itself and the resolve of those who travel it the pavement and the way it chants a marching beat as our soles meets it, taking us from where we have been to where we ought to be.

It is no small distance to commit to go across chasms created by years of inequity is not a journey that can be taken alone.

Walking a long road it is easy to be mesmerized by the motion of our steps their steady toil as they push the miles behind them.

It is easy to forget who walks beside us

or to lift our heads and see who blazed the way before we came, wore this path with their passage the pushed-out people who pushed back hard for their place in the circle, for their vote in the tally, for their voice in the song casting clear footprints when no road sign pointed them on, when the world’s weather sent headwinds to drive them back, opposition they put their might together to fight through when the powerful opposed their progress, kept what should have been the many’s for the few.

Those winds still blow, still demand we acquiesce But walking this road is not a passive action: we make headway we make change we make progress.

Walking down this long road we lift our heads to look into the sweep of space before us, and our eyes are drawn to the place where the lines that stretch on either side converge at the horizon, where the boundaries between landscape and asphalt, field and thruway, meet, congregating at the edge of the sky.

It is the vanishing point, always before us, never reached that unison where all divisions merge and cease.

It is the aim of the journey: though we never arrive there it is always in view that place we strive for moves as we move.

So to say “we’ve come a long way” is not to imply that we have made it and can rest and rejoice, but to recommit to the chase for that vanishing point.

It is to glance back on where we once sat and reflect on why we chose to leave that place.

To remember those who came before, to clear the way for those who will follow.

It is to look ahead to the horizon, squint to capture a glimpse of what could be to imagine the next leg of the journey and then to rise to our feet so we can continue to say, so it can always be said, that we’ve come a long way and a long way lies ahead.

Lucia performed this poem in person at the 2017 Education & Finance Conference on May 6. See page 16 for more info and photos!

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DAY OF MOURNING On April 28, our Local Union Staff and Members joined other unions and activists to mark the 2017 National Day of Mourning. The day commemorates workers who lost their lives due to a workplace injury or illness.

At many of this year’s events, speakers marked the 25th anniversary of the Westray mine disaster. Other important topics included Bill 70 Schedule 16 and 17.

Schedule 16 would create accredited health and safety management systems and give the Ministry of Labour’s (MOL) Chief Prevention Officer (CPO) the ability to designate people outside the Ministry to look after accreditation and duties related to certification training.

The Ministry claims these amendments would “lessen the burden on employers by taking away unnecessary proactive inspections.” But currently, MOL Inspectors uncover many contraventions of the Act through surprise visits to employers. If these workplaces receive accreditation under the new rules they will be able to avoid proactive inspections altogether.

Taking away the element of surprise means that inspectors may not see the real way that an employer operates.

For example, the Westray mine received a safety award – for the 2nd year in a row actually – just 11 days before 26 miners were killed in an explosion 25 years ago this May. That tragedy brought about Bill C-45. The legislative changes in that bill, which became law in 2004, established new legal requirements for workplace health and safety, and made it possible to attribute criminal liability to organizations.

What happened to the MOL’s priority (and... responsibility) to protect vulnerable workers? Without Unions or job security, many precarious workers put their health and safety on the line regularly - and many don’t even realize they’re doing it. Helping these employers avoid inspections will only lead to more injuries, illnesses, and deaths.

Schedule 17 would have detrimental effects on the Ontario College of Trades and Apprenticeship Act (the Act).

Currently, the College certifies qualified Tradespeople and ensures compulsory trades’ designation for work done in those Trades. Also, the College regulates 22 trades to ensure people working in those trades are trained and competent.

The College is mandated to protect the public. But if Schedule 17 is allowed to pass, individuals without proper certification may be able to work within the scope of those trades. There will be no guarantee of competency or consis-

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tency of training. Not only will this affect current certified tradespeople, but it could put more workers and the public at greater risk. It could also mean higher prices – and an increased possibility that work will have to be re-done – and less consumer protection.

For more photos visit our Facebook page at facebook.com/ufcwlocals175633

altered livesproject

ufcw175.com/alteredlivesproject

Jacqueline‘ s story For more than 22 years, Jacqueline has worked in a food manufacturing facility in southwestern Ontario. Over her years, she worked on several production lines. The workplace is noisy and employees must wear hearing protection.

Jacqueline first noticed a change in her hearing two or three years ago.

Initially, she put it down to the noisy work environment and thought it would fix itself once away from the noise for a while. But it didn’t get better. In fact, gradually it got worse and she developed ringing in her ears as well.

Jacqueline had difficulty hearing co-workers out on the shop floor. This led to misunderstandings or co-workers tapping her to get her attention. Things changed in the break room as well. She withdrew from conversation because she wasn’t sure of what was said. Voices were muffled so she would nod her head, smile, and try to read lips. Co-workers encouraged her to get a hearing test.

As the condition worsened she noticed it was affecting her home life too. It was the little things: While driving, she couldn’t hear when the turn signal was on. She couldn’t hear many of the birds in the yard anymore. Family members would walk by her in the house and she wouldn’t hear them.

Her family became frustrated at having to repeat themselves constantly – even her young granddaughter. Often, her family asked her to quiet down as she talked loudly or to turn down the volume on the TV or music because it was really loud.

Jacqueline went for testing and the results indicated she had significant hearing loss in both ears. She filed a WSIB claim for benefits, which WSIB denied initially. Eventually, this was corrected and WSIB allowed her benefits.

Jacqueline is thankful to Union Rep Matt Davenport and Tracey, former JHSC worker co-chair who had maintained noise testing data, for their assistance in that matter.

Jacqueline now has hearing aids and a special telephone.

They have restored her quality of life.

“Lots of people have to work in noisy environments,” said Jacqueline. “If the noise can be reduced or eliminated it should be. If you have to use hearing protection, choose protection that is comfortable and effective, and ask for training on how to use it properly.”

“I wore hearing protection and I still had hearing loss,” she explained. “So if you work in a noisy environment don’t be afraid to get your hearing tested regularly.”

In Ontario, the maximum permitted exposure levels for 8 hours is 85 dB(A).

Provincial regulations can be found in the Occupational Health and Safety Act [R.S.O. 1990, c.1] and Noise (O. Reg. 381/15). Provincial regulations can be found in the Occupational Health and Safety Act [R.S.O. 1990, c.1] and Noise (O. Reg. 381/15). The noise protection requirement extends to all Ontario workplaces including: construction projects; health care facilities; schools; farming operations; fire services; police services; and amusement parks.

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OUR MEMBERS AT WORK

The Landmark Hotel

1010 Dawson Road, Thunder Bay Tel: (807) 767-1681 Toll Free: 1-800-465-3950 www.landmarkinn.ca

Our Hospitality Members in North and North West Ontario!

UFCW Local 175 represents more than 900 Members working in Hospitality across the Northern parts of this beautiful province.

Featured on the following pages are our Members from hotels in Regions 1 & 8: From as far as Dryden to Thunder Bay, and Barrie to Sault Ste. Marie.

Throughout Ontario, more than 1,300 Members of this Union work in hotels, motels, and conference centres making sure guests enjoy their vacations, meetings, weddings, and more.

Summer is a peak time for people to travel with their families. As you plan your road trips, please look for Unionized hotels when you’re booking and support your Union Sisters, Brothers, and Friends.

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At The Landmark Hotel, about 50 Members of Local 175 work hard to provide a great stay for guests.

The hotel is owned proudly by members of the First Nations community. Artwork in the hotel includes pieces by First Nations artists Jeff Monias and Shaun Hedican.

Among its many amenities, the hotel has an indoor pool with whirlpool, sauna, and water slides. There is free WiFi, free parking, and a courtesy shuttle, as well as a restaurant on site.

Pictured above are Stephanie Smith, Deborah Gregory, Kerra Monias, and Tawny Wabason from Housekeeping.

Also pictured, below right, are Union Steward Cheryl Favuzzi, and Debra Otway, both of whom are Servers at the hotel and, below left, Phil Thibodeau who works in Housekeeping as well.

Comfort Inn Barrie

75 Hart Drive, Barrie Tel: (705) 722-3600 Toll Free: 1-800-424-6423 www.comfortinnbarrie.com

Over the past year and a half, the Comfort Inn has had major renovations to all floors, rooms, hallways, and in front desk area.

Best Western Sudbury

151 Larch Street, Sudbury Tel: (705) 673-7801 Toll Free: 1-800-780-7234 www.bestwestern.com

Members at the Best Western Sudbury work diligently to ensure guests are welcomed and checked in efficiently at the front desk and that they have the best housekeeping service during their stay.

The bargaining unit here ratified a new agreement on May 15. See page 23 for highlights.

The staff, some of whom have more than 10 years of service, do their best to make guests comfortable while staying at the hotel.

Members pictured here (l-r) are Ed Tilling, Lynn Bateman (Steward), Shirley Boynton, Judith Colwill, Cindy Summerville, Vickie Sharpe, and Union Rep Tony Nigro.

The hotel is smoke free, pet friendly and close to many Barrie-area attractions.

Amenities include free hot breakfast, free high speed Internet, and free parking.

DISCOUNT ALERT! Members booking at the Comfort Inn on Hart Drive receive a 20% discount! www.comfortinn.com/ CN254?srp=LUFCW

Valhalla Inn

1 Valhalla Inn Road, Thunder Bay Tel: (807) 577-1121 Toll Free: 1-800-964-1121 www.valhallainn.com

About 70 Members work at the Valhalla Inn including four Stewards and four Joint Health & Safety Committee (JHSC) members as well.

DISCOUNT ALERT! Members booking at the Best Western Sudbury receive discounted rates!

Feb 1 to Nov 30 $108.00 per night Dec 1 to Jan 31 $97.95 per night

DISCOUNT ALERT! Members booking at the Valhalla Inn Thunder Bay with their UFCW membership card receive a room rate of $115 per night.

Part-time Steward Devida Matchett has more than 24 years of seniority and full-time Steward Joe Sgambelluri has been working at the hotel for 23 years. Many more members have long-service with the employer as well.

The hotel has been unionized for more than 30 years and is the largest full service hotel in Northwestern Ontario. It has 262 guest rooms (many of which are newly renovated), high speed Internet, two restaurants, 24-hour business centre, 15 meeting rooms, heated indoor pool, complimentary parking, an airport shuttle, and a great location.

The Eco-friendly smoke-free hotel is close to many local attractions. Enjoy the on-site restaurant, fitness center, business center, free continental breakfast, free WiFi in public areas, and free self parking are also provided.

Airlane Hotel & Conference Centre 698 Arthur Street West, Thunder Bay Tel: (807) 473-1600 Toll Free: 1-800-465-5003 www.airlanehotel.com

Members booking at the Airlane Hotel receive a 15% discount!

From the front desk to houskeeping, maintenance, and more, the Members of Local 175 at the Airlane welcome travellers from all over the world.

Identify yourself as a UFCW Locals 175 & 633 member when booking!

Pictured here (top left) are two long-time Members in laundry Union Steward Celia Miedema, and Michelle Barichello. At right, is Wendy Doherty, who is a newer member of Local 175 and formerly with UFCW 206 at another hotel. Dennis Olson (bottom left) is a long-time member in the Maintenance department.

The hotel offers a complimentary airport shuttle, business centre, on-site dining at the River Rock Restaurant, and free WiFi and parking. Guests can enjoy an indoor heated pool, fitness centre, sauna, steam room, and whirlpool.

More than 10,000 square feet of meeting space is available for conferences, banquets, weddings, fundraisers, and more.

Quattro Hotel & Conference Centre 229 Great Northern Road, Sault Ste. Marie Tel: (705) 942-2500 Toll Free: 1-800-563-7262 quattrossm.com

At the Quattro Hotel & Conference Centre, an Ascend Hotel Collection Member, guests are treated to outstanding service by more 100 Members of UFCW Locals 175 & 633. The hotel often recognizes employee achievements such as Lise Melcher (pictured at right) from Housekeeping, who celebrated 25 years of full-time service with the hotel this past April.

Also pictured below are (left-right): Celeste Villemaire and Christina Wade who greet guests at the front desk, and Jenn Wilding and Carol Loucks from Housekeeping who ensure guests room are clean and comfortable.

The hotel has an on-site restaurant and guests enjoy free hot breakfast, free WiFi, and access to a fitness centre, indoor heated pool, hot tub, and sauna. The Greenhouse Spa is on site to pamper guests and travellers as well. Business travellers benefit from a business centre, computer with Internet, and access to fax and copy services.

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DISCOUNT ALERT!

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Best Western Plus Dryden Hotel & Conference Centre 349 Government Street, Dryden Tel: (807) 223-3201 Toll Free: 1 888-394-2378 www.bestwestern.com

For more than 40 years, the Best Western has been a part of the Dryden community. It is the only full-service hotel and conference centre in the area and the Members working there help ensure high quality service for the guests.

Members featured here are (clockwise from right): Ena McCannon; Jackie Armit and Zach Lambert at the B&B Roadhouse; new Union Steward Patti Cain and Kayla Helbling in Housekeeping; and Chelsea Greenwood and Louise Lomes at the Front Desk.

Enjoy 89 modern guest rooms and a complimentary fitness area, pool, hot tub and steam room. Seven full-service meeting rooms can accommodate from 2 to 200+ attendees with complimentary WiFi and a 24-hour business centre. While you’re there, grab a bite at the B&B Roadhouse and greet the UFCW members working there too!

Clarion Hotel Sudbury 117 Elm Street, Sudbury Tel: (705) 674-7517 www.clarionsudbury.ca

DISCOUNT ALERT! Members booking at the Clarion Sudbury receive a special rate starting at $105.

Identify yourself as a UFCW Member when booking.

Holiday Inn Express North Bay 1325 Seymour Street, North Bay Tel: (705) 476-7700 Toll Free: 1-877-660-8550 www.holidayinn.com

The Clarion in Sudbury has been a Unionized property for more than 20 years.

Twenty-six Members of Local 175 work at the Holiday Inn Express in North Bay.

With 103 rooms and five meeting rooms, the 24 Members of Local 175 are always busy ensuring a high level of guest satisfaction.

The members are represented by one Steward and an active Joint Health & Safety Committee.

Stewards Mark McLaughlin (top left) and Justin Mullins (middle left) work with the rest of the staff to make guests happy and comfortable during their stay.

Pictured top left are (l-r) Wilma Tremblay, Christene Lafond, and Anita Rawat; and middle left are (l-r) Priscilla Roy and Reyna Cabahug.

This year, the hotel received the 2017 Platinum Hospitality Award by Choice Hotels Canada out of 320 other competing properties.

This Eco-friendly 116-room hotel is close to many points of interest. Rooms have free WiFi and wired Internet, premium bedding, and more.

Guests can enjoy the indoor pool and fitness center.

The hotel provides free buffet breakfast, free WiFi in public areas, and free self parking. There is also a business center, conference rooms, and on-site dry cleaning.

Comfort Inn Thunder Bay 660 Arthur Street West, Thunder Bay Tel: (807) 475-3155 www.choicehotels.ca

Radisson Hotel Sudbury

85 Ste Anne Road, Sudbury Tel: (705) 675-1123 Toll Free: 1-800-333-3333 www.radisson.com/sudbury

The Members at the Comfort Inn Thunder Bay are happy to greet guests visiting their city for business or personal travel.

The Radisson Hotel in Sudbury has been Unionized for more than 15 years. The 48 Members at the hotel take great pride in their work and in making their guests feel welcome.

Pictured here are (from left to right): Amanda Moore, who is a Union Steward and member of the previous negotiating committee; Brenda Strachan, who is also a Union Steward and who participated on the last negotiating committee; Janis Ross, and; Theresa Crispino. All the Members at the smoke-free, pet-friendly hotel work diligently to make their guests’ stays enjoyable.

Included are a free hot breakast, free WiFi, drive-up rooms with patio access, a business centre, and BBQ grills. Guests can relax in well-appointed rooms with many conveniences.

The hotel is near businesses, shopping, and restaurants, Lakehead University and other colleges. Visitors can enjoy outdoor attractions like Kakabeka Falls Provincial Park, the Terry Fox Scenic Lookout, and more.

Members pictured above left (left to right) are: Jithin Vincent, Paige Sego, Santeena Thomas and Manpreet Kaur from Housekeeping. In the next photo are front desk staff Lindsay Kmit and Tanner Moreau.

The Radisson has 147 guest rooms, five ballrooms, and six meeting rooms, and is near many area attractions, schools, and businesses. Guests can DISCOUNT ALERT! take a dip in the indoor pool or hot tub, enjoy Members booking at the outdoor courtyard, or the Radisson Hotel workout for free at the in Sudbury receive a World Gym in the Rainbow discount rate starting Centre next door. There is at $119 per night. free WiFi and a business Identify yourself as a centre as well, and the hotel UFCW member when has pet-friendly rooms you book! available.

CLARION LAKESIDE INN & CONFERENCE CENTRE 470 1st Avenue South, Kenora Tel: (807) 468-5521 www.choicehotels.ca

The picturesque and city-centre location of the Clarion Lakeside Inn & Conference Centre means views of the Lake of the Woods and proximity to local attractions like Rushing River Provincial Park.

Forty-seven Members of UFCW Local 175 work at the hotel providing attentive service and making sure that guests enjoy an amazing stay at the beach front, smokefree, and pet-friendly property. Charlotte Donnelly, pictured top right, has been in the hospitality industry for many years. She welcomes guests at the Front Desk of the hotel and ensures a smooth check in. Pictured middle right are Caroline Armstrong (left) and Christiane Plamondon who are both long-time Members working in the full-service restaurant at the hotel.

Guests receive free WiFi and daily newspaper plus access to the business centre, exercise room, picnic area, and sun deck. Guest rooms include a coffee maker, desk, flat-screen TV, microwave, refrigerator, hair dryer, iron and ironing board. Some rooms feature a lake or city view.

LEGAL NOTES Off Duty Conduct & Discipline We’ve all witnessed employees doing inappropriate things while on the job and in uniform. Remember those videos of airport cargo handlers throwing luggage? Or what about the time when a transit operator was videotaped while telling a passenger to “kiss my a**”?

In these and other similar cases, employers often decide to discipline the employee. Usually, the discipline is an attempt to control any negative effects the event could have on the employer’s business.

But what about the times when there is no name tag or uniform? What happens if an employee does something on their own time? When a person is going about their day, away from work and the prying eyes of their bosses, it’s easy to believe that anything goes. Sure, you might not break any laws but anything shy of that should be fine, right? Well, it’s not that simple.

Smart phones, social media, and the 24-hour news cycle have made the world a much smaller place. Your every move can be seen around the world in no time.

You may argue it’s nobody’s business – and that might be true – but when has that ever stopped people before?

So chances are, if something out of the ordinary happens, someone is probably recording it. You might not think this smaller world should affect your personal life and the workplace, but it can and sometimes does.

Take the case of the CityTV heckler from the summer of 2015: A man made a series of sexist statements to a female reporter while on live television. The video went viral.

Scores of Internet sleuths took it upon themselves to identify the man who defended the heckler as Shawn Simoes, who was subsequently identified as an employee at Toronto Hydro. Soon after that – he was fired for his connection to the on-camera lewd behaviour.

1. Whether the conduct has harmed the company’s reputation or business.

2. Whether the conduct renders the employee unable to perform his duties.

3. Whether the behaviour leads to refusals to work with the employee.

4. Whether there was a violation of the criminal law.

5. Whether the employee’s conduct interferes with the employer’s ability to carry on its business.

In the case of the CityTV heckler, you can be sure that the decision to terminate the employee involved an assessment of the damage the incident caused to Toronto Hydro’s reputation. Right or wrong, the company likely viewed the negative press as an interference with its business. While this employee was eventually reinstated, that outcome is not the experience of many terminated workers.

Taken even further, it is commonly held in Canadian law that reputational damage can have a more significant effect on the resulting discipline if the employer is an organization which is afforded a significant degree of public trust; think school boards or other government organizations. In such cases, questionable off-duty conduct often leads to more severe consequences for employees.

As an employee, you might question what right an employer has to impose discipline for off-duty conduct. Canadian law, however, is clear: An employer can discipline unionized employees for behaviour outside of the workplace.

While the above are worst-case scenarios, they should serve as a warning to employees on how not to conduct themselves in public. If you are conducting yourself in a disorderly or belligerent fashion while away from work, you better believe that you can be identified using the miracle of modern technology. And if this happens, you should be aware of the risks that exist to your employment.

This type of behaviour will normally be assessed according to a series of factors originally established in the case of Re Millhaven Fibre Ltd., Millhaven Works, and Oil, Chemical & Atomic Workers International Union, Local 9-670 (1967).

At the end of the day, however, we are not all likely to be stars on the evening news. Instead, the worst-case scenario is that we embarrass ourselves in front of a handful of people. But even so, it doesn’t hurt to behave and avoid the embarrassment altogether.

These factors, which do not all have to be met, include:

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EDUCATION & FINANCE CONFERENCE On Saturday, May 6, 2017, almost 300 UFCW Locals 175 & 633 Stewards participated in the Education & Finance Conference in Toronto.

Delegates heard from President Haggerty about where we stand as a Local Union with 70,000 Members. His report included figures on the number of collective agreements negotiated in the past two years and the number of grievances and arbitration cases handled. President Haggerty spoke about the merger with UFCW Local 459 and the outstanding work done by our Organizing department as they help non-union workers achieve Union representation.

In addition to raising the Local Union’s profile, President Haggerty discussed his ongoing commitment to political lobbying and advancing the rights of Ontario’s workers.

This includes submitting recommendations for the Changing Workplaces Review, participating in rallies, and fighting to maintain and enhance good Union jobs in this country.

“When we talk about things we are proud of we say ‘MY.’ My sister, my brother, my friend,” explained President Haggerty. “When we say ‘my union’ it brings it home for us. I am proud to be a Union member. And I know you are proud to be a Union member too.”

This is a good time to remind you to visit MYUNION.CA! UFCW International President Marc Perrone spoke about the importance of our Union family and what working people face in the U.S. “Do we as a nation give in to hate, indifference, and cruelty? Or do we reach for something better? Do we feed division or do we strive to bring people together? Do we offer hope or more despair? As one union family, we are united by our shared values: Values that help define the Canada

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and America that we seek to build. . . We do not meet hate with more hate or walls with more walls. We break down walls of hate brick by ignorant brick. That’s what you do here in Canada and that’s what I hope happens in my country some day.”

Secretary-Treasurer Kelly Tosato presented the Local Union’s audited finances and budget. Detailed financial reports were available for members to review at June membership meetings.

In addition to facts and figures she spoke about new programs. U-Link, which was rolled out earlier this year, and Member Link both make it easy to access and update contact information for our Members. Once live, Member Link will enable members to update their own information and receive an electronic Union card.

Secretary-Treasurer Tosato detailed how the Local Union is complying with the Accessibility for Ontarians with Disabilities Act (AODA) through building upgrades, the website, and more.

The next speaker was Major (Retired) Deanna Brasseur.

Dee was one of the first two women CF-18 Hornet fighter pilots in the world. She focused on the importance of setting and achieving your GOALS no matter what barriers stand in your way.

Even though we might not all fly fighter jets, through her humour and story about her upbringing, military experience and her own setbacks, Dee’s story is easily understood and applied to many of our lives and day-to-day struggles. And achieving those goals you set for yourself is the best prize.

Dee’s motivational words brought the audience to its feet and many delegates were able to nab photos with her in the lobby.

Executive Assistant Jim McLean and former Local 175 Executive Assistant Harry Sutton presented Bylaw amendments to increase the number of positions on the Executive Board going forward. These amendments were presented to the Members at June membership meetings.

An afternoon of inspiration included a musical performance, spoken word poetry, and guest speaker Michael ‘Pinball’ Clemons as well as an update to the Local Union’s history video series (view it on our YouTube channel.)

Delegates were entertained by Maria Dunn’s “Packingtown” music and video performance.

The trio of musicians sang and played their way through a montage of interviews and footage from the North Edmonton meatpacking industry from the early 1900s through to the 1980s, including the Gainers’ strike in 1986.

The presentation included tongue-in-cheek lyrics and testimonials from actual workers in those factories.

Lucia Misch, a talented and creative spoken word poet was up next. She performed a piece she wrote specifically for our Local Union entitled “We’ve Come A Long Way’ as well as an emotional poem telling the story of Joe Hill – a union activist who was executed in 1915. You can find the brilliant piece Lucia wrote Locals 175 & 633 on page 7.

To wrap up the conference, Michael ‘Pinball’ Clemons spoke to the crowd. He spoke from the heart about the importance of what our Union Stewards do every day, and the responsibilities that lay with us. In his words, we need to be team players. We must be responsible for what we’ve been entrusted with as we move forward because “Some of us are not for all of us.”

“We are heirs to access, couriers of freedom, and trustees of excellence,” he said. Pinball was also kind enough to stay back after his presentation and spend lots of time talking to delegates, taking photos, and signing autographs. Check out the video message from him on our Facebook page.

Thank you to everyone for your participation at the conference, and congratulations to all of our silent auction and draw prize winners.

See the full photo album on our Facebook page (you don’t need to have a profile to see the album!)

HEALTH CARE STEWARDS CONFERENCE

The 15th Annual Health Care Steward’s Conference brought 100 stewards together from retirement, nursing, and long-term care homes as well as community care centres across the province.

Day one began with a welcome from conference hosts Karen Vaughan, Local 175 Recorder and Nurse, and Union Rep Mona Bailey.

President Shawn Haggerty spoke to the delegates about the need for political action to maintain and improve our health care system. He noted that the Local Union was celebrating the week of May 8 – 14 as National Nurses’ Week and that May 19th is PSW Day. He thanked all of the health care Members for their hard work and compassion.

A presentation from Joan Tanaka of PBAS followed to provide detailed information on understanding pensions.

Joan spoke about the different types of pension plans and the importance of contributing to a workplace pension and your personal savings.

Tim Deelstra, Engagement & Media Relations Strategist for Local 175, gave an overview of how our Local Union stacks up against others in terms of the services we provide.

He asked the delegates for their opinions on how we can better reach out to Members and represent their interests to the broader public.

In the afternoon of day one, Stewards attended two workshops. Fernando Reis, Director of Local 175’s Legal Department, and Legal Counsel Roberto Henriquez led members in a discussion about grievance settlements. Mary Shaw and Chris Watson from the Local Union’s Health & Safety Department worked with Stewards in the second

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workshop on new member orientation.

Day two saw the Stewards split into two town hall forums.

The panels addressing the Members’ questions included Union Reps, Health & Safety Reps, Workers’ Compensation Reps and Legal Counsel.

A number of questions were brought forth in the Retirement & Long-Term Care forum. This included WSIB coverage for illness due to outbreak, coping with the increased number of mental health issues facing the Members at work, and new or pending laws to better protect Health Care workers against violence in the workplace.

Other concerns addressed pay equity, representation at the college of nurses, employer obligations to provide modified work, and the right to refuse care to aggressive/violent residents.

Stewards in the Community Health forum had a number of questions for their panel too. They asked whether it was possible for integrated agencies to share experience among other bargaining units and how to best navigate partnerships with other Union and non-union agencies that offer services and programs to our clients. Some asked for more detail on the role played by the HOPE Sector Executive Board in terms of representing Members’ interests.

Other questions dealt with how to support workers in a field where leaves of absence are the norm and where employers do not increase staff, which leads to increased workload and burnout of the remaining staff.

The conference wrapped up with a quick feedback session before the Stewards went on their way. Thank you to all who attended for making this year’s Health Care Stewards Conference another great success.

NEGOTIATIONS

You can find more negotiation updates online at www.ufcw175.com

Members at Saturn Integrated Logistics and Amica Retirement ratify their FIRST collective agreements

Saturn Integrated Logistics members achieve 1st deal

First contract achieved for Amica Retirement members

The 72 members at Saturn Integrated Logistics in Toronto achieved their first collective agreement at a ratification vote held April 22, 2017. This contract took 26 days of bargaining over the last 14 months to achieve and it will see the members through to January 2020.

On April 3, 2017, members at Amica Retirement ratified their first collective agreement.

Wages improve by 2% retroactive for hours worked since February 1, 2017. Members also receive a lump sum payment of $325 following ratification. Subsequent increases are 2% in the second year and another 2% in the third year of the agreement term.

The 58-member bargaining unit achieved a number of improvements over their previous working conditions. This includes the reclassification of 15 part-time jobs to full-time positions following ratification.

Members receive wage increases of 2% in each year of the agreement term. The first raise retroactive for hours worked since April 4, 2016 and the night shift premium is $1 per hour.

The Union negotiating committee secured nine paid sick days per year, up from the previous six, and overtime paid at 1.5 times their rate after eight hours per day/80 hours bi-weekly.

The new health and welfare plan for full-time employees provides short and long-term disability, dental coverage, and life insurance.

The Union negotiating committee bargained strong representation language including visitation rights and grievance procedures to ensure these workers have solid protections in place. The members also protected their vacation entitlement, statutory holiday language, and now have language protecting their jobs by controlling the employer’s use of temporary workers.

Union Negotiating Committee: Daniel Alcaide, Karamjot Gill, Andrew Robinson, Servicing Rep Meemee Seto, and Union Rep John DiFalco.

Almonte Country Haven members achieve new contract On May 10, 2017, the 70 health care providers at Almonte Country Haven long-term care home secured a two-year contract. New scheduling language means that senior employees now receive shift-time preference and full-time employees can choose whether to work 7, 8, 9, or 10 shifts biweekly. Part-time members achieved increased hours of up to 59 hours bi-weekly, which will begin four months after ratification. Shift selection preference begins immediately.

Wages improve across-the-board by 1.4% in the first year and 1.5% in the second year. Registered Practical Nurses (RPNs) receive an additional adjustment of 5 cents per hour, and Maintenance receives adjustments of 25 cents per

Vacation entitlement improves to provide a fifth week of vacation at 10% pay after 18 years’ service, and members may take up to four days for bereavement leave.

These members voted to join the Health, Office, & Professional Employees (HOPE) sector of Local 175 in March 2016.

Union Negotiating Committee: Deesa Gangoo, Sherene San Juan, and Union Rep Mark Stockton.

hour, in both years. A new weekend premium of 5 cents per hour will be paid in the first year and this amount increases to 10 cents per hour in year two.

A new uniform allowance of $50 for part-time and $100 for full-time will be paid annually. Employer contributions to the health and welfare plan increase by .5% in 2017, and another .5% in 2019. The employer will also contribute 2 cents per hour more toward dental coverage premiums.

Effective in 2018, members with 23 years of service, instead of the previous 25 required, will be entitled to six weeks’ paid vacation. Those with 25 years, down from 28, will receive seven weeks’ paid vacation. Part-time can now have their accrued vacation paid out over two weeks, and

any full-time employees with more than four weeks of entitlement can opt to have one of those weeks paid out.

Union Negotiating Committee: Kathy Fassbender, Donna Taylor, Cheryl Thompson, Servicing Rep Jacques Niquet, and Union Rep Shannon Epp. ...

Garda security screeners vote yes to new contract On April 18, 2017, the 42 members of Local 175 working at Garda Security in Thunder Bay achieved a new collective agreement.

Members receive rate increases totalling 5.75%, Volume, Risk, Stress, Consequences (VRSC) and Cost of Living Adjustment (COLA) premiums equivalent to $1.10 per hour added to the existing basic rates of pay, and lump sums totalling $1,400 for full-time and $700 for part-time. The contract now includes strong language prohibiting any harassment and bullying.

Effective April 1, 2018, the Members will benefit from having a Short Term Disability plan added to their health and welfare coverage. In addition, the employer will now contribute $50 toward the cost of the required CATSA medical examination for employees.

Union Negotiating Committee: Joe Duggan, Rose Fong, Chris Talarico, and Union Rep Colby Flank. ...

Maple Leaf Heritage members achieve new agreement The 1,100 bargaining unit Members at Maple Leaf Heritage in Hamilton achieved a new collective agreement on March 22, 2017. Members receive across-the-board increases of 70 cents per hour in the first year with a total increase of $2.25 over the term of the agreement.

The Night Shift premium increases to 50 cents per hour over the term of the agreement and a new afternoon shift premium has been added which will reach 30 cents over the term of the agreement. All members will also receive a signing bonus of $300.

Health and Welfare coverage has been improved to provide an increase to the prescription cap which will reach $4,000, up from $2,500, over the term of the agreement. Additionally, Vision Care increases to $300.00 every 24 months and now includes coverage up to $90.00 for eye exams.

Important language has been added regarding mandated overtime, a new sunset clause for discipline, and clarifications have been made to provisions for working on statuto-

ry holidays. Other significant language improvements clarify the use of casual and temporary employees, and provide pay out of pension funds to those employees who previously worked at the Maple Leaf Brockley Road facility.

Union Negotiating Committee: Mike Beatty, Chris Bernardi, Dean Burmania, Tracy Desroche, Craig Froude, Adam Grilj, Josh Hewlett, Bob Howard, Al Oliver, Lavinia Serrani, Tim Smith, Annette Sweet, John Vanyo, Nelson Vieira, Union Servicing Rep Fred Teeple, and Region 6 Director Rob Nicholas ...

3-year agreement ratified by Muskoka ACS dispatchers EMS dispatchers at Muskoka ACS ratified a new threeyear collective agreement on March 20, 2017. Wages increase for all rates by .75% in year one, 1.5% in year two, and another 1.5% in year three. The first increase is fully retroactive for hours worked since the expiry of the previous contract. These wage improvements ensure that the Members reach the top of the wage rate for EMS dispatchers in Ontario.

The Friday and Weekend premiums double to 50 cents per hour each. Additionally, there is a new Trainer premium of $1 per hour.

Full-time members receive an additional $10,000 for AD&D coverage to provide a total of $70,000. Full-time employees also receive enhanced prescription eyeglass coverage of $350, up from $300, plus the addition of $25 toward the cost of eye exams every two years. Part-time members receive a health spending budget of $200 per year.

Members also benefit from the addition of an extra sick day per year. New language provides more equitable allocation of time off over the Christmas holidays.

Union Negotiating Committee: Brad Gondos, Kris Barnes, and Union Rep Tony Nigro. ...

New agreement for members at Maple Leaf St. Mary’s On February 11, 2017, a new three-year agreement was ratified by the members at Maple Leaf St Mary’s, which employs more than 600 members of Local 175. Wages increase by a total of $1.12 per hour over the contract term for all classifications except Millwrights, Electricians, and Engineers who will see a total increase of $1.77 per hour.

Service rated jobs will increase by an additional 15 cents per hour by the end of the agreement. Waste Water Treatment and Maintenance Stores/Receiving classifications receive an additional 30 cents per hour over the contract life. The afternoon and night shift premiums both increase by 10 cents per hour as well. | June 2017

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The Union Negotiating Committee was able to bargain preshift overtime when workers are called in early, regardless of the length of their shift. In addition, there are improvements to bereavement entitlement and to the shoe allowance for the majority of workers.

Union Negotiating Committee: Aaron Fisher, Rob McKnight, Skip Pavlick, Chief Steward Mike Sheehan, and Union Rep Mike Mattioli. ...

Metro Brockville members gain improvements On April 11, Members at Metro Brockville achieved a new agreement. Wage increases include a total of $1.20 per hour to the end rates for full-time and part-time over the contract term. Workers receive lump sum payments over the life of the agreement totalling $2,080 for full-time and $1,200 for part-time. Members also receive signing bonuses :$250 for full-time; $150 for end-rate part-time, and; $75 for part-time in the wage progression.

Huntsville District Nursing Home members ratify On April 20, 2017, members of Local 175’s HOPE sector at Fairvern Huntsville District Nursing Home secured a new agreement covering three years. Wages increases by 1.4% for all classifications in each year of the deal and RPNs receive an additional 10 cents per hour in the first and second year, and 15 cents per hour in the third year.

Initial increases are retroactive for hours worked since May 1, 2016. The hourly premium for weekend work increases by 10 cents as well.

Members achieved a long-service paid loyalty day after 30 years of employment and improved vacation language providing seven paid weeks after 25 years of service instead of the previous 28 years required. Employer contributions toward the group health insurance premiums increase from 8.75% to 9% over the agreement term. New language outlines scheduling and the distribution of T4 slips, plus aunts and uncles have been added to the one-day bereavement provision.

Union Negotiating Committee: Pam Brown, Estelle Frank, Rachel Leesen, Joyce Vicaire, and Union Rep Tony Nigro. ...

Thunder Bay Pepsi-Cola workers ratify

Part-time employees benefit from an improved minimum-hours guarantee and the wage grid now provides additional adjustments to ensure that wages remain above the minimum wage set by the province. Premiums improve to provide $1 per hour for the Night Shift, up from 95 cents, and 75 cents per hour for Receiver, up from 50 cents.

Members now receive a drug card for prescriptions, enhanced Short-Term Disability of $500, up from $450, and improved Extended Health Care coverage of $500, also up from $450. The Boot allowance increases to $115 effective January 1, 2020, up from the current $100.

Part-time employees who are promoted to full-time having earned additional weeks’ vacation shall carry those additional weeks with them with the understanding that the employee will then have to work all the required full-time years to gain any further additional weeks. Bereavement leave entitlement improves to include siblings, step-parents, and step-children in the provision for five days’ leave.

Union Negotiating Committee: Alan Scott, Timothy Splane, and Union Reps Shannon Epp and Sandra Proulx. ...

On May 24, 2017, the membership at Pepsi-Cola in Thunder Bay ratified a three-year agreement. The negotiating committee, whose Members have a combined length of service of more than 85 years, achieved a number of improvements.

Wages increase by a total of $1.20 per hour over the term of the contract. The shift premium for Lead Hand increases to $1.20 per hour, up from $1, and the afternoon shift premium improves to 75 cents per hour, up from 65 cents.

Members benefit from improved employer pension contributions which increase by $1 per year, per hour worked, in 2017, and by another $1 in 2018. Existing employees working 10-hour shifts will now receive up to 50 hours in paid sick leave. The safety boot allowance increases to $200, up from $185, per year.

Language improvements provide an opportunity for more time off in the summer months if, after the first vacation bid, additional weeks are available. Bereavement leave language is also enhanced. The employer will make improved contributions toward the UFCW Locals 175 & 633 Training & Education Fund of $500 per year, up from $400.

Union Negotiating Committee: John Bennardo, Bill Lavoie, Rendell Sawchyn, and Union Rep Colby Flank.

Members at the North Bay Comfort Inn Airport ratify

4% over the contract term.

On May 23, 2017, hospitality workers at the Comfort Inn Airport in North Bay secured a new three-year collective agreement. This round of negotiations required a conciliation officer to ensure a fair agreement. Members turned down a previous final offer put forth by the company on March 27.

Members achieved a paid sick day for full-time employees with more than one year of service and a reduced sunset clause of 18 months, down from 24. Vacation entitlement improves to provide four weeks’ paid vacation after 10 years of service instead of the previous 15 years required.

The ratified agreement contains retroactive wage increases of 2% in the first year, 2.5% in the second year, and another 2.5% in the third year of the contract term.

Members also achieved a floater day in every year covered by the contract whereas the previous agreement only provided for one floater day in the third year. Further improvements provide an increase to the maintenance boot allowance of $150 per year, up from $100.

Union Negotiating Committee: Cynthia Armstrong, LeeAnne Carew, and Union Reps Jeff Barry and Derek Jokhu. ...

3-year deal ratified by Members at Ramada Inn Trenton The 23 Members at the Ramada Inn in Trenton secured a new agreement on May 24, 2017. The previous collective agreement for these Members came after a difficult and emotional four-month strike, which resulted in no rate increases, benefits concessions, and a lost week of vacation.

The new agreement includes wage increases and regains that lost week of vacation to provide four paid weeks for those with 15 years of service or more.

Wages increase retroactively including a 20-cent adjustment and then a 2% rate increase for all hours worked since February 14, 2017. All rates and progressions receive subsequent increases of 2% in 2018 and 2% in 2019. The employer’s contribution rate to the workers’ health and welfare plan increase to 60%, up from 55% and the plan now includes new weekly indemnity and long-term benefits.

Bereavement provisions now apply to employees who have completed probation instead of the previous one year of service required. Additionally, Members may save one paid bereavement day for a delayed internment. The company will now pay for one training day per year for Stewards.

Union Negotiating Committee: Betty Hennessy, Pat Viney, and Union Rep Paul Hardwick. ...

Best Western members in Sudbury ratify Members at the Best Western in Sudbury met on May 15, 2017, to review the details on a new four-year agreement.

The ratified contract includes a new wage progression grid to keep rates above any minimum wage introduced by the province. Members will receive wage increases totalling

Union Negotiating Committee: Union Reps Jeff Barry and Derek Jokhu, and Region 8 Director Sandra Rogerson. ...

North Bay Travelodge Members vote yes to new deal The 15 members at the North Bay Travelodge secured a three-year contract at a meeting held May 9, 2017.

Members achieved across-the-board wage increases of 2% in each year of the contract term plus a signing bonus of $100 for full-time and $50 for part-time employees. Reporting pay increases to four hours, up from three, paid at straight time. Effective January 1, 2017, premiums for fulltime employees’ health and welfare benefits will be paid fully by the employer. The employer will contribute $500 per year, up from $350, toward the Local 175 Training & Education Fund.

Language improvements provide enhanced vacation entitlement of five paid weeks for employees with 15 years of service or more, down from the previous 17 required. In addition, employees with 15 years of service are now entitled to two paid floating holidays.

A letter of agreement address pay equity as been added to the contract, and bereavement language also improves.

Union Negotiating Committee: Lise Larocque, Gwen Pilon, and Union Reps Jeff Barry and Derek Jokhu. ...

Holiday Inn Windsor members secure new agreement On February 6, 2017, the bargaining unit members at the Holiday Inn Windsor achieved a new three-year agreement.

Wages will increase by 1.5% in each year of the agreement term with the first increase retroactive for hours worked since the expiry of the previous contract. A new RRSP plan will see the employer match full-time employees’ contributions up to $500 per year. Vision care coverage increases to $250 per 24-month period, up from $200.

Language improvements clarify provisions on bidding for shift schedules. The employer will contribute $1,000 per year toward the Local 175 Training & Education Fund.

Union Negotiating Committee: Evelyn Anquillano, Zainab Kromah, Rola Sbeiti, Union Rep Brenda Simmons, and Region 4 Director Chris Fuller. | June 2017

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WELCOME NEW MEMBERS Workers at Wendy’s on Memorial Ave in Thunder Bay voted overwhelmingly to join Local 175 on March 8. Issues that brought the employees, who are mostly young workers, to the Union ranged from poor workplace conditions to unfair scheduling. There were also concerns about workplace harassment and intimidation, and threats that their jobs would be replaced with temporary foreign workers.

“Workers in the fast food industry are often treated by their employers as disposable,” said UFCW Local 175 President Shawn Haggerty. “Our Union welcomes these new Members and is proud of the bravery they’ve shown by choosing to unionize. It is a victory for them and sends a message across Ontario and Canada that fast food employees work hard and demand respect.”

nale.” Workers also noted job security and favouritism as other reasons for wanting to join.

On March 31st, more than 170 part-time and full-time workers at Leuschen Transportation in Timmins voted in favour of joining Local 175.

“These workers faced great adversity from the employer when trying to join the union” said Organizer Farman Ali. “They made it clear though, despite threats and intimidation, that they want to have their collective voices heard and taken seriously by management.”

The workers at Leuschen, employed in school bus transportation, united to achieve better wages, and job security.

They want to be treated with respect and they raised concerns of harassment and favouritism.

Congratulations to the workers at Flemingdon Health Care in Toronto on voting YES to joining Local 175.

Workers cited wages, job security, benefits and favouritism as their reasons for contacting the union. “Contract employees worked for years with no permanent positions,” said Organizer Amy Tran. “Some employees were not receiving wage increases, benefits had been clawed back and there was favouritism going on in this workplace.”

Members at the health centre work as social workers, community health care workers, intake workers, childminders, registered dietitians, nurse practitioners, registered nurses, chiropodists, outreach workers, medical receptionists and IT support.

Employees at Chartwell Tiffin Retirement Home in Midland voted to join the Union in March. Jobs at the home include RPNs, PSWs, Kitchen staff, and Housekeeping.

“There were a number of reasons the workers reached out to the Union” said Organizer Linval Dixon. “The main issues were wages and vacations that were below industry average, the cost of their benefits, and they currently have no pension plan. Senior staff have been seeing hours cut and there have been terminations given without any ratio-

In two separate votes, teachers at both the Islamic Foundation School in Scarborough and the Islamic Institute of Toronto chose overwhelmingly to join our Union in May. The Union believes these to be the first Islamic schools to unionize in Canada.

A range of issues brought the more than 60 full-time teachers at both private school locations to seek Union representation. Their concerns included a lack of respect in the workplace, time limits on vacations, poor job security, and an inadequate compensation package.

Approximately 24 workers at Quality Natural Foods in Toronto voted to join UFCW Local 175 in May. These members work as truck drivers, packers, shipper/receivers, machine operators, and order pickers.

The workers cited an absence of any sick days, a lack of different pay rates among workers with experience, overtime and holiday pay, and favoritism with regards to scheduling time off and vacations among the reasons they decided to join the union.

Congratulations to all and welcome to UFCW Locals 175 & 633. The Local Union for all workers.

TRAINING & EDUCATION

2017 Steward Cell Training launches in Hamilton With 30 Stewards in attendance, the Local Union’s Cell Training for 2017 kicked off in Hamilton on Monday, May 29. These localized one-day training sessions allow us to reach more Stewards than is possible through the weekend seminars alone.

“I’m happy to see that this format is bringing more Stewards to training,” said President Haggerty who was on hand with Secretary-Treasurer Kelly Tosato for the opening session.

Smaller class format with Stewards from similar industries allows more time for real discussions to take place. In addition to instruction on topics like pensions and dealing with management, each session includes time for Members to ask questions, share their challenges in the workplace, and provide their experiences to help others.

“It’s vital that we do our best to provide our Stewards with the skills that they need to support and protect their co-workers every day,” explained President Haggerty. “I look forward to hearing feedback from the Stewards on how the new format worked for them.”

| June 2017

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FUNDRAISING

This year’s Soccer Tournament saw 12 teams take to the field on April 23. Money collected through entry fees and prize draws brought in $1,600 to benefit the Leukemia & Lymphoma Society of Canada (LLSC). Congratulations to this year’s champs – FT Forca!

The 20th Anniversary Skate for a Cure Hockey Tournament took place on May 12 & 13. Thanks to generous contributions, this year’s event raised almost $26,000! Congratulations to the Highbury Canco team who defeated Food Basics #690 to take the championship.

On May 13, the Swing For A Cure golf tournament raised $25,000.

Thank you to the players, sponsors, and donors for your generosity. Special thanks to Union Savings and RBC Insurance for their donations and sponsoring the Hole-In-One Challenge.

For more photos from MYUNION.CA or chec facebook.com/uf

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| June 2017

On the May long weekend, Members and staff were at Morello’s YIG for Peterborough Cares. Members Marc Duquette and Ted Dawes from Minute Maid volunteered to cook and collect donations. Thank you to the Peterborough community and Morello’s customers for raising $7,500.

On May 20, the 7th annual Arts for Leukemia evening raised $2,259 for the LLSC. For a $10 donation at the door, attendees got a night of musical entertainment, and a chance bid on some great prizes.

The Crop for a Cure on April 22 brought scrap bookers out for a day of creativity while raising money for the LLSC. The 1st place winner of the 2-page layout was Kim Stewart, and 2nd place went to Fay Pitsadiotis.

Through the generosity of all involved, the event raised $1430.

all of our events, visit ck us out on Facebook fcwlocals175633

| June 2017

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Members walk to Light the Night in memory of co-worker On Sunday, May 7, 2017, a Light the Night walk took place to honour the memory of Mike Piedgrossi.

Mike was a member of UFCW Local 175 since 1999. He passed away in September 2016 after a battle with cancer. The walk at Bayfront Park was led by many of his co-workers and other Union members from the Hamilton-area Barn Markets and Metro stores.

Kim McDonald, a Local 175 Union Steward at The Barn Markets #229 in Hamilton, coordinated The Light the Night walk to benefit the Leukemia & Lymphoma Society of Canada (LLSC) with the assistance from the Members at that store and Lara Panov from the LLSC. Participants carry lanterns as they walk. Gold lanterns mark those walking in memory of a loved one. Red lanterns are carried by supporters, and white lanterns are carried by patients and survivors.

“It was amazing to see the spirit and friendship during the event,” said Union Servicing Rep Lee Johnson-Koehn, who wore a t-shirt to honour Mike’s memory. “We work alongside people every day and they become part of our lives. It’s inspiring to see that his memory will live on through fundraising to help others.”

For more information on research and patient care funded by these walks, visit the Leukemia & Lymphoma Society of Canada (LLSC) website at llscanada.org. #somedayistoday

UFCW RIDE FOR A CURE Saturday July 15, 2017 Registration 8:30 a.m. - 9:30 a.m. at UFCW Local 1006A Office 70 Creditview Road, Vaughan in support of the Leukemia & Lymphoma Society of Canada

Ride Starts at 9:30 a.m.

Ride Ends with BBQ, Prizes & Award at UFCW Locals 175 & 633 Office 2200 Argentia Road, Missisauga For full details contact Ride Coordinator Anneela Perumal 1-800-565-8329 / 905-821-8329 or anneela.perumal@ufcw175.com

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

your

Pensions are complex.

There are a lot of words used by experts to talk about plans.

Below are just some of the Pension Terms you should know.

PENSION JUNE 2017

All definitions taken from the online glossary provide by the Financial Services Commission of Ontario (FSCO). For more info visit www.fsco.gov.on.ca.

Accrued

The amount of accumulated pension benefits credited to the plan member based on their length of service, earnings, etc., up to a given date.

Beneficiary

A person who is receiving, or is entitled to recieve, a benefit under a pension plan.

Commuted Value

The amount of a lump sum payment that is payable today (or as of a fixed date) and that is estimated to be of equal value to a future series of pension payments, based on actuarial assumptions.

Credited Service

The length of service used in a pension plan formula to calculate a defined benefit. The credited service might be different than a person’s continuous service or employment.

Deferred Pension

A pension determined when a member’s employment/plan membership ends but which is not payable until a later date.

The payment usually occurs at the member’s normal or early retirement date.

Financial Services Commision of Ontario (FSCO)

A regulatory agency of Ontario’s Ministry of Finance that regulates insurance, pension plans, loan and trust companies, credit unions, caisses populaires, mortgage brokering, and co-operative corporations in Ontario.

Types of Retirement Income For all retirement income you must either apply or inform the plan administrators of your intended retirement date.

Canada Pension Plan (CPP) Provides monthly payments to retirees who worked in Canada & contributed to the Plan during their employment.

Old Age Security (OAS) Provides monthly payments to most Canadians (65 or older) who qualify.

Guaranteed Income Supplement (GIS) Provides additional money to low-income seniors who qualify.

Defined Benefit Pension (DB) A DB plan requires fluctuating contribution amounts and defines the ultimate pension benefit to be provided in accordance with the formula, usually based on years of service, earnings, on a flat rate, etc.

Defined Contribution Pension (DC) DC plans define contribution amounts required instead of the benefit. At retirement, the benefit amount is based on the accumulated contributions & investment return in the member’s account.

Multi-Employer Pension Plan (MEPP) A plan in which two or more unrelated employers participate & contribute to the same plan. A MEPP can be a DB or DC plan, or a combination of both.

www.canada.ca for tools & more info on retirement

Members of UFCW Locals 175 & 633 participate in a variety of pension plans depending on the workplace. It is important that you understand the details of your plan and the other options available to you.

Review your annual pension statements to ensure your hours, contribution level, length of service, etc., have all been reported correctly. Keep your address up to date with ALL benefit providers.

37.9%

of all employees (private & public sector) were covered by a Registered Pension Plan in 2013.

62.1%

that means . . .

of employees don’t have a registered pension Statistics Canada plan.

Well in advance of your retirement, you should ensure you have information for any/all pension plans you participated in throughout your working life. If you’re unsure who to contact, start by getting in touch with former employers to find out the administrators of your plan(s). If a previous employer has closed, you can contact FSCO to find out in which plan that employer participated.

Retirement benefits DO NOT START AUTOMATICALLY YOU MUST APPLY No matter what your age, your income level, or how much you have saved, it’s important to speak to a qualified, independent financial adviser – who’s not trying to sell you anything.

The Government of Canada has calculators and other tools available to help you find out how much retirement income you will receive. Visit www.canada.ca.

Some good basics to start with: • Make a plan.

• Don’t wait too long to start that plan (it’s never too early to think about it) • Consult a professional Financial Adviser • Have a Will and update it as necessary.

• Designate beneficiaries for each of your plans (including Life Insurance, etc.)

• Consider your expenses in retirement (hobbies, living situation, travel, care for other family members etc).

• Find out what retirement income you’re entitled to.

How much income do you require to live a happy healthy retirement?

Complete a budget for yourself. Remember: • When you stop working you no longer contribute to Employment Insurance, Canada Pension Plan, Union Dues, or RRSPs. • You likely will no longer spend as much money on things like commuting, work clothes, lunches, and more.

• Your overall reduced income will likely put you in a lower tax bracket.

Questions to consider: • Will you be renting or paying a mortgage?

• How is your health and what coverage will you have? (drug, vision, dental, extended health) • Will you require additional coverage?

• Do you plan to be active or travel in your retirement?

• Do you have children or parents to take care of?

• Do you like your job? Are you able to keep working?

• When do you want to start collecting your public pensions (CPP, OAS, GIS)? * Keep in mind that if you start collecting CPP before 65 your payments will be reduced. OAS will not begin until the age of 65.

Public pension income - Age 65

$578,251 $$$$

If you retired in 2017 and relied on just your own savings, you would need

to buy an annuity that would provide you with $30,000 a year ($2,500 per month).

Starting Early makes a BIG Difference Annual Annual Invest at Retire at Investment Interest Inflation Age Age Amount Rate Rate

Total Future Value of Investment

20

65

$1,000

3%

2%

$1551.20

30

65

$1,000

3%

2%

$1407.01

40

65

$1,000

3%

2%

$1276.22

50

65

$1,000

3%

2%

$1157.59

Where is your retirement income coming from?

Public/Government CPP OAS GIS

as of Jan - Dec 2017

CPP MAX

$1,114.17

OAS MAX

$578.53

That means the MAXIMUM combined CPP and OAS you can receive is about $20,300 per year. And most people DON’T QUALIFY for the maximum.

Visit www.canada.ca for updated info when you begin planning.

Employer Plan(s) Pension plans Group RRSPs

Personal Savings

Annuities RRSPs LIRA TFSAs Life Insurance RRIFs Investments Other income

. . . more definitions . . .

Life Annuity/Annuity

For pensions, an annuity provides regular payments through an insurance contract that will be paid for the duration of the recipients lifetime, or to their designated beneficiary. Annuities are normally purchased from insurance companies.

Pension Benefit

The total monthly, annual or other payment to be paid to a plan member at retirement that will continue for the rest of their life, or be paid to the member’s beneficiary if they pass away.

Registered Retirement Income Fund (RRIF)

A personal retirement income fund offered by financial institutions and governed by the federal Income Tax Act. A RRIF provides an ongoing minimum flow of income and is subject to minimum annual income payment requirements.

Registered Retirement Saving Plan (RRSP)

A personal retirement savings plan offered by financial institutions and governed by the federal Income Tax Act.

Transfer Ratio

A ratio that indicates the degree to which a pension plan has sufficient assets to provide pension benefits.

Wind Up (or Partial Wind Up)

The termination or discontinuation of all (full) or part (partial) of a pension plan usually resulting from bankruptcy, corporate restructuring, or downsizing.

You can also find an extensive pension term glossary online at the Public Services & Procurement Canada website: www.tpsgc-pwgsc.gc.ca