CHECKOUT MAGA ZINE SUMMER 2020 - VOL XIX NO 2
Our Members at Work: ON THE FRONT LINE pages 12 - 15
What’s Inside UFCW LOCAL 175
UFCW LOCAL 633
President Shawn Haggerty
President Marylou Mallett
Secretary-Treasurer Kelly Tosato
Secretary-Treasurer Brian Kozlowski
Recorder Karen Vaughan
Recorder Julie Hinsperger
Executive Assistants Rob Armbruster Sylvia Groom Jim McLean HEALTH & SAFETY, WORKERS' COMPENSATION, and PAY EQUITY: Director: Sharon Kempf; Pay Equity Representative: Orsola Augurusa, Matt Davenport; Health & Safety Representative: Mary Shaw; Workers' Compensation Intake Representative: Georgina MacDonald; Workers’ Compensation Representatives: Joanne Ford, Phil Hames, Sarah Neath
145 Union News
77 Members' Assistance Program Info
12 10 Welcome New Members
12 Our Front-Line Workers
18 22 Community
19 18 Training & Education
Retirements & New Staff
11 20 Negotiations
FreshCo Wentworth, Impact Cleaning, Madoc COPE, & more.
LEGAL: Director: Jane Mulkewich; Counsel: Shauna Fabrizi, Mary Hurley, Matthew Jagodits, Silvia Neagu ORGANIZING: Director: Rick Wauhkonen; Organizing Representatives: Tim Hum, Jeffery Lu, Lionel MacEachern, Amy Tran; Organizing Apprentice: Ricardo Bocanegra TRAINING & EDUCATION: Coordinator: Kelly Nicholas; T&E Representative: Russel Evans; Engagement & Media Relations Strategist: Tim Deelstra COMMUNICATIONS: Communications Representative: Laurie Duncan; Senior Communications Representative: Jennifer Tunney REGION 1: Director: Sandra Rogerson; Union Representatives: Alexander Stubbs, Tracy Stubbs REGION 2: Director: Angela Mattioli; Union Representatives: Farman Ali, Rick Daudlin, John DiFalco, Casey Magee, Christina Mayberry, Tony Nigro, Meemee Seto
Across the Province!
16 Workers Comp & COVID-19
REGION 3: Director: Daniel Mercier; Union Representatives: Shannon Epp, Paul Hardwick, Kimberly Hunter, Dean McLaren, Joe Tenn; Servicing Representative: Sandra Proulx REGION 4: Director: John DiNardo; Servicing Representatives: Colleen Cox, Virginia Haggith, Jennifer Hanley, Tim Kelly, Sabrina Qadir, Arlene Robertson, Chris Watson REGION 5: Director: Jehan Ahamed; Union Representatives: Joce Cote, Ashleigh Garner, Mario Tardelli; Servicing Representatives: Rolando Cabral REGION 6: Director: Rob Nicholas; Union Representatives: Sam Caetano, Matt Davenport, Dave Forbes, Jason Hanley, Lee Johnson-Koehn, Mike Mattioli, Brad Morrison, Melody Slattery, Fred Teeple REGION 7: Director: Chris Fuller; Union Representatives: Diane Sanvido, Steve Springall; Servicing Representatives: Dan Bondy, Todd Janes
Activism from the home!
Solidarity Scholarship applications due by August 1, 2020
REGION 8: Director: Derik McArthur; Union Representatives: Jeff Barry, John Beaton, Richard Eberhardt, Jim Hames, Derek Jokhu PROVINCIAL HEAD OFFICE 2200 ARGENTIA ROAD MISSISSAUGA, ON L5N 2K7 TEL: 905-821-8329 TOLL FREE: 1-800-565-8329 FAX: 905-821-7144
CAMBRIDGE OFFICE 6628 ELLIS ROAD, CAMBRIDGE, ON N3C 2V4 TEL: 519-658-0252 TOLL FREE: 1-800-267-1977 FAX: 519-658-0255
HAMILTON OFFICE 412 RENNIE STREET HAMILTON, ON L8H 3P5 TEL: 905-545-8354 TOLL FREE: 1-800-567-2125 FAX: 905-545-8355
LEAMINGTON OFFICE 261 ERIE STREET SOUTH LEAMINGTON, ON N8H 3C4 TEL: 519-326-6751 TOLL FREE: 1-888-558-5114 FAX: 519-326-0597
OTTAWA OFFICE 102-177 COLONNADE ROAD OTTAWA, ON K2E 7J4 TEL: 613-725-2154 TOLL FREE: 1-800-267-5295 FAX: 613-725-2328
ISSN No. 1703-3926 CHECKOUT is an official publication of Locals 175 & 633 of the United Food & Commercial Workers (UFCW)
SUDBURY OFFICE 230 REGENT ROAD SUDBURY, ON P3C 4C5 TEL: 705-674-0769 TOLL FREE: 1-800-465-1722 FAX: 705-674-6815
THUNDER BAY OFFICE UNIT 206A 1000 FORT WILLIAM RD THUNDER BAY, ON P7B 6B9 TEL: 807-346-4227 TOLL FREE: 1-800-465-6932 FAX: 807-346-4055
UUWO
President’s Message
Shawn Haggerty
The ongoing war on workers . . . even in a pandemic Over the last few months, a number of members received COVID-19 diagnoses. In early May, a member from Maple Lodge Farms died as a result of the virus. On behalf of the Local Union, I offer condolences to the family of that member and send my thoughts to all those dealing with their own diagnoses as well. This pandemic is real and it has had a massive effect on our working and social lives. As a Union, it’s our job to advocate for working people. But that advocacy can’t stop at the workplace door. Politicians and corporations have far too much control over many aspects of our members’ working lives. We don’t have the luxury of ignoring what happens at Queen’s Park, Parliament Hill, or our Municipal City and Town Halls. And politics didn’t stop with the COVID-19 pandemic either. In fact, the pandemic has revealed the many failings of our current systems. It's all politics when we see Doug Ford’s pandering comments calling working people heroes and the backbone of our province: as soon as he steps away from the mic, he gets right back to the profitable business of dismantling workers’ rights. At the start of the pandemic, he told workers to stay home if they felt sick. But he’s the one who repealed paid sick days for those same workers as soon as he took office. He also stopped the planned min-
imum wage increases as well. So, while it’s infuriating enough that most, if not all, employers have ended pandemic premiums (even though we’re still in the pandemic), remember that if Doug Ford had kept the planned increases, minimum wage would have been providing $1 more per hour by now. Ford has also limited workers' pay in Bill 124, which limits increases for public sector workers, including members of UFCW Locals 175 & 633 in some health care and service jobs. That law says that those workers cannot receive a wage increase of more than 1% – which is below inflation – in each of the next three years. It also caps any benefit improvements to 1% per year as well. Bill 124 interferes with bargaining rights. Your Local Union, along with more than 40 other Unions and led by the Ontario Federation of Labour, launched a Constitutional challenge against Bill 124 as a violation of workers’ collective bargaining rights which are enshrined in the freedom of association guarantee of the Canadian Charter of Rights and Freedoms. A decision in early June by Manitoba courts struck down similar legislation, so we are hopeful this case will have a similar outcome. Recently, Doug Ford introduced Bill 175. If passed, the Bill would result in further privatization of parts of the health care system. The terms of this Bill were determined without any advance consultation with stakeholders in the sector. The
legislation would dismantle public governance and oversight for home care; privatize our existing public and not-for-profit home care system; potentially expand private hospitals, and; repeal important existing protections for clients and the public when it comes to home and community care, including the Bill of Rights and the complaint process. There are far greater concerns to address within our health care system, particularly when it comes to our for-profit long-term care homes. It makes no sense to move to a barely regulated, more for-profit model for our home care sector. And when recently, news outlets reported Ford’s plan to introduce changes to statutory holiday legislation for retail stores, it was only substantial public outcry that forced Ford to retreat from the proposal. And, all of this during a pandemic. As I said, this crisis has exposed failings in our systems, and we’ve got a long way to go to fully recover from this pandemic in more ways than one. But know, that as long as politicians continue to try and dismantle workers’ rights, your Union will be there to fight back and protect your rights every step of the way. In Solidarity, Shawn Haggerty president@ufcw175.com Summer 2020
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Secretary-Treasurer’s Message
Kelly Tosato
Acknowledging oppression and working toward change Change doesn’t come easy and sometimes it's scary. The pace of progress can feel like we take a step back for every two steps forward. But forward is the only option. There was a time when children worked in Canadian factories; when it was legal to pay women less for the same work as men; when women couldn’t vote; when Indigenous people couldn’t vote. There was a time before now when many parts of society were very different. Even just six months ago, our lives were different. COVID-19 brought fear, uncertainty, and more changes to our lives than we thought possible. But there are aspects of many people’s lives that haven’t changed enough for far too long. Black people, Indigenous people, and People of Colour (you may see the acronym BIPOC on social media) have been oppressed for centuries. And generations of the people responsible for hateful acts have been protected by the powers that be; protected by wealth and privilege; protected by silence. In the last couple of months, we’ve witnessed the Black Lives Matter movement – a revolution – take hold in the United States and around the world like never before. While the catalyst for the recent protests was a violent and heartbreaking video capturing the last eight minutes and 46 seconds of George Floyd’s life at the hands – the knee – of a white police officer, these protests are 4
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the culmination of generations of systemic violence and trauma. Black Lives Matter. It’s that simple. Hate is taught. That hate, unchecked and encouraged, persists and takes hold in the minds of those infected by it. That deep-rooted unfettered hate in the hands of those in power leads to the systems we have now: systems that enables violence, murder, oppression, and all kinds of inequities. And those systems are rigged to maintain and protect those in power. Things must change. But I have hope. There are signs that this time may be different. The mayor of Washington, D.C., Muriel Bowser – a Black woman – had Black Lives Matter painted down the street heading toward the White House and renamed part of that street as Black Lives Matter Plaza. Protests in Minneapolis led, finally, to the arrest of the officers who murdered George Floyd. Protests in other states and cities have led to other arrests and, in some, even the defunding or overhaul of the police. And we must remember that Canada is no better than the U.S. when it comes to oppression and racism. June is Indigenous History Month. Our nation was built on land taken from others, but many Canadians know very little about the historical and ongoing oppression of Indigenous people. From the denial of status to Indigenous women, to the implementation of Residential Schools and the Sixties’ Scoop; to ongoing issues with having access to drinkable water, health care, and edu-
cation; from a disproportionately high incarceration rate to tragically an even more disproportionately high rate of suicide. The Indigenous people in Canada continue to pay the price for colonization. June is also Pride month. The Pride movement owes its origins to the Stonewall Riots in June 1969 following a police raid on a Manhattan gay bar called the Stonewall Inn. A Black transgender woman named Marsha P. Johnson is credited with starting the riot. It would take decades for legal changes to really happen in many countries – and the work continues today. Change requires work. We must stay focused and keep working to dismantle the systems that continue to oppress. None of this is easy to think about, but without discomfort, there is no growth. We must remember that people live this reality every day, and if we don't acknowledge where we fail, we can’t do better. We cannot let systemic racism, violence and oppression continue. Murder must be called out as murder. Racism must be called out as racism. Injustice must be called out as injustice. I attended the Black Lives Matter rally in St. Catharines a few weeks ago. It was an inspiring day and I really tried to take the opportunity to learn things I can do every day to make change. I've started having conversations, even when it's difficult, with friends and family about ... continued on following page.
the importance of the Black Lives Matter protests and the changes that need to happen. As a Union, we recognize that we too need a plan going forward to ensure we do our part to raise people up and continue taking specific actions to create positive change. Social justice is a cornerstone of the labour movement. Your Union remains committed to fighting racism and discrimination in all its forms and working toward equity and human rights for all. No justice, no peace. In Solidarity, Kelly Tosato treasurer@ufcw175.com
Union News In early May, Linval Dixon began his retirement after more than 30 years with UFCW. Linval first got involved with the Union in 1987 while working at Trillium Meats (which later became Cargill Foods) for 13 years. “I became a Steward after I saw how a supervisor acted disrespectfully toward women who he didn’t think should be working in the distribution department," said Linval. Linval’s desire to see a more equitable workplace further led him to become Chief Steward at the plant where he says it was a thrill to represent the members. For a number of years, Linval sat on the Local 633 Executive Board, and later became the Secretary-Treasurer of that Local as well. UFCW Canada hired Linval as an Organizer between January 2000 and April 2001, at which time the Local Union hired him permanently. Over his 19 years with Locals 175 & 633, Linval worked as a Union Representative and Organizer “It was a pleasure to help members when management was giving them the run around, and being able to resolve that issue," said Linval. “I will mostly miss Organizing: it was great to meet new people from diverse backgrounds and educate them about the Union and their rights. I also enjoyed teaching steward courses and having the oppor-
Happy Retirement! tunity to pass on the knowledge I’ve gained over the years.” "I will miss working in the Labour movement; I’m very passionate about it,” he said. “Over 20 years, I’ve worked with many different staff and gained their trust, and I was honoured to have the chance to represent the staff as their President, too.” Linval was often involved in fundraisers for the Leukemia & Lymphoma Society of Canada (LLSC). Whether barbecuing, lending a hand at golf tournaments, or running soccer tournaments, the Union could always count on Linval’s dedication. Working out and hitting the links for some rounds of golf will be a big part of Linval’s retirement plans, as well as doing some travelling. "Congratulations to Linval on a long career in the labour movement and on his well-earned retirement," said President Haggerty. "We wish him all the best." Summer 2020
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Jacques Niquet retired from as a Union Rep in Region 3 on July 5. Jacques began his career that would lead him to the Union in August 1982, working as a meat cutter at the then-Beauchesne Supermarket (now Your Independent Grocer) in Kapuskasing. For 20 of his 23 years at the store, Jacques was a Steward. “We had a really bad boss at the time. The other Steward had had enough and asked me to take over the role because I had a big mouth and was already arguing with the boss’s decisions,” said Jacques. “I didn’t like the way the employees were treated, so I said yes. It was a difficult but worthwhile learning experience.” Over his years at the store, Jacques enjoyed helping to organize events. Outside of work he enjoyed minor hockey, and also started a ringette league for girls, as well as baseball leagues for adults and kids. Jacques often took part in fundraising activities in the town that supported leukemia and other cancer research charities.
In 2005, the Local Union hired Jacques as a Representative for the Eastern part of the province. Over his 15 years on staff, Jacques continued his community-oriented work by helping members organize and run fundraising events. Arts for Leukemia took place annually for nine years – raising a total of more than $23,000 for the LLSC. "I am very happy to have had the opportunity to work for this great organization,” said Jacques. “I believe it’s one of the best Unions, if not the best, for workers. I'll take many great memories of my years here with me when I retire.” “I will miss the co-workers I’ve met, many who helped me along the way, and some that became very good friends,” he added. “I also met some amazing members and Stewards. It was great to know them and help them achieve good things for the other members of the Union.” In his retirement, Jacques has a lot of projects planned at home. He will continue to play sports and go home to Quebec often to see his family. Most of all, Jacques looks forward to relaxing every day and seeing his grandchildren as much as he can. "Jacques spent much of his career looking out for the rights of workers and Union members," said President Haggerty. "I know he will be missed. I congratulate him and wish him the best on his well-deserved retirement."
Welcome New Staff In June, Region 8 welcomed a new Union Representative to the staff. Richard Eberhardt has made a career of progressive activism. As a union member, a political staffer and organizer,
and a not-for-profit communications director, Richard brings with him 20 years of experience in championing positive social change in his community of Sudbury. Whether its managing a local municipal election campaign or co-hosting a podcast on current affairs, Richard always finds ways to be involved. "I'm excited to put my skills to the test as a Union Representative for the Members of the Local," said Richard. Richard is a proud father to Reese (7) and Rowan (10). He is an avid campfire guitarist, and dabbles in graphic design, environmental sustainability planning, and government lobbying. "Richard's history of activism and his commitment to politics that advance workers' rights make him a great fit for the work of a Union Representative," said President Haggerty. "I know the members in Region 8 will benefit from his dedication and the broad set of skills he brings to the job. Welcome, Richard."
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MEMBERS ASSISTANCE PROGRAM CONFIDENTIAL REFERRAL SERVICES
YOUR UNION OFFERS A MEMBERS ASSISTANCE PROGRAM (MAP) THROUGH LABOUR COMMUNITY SERVICES The MAP is available to help members through difficult times by connecting you with the appropriate professional assistance as close to your community, and as soon, as possible. Locals 175 & 633 members have access to this confidential service providing counselling referrals to professional services for issues such as substance abuse, spousal abuse, mental wellness, financial stress, grief, child care, affordable housing, and more.
CALL SHARON @ LABOUR COMMUNITY SERVICES 416-977-6888 OR 1-877-801-7762 FRENCH LANGUAGE SERVICES ARE ALSO AVAILABLE
W W W.U F C W175.C O M/A S S I S TA N C E
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Negotiation Updates Significant gains for members at Metro in Pembroke as they ratify first collective agreement In late March, workers at Metro in Pembroke, overwhelmingly ratified their first collective agreement. The 81 workers voted in November 2019, to gain the benefit of Union representation with UFCW Locals 175 & 633. Both part-time and full-time employees benefit from substantial wage increases and benefit improvements negotiated by the Union in this four-year agreement. Full-time start rates go up by three dollars per hour plus annual rate increases of between 25 cents and 50 cents per hour. In addition, full-time employees at the end rate receive two lump sums of $900 during the term of the agreement. Part-time employees will see immediate increases of between 10 cents and 70 cents per hour depending on their hours worked. The part-time wage grid has language to increase rates if and when the province announces any improvements to the minimum wage. Part-time employees at the end rate will receive a lump sum payment of $300 per year. A new premium provides 70 cents per hour on top of an employee’s regular rate for night shift work. This amount increases over the life of the agreement to reach 95 cents per hour. In addition, a premium of $1 per hour for relieving managers or assistant managers will now apply to all employees. Negotiated language also guarantees that full-time jobs will comprise 40 per cent of the schedule going forward. An extensive benefit package applies to both part-time and full-time employees for which employees will pay no
premiums; the previous package provided minimal coverage and required employees to pay premiums. A new dental plan will apply to both part-time and fulltime employees. The employer will cover the cost of the dental plan premiums as well.
The safety and security of our members is “ our top priority, especially as the world grapples with the COVID-19 pandemic,” said President Haggerty. “Grocery retail workers are among the many heroes we have on the front line. Supporting those workers is more important than ever and we continue to push hard to ensure that all workers receive the protection and security they deserve.
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The agreement contains standard language that protects workers when they have a Union collective agreement. That language includes Just Cause protection and a legally binding grievance and arbitration procedure to resolve disputes. Other improvements include leave provisions, vacation entitlements and pay, and more.
You can find more negotiations online at myunion.ca 8
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Madoc COPE Corporation members ratify new agreement Back in April, in one of the first UFCW Locals 175 & 633 ratification meetings to take place under COVID-19 restrictions, the members of the bargaining unit at Madoc COPE Corporation voted via confidential mail-in ballot after reviewing the proposed memorandum of settlement in a conference call. The results of that vote took some time but now we are happy to report that the members ratified their new agreement. The 10 members at COPE Corporation achieved a number of improvements in the three-year agreement.
awake with clients, and half-pay during sleeping hours. Should the member be required to be awake during sleeping hours for more than four hours, they will receive full pay for that time. Further improvements include language surrounding flex hours and the ability to take off in lieu. Union Negotiating Committee: Amanda Hartin, Miranda Kellar, and Union Rep Paul Hardwick.
Wages will increase by 1.5% in each year of the agreement. The first raise is effective as of April 1, 2020. The employer will increase its contributions to the workers’ pension plan (CCWIPP) by 20 cents per hour worked. This will effectively triple the members’ pension benefit on a go-forward basis. Part-time employees will see increased sick leave of 48 hours per year, up from 36.5 hours. In addition, part-time employees will now receive Easter Monday and Civic Holiday as statutory holidays, which only full-time employees enjoyed previously. A number of language improvements will provide members with improved working conditions. In particular, these improvements address payment for overnight and day field trips: members will receive full pay for time
Pictured here is the Madoc COPE Union Negotiating Committee wearing their pink shirts to mark the International Day of Pink to end bullying. The entire round of bargaining, including meetings for the Union’s committee, took place using Zoom.
Members at Impact Cleaning Services in Toronto ratify The Members at Impact Cleaning Services in Toronto achieved a new agreement recently that includes wage increases and additional improvements. For Light Duties, members will receive increases totalling $1 per hour over the agreement term. Heavy Duty jobs will receive a total of 80 cents per hour over the three-year term. Red-circled employees will receive a 2% wage increase as well. Members successfully achieved an increase of 2% to vacation pay for those employees with 12 years of service, as well. Employer contributions to the workers’ dental plan will increase by two cents per hour worked in year one and by one cent per hour worked in years two and three.
Other improvements the Members at Impact Cleaning worked to achieve include: • An extra paid bereavement day; • 15 minutes of paid time for Stewards to provide orientation to new employees; and, • Pay Equity language. Members ratified the three-year agreement unanimously on June 12, 2020. The collective agreement protects nine full-time employees working for Impact Cleaning Services on St. Clair Avenue in Toronto. Union Negotiating Committee: Anh Thi Tuyet and Union Representative Ali Farman.
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Wage and other improvements in new FreshCo Wentworth agreement On June 15, 2020, members employed at the FreshCo Wentworth grocery store in Oshawa ratified a new threeyear agreement. The Union negotiating committee worked hard to achieve a number of improvements for the members. Bargaining ended up proceeding to the conciliation process to address the employer’s proposal of a wage freeze and other monetary issues. The resulting agreement contains a number of improvements. In addition to wage increases, the agreement outlines better language regarding new Stewards, bereavement, vacation, and schedules. Full-time employees will see an immediate raise of 40 cents per hour. That amount will be paid retroactively for hours worked since the expiry of the previous agreement. Part-time employees will see 25 cents per hour in year one, 45 cents per hour in year two, and 25 cents per hour in year three. In addition, part-time employees will receive lump sum payments of between $50 and $250 based
on their weekly hours. The shift premium paid to employees working in the Cash Office improves to 80 cents per hour, up from 50. All employees will receive a one-time $50 gift card as well. Vision coverage improves to provide $200, up from $150, toward prescription eye wear. Employees can now take up to three consecutive days, up from two, for bereavement leave. The co-pay for the full-time employees’ benefit plan will improve from 50-50 to 65% employer-paid and 35% employee paid. Lastly, the employer agreed to contribute $500 to the UFCW Locals 175 & 633 Training & Education Fund. The collective agreement protects the working conditions for the 11 full-time and 44 part-time employees at the FreshCo Wentworth store in Oshawa. Union Negotiating Committee: Linda Moher, Sharon Nadeau, and Union Rep Christina Mayberry.
Members at Caressant Care Retirement in Fergus secure new agreement On June 19, health care members at the Caressant Care Retirement Home in Fergus achieved a new two-year collective agreement. The Union Negotiating Committee was diligent about achieving the best agreement possible for the membership. They were able to secure Maternity Leave top up to 75% as well as a number of other improvements. All members will receive raises of 2% paid retroactively for hours worked since February 1, 2020. They will see another 2% raise as of January 31, 2021. In addition to the percentage increase, Registered Practical Nurses (RPNs) receive an increase of 15 cents per hour effective immediately, and 10 cents per hour effective January 31, 2021. The Committee achieved a new weekend shift premium which pays 15 cents per hour on top of an employee’s regular rate. That premium becomes effective as of ratification and it will increase to 20 cents per hour on January 31, 2022. 10
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Language now allows for increased flexibility for bereavement leave; if bereavement occurs while an employee is on vacation, those vacation days may be reversed to be used at a later date. In addition, eligible employees can now use their vacation in single day increments. Other monetary improvements include an increase to the uniform allowance of $2 per month for part-time and 50 cents per month for full-time. Vision care coverage for members improves to provide $325 every 24 months. Additionally, the employer will make a one-time contribution of $100 to the UFCW Locals 175 & 633 Training & Education Fund. Union Negotiating Committee: Ellen Kurtz, Denise Preston, and Union Rep Lee Johnson-Koehn.
Welcome New Members Canna Cabana employees join the Union
Forestview Retirement Residence employees vote Union Yes
Employees working as Budtenders at the Canna Cabana cannabis dispensary in Hamilton have voted yes to joining UFCW Local 175.
Congratulations to employees at the Forestview Retirement Residence in North York who recently voted to join UFCW Locals 175 & 633. The 45 full-time and eight part-time health care employees at Forestview Retirement Residence work as:
Canna Cabana: the first retail cannabis location ever to unionize in Ontario.
“We’re proud to be representing the first retail cannabis workers to join a Union,” said President Haggerty. “I welcome them to the membership of UFCW Local 175. I know they are looking forward to achieving improvements to their working conditions and we look forward to helping make sure their voices are heard.” The 22 employees at the Hamilton location wanted to have a say in their work life and brought up a number of concerns that led them to seek representation with UFCW Local 175.
• • • • • • •
Resident Services Attendants; Servers; Registered Practical Nurses (RPNs); Maintenance; Housekeepers; Reception Staff, and; Kitchen Staff.
A desire to gain the benefits already enjoyed by Unionized health care workers at other facilities led these employees to seek Union representation with UFCW Locals 175 & 633. Among a number of concerns for the employees at Forestview were things like improving wages and benefits, ensuring job security and proper health and safety, and more. “Given the COVID-19 pandemic and the crisis facing our health care facilities, it’s more important than ever that working people have a strong voice to represent them,” said UFCW Local 175 President Shawn Haggerty. “Making the decision to stand up for your rights and vote for Union representation is not easy and I commend these health care workers for doing just that.”
Through bargaining, these workers want to achieve: • • • •
Improved wages and benefits; Better scheduling; Seniority provisions; and, Job security.
Congratulations to our newest members at Canna Cabana.
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Our Front-Line
Workers
Over the last several months, the members of UFCW Locals 175 & 633 have shown resilience, adaptability, and a commitment to their work and communities like never before. You stepped up. You keep stepping up to make sure your communities have food and medicine, whether you ring purchases through, stock shelves, or because you make and package the very products sold on those shelves. You keep stepping up by taking care of the elderly, the ill, and those most vulnerable in our society. You keep stepping up by providing hospitality and service to quarantined people and health care workers needing a place to stay away from home. From adapting to new health and safety measures and personal protective equipment, to dealing with a public whose anxiety, worries, and frustrations far too often manifest itself as anger towards Âworkers, the Members of this Union embodied the best of what people can be in times of crisis.
T hank You
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Workers' Compensation & COVID-19 When it comes to Workers’ Compensation, is COVID-19 work related? Early on in the COVID-19 pandemic, the majority of our Union members’ workplaces were deemed required services, some deemed officially essential, to keep our economy moving and people fed and looked after. As a result, many of our members have been engaged in these vital roles providing critical services to Ontarians, at risk to their own health and safety. With this heightened risk and exposure, many workers have been diagnosed with COVID-19. When the federal government introduced the Canadian Emergency Response Benefit (CERB), it brought relief to many Canadians. This financial resource was, and continues to be, necessary for many due to no legislated paid sick or emergency leave, reduced hours, and employer closures. And while the CERB does provide relief during this time, it doesn’t disqualify workers from reporting their illness to the Workplace Safety & Insurance Board (WSIB) by filling out a Form 6. There is no doubt that there is community spread of the disease and that we are all susceptible to coming into contact with the virus. But for our members – the front-line workers – who continue to perform their work duties and remain vulnerable to exposure in the workplace, COVID-19 should be considered an injury/illness “arising out of and in the course of employment.”
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The basic conditions for allowing injury and illness coverage at the WSIB is a ‘causal link’ between the work/workplace and the diagnosis, and that the condition arose out of the workplace. When it comes to COVID-19 specifically, per the WSIB website: “For a COVID-10 claim to be allowed, evidence must show that the person’s risk of contracting the disease through their employment is greater than the risk to which the public at large is exposed and that work significantly contributed to the person’s illness.” Your Union believes that if you are working during a pandemic, you are absolutely put at a greater risk of contracting the virus. And if you contract COVID-19, you should complete a Form 6.
Since the onset of the pandemic, your Union and other workers’ compensation advocates have been demanding that the WSIB recognize COVID-19 as a presumptive illness under the Workplace Safety & Insurance Act.
It’s important to complete a Form 6 and report your COVID-19 diagnosis to the WSIB! We cannot see into the future. Your Union believes it’s very important to file these reports of illness for a number of reasons. 1. We cannot rely on employers to complete a Form 7. 2. It establishes a timeline when you report a date for the onset of the illness. This is helpful for gathering statistical information about the virus and may help with any claims you have down the road, especially if you experience side effects from the virus. 3. Filing your Form 6 means your employer and the WSIB have an official report of illness connected to work. Any time any work-related injury or illness goes unfiled, it leads to underreporting and an inaccurate gauge of how an injury/illness is truly affecting workers. 4. You are going to work during a pandemic. This isn’t likely to be the last time this type of event occurs. We need to work to set the bar for how the WSIB, employers, and our government respond to these crises going forward.
COVID-19 is new to the scientific and medical communities. Without case studies, which include established timelines, exposures, etc., and research it is difficult to determine the long-term effects of the virus. So, it is important that you document the illness with the WSIB to help ensure the right measures are in place to guarantee your coverage. As of now, the WSIB reviews COVID-19 claims on a case-bycase basis. Needless to say, be prepared that the WSIB will need to look at the details of your employ-
ment and personal activities. Also, keep in mind, that the WSIB will not provide coverage for people who are symptom-free and choose to quarantine, or who are sent home on a precautionary basis. In the event you believe you have been exposed to COVID-19 while at work but you have not been diagnosed, you may be in a position to voluntarily complete a form called Program for Exposure Incident Reporting (PEIR). The purpose of the PEIR is similar to filing a Form
6 for a diagnosis; to obtain information about the exposure incident and establish a timeline. While WSIB benefits may be limited, and ultimately just look to cover the 14-day quarantine period, the benefits may be considerable for some percentage of workers who experience serious illness, complications, or long-lasting effects of the disease or for the family and survivors of workers who may lose their lives.
If you have any questions or concerns about COVID-19 related workers’ compensation or any other work-related illness or injuries, please contact your Union’s Workers’ Compensation Department: workerscomp@ufcw175.com or 1-800-565-8329 or speak to your Union Representative. Summer 2020
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Community Over the last several months, many organizations have adapted to COVID-19 restrictions by moving their events and rallies online. From the Day of Mourning on April 28 through to Pride celebrations throughout June, members and advocates celebrated, protested, signed petitions and rallied to support each other from their own homes. On June 1, Injured Workers Day, the Ontario Network of Injured Workers Group (ONIWG) debuted a great video, which includes some staff and members from Locals 175 & 633, to send a message to the WSIB to protect injured workers. Check it out at bit.ly/ProtectInjuredWorkers. Our activism and dedication cannot wane because of ever-changing restrictions on public gatherings. Thank you to everyone showing up to support important causes in any way they can.
If you contract
COVID-19
contact your Union Rep for questions about your job, seniority, income, and any government support you may be eligible for.
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Summer 2020
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Across the nation, UFCW members have been standing strong on the front line to make sure Canadians continue to have the food, health care, and vital services they rely on.
MYUNION.CA
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
• Employers don't get to declare the pandemic over. • Front-line workers continue to put themselves at risk every day. • Employers should do the right thing and make pandemic premiums permanent. • If you haven’t already, sign & share the petition with friends. Find it at ufcw175.com/thenewnormal.
Moving?
Please make sure you notify the Union Office at membership@ufcw175.com or call 1-800-565-8329
