THE NEWS MAGAZINE FOR MEMBERS OF LOCALS 175 & 633 UFCW CANADA Volume XXIV No. 3 October 2015
Labour Day page 6 $250,000 raised for the LLSC
page 22
Staff LOCAL 175 Shawn Haggerty, President; Kelly Tosato, Secretary-Treasurer; Karen Vaughan, Recorder; Ray Bromley, Al McLean, Harry Sutton - Executive Assistants LOCAL 633 Dan Bondy, President; Marylou Mallett, Secretary-Treasurer; Neil Hotchkiss, Recorder BENEFITS Georgina MacDonald - Intake Representative; Sherree Backus, Joce Cote, Joanne Ford, Jody Jones, Sarah Neath - Benefits Representatives COMMUNICATIONS Jennifer Tunney - Senior Communications Representative; Laurie Duncan Communications Representative; Meemee Seto - Servicing Representative HEALTH & SAFETY Mary Shaw, Chris Watson - Health & Safety Representatives LEGAL Fernando Reis - Director; Maryanne Galati, Roberto Henriquez - Legal Counsel; Natalie Wiley, Rebecca Woodrow - Senior Legal Counsel ORGANIZING Rick Wauhkonen - Director; Farman Ali, Mike Mattioli, Tony Nigro, Amy Tran - Organizing Representatives; Derek Jokhu - Organizing Apprentice. TRAINING & EDUCATION Rob Armbruster - Director; Kelly Nicholas - Co-ordinator REGION 1 Dan Lacroix - Regional Director; Colby Flank, Jason Hanley - Union Representatives REGION 2 Derik McArthur - Regional Director; Mona Bailey, John DiFalco, Anthony DiMaio, John Di Nardo, Rob Nicholas, Mark Stockton - Union Representatives; Melody Slattery - Servicing Representative REGION 3 Dan Lacroix - Regional Director; Simon Baker, Shannon Epp, Paul Hardwick, Dean McLaren, Daniel Mercier - Union Representatives; Jacques Niquet Servicing Representative REGION 4 Sylvia Groom - Regional Director; Ron McGuire - Union Representative; Orsola Augurusa, Rick Daudlin, Virginia Haggith, Lee Johnson-Koehn, Casey Magee, Arlene Robertson, Brenda Simmons - Servicing Representatives
Contents President’s Message
Negotiations
Secretary-Treasurer’s Message
Training & Education
Page 3
Page 4
Union News
Page 5
Labour Day
Page 6
Members’ Spotlight Parmalat Sudbury
Page 14
Page 18
Community Action Network
Page 20
Legal Notes Page 21
Fundraising Page 22
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REGION 5 Jim McLean - Regional Director; Jehan Ahamed, Bob Kearney, Brad Morrison, Mario Tardelli Union Representatives REGION 6 Luc Lacelle - Regional Director; Wendy Absolom, Sam Caetano, Matt Davenport, Tim Deelstra, Joe De Melo, Jeffery Lu, Angela Mattioli Union Representatives; Ashleigh Garner - Servicing Representative REGION 7 Jim McLean - Regional Director; Sharon Kempf, Diane Sanvido, Steve Springall - Union Representatives; Dave Forbes - Servicing Representative REGION 8 Chris Fuller - Regional Director; Jeff Barry, Matt Belanger, Lionel MacEachern, Sandra Rogerson, Dave White - Union Representatives ISSN No. 1703-3926
CHECKOUT is an official publication of Locals 175 & 633 of the United Food & Commercial Workers (UFCW)
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UUWO
President’s Message Shawn Haggerty
Make a better choice for Canada: VOTE! On October 19, Canadians have the opportunity for change. This is a time when we need leaders who will repeal unconstitutional laws like Bill C-51, which erodes our civil rights and liberties; Leaders who will stand up for workers’ rights and not set back our labour laws with legislation like Bill C-525, which limits Federal workers ability to organize; Leaders who encourage and welcome healthy debate on all issues instead of silencing the voices of those who disagree.
Quebec has a $7-a-day child care plan. And it works. It has led to more women in the work force and more money entering the economy all while providing reliable, affordable child care. Anyone with young children knows how difficult it can be: Long waiting lists, limited providers and sometimes exorbitant costs make it difficult for many to ever find a care provider. A national child care system would benefit everyone, which would boost our economy and the quality of life for many working families.
We can make a better choice for our families and our future. The Canadian Labour Congress (CLC) has done a good job of breaking down this election into four main ideas that best explain what’s at stake (more at betterchoice.ca).
Governing is about doing what’s right. Doing what it takes to help people live healthy, happy lives. Canada should be setting the bar high on quality of life. But our government is failing on several levels.
One of the most important ways to ensure working families have a good quality of life is to have full-time, secure jobs with benefits and livable wages. Without that most basic of foundations, there is no money entering the economy, no taxes being paid, and no chance for working people to make any headway. We need an accountable government that invests in its own workforce, not a government that’s only interested in lining the pockets of big business.
If we don’t stand up for our rights, no one else is going to do it for us. We must choose candidates that will protect and provide excellent health care, quality child care, livable pensions and good jobs for years to come.
Canada’s universal health care system is one of the defining characteristics of our country. Yet, too many Canadians go without access to the health care they need while the government continues to cut funding from our strained system. Quality long-term care, affordable medication, access to doctors and reduced waiting times won’t be possible unless we elect a government that makes the health of all Canadians a priority.
Amendments made to the election process in Harper’s ‘Fair Elections Act’ (Bill C-23) might have affected your ability to vote on October 19.
In Solidarity, Shawn Haggerty
Please make sure you visit elections.ca to ensure you’re registered and that you have the right identification ready. If you can vote in advance polls, please do so. |
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Secretary-Treasurer’s Message Kelly Tosato
Women and the right to vote in Canada In the June issue of Checkout, I talked about female representation among our government candidates and bringing female-identified issues to centre stage in our leaders’ debates. But just one hundred years ago, women – and many others – in this country didn’t even have the right to vote. It wasn’t until 1917 that Ontario first allowed some women to vote, and not until 1919 when the right to vote federally came into effect for some women.
have women recognized as persons under the British North American Act) became a feature of the $50 bill in 2004.
But not for all women. It would be years before immigrant and First Nations men and women would be allowed to vote. In fact, it wasn’t until the 1960s that First Nations people were legally allowed to cast a ballot in this country. Another sad reminder that it takes decades of fighting to achieve some of the most basic rights – rights that we often take for granted today.
The fact is, women still have a lot of ground to make up. There are systemic issues that continue to create an environment where women are under paid for work that is undervalued. The gender gap in pay equity sits at about 26%: For every dollar made by a male, their female counterpart makes 74 cents. In 2009, Statistics Canada found that more than 25% of female part-time employees reported wanting fulltime employment but were only able to find part-time work.
Thérèse Casgrain was a leader of the women’s suffrage movement and was instrumental in achieving the right to vote for the women of Quebec in 1940. She became the first female leader of a Canadian political party, heading up the Cooperative Commonwealth Federation (CCF) in Quebec, and Prime Minister Trudeau appointed her to the Senate in 1970. In 1982, a year after her death, Trudeau created the Thérèse Casgrain Volunteer Award. She, her namesake award, and an image of the ‘Famous Five women’ (who fought to
“We need women at all levels, including the top, to change the dynamic, reshape the conversation, to make sure women’s voices are heard and heeded, not overlooked and ignored.” Sheryl Sandberg: Chief Operating Officer, Facebook
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But in 2010, under the Stephen Harper government, the award was discontinued and renamed as the “Prime Minister’s Volunteer Award.” And in 2012, the image of Thérèse and the award, and the ‘Famous Five women’ disappeared from the $50 bill… to be replaced by an image of an icebreaker.
We also need to create stronger legislation to protect women who continue to experience violence and aggression at home, at work and beyond. Ninety-two per cent of police-reported sexual assaults in this country are against women. While we may have won the right to vote, we must make sure those many years spent fighting for this most fundamental right weren’t in vain. We need to make sure that the legacy of these suffragettes and other activists fighting for a better quality of life isn’t quietly ‘discontinued’ in the minds and hearts of Canadians. Your vote is yours to use and it’s one of the hallmarks of democracy. Please make sure you vote for the candidate who will work hard to protect you and your family and create sustainable livable wages for all workers. In Solidarity, Kelly Tosato
UNION NEWS LETTERS Hi Derik McArthur, Director: I would like to express my appreciation and say THANK YOU to some amazing people at UFCW: Organizers Amy Tran, Linval Dixon, and Mike Mattioli. These three worked with me over the course of approximately 7 - 8 months making sure I was successful in the campaign, application process and voting at Transcare. Those months were long and tireless, but they all worked hard and never gave up on me. They believed in what I was working for and that was to give hope to people at Transcare. They encouraged me and kept me going. You are very fortunate to have such great people working for UFCW. Thank you for assigning John DiNardo to Transcare. John was extraordinary in leading us through negotiations. He was brilliant, fearless, brave, smart, respectful and very passionate about advocacy. John inspired me in so many ways. He believes in what matters. He listens. He makes sure he understands what is important to the staff at Transcare; and most importantly, he cares. Please let John know we thank him for his extraordinary ability in leading us through negotiations. We truly valued all his efforts. You are fortunate to have him working for UFCW, but I/Transcare are very grateful to have him staying on as our representative. Thank you. Regards, Kareena
WELCOME NEW STAFF In June, Roberto Henriquez joined the Local 175 Legal Department as Counsel. Roberto has a Bachelor of Science Specializing in Genetics and a Bachelor of Arts in Political Science, both from McMaster University, and he completed his Juris Doctor at Osgoode Hall Law School. While attending law school, Roberto worked in the workers’ rights division at the Community Legal Services in the Parkdale neighbourhood of Toronto where he represented workers in a number of employment matters. His experience includes appearing before administrative tribunals, including the Ontario Labour Relations Board (OLRB) and the Workplace Safety & Insurance Appeals Tribunal (WSIAT). “During my time at the clinic I worked on a number of social justice campaigns to advocate for an increase to the minimum wage and better workers’ rights,” explained Roberto. “My experiences there only made my commitment to the labour movement stronger.” “Roberto makes an excellent addition to our legal team at the Local Union,” said President Haggerty. “I know he is a committed social activist and will work hard to achieve justice for the working families of Locals 175 & 633.”
HAPPY RETIREMENT After 21 years with the Local Union, Donna Dawson retired on August 1, 2015. Donna was hired in 1994 to work as the Director’s Secretary in the Southwest Regional office in Kitchener at the time. In the office, Donna worked with a number of Directors including Bud Adams, Jim Andress, Dan Onichuk, Teresa Magee, Ray Bromley and Paul Jokhu. In November 2011, the Kitchener office closed and Donna relocated to the Local Union’s head office in Mississauga where she began working with the Organizing Department.
“I enjoyed working with that department very much,” explains Donna. “I especially liked seeing how our great Organizers help bring the benefits of belonging to our Union to all of our new members.” “I am going to miss each and every person I have had the pleasure of working with over the last 21 years,” says Donna. “Donna was a dedicated member of our staff and showed great commitment to the Union and the members,” says President Haggerty. “I know she built many long-lasting friendships in her years here and she will be missed.” |
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LABOUR DAY 2015 This past year has been a difficult one for many of our Union members. But their struggles highlight the many reasons that Unions are vital to today’s working families. Members at Wing’s – who showed amazing strength and solidarity on the picket line – came to a settlement with their employer in June after enduring a 22-month strike. In July, members at nine Zehrs Great Food and Real Canadian Superstores in the Windsor area began strike action against their employer and ratified an amended memorandum of settlement eight days later. The right to strike is deeply entrenched in the labour movement. Many working men and women fought bravely by striking against their employers even before Unions were legal. It takes courage to stand up to your employer so it’s important to show support to workers on strike regardless of what Union they belong to. These workers are your neighbours, family and friends – and they’re fighting for a better life. The true strength of your Union and the labour movement lies in the belief that you deserve and can achieve a better quality of life for you, your family, and working people everywhere. And supporting other workers who are striving for that is a vital part of solidarity. Labour Day is more than just one day of celebration: It’s a means of preserving the legacy of workers who’ve come before us and ensuring a better future for generations still to come. Encourage and support Union workers – and all workers – all year long. If you see workers on strike, find out why they have decided to take that step. Take them coffee, speak to them, and most importantly: Don’t cross their picket line. To all those who celebrated Labour Day – thank you for spending your time in your community with friends, neighbours and family. Your solidarity and support means that working families will have a strong unified voice long into the future.
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Toronto
Waterloo |
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Sudbury
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Cobourg
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Hamilton
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Cornwall
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PARMALAT SUDBURY
On July 23, 2015, the last order of milk was sent from the Beatrice (Parmalat) plant in Sudbury to Loblaw, after Loblaw Companies decided to end its 50-year business partnership with the facility. Since its inception in 1964, Parmalat Sudbury has created jobs and supported the local economy and it is the only dairy facility based in Sudbury today. The dairy used to employ about 50 people from the Sudbury community, including 36 members of UFCW Local 175. But now the plant has seen a production loss of about 31% and a shipping/receiving loss of up to 38%. And that means job loss.
JOIN US &
ASK GALEN to reverse this decision Tweet @LoblawsON
Twelve workers have been laid off and up to four more workers have had their workweeks reduced and eventually those jobs too will disappear through attrition.
Connect: facebook.com/LoblawsON
“Loblaw Companies has decided to switch to a supplier in southern Ontario,” explained President Haggerty. “While I understand that means jobs for workers in that area, it’s a tremendous loss for a northern community that already struggles to hold on to good jobs and livable incomes.”
Email: customerservice@loblaws.ca
In addition to the families that suffer from these lost jobs, the larger community could suffer when stores are shorted on deliveries due to weather and road closures, or mechanical errors. UFCW Local 175 is joining the Sudbury community in asking Loblaw Companies CEO Galen Weston to reconsider the decision to isolate his supply chain without considering his responsibility to all the communities in which his company does business. “What it comes down to is that Loblaws wants to keep northern Ontarians as customers but isn’t willing to create or maintain sustainable business practices that benefit those same customers,” said Region 8 Director Chris Fuller.
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Send a letter: Galen Weston, President Loblaw Companies Ltd. 1 President’s Choice Circle Brampton, ON L6Y 5S5 If you work at a Loblaw-banner store, use the Ask Galen link on the Loblaw intranet!
NEGOTIATIONS Members at Zehrs Great Foods & RCSS ratify amended memorandum ending 8-day strike The amended agreement includes a letter of agreement recognizing the need for change and a relationship building program between the employer and its workers. This program will be facilitated by the Ontario Ministry of Labour with the goal to improving communication and respect between the company, the Union and the members. Going forward the members at 59 Zehrs Great Food, Loblaws Great Food, Loblaws, and Real Canadian Superstores throughout the province will be covered by one collective agreement. This means a larger, stronger bargaining unit giving the members the ability to transfer and post to stores across Ontario within the same agreement. Wages increase by $1.70 per hour over the term and all fulltime jobs are guaranteed for the life of the agreement. The gap between the part-time end rate and the minimum wage will remain consistent, which means if the minimum wage increases the end rate will increase by the same amount. Part-time scheduling language improves including day
availability, and full-time workers will not be scheduled more than two evenings per week. The contract contains new minimum hours guarantees for part-time workers in departments of 10 employees or more and a new scheduling format will apply to departments of less than 10 employees. All buy-over and buy-out provisions remain for workers affected by store conversions. Full and part-time who qualify receive a prescription drug card. Improved language provides zero tolerance provisions for customer rudeness, impropriety and abuse. Union Negotiating Committee: Dave Balsam, Michelle Dow, Joe Fields, Rob Hamilton, Denis Kendell, Carolyn Levesque, Union Reps Dave Forbes, Brad Morrison, and Sharon Kempf, Directors Dan Lacroix and Jim McLean, Executive Assistants Ray Bromley and Al McLean, Secretary-Treasurer Kelly Tosato, and President Shawn Haggerty.
Quinte Humane Society ratifies 1st collective agreement
following ratification.
On May 7, 2015, the bargaining unit members at Quinte Humane Society in Belleville ratified their first agreement. The three-year deal includes language for hours of work and overtime, a grievance and arbitration procedure, health and safety, union security and bereavement.
The employer will contribute $200 per full-time employee (who has gained seniority) per month towards a union sponsored benefit plan. The meal allowance will increase to $15 from $10. Improvements to bereavement leave allow for two extra days for immediate family and an increase to two days, up from one day, for other family members as described in the agreement. There is a further allowance to defer one day if interment is postponed.
In the first year, SPCA Agents receive an increase of 70 cents per hour and kennel attendants receive 50 cents per hour. Both classification receive 25 cents per hour in years two and three. Full-time bargaining unit members receive an additional sick day each year and those with 10 years of service now have four weeks of vacation entitlement. Union Negotiating Committee: Amy Collins and Union Rep Dean McLaren. ... Sudbury Waste Management workers ratify new CBA Members at Waste Management in Sudbury ratified a new collective agreement on May 2, 2015. The 3-year deal provides wage increases of 2.5% in years one and two, and 3% in year three. A signing bonus of $600 will be paid
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Union Negotiating Committee: Mike McKerral, Mathew Behm and Union Rep Lionel MacEachern. ... Transcare workers ratify first collective agreement On May 22, 2015 members at Transcare Community Support Services in Scarborough voted to ratify their first collective agreement, which includes many gains. Wages increase by 1% to 4% and employees will now be paid a night shift premium. Holiday pay will be calculated as a fixed amount based on a day’s regular wage and bargaining unit employees with 10 years of service will now be entitled to four weeks of vacation. Members will be paid on a bi-weekly schedule.
All of our negotiations don’t always fit into the magazine! You can find more online at www.ufcw175.com There will be 17 new full-time jobs offered to part-time Personal Support Workers (PSWs) by seniority bringing the full-time complement to 75 employees. In addition, 78 casual employees will convert to part-time. Hours of work for part-time are 24 hours or less per week and full-time hours are 35 - 44 depending on job classification. Those who work four or more hours in a day receive a 15-minute rest period without loss of pay. A bi-weekly work schedule will be made available in writing to all employees. Workers with one to five years of employment receive five sick days and those with more than five years receive 10 sick days. Full time PSWs providing community care receive fuel cards or TTC passes. Uniforms will be provided at no cost to employees. The employer will pay 100% of the cost for Life Insurance and AD&D benefits and 75% of the cost for extended health care and optional LTD coverage. Eligible employees will be able to participate in the group RRSP to which the employer will contribute an amount equivalent to 2% of the full-time worker’s annual earnings. Where an eligible fulltime employee has completed 10 or more years of service and the employee contributes more than 2% of their annual earnings to the group RRSP, the employer will match that portion to a maximum of 4%. Union Negotiating Committee: Kareena Lynch, Maxine Dunn, Dawn Grant and Union Rep John DiNardo. ... New collective agreement at Exceldor Foods This seven-year agreement contains increases totalling $2.20 per hour over the contract term. These increases will apply to all classifications except ‘live hang’ who receive an initial increase of $1.40 per hour in year one, and subsequent increases the same as the other classifications. The boot allowance (for purchase of CSA approved safety footwear for use on the job) improves to $180 following ratification and on June 2, 2016, and 2017. This increases to $200 effective June 2 2018, 2019 and 2020, and to $250 on June 2, 2021. Maintenance and Engineering departments receive an improved annual tool allowance of $600 as of ratification, and in 2016 and 2017. This allowance increases to $650 in 2018, 2019, and 2020, and to $700 in 2021. Benefit improvements include increases to optical coverage in years four and seven as well as improvements to chiropractic, massage therapy, homeopathic and clinical psychiatric coverage in the fourth year of the agreement. There are language improvements in the areas of grievance, arbitra-
tion and job posting procedures. Union Negotiating Committee: Jeff Bietz, Ron Zippel, Carole Ford, Mike Banks, Alan Plante, Union Rep Tim Deelstra. ... Members at Belmont Meats approve new contract The members of Local 633 working at Belmont Meat Products in Weston achieved a new five-year collective agreement at a meeting held June 26, 2015. Wages increase in each year with the first raise retroactive for hours worked since the expiry of the previous contract. Contributions to the medical and dental plan also increase over the duration of the agreement. Improved language addresses job postings, child care, and overtime while new language includes provisions for job training at a higher classification. Union Negotiating Committee: Pedro Jr. Cristales, Michael Resurreccion, Ronald Williams and Union Rep Mona Bailey. ... New agreement secured for CFB Trenton members Members of Local 175 at Canadian Forces Base (CFB) Trenton ratified a new four-year agreement on May 28, 2015, which includes wage increases, sick leave and other improvements for the more than 80 workers at the Base. Progression rates increase by between 1% and 2.25% paid retroactive for hours worked since January 1, 2015. In the second year, progression rates increase by between .25% and 1.75%. The top rate increases by 2.1% in year three and 2.3% in the final year of the term. Full-time workers now qualify for sick leave after completing probation instead of the previous graduated scale. Workers also benefit from family/personal leave paid in increments of one hour. Workers benefit from an improved vacation grid, and language addressing scheduling and relocation, as well as new anti-violence and harassment language. Union Negotiating Committee: Amy Dawson, Kathy McGrath, Barbara Wood, and Union Rep Paul Hardwick. ... Members at CFSU Ottawa ratify On July 27, 2015, the members of Local 175 working at Canadian Forces Service Unit (CFSU) in Ottawa ratified a new agreement that covers the next four years. All rates increase by 1% – 2% depending on service retroactive for
hours worked since April 1. The members at the top rate receive subsequent wage improvements of 2.75% in year two, 2.5% in year three, and 2.5% in year four. The annual boot allowance increases to $125 per year, and the tool allowance will increase from $120 to $135 per year over the term of the contract. Vacation entitlement improves to provide 20 days for fulltime workers with seven years of service and 23 days for those full-time with 16 years of service. Part-time workers now receive 8% vacation pay in their seventh year of service and 9.2% in their 16th year. Improvements to bereavement language now provides one paid day’s leave for the death of an aunt or uncle, and family-related leave can now be utilized in hourly increments. Additional language improvements provide additional steward representation at each work location, anti-discrimination and harassment clauses, and relocation leave policies for those whose military spouses are posted to another base. Union Negotiating Committee: Niels Jorgensen, John Macko, Nazem Saleh, Sandra Proulx, Servicing Rep Jacques Niquet and Union Rep Paul Hardwick. ... Ratified agreement for Cancoil workers The 80 members working at Cancoil Thermal Corporation in Kingston ratified a four-year agreement on August 9, 2015. Wages increase by 1.7% retroactive for hours worked since the expiry of the previous contract. Subsequent increases are 1.7% in year two, and the greater of 1.7% or the provincial Consumer Price Index (CPI) increase in year three and 1.8% or CPI in year four. In addition, the shift premium increases to 60 cents per hour. New coverage for prescription safety glasses provides 50% reimbursement up to $100 every 24 months. Workers benefit from improved vision care coverage of $160 per 24-month period as of ratification, and $170 as of April 3, 2018. Contributions to the dental plan increase by 14 cents per hour over the term of the contract. Language improvements address sunset language, the process of scheduling vacation, and workers with 25 years of service now receive $500 bonus. New language establishes overtime after 32 hours in a statutory holiday week. Banked overtime can be used for sick days, and the workers receive increased boot and clothing allowances. Union Negotiating Committee: Gary Garrison, Steve Vallier, and Union Rep Paul Hardwick. ...
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DB pension plan in 3-year deal for Muskoka Paramedics In 2014, members of the Muskoka Paramedics Association voted overwhelmingly to merge with Local 175. The Muskoka Paramedics were one of only a few paramedic services in Ontario that did not have a defined benefit pension plan and previous attempts to bargain pension improvements had not been successful. Local 175 arranged an info session with the Healthcare of Ontario Pension Plan (HOOPP) and conducted a vote on whether to join HOOPP. The Union received a 100% mandate from the members to negotiate the defined benefit pension plan into the next collective agreement. “This solidarity ensured that the Union could go into bargaining in a strong position to resolve this long-standing issue,” explained President Haggerty. “Our paramedics work hard to protect all of us. They deserve respect and a well-earned reliable pension.” Following 11 days of bargaining and the perseverance of the negotiating committee, a new 3-year memorandum of settlement was reached including participation in HOOPP. Members will join the plan as of February 7, 2016. Other improvements include wage increases totalling 4.1% over the term. Workers with five years of service or more receive a 100% pay out from the severance plan. Employees may use 72 hours of their annual paid sick time for Family Leave, up from the previous 48 hours. The Weekly Indemnity cap increases to $1,200 and long-term disability improves to $5,200. The $300 deductible for chiropractic care has been removed. The meal allowance improves to $13 and workers may now submit multiple receipts per day. New language ensures new employees will have time to meet with their Steward and become acquainted with the collective agreement. Other language improvements address job postings and steward representation. The employer will also pay 100% of the costs for the negotiating committee and printing of collective agreements. The agreement was ratified on September 9, 2015. Union Negotiating Committee: Mike Cartwright, Brad Davies, Roy Lovold, Paola Oke and Region 8 Director Chris Fuller. ...
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TRAINING & EDUCATION
On May 30 & 31, more than 150 Stewards took part in the Hamilton Stewards Conference. In addition to participating in classes on social media, health and safety, WSIB, and others, Stewards also generously supported prize draws to support the Leukemia & Lymphoma Society (LLSC) and raised an amazing $6,480.
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Each year, the Training & Education Centre hosts three weeklong paid training sessions for Members, Stewards, and Health & Safety members. Classes take an in-depth look at the Union and the important role that each group has in making sure employers stay true to their collective agreement and to the law. Applications are available each year in the Spring. Look for it online and on your Union bulletin board in 2016.
COMMUNITY ACTION NETWORK
This summer the Local Union celebrated Community Action Network Family Days across the province. Events took place in Vaughan, Scotland, and Sudbury, while others took place in conjunction with Labour Day activities (see pages 5 - 10). Members, staff, family and friends also took part in Pride festivities over the summer including Hamilton, Toronto & Ottawa! Thank you to everyone who came out to enjoy these summer days outside full of food, fun, friendship and pride.
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LEGAL NOTES
Gender Identity & Expression protected against discrimination under Ontario Human Rights Code
On June 15, 2012 two new grounds of discrimination were added to the Ontario Human Rights Code (the Code). Part 1 of the Code lists the 17 grounds of discrimination covered, including gender identity and gender expression.
The Ministry adopted a new criteria: Individuals need to provide a note from a practicing doctor or psychologist (including a psychological associate) stating that they have treated or evaluated the person and that the change in designation is appropriate.
That same year, an important case involved the Ministry of Government and Consumer Services1 and a section of the Workplace policies are changing too. Organizations have implemented new policies with respect to the collection of Vital Statistics Act written in 19782. The Act stated in order personal information identifying a person’s gender, access to obtain a birth certificate with a sex designation other to washrooms, change rooms and other gender-specific than the one assigned to him or her at birth a person must services and facilities, as well as dress codes undergo “transsexual surgery” and prothis is Gender Identity vide medical certificates from two doctors. and uniform policies. discrimination at work: Those doctors must certify that “transsexA trans woman uses the Whether trans, female, male, gender nonual surgery” was performed on the person female washroom facility at work conforming or somewhere else on the specand complaints are launched and that as a result of the surgery the sex against her. trum, everyone has a right to define their designation on the person’s registration of own gender identity, to express their gender, birth should be changed. this is Gender Expression and to be treated with dignity and respect. discrimination at work: The case’s Vice-Chair, Sheri Price, wrote in A female worker who is not trans Locals 175 & 633 supports causes that are her decision: “that Ontario birth certificates wears her hair short, is very important to our members. This also means athletic and wears masculine reflect the sex assigned at birth unless a clothes. Her co-workers ridicule bargaining progressive contracts such as person has and certifies to the respondent her for the way she looks and first-of-its-kind agreement language for that he or she has had ‘transsexual surgery’ what she wears. workers at a Toronto Community Health is substantively discriminatory because Centre. The language provides anti-discrimit exacerbates the situation of transgendered persons as a ination policies regarding sexual orientation and gender historically disadvantaged group, and thus perpetuates their identity, access to equal benefits under the duty to accomdisadvantage.” modate for transgender, transsexual and gender variant employees, and anti-oppression training for all employees. Price concluded that requiring surgery adds to the disadvantage and stigma experienced by members of the trans Your Union strives to ensure that every member can go to community and reinforced the stereotype that transgender work in a discrimination-free environment. If you experipersons must have surgery to live in their self-identified ence or witness ANY discrimination, bullying, hate speech, gender. The decision in this case confirms that gender idenor any other violation of a person’s human rights, please tity should be recognized based on a person’s lived identity speak to your Union Steward or Union Rep immediately. and not be dependant on any surgical procedures. XY v. Ministry of Government and Consumer Services 2012 HRTO 726 (CanLII) R.S.O. 1990, c. V.4 (“the VSA”) 3 ohrc.on.ca/en/gender-identity-and-gneder-expression-brochure 1
The Ontario Human Rights Commission3 defines gender identity and gender expression as follows:
Gender Identity is each person’s internal and
individual experience of gender. It is their sense of being a woman, a man, both, neither, or anywhere along the gender spectrum. A person’s gender identity may be the same as or different from their birth-assigned sex. Gender identity is fundamentally different from a person’s sexual orientation.
2
Gender Expression is how a person publicly
presents their gender. This can include behaviour and outward appearance such as dress, hair, make-up, body language and voice. A person’s chosen name and pronoun are also common ways of expressing gender. |
October 2015
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FUNDRAISING This year’s nation-wide UFCW fundraising total was announced as $2.5 million at the Annual Leukemia Gala in Toronto. All the money raised by members each year goes to support the Leukemia & Lymphoma Society of Canada (LLSC) and its research to improve treatments and find a cure for leukemia, lymphoma, Hodgkin’s disease, and other blood cancers, as well as provide support to patients and their families. Members of Locals 175 & 633 gave generously throughout the year to bring our Local Union’s contribution to $250,000. Check out photos from this summer’s events on these pages. Find more pictures online at www.ufcw175.com and at facebook.com/ufcwlocals175633. 22
| October 2015
Locals 175 & 633 members raise $250,000 for the Leukemia & Lymphoma Society of Canada
WELCOME NEW MEMBERS! Front desk workers at the Comfort Inn in Ingersoll joined Local 175 on May 27. This added an additional eight members to the existing bargaining unit at that workplace. More than 1,400 hotel service workers at a variety of hotel chains province-wide already belong to Local 175, including 200 members at nine other Comfort Inn locations.
On June 4, workers at a General Motors (GM) dealership in Sarnia voted in favour of joining Local 175. These 40 new members include Service Advisors, Body Shop Technicians, Service Technicians, Clean-Up Staff, Lube Technicians, Shuttlers, and the Tower Operator. Among the concerns for these workers were wage improvements, benefits, better working conditions, and job security. Volunteer firefighters in the town of Kearney voted to become members of Local 175 at a vote held June 29. These workers, now part of the Union’s Health, Office & Professional Employees (HOPE) Sector, faced a number of issues
in the workplace that caused them to seek Union representation. Local 175 represents a growing number of firefighters, including in Killaloe, Owen Sound, and Petawawa, as well as Emergency Medical Service (EMS) workers in Huntsville and Muskoka.
The Organizing department would like to remind all members about the Organizing Incentive Program. The Incentive provides an honourarium of up to $1,250 to any UFCW Locals 175 & 633 member who calls in a lead that results in a successful certification. In particular, the Organizing Department is looking for leads into retail stores such as Shoppers Drug Mart and Sobeys, and any Industrial and Health Care facilities. If you know someone who could benefit from belonging to our Local Union, please contact the Organizing Department at 1-800-565-8329 or organizing@ufcw175.com.
Guelph Labour Day!
Return postage will be paid by: United Food and Commercial Workers Locals 175 & 633 2200 Argentia Road Mississauga ON L5N 2K7 Canada Post Corporation Publication Agreement No. 40064671