UNION STRONG – UNION MADE
Building a Better Life for All Workers Strength. Resilience. Connection.
At the 2025 Education & Finance Conference, the theme was Strength, Resilience, and Connection.
Ten members of the Union joined us to discuss what belonging to UFCW Locals 175 & 633 means to them and why being a Union member is important for their working lives.
The videos from those discussions were played during the conference and are now available on our YouTube channel! Scan the code above or head to youtube.com/ufcwlocals175633
Thank you to the members who took part for sharing your insights, experience, and stories.
• Mohamedali Karim, Transcare
• Asma Khoram, Fortinos
• Richard McLarty, Golden Boy Foods
• Hayley Miller, Food Basics
• Andrew Milton, Coca-Cola
• Jayesh Patel, Polar Pak
• Gurpreet Rai, National Car
• Tennisha Reid, Amica
• Sheila Ryall, Sara Vista Long-term Care
• Paula Vu, Maple Lodge Farms
SEPTEMBER 1, 2025 IS LABOUR DAY!
Visit ufcw175.com/labourday2025 for details on where to find your Union on Labour Day. Information will be added as it is received. Have a great summer and we'll see you on September 1!
UFCW Local 633
President Brian Kozlowski
Secretary-Treasurer
Julie MacCrae
Recorder
Lynn Swiderski
Angela Mattioli
HOPE Sector
Director, Long-Term Care & Retirement: Sandra Ashcroft; Union Representatives: Todd Janes, Derek Jokhu, Dean McLaren, Maxine Prince
Director, Community Care: Mike Mattioli; Union Representatives: Sacha Edey, Kasiobi Nwankudu, Sabrina Qadir, Meemee Seto.
Region 1 Director: Tracy Stubbs; Union Representative: Alex Stubbs; Servicing Representative: Lynn Swiderski
Region 2 Director: Jason Hanley; Union Representatives: Chris Bernardi, Ricardo Bocanegra, Amanda De Melo, Christina Mayberry, Mario Tardelli, Amy Tran
Region 3 Director: Paul Hardwick; Union Repre -
sentatives: Sean Carroll, Kimberly Hunter, Damian Hulshof, Joe Tenn; Servicing Representative: Mirella Fornieri
Region 4 Directors: Matt Davenport, John DiNardo; Union Representative: Jennifer Hanley; Servicing Representatives: Nunzio Cannistraci, Wyllan Dick, Art Gier, Patrick Griggs, Dawn Hanlon, Shirley Hepditch, Alan Reston
Region 5 Director: Angela Mattioli; Union Representatives: Arlene Robertson; Servicing Representative: Liam Aikens-Armbruster, Kelly Dick, Sharon Jones, Justin Poirier
Region 6 Director: Sam Caetano; Union Representatives: Dave Forbes, Chris Mayberry, Nelson Pereira, Melody Slattery, Navidad Talbot, Fred Teeple
Region 7 Director: Shannon Epp; Union Representative: John Beaton; Servicing Representatives: Julie Jodoin, Skip Pavlick, Mike Windley
Region 8 Director: Derik McArthur; Union Representatives: Jeff Barry, Michael Bernier, Richard Eberhardt, Jim Hames
Worker's Compensation Coordinator: Sarah Neath; Workers’ Compensation Intake Representative: Georgina MacDonald; Workers’ Compensation Representatives: Fatima Butt, Joanne Ford, Ashley Hunt, Anneela Perumal, Courtney Salomons
Pay Equity Coordinator: Orsola Augurusa; Pay Equity Representative: Nabeela Irfan
Health & Safety Director: Kelly Nicholas; Health & Safety Representative: Donna Rhodes
Legal Director: Jane Mulkewich; Paralegal: Gord Steinberg; Counsel: Christopher Jagodits, Matthew Jagodits, Ambar Reyes, Brandon Rodrigues
Organizing Director: Tony Nigro; Organizing Representatives: Alex Banaag, Joce Cote, Tim Hum, Jeffery Lu, Casey Magee
Training & Education Director: Kelly Nicholas; Servicing Representative: Teresa Wilson
Communications Coordinator: Jennifer Tunney; Communications Representatives: Laurie Duncan, Ashleigh Vink
Political Action & Member Engagement
Director: Debora De Angelis
Projects Coordinator: Wei Chen
Federal election marks turning point for working families: And the Ontario government seeks unchecked power in Bill 5
Thank you to the many UFCW Locals 175 & 633 members who volunteered and voted in this election. Your participation strengthens our democracy and reflects our shared commitment to building a better future for all working families.
In order to support our members and all working people, the Local Union is committed to working with the new government to advance issues that matter most to workers and their families. This includes urgent action on affordable housing, rising living costs, universal healthcare, good jobs, accessible childcare, and trade policies that prioritize workers.
Here at home in Ontario, the recently passed Bill 5, Protect Ontario by Unleashing our Economy Act, 2025, presents a lot of potential concerns.
With this legislation, Doug Ford is attempting to undermine existing rights and protections. The language of Bill 5 grants wide-ranging power for the government to establish ‘economic zones’ in the province, and to suspend or override any and all existing
laws and regulations within those zones in the name of economic growth.
Bill 5 is dangerous for working people.
The laws they can ignore under Bill 5 include workers’ rights under the Employment Standards Act and the Ontario Labour Relations Act, the Occupational Health & Safety Act, environmental protections, municipal regulations, and more.
UFCW Locals 175 & 633 represents more than 70,000 working people in Ontario, and every one of our members deserves to have their rights upheld, their safety and health protected, and their labour compensated fairly.
Labour laws exist for a reason. These laws are a result of decades of hard-fought battles lead by Unions, labour and health and safety activists, and workers’ rights advocates.
While our laws aren’t perfect, without them employers have no minimum standards they have to meet. And instead of improving worker protections, Bill 5 seeks to upend your hard-won rights with an unprecedented power grab.
Bill 5 is a prime example of why we must stay vigilant and hold our government accountable so that its power does not go unchecked.
And while the Bill did pass, your Union made sure to make a submission to the government, along with numerous other labour organizations, outlining our serious concerns with Bill 5. Visit ufcw175.com/bill5 to read the full submission made by UFCW Locals 175 & 633.
As we move forward, your Union will continue to fight back, and always stand strong to protect the workers’ rights we have, and build upon those rights to ensure a better future for our members and workers across the province and beyond.
I look forward to seeing our members out to celebrate Labour Day in a few months, and in the meantime, have a wonderful summer.
In Solidarity, Kelly Tosato president@ufcw175.com
Secretary-Treasurer's Message
70,000+ members strong: Your Union has the resources to meet any challenges ahead
At the Education & Finance conference, I was proud to stand in front of our Stewards and tell them that the Union is in sound financial health.
With more than 70,000 members and counting across the province, your Union has the resources and strength to tackle the tough fights and go to bat for our members’ best interests.
One of the topics I touched on during my report was the in-house legal department we have here at the Union. President Tosato’s report also noted the number of ways our legal team is an integral part of the high level of membership servicing on which we pride ourselves.
Not every Local Union can say they have in-house legal counsel, but our members at Locals 175 & 633 benefit from this service in a number of ways, including first-rate representation, and the Local Union actually saves money by keeping a lot of work in house, instead of sending everything to outside counsel.
Having experienced and dedicated labour lawyers on staff
makes our Local Union more agile, allowing us to act quickly and decisively on important matters. The team plays a vital role in protecting our members’ rights and building solid strategies to face any challenges that come our way as working people.
Having in-house legal counsel means we are more capable of holding employers accountable through grievances, arbitrations, or in court, and they also handles cases at the Ontario Labour Relations Board (OLRB) which, over the last two years, amounted to 34 hearings.
With more than 7,000 grievances filed for our members since early 2023, 360 of those were sent to arbitration.
With each arbitration, our legal department examines the details of the grievance, and delves into case law and employer research, so that when the hearing date arrives, we have solid groundwork and strategy when presenting our members' cases.
While arbitration can seem daunting to members, especially to those who have never
experienced the process before, our legal team is there alongside your Representative to support and guide you.
At the end of the day, your Representative's work and the efforts of our in-house legal team help put more money back into the pockets of our members.
In past issues of Checkout, I’ve touched on the many specialists and in-house resources this Union is able –and proud – to provide to our members every day.
Our staff across the Local Union is passionate and knowledgeable, and works hard to ensure we achieve the best results for our members.
I hope you enjoy an incredible summer with friends and loved ones and keep an eye out for Labour Day celebrations in your community!
In Solidarity,
Jim McLean treasurer@ufcw175.com
STAFF NEWS
Welcome New Staff
The Local Union welcomes Debora De Angelis as Director of Political Action and Member Engagement. Debora joins the Local after 25 years of working in various roles at UFCW Canada; most recently as Ontario Region Director.
Debora's labour activism journey began at a young age. While at the University of Toronto, where she received her degree in Labour Management Relations, Debora was also a retail worker who made history by organizing her co-workers at Suzy Shier.
“When I was 19 I asked for 5 cents and when my employer said 'No,' I learned all about unions and unionized my workplace," said Debora. "I saw the benefits that unionization meant for me and the women in my workplace."
Debora is an active champion of the labour movement. She has led the UFCW Canada Women and Gender Equity Committee as Chair, and represented UFCW Canada on the Canadian Labour Congress Women's Committee, the Workers Health & Safety Centre Board of Directors, and the Occupational Health Clinics for Ontario Workers. Debora was also instrumental in the national agreement signed between UFCW Canada and Uber Canada in January 2022.
"Being a labour advocate means listening to workers, and supporting their journey to improve their working conditions. It also means that we have a responsibility to continue to improve the lives of working people in Canada,” said Debora.
"Debora's hard work will help ensure that our members' voices continue to be heard at every level of government," said President Kelly Tosato. "I know her efforts will have a positive, lasting impact for our membership and I look forward to what she will achieve."
Alex Banaag has joined the Local Union as an Organizing Representative after proudly serving as a UFCW Canada National Representative for over 16 years.
Alex began his journey in labour advocacy at Maple Lodge Farms, where he was a Union Steward for Local 175. The training Alex received empowered him to confidently represent his co-workers, address workplace issues, and advocate for fairness on the shop floor. He later worked as a Special Projects Union Representative as he became more active in the Union.
Alex knows that organizing is a powerful way to expand Union density, build worker power, and ensure more people benefit from the protections that union membership provides. "What drives me every day is knowing that I’m part of a movement that improves lives, not just in the workplace, but in our communities as well,” said Alex. Originally from the Philippines, Alex immigrated to Canada with his family in 1998 and brought with him skills that continue to shape his advocacy work today. Alex is currently the 9th Vice President and Board Member of the UFCW Minority Coalition and serves on the Steering Committee of the Filipino Workers Network.
Alex says, being a labour advocate means standing up for the rights, dignity, and well-being of workers to create safe and equitable workplaces. "I aim to build strong union presence by educating members about their rights, to promote equitable, safe working conditions,” said Alex.
“Alex brings many years of experience and knowledge to his new role," said President Kelly Tosato. "He dedication and ability to build rapport with people make him an incredible addition to our Organizing team."
Welcome New Members
Welcome to Your Union "
Ashley Homestore
More than 150 employees at Ashley Homestore in Mississauga have joined the Union after a successful organizing drive. The workers held strong through a difficult campaign and they now have the Union standing with them to ensure they will be safe and supported at work.
Key concerns included feeling disrespected and undervalued leading to a lack of dignity in the workplace. Workers also brought forth health and safety concerns as well as an unrealistic workload, and issues concerning WSIB.
The new members at Ashley Homestore are employed across different positions including repairs, drivers, and in the warehouse.
Carolina Retirement Home
Welcome to 60 new members in the Health, Office, and Professional employees (HOPE) sector from Carolina Retirement Home in Perth. These workers – PSWs, RPNs, RNs, housekeepers, service workers, and kitchen staff – pursued certification to become Union members so they could build a workplace with more respect and fairness.
Now, these Union members get to have a say in workplace policies that directly affect their jobs – such as scheduling, safety procedures, protocols, and more.
Joining a union isn’t just about better pay or benefits – it’s about standing together to demand respect and fairness, and to have a voice in the decisions that shape our lives. The true strength of our Union lies in the courage and solidarity of our members standing as one.
Kelly Tosato President, UFCW Local 175
Toronto Community Hostels
Outreach workers at Toronto Community Hostels have voted to join the Union to improve working conditions. As outreach, settlement, case and housing workers, chefs, and cleaners within our communities, these workers deserve a Union to fight for them. Now, as members of the Union, they will have the chance to negotiate for higher wages and better workplace protections.
With the Union behind them, these workers hope to address issues that have plagued the workplace in the past. They look forward to negotiating for standardized pay, improved mental health support, fair workplace practices, job security, and a formal grievance process.
FreshCo North York
Seventy-five employees at FreshCo Don Mills & Helen Lu have voted in favour of joining UFCW Local 175. During the workers’ union campaign, FreshCo did its best to spread false information about the Union and its ability to protect and represent the store employees.
But the workers saw through that and chose unity over fear and division. On April 9 and 10, at an Ontario Labour Relations Board (OLRB) vote, the majority of the workers at the store voted in favour of unionization.
Education
On April 12, 2025, the UFCW Locals 175 & 633 Education & Finance Conference took place in Toronto. This conference happens every four years and is an opportunity for delegates to learn more about their Union, hear from Union leadership, and get motivated and inspired by some wonderful guest speakers.
The morning’s events kicked off as President Kelly Tosato welcomed delegates and the crowd was treated to a warm traditional welcome and a teaching, from Chief R. Stacey Laforme of the Mississaugas of the New Credit First Nation.
After a surprise a cappella performance by Countermeasure to energize the audience, President Tosato began the day’s official remarks with the President’s Report.
“The members of UFCW Locals 175 & 633 are at the heart of every decision I make. And the work of every one of our members is at the very heart of what allows people, families, and communities across this province to thrive,” said President Tosato.
“You keep families fed, you take care of those in need, you go to work and do your job with dedication and care. I want to thank you and commend you for everything you do. It is an honour and privilege to work on behalf of you and working families to help build a better life.”
Secretary-Treasurer McLean provided delegates with an overview of the Local Union’s finances.
“With the leadership of President Tosato, the Investment Committee, and your Executive Board, I know we
Chief R. Stacey Laforme
Jim McLean, Secretary-Treasurer - UFCW Local 175
Kelly Tosato, President - UFCW Local 175
& Finance CONFERENCE
will continue to move forward with sound financial health while continuing to provide the best services to our members," said Secretary-Treasurer McLean.
"Thank you all for your hard work and dedication to this great Local Union. I appreciate your solidarity, your guidance and your patience through all of the ups and downs we experience as working people. The support you show us means that we can continue to work to help our Local Union grow and fight to improve the quality of life for you and your families.”
The morning also included presentations from guests including the then-Secretary-Treasurer and now newly elected UFCW International President, Milton Jones, and UFCW Canada National President Shawn Haggerty, who was also recently been elected to serve as UFCW International Secretary-Treasurer.
The audience also took part in an interactive presentation from the Local Union’s Director of Political Action and Member Engagement, Debora De Angelis.
Milton Jones, President - UFCW International
Shawn Haggerty, National President - UFCW Canada and UFCW International Secretary-Treasurer
Through the afternoon, delegates heard from three featured inspirational speakers:
• Tyler Smith is a survivor of the Humboldt Broncos bus crash and winner of the Amazing Race Canada. His thoughts for the delegates touched on his experience with mental health and advocacy.
• Dr. Samra Zafar is the author of a bestselling memoir and four-time TEDx speaker. Dr. Zafar spoke about her experience in an arranged marriage, immigrating to Canada, and her path to overcome challenges to become who she is today.
• Michael “Pinball” Clemons is the founder of the Pinball Foundation and a former football player. He is the general manager for the Toronto Argonauts and brought his signature energy to the stage to motivate the crowd.
Thank you to our wonderful guests, and thank you too all of our Stewards who attended. Your participation and engagement helped make the conference a success.
Head to our YouTube channel for coverage from the day at youtube.com/ufcwlocals175633!
Debora De Angelis, Director of Political Action & Member Engagement
Karen Vaughan, Recorder - Local 175
Pinball Clemons (left) joined on stage by Local 175 Executive Board Vice-Presidents
Dr. Samra Zafar Tyler Smith
Education & Finance Conference
In the 2025 State of the Union address, President Kelly Tosato noted that over the last two years, the Local Union has:
• Negotiated the renewal of 358 collective agreements.
• Had 20 healthcare agreements go through the HLDAA process.
• Filed more than 7,000 grievances.
• Took 360 grievances to arbitration.
• Organized 28 workplaces and welcomed 1,099 new members to the Union.
• Had more than 2,000 members participate in training & educational opportunities in class and online.
• Awarded more than $200,000 to members and their children through the annual Solidarity Scholarships.
• Recouped more than $2 million for our union members through the work of the Local Union’s Workers’ Compensation Department.
• Donated $360,000 to numerous food banks and community service organizations throughout the province, with the endorsement of the Local Union Executive Board.
• Attended many rallies, protests, picket lines, lobby days, and more.
• Featured more than 200 members and Stewards on the Union's Facebook and Instagram platforms.
Healthcare SCteONwFERaENrdCs E
The 21st annual Healthcare Stewards Conference, held April 14 - 15, 2025, kicked off with Karen Vaughan, Local 175 Recorder and Registered Nurse (RN), welcoming everyone to the two-day event.
President Kelly Tosato thanked the participants for making this the biggest conference to date and gave a big thank you to the Stewards for their compassion and dedication everyday at their workplaces.
“Not only are we working hard for you at the bargaining table, but we continue to push back and demand that every level of government recognize the obvious and dire crisis in our healthcare system… and that they do something about it,” said President Tosato.
Secretary-Treasurer McLean spoke of the perseverance of the members in negotiations: "I’m so proud of the incredible achievements being made at the bargaining table for our healthcare members... and it goes to show you what dedication and perseverance can achieve when you work together."
Stewards were also greeted by Health, Office, and Professional Employees (HOPE) Sector Directors Sandra Ashcroft and Mike Mattioli who both thanked the members and praised their dedication, encouraging them to keep fighting for their rights.
Secretary-Treasurer Jim McLean
Executive Board VP Dionne Reid
Executive Board VP Fawzia Mohamed
Director, HOPE Community Health Mike Mattioli
President Kelly Tosato
Local 175 Recorder Karen Vaughan Director, HOPE LTC/RH Sandra Ashcroft
The conference included guests:
• Sherry Simo, Ministry of Labour Inspector
• Natalie Mehra, Executive Director of the Ontario Health Coalition
HOPE Sector Representatives Sacha Edey and Todd Janes led an interactive workshop called The Value of a Union where Stewards discussed the rights of healthcare workers in union versus non-union workplaces.
Legal Director Jane Mulkewich led a talk on the legal framework regarding several common issues in the healthcare work environment. Stewards discussed, asked questions, shared scenarios, and learned how to empower themselves as labour advocates.
Day two included a workshop with Health & Safety Representative Donna Rhodes, where participants answered questions for points on various topics related to the healthcare industry.
Tony Nigro, Organizing Director, spoke to delegates about organizing new members in healthcare and community health. And Debora De Angelis, Director of Political Action and Member Engagement, also spoke to the group and focused on the importance of voting in elections.
“To all of you in this room today, and to all of your colleagues and peers in healthcare, I want to tell you that you matter. Your work matters. And when we stand together, we win. We are a force that cannot be ignored – so let’s keep the fight going,” said President Tosato.
Clockwise from top left: Union Reps Sacha Edey & Todd Janes; Dir. Political Action & Member Engagement, Debora De Angelis; Dir. H&S and Training & Education, Kelly Nicholas; Director of Organizing, Tony Nigro
Pay Equity
April 10, 2025 marked this year’s Equal Pay Day in Ontario.
Equal Pay Day is a day to shine a spotlight on the ongoing economic inequality faced by women in the labour market.
The day illustrates the persistent gender wage gap in the province – measuring how many additional days the average woman must work in order to earn what her male counterpart did at the end of the previous year.
When making its calculation, the Equal Pay Coalition takes into account the average annual earnings of all workers, including those working full-time, part-time, and hourly. So, for the average female worker in Ontario, bridging the gender wage gap took an additional 99 days of working into the next calendar year.
In other words, to make what the average man did by December 31, 2024, the average woman had to work until April 10, 2025.
Engaging in pay equity, which is also known as ‘equal pay for work of equal value,’ is like comparing apples to oranges. Both are fruits but they have varying levels of vitamin C, crispness and weight.
Under pay equity legislation, female-dominated jobs are compared to male-dominated jobs of similar value. These jobs may be different but, if they have comparable value, their wages should be the same. But that is far from the case: the average woman in Ontario earns just $0.68 for every dollar a man makes.
Plus, pay discrimination impacts women across Ontario in different ways. If other intersectional factors are considered, for instance, race and those living with a disability, the pay gap is much wider.
Your Union is actively working, in every round of bargaining, to ensure that our collective agreements reflect pay equity language where necessary, and holding employers accountable when they refuse to meet their obligations under the law.
If you have questions about pay equity in your workplace, speak to your Union Representative.
Statistical source and for more information visit equalpaycoalition.org.
The
average woman in Ontario earns just 68 cents for every dollar a man makes. Some women have it much worse.
• Arab women $0.53
• Women with disabilities $0.57
• Black and Indigenous Women $0.58
• Racialized women $0.62
• Men $1
The Union Advantage v n
Filing Grievances: A right that comes with your Union membership
As a member of UFCW Locals 175 & 633, you have a number of rights and benefits that nonUnion workers just don't have.
One of those important rights is a formal complaint procedure known as filing a grievance. A system of official problem resolution in the workplace is a fundamental part of grassroots unionism and the pursuit of fairness.
Without a Union, you can complain all you like, but the employer has no reason to fix anything unless they're required to by law.
Your employer is bound by the terms of your collective agreement.
A grievance can arise for any number of reasons but the underlying issue will be one, some, or all of the following:
• A violation of the collective agreement.
• A violation of provincial or federal law.
• A violation of past practice.
• Unfair actions or violating individual rights.
Grievances may be of an individual nature, or may affect a group of people, and other issues may be considered policy grievances.
Your Union Stewards in the workplace and your full-time Representatives at the Union are edu-
cated about the different types of grievances and how to proceed with them.
There is a policy and procedure in place in your collective agreement that your Steward and the Union must follow to file and take subsequent steps with each grievance.
One of the most important elements when it comes to grievances is time limits. Time limits apply for filing grievances as well as at each step of the procedure.
What do you do as a Member?
Ensuring your employer abides by your collective agreement takes a united effort of the bargaining unit members in the workplace.
Not every complaint or concern will result in a grievance, and many issues can be resolved without the need for a grievance at all.
But, if you are concerned about an issue, believe the employer has done something that qualifies as a grievance, or have any questions, please speak to your Union Steward immediately.
Negotiation Updates
Members at ASI Group ratify first collective agreement
In their first collective agreement as UFCW members, ASI Group employees have secured wage increases and language improvements, plus the protections and benefits of Union membership.
The three-year agreement, ratified unanimously on March 29, 2025, brings wage increases totalling $1.95 per hour over the term of the deal, and a $500 signing bonus, to current employees.
A 'new employee' wage grid outlines new step increases including:
• A Probationary rate of $20 per hour;
• A Start rate of $21 per hour, and;
• Annual increases taking workers to a rate of $24.75 per hour by year five of employment.
The Union Negotiating Committee also achieved language that ensures workers receive overtime pay after 40 hours per week, which was an important improvement for these members.
Members benefit from an improved Lead Hand premium of $2.50 per hour, and employer contributions to the registered pension plan will be equivalent to 4% of an employee's annual earnings.
• The employer will pay 100% of the cost for benefit premiums for members.
• Dental covered at 80%, up to $1,500 per year.
• 100% drug coverage with a $10 deductible.
• $300 per year each for Chiropractic, Osteopath, Podiatrist, Massage Therapy, Naturopath, Dietician, Speech Therapist, Physio -
therapy, Psychologist/Counselor, and Acupuncturist.
• $500 towards the cost of hearing aids.
Along with the benefits and protections of working in a Unionized workplace, including having a grievance procedure and stewards at disciplinary meetings, these new members secured:
• Four weeks' vacation entitlement after 10 years service.
• Eight hours' pay for any holiday.
• Mileage paid at $0.70 per kilometre.
• Five paid wellness days per year.
• An expanded recognition clause to include the City of Mississauga.
• A reduced probation period of 60 days instead of six months.
• Language to ensure that if a layoff becomes permanent, workers will receive termination pay of one week per year of service.
Union Negotiating Committee: Robert Aspinall, Josh Blackburn, and Union Representative Ricardo Bocanegra.
Impressive first collective agreement
ratified by members at Gay Lea Brampton
On April 16, 2025, members at Gay Lea Brampton ratified their first collective agreement. The four-year deal secures wage increases and language improvements, along with the protections and the benefits of being unionized workers.
The Union Negotiating Committee achieved a solid deal with a new 18-month wage grid for all employees. Employees who will not receive more than a 50-cent increase as a result of the new wage grid, will receive lump sum payments. Those who are over scale will receive discrepancy payments based on their wage.
Shift premiums improve to provide:
• $0.60 per hour for Afternoons,
• $0.75 per hour for Nights,
• $1.80 per hour for Saturdays, and;
• $2.50 per hour for Sunday.
Members will receive an annual bonus based on 50 cents per hour worked (including holidays and vacation), and overtime will be paid after 40 hours per week including paid holidays and vacation days.
There will be an employer RRSP plan with the option of putting the annual bonus into the plan. The current benefit plan will be maintained and employer paid with the exception of long-term disability (LTD).
Language gains also include an increased safety shoe allowance, and mileage paid at $0.55 per kilometre.
Current bargaining unit members will have unlimited sick days, one floater day, and ten paid holidays per year. The five-week vacation schedule will see a sixth week given in the year of an employee's service anniversary at 25, 30, and 35 years. Plus, vacation language now allows for more than one employee to be off at a time.
The employer will pay 50% of the cost of negotiations as well as the full cost of printing collective agreements for the members. In addition, the employer will contribute $200 per year to the UFCW Local 175 Training and Education Fund.
Union Negotiating Committee: Mark Basiw, Wayland Jones, Phillip Oliverio, and Union Representative Rick Daudlin.
Wages, float day, & more in new deal ratified by members at Broadview Nursing Home
The healthcare workers at Broadview Nursing Home in Smith Falls unanimously ratified a two-year agreement on April 3, 2025. The deal includes wage increases, a sought-after additional float day, and other language improvements.
Wages for the members, who are part of the Local 175 Health, Office, and Professional Employees (HOPE) Sector, will increase by 7% over the term of the contract. In addition, on April 3, 2025, Personal Support Workers (PSWs) receive a top up payment of $0.25 per hour, and Registered Practical Nurses (RPNs) receive $2.50 per hour.
Employer contributions to the members' pension plan increase by $0.01 per hour, thereby improving the rate of return.
Language improvements include:
• Servicing language will now allow for Union access to the members on night and evening shifts.
• An additional float day for all members.
• A weekend premium increase of $0.10 per hour
• Provisions that all staff who have to complete reports or med counts, which they come in early for, will be paid 15 minutes extra per shift.
Union Negotiating Committee: Charmaine Baker, Jessica Orr, and Union Representative Dean McLaren.
Negotiation Updates
OATC members across the province
ratify three-year collective agreement
Members working at more than 30 Ontario Addiction Treatment Centres (OATC) have ratified a new three-year agreement.
In this round of bargaining, the Union Negotiating Committee successfully fought to reduce the wage grid from five years to two years.
• Patient Care Co-ordinators will see an average increase of 11% in year one, then 3% in year two, and 2% in year three.
• Nurses will see an average increase of 6% in year one, then 3% in year two, and 2% in year three.
• Special increases to the Northern rate will provide 3% in year one, 2.5% in year two, and 2% in year three.
Employees now receive long-service recognition in the form of a $500 lump sum for every five years of service to a max of $3,000 for 30 years.
• The weekend premium doubles to provide $1 per hour.
• The float staff premium will be incorporated into the base salary, which increases the float nurse base by $1 per hour and float patient care coordinator by $0.75 per hour.
• The mileage allowance increases to $0.58.
Sick days are reclassified to Wellness days to be used at the worker's discretion. Plus, Wellness days can now be taken in hours versus days of entitlement. The employer will cover medical notes up to $50.
The professional development allowance for fulltime increases to $500 per year, up from $350, and members can also use these funds to pay for nursing license fees.
Further language improvements address bereavement entitlement for casual staff, calculating stat pay, vacation scheduling, reduced probation, and procedures for sick leave and call-ins.
Enhanced paid negotiation committee language to include conciliation and mediation days, and the employer will pay 50% of the cost of printing Collective Agreements for the members.
Plus, the employer will contribute $1,000 to the UFCW Local 175 Training and Education Fund annually.
Other language:
• Improves Union access for servicing units,
• Reduces the sunset clause, and;
• Secures provisions that employees at any new units that unionize will receive recognition for all years of service prior to certification.
Union Negotiating Committee: Holly Bell, Joanne Byrne, Jen Graham, Jen Pomber, HOPE Community Director Mike Mattioli, and Union Representatives Ricardo Bocanegra and Alex Stubbs.
Make sure you are following your Union on social!
Improved wage grid and more in ratified deal at Wonderbands
On March 29, 2025, members at Wonderbrands, operating as Ready Bake Foods, in Mississauga ratified a three-year agreement. The Union Negotiating Committee successfully reduced the wage grid from a five-year progression to a two-year progression, which was an important achievement for these workers.
Full-time employees secure wage increases ranging from $0.75 to $2.75 per hour in the first year, plus $0.50 per hour year two, and another $0.50 per hour in year three. Part-time employees will see increases of 25 cents per hour in each year of the agreement.
Premiums improve to provide $1.70 per hour for full-time nights, a new part-time night shift premium of $0.50 per hour, and an increase to $2 per hour for Maintenance who are dual ticketed. Plus members benefit from increases to the safety footwear, tool, and meal allowances.
Other language improves bereavement to include five days, up from three. Sick days for those on 12hour shifts will increase from 24 to 36 hours.
The employer will pay 100% of the room cost for negotiations, and will increase its contribution to the UFCW Local 175 Training and Education fund to $750 per year.
Union Negotiating Committee: Ijoy Levy, Betty Mbaire, Kadeem Solomom, and Union Representative Navidad Talbot.
Orbis Canada members ratify agreement with wage, benefit, & language improvements
Orbis Canada members ratified a three-year agreement on April 2, 2025, which includes significant wage increases of 4% in year one, 4% in year two, and 3% in year three. Plus, the night shift premium will increase by $0.25 per hour.
Other improvements include increased dental benefits, and an eye glass benefit increase to $500, up from $400. Members also benefit from an improved safety shoe allowance of $250, with the ability to replace if they are damaged.
Language improvements include:
• An increase to the break relief stipend of $1.
• Remembrance Day will be added to the list of paid holidays.
• One paid sick day.
• Bereavement for aunt, uncle, niece and nephew provides two unpaid days.
• The employer now has 60 days to post jobs and move the successful member to the position.
• Vacation submission time is extended by 15 days.
• Employer contributions to the Training and Education Fund will increase to $300.
• Members now have the ability to have an additional worker off on vacation as previously there could only be one.
Union Negotiating Committee: Junior Bailey, Prakash Jamnadas, Amarjeet Singh, Manish Sharma, and Union Representative Chris Bernardi.
Negotiation Updates
YIG Kirkland Lake members ratify wage, benefit plan, and more
Members at Kathy & Mark’s Your Independent Grocer (YIG) in Kirkland Lake ratified a five-year agreement on May 4, 2025.
Wages for full-time members at end rate will increase by $4.50 per hour over the term, and part-time at end rate will receive increases of $3.20 per hour in this contract.
Members also receive signing bonuses of $500 for full-time, $250 for part-time at end rate, and $50 for all other part-time and students. Plus, members benefit from an improved Night Shift
Dainty Foods members ratify deal with numerous gains
Members at Les Aliments Dainty Foods Inc. in Windsor have ratified a three-year agreement with a number of improvements.
Hourly rates increase as follows:
• Tier 1: Year 1 – $1.25, Year 2 – $0.75, and Year 3 – $0.50.
• Tier 2: Year 1 – $1.50, Year 2 – $0.75, and Year 3 – $0.75.
• Skilled Trades: Date of ratification – $2 plus the yearly market wage increases as per Letter of Understanding #9.
Plus, wage adjustments of $1 per hour for Tier 1 and for Tier 2 Shipper-Receivers, and the Shipper and Lift classifications will be combined and will secure an adjustment of $1. A new weekend premium applies at $1.25 per hour. The hourly afternoon shift premium increases to $0.70, and the midnight shift premium will be $0.90.
Employees will receive 10- or 12-hours straight time pay for each holiday listed in the collective agreement without being required to work. Effec -
premium of $1.20 per hour, up from $1.15.
The Union Negotiating Committee was successful in achieving a benefit plan for part-time employees, and the parties have also agreed to the Union proposal on pay equity.
Union Negotiating Committee: Kelly Bodick, Shawn Goodman, and Union Representatives Jeff Barry and Michael Bernier.
tive March 7, 2026, employees hired after April 9, 2016, will receive an additional Float Day.
Employer contributions to the pension increase to 40 cents per hour, and the maximum cap increases to $900. Members benefit from a new healthcare spending account, improved psychologist/psychotherapist coverage, and increased vision coverage. Other language improvements address:
• Job training for senior employees in temporary vacancies;
• Temporary layoffs;
• Additional time for the Chief Steward to attend to Union business;
• New health and safety language;
• Timelines regarding job elimination and selection of suitable work process, and;
• Rest periods.
The employer will contribute $500 per year of the contract to the UFCW Local 175 Training and Education Fund.
Union Negotiating Committee: Shawn Stiers, Joe Stollar, Tim Van Den Driessche, and Union Representative Jennifer Hanley.
Forestview Retirement HLDAA award secures
wage, premium & sick day improvements
In an award dated May 7, 2025, Local 175 HOPE Sector members at Forestview Retirement Residence in Toronto secured a two-year collective agreement through the Hospital Labour Disputes Arbitration Act (HLDAA).
These healthcare workers will receive wage increases of 3.5% in each year of the agreement, with special wage increases to hourly rates as follows:
• $0.50 for RPNs
• $0.10 for UCP
• $0.10 for Cooks 1 & 2
• $0.20 for RSA and Life Enrichment
AIM Neupath members secure gains
in unanimous ratification of new deal
The members at AIM NeuPath unanimously ratified a new collective agreement with a threeyear term at votes held across the province.
Wages for the members will increase by 10.75% across all classifications over the term of the agreement. The Medical Office Assistant classification will have a wage grid added for those with service of 10+ years.
In benefit improvements, members' dental coverage will now include Major Dental (Braces/Dentures/Orthodontics) at 50%.
Language improvements and gains include:
• A one-time service recognition payment of $500 paid on the anniversary of the 15th year of employment.
• New Vision Care allowance of $250 per year.
• Bereavement leave entitlement of five days will now apply to the death of grandparents.
• Expedited vacation entitlement so members receive additional vacation time faster.
The annual uniform allowance improves to $250 for full-time, $125 for part-time, and $75 for
• $0.35 for RSA II, Dining Services, Dietary, Housekeeping Maintenance, Dishwasher and Receptionist
These wage adjustments above will result in increases of 4% and 5%.
In addition, members will benefit from a new weekend premium of $0.15 per hour.
Language improvements increase bereavement leave for immediate family members to five days, and sick time increase so that workers will now accrue one day for every 255 hours worked.
Union Negotiating Committee: Buenajoy Gumpad and Union Representative Maxine Prince.
Casual, and uniforms can be purchased at the member’s retailer of choice.
A new Letter of Understanding addresses temporary physician absences from a clinic, which may result in cancellation of full-time shifts. In this case, the employer will endeavor to identify suitable available alternative work. The clinic may introduce Saturday work on a voluntary basis as long as it does not exceed 40 hours weekly.
Employer contributions to the UFCW Local 175 Training and Education Fund increase to $700 in each year of the agreement.
Union Negotiating Committee: Paula Davis (Brampton), Jenn Lussier (London), Letitia McIntyre (Scarborough), and Union Representative Meemee Seto.
Health & Safety
Slips, Trips, Falls, and Material Handling
The Spring 2025 issue of Checkout covered the number one type of injury category: strains and sprains. The leading contributing factors for those injuries are slips, trips, falls, and material handling.
to March 31, 2026, the Ministry of Labour, Immigration, Training and Skills Development (MLITSD) is conducting a focused inspection campaign on material handling at industrial workplaces.
Soft tissue injuries like sprains and strains can have a serious impact on a worker's ability to perform job tasks and go about their daily lives. To reduce these types of injuries in the workplace, proactive prevention is key. Members should always bring concerns to their Joint Health & Safety Committee (JHSC) or Health & Safety Rep.
Slips, Trips, and Falls:
• Wet slippery floor surfaces, stairs, and ramps.
Solution: Clean up spills immediately and manage wet and icy areas before they become a hazard.
• Uneven floor surfaces, poor housekeeping, improper storage, unmoved pallets straps, plastic wraps, and other debris.
Solution: Have floors repaired and/or walking areas moved, ensure proper cleaning and storage habits, remove debris immediately.
• Blocked or congested aisles and pathways.
Solution: Ensure 2.5 - 3 feet of clear space on pathways, and remove any items/debris that interfere with having a clear walkway.
Manual material handling can result in musculoskeletal disorders (MSDs), which are injuries affecting muscles, tendons, ligaments, and nerves. MSDs often stem from awkward postures and improper lifting techniques.
Material Handling:
• Lifting items that are too heavy or with improper technique.
Solution: Use proper lifting techniques, identify ways to reduce weight or awkwardness of items to be moved/lifted, use assistive devices.
• Increased workloads and material handling requirements.
Solution: Identify ways to make workloads less strenuous through better timing, shift or task rotations, lighter loads, and ergonomic workstations.
• Improper racking/storage, and decreased accessibility to items.
Solution: Improve racking and storage procedures, use step stools or other assistive devices to decrease need to reach for items.
• Repetitive motions, movements, and actions.
Solution: Identify ways to reduce repetitive tasks and address workstation design.
The JHSC/H&S Rep should ensure that thorough monthly inspections take place, that hazards are identified, and corrective actions put in place through recommendations.
ufcw175.com/faq
Workers' Compensation
Return to Work and the Duty to Participate
Returning to work following an accident or injury is something your Union takes seriously. Following accidents or injuries, if a member makes a request for accommodation, the employer is obligated to assist the worker in getting them back to work up to undue hardship, and accommodations can be both temporary or permanent.
It's important to note that an accommodation may not be perfect or ideal but that does not mean workers can decline the offer. Workers have an obligation to cooperate in return to work (RTW) planning, per the Workplace Safety & Insurance Board (WSIB) RTW Co-operation and Obligations policy.
Workers are obliged to co-operate by:
• Initiating early contact with the injury employer.
• Maintaining appropriate communication with the injury employer throughout the recovery.
Workplace accommodation can take many forms:
• Modified duties to pre-injury job or alternative tasks.
• Modified policies & workstations.
• Flexible work schedule, such as graduated hours.
• Training and improving skills.
• Assistive devices.
• Bundling tasks.
• Assisting the injury employer, as required or requested, to identify suitable work that is available and consistent with their functional abilities.
• Giving the WSIB all relevant information concerning their RTW.
• Participating in all aspects of their RTW assessments and RTW plans.
To start the accommodation process, workers must speak to their treating doctors and provide the employer with their functional abilities. With these abilities and/or restrictions, a RTW plan can be developed.
Employers and the WSIB may not always agree with a doctor’s recommendations: medical opinion can be subjective and doctors may not fully understand the work. Make sure you discuss this with your Union Representative, WSIB case manager, and/or employer, so a solution can be found. If there is a dispute, workers have appeal opportunities and/or the grievance procedure as a next step.
Remember: As an injured worker, you have a Duty to Participate in the RTW process. If you do not cooperate or if you decline any aspects of an accommodation, there may be penalties which can include a reduction in WSIB benefits, loss of wages, and possibly termination.
Being at work allows you to maintain your earnings, stay connected to co-workers and the community, keeps you active, and helps with your mental wellness. As long as an accommodation is safe, suitable, and acknowledges your functional abilities, it is in your best interests to attempt the work. If you have concerns with an accommodation, further discussion with your employer, case manager and Union Representative can be arranged.
Day of Mourning & Injured Workers' Day
April 28 and June 1 mark important days for workplace Health & Safety
The Association of Workers' Compensation Boards of Canada (AWCBC), reports that 1,057 people died in a workplace fatality in Canada in 2023. And many more workers suffer injuries and illnesses every day – some of which never get reported.
On April 28, your Union attended Day of Mourning ceremonies alongside members, Executive Board, and other activists across the province. And on June 1, we marked Injured Workers Day.
In fact, this year marks the first time the Ontario government has officially recognized Injured Workers Day. Through a number of events, injured workers, Unions, and advocates took the day to bring attention to the ongoing challenges faced by injured workers in this province, and to recommit to the fight for better regulations, enforceable legislation, and safer, healthier workplaces for every worker.
Head to ufcw175.com/wsibsurplus2025 to tell your MPPs to use their vote and voice to speak up for the working people in their riding. They cannot allow the Workplace Safety & Insurance Board (WSIB) to deny working people their rightful benefits while simultaneously letting financial surpluses go back to companies.
Join the campaign @ ufcw175.com/wsibsurplus2025
Community
This year's UFCW Locals 175 & 633 annual Golf Tournament brought in $53,000
Under clear skies, the annual tournament saw players of all skill levels enjoy the 18-hole scramble on the course while raising money for the Leukemia & Lymphoma Society of Canada (LLSC). Registration began around noon with breakfast and prize draws before players were sent off for their round. President Kelly Tosato addressed the players and thanked them for their support.
"Our annual golf tournament is about coming together for a greater purpose. We are incredibly grateful to every player, sponsor, volunteer, and supporter who consistently support us and the LLSC. Your generosity, sportsmanship, and heart have made a lasting impact far beyond the greens. Thank you for helping us drive change, one swing at a time," said President Kelly Tosato.
Are you or your children heading to college or university this fall? Your Union has 104 scholarships of $1,000 available to win! Apply now for a Solidarity Scholarship!
• UFCW is committed to lifelong learning and helping our members achieve their educational goals. College and university can be expensive and every dollar helps.
• UFCW Locals 175 & 633 is proud to assist our members and their children with their full-time studies through the Solidarity Scholarship program every year.
• The application just takes a few minutes to fill out! Deadline to apply is August 1, 2025. See the website for more information.
ufcw175.com/scholarships
