Finally, the Union Negotiating Committee achieved language improvements regarding shifts. As a result, existing rotating shifts have been replaced with shift selection by seniority with language on fixed shifts for days, afternoons, and nights. Union Negotiating Committee: Enzo Arboritanza, Massimo Bottiglieri, Anthony DeGroot, and Region 2 Director John DiNardo.
New contract for members at Bearskin Airlines Details include progression rate increases of 1.5% in years one and two, and 1% in year three. In addition, top rates improve by 2% in years one and two, and 2.5% in the third year of the contract term. Full-time employees benefit from Sick Bank improvements. Workers may bank up to 80 hours. Any unused hours will be paid out if an employee resigns. The employer will pay a shoe allowance of $50 in year one, $55 in year two, and $60 in year three. The Training Premium improves to $1.50 per hour, up from 50 cents. Improved language states the employer will pay out pay cheque errors over $50 within three days. Members ratified the three-year agreement on February 3, 2018. Union Negotiating Committee: Emilia Honke, Anna Maria Santorelli, Union Rep Tracy Stubbs, and Region 1 Director Kelly Tosato.
Members at Aramark in Peel ratify 3-year agreement Aramark Canada employees at the Peel District School Board have achieved a new three-year contract. In each year of the contract, wages will increase across the board. The first increase is retroactive for hours worked since expiry of the previous contract: • 3% in Year 1 • 1.5% in Year 2 • 1.5% in Year 3 General Help rates will increase substantially with new minimum wage plus language as well. The contract provides for 45 cents per hour over the $15 minimum in January 2019. Full-time employees receive four personal/sick days per year, inclusive of the two mandated under the ESA. Part-time may use their two emergency leave days, with no doctor’s notes required, for school closures affecting their children. The contract recognizes Easter Monday as a paid holiday now. Improvements to the Sunset Clause remove discipline 12 months from the date of issue. The committee achieved the deletion of mandatory inoculation language as well. The employer will now pay 50% of the cost for the negotiating committee’s lost wages, as well as the cost of printing contract books. Each employee receives three uniforms from the company too. In addition, the employer will contribute $300 per year, up from $250, toward the Local 175 Training & Education Fund. The 14 full-time and nine part-time workers ratified the agreement on February 3, 2018. Union Negotiating Committee: Clare Iaccheo, Joanne Stewart, and Union Rep John DiFalco. Find more updates on page 15...
More jobs added as Olymel invests $30 Million Late last year, Olymel announced the completion of a $30 million investment in its Brampton Orenda poultry facility. That new two-building facility now employs more than 500 members of UFCW Local 175 who process and manufacture breaded and frozen chicken products. This large investment means an increase to the company production capacity and the purchase of a second plant in Brampton, which adds 50,000 square feet to their facilities. This expansion equals more Union jobs. The Orenda plant added a fourth breading line and can now produce gluten-free products at all times. The company refurbished the new facility and moved the raw side of production, including deboning, to the Westwyn plant. The reorganization of work and tasks meant the creation of more than 100 new jobs. Currently, there is one Chief Steward and 12 Stewards working as a team at the two plants.
The company sees great popularity in breaded poultry products and its new 50,000 space still allows for further development. Employees, the Union, and the company cooperated through the early reopening of the collective agreement to allow for the reallocation of jobs at the new plant to be included. The new agreement includes wage increases and pension improvements. March 2018
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