Checkout Spring 2021

CHECKOUT SPRING 2021 - VOL XXX NO 1

MARKING A YEAR OF THE COVID-19 PANDEMIC & THE DEDICATION OF FRONTLINE WORKERS

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

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Retirement Announcement

10 Welcome New Staff

12 New Members

14 Negotiation Updates

19 Training & Education

20 What’s Really Going on at Amazon?

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COVID-19 WSIB Info and resources

HOPE SECTOR: Director: Sandra Ashcroft 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; Servicing Representative: Teresa Wilson; Engagement & Media Relations Strategist: Tim Deelstra COMMUNICATIONS: Communications Representative: Laurie Duncan; Senior Communications Representative: Jennifer Tunney

Welcome to Members from Kawartha Heights Retirement Living

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 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, Amanda Nagy, 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: Todd Janes, Steve Springall, Navidad Talbot; Servicing Representatives: Dan Bondy, Arlene Robertson REGION 8: Director: Derik McArthur; Union Representatives: Jeff Barry, John Beaton, Richard Eberhardt, Jim Hames, Derek Jokhu

Day of Mourning

Solidarity Scholarship Application Info

UFCW LOCALS 175 & 633 MAILING ADDRESS & HEAD OFFICE 2200 Argentia Road, Mississauga ON L5N 2K7 Tel: 905-821-8329 Toll Free: 1-800-565-8329 Fax: 905-821-7144 Email: membership@ufcw175.com CAMBRIDGE | HAMILTON | LEAMINGTON | OTTAWA | SUDBURY | THUNDER BAY

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

UUWO

PRESIDENT’S Message

Marking one year of the COVID-19 pandemic March 11, 2021, marked one year since the declaration of a worldwide pandemic and a national day of observance took place to commemorate the lives lost due to COVID-19. As of the end of March, more than 7,240 Ontarians have been lost. Across Canada, more than 22,730.

We’ve lost five members of this Union to COVID-19. That’s five families and countless friends and co-workers forever changed.

And many other members contracted COVID-19 and have recovered. Some still suffer from the lasting effects of this virus.

The real mental and physical impact of this pandemic, especially on frontline workers, will not be fully understood for some time.

I am proud of how the members of this Union continued to show up over the last year. But I also encourage anyone who is struggling, to reach out for help.

Speak to your Union Rep, your Stewards, or contact the Members’ Assistance Program.

Working people face the added burden of a provincial government that seems unmoved by what frontline workers are going

through, and employers who won’t do anything they’re not required to do by law.

From advocating for vaccine access for all frontline workers who want it, to lobbying for protections like paid sick days, higher wages, and more – your Union continues to fight to get employers and our government to use empathy and common sense when it comes to how we treat workers during this pandemic and in the years to come.

Ford’s government has the power to protect working people. But on March 1, 2021, they voted against Bill 239, the Stay Home If You Are Sick Act, 2021.

Ford and the Progressive Conservatives voted against paid sick days for you.

Ford’s claim that workers already have paid leave from the Federal government is misleading. Yes, workers can apply for the Can-

ada Sickness Recovery Benefit (CSRB) and other support, but it’s temporary. Plus, the CSRB requires workers to apply after they’re sick which means there is income disruption in the meantime. To qualify, a worker has to have made at least $5,000 in the prior year and have to have missed more than 50% of their workweek.

Paid Sick Leave Legislated paid sick leave would mean no income disruption if you are off ill only for a day or two.

There would be no need to wait and apply to see if you qualify.

Paid sick leave would extend beyond the pandemic and be part of our regular social safety net.

Paid sick leave, pandemic pay, ensuring presumptive WSIB COVID-19 coverage for workers filing a claim, increasing minimum wage, improving funding and staffing for long-term care, and prioritizing mental health support for all. . . these are all things our government has the power to make happen. continued on page 5. . .

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SECRETARYTREASURER’S

Message

A year of change and challenge On March 8, the world recognized International Women’s Day. This year’s theme was Choose to Challenge – A challenged world is an alert world and from challenge comes change.

Gender-based discrimination continues to affect the lives of women everywhere. Challenging our understanding of what it means to experience this discrimination and its overlap with other systems of discrimination, oppression, and violence is an important step to creating a better future of true equality.

Intersectional feminism In 1989, Kimberlé Crenshaw, a lawyer and civil rights advocate – coined the term Intersectional Feminism. Crenshaw defined it as ‘a prism for seeing the way in which various forms of inequality often operate together to exacerbate each other.’

For too long, feminism has centred around the experience of white, able-bodied, heterosexual, cisgender, middle to upper-class women. But it’s clear that gender-based discrimination interPage 4

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sects with many other aspects of discrimination.

UN Women stresses the importance of considering historical context as well:

“Long histories of violence and systematic discrimination have created deep inequities that disadvantage some from the outset.”

UN Women

“These inequalities intersect with each other, for example, poverty, caste systems, racism and sexism, denying people their rights and equal opportunities. The impacts extend across generations.”1 Our feminism and work to dismantle gender-based inequities must include the experience of all women and their histories: Black, Indigenous, and other women of colour, those in the LGBTQ2IS community, women living with disability, those with

lower incomes, and immigrant women too. Gender identity, sexuality, religion, family status, language, and more – all affect the nature of discrimination someone experiences.

The various ways that forms of discrimination intersect leave many people marginalized and vulnerable. As a result, they are disproportionately affected by recessions, natural disasters, lack of healthcare, and crises like pandemics as we saw this last year.

Eliminating Gender Discrimination More than ever before, the pandemic, the tragedies, and the reinvigorated social justice movements of the last year have forced people to confront how our society and economy function; examine the things we rely on and take for granted; and recognize the inequalities that are embedded deeply in our systems and institutions.

Eliminating systemic forms of discrimination is hard but necessary work. Making progress

. . . continued from page 3

Ford’s words and actions don’t line up.

Each time Ford tweets his thanks for the sacrifices of our frontline workers, and each time he’s at a microphone and tells us how important healthcare workers are, he hopes no one notices that none of his actions actually

means acknowledging one’s own privilege and role in upholding these systems. And privilege doesn’t mean you haven’t faced barriers in your own life. Privilege means that some part of your identity allows you to avoid certain barriers that others face.

The Right to Join a Union I’m proud that Union membership is one way that working people can build equality and eliminate discrimination. I’m happy to see the recent Union drive for workers at the Amazon facility in Bessemer, Alabama.

Most of those workers are Black and many of them are women, and they are fighting for more than just wages – they’re fighting for dignity and respect.

The right to bargain collectively empowers women to participate in making their work life better.

It allows workers to negotiate for wages that ensure equal pay for equal work, and for things like paid sick days and health benefits

prove his admiration, concern, or desire to protect working people.

Thank you to all of our members on the frontlines. Your work continues to be essential, as it always has been. Your Union will continue to fight for better worker protections and I encourage every worker to consider

which give workers the resources they need to manage life’s ups and downs. Even if the workers decide not to vote for the Union, the fact that they have the right to freely make that decision is a vital and necessary part of how we make progress and work to dismantle gender and all forms of discrimination in the workplace. You can read more about Amazon on page 16.

Being an advocate for equality requires education, and listening to the voices of others whose experiences are different from our own. It requires us to use our vote to elect candidates that believe in equality and the progress of human rights.

Advocacy requires us all to raise our voices to stand up for others, to call out acts of discrimination, and to demand and be part of the change.

In Solidarity, Shawn Haggerty president@ufcw175.com

If you see inequality as a ‘them’ problem or ‘unfortunate other’ problem, that is a problem.

Kimberlé Crenshaw

The Gender Pay Gap in Canada • The average gender pay gap in Ontario is 29.3%.

• Racialized women face a gap of 38%.

• Women in Canada with disabilities experience a pay gap of 56%.

Learn more by visiting the Equal Pay Coalition

In Solidarity, Kelly Tosato

Further reading and resources

treasurer@ufcw175.com

• International Women’s Day

Intersectional feminism: What it means and why it matters right now. (2020, July 01). Retrieved February 24, 2021, from https://www.unwomen.org/en/news/stories/2020/6/explainer-intersectional-feminism-what-it-means-and-why-it-matters

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what they want to see from their elected government going forward. Call and email your MPPs and demand that they do better for you and your families.

• UN Women

COVID-19

WHAT SHOULD YOU DO IF YOU BELIEVE YOU WERE EXPOSED TO THE VIRUS AT WORK?

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If you have symptoms of COVID-19, get tested.

Your local Public Health unit will have up-to-date information on testing locations near you and vaccine plans for your region. Not sure where to find your Public Health Unit? The province maintains a list online - click here.

WSIB COVID-19 Related Claims Statistics Claims allowed

What to do if you contract COVID-19 or are exposed at work.

The full extent of the illness and long-term effects associated with COVID-19 are unknown. Establishing a paper trail of contact and exposure is extremely important. It can help ensure you have coverage if you develop symptoms down the road. If you contract COVID-19 at work, it is an occupational disease.

18,970

Claims not allowed 1,960 Claims pending

230

Exposure incident reports received

6,322

WSIB Stats as of March 19, 2021

For workers, there are TWO Workplace Safety & Insurance Board (WSIB) forms you need to know about.

1. If you have NO diagnosis or symptoms BUT there are confirmed cases in your workplace, you should complete a WSIB Exposure Form.

2. If you have symptoms AND a diagnosis you need to submit a Form 6.

If you cannot trace your exposure to the community, your family or friends and there are positive cases of COVID-19 in your workplace – big or small – then you need to submit a Form 6 or Exposure Report as outlined above.

If you have questions or need assistance with filling out forms contact the Local Union’s Worker’s Compensation Department at 1-800-565-8329 or workerscomp@ufcw175.com.

What government support might you be eligible for?

The Federal government continues to offer financial support to workers affected

by COVID-19 in a number of ways. If you know which benefit you want information on or to apply, you can go straight to the Individual COVID-19 Supports section on the government’s website - click here.

Not sure if you qualify?

Take a step-by-step questionnaire to determine whether you might be eligible for support. Click here for the questionnaire.

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MARCH 21

INTERNATIONAL DAY FOR THE ELIMINATION OF RACIAL DISCRIMINATION As we observe the International Day for the Elimination of Racial Discrimination, we must all - on a daily basis renew our commitment as individuals, co-workers, Union members, and community members to fighting racism in all its forms.

Stand up and speak out against oppression, hatred, violence, and injustice.

UFCW Canada began a petition to #StopHate. This petition goes to the offices of Canada’s Minister of Diversity and Inclusion and the Director of the Federal Anti-Racism Secretariat to demand a COVID-19 recovery strategy that is inclusive, anti-racist, and just.

Add your voice!

Sign the petition here.

WANT TO STAY UP TO DATE ON COVID-19 RELATED NEWS AT THE UNION? Visit ufcw175.com/covid19 to find all of the Union’s COVID-19 related blog posts, items from the news, links to our social media, and further resources for government support and more.

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HAPPY RETIREMENT At the end of February 2021, Union Representative Diane Sanvido officially entered retirement.

Diane began her career at Zehrs Markets in Guelph in 1973 while she was in high school. When she turned 18, Diane became a full-time employee working as an Office Clerk and Front End Manager. During her time at Zehrs, Diane worked at several different locations in Guelph, Listowel, Waterloo, and Fergus.

In the early 1980s, Diane spent about four years as a Front End Specialist for Zehrs where she worked in the Windsor-Chatham area through the conversion of Gordons stores into Zehrs stores.

“The employees at the Windsor and Chatham area stores always greeted me with kindness and respect,” said Diane.

“During opening week of the St. Clair Beach store, I ran out of gas on highway 401. Three different people helped me by driving me to get gas and back to my car to help me start it.”

“We didn’t have cell phones,” added Diane. “My boss wasn’t happy when I arrived late. But the next day, my boss along with an employee dressed in a

NEW STAFF In February, Sandra Ashcroft became Director of the Health, Office, and Professional Employees (HOPE) sector at the Local.

costume presented me with a gas can in front of other employees. A note on the gas can read ‘Don’t be a fool and run out of fuel.’ I still have that gas can.”

In 1988, Diane became an instructor at the newly established Clifford Evans Training Centre.

Under the mentorship of Brian Howden and Marv Funk, Diane made lifelong friendships and learned to facilitate and design courses to support Members in skills development This led Diane to become a Health & Safety and WSIB Representative for Local 1977 in 2008. And since 2011, Diane has been working as a Union Representative for Local 175.

In 1988, Diane met her loving husband Mario Hebert. They have two daughters – the pride of their lives – Carolyn and Sarah.

“I am proud of achieving my Adult Educator Certificate from Brock University,” added Diane.

“I did homework at the kitchen table along with my kids. They even helped me sometimes.”

Diane was active as a Cub Scout and Brownie Leader, and she chaired her daughter’s dance studio fundraising committee.

Sandra began her career in LongTerm Care (LTC) as a Personal Support Worker. She returned to school to become a Registered Practical Nurse (RPN). As an RPN, Sandra worked in both LTC and in a hospital Complex

Diane also canvassed for the United Way in Cambridge, too.

“I am very grateful for the many friendships I have with my coworkers and members,” said Diane. “All of you have been mentors to me; teaching me with every encounter. I consider myself lucky to have learned from you and I will miss you.”

In retirement, Diane looks forward to spending time with her four grandchildren. She plans to volunteer and continue to learn through online university courses, too. Diane also hopes to travel across Canada.

“I know Diane is well-loved by the members and her co-workers,” said President Haggerty.

“Her retirement is well-earned and I wish her all the best.”

Care Unit for many years. She then went back to school and graduated from McMaster University as a Registered Nurse.

Sandra continued her work in both LTC and the hospital. She continued on page 10. . .

We’re trying something new to introduce some of our new staff to the Members!

C A P T IONS In January, Teresa Wilson, who has been on staff at the Union for 17 years, took on a new role at the Local Union.

. . . continued from page 9

became Assistant Director of Care for the LTC home and received her Director of Care certification.

“I found the work rewarding, but frustrating,” said Sandra. “I could see the problems but my capacity to change things was limited.” This frustration led Sandra to take a management role in a hospital Complex Care unit.

In December 2020, Sandra took on the challenging role of interim Director/Administrator at an LTC home experiencing one of the province’s deadliest COVID outbreaks.

“I saw the pandemic’s devastation,” said Sandra. “I saw what years of underfunding, understaffing, and under-training had done. I knew it was my calling to make a change.”

“LTC and Retirement Home staff are dedicated and compassionate people. A nurse at the LTC home found out she had COVID during her shift.

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She cried because she wouldn’t be able to stay at work,” said Sandra. “She loved her residents and was afraid there wouldn’t be anyone left to care for them.’”

Sandra is currently completing her Administrator certification.

“I am so happy to have this opportunity at UFCW, where I can put my advocacy for healthcare workers and social justice to work.”

“Sandra’s dedication turned the situation at an LTC home around and put it on the right track,” said President Haggerty.

“Her leadership and advocacy have made the lives of clients and staff better.

Teresa’s journey with UFCW began as an employee at Fortinos #58. At the store, where she started working in 1998, Teresa was a cashier and served her co-workers as a Steward. During the strike at Fortinos in the summer of 2002, Teresa became a picket captain. “I found the solidarity and determination among my coworkers on that picket line very empowering,” said Teresa.

In January 2004, the Union hired Teresa to work at reception in the provincial head office. Since then, she has worked in several depart-

To meet Kendall, the newest lawyer to join the Legal Team, and Amanda who joins Region 4 as a Servicing Representative you can watch their introduction videos.

I NC LU DED ments and regions providing vital administrative support to staff and members of the Local Union.

Some members have probably talked to Teresa on the phone, to register for conferences or find out who they should talk to about a workplace issue. Stewards may recognize her from some of the steward seminars and other conferences Teresa has attended over the years as well.

After 17 years of dedication and experience, Teresa will now be a Servicing Representative for the Training & Education Centre. In this role, Teresa will assist with the roll out of a new program as well as a number of other duties.

“I’ve learned a lot since joining the Local Union staff,” said Teresa. “I look forward to continuing to learn, and using my knowledge and experience to help train and inform more UFCW members and stewards.”

“Teresa is a valued part of our staff at the Local Union,” said President Haggerty. “I know she will tackle this new role with her proven reliability and commitment to serving the members.”

In February, the Union welcomed Navidad Talbot to Region 7. Nav comes to this new role with years of experience as a Plant Chairperson, Chief Steward, and Union Steward at Cargill in Guelph where he represented more than 900 bargaining unit members.

At Cargill, Nav took part in every aspect of representing the members’ interests from day-today issues, through to grievances and arbitration hearings.

His experience includes WSIB matters, denials of short and long-term disability benefits, job posting policies, health and safety, pensions, human rights code cases, and more.

In 2018, Nav became an Industrial Sector Vice-President on the Local 175 Executive Board.

He has taken part on negotiating committees, sat on appeals boards, and been a delegate at many conferences such as the National Defence Fund (NDF),

Ontario Federation of Labour (OFL), and Local Union conventions.

Nav is passionate about mental health and works to raise awareness in the workplace and beyond. He takes part in community outreach efforts and political activism to bring about social justice and uses his voice to speak up for people who are marginalized and vulnerable.

“I am dedicated to the ideals and goals of the labour movement,” said Nav. “I take great pride in my work and I look forward to being a representative for the members of this Union.”

“Navidad has proven himself to be a strong leader in the workplace,” said President Haggerty.

“His knowledge and commitment to workers’ rights is clear and he will make an excellent advocate for the members.”

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ORGANIZING In January, after a month-long organizing campaign, employees at Kawartha Heights Retirement Living celebrated their victory as they become members of UFCW Local 175.

Approximately 40 full and part-time healthcare workers at the home can now begin the process of bargaining their first collective agreement. Job classifications at Kawartha Heights Retirement Living include: • Dietary Aides, • Registered Practical Nurses (RPNs), • Resident Assistants, • Personal Support Workers (PSWs),

• Reception, and; • Housekeeping.

While the relatively new home is currently at about 72% capacity, once full the total bargaining unit should be comprised of more than 50 employees. Currently, most of the employees at the facility are women and most are classified as part-time. Through collective bargaining, the new Union members hope to achieve: • More jobs classified as full-time; • Better benefits for all employees; • More paid sick days; • Job security, and;

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HEALTH OFF

E P LOY E S

What is the HOPE Sector?

RO F E SS I O

EM

UFCW Local 175 welcomes these newest members at Kawartha Heights Retirement to the Union’s HOPE Sector.

E

&P

L

Having limited paid sick days means workers in healthcare often have to come to work ill to avoid causing a situation where employees are working short. As a result, these workers are often overworked and exhausted. This can cause burnout and a high turnover rate of employees at many healthcare facilities.

IC

• An end to favouritism.

LOC

A L 175

The Health, Office, and Professional Employees (HOPE) sector is a division within UFCW Local 175 that includes several thousand members in a variety of bargaining units.

• Long-Term Care

• Addiction Treatment Centres

• Office Administration

• Retirement Care

• Emergency Medical Services

• Call Centres

• Community Health Care

• Volunteer Firefighters

• Security Screeners

• Health and Home Care

• Military Resource Centres

• Dental Services

• Youth and Social Services

• Funeral Homes

• Veterinary and Animal Care

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• Transit and School Bus Drivers

ORGANIZING HONORARIUM Thank you to Geraldine Alinsod from Bradgate Arms, and Patricia Dorman and Okpan Ogby from Christian Horizons who are the latest Members to receive Organizing Honorariums.

Geraldine, who has been a member since November 2002 and is a Steward, provided a lead that helped us successfully organize Forest View Retirement Residence.

Patricia and Okpan each gave us leads for two different Christian Horizons locations to help us organize and certify new members as well.

What is the Organizing Honorarium?

If we successfully organize & certify a group of workers because of a lead a Members calls in, that Member will be eligible for one of the following honorariums: • More than 30 but fewer than 50 workers: $300 • More than 50 but fewer than 75 workers: $500 • More than 75 but fewer than 100 workers: $800 • More than 100 workers: $1,000 • Core Sector Bonus: 25% Call for details on the Core Sector Bonus

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NEGOTIATION UPDATES Members working at the retail cannabis dispensary Canna Cabana in Hamilton have achieved their very first collective agreement.

The members at Canna Cabana were very motivated to achieve an agreement with good improvements to their working conditions.

During the course of bargaining, the Union Negotiating Committee requested the assistance of a Conciliation Officer to keep discussions moving forward.

As a result, the nine full-time and nine part-time employees secured an agreement that will see them through the next two years and four months. The members work as Budtenders at the Hamilton dispensary.

Wages & Hours Members will benefit from a number of monetary improvements over the term of the agreement. Employees who are currently post-probation will get an immediate $1 raise to bring their rate to $17 per hour.

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Employees with two years of service will move to $17.50 per hour. All initial raises will be paid retroactively for hours worked since April 13, 2020.

In addition to rate increases, employees will receive lump sum signing bonuses: $375 for full-time and $175 for part-time. Two senior employees will receive a lump sum of $1,450 as of ratification plus the retroactive increases.

New overtime language means that members at Canna Cabana receive overtime pay after 42 hours per week instead of 44. In addition, members will also benefit from language that improves scheduling.

Further language improvements also guarantee that the employer will maintain a minimum of seven fulltime jobs for the duration of the agreement.

Leaves of Absence and Holidays The Union Negotiating Committee succeeded in bargaining three new paid sick days for all employees.

Previously, employees at Canna Cabana had no paid sick time. In addition, the agreement contains new paid bereavement leave and paid jury leave as well.

Members will benefit from new vacation entitlement, which now forms part of the agreement. The number of Statutory holidays contained in the agreement language increases and now members will also receive one floater day per year.

As members ratify their collective agreements, summaries are posted at ufcw175.com

Lastly, the employer agreed to make contributions to the UFCW Local 175 Training & Education Fund in the amount of three cents per hour worked.

First Ontario retail Cannabis location to unionize The employees at Canna Cabana were the first retail cannabis location ever to unionize in Ontario. They won their vote for Union representation with Local 175 back in April 2020.

This first agreement, thought to be one of the first in the Canada’s Cannabis industry, was ratified on December 18, 2020.

Union Negotiating Committee: David Claros, Jesse Peria, Union Rep Ashleigh Vink, and Region 5 Director, Jehan Ahamed.

Scan the QR code here with your smartphone.

Pandemic pay and language, and other improvements for Comfort Inn Hart Drive members

Members will receive a lump sum payment upon ratification of $700 for full-time and $400 for part-time.

In this round of bargaining, the Union Negotiating Committee worked hard to achieve an agreement that included pandemic language and more.

Negotiations also required the assistance of a Conciliation Officer from the Ministry of Labour to reach an agreement on monetary items.

The pandemic language negotiated includes a premium payment of 25 cents per hour. The wage grid, which ensures rates stay ahead of minimum wage improvements, will improve in each year of the agreement. In 2021, the rate will provide 50 cents per hour over minimum wage and, in 2022 the rate will improve to minimum wage plus 60 cents per hour.

Further improvements will provide one paid sick day and one paid floater day per year for all members of the bargaining unit. Additionally, members will receive $50 per year toward the purchase of safety shoes.

Lastly, the employer agreed to cover half the cost of printing copies of the agreement for members.

Members ratified the three-year agreement on February 2, 2021. The agreement covers the six full-time and eight part-time employees at the Comfort Inn. Union Negotiating Committee: Janice Ferrier, Judy Simpson, and Union Rep Ali Farman.

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Links to more Negotiation Updates at ufcw175.com Material Recovery Facility agreement will see members through closure in 2023 | More...

NEGOTIATION UPDATES Members at Coca-Cola Gatineau ratify three-year deal

Members at Maple Lodge Farms Mississauga ratify | More...

Three-year agreement ratified at Coca-Cola Windsor | More...

Lococo’s members ratify new four-year agreement | More...

Imperial Parking Toronto members achieve a new 3-year deal | More...

Yearly increases among improvements in new Ingredion agreement | More...

Hospitality members at the Prince Arthur ratify | More...

In this new contract, members will benefit from improved vacation selection. Members now have two opportunities per year to select vacation which gives them extra time to choose their preferred weeks off.

Wage improvements provide a $1,000 lump sum to all bargaining unit members at Coca-Cola Gatineau in year one. Rates will improve by 50 cents per hour in year two, and 55 cents per hour in year three. Additional monetary improvements provide a new night shift premium of $1 per hour, and an increased safety shoe allowance of $210, up from $190.

Ottawa Flyer Force members ratify | More...

The clothing allowance improves to provide an additional sweater, plus two toques and two ball caps every second year. Members also received an extra sweater and ball cap at ratification as well.

Annual increases & more in ratified North Park Nursing Home agreement | More...

Union Negotiating Committee: Pierre-Eric Tasse, Rudy Tremblay, and Union Rep Joe Tenn.

Members at Gay Lea Toronto ratify new agreement | More...

Three-year agreement secured at CP Bunkhouse | More...

Wage, vacation, and other improvements in Windermere on the Mount agreement | More...

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Lococo’s members achieve new contract Through this round of bargaining with Lococo’s, the Union Negotiating Committee focused on achieving a good agreement with improvements to wages, hours of work, scheduling language, and more. As a result of the Committee members’ hard work, the ratified agreement contains new prohibitions on management performing bargaining unit work. This means that Lococo’s members will not lose hours or income because of management performing work that should be done by employees.

In addition, members will benefit from a new 48-month minimum wage grid. This grid includes raises of 25 cents per hour every six months. Following ratification, employees will be placed on the grid based on their seniority. This will result in an immediate minimum raise of 25 cents per hour, and for most employees it will result in raises ranging from 50 cents up to $1.50 per hour. The previous student wage grid has been eliminated. Long service employees at Lococo’s will benefit from a bonus paid annually for those with 10 years of service or more.

Members also benefit from an increase to their health spending account which is now at $400 per year. A new vision plan will now provide $250 in coverage as well. In addition, members will continue to receive benefit coverage while on layoff.

Bereavement entitlement improves to provide five paid days’ leave for the death of an immediate family member. Members also benefit from an additional personal day.

Further language provides Stewards with time to meet with new hires at the workplace. The employer also agreed to increase its annual contribution to the Local 175 Training & Education Fund to $750, up from $500.

The four-year agreement, which covers 46 members, was ratified at a drive-thru outdoor vote on January 31, 2021.

Union Negotiating Committee: Alvena Francis, Sonja Moore, Wendy Oakes, Union Rep Virginia Haggith, and Region 4 Director, John Di Nardo.

New language ensures employees get overtime pay for working more than 40 hours per week and more than eight hours per day, excluding their paid lunch.

Language improves to provide new designations for part-time and full-time work. New full-time scheduling provides five consecutive days, a preference for day shifts, and a guarantee they won’t be required to work more than three weekends in a calendar month.

Layoff and recall language now ensures the layoff process begins with probationary employees.

New benefits entitlement will provide 100% coverage for those employees with 10 years of service with the company.

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NEGOTIATION UPDATES Jollibee employees in North York have ratified their first collective agreement.

To achieve this first contract, the Union requested conciliation to ensure timely dates for bargaining.

Throughout the bargaining process, the employer made it difficult to acquire contact information for members, among other issues of contention, plus a they faced a reduction in business due to COVID-19.

first contract

The two-year agreement, ratified on February 12, 2021, established a number of protections and improvements for the workers.

A new wage grid ensures rates will stay ahead of minimum wage increases announced by the province. In the first year, employees will receive a raise of 15 cents per hour which will be paid for all hours worked since August 16, 2020. In year two, the base rate will increase to provide minimum wage plus 10 cents per hour.

Language negotiated will now provide for two paid bereavement days for the death of an immediate family member. In addition, employees will benefit from language establishing job postings, call-in procedures, scheduling that provides two consecutive days off.

Muskoka ACS ratified a new collective agreement in December.

As Union members at Locals 175 & 633, these employees have a grievance and arbitration procedure to deal with issues that arise in the workplace.

The first collective agreement for the Jollibee employees also sets out provisions for seniority rights, hours of work, overtime, health and safety, pay equity, layoff and recall rights, and more. The agreement provides protection and working conditions for the 55 employees at Jollibee.

Union Negotiating Committee: Gerry Aspiras, Elmer Miniano, Victor Novesteras, and Union Representative Ali Farman.

hour, up from $1, and the weekend night shift will receive an additional premium of 55 cents per hour, up from 50 cents. Both premiums will apply retroactively for hours worked since April 1, 2020.

Prescription eyewear coverage increases to provide $400, up from $350, every 24 months. Statutory holiday pay improves over the term of the agreement to provide 12 hours pay instead of the current eight.

The Union Negotiating Committee was also able to maintain language that guarantees two full-time employees can be off at any given time.

Wages increase by 1% in each year of the agreement term. The first increase will be paid retroactively for hours worked since the expiry of the previous agreement. The night shift premium increases to $1.15 per

­ he deal covers the 11 full-time and five part-time T employees who work as EMS dispatch service providers in the Muskoka area.

Union Negotiating Committee: Brad Gondos, Kris Tytler-Barnes, and Union Rep Derek Jokhu.

TRAINING & EDUCATION New Steward Orientation Over several weeks in early March, members from each Region at UFCW Locals 175 & 633 who had taken on the role of Steward in the last year took part in a virtual orientation sessions.

What is a Union Steward?

Your Union Steward is one of your co-workers who volunteers their time to help employees with any number of issues that come up at work.

A Steward makes sure your boss holds up their end of the deal so that Union members receive everything they’re entitled to when it comes to the collective agreement and everything that’s contained within it.

Your Union Steward is there to: • Investigate issues that arise; • Police the Collective Agreement; • Be a sounding board; • Be an educator; • Be a leader.

Make sure you bring concerns about the workplace or your collective agreement to your Steward as soon as possible. If they don’t know a problem exists, they won’t be able to help find a solution.

Even if you just have questions about some of the agreement language and what it means, it’s always better to clarify and understand something before it becomes an issue.

Interested in becoming a Union Steward?

Speak to your Union Representative on how to get more involved!

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WHAT’S REALLY GOING ON AT AMAZON Amazon fails at its attempts to evade U.S. Union Drive In August 2020, Forbes put Jeff Bezos’ net worth at $204.6 billion, with Amazon stock “up nearly 80% since the beginning of the year” mostly due to the pandemic. In its 2020 third quarter, Amazon’s net sales were about $96 billion U.S. The same quarter in 2019 saw net sales of almost $70 billion U.S.

Alabama Amazon Union Drive On February 8, 2021, workers at the Bessemer warehouse in Alabama began voting by mail on whether to join the Retail, Wholesale and Department Store Union (RWDSU). About 5,800 employees work in that facility alone. Many of those workers are Black women. It would be the first of Amazon’s warehouses to unionize.

Amazon is trying everything to block the organizing campaign from succeeding – even putting anti-Union posters in employee bathroom stalls. The company had launched an appeal against a National Labour Relations Board (NLRB) decision to allow the vote to take place via mail because of COVID-19 concerns.

The appeal was denied. All mail-in ballots are due in by the end of March.

Amazon has been allowed to dictate the terms of its operations for too long. While certainly a leader in innovation, product availability, and delivery for its customers, Amazon has achieved that at the expense of its workers health and safety, and labour rights.

While Amazon does pay above minimum wage to its workers, employees of a centibillionaire should have benefits, pensions, paid sick leave, and vacations

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Checkout Spring 2021

too. In fact, every aspect of their working conditions should be the envy of workers everywhere. But, that’s clearly not the case.

Amazon workers – from those in the Alabama warehouse to drivers and workers here in Ontario – are trying to join Unions for a reason.

Beyond the clear union-busting tactics happening across its locations, Amazon workers have also voiced many other concerns, including: • Verbal abuse from managers; • Precarious Schedules; • Lack of breaks and overtime pay; • Long hours; • Favouritism, and; • Health & Safety.

“Amazon uses cameras and an internal system that tracks worker movements and productivity by the second, an issue that has been the subject of employee concern for years.”

The Wall Street Journal, Jan. 31, 2021

Local 175 first organized Amazon courier drivers at DEC Fleet in October 2017 and All Canadian Courier (ACC) in January 2018.

In the summer of 2018, Local 175 filed an application for certification and an unfair labour practice complaint against Amazon Canada regarding a Union drive for All Canadian Courier (ACC) workers.

In the unfair labour practice filing, the Union asked for an order to automatically certify the Union as the exclusive bargaining agent for courier drivers working out of the Scarborough and Mississauga Amazon distribution centres. Further, the Union requested an order to have Amazon recall and/or reinstate all laid off courier drivers from DEC Fleet Services and ACC without any loss of seniority and to compensate those workers for lost wages and entitlements.

The process of dealing with Amazon and its courier services has been difficult. In fact, during the organizing campaign, DEC Fleet fired 15 workers including the Key Organizer and several other Union supporters citing lack of work from Amazon. The Union successfully had those workers reinstated.

But, as the bargaining process began for both workplaces, Amazon eliminated any work for the couriers at those companies, leading to layoff for every employee at DEC Fleet and ACC. More recently, during a third Union drive for Stedfast couriers at the Amazon Scarborough warehouse, the worker responsible for leading the campaign was fired. The Union filed an unfair labour practice complaint and an interim order against Stedfast. The Union won the order and Stedfast was directed to reinstate the fired employee. The worker, however, was not allowed on the warehouse property. As a result, that worker got paid to sit in their vehicle parked just off the property.

Stedfast claimed that Amazon denied the worker entry. Amazon claimed that Stedfast was the culprit. Either way, both companies kept a key Union supporter away from other employees.

Amazon or Third-Party Employees?

“Amazon claims it does not employ these drivers because they are hired through a third-party provider,” said President Haggerty. “It’s a blame game and neither employer is going to admit guilt or responsibility. Where does that leave the workers?”

It’s not a new tactic for an employer to try and avoid responsibilities, and in some cases even laws, by claiming they don’t really employ their workers because they use contractors.

The Union believes that Amazon is the true employer of the workers at all three of these couriers. Ultimately, if Amazon controls every aspect of how a courier company and its hired drivers work, up to and including – in more than one case – suspiciously no longer having work for those couriers who unionize, then it’s clear they should bear responsibility.

As of March 2021, the complaint and filings from 2020 continue to be heard at the Ontario Labour Relations Board.

“It’s not a blurry line. It’s a straight, indelible line directly from the employment of these drivers to Amazon’s actions.

Everything else is just an excuse to keep Union-busting.”

President Haggerty

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THIS YEAR’S DAY OF MOURNING WILL BE DEEPLY FELT BY MANY. Over the last year, our members – most of whose jobs cannot be done from home – faced the COVID-19 pandemic head on. The jobs of our members are vital to the food and manufacturing supply chains; vital to the care of the elderly, the ill, and those who needs assistance; vital to ensure ongoing access to food and medicine.

Vital.

Throughout the pandemic, our members have worked through heightened and changing health and safety procedures. Some employers really stepped up and worked hard to implement prevention measures for their workers. Some employers had to be forced to stand and take steps to protect their employees.

We’ve lost more than 7,200 people in Ontario over the last year as a result of COVID-19. Among those lives lost are far too many people who contracted the virus at work.

At Locals 175 & 633, we mourn the loss of five members in particular – two people at Maple Lodge Farms, two people at Belmont Meats, and one person at Fearmans – who died over the last year as a result of COVID-19.

We also recognize the many members who contracted the virus – some of whom will probably experience lingering side effects.

Our government and employers must take the lessons learned over the last year seriously and apply them in earnest to how we treat working people in this country.

Your Union will continue to hold your employers accountable for their actions and will continue to pressure the government to enact pro-worker legislation and social supports that help mitigate your financial well-being and enable you and your families to be as safe and healthy as possible.

This April 28th, your Union will commemorate the lives of our members, the lives of working people, the lives of long-term care residents, and the lives of all who have been lost or forever altered because of this pandemic and all workplace accidents and illnesses.

We Mourn the Dead. We Fight for the Living.

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Day of Mourning

APRIL 28TH

Solidarity Scholarships APRIL 1 - AUGUST 1, 2021

Even though many colleges and university students had to study from home last year, tuition was still expensive and other costs - from computers to books and better Internet access - certainly still added up.

The average annual tuition in Ontario for last year was just over $7,900.1 In 2015, the last year Statistics Canada has data available, the average debt owed by students for an undergraduate program in Ontario was $30,000.2

Your Union believes access to post-secondary education is vital.

Over the last 10 years, Locals 175 & 633 awarded more than $800,000 to hundreds of Members and their children to help with post-secondary tuition costs.

If you’re going to school next year, make sure you apply online between April 1 and August 1, 2021

To apply, visit ufcw175.com/scholarships Statistics Canada. Table 37-10-0003-01 Canadian undergraduate tuition fees by field of study Statistics Canada. Table 37-10-0036-01 Student debt from all sources, by province of study and level of study 1 2