CHECKOUT SUMMER 2021 - VOL XXX NO 2
Members at Lynde Creek Manor vote on a new collective agreement Read about this ratification and more in Negotiation Highlights starting on page 12
Members at Crown Ridge and Members at Nipissing Co-Op at their ratification votes
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, Sarah Neath, Nelson Pereira, Courtney Salomons
U NION
6 Retirement Announcement Dam Bondy
7 New Members
8 Working as a PSW in a Pandemic
New Haven Learning Centre, Queenchester Terrace, and more...
Meet Jennifer Cassius
HOPE SECTOR: Directors: Sandra Ashcroft (Long-Term Care & Retirement) and Sandra Rogerson (Community Care) LEGAL: Director: Jane Mulkewich; Counsel: Shauna Fabrizi, Mary Hurley, Matthew Jagodits, Silvia Neagu, Kendall Yamagishi ORGANIZING: Director: Rick Wauhkonen; Organizing Representatives: Ricardo Bocanegra, Tim Hum, Jeffery Lu, Lionel MacEachern, Amy Tran; Organizing Apprentice: Ayesha Jabbar TRAINING & EDUCATION: Coordinator: Kelly Nicholas; Servicing Representative: Teresa Wilson; Engagement & Media Relations Strategist: Tim Deelstra COMMUNICATIONS: Communications Representative: Laurie Duncan; Senior Communications Representative: Jennifer Tunney
11 Retirement Planning
12 Negotiation Updates
Christian Horizons, Fortinos, Rexall, and more...
18 Health & Safety
Hazards at work, the role of JHSCs, reporting injuries/illnesses
REGION 1: Director & Union Representative: Tracy Stubbs; Union Representative: Alexander Stubbs REGION 2: Director: Angela Mattioli; Union Representatives: Farman Ali, Rick Daudlin, Casey Magee, Christina Mayberry, Tony Nigro, Sabrina Qadir, Meemee Seto; Servicing Representative: Sacha Edey 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; Union Representative: Tim Kelly; Servicing Representatives: Colleen Cox, Virginia Haggith, Jennifer Hanley, Nabeela Irfan, Amanda Nagy, Chris Watson REGIONS 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, Dave Forbes, Jason Hanley, Lee Johnson-Koehn, Mike Mattioli, Brad Morrison, Melody Slattery, Fred Teeple REGION 7: Director: Chris Fuller; Union Representatives: Todd Janes, Steve Springall, Navidad Talbot; Servicing Representatives: Arlene Robertson REGION 8: Director: Derik McArthur; Union Representatives: Jeff Barry, John Beaton, Richard Eberhardt, Jim Hames, Derek Jokhu
24 Solidarity Scholarship Application Info UFCW LOCALS 175 & 633 MAILING ADDRESS & HEAD OFFICE 2200 Argentia Road, Mississauga ON L5N 2K7 Tel: 905-821-8329 Toll Free: 1-800-565-8329 Fax: 905-821-7144 Email: membership@ufcw175.com CAMBRIDGE | LEAMINGTON | OTTAWA | SUDBURY | THUNDER BAY
ISSN No. 1703-3926 CHECKOUT is an official publication of Locals 175 & 633 of the United Food & Commercial Workers (UFCW)
UUWO
PRESIDENT’S MESSAGE
A Clash of Priorities Every day, workers continue to join Unions because employers continue to exploit them. And employers continue to exploit workers because the government not only allows that exploitation, but helps it along through policy and legislation that tells working people that they’re asking for more than they deserve. You are someone who works for a living. In fact, you’re likely an essential worker who, over the last year and a half, has worked and lived through a pandemic. What do you believe you deserve? And what are your priorities as a worker for this province? It’s no secret that I’m not a fan of Doug Ford nor the Progressive Conservatives (PCs). I believe that the PC party’s priorities do not align with the priorities of
working people; a position that Doug Ford has made abundantly clear. But with just under a year to the next provincial election, we also must think about what we want to see from our elected officials? • Ford froze the pay for broader public sector workers, limiting them to 1% increases per year for three years. • He cut a planned 3% increase to social assistance programs and ended the basic income pilot program. • He eliminated the two paid sick days introduced by the previous government. • He froze minimum wage so that workers, who could’ve been making $15 per hour as of January 2019, are now only making $14.25 per hour.
Not only do these decisions not support working people in any way, but they actually take things away from workers. More recently, he held an emergency session of the legislature to invoke the notwithstanding clause, which allows the government to temporarily override a portion of your Charter of Rights and Freedoms, and pass Bill 307. That Bill reintroduced parts of the PC’s Bill 254 that amended the Election Finances Act; the same parts of Bill 254 that a Superior Court Judge ruled as unconstitutional the week before. Bill 307 limits third-party spending to $600,000 for the 12-month period before an election. Before, the $600,000 spending limit only applied to the six months leading up to an election. continued on page 5…
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SECRETARY-TREASURER’S MESSAGE
This is our Canada In May, the remains of 215 children were uncovered at the site of a former residential ‘school’ in Kamloops, B.C. In June, another 104 unmarked graves were found in Brandon, Manitoba. At the former site of the Marieval ‘school’ in Saskatchewan, another 751 unmarked graves. As more sites are searched, the graves of more lost souls have been and will continue to be uncovered across this nation. It’s estimated that 150,000 First Nations children were forced into residential ‘schools’ nation-wide over 120 years, the last closing only in 1997. That means during most of our lifetimes, children were being torn from their families and forced to assimilate in a cultural genocide. Those children faced abuse Page 4
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and neglect. Those that survived lost their language, culture, and connection to their history and loved ones. In June, several people assaulted a 24-year-old gay man near Hanlan’s Point on the Toronto Islands – a spot that is generally thought of as safe space for the LGBTQ2IS community. The assailants used homophobic slurs; they broke the bones of his face in several places and fractured his hip. On June 6, a driver targeted and drove into a Muslim family of five who were out for a walk on a summer evening. That act of terror murdered four people ranging from 15 years old to 74. The only one to survive was a boy of nine who will never see his parents, his sister, or his grandmother again.
This is our Canada. It breaks my heart. These aren’t the only incidents like this. And while I believe most people want true reconciliation, and equality and freedom for every person, our collective heartbreak means nothing unless we take action. We have let hatred of all kinds simmer and fester for too long. We let too many comments slide without calling them out. Our outrage at the horrific stories in the news is only momentary, because it’s not our day-to-day experience. But for many people, those comments, that racism, the hatred and trauma are their everyday experiences. Many of us hold hands with our partners on any street at any time without considering whether it’s a ‘safe space.’ How many
. . . continued from page 3
And while I believe we should do what we can to protect our elections from outside influence, further limiting the spending of third-party advertisers effectively muzzles the voices that would speak out against Doug Ford leading up to the election. So, of course, he called an emergency session. But where was the urgency when seniors were dying in long-term care (LTC)? When healthcare workers were begging for help? Even when the military brought attention to the dire situation, he didn’t act, and he still hasn’t acted on recommendations from his own commission on LTC.
of us enjoy summer evening walks while others live in fear that someone will do them harm simply because of their skin colour, their gender expression, their religion, or their clothing? Our Canada lends privilege to some; to those who are the ‘right’ colour, who wear the ‘right’ things, practice the ‘right’ religion. Our Canada oppresses those who don’t assimilate or ‘behave.’ Our Canada further punishes many people through systemic barriers and inequities, and sometimes outright hatred and violence. Our Canada tells far too many people to shut up and get over it. Our Canada is a living hypocrisy. This is the Canada we’ve let happen, but I believe we’re capable of change. I remain hopeful because more people are recog-
Where was the emergency session to enact classroom caps, improve ventilation in schools, give more support to special needs students, and provide mental health supports? Where was the immediate action to enact paid sick days so that people wouldn’t have to go to work sick during a pandemic? It took Ford more than a year to put together a disappointing three days’ leave which only apply for COVID-related illness and make workers ineligible for any federal money in the same week.
the health and safety of working people are priorities even during a pandemic then ask yourself: where do you fit on their priority list? Your Union believes working people deserve more. Working people deserve better. We’re a year out from getting to use our votes as Ontarians to elect a government that also believes working people deserve more. Your labour matters. Your vote matters. In Solidarity,
So, if the Ontario government doesn’t think senior care, children’s health and education, or
Shawn Haggerty president@ufcw175.com
nizing that this is not the Canada we want. There’s too much information available and too many stories of anguish and pain to pretend none of it exists.
to learn and do better. We will work to keep the conversations going about privilege, hate, and systemic oppression.
If you experience or witness discrimination, harassment, violence, or verbal aggression of any kind in the workplace, please report it to your employer, your Union Steward, and your Union Representative. I know it may take time to feel comfortable speaking about an experience, but even if you’re not ready to report it, please reach out to someone you trust to talk. The Members’ Assistance Program information, as well as some other supports and resources, are at the bottom of page six, or go to ufcw175.com/assistance. As your Union, we will continue
I encourage you to visit our Instagram stories or scroll through our Facebook page to find resources and information about Pride, Indigenous history and reconciliation, Islamophobia, and more. I hope the resources serve as a stepping stone to learning more about this country, our history, and how we can move forward in the fight to achieve equality, justice, and representation for all. Please continue to look out for one another, and take care. In Solidarity, Kelly Tosato treasurer@ufcw175.com
HAPPY RETIREMENT In April, Local 175 Servicing Representative and former Local 633 President Dan Bondy, officially retired from the Union. First hired by A&P in November 1976, Dan worked as a full-time meat cutter in a newly opened store in Amherstburg. There, Dan received his first Union card as a member of the Amalgamated Meat Cutters & Butcher Workmen of North America. He still has that Union card to this day. “I became active in the Union shortly after I was hired. I wanted to try and help improve our pension plan,” said Dan. “The retail landscape was changing, and not for the better. I wanted to make sure we kept as much of our good contract as possible.” For the next 40 years, Dan worked at many stores in Southwestern Ontario. For 30 of those years, Dan was a Union Steward for his co-workers and he took part in about a dozen rounds of bargaining to negotiate new agreements.
During his long career, the members of Local 633 elected him as an Executive Board Vice-President, then Secretary-Treasurer. He won his bid to become President of the Local too, and he served in the role for about 25 years. In December 2015, Local 175 hired Dan as a Servicing Representative in the southwest corner of the province, where he worked until his retirement. He also assisted on several Organizing drives for the Union as well. Dan says he’ll miss his Union family and friends and the daily interactions with members. “Through the many committees I took part in and the conferences I attended over the years, I met and worked with many wonderful people who I will call friends for life,” said Dan. “I want to thank President Haggerty and all of the Local’s previous presidents for the opportunities I’ve had. It has been a privilege to work with so many great people.”
He and his wife of 39 years, Vicky, have raised two lovely daughters and enjoy spending time with their three grandchildren. When asked about his plans for retirement, Dan says: “I’ll do whatever I want – I have no plans except to play a few more rounds of golf and spend time with my family.” “I know Dan made many close friendships over his years with UFCW and he will be missed,” said President Haggerty. “The decades Dan spent as a Union member and leader have earned him a long and happy retirement. I wish him all the best.”
MEMBERS’ ASSISTANCE PROGRAM Get confidential referrals close/near to your community to help you deal with a wide variety of concerns – from substance abuse, to family conflict, financial worries, and more.
Contact Labour Community Services 416-977-6888 / 1-877-801-7762 ufcw175.com/assistance
Additional Resources • Kids Help Phone: 1-800-668-6868 • Canada Suicide Prevention Line: 1-833-456-4566 | Text 45645 • National Indian Reservation Schools Crisis Line: 1-866-925-4419 • Legal Aid Ontario: 1‑800‑668‑8258 • Ontario 211: 211ontario.ca/ or call 2-1-1
ORGANIZING UFCW Locals 175 & 633 offer a warm welcome to some of our newest members who exercised their Right to Vote Union Yes over the last few months.
Queenchester Terrace St. Catharines
Kinark Child & Family Services Mississauga
Fifteen employees at Queenchester Terrace are now part of UFCW. Workers at this facility provide healthcare services in a retirement and group home setting for individuals with physical and cognitive challenges.
One of the major reasons that 22 workers at Kinark Child & Family Services joined the union was to address current staffing and scheduling guidelines.
The workers contacted the Union to learn how they could join and improve working conditions through better wages, paid sick days, addressing harassment, and improved health and safety.
In particular, women on staff who have children have felt the existing approach interferes with their ability to spend time with their families.
Within just a few weeks, these workers had signed Union cards, had their vote scheduled, and won their vote to become Union members.
Through collective bargaining, these workers hope to achieve guidelines that allow for a far better work-life balance, as well as better wages, including paid time during shift change, co-payment of benefits, and language for internal job postings.
Zero Waste Bulk Waterloo
Christian Horizons Sudbury
New Haven Learning Centre Toronto
Recently, six employees at Zero Waste Bulk in Waterloo voted 100% in favour of joining the Union.
In early June, another 110 employees at Christian Horizons, this time in Sudbury became members of UFCW Local 175.
Forty-five workers at New Haven Learning Centre voted 90% in favour of joining the Union.
Like many essential workers, these employees often work understaffed, which means extra work for those on shift. Employees were staying after close to finish work without additional compensation for that time. As a result, work-life balance has been difficult for the employees.
In addition to knowing that 850 of their colleagues in the Greater Toronto Area had already joined the Union in the past two years, the employees wanted to address favouritism and respect in the workplace by establishing equitable language and policies, and to work toward better wages, job security, benefits, and other working conditions.
Key issues for these workers were fair wages, better scheduling, health and safety, and better transparency overall.
Members at New Haven work as Instructor Therapists to support children and adults with developmental disabilities. They fought to unionize so they could work collectively toward addressing respect and dignity at work, job security, seniority rights, higher and more transparent wages, hassle-free paid sick days, and other working conditions. Page 7
Working as a PSW during the Pandemic Jennifer Cassius is a Personal Support Worker (PSW) and UFCW Local 175 Union Steward at Chartwell Colonial Retirement in Whitby. Jennifer Cassius
PSW & Union Steward at Chartwell Colonial Retirement speaks over a Zoom call about working as a PSW during a pandemic.
Jennifer comes from a family of healthcare workers. Her mother worked for more than 30 years at Centenary Hospital in Scarborough. Her grandmother, who passed away recently, also worked in the same hospital for more than 40 years. She has aunts and uncles in the sector, and her brother is a firefighter. Even her father’s work at a pharmaceutical plant is now part of managing this pandemic as that facility is helping store fridges for the mRNA vaccines. “I love what I do,” says Jennifer. “I was working in retail management but I made the decision to switch to healthcare and become a PSW,” she adds, saying she gets a great return from putting out care and service to residents who appreciate the help. Recently, Jennifer took on the role of Steward at ColoPage 8
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nial Retirement and enjoys being able to speak up for her co-workers. “I’m able to answer questions and make sure they know what’s going on with what we’re entitled to, and just being that voice for someone. That’s the main reason I became a Steward and I’ve loved it ever since.”
On being a PSW “We call ourselves the Jacks of all Trades,” she says. “We pretty much do everything, especially in the retirement homes.” On a daily basis, Jennifer and the other PSWs at Colonial Retirement are responsible for admitting residents and guests, administering medications under a licensed nurse, doing laundry, cleaning
the facility, and engaging with residents. On top of regular duties, PSWs are responsible for screening, checking in residents, handling and delivering drop offs from families like personal items when they don’t have any extra staff to cover the front desk. Plus, all the high-touch surface areas require more frequent and more intensive disinfecting. All of this is done wearing full PPE which requires more frequent changing. Like many retirement care facilities, there are residents in crisis, people who are exit-seeking, and those wandering in and out of the building. “Our residents don’t understand and we don’t want to stop the care so it’s a challenge to find time to make sure everybody’s safe and that we’re doing what we’re supposed to be doing while maintaining the care for the residents. It’s very hard to find the line now between retirement homes and long-term care,” she adds. “We completely understand that this is not the residents’ faults – this is their home. But it’s difficult to do all this and maintain a very independent living style and know that there are people who need more one-on-one care than we can provide. Then you add the heightened precautions and duties of the pandemic on top of all that and it’s exhausting.” Morale has been a challenge for some, too, with ever changing direction from public health. Staff then have to explain the changes to residents who may not be cognitively aware, and their families who are forgetful or misunderstand the rules. “We lost a resident not long ago. I’d known this resident for five years and over five years you become very close. And you really don’t even have time to grieve because there’s not a lot of stuff in place right now because we’re so understaffed because of COVID. So, it is a challenge. And the heartbreaking part is that everyone’s feeling very overworked and underpaid.” On top of all of this, essential workers like Jennifer are always concerned about the health and well-being
of their own families too. Workers at the retirement home are subject to regular COVID-19 swabs and do their due diligence to minimize exposure. Like thousands of workers, Jennifer’s children were home most of the last year, needing Wi-Fi and other items for remote schooling. “Everything is more expensive,” she says, adding “we need to make sure we’re stocked up on groceries all the time. Personally, when I go out, and I know a few other co-workers who do the same, we try to buy in bulk because we don’t know when we’ll get another chance to go out.”
“The only things that give us a break is to spend time with immediate family,” says Jennifer. “It’s a hard balance but the family time is all we have. I mean, at the same time, we’re watching people in the home not being able to see their families at all.” On pandemic premiums Jennifer and her PSW co-workers at the retirement home received only the first round of pandemic premiums from the province from April to August 2020, and nothing since. “We do have homecare that comes in to assist with residents and they may have 15 minutes to get a resident into bed at night,” explains Jennifer. “Those homecare workers get the premium. But when that resident refuses care, the works falls on us to do it.” In the subsequent wage top up announced in October 2020, and extended twice since then, PSWs in retirement homes were not included in the plan. Jennifer took her questions about the premiums to her continued on page 10…
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…continued from page 9
Member of Parliament (MP). The MP indicated that the perception of retirement homes is that they’re for people who want to be independent but don’t want to cook or do laundry any more. Jennifer says this is far from the truth.
On our healthcare system “It’s frustrating,” Jennifer continues. “There’s so much room for improvement in our healthcare system. A lot of staff feel very unappreciated. A lot of the time, the one-on-one care, the routine, the day in and day out services for these people is being done by us.” “We’ve lost some residents because they didn’t make it into long-term care and it’s very sad to see that happen,” says Jennifer. Jennifer says this crisis is “a wake-up call to the world about how broken our system is. There were so many ways in which we could make improvements even before this pandemic. I remember when SARS was around, and my mother was working at Centenary Hospital which was one of the first ones hit with SARS. That was our first brush with it but we’ve had prior knowledge of the situation in healthcare that we could have been prepared for this.”
Are PSW premiums becoming a permanent pay bump? On Monday, July 5, 2021, Doug Ford announced that he is committed to making the pay increase for PSWs in the province permanent, saying that PSWs are “overworked, underpaid, and they deserve every single penny, times 10.” He has provided no other details since. When premiums were first announced in 2020, the Local Union called for Ford to make the pay bump permanent. When those premiums were extended into early 2021, the Union again called for permanent improvements and for those improvements to apply to all healthcare workers.
Jennifer’s husband is a unionized glazer and has been helping put up retirement homes in the Whitby area. “There aren’t enough beds, not enough rooms for these people to go to,” says Jennifer.
As there has been no further information on this “guarantee” from Ford since the announcement, it’s unclear whether this premium will continue to exclude PSWs in the retirement care sector.
“We see it on a day-to-day basis. We send people to the hospital and they send them back because there’s no room and if we can at all maintain their health in the home… and I know people want to stay in their homes, but when they need to go to long-term and there’s nowhere to go, everybody’s hands are tied.”
Your Union has been a long-time advocate for substantial permanent changes to the healthcare industry to ensure that workers have the vital support and resources they need to provide the best level of resident care.
• Thank you, Jennifer, for your dedication and hard work, and for being a valued member of your Union.
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We will continue to push the government to recognize that all healthcare workers, and essential workers throughout the province, deserve to make living wages that reflect their labour and dedication.
RETIREMENT PLANNING
37.5% The percentage of Canadians participating in a registered pension plan.
As of January 1, 2019 Source: Statistics Canada
The good news is that number is 1.3% higher than the previous year. The bad news is that it means about 62.5% of Canadians don’t have a pension plan. Even if you do have a pension plan through work, it’s still important to take steps to ensure your financial security for your retirement years.
Make sure you plan ahead for your Retirement! • Make a plan. Speak to a financial adviser (who isn’t trying to sell you something). The earlier you start planning, the better. • Designate beneficiaries for your pensions and any life insurance. • Make you apply for all benefits BEFORE your retirement date. Benefits DO NOT start automatically.
Always update your contact information for every pension plan you’ve participated in during your working years. This makes it easier on you because plans may change administrators or benefits over the years. If they have your info, you’ll get notified of those changes. Start and keep a file with all the information you need for each plan and well in advance of your planned retirement date, start contacting each plan to make sure you know when and where to apply. Page 11
NEGOTIATION UPDATES First Collective Agreement achieved for members at Christian Horizons Central and York Regions Over the course of three days in early March, the approximately 350 members from Christian Horizons in the Central and York Regions ratified their first collective agreement. The three-year agreement includes a wage increase of 1% across the board in each of the three years. Increases for these workers are capped due to Bill 124 which was imposed by the government in 2019. Language was negotiated that if the bill is repealed or amended and additional sector funding becomes available, such funds may be used for additional increases to overall wages. The Health and Welfare spending account for part-time workers will increase to $750 up from $500 for the term of the agreement. All full and part-time employees will receive a Christmas bonus, as well as per diems for travelling with clients which will include both monetary and time-off compensation. Through bargaining, members were able to establish language to address issues that are important to this membership including vacancies, job postings and promotions and transfers. This first collective agreement now provides the membership with language regarding: • Pay Equity, • Seniority Rights, • Grievance Procedure, • Health and Safety, • Pandemic Provisions, • Layoff and Recall, • Hours of Work, • Call Ins, and • Health & Welfare: Sick, Emergency and/or Personal Leave time off. Union Negotiating Committee: Danielle Drysdale, Morenikeji Kim Franklin, Grelife Grace James, Greg Morrison, Okpan Ogby, UFCW Local 175 Executive Assistant Sylvia Groom, and Union Representative Meemee Seto. Page 12
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NEGOTIATION UPDATES Fortinos members across the banner ratify a new agreement that includes significant wage increases and a guarantee of new full-time jobs On Thursday June 17, 2021, the members at Fortinos ratified a three-year collective agreement, which contains the following amendments. Full-time employees on the grid will receive wage increases of $2.75 to $3.75 per hour as of July 1, 2021. End rate employees will receive increases of $.50 to $.75 per hour on average. Employees will receive a $.40 per hour wage increase in each of the second and third years of the agreement. In the event the province announces a minimum wage increase above the negotiated wages, the members wages will increase and be adjusted accordingly. In addition, full-time employees will receive a signing bonus of $1,000 and part-time baker and meat cutters will receive a signing bonus of $350. Part-time employees with 4550 or less classification hours on the grid will be credited with 1500 hours
and receive an increase accordingly. Part-time employees with 4551 or more classification hours on the grid will be credited with 2000 hours, and will receive an increase of $1.25 to $2.25 per hour as of July 1, 2021. The employer will now post work schedules for both full and part-time employees on a bi-weekly basis instead of the current system which only provides four days’ notice. Part-time members will now also have the ability to swap shifts. During the term of this agreement, the company will create 150 full time jobs as follows: 50 jobs in 2021, 50 jobs in 2022 and 50 jobs in 2023. Union Negotiating Committee: Directors Jehan Ahamed, Chris Fuller and Angela Mattioli.
Members at Seguin’s ValuMart ratify a new agreement On April 17, 2021, the members at Seguin’s ValuMart in Iroquois Falls ratified a new five-year deal. Over the life of the agreement, wages will increase by up to $3.35 per hour for full-time and up to $1.55 per hour for part-time. A new minimum wage grid was introduced to ensure a gap between the provincial minimum wage and the negotiated wages.
plans. The cost for meeting rooms will be split for negotiations and an additional two days will be paid for negotiating committee members to provide seven days. Members will now be entitled to a fourth week of vacation after 10 years, down from 12.
Both full and part-time members who have reached the end rate will receive retroactive payment of $.25 per hour for all hours worked back to the date of expiry. This includes part-time who reached the end rate since expiry. Other monetary improvements include an increase of $25 per year to the safety footwear allowance to reach a rate of $75. Both the full and part-time schedules will now be posted earlier in the week, and the Union Negotiating Committee bargained better language for rest period entitlement and Union inclusion in any incentive
Union Negotiating Committee Anna Goulet and Chantal Purdy. Union Rep, John Beaton.
3,200 Rexall & Pharma Plus Pharmacies members secure new agreement In March, members at Rexall and Pharma Plus stores ratified a five-year contract which covers 3,200 unionized employees at 205 stores province-wide. The Union Negotiating Committee faced a challenging set of bargaining. The COVID-19 pandemic has had a significant impact on many businesses, including Rexall and its banners. Despite the tough circumstances, the Committee achieved an agreement with improvements to a number of working conditions, and zero concessions or rollbacks for the members. A flexible workweek now allows full-time employees to make an annual selection of whether to work 32 or 40 hours per week. Employees choosing 32 hours will still be considered full-time, be entitled to fulltime benefits, and are assured to be scheduled four days of eight-hour shifts. The Committee achieved language that guarantees the employer will maintain 100 full-time Keyholder jobs for the life of the agreement. Previous language provided for the implementation of these classifications but had no assurance of maintaining them. Members will benefit from improved health and safety language relating to Personal Protective Equipment (PPE) as well.
Wages As of ratification: • Employees will receive lump sum payments of $400 for full-time and $200 for part-time. • Employees in the Postal Clerks classification will be added to the Grade 2 pay rates which will immediately increase their rates of pay. • The new position of Pharmacy Assistant – I.V. will be added to the contract on a grid with Minimum Wage Plus language. In the second year: • All full-time at the top rate will receive a $200 lump sum payment. • Part-time at the top rate will receive $100. • Employees not at the top rate will continue through the wage grid which continues to ensure
rates stay ahead of minimum wage. In year three, a new wage scale will be implemented. • All full and part-time employees will be placed on the new scale so they receive a pay increase. • Each step in the new scale provides wage increases, ranging from 1.5% to 7.5%. • Employees paid above top rate will receive a lump sum of $500 for full-time and $250 for part-time. In year four: • Full-time and part-time employees at top rate receive lump sums of $400 and $200, respectively. In the fifth year: • All employees at the top rate will receive a raise of 2%. • Any employees paid more than the top rate will receive a lump sum of $500 for full-time and $250 for part-time.
Benefits Part-time employees now have the option of joining the pension plan if they meet eligibility requirements after two years of employment. Previously, five years of employment was required. All premium costs for full-time benefits are frozen with no increases for the term of the agreement. In addition, the company will continue to pay the full cost of Tier 1 benefits and the premiums associated with providing these benefits. Improved Bereavement entitlement will allow employees to save unused leave for a later interment. In addition, if bereavement occurs while an employee is on vacation, they can request paid bereavement and use any remaining vacation days at another agreed upon time. Union Negotiating Committee: Cathy Amyotte, Stacey Bart, Brittany Farr, Bea Ford, Patti Kastoff, Janet Luff, Cibelle Paquette, Irene Pauls, Cathy Simmons, Tara Turgeon, Servicing Representatives Jennifer Hanley and Nabeela Irfan, and Director John DiNardo.
NEGOTIATION UPDATES Contract ratified at Lynde Creek Manor
Nipissing Cooperative members ratify
Members at Lynde Creek Manor retirement home in Whitby will receive wage increases of 2% per year in each year of the new agreement term. There will be a $.50 adjustment to the RPN rate prior to any annual increase retroactive to the expiry of the previous CBA including monies to any members who have left the employer. There will also be an increase in the evening shift premium and the edition of a new weekend shift premium.
In April, Nipissing Cooperative members in Verner ratified a new deal.
The amount of time required to qualify for a fifth week of vacation will be reduced. The agreement will include gender neutral language throughout and a contribution to the training and education fund has now been established. Union Negotiating Committee: Lisa Campbell, Charlene McSwain. Union Rep: Todd Janes.
Full-time wages increase by $.20 per hour as of ratification, $.20 per hour in year two, and $.25 per hour in year three. Fulltime petro drivers receive $1 per hour in year one, $0.73 per hour in year two, and $0.75 per hour in year three. Full-time office clerks get $.60 per hour in year one, $.20 per hour year two, and $.25 per hour in year three. Part-time and student wages have a new max rate of minimum wage plus $0.45 per hour. Each classification receives a lump sum as well: $600 for full-time, $350 for part-time, and $150 for students. Additionally, there will be a winter driving premium implemented for bulk fuel transport drivers. The pension contribution will increase from $0.60 to $0.75 over three years, and the benefits chart has been updated. The language regarding bereavement improves, and there will also be an employee discount program included in the collective agreement. Union Negotiating Committee: Melissa Cyr, Yoland Desjardins, Louise Turenne Union Rep: Richard Eberhardt.
AIM Health members ratify province-wide contract with new pension plan In May, members from Aim Health Group across the province ratified a new four-year deal. Members will receive wage increases of 1.5% in 2021, 2% in 2022, 2.5% in 2023 and 3% in 2024. The first increase is retroactive to March 15, 2021. Members hoped to achieve a pension plan in this round of bargaining, and we are happy to report the Union Negotiating Committee succeeded. The new defined contribution pension plan will see the employer contribute $250 per year with members to match contributions. Members may also voluntarily
add additional monies to their portion of the contribution. Language improvements include an additional personal day added so full time members will now have 8 and part time workers will have seven days. Members can also now carry over unused vacation days until March the following year. Union Negotiating Committee: Melissa Benoit, Galina Bromberg-Roy and Jessica Poulton. Union Representative Rick Daudlin.
Mondelez workers in Toronto ratify a new agreement with numerous improvements On April 21, 2021 the approximately 250 members at Mondelez in Toronto ratified a five-year agreement. Wages will increase by 2% (retroactive) in year one, 2% in year two, 3% in year three, 2% in year four, and 3% in year five. In addition, shift premiums for Saturday and Sunday will gradually increase over the five-year term; from $1.20 to $1.50 per hour for Saturday, and from $2.30 to $2.60 per hour for Sunday. Current employees will remain in the defined benefit pension plan and new hires beginning at the date of ratification will go into a defined contribution plan with a maximum 10% (6% from employer) contribution. Current members in the defined benefit plan will have a one-time option to switch plans if they choose. Other benefit improvements include: • T.D. bump up from $2,800 max to $3,000 max; • Doctor’s note reimbursement from $35 to $50 and $50 to $75; • Life insurance increase from $50,000 to $75,000; • AD&D coverage to $50,000; • Paramedical increase to double from $400 to
$800 at date of ratification; • Dental maximum increased from $2,500 gradually to $3,000 maximum in year four; • There will be an increase in orthodontics and crowns from $5,000 to $6,000; • Vision benefits will increase from $300 to $350 every two years and eye exam coverage will now be $100 up from $75 and improve to allow a claim every year instead of every two years; • A gradual increase in the safety shoe allowance to a maximum of $200 in year four. Additional improvements to language regarding layoff/recall will result in a better benefit to the members. There will be an extension to the time frame of job posting windows, and a process will be introduced that the employer will assign the rightful recipient to the posted job within five days of the posting coming down. There are also improvements to the temporary job posting language. Union Negotiating Committee: Habil Chaker, Allan Fallow, Guy Hill, Shirley Ragona and David Rego. Union Representative Tony Nigro.
Apetito Healthcare Food Services members ratify deal with pandemic pay language The 63 members at Apetito Healthcare Food Services in Ottawa ratified a new agreement on May 3, 2021. Due to the nature of this business and work this employer was particularly hard hit by the pandemic. As such the parties mutually agreed to a one-year term. Wages will increase by $.35 per hour for all employees retroactive to January 17, 2021. Depending on length of service this equates to an increase for part-time employees of up to $1.85 per hour. A $100 lump sum payment will be paid to all employees plus $.05 pandemic pay for all hours worked from March 17, 2020 to January 16, 2021. Evening and night shift premiums increase by $.10 per hour to reach a rate of $.35 per hour. The Safety Shoe allowance will increase by $25 to
$150. The company has also agreed to post five new full-time jobs before the end of the one-year term. Union Negotiating Committee: Lucie Goyette, Brad Stewart Union Representative Joe Tenn
Links to more Negotiation Updates at ufcw175.com Members at Transcare in Scarborough ratify new deal | Read more... Quality Knitting members secure three-year agreement | Read more... Maple Leaf Foods Brantford members ratify | Read more... RX Drugmart members ratify province-wide contract | Read more... Coca-Cola Thunder Bay workers ratify | Read more... Erinview Retirement members unanimously ratify | Read more... Vibrant Healthcare members secure improvements | Read more... Comfort Inn Kenora achieves first collective agreement | Read more... Members at Golden Boy Foods ratify new agreement | Read more... Rosewood Senior Living Erie deal ratified by members | Read more... Workers at Pepsi in Sudbury ratify new deal | Read more... Meadowbrook Retirement Residence members ratify | Read more... Pettenuzzo’s YIG members in Kirkland Lake ratify | Read more... Members at Tanner’s YIG have new contract | Read more... TNT Brampton members ratify | Read more... CSINW in Thunder Bay ratifies new three-year deal | Read more... Members at Norfolk Fruit Growers ratify deal with state of emergency language | Read more...
NEGOTIATION UPDATES Crown Ridge Residence in Trenton ratifies new deal with wage adjustments for all classifications The approximately 110 members from the Crown Ridge Residence in Trenton ratified a three-year deal on May 19, 2021. Wage improvements will include a general increase of 1.5% in each year plus a $3 per hour wage adjustment for RPNs and a $0.50 per hour wage adjustment for Certified Cooks. PSW/HCA and all Aide positions will receive a $0.25 wage adjustment. A new five-year grid adds an additional $0.35 per hour to existing top rates for all classifications. The supervisory premium increases by $1, and the regular weekend premium increases by $.10 both over the term of the agreement. There will be a new shift premium of $.35 per hour where a majority of hours are worked between 2 p.m. and 6 a.m. the next day and also a new Weekend Premium over and above the regular Weekend Premium of $1 when members are working on their regular weekend off. Members can now use paid sick days for medical specialist appointments and the sunset provision has been improved. All employees will now receive every other weekend off. This scheduling benefit was previously only enjoyed by full time members and some part time. New bereavement provision provides that if a member is notified of a family member’s passing while at work, they will be excused with pay for the remainder of their shift with no reduction to paid bereavement leave entitlement. Vision coverage increases to $300 every 24 months over the term which is an improvement of $50. Union Negotiating Committee: Toni Brown, April Jordan and Roy VanOoyen. Union Rep: Paul Hardwick.
Health & Safety IN YOUR WORKPLACE In addition to COVID-19, essential workers in every sector are faced with daily health & safety risks. Keep safety in mind at all times: Pay attention, report hazards, follow proper procedures, & wear the proper PPE. Page 18
GROCERY, PHARMACY, & RETAIL Slips and Falls: Wet surfaces, icy parking lots, tripping hazards. Exposure to chemicals: Cleaning, disinfecting, receipts/tickets/tags. Lifting Injuries: Unpacking skids, moving product, lifting items at checkout. Unloading/Unpacking Accidents – Box cutters, poorly packed pallets, pallet jacks. Food Prep Accidents: Sharps, deep fryers, ovens, freezers. Standing for Long Times: At cash or service desks, on the floor, in prep areas. Repeated Movements: Scanning groceries, cutting produce, carving meat. Violence: Confrontations from angry customers, robbery. *This list/these examples are not exhaustive.
IF YOU SUFFER A WORKPLACE ACCIDENT OR ILLNESS: • Tell your employer about your accident or illness. If you need more than first aid, your employer should send a report of your accident or disease (Form 7) to the WSIB within 3 days. • Get medical attention right away (for example, first aid, hospital, walk-in clinic, or family doctor). Make sure you tell the doctor that it is work related, and explain what you do/your tasks. • Tell the person treating you to send a Health Professional’s Report (Form 8) to the WSIB. • Report the incident to your Union Rep or your Health & Safety Rep, if you have one. For more on the WSIB Claims process and the relevant forms, speak to your Union Rep, call the Union’s Workers’ Compensation Dept at 1-800-565-8329 or visit ufcw175.com/workerscompensation.
HEALTHCARE Violence: Assault, harassment, a gressive/confused clients. Lifting Injuries: Client handling, moving equipment. Repeated Movements: Lifting, food prep, computer work, laundry. Biological Hazards: Needlesticks, biohazardous waste, blood/air/droplet borne pathogens. Exposure to Chemicals: Disinfecting, sterilizing solutions, drug exposure. Food Prep Accidents: Sharps, deep fryers, ovens, freezers. Slips and Falls: Wet floors, tripping hazards, icy outdoor areas, client handling. *This list/these examples are not exhaustive.
What is a JHSC? A workplace Joint Health & Safety Committee (JHSC) includes both management and worker representatives. At least half of the committee should be non-management workers. The requirement to have a JHSC is based on the number of workers, so some workplaces may have only a Health & Safety Representative, which may be a worker or a member of management. The JHSC meets on a regular basis to review and deal with any health and safety issues at the workplace in a cooperative way.
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Your worker representatives on the JHSC contribute their first-hand knowledge of the workplace and the experience of the workers to critical conversations about health and safety.
RED MEAT & POULTRY Lifting Injuries: Moving large cuts of meat, skids, moving equipment. Repeated Movements: Lifting, cutting, standing, twisting, conveyor use. Exposure to Chemicals: Disinfecting, cleaning, poor ventilation. Biological Hazards: Exposure to live animals, animal-borne viruses, waste, poor ventilation, noise. Machinery Accidents: Moving parts, electricity, sharp edges, conveyors. Slips and Falls: Wet floors, tripping hazards, icy outdoor work, driving areas, working with live animals. Environment: Cold temps, damp air, freezers, ovens, inhaling particles. *This list/these examples are not exhaustive.
The responsibilities of your JHSC or H&S Representative include: • Identify and evaluate hazards/risks that may cause injuries, illnesses, or accidents. • Help develop procedures to protect the employees’ health and safety, and put those procedures into action. • Speak with/respond to employees about their health and safety concerns, complaints, and suggestions. • Take part in health and safety investigations or inquiries and consult with professional resources when needed. • Help implement and promote employee training programs.
• Make sure injury and hazard records are maintained. • Follow up on reports and related recommendations. • Take part in resolving unsafe work refusals. • Recommend prevention and safety programs to management. • Monitor the efficacy of all health and safety procedures and programs in the workplace.
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Violence: Assault, harassment. Lifting Injuries: Laundry, changing beds, moving items & equipment, packaging, receiving pallets/skids, deliveries. Repeated Movements: Lifting, food prep, computer work, laundry, production line, packaging, standing, twisting, sorting. Biological Hazards: Emptying garbages, cleaning rooms, detailing cars, additives. Exposure to Chemicals: Disinfecting, cleaning, receipts/tickets, solvents. Food Prep Accidents: Sharps, deep fryers, ovens, freezers. Slips and Falls: Wet floors, tripping hazards, icy outdoor areas. Machinery Accidents: Moving parts, electricity, sharp edges, heat sealing. Loading/Unloading Accidents: Tall pallets, high shelving, heavy objects, forklifts, pallet jacks, box cutters. *This list/these examples are not exhaustive. Page 22
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QUESTIONS? Your JHSC or workplace Health & Safety Representative is the best place to start. You can also reach out to your Union Rep or the Union’s dedicated Health & Safety department @ 1-800-565-8329. WANT TO GET INVOLVED IN THE HEALTH AND SAFETY OF YOUR WORKPLACE? Taking an active role in your workplace and the Union can be very rewarding! As part of a JHSC, you make important contributions to the working conditions for every employee. You gain valuable planning and leadership experience, too. Speak to your Union Rep about the steps you can take to get involved. Page 23
Are you or your children attending college or university this fall? We may not know what school will look like next year, but we do know it will still cost money. UFCW Locals 175 & 633 awards 88 Solidarity Scholarships every year to Members or their children who are enrolled in post-secondary studies. There’s no essay. Just a simple form that takes five minutes. Each scholarships is worth $1,000.
Apply online by August 1 at ufcw175.com/applynow * Winners are selected at random from all eligible entries. Only winners are notified, usually by mid-September.
WANT TO STAY UP TO DATE ON COVID-19 RELATED NEWS AT THE UNION? Visit ufcw175.com/covid19 to find all of the Union’s COVID-19 related blog posts, items from the news, links to our social media, and further resources for government support and more.
