Checkout - Winter/December 2022

Be Kind To Retail Workers!

Customers often have a favourite cashier or clerk they look forward to seeing when they visit their local stores. Workers often have favourite customers as well. Retail is a job that many people love because of the opportunity to interact with a lot of people.

In addition to being a social job, retail can also be fast-paced and sometimes our retail workers are understaffed and overworked. And, too often, excellent customer service goes unnoticed and underappreciated.

But for many Members of UFCW Locals 175 & 633, good customer service is exactly what they care about and do their best to excel at.

On Pages 10 and 12, you’ll meet Monique and Roxana: two members of UFCW Locals 175 & 633 who work hard to make sure their customers have a wonderful experience in their stores.

Thank you to all of our retail workers for keeping the shelves stocked and the lines moving. Please remember, throughout the whole year and especially during the holiday season, to

President Shawn Haggerty Secretary-Treasurer Kelly Tosato Recorder

Karen Vaughan Executive Assistants Chris Fuller Angela Mattioli Jim McLean

President Marylou Mallett Secretary-Treasurer Brian Kozlowski Recorder Julie Hinsperger

HOPE SECTOR

Director, Long-Term Care & Retirement: Sandra Ashcroft; Union Representatives: Ayesha Jabbar, Derek Jokhu, Dean McLaren, Steve Springall

Director, Community Care: Sandra Rogerson; Union Representatives: Nabeela Irfan, Casey Magee, Meemee Seto; Servicing Representative: Hodan Wais

REGION 1 Director: Tracy Stubbs; Union Representative: Alex Stubbs

REGION 2 Director: Lee Johnson-Koehn; Union Representatives: Rick Daudlin, Sacha Edey, Tony Nigro, Sabrina Qadir, Amy Tran

REGION 3 Director: Paul Hardwick; Union Representatives: Sean Carroll, Shannon Epp, Kimberly Hunter, Joe Tenn; Servicing Representative: Sandra Proulx

REGION 4 Director: John DiNardo; Union Representatives: Jennifer Hanley, Tim Kelly; Servicing Representatives: Fatima Butt, Nunzio Cannistraci, Amanda De Melo, Shirley Hepditch, Maxine Prince, Chris Watson

REGION 5 Director: Jehan Ahamed; Union Representatives: Joce Cote, Mario Tardelli; Servicing Representatives: Rolando Cabral, Kelly Dick

REGION 6 Director: Sam Caetano; Union Representatives: Dave Forbes, Jason Hanley, Mike Mattioli, Melody Slattery, Navidad Talbot, Fred Teeple

REGION 7 Director: Jehan Ahamed; Union Representatives: Chris Bernardi, Todd Janes; Servicing Representatives: Arlene Robertson, Michael Windley

REGION 8 Director: Derik McArthur; Union Representatives: Jeff Barry, John Beaton, Richard Eberhardt, Jim Hames

WORKERS’ COMPENSATION Workers’ Compensation Coordinator: Sarah Neath; Workers’ Compensation Intake Representative: Georgina MacDonald; Workers’ Compensation Representatives: Joanne Ford, Nelson Pereira, Courtney Salomons;

PAY EQUITY Coordinator: Matt Davenport; Pay Equity Representative: Orsola Augurusa

HEALTH & SAFETY Health & Safety Representative: Christina Mayberry

LEGAL Director: Jane Mulkewich; Counsel: Shauna Fabrizi-Jomaa, Mary Hurley, Matthew Jagodits, Silvia Neagu

ORGANIZING Director: Rick Wauhkonen; Organizing Representatives: Ricardo Bocanegra, Tim Hum, Jeffery Lu

TRAINING & EDUCATION Director: Kelly Nicholas; Servicing Representative: Teresa Wilson;

COMMUNICATIONS Coordinator: Jennifer Tunney; Communications Representatives: Laurie Duncan, Ashleigh Vink

905-821-8329

Solidarity and strength in the face of anti-worker politics

On November 14, 2022, the Ford government repealed Bill 28, Keeping Students in Class Act, 2022. Bill 28 was a volatile piece of legislation. Not only was it meant to prevent CUPE’s planned strike, but it invoked the notwithstanding clause and threatened to fine each member $4,000 per day if they went on strike.

That’s what it looks like when a government tries to bully workers.

And, too often, these tactics do work: it has become too easy to get the public – to get workers –to vilify each other.

Even the words used to name this Bill – and many others – are a good example of how words can be damaging. The workers on strike don’t want to be out on strike; they would much rather be in the classroom. But there’s a reason Ford didn’t call it the ‘Trampling on Charter Rights and Ensuring Low Wage Workers Stay That Way’ Bill.

Your Union was proud to be one of the many labour organizations that stood shoulder to shoulder with CUPE members on the pick-

et lines. That show of solidarity across the labour movement was important. It was a clear warning that the government had made a serious miscalculation. Read more about the protest on page 6.

This government has eliminated revenue generating taxes and fees to appease voters with small handouts. Ending license plate renewal fees equals $1 billion in lost income for the province. The recently extended gas tax credit of 5.6 cents is costing another $1.2 billion in revenue. And paying parents $200 - $250 per school-aged child to help them ‘catch up’ cost about $365 million from education funding.

Plus, with reports of Emergency Room closures, paediatric beds filled beyond capacity, communities repeatedly without ambulance services, and staggeringly long wait times at the ERs that can remain open – it’s clear that our entire healthcare system needs more than just the beds Ford has promised.

It takes years to fix systems that have been chronically underfunded. Future generations that aren’t old enough to vote are being robbed of services; all of

us who are working age right now will be paying the price for these decisions as we get older, too; and our elderly and ill are already paying the price for these decisions.

Ford’s invocation of the notwithstanding clause, consistent underfunding of our public systems, and continued elimination of major revenue streams for the province in the name of band-aid payments; we need to be paying attention to these things.

Our systems aren’t perfect, but we cannot allow healthcare and education to be at the very bottom of the priority list. And we cannot allow any government to attack workers’ rights or trample on charter rights.

While this year continues to be a difficult one for many, and the challenges facing working people are far from over, I do hope the holidays bring some joy and peace to everyone. On behalf of your Local Union, have a safe and happy holiday season.

In

Solidarity,

Shawn Haggerty president@ufcw175.com

Advocating for our members and giving back to our communities

The staff, Executive Board, and Officers throughout the Local Union all work toward a common goal: to advocate for working people and their rights.

This advocacy happens in many ways, and your Union has the resources to employ:

• Full-time Union and Servicing Representatives;

• Workers’ Compensation specialists;

• Health & Safety experts;

• Dedicated Legal Counsel;

• Pay Equity Reps;

• Organizers, and;

• Administrative and other staff who all work to support and assist the membership.

One of the most rewarding things about representing workers is when we’re able to recoup money for our members.

In November, the Pay Equity department reported that so far this year, about $300,000 has been paid back to members through the pay equity process. Workers' Compensation Reps reported approximately $635,000 in

compensation has been won for injured workers through the claims’ appeal process this year.

And every day, your Union Reps and Stewards help put money back in members’ pockets by filing grievances and going to arbitration when employers violate a collective agreement.

Your Executive Board at UFCW Locals 175 & 633 is a committed group of labour advocates as well. They use their experience in the workplace to give feedback on projects and plans, and guide the Union’s continued work in the broader community.

The Board approved donations of $5,000 for Gillian’s Place, a shelter in St. Catharines for all women, children, two-spirit, genderqueer, trans and non-binary people who face domestic violence, and another $5,000 for Youth Without Shelter, which supports youth facing homelessness in Etobicoke.

In addition, the Board endorsed a $5,000 donation to OBAT Canada for aid in Pakistan where 30 million people have been affected by floods, with 7.6 million people

displaced, and hundreds of thousands living in relief zones.2

Your Executive Board also voted to continue its annual $90,000 in donations to food banks and community support centres across the province.

The annual HungerCount from Food Banks Canada reports that there was a 43% increase in total visits to Ontario food banks between 2019 and 2022. The report also found that in Canada, 33.1% of food bank users are children.1

Food Banks shouldn’t have to exist in Canada, but they are desperately needed by many, especially as inflation is at an all-time high. We must all put pressure on our elected politicians to prioritize food security and accessibility in our communities.

I want to thank our members for another year of dedication and commitment: I am proud to be a part of this Union with you. I wish you the best of the holiday season and a happy New Year.

In Solidarity, Kelly Tosato treasurer@ufcw175.com

The CUPE protest was about more than just one collective agreement: it was – and is – about standing together as working people and telling Ford 'enough is enough'

Doug Ford's anti-worker agenda has been apparent from the start.

The protest by 55,000 education workers who belong to CUPE's Ontario School Board Council of Unions (OSBCU), which began on November 4, 2022, was – and is – about far more than just one collective agreement for just this group of education workers.

The battle between Ford and working people has had an impact on workers in almost every sector.

Ford scrapped paid sick days and minimum wage increases in 2018. He capped wage increases and stepped on the collective bargaining rights of public sector workers with Bill 124. He refused to legislate paid sick days for most of the pandemic, and then –ignoring the advice of health professionals – permitted three days but only for COVID-related illness.

And in early November, Ford brought the fight to CUPE's education workers. Just weeks after spending about $365 million to pay parents $200 - $250 per child to help those kids "catch up," Ford's Conservatives refused to bargain in good faith with CUPE.

Instead, Ford preempted CUPE's protest by not only

legislating them back to work, but also by invoking the notwithstanding clause and threatening – bullying – the workers with fines of $4,000 per day of picket action in violation of the back-to-work legislation.

CUPE and its supporters across the province called Ford's bluff.

On November 4 and 5, your Union stood on picket lines across the province in solidarity with the 55,000 education workers. On November 7, Ford agreed to rescind the legislation and return to bargaining.

education workers deserve better pay and our schools are in desperate need of better funding across this province,” added President Haggerty. “This move by Ford has very little to do with the quality of education for our children and everything to do with limiting the rights of working people. He and his government continue to be dangerous for both workers and our publicly funded systems.”

As this magazine goes to print, CUPE has reached a tentative agreement with the government.

Read more at ufcw175.com/FordIsABully and find more photos on our Facebook and Instagram pages.

“Our

"Bill 28 should never have been introduced and was an affront to the rights and freedoms of every person in Canada.”

The Canadian Civil Liberties Association

Oakville and Milton Humane Society vote Union YES

On October 3 and 4, 2022, UFCW Locals 175 & 633 welcomed 35 new members from the Oakville and Milton Humane Society.

In operation since 1951, the Oakville and Milton Humane Society employs approximately 25 full-time and 10 part-time employees who work in various animal welfare job classifications.

Workers approached UFCW Locals 175 & 633 because they felt burnt-out and overwhelmed by their conditions at work. The new members wanted to secure their right to negotiate with the employer and meet the industry standards at other locations.

“Workers in jobs that deal with animal welfare face very real challenges every day,” said President Haggerty. “They are caring, understanding, and often put the needs of the animals before themselves.”

These workers wanted to ensure they had a collective voice and turned toward Unionization to ensure there was fairness and job security, and upto-date health and safety practices. They also hope to elevate wages and benefits through collective bargaining.

In minimally Unionized industries, workers can sometimes feel pressured to put the needs of the job, in this case caring for their animals, before the needs of themselves. The members at the Oakville and Milton Humane Society have shown a great sense of unity and determination which was instrumental in their success. They came together for the betterment of their future and the welfare of the animals in their care.

The newest members are eagerly awaiting their proposal meeting and the subsequent bargaining process for their first collective agreement. “These workers are feeling optimistic about bringing positive change into their workplace,” said Organizing Representative Ricardo Bocanegra. “We look forward to working with these members to ensure they can build a workplace culture of mutual respect and cooperation.”

Congratulations and welcome to Your Union.

CHANGES

For Mary Shaw, health and safety has always been a passion. Mary started advocating for workers in 1976 at Zehrs where she held a variety of roles: cashier, office clerk, bulk food clerk, and Natural Value Manager. Mary worked at several Zehrs locations across Kitchener-Waterloo and was a Steward and a member of the Joint Health & Safety Committee, which further ignited her passion for workplace safety and health.

Knowing that more could be done to inform and educate workers, Mary joined the Clifford Evans Training Centre in Cambridge as an instructor where she taught various courses, including those related to her other passion, holistic nutrition. Mary's dedication led to her joining the UFCW Local 1977 Executive Board, and then finding a permanent position on staff at UFCW Locals 175 & 633 as a Health & Safety Representative in early 2015.

Mary has been a staunch advocate for the membership and always strived to overcome obstacles that prevented workers from being safe and healthy on the job. Mary believes that the key to success is having labour organizations make resources available.

“I enjoyed creating a positive safety culture in workplaces,” said Mary. “Having the resources to make

meaningful changes to workplace culture and to empower members means lower accident rates, greater awareness, and better control of workplace hazards.”

Mary was a driving force behind a real victory for worker health and safety. She, alongside the UFCW National Office and Environmental Defense Group, brought the dangers of Bisphenol A (BPA) and Bisphenol S (BPS), found on thermal receipts, to the attention of workers and employers alike. This work, including continual discussions with employers like Loblaws and Metro, brought changes at a number of employers. The campaign continues today to try and eradicate these harmful chemicals altogether.

Mary is grateful for her amazing family and friends, and the sense of pride and accomplishment she feels in her life and career. In retirement, she hopes to continue advocating for workers and putting health and safety at the forefront of her day-to-day life.

She looks forward to spending more time at the gym, and continuing to experience different cultures, food, and wine. She also hopes to continue exploring Canada, crocheting, and of course spending more time with her granddaughter and her family.

“Mary should be proud of her exceptional work for the members and staff of Locals 175 & 633,” said President Haggerty. “Her expertise and care is second to none and I know the Members are grateful for her commitment to making workplaces safer. Good luck in your retirement, Mary.”

• Kids Help Phone: 1-800-668-6868

• Canada Suicide Prevention Line: 1-833-456-4566

• 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

Mary Shaw

In the late 1990s, the employees at Parkdale Community Health started their fight for better working conditions, enhanced job security, and more by reaching out to the Union to start an organizing drive. Their successful drive brought those employees into the membership of UFCW Local 175.

One of those employees was Shirley Hepditch. Shirley got involved in the Union early on and sat as part of the negotiating committee during their first round of collective bargaining.

Shirley enjoys helping people. During her nearly 30 years at Parkdale Community Health, Shirley assisted many marginalized people and those who face barriers in accessing care to navigate the healthcare system and get the support they need.

Most recently, Shirley was a case manager at her workplace as well as a union steward. She sat on the Executive Board of Local 175 for two terms, and in

August of 2022, the Union hired her as a Servicing Representative in Region 4. Shirley is also on the UFCW International OUTreach Committee where she continues her longtime advocacy for members of the LGBTQI2S+ Community.

Shirley has enjoyed being a Servicing Representative so far and looks forward to meeting more members and assisting them in any way possible. “Everyday is something new and I look forward to assisting members with day-to-day challenges in their workplaces.”

“Shirley is a welcome addition to the staff at Locals 175 & 633. I know her vast experience and willingness to assist people will be a great asset to our membership,” said President Shawn Haggerty.

WE WILL MAKE A DIFFERENCE

If UFCW Locals 175 & 633 organizes and certifies a group of workers because of a lead you provide to the Organizing Department, you will be eligible for an honorarium of up to $1,000!*

HELP

For full details visit ufcw175.com/honorarium or call our Organizers at 1-800-565-8329

Shirley Hepditch

Monique Findley

Union Member

Rexall Toronto

For five years, Monique Findley has worked at Rexall on Yonge Street in the northern end of Toronto.

As a Keyholder, Monique has many responsibilities that keep her busy throughout the day and it’s a job that she finds very fulfilling.

In her role, Monique often finds herself multi-tasking; ordering and stocking products, and also organizing and managing the floor during her shift. In addition to making sure everything runs smoothly, she feels an obligation to make sure that customers are kept up-to-date on items they’ve been waiting on.

OUR MEMBERS AT WORK

“There is a lot of product shortage right now,” explained Monique. “I’ve had to get creative to manage some parts of the job, but I’ve definitely become more accustomed to being patient and realizing that not everything will go my way. But having a little fun and enjoying my work goes a long way to making the day more interesting and fruitful,” she added.

On Tuesdays, when there tends to be more senior customers, Monique goes out of her way to try and make their visit easier. She orders items for them and spends time talking with them about their needs and daily experiences. During the winter months, the store gets busier with lots of families coming in together, looking for special things to share and enjoy. Flu season too means a busier store, but Monique enjoys a busy workplace. “I love meeting new people and getting to know their wants and needs, and getting to make their experience memorable.” Monique's talent for remembering faces means she makes every customer feel welcome.

“Monique’s energy, joy, and friendliness are apparent as soon as you meet her,” said Union Rep, Maxine Prince. “She is really dedicated to making sure her customers have a great experience in the store.”

Monique truly enjoys customer service and loves the neighbourhood and community. From in-store regulars that light up her day with a big smile and enjoyable chats, to working with her retirement customers, whom she might never meet, to help them figure out the products they need and create their orders.

Of course, working in retail has it’s downside sometimes, too. “It can be hard when customers take out their frustrations on staff,” said Monique, adding that she wishes people would “please have patience and be respectful. We’re doing our best.”

During the pandemic, Monique found it difficult sometimes to keep a balance between her work and personal life. She found it hard to say ‘no’ when asked to help out. “It was stressful,” she said. “From reminding customers about masks, to having to tell them when we were out of stock on a product they were looking for… I don’t like disappointing others.”

Wearing a mask all the time and working from behind a plexiglass divider was difficult for Monique because she’s someone who loves seeing the faces of others and their expressions. The pandemic also helped bring Monique and her co-workers closer out of a need to keep in touch more often for scheduling and other things.

Monique credits her co-workers for making her days fun and enjoyable too.

Between this job and another, Monique has worked in the neighbourhood for more than seven years. And, like many retail workers, it is often her customers who make Monique’s days amazing. “I really do love my customers,” she said. “They have been a part of my life experience; helping me come out of my shell, and be more energetic and comfortable.”

When she’s not at work caring for her customers and the community, Monique makes sure she has uninterrupted time to herself, often turning to music and drawing, to recuperate and de-stress.

Monique finds reassurance in belonging to UFCW Local 175. “The Union has helped me with my benefit plan and in improving my working environment,” she said.

Thank you, Monique, for going above and beyond on a regular basis to enrich the experience of your customers in the store. You are a vital part of your Union and a wonderful ambassador for retail workers everywhere.

“My co-workers help keep me grounded and definitely make my experience at work memorable and enjoyable,” she said. “My managers treat me well but I love keeping them on their toes too.”

“I like the Union because it’s there to help me whenever I have any questions, and makes me feel secure in my job.”

OUR MEMBERS AT WORK

Roxana Lopez is a long-time Union member who has worked at Metro Elmvale in Ottawa for 22 years.

As a cashier at the grocery store, Roxana’s responsibilities include making sure all the cash registers and self-scan checkouts are operational and ready to serve customers. She also does a quick check of the floral department, where she works out of twice a week, to make sure the beautiful designs and bouquets are ready to greet customers.

In fact, as retail enters one of its busiest times of year – the holidays – Roxana really enjoys setting up the floral displays. “It gives me pleasure to see customers appreciate the pieces we create and enjoy their shopping experience.”

Roxana believes that being a member of the Union is important because it has helped her secure good benefits and protect her rights as a worker. And for the last 14 years or so, Roxana has helped enforce those rights and hard-won benefits by taking on the roles of Steward and Joint Health & Safety Committee (JHSC) member at the store.

“I enjoy helping my fellow employees and I wanted to make sure that their rights are respected,” said Roxana, who is currently the Chief Steward for the members at Metro Elmvale.

the courses available through the Union and says they gave her more knowledge to help in her workplace.

When asked what are the best parts of her job, Roxana answered easily; becoming a friend to some of the senior customers and getting to see her regulars. “After all my years at the store, I have several regular customers that make sure to come to my cash register when they’re done shopping,” said Roxana.

As part of her ongoing active role with the Union, Roxana has taken part in a number of training opportunities as well; courses covering the Workplace Safety & Insurance Board (WSIB), Health and Safety, filing grievances, and preparing for arbitration. In October of this year, as the Union returned to in-person training for the first time since 2019, Roxana took part in a new course called Gender Diversity and Inclusion at the Ottawa seminar. Roxana has enjoyed

“Roxana has been a wonderful advocate for the Union at the store,” said Union Rep, Joe Tenn. “She is warm and friendly to every customer that walks through those doors, and she has been a strong and diligent Steward for her co-workers for a number of years now.”

Like many industries and sectors, retail workers are often understaffed, overworked, and their efforts underappreciated. Similarly, the pandemic created a number of new issues and exacerbated existing issues for workers in retail as well.

Roxana notes that it can be difficult to work while understaffed, particularly when it’s busy. And, for retail workers who really enjoy customer service, responding to, accommodating, and assisting a wide variety of customers with an even wider variety of needs can also be difficult to manage at times. But among the worst things to deal with for Roxana during the pandemic, were the abuse from customers and having to fight to be heard and recognized by the employer.

As the worry over the pandemic has ebbed for the most part, the only remaining visible measure in place at the store is the plexiglass divider at each cash register.

Roxana credits having open conversations with her husband and family as one of the main ways she restores herself after being at work. And, as with anyone who worked through this pandemic, Roxana

“And I’m proud of what I’ve helped accomplish through taking part in rounds of bargaining for our collective agreement – things like paid sick time for part-time employees.”

“I hope their interactions with me make them feel very welcome in the store. They make my day and I hope sometimes I make theirs, too.”

has emerged from the last few years with a new found understanding of what is important to her. “I’ve learned to be more patient,” explained Roxana. “And, the people that I was close to before are even closer to me now.”

. . .

Roxana, as a Union Steward, your advocacy and commitment to the well-being of your coworkers has gone a long way to making your workplace a better one. You are an integral part of what makes our Union great. Thank you for your hard work and dedication.

Roxana Lopez

First contract achieved by healthcare workers at The Royal Henley

On September 23, 2022, members at The Royal Henley in St. Catharines ratified their first collective agreement by 98%.

The Union Negotiating Committee worked hard to achieve a good agreement to present to the members for ratification. The three-year agreement includes significant first-year wage increases, paid retroactive for hours worked since August 1, 2022, of:

• 10% for Personal Support Workers (PSWs);

• 6% for Housekeeping;

• 5% for Dishwashers, and;

• 5% for Servers.

All other classifications will receive retroactive pay of 2% in the first year. In year two and year three, all bargaining unit members will receive general wage increases of 2%. Existing members classified as Unregulated Healthcare Providers (UCPs), will continue to receive wages at time and a half until December 2023 at which time they, and all new UCP hired as of ratification, will receive a premium of 90 cents per hour over their regular rate.

In addition to establishing seniority by date of hire, and language for a grievance and arbitration procedure, the collective agreement includes a number of other improvements as well.

Members will now receive overtime pay after eight hours per day, or 80 hours bi-weekly. Members with seven years of service or more will receive a float day in the third year of the contract. Plus, members benefit from now being able to roll over unused sick time to a maximum of eight days, or receive a 40% payout which was an already established practice.

In addition, the employer agreed to contribute 1 cent per hour worked toward the UFCW Local 175 Training & Education Fund.

The Royal Henley employs approximately 30 fulltime, 11 part-time, and 49 casual workers who are covered by this first collective agreement.

Union Negotiating Committee: Tamara Broczowski, Charity Crowder, and Laura Laister; HOPE Sector LTC/Retirement Homes Director, Sandra Ashcroft.

Aramark members at Woodstock Hospital ratify new deal

After a difficult set of bargaining due to the impact of COVID-19 on hospital workers and dealing with a new employer, Aramark members in the Woodstock Hospital ratified a new four-year agreement on September 23, 2022. These members previously worked for Compass Group at the same location.

Members achieved language ensuring the employer must attempt to fill a vacancy where a scheduled employee calls in for any reason, which will assist in avoiding members having to work short.

The members achieved wage increases including:

• 50 cents per hour paid retroactive to September 1, 2021, for the food service associate classification.

• 75 cents per hour paid retroactive to September 1, 2021, for the receiver classification.

• Introduction of a cook rate with a wage adjustment of $1.25 per hour effective June 4, 2022.

Effective June 4, 2022, employees in the food service associate and receiver classifications receive an in-

crease of 50 cents per hour. Wages increase across the board by 50 cents per hour in the third year, and again by 50 cents per hour in the fourth year

Other monetary improvements include a $20 increase in the clothing allowance for pants, and the shoe allowance increases by $25 to provide $75. Bereavement entitlement language improves to include nieces and nephews.

Union Negotiating Committee: Samantha Grimshaw and Courtney Walton; Union Representatives: Mike Mattioli and Nabeela Irfan.

National Diabetes Trust Peel Region members gain improvements

On September 27, 2022, the 12-member bargaining unit at National Diabetes Trust in Peel Region ratified a new three-year collective agreement. In this round of bargaining, members were looking to achieve good wage increases and improvements to their vacation entitlements: the Union Negotiating Committee succeeded on both.

In the first year, members will receive a 3% raise, which will be paid retroactive for hours worked since May 26, 2022, as well as a one-time lump sum signing bonus of $750. Wages will improve further by 2% in year two, and another 2% in year three.

Language now provides for a third week of vacation after one year of continuous service, instead of the previous three years required. In addition, members at National Diabetes Trust Peel Region will benefit

from an added fifth week of paid vacation after 10 years of service with the company. The collective agreement now also recognizes the National Day for Truth and Reconciliation (September 30) as a paid holiday.

Further monetary improvements increase the mileage paid for required use of a personal vehicle to 48 cents per kilometre. The annual safety boot allowance paid each July improves to $150, up from $100, and new language ensures a pro-rated amount of that allowance will be paid to new employees on their date of hire.

Union Negotiating Committee: Dean Clark; Union Representative: Jason Hanley.

Cargill Brampton members achieve wage and other improvements

On September 22, 2022, the 110 members at Cargill in Brampton ratified a four-year agreement.

Wage progression will be eliminated as of ratification amounting to an additional increase of between 50 cents and $1 per hour for all active members. Retroactive wage increases of $1.50 per hour apply back to February 15, 2022. All current members also receive a $500 signing bonus. Additional increases for all rates and classifications include: 50 cents per hour in February 2023; 50 cents per hour in February 2024, and; another 50 cents per hour in February 2025.

Benefit improvements include $500 coverage for massage and $500 for physiotherapy. Members will also benefit from increases to chiropractic coverage, now $500, up from $300, and psychology coverage of $1000, up from $300.

The $75 annual cap on eye exams will be eliminated and all other termination ages for health and disability until retirement will be removed. Members had sought these benefit improvements to assist with the highly repetitive nature of their jobs.

The Union Negotiating Committee also achieved significant representation language including:

• Access for representatives to the premises;

• The right to have a Steward in all discipline proceedings;

• An increase in Stewards;

• Language on timelines for arbitration;

• The introduction of a sunset clause with 12 and 18 months;

• A pay equity letter, and;

• A letter of understanding for part-time workers.

Members at Metro Sturgeon Falls ratify three-year agreement

On October 13, 2022, Metro Sturgeon Falls members ratified a deal including wage and other improvements.

Wages increase by a total of $2.65 per hour for fulltime at end rate. Part-time at end rate receive minimum wage plus $1.55, and remaining grids have 'minimum wage plus' language. Plus, grids will be shortened for full-time from 42 months to 24 months, and for part-time from 6,501 hours to 4,551 hours.

As of January 1, 2025, these members will be enrolled in the CCWIPP pension plan at a contribution rate of 60 cents per hour.

Part-time workers will be entitled to full benefits at two years (22 hours), down from six years of service.

As of January 2023, full-time will be eligible for 40 hours of sick time. Part-time will receive eight hours

of sick time, which increases to 24 hours as of 2025. Members benefit from improved vacation entitlement of four weeks after eight years' service instead of 11, and five weeks of entitlement after 17 years' service.

The deal contains modernized language and improvements regarding: Bargaining unit work; Disciplinary meetings; Scheduling and overtime; Vacancy posting; Cross Training; 10-hour shifts; Bereavement & other leaves; Health and safety, and more.

Union Negotiating Committee: Janice Watts, Justin Watts. Union Representative: Richard Eberhardt (not pictured).

Union Negotiating Committee (l-r): Ramanpreet Mand, Eric De Amaral, and William J. Chedraui; Union Representative: Mike Mattioli (not pictured).

Fairlife members ratify new deal and avoid labour dispute

The 59 full-time employees at Fairlife in Peterborough ratified a four-year agreement on October 6, 2022.

The bargaining unit achieved a number of improvements that were important to the Members. Mandatory overtime will be eliminated almost entirely with a defined schedule in the agreement that cannot be changed without the Union’s consent. Further, layoffs will be done by plant seniority with a 20-day training period given to employees for said layoffs. Labour Management Meetings have also been introduced to improve communication.

Members receive a general wage increase of $1.20 per hour in year one, 50 cents per hour in year two, 50 cents per hour in year three, and 80 cents per hour

in year four. The lead hand premium increases to $1 per hour, up from 75 cents. Tool allowance for Maintenance increases to $325, up from $300, education/ tuition reimbursement goes to $400, up from $200, and a new fridge wear allowance provides $100.

The boot allowance also improves to $200, up from $180, plus additional purchase orders upon inspection by the company for departments with fast breakdown.

Significant benefit improvements include:

• The introduction of a Pay Direct Drug Card.

• Increased physiotherapy coverage of $1,000, up from $500, and psychology services coverage of $1,500, up from $500.

• The introduction of a core plan, enhanced plan and opt-out option for those who want to reduce or drop their benefits.

• Increased life insurance of $70,000, up from $40,000.

• Increased Long-Term Disability cap of $4,000, up from $2,000.

• The addition of Parental leave to Maternity leave entitlement, with the top up to apply.

Caleres Canada members unanimously ratify new deal

Members at Caleres Canada in Perth unanimously ratified a three-year agreement on November 9, 2022.

Wages increase by $2.05 per hour in year one, $1.25 per hour in year two, and another $1.25 per hour in year three. A 'minimum wage plus' grid was maintained for all employees. New premiums include $1 per hour on Saturday and $1.50 per hour on Sundays.

Pension contributions will increase by 25 cents and will now be 75 cents per hour, which will be matched by the employer.

Other language improvements include improved optical coverage of $250, up from $200, every two years. A new clothing/boot allowance provides $120 per year.

Employees are now entitled to four weeks vacation paid at 8% after 10 years' service instead of 12 years.

Members can now opt out of mandated overtime twice per month if the employer asks for overtime after 9:00 a.m.

Union Negotiating Committee: Jennifer Derochie, Paul Handy. Union Representative: Sacha Edey. Director Region 2: Lee Johnson-Koehn (not pictured).

Union Negotiating Committee (l-r): Margaret Kerr, Union Representative Joe Tenn, and Kelly Tysick.

UFCW Locals 175 & 633 represents more than 42,000 members working in retail at about 570 grocery and wholesale stores, pharmacies, hardware stores, and more across Ontario.

These are the working people who make it possible for everyone to access food, medicine, and other essentials every day.

Working in retail comes with a number of health and safety risks. The list to the right is not exhaustive.

Retail is where many young people get their start in the working world and are three times more likely to be injured on the job than more experienced workers. No matter your age, experience level, or job, always be sure to:

• Ask questions and ask for training if none is automatically provided.

• Wear proper Personal Protective Equipment.

• Use proper techniques for lifting, precautions when using ladders or machinery, and follow all safety guidelines in the workplace.

• Report any hazards or concerns.

Members with questions about hazards at work should contact their Health & Safety Rep, Joint Health & Safety Committee, Union Steward, or Union Representative.

Exposure to chemicals can happen in many ways. From Bisphenol A (BPA) and Bisphenol S (BPS), which are hormone disrupting chemicals found on thermal receipts, to cleaning supplies, disinfectants and more.

Read more about BPA & BPS and the campaign to eliminate their use on thermal receipts online at ufcw175.com/BPABPS

Food prep injuries can involve knives, peelers, slicers, ovens, fryers, and more.

Slips and falls are common in wet prep areas, where customers track in water and snow, aisles with spills or cleaning, and icy parking lots and receiving areas.

Reusable bags can be a source of injury because of varying sizes, handle lengths, and weight once packed. These bags can also cause workers to be exposed to bacteria or unknown objects that may be left in bags.

Lifting heavy or awkward items may be a part of unpacking product, stocking shelves, scanning products at cash, or assisting customers.

Unloading and unpacking might involve box cutters, pallet jacks, poorly packed skids, or moving heavy stacked items.

Standing for long periods of time is common in retail work and can lead to back, leg, and foot pain.

Repetitive movements are part of tasks all over the store; from food prep to scanning products, and more.

Violence, bullying, and harassment are a reality for retail workers who take the brunt of frustration when customers or others become angry. Retail workers often handle large sums of money and stores can be targets for robberies. Employers must have a clear policy to address violence, bullying, and harassment that must be enforced, and have procedures in place to deal with crimes that may occur in the store.

In 2020, retail workers accounted for 5,321 of the allowed lost-time injury claims at the WSIB. In the same year, retail workers accounted for four fatality claims allowed by the WSIB.

Among the more common injuries in retail – and across most sectors of the workforce – are soft tissue injuries: sprains, strains, and musculoskeletal disorders (MSDs), also called repetitive strain injuries (RSIs).

As with all injuries, it's important to report them when they happen or as soon as you notice pain.

Your experience of pain on the job might be corrected through ergonomics, rotating tasks, or other solutions. But, if you don't report it, it can't be addressed.

Many workers see soft tissue injuries as minor, at least to begin with; many work through the pain and assume the injury will heal. But soft tissue injuries don't always reveal themselves immediately. A gradual onset of pain that goes ignored, can make it difficult to connect that pain with a work task for a WSIB claim.

Some preventative measures already exist for retail workers such as ergonomic anti-fatigue mats, safety guards on slicers, and more. But as workplaces change and evolve, so do the risks and hazards facing workers.

Ask questions

• If you're asked to work with a new cleaner or chemical, ask about its safety.

• You can also request a copy of the product's Safety Data Sheet (SDS).

• If you're required to use a piece of machinery or device, ask for training.

• If a task or workspace seems unsafe, report it to a supervisor, and your Health & Safety Rep or JHSC.

If you suffer a work-related injury or onset of pain, report it as above and file a Form 6 with the WSIB.

5,321

Number of allowed losttime injury claims filed by Ontario RETAIL workers in 2020.1 4

Number of allowed fatality claims filed on behalf of Ontario RETAIL workers in 2020.1

44,600

Number of all Sprains and Strains claims allowed by the WSIB between 2020 and 2021.2 28

Average lost time days in 2022 (all ages) for all allowed Sprains & Strains claims.2

25 - 29

The age range most often filing Sprains & Strains allowed by the WSIB in 2022.2 68%

Percentage of all claims filed at the WSIB so far in 2022 that have been allowed.2

Sources: 1 National work injury, disease and Fatality Statistics (NWISP) – year at a glance: AWCBC / ACATC. AWCBC / ACATC | Connecting Members - Advancing Knowledge / Relier les membres - Développer les connaissances. (2022, June 16). Retrieved November 9, 2022, from https://awcbc.org/en/statistics/national-work-injury-disease-and-fatality-statistics-nwisp-yearat-a-glance/ 2 Workplace Safety & Insurance Board. (2022, September 30). Health and safety statistics: Provincial Statistics. Safety check. Retrieved November 9, 2022, from https:// safetycheck.onlineservices.wsib.on.ca/safetycheck/explore/provincial/SH_12/claims?lang=en

TRAINING & EDUCATION

From September through to the end of October, the Local Union held Stewards training at weekend conferences across the province.

The conferences marked the Union’s first return to in-person training since 2019. The six conferences saw approximately 441 Stewards take part in various courses. Training covered everything from the basics to more in-depth classes as well. Courses included:

• Stewards’ Training;

• Preparing for Arbitration;

• Introduction to Health & Safety;

• Collective Bargaining;

• Workers’ Comp Essentials, and;

• Gender Diversity and Inclusion.

“It was great to see how enthusiastic our Stewards were to be back in training this year,” said

President Haggerty. “I hope they found their courses informative and were able to take new and refreshed skills back to the workplace.”

Stewards at each conference also gave generously to fundraising for the Leukemia & Lymphoma Society of Canada (LLSC) through donation buckets and silent auctions. The combined total raised by members at the conferences was more than $8,600.

Each conference had prize draws over the course of the day and the evening events too, which saw many Stewards go home with great gifts.

Next year, training will take place in one-day workshops held locally as the Local Union returns to alternating between cell training and weekend conferences.

“Thank you to all of our Stewards at UFCW Locals 175 & 633,” continued President Haggerty. “Your day-to-day commitment to the safety and wellbeing of your co-workers is unmatched and we appreciate you.”

TORONTO

OTTAWA

BENEFITS OF BELONGING

Your UFCW Locals 175 & 633 membership includes access to discounts and services through a number of retailers and providers.

Learn about these discounts and find many more online.

ufcw175.com/discounts

GoodLife Fitness

Prior to receiving this discount, you need a unique access code. Find info on the full details of this discount, how to receive a unique code, and a list of FAQs at ufcw175.com/discounts

Park'N Fly

UFCW Members Reserve and Save on Airport Parking.

With a network that spans coast-to-coast, Park’N Fly is focused on providing customers with cost-effective parking options while enjoying a park happy experience with every stay.

View the flyer online at ufcw175.com/discounts for full details and discount code.

Mark's

Members receive a card that entitles them to a 10% discount on various regular priced items (both men’s and women’s styles).

Full details and restrictions on the discount available at ufcw175.com/discounts.

If you have not received your card, please send an email to membership@ufcw175.com.

At the November Executive Board meeting, Local 175 VP Michael Collins organized a donation drive to support the Little Hands Kids for a Cause 9th Annual Toy Drive. Thank you to Michael for organizing the drive and to everyone who donated. Little Hands will donate all collected toys to the Childlife Programs, Paediatric Units & Ronald McDonald Houses at Windsor Regional Hospital & London Health Sciences Centre and will provide Christmas magic for local Little Hands Hero families. Make sure you notify the Union Office at membership@ufcw175.com or call 1-800-565-8329