Bee-Clean Building Maintenance workers in Algoma District join the Union After a three-week campaign, the employees at Bee-Clean Building Maintenance in Algoma District voted overwhelmingly to become members of UFCW Local 175. The crew and cleaners at Bee-Clean joined the Union to help secure better working conditions: from wages and benefits, to health and safety and job security. Since the COVID-19 pandemic began, it became apparent to many of the employees that their voices were not being heard. As the amount of work the employer tasked them with increased, employees received no additional compensation. In addition, the employer allocated wage rates inconsistently and employees had no
clear trajectory for job advancement or guaranteed increases. Through negotiating their first collective agreement as Union members, the employees at Bee-Clean look forward to achieving better health and safety provisions – including proper personal protective equipment (PPE) – plus a process for discipline, Steward representation, and a grievance procedure. And in addition to standardizing and improving wages, the employees hope to achieve health benefits and a pension as well. This victory welcomes 50 employees of Bee-Clean working in Wawa, Blind River, Spanish, and Sault Ste. Marie.
Successful grievance ends ageist health benefit policies for members at Loblaws Earlier this year, on behalf of two members working for Loblaw-banner stores in the Ottawa area, the Union filed grievances against the employer regarding its policy on benefits coverage for employees over the age of 65. Specifically, the grievance challenged the company’s denial of benefits coverage to two employees aged 65 and over. The two employees work full-time for Loblaws. Together, they have a combined total of more than 79 years of service with the company. When those employees reached the age of 65, the company terminated their benefit coverage. It was the Union’s position that this practice was discriminatory and unfair, especially to employees
who have dedicated their careers to working for Loblaws. The Union argued that this policy demonstrated age-based discrimination contrary to the collective agreement and the Ontario Human Rights Code. Ultimately, the Union and the company entered into Minutes of Settlement which detailed a resolution where full-time employees who have reached the age of 65 will continue to be eligible for most benefits under the health and welfare plan provided for in the collective agreement. “We’re pleased that this grievance resulted in a tremendous success,” said President Haggerty. “This agreement marks a true advancement of fairness and equality in workers’ rights.”
Members who have any questions regarding this issue should contact their Union Representative. You can use the Find Your Rep search or send us an email at membership@ufcw175.com. Fall 2020
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