THE NEWS MAGAZINE FOR MEMBERS OF LOCALS 175 & 633 UFCW CANADA VOLUME XIV NO. 5
OCTOBER 2005
Huge turnouts at labour day events
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Youth Leadership Development Program
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Local 175 members and the chocolate factory
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CONTENTS
President’s Message . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Secretary-Treasurer’s Message . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
UFCW LOCAL 175 President Wayne Hanley Secretary-Treasurer Jerry Clifford Recorder Betty Pardy Executive Assistants Shawn Haggerty, Jim Hastings, Teresa Magee
UNION NEWS Locals 175 & 633 win communications awards. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
WORKPLACE NEWS Local 175 members and the chocolate factory . . . . . . . . . . . . . . .
UFCW LOCAL 633 President Dan Bondy Secretary-Treasurer Marylou Mallett Recorder Neil Hotchkiss
PEOPLE Member Profile . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Steward Profiles . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
PROVINCIAL OFFICE 2200 Argentia Road Mississauga L5N 2K7 905-821-8329 Toll free 1-800-565-8329 Fax 905-821-7144
FUNDRAISING UPDATE . . . . . . . . . . . . . . . . . . . .
2005 Havelock Walk raises $8,800 Locals’ First Motocycle Event raises $4,225 . . . . . . . . . . Three golf tournaments net $5,380 for leukemia research . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Benefits Representatives Sherree Backus, Emmanuelle Lopez-Tambasco Benefits Intake Representative Brenda Simmons
LABOUR DAY 2005 . . . . . . . . . . . . . . . . . . . . . . . .
Communnications Representatives Cheryl Mumford, Jennifer Tunney
GRIEVANCE & ARBITRATION NEWS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . HEALTH & SAFETY New lift truck training standards mandated . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
LOCKOUT Toronto IGA workers locked out by Sobeys . . . . . . . . . . . . . . . . . . . .
Health & Safety Representative Janice Klenot Senior Legal Counsel Georgina Watts Legal Counsel Michael Hancock, Naveen Mehta, Rebecca Woodrow Legal Representative Fernando Reis Organizing Representatives Steve Robinson, Kevin Shimmin
NEGOTIATIONS Compass Group workers achieve new contracts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Loeb St. Laurent workers negotiate wage and benefit improvements . . . . . . . . . . . . . . . . . . . . . . . . . . . Cuddy Foods workers achieve wage and benefit increases . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Bargaining unit at Norfolk Fruit approves new contract . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Imperial Parking workers secure improvements in new contract . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Members at Kraft in St. Davids ratify new contract . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Extra Foods workers reach new settlement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Wage & benefit improvements for Picton nursing home workers . . . . . . .
YOUTH NEWS. . . . . . . . . . . . . . . . . . . . . . . . . .
TRAINING & EDUCATION Firestone officially opens a new on-site training centre . . . . . . Local 175 now offers online courses in safe food handling. .
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Graphic design - ARTiFACT graphic design
Pay Equity Michael Duden CENTRAL EAST REGION Director Luc Lacelle Union Representatives Jehan Ahamed, Mona Bailey, Tim Deelstra, John DiFalco, Paul Jokhu, Anthony DiMaio, Rob Nicholas CENTRAL WEST REGION 412 Rennie Street Hamilton L8H 3P5 905-545-8354 Toll free: 1-800-567-2125 Fax: 905-545-8355 Director Harry Sutton Union Representatives Joe DeMelo, John DiNardo, Linval Dixon, Rick Hogue, Fernando Reis, Dan Serbin, Kelly Tosato cep Local 571
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CHECKOUT is an official publication of Locals 175 & 633 of the United Food & Commercial Workers. Web site: www.ufcw175.com E-mail: membership@ufcw175.com
SOUTH CENTRAL REGION Director Sharon Gall Union Representatives Judith Burch, Matt Davenport, Sylvia Groom, Angela Mattioli, Roy Reed EASTERN REGION 20 Hamilton Avenue North Ottawa K1Y 1B6 613-725-2154 Toll free 1-800-267-5295 Fax 613-725-2328 Director Dan Lacroix Union Representatives Simon Baker, Chris Fuller, Paul Hardwick, Marilyn Lang, Daniel Mercier, Jacques Niquet NORTH WEST REGION Room 21, Lakehead Labour Centre 929 Fort William Road Thunder Bay P7B 3A6 807-346-4227 Toll free 1-800-465-6932 Fax 807-346-4055 Director Shawn Haggerty Union Representatives Colby Flank, David Noonan SOUTH WEST REGION 124 Sydney Street South Kitchener N2G 3V2 519-744-5231 Toll free 1-800-265-6345 Fax 519-744-8357 Director Ray Bromley Union Representatives Wendy Absolom, Kevin Dowling, Angus Locke, Julie Johnston, Rick Wauhkonen TRAINING & EDUCATION CENTRE Suite 700, 1450 Meyerside Drive Mississauga L5T 2N5 905-564-2500 Toll Free 1-800-728-8902 Fax 905-564-2898 Director of Education Victor Carrozzino Education Representatives Georgina Broeckel, Gail Carrozzino, Kelly Provost-Nicholas, Ashleigh Vink, Dave White
Young workers need unions am pleased to report that the new Locals 175 & 633 Youth Leadership Development Program received rave reviews from the participants (see article on page 20). Fifteen young members attended the one-week program, from August 7-12, 2005, at our Training & Education Centre in Mississauga.
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We believe this program is an important initiative in educating youth about their workplace rights and WAYNE HANLEY involving them in their union. It is essential that we do this because today’s youth need unions more than ever. According to recent statistics – young Canadians under 25 are better educated than their parents’ generation in the ‘70s and ‘80s – but they’re paid less and have fewer opportunities of finding a job they can count on. A new report from the Canadian Labour Congress says young working men, aged 15 to 24, earn 25 per cent less than the young men in the same age group a generation ago (in real terms, adjusted for inflation). Young women do only marginally better, earning 20 per cent below what was paid to young women in the workforce thirty years ago. This decline in wages is revealed in a new statistical analysis of the job market for young workers in Canada. The report was released August 12, 2005, by the Canadian Labour Congress, to mark International Youth Day. Better Educated, Badly Paid and Underemployed: A Statistical Picture of Young Workers in Canada is available online at www.canadianlabour.ca.
President’s Message
Published six times yearly. ISSN no. 1703-3926
The study also highlights how, compared to all other workers of the same age group, young workers of colour experience higher unemployment, longer unemployment, lower salaries and fewer promotions – even when they are Canadian born and not held back by issues of language or recognition of international training credentials or work experience. Unions help to eliminate the inequities and improve wages, benefits and working conditions for youth, women, members of minority communities and others who are persistently underpaid and exploited in the workplace. By involving and educating youth about our union we nurture and mentor future leaders who will speak up for their rights – and those of their co-workers. Locals 175 & 633 members of all ages have a proud tradition of making a difference in their workplace and in their community. I encourage young workers to help themselves, and their co-workers, by becoming more involved in their union. Whether it’s participation in fundraising and other events, serving on workplace committees such as health & safety or negotiating, or representing the union in the workplace as a steward, union involvement is an effective way of forming new friendships and achieving better working conditions.
WE BELIEVE THIS PROGRAM IS AN IMPORTANT INITIATIVE IN EDUCATING YOUTH ABOUT THEIR WORKPLACE RIGHTS AND INVOLVING THEM IN THEIR UNION. OCTOBER 2005
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Secretary-Treasurer’s Message
New Local 175 program encourages youth involvement ecently I had the pleasure of awarding certificates to the first 15 graduates of our Locals 175 & 633 Youth Leadership Development Program. This is an important new initiative for our local unions – and one that we plan to continue in the coming years.
R JERRY CLIFFORD
As President Hanley noted in his column, youth need unions to achieve equitable wages and working conditions. And there’s no question that unions also need to involve youth for the labour movement to continue to be a force to be reckoned with in the future. The attitude of employers has not changed significantly from the time I started working in retail a few decades ago. My store was non-union and management expected us to work several hours of unpaid overtime every week. Wage increases were infrequent and minimal at best. It was only after we were successful in forming a union that we began to experience regular wage increases and fair treatment in the workplace. The youth that belong to Locals 175 & 633 are more fortunate than their non-union counterparts because the union fights to get them equitable wages and working conditions. Nevertheless, it is an ongoing struggle because globalization and competition from retailers like Wal-Mart puts pressure on all employers to lower wages and cut costs. As a result, conditions in many workplaces are not as good or as safe as they could be. The only way to maintain and improve wages and working conditions is through our combined strength as union activists. It is because of union activists – whether they’re stewards or committee members working to improve workplace health & safety or to negotiate a better collective agreement – that we’re able to achieve and maintain good wages, benefits and working conditions.
ARE YOU MOVING? If you are moving or planning to move, please let us know so we can continue to send you Locals 175 & 633 publications, such as Checkout, as well as important documents relating to your union membership. Please mail your new address to us at Locals 175 & 633 UFCW, 2200 Argentia Road, Mississauga, Ontario L5N 2K7, or call us at: 905-821-8329 or 1-800-565-8329. If you prefer, e-mail: membership@ufcw175.com If you participate in pension or other benefit plans, through your collective agreement, you should also notify these offices of your address change. As various workplaces have different administrators for pension and benefit plans, you will need to speak to your workplace benefits administrator to find out the contact information for these plans.
IT WILL INCREASINGLY BE THE RESPONSIBILITY OF TODAY’S YOUTH TO TAKE ON EMPLOYERS.
As older workers retire from the workforce, it will increasingly be the responsibility of today’s youth to take on employers. The union leadership is here to help. I encourage all members to get involved in the union and to take advantage of the many educational and leadership opportunities that it offers. Whether it’s participating in fundraising and other events, serving on committees or representing your union as a steward in the workplace there are many ways you can make a positive difference, both now and in the future.
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As of August 19, 2005, negotiations aimed at reaching an early renewal of collective agreements between Zehrs and other banners of Loblaws Companies Ltd. and UFCW Locals 1977, 1000A and 175 have adjourned for a “stand-down” period of no more than 90 days, on the advice of mediators. “Some progress has been made but substantial issues remain unresolved,” says Local 175 President Wayne Hanley. “It is encouraging, however, that the employer is showing signs of understanding the importance of our fundamental issues. That is why we have accepted the advice of the mediators to continue talking.”
Smooth transition expected after A&P Canada purchased by Metro Locals 175 & 633 expect to see very few, if any, changes to the day-to-day operations of A&P stores across the province following Metro Inc.’s July 2005 purchase of the grocery retailer.
UNION NEWS
Some progress made in UFCW/ Loblaws negotiations; Talks to resume within 90 days
Locals 175 & 633 win communications awards Every year labour associations in Canada and the U.S. distribute awards to various unions to recognize excellence in membership communications. This year, the Canadian Association of Labour Media (CALM) presented the awards “for outstanding achievement” to Locals 175 & 633 for: • Best audio-visual production for membership and education: “Your Union at Work” • Best flyer or brochure: “Yes we will organize Wal-Mart.” Additionally, the International Labor Communications Association (ILCA) reviewed more than 1,200 entries and chose Local 175 for the following: • A Second Award - Non-periodical Editorial Excellence: “Yes we will organize Wal-Mart.” • A Third Award - Non-periodical Editorial Excellence: “Repetitive Strain Injury” Plus the following Web site awards: • First Award for General Excellence • Second Award for Best Design • First Award for Best Navigation
“I believe that members working at A&P will be well-served in the long run by this purchase,” says President Wayne Hanley. “Both A&P and Metro operate with similar business plans focusing on full-service quality supermarkets, which indicates consistency of management for this transition and in the future.” Senior management at A&P assures that business will continue as usual as it relates to all areas of A&P Canada. As a result of the purchase, Locals 175 & 633 will now represent more than 20,900 workers across the province in approximately 258 Metro-owned stores, including Loeb, Super C and the newly purchased A&P locations including banner stores Food Basics, Dominion, The Barn and Ultra Food & Drug Mart.
“We’re pleased and proud that these initiatives were judged so highly by panels of experienced labour communicators,” says President Wayne Hanley. “Our goal is to continually improve membership communications and it’s gratifying to know we’re succeeding.”
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WORKPLACE NEWS
Local 175 members
You don’t need to find a special lottery ticket in a candy bar . . . but you must book two or three months in advance to enjoy a tour of the Cadbury Adams factory on Gladstone Avenue in Toronto. The tours, to be renewed this year, are conducted by volunteer tour guides who are Cadbury employees. They will explain the sophisticated production systems, which create millions of chocolate delights daily. The highly automated facility is staffed by more than 500 members who receive raw ingredients, and then mix, blend, pour, cool and package an array of colours, flavours and shapes of some of Canada’s top chocolate bars like Mr. Big, Caramilk, Dairy Milk, Crunchie and Wunderbar for retailers throughout Canada. It’s a busy plant with production lines constantly changing to accommodate different types of chocolate. Chief Steward Fitzroy Reid and his team of 15 stewards do an amazing job
of dealing with the many issues that arise in the plant, such as problems related to the recent transfer of the payroll system from Toronto to Texas. Health & Safety committee co-chair Joe Costa and his three labour members keep workers safe through a number of initiatives including safety bulletin boards in numerous locations throughout the plant. The committee members are identified by the green crests on their uniforms so that workers can easily find someone to discuss any concerns.
Union rep Paul Jokhu, a former Cadbury worker, still guards the Caramilk secret.
Just like the Wonka factory in the movie Charlie and the Chocolate Factory, the security is tight and only a chosen few, who don white coats and hairnets, are allowed to enter the facility. Visitors who are escorted through the plant won’t see any rivers or waterfalls of chocolate. But they will be able to watch it pouring into molds on various production lines as it’s piped from the vats on the lower level of the plant.
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WORKPLACE NEWS
and the chocolate factory
A worker uses tongs to remove non-uniform bars from the production line.
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PEOPLE
MEMBER PROFILE
STEWARD PROFILES
Guy Ledez, a 10-year member and former steward from Budget Canada, became a hero and instant celebrity after the Air France plane crash at Pearson International on Tuesday, August 2, 2005. The Tuesday shift began quite normally for Guy. He’s a Counter Service Representative and often “floats” between locations. He started the shift at the Dixie and Matheson outlet and later moved over to the office at Dixon Road and Martingrove. Shortly after 4 p.m., Guy found himself navigating his way around an airport service road, in a vicious thunderstorm, to make what seemed like an otherwise routine vehicle delivery. He was stunned to see an Air France plane skid right off the end of the runway, cross Convair Drive in front of his vehicle, and then drop into the ravine. His impression was that the plane had been struck by lighting. Guy, who had once wanted to be a police officer, didn’t hesitate. He quickly called his office to tell them a plane had crashed and that he was going to help. Guy and another bystander then ran to the edge of the ravine where they began assisting passengers escaping from the back of the plane, who were struggling, in the driving rain, to climb up the muddy and grassy slope. “I don’t know how long we were there,” he says. “You lose track of time.” As the number of passengers dwindled, Guy kept asking if there was still anyone on board … but no one seemed to know. So Guy and the other bystander ran down into the ravine and crawled and clawed their way up the emergency chute at the back of the aircraft to check the burning plane’s interior. After picking their way through the passenger cabin, which was filled with smoke, fumes
GUY LEDEZ
and assorted debris, they discovered there was no emergency chute at the front exit. The first man jumped and so did Guy – quickly – after an explosion rocked the rear of the plane. “It was a jolting wake-up call,” he says. “Suddenly it hit me that I could die.” Fortunately, Guy survived the episode without any serious injuries. As a regular jogger he had the stamina to cope with the emergency although he was hampered by his heavy and cumbersome steel-toed safety shoes. He was very relieved – as were family, friends and co-workers – to have escaped with just minor aches and abrasions. After a few days rest, Guy’s back on the job. Since the accident, he’s had time to reflect on the events and been interviewed by innumerable media outlets. Guy admits he acted without thinking on that fateful day. Now that he’s had a chance to ponder, how would he react if it were to happen again? “Hopefully, the same way,” he says. And even if it never happens again, he now has the satisfaction of knowing he was able to assist several babies and young children, as well as elderly and ordinary passengers, in what was undoubtedly some of the scariest moments of their lives.
MAXINE CARON
Maxine Caron has never assisted any babies or elderly people to escape from burning airplanes – but her dedication to helping humanity, on a daily basis, is nevertheless truly heroic. “I’ve always enjoyed helping people,” Maxine says. “Even in high school I was active in the Red Cross.” In the intervening years her commitment and ongoing work has continued. Maxine first became a Local 175 member in 1987 when she started working at the Food City (now Price Chopper) at Glen Erin & Britannia in Mississauga. She was persuaded to join the negotiating committee the next year, and then was talked into becoming a union steward. She’s continued in that role ever since.
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members, and says she’s fantastic when it comes to educating about the union and rights in the workplace. “She keeps management on their toes – and always does a great job in policing the collective agreement,” he says. In addition to the work she does in her store, Maxine is also a delegate to the Brampton Mississauga District Labour Council and on the Board of Directors of Labour Community Services Peel.
John Hinton, who is a full-time grocery clerk at the Newcastle IGA, has been a union steward from the time he started at the store six years ago.
She still continues to step forward and speak up whenever something needs to be said or done. “You can count on her,” says her current union rep John DiFalco. “She’s ever vigilant and she does everything that a good union steward should do.” “Maxine was a real inspiration during the last lockout at her store,” says her former union rep Paul Jokhu. He praises her ability to explain issues, especially to newer and younger
The latter assists people who don’t belong to a union and organizes training in union counselling. Additionally, Maxine has run as an NDP candidate in both federal and provincial elections. She never misses a union meeting, a Day of Mourning event – or any other rally or protest where she has the opportunity to lend her support to issues that affect the everyday lives of working people.
PEOPLE
After being out of the workforce for a while, Maxine started working at the Price Chopper in Shoppers World in Brampton. From past experience she knew that union activists weren’t always popular with management and so she vowed to keep quiet and stay in the background – at least until her probation period was finished. But during her first day on the job, a co-worker was fired. There was no steward in the store, and so the union called Maxine to intervene, which of course she did.
JOHN HINTON
He helped to organize his co-workers the year after he began working there and regularly attends steward conferences. John was instrumental in achieving the first union contract and has been on the negotiating committee in all subsequent sets of bargaining. “There are many benefits to belonging to Locals 175 & 633,” he says. “Guaranteed wage increases, job security and a grievance procedure are especially important to the members in our workplace.”
Fitzroy Reid came to Canada from Jamaica and began working in the receiving department at the Cadbury plant in 1978. He became a union steward in 1986 and then assistant chief steward in 1988. For the last 15 years he has been the chief steward in a plant that has more than 500 members. He is also an elected vice-president at large representing the Local 175 membership on the local union’s executive board. “Fitzroy is well-liked by the members and respected by management,” says Union Rep and former co-worker Paul Jokhu. Fitzroy says he enjoys helping members and finds his role as a union steward very satisfying. He says it’s important for new stewards to read and understand their union contract, take steward’s training, and listen and learn. “Most important,” he says, “is to get back to members and keep them informed concerning their complaints, and you will last as long as I have.” He adds that building good relationships with members and management is the key to getting things done. The Cadbury contract expires in December 2005. Once again Fitzroy will serve on the negotiating team by virtue of his position as chief steward.
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FUNDRAISING
Fundraising Update 2005 Havelock Walk raises $8,800 The 9th annual Havelock Walk, on June 12, 2005, was in memory of Carrie Greenhalgh who died of leukemia. The walk raised $8,800, for a nine-year total of more than $90,000.
Retired staff member John DiNardo awards Banty’s Roost Golf prize to Ralph Macchio.
Walk organizers Sharon Haines (left) and Michele Ellis (far right), who are stewards at the Havelock IGA, were joined by the family of Carrie Greenhalgh, who are mother Eileen, father Gary and sister Jess.
Local 633 Executive Board member Brad Wigle and his wife Lorie sold tickets at the Windsor tournament.
Locals’ First Motorcycle Event raises $ It may have been a drizzly Sunday, but spirits were high for the First Annual Charity Motorcycle Ride in support of the Leukemia & Lymphoma Society of Canada (LLSC).
Starting from the Locals 175 & 633 Mississauga office, the riders wound their way through the back roads of Halton and Peel Regions and toured the Forks of the Credit, just south of Orangeville.
“I want to thank the riders and sponsors for their participation and con- “This was a fantastic day. It exceedtributions,” said Local 175 President ed my expectations,” said Richard Wayne Hanley, who also participated McNaughton, President of UFCW in the event. The ride, held on Sunday, Local 333 and one of the many ride August 14, raised $4,225 for leuke- sponsors. “Count me and my friends mia research and included a variety of in for next year.” motorcycles, from scooters to Harleys.
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On June 4, 2005, Kraft members, staff and friends gathered for a tournament at the Exeter Golf Course. They raised $900. The 6th annual Windsor Tournament, on Saturday, August 20, 2005, was once again a great success. Eightytwo golfers weathered a thunder and lightning storm in the club house but were back on the course within the half hour. Thirty-two hundred dollars was raised, thanks to the many loyal and generous supporters. Over the last 6 years this event has contributed almost $20,000 to find a cure for leukemia. One hundred members, staff and guests enjoyed a fine day of golf at the Locals 175 & 633 annual Toronto-area members tournament held on Sunday, August 21, 2005 at Banty’s Roost in Caledon East. The Bill Hanley Commemorative Trophy was awarded to Angelo Ciani of Cargill Foods with a low gross score of 76. The ladies low gross winner was Georgina Watts, Legal Department,
HEALTH FUNDRAISING & SAFETY
Three golf tournaments net $5,380 for leukemia research
Participants in the Kraft Exeter tournament included, from left, Dennis Arseneault, Plant Chair, Kraft Exeter, Ila Bowerman, Kraft Canada, Wendy Absolom, Union Representative and Steve Voros, A & P Store #118. who scored 90. Al Wall of AIL Canada, with a 70, won the Dennis Sexton Commemorative Trophy for low net. Kelly Provost-Nicholas of the Training & Education Centre and Georgina Watts took the honours for Women’s Longest Drive and Women’s Closest to the Pin. Darren Foss, Coca-Cola and
s $4,225
Ralph Macchio, A&P won for Men’s Closest to the Pin. Mike DeMarco, Cargill was awarded the Most Honest Golfer Trophy for a score of 139. Ralph Macchio also won the putting contest. A total of $1,280 was raised to benefit leukemia research.
David White, Event Organizer, joins Local 175 President Wayne Hanley, Fred Peliti, WAN group, Local 333 President Richard McNaughton and his friend Cheryl Dmytruk.
For their generous support, each rider received an official ride t-shirt, a raffle ticket for a chance to win one of many prizes and an all-you-can-eat breakfast buffet upon their return from the ride. Plans are already underway for next year’s ride, which promises to be even bigger and better. So motorcycle enthusiasts, mark your calendar early for August 2006 as it promises to be an exciting ride. The exact date will be announced closer to the event. For those wishing to support this excellent cause, we still have a limited number of t-shirts available for $20 each. Please contact Dave White at dave.white@ufcw175.com for more information.
OCTOBER 2005
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LABOUR DAY
Labour Day All across Ontario, members of Locals 175 & 633 marched and mingled with other union members at parades, picnics and other festivities in celebration of the achievements of organized labour. Thousands participated for many reasons. They marched proudly, with families, friends and co-workers to represent workers, express solidarity, speak out against injustice, and remember co-workers and family who have passed on. They were joined by friends of labour – including, in Toronto, NDP Federal Leader Jack Layton and Mayor David Miller – who applauded the contributions of working men and women and urged continuation of the fight for fair wages and benefits for all, through union solidarity and union organizing. Locals 175 & 633 is at the forefront in the battle to achieve justice for working people . . . and their message for labour day, and throughout the year is: “Yes we will organize Wal-Mart . . . Wal-Mart workers have rights too!”
KENORA
SUDBURY CORNWALL
WATERLOO
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Luis Valte (left), a 17-year Cadbury member and Caramilk line operator brings his family to the parade every year as an expression of worker solidarity.
LABOUR DAY HEALTH & SAFETY
y 2005
Secretary-Treasurer Jerry Clifford chats with Ahmed Hussein, who is chief steward, Hertz counter, at Pearson International in Toronto.
TORONTO
Elizabeth Fiori (centre) and Susan Henderson, both of A&P Collingwood, are marching in memory of Elizabeth’s dad, “who never missed a labour day parade.”
Piroska Mezei (centre) with her son and co-worker, Edgar Guillen, who work at Kraft Primo are marching to represent working people and support the union.
HAMILTON
President Hanley serves burgers and hot dogs at the Hamilton parade.
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GRIEVANCES
GRIEVANCE & ARBITRATION
NEWS
After months of hearings, the Ontario Labour Relations Board (OLRB) ruled in favour of 16 members at the Northdale Manor in New Liskeard. They won the right to bargain collectively under the Hospital Labour Disputes Arbitration Act (HLDAA) after Local 175 argued their case. HLDDA, which applies to hospitals, nursing homes and other care facilities, enables workers to achieve equitable wages, benefits and working conditions, without strikes or lockouts. The employer had tried to argue that the facility was merely a retirement residence, and therefore outside the scope of HLDDA. The members ratified their first agreement on May 24, 2005.
At Conagra Foods Canada in Niagara Falls, individual and group grievances were filed complaining of improper layoff and scheduling of employees in the sanitation department. Local 175 submitted that certain members had lost wages that would have been earned if the company had properly applied the layoff and work scheduling language of the collective agreement. The arbitrator agreed with the local union and ordered the company to pay the adversely affected employees a total sum of $29,988, within 45 days. The amounts ranged from $306 to $1,836 for each of the 35 workers affected.
At The Richmond retirement home in Belleville, a member was awarded compensation and the position of full-time healthcare aide/personal support worker (PSW) after the union filed a grievance on her behalf. The employer had elected to hire another worker with less seniority for the job posting, because the latter had more recent experience working as a PSW. The arbitrator, however, noted that the determining factors were skills and ability, with seniority governing where the former were relatively equal. Because the employer did not establish that the more junior employee did, in fact, have greater skills and ability, it was required to award the position to the grievor.
An injured worker in Brampton received $1,500 in damages after an arbitrator ordered the employer to honour the minimum four-hour pay period in the collective agreement. The grievor was being accommodated on light duties and compensated by the WSIB for the loss of four hours of an eight-hour shift. The employer contended that it was not necessary to pay the four-hour minimum because the WSIB was already paying her a four-hour loss of income benefit. The arbitrator agreed with the union’s position that the company could not discriminate because the worker was receiving WSIB payments and ordered it to pay both damages for past inequities and a four-hour minimum on all future shifts.
At a manufacturing plant in Toronto, a worker challenged his suspension and unjust discharge. During his shift, he had allegedly argued with his supervisor, to the extent he was asked several times to leave the plant. At a subsequent meeting, which took place with the assistance of an interpreter, he requested a layoff. When the company refused the request he subsequently quit his job, according to the employer. When the union rep spoke with the grievor’s wife, however, she made clear his desire to return to his job. The rep therefore filed a grievance on behalf of the member challenging the unjust discharge and noting that the grievor did not quit. The legal test of “quit” requires that an employee can only lose the benefits of his job, under a collective agreement, by some objective acts, which show that he really means what he says and that he appreciates the significance of what he is doing. The arbitrator found that the grievor did not quit and therefore ordered that the grievor be reinstated to his job by June 20, 2005, without loss of service or seniority.
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Members at the hotel elected to join the NDF in 2004, so they could receive extra assistance in the event of a strike or lockout. By joining, the workers receive an extra $100 if they are on strike or locked out. As well as the $100, which is in addition to the picket pay from Locals 175 & 633, the NDF pays for strike-related materials such as signs and advertising. The NDF membership gives members more bargaining clout, which is why they agreed to invest an extra $2 per week to belong to the fund. Rainy Lake Hotel was legally required to make payroll deductions and remit regular payments to the Union. But the hotel refused to do so, effectively weakening the workers’ position should a strike or lockout occur. The arbitrator, however, backed up the workers and our Union. He ordered the hotel to send the overdue payments, in the amount of $2,420, to the Union “forthwith.”
An arbitrator ordered a worker in Kingston returned to his former position after his employer transferred him to another department against his will. The employer posted the notice of job openings, for which it received applicants. Subsequently it removed the posting and informed the grievor, who had not applied, to report to one of the posted positions on the next day. The arbitrator ordered the company to repost the position and return the grievor to his previous regular job.
Fifty-nine workers at Hunter Douglas in Brampton received an extra day’s pay after Local 175 filed a grievance on their behalf. The company put them on layoff, effective December 31, 2005, but gave them notice only on December 29, paying them for just December 30 and January 1. Their collective agreement requires the employer to provide two working days notice of change in their regular schedule. The arbitrator deemed the layoff to be a change in working schedule and required the company to also pay the workers for December 31, in lieu of the second day’s notice.
As a result of Local 175’s intervention, an arbitrator ordered Cancoil Thermal Corporation in Kingston, to reimburse two workers for a three-day suspension and remove the discipline record from their employee files because the employer failed to include the union steward in the initial disciplinary meeting. The arbitrator also noted that there was no specific evidence of a written policy against talking in the workplace.
ARBITRATIONS
Members at the Rainy Lake Hotel in Thunder Bay can feel more secure now that an arbitrator has ordered the employer to make contributions to the UFCW’s National Defence Fund (NDF).
The two members were accused by the general manager of having a non-work related conversation. They were subsequently ordered to a meeting, individually, in the office of the operations manager. Both admitted that the conversation was not related to their work duties. Then the supervisor asked the human resources manager to convene a meeting later in the day so that the union steward could be present, as required by the collective agreement. The employer claimed the discipline was necessary as it had a “zero-tolerance” policy regarding non-work-related conversation. It said such conversations were tantamount to stealing time from the employer. The arbitrator said an employer has a responsibility to ensure that certain types of work tasks are performed properly and safely, with the workers’ undivided attention and focus. He said, however, that workers are human beings and not machines capable of 100 per cent focus and attention all the working time. He also noted that some duties do not require 100 per cent focus and attention and that such an absolute prohibition against personal conversation could be unreasonable. He suggested such a policy is likely to create a tense and stressful workplace, which “in the long run, is not in the employer’s or the employee’s best interests.”
An arbitrator ordered a Kingston employer to pay two Local 175 members for an additional two days of compassionate leave, after they filed a grievance. Although the grievors were entitled to three days under the terms of the collective agreement, the employer paid them for just one day. But this particular collective agreement provided for three days leave and no less. The union argued, successfully, that the three-day leave provision was intended to give employees ample time away from work to deal with family and personal issues. The arbitrator ruled that the employer must pay for the three-day leave as the workers met the criteria for seniority and having lost time from work to attend the funeral of the deceased family member.
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HEALTH & SAFETY
New lift truck training standards mandated Lift trucks are used in thousands of workplaces and continue to be a significant cause of injuries. In the most recent year for which statistics are available, 2003, there were six fatalities and more than 2,400 injuries attributed to the use of lift trucks. The Ontario Health & Safety Act requires a lift truck operator to be competent. The Canadian Standards Association (CSA), which develops standards to enhance health and safety establishes the criteria for the operator to achieve the competent level. In May 2004, the CSA published a new safety standard. As a result, anyone operating a lift truck, which falls within the specified classifications, must obtain the type of training specified by the standard. The following information about the CSA Standard (B33504 – Safety Standard of Lift Trucks) is from the CSA Web site. This standard applies to lift truck Classes 1, 2, 3, 4, 5, and 7; in addition, certain clauses apply to Class 6 vehicles, non-powered high lift trucks, and personnel and burden carriers. “Annex B” in the standard product manual provides a listing and description of classes. The purpose of this Standard is to promote lift truck safety and minimize the risk of injury to workers by specifying the essential elements of a lift truck safety program and prescribing requirements with respect to lift truck design and construction, maintenance and inspection, safe operation, and operator training. Clause 6 of the standard provides minimum requirements for initial and ongoing familiarization and upgrade training in the operation of lift trucks, including any of their attachments. It specifies that operators must receive retraining at intervals not exceeding three years. Retraining shall meet the requirements in Clause 6, which covers seven pages of specific knowledge and skills that must be taught to lift truck operators. The standard also outlines the minimum qualifications for trainers and maintenance technicians and details requirements for inspection, maintenance, and repair of lift trucks and their attachments.
The purpose of this Standard is to promote lift truck safety and minimize the risk of injury to workers The new Standard also sets out general safety practices, which must be adhered to, specifically: • Users shall ensure that lift truck operators are trained and aware of all manufacturer-supplied instructions and warning materials. • Users shall ensure that any addition or modification to a lift truck is approved by the manufacturer or a professional engineer (in accordance with the technical safeguards specified in Clause 4.8.7) and that the lift truck operators are adequately trained in the effects of the changes on the operation of the truck.
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Members at the Sobeys-affiliated IGA at 3400 Dundas Street West in Toronto were locked out at 12:01 a.m. on August 25, 2005, after the union negotiating team refused to give in to the employer’s demands for major concessions. Only security guards remain on duty at the front of the building. The doors are locked leaving both workers and customers out on the street.
IGA LOCKOUT
Toronto IGA workers locked out by Sobeys
“They’re trying to take everything away from us … things we’ve negotiated for over the years,” says Negotiating Committee member Sandra MacEachern. The scrooge-like employer wants to reduce pensions, eliminate paid sick days, cut the daily rest period to one ½ hour unpaid break, reduce vacation time and weaken union seniority. It’s also demanding that workers now pay half the cost of their uniforms – and is refusing to grant even minimal wage increases. “The employer wants to gut the collective agreement,” says Union Rep Linval Dixon. “And that’s clearly unacceptable to these men and women who are working hard to support themselves and their families. They’re prepared to fight for a good contract, and the Union will support them for as long as it takes.” Local 175 and the employer met for five days, since negotiations started on July 4, prior to the August 24 expiry of the current contract, which covers 90 bargaining unit members.
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NEGOTIATIONS
For all the most recent UFCW news, including negotiations, visit our
Compass Group workers achieve new contracts Two groups of foodservice workers, who are employed by Compass Group Canada (Beaver) Ltd., recently ratified new contracts. The members at George Brown College ratified their new three-year agreement on June 3, 2005. Highlights include: • A 5.5 per cent wage increase over the term of the agreement. • Employer to contribute 1 per cent of a worker’s weekly earnings to an RRSP plan. • A 50/50 co-pay dental plan plus increases in Life Insurance and Accidental Death & Dismemberment (AD&D) coverage. • Improved language covering steward representation, subsidized food consumption and sick leave. Union Negotiating Committee: Karen Lam and Union Rep Linval Dixon. A second group, working at Bruce Power, ratified a new two and a half year contract on July 15, 2005. It includes: • Wage increases of 3 per cent retroactive to May 1, 2005, and another 3 per cent on both May 1, 2006 and 2007, plus additional premiums for specified work, accreditation and long-term service. • Vision coverage benefits will include family where applicable and eye exams are covered to a maximum of $35 per family member once every two years. • Improved language regarding steward representation, as well as permanent and temporary job postings. Union Negotiating Committee: Francine Gagne, Nancy Pierunuk and Union Rep Angus Locke.
Loeb St. Laurent workers negotiate wage and benefit improvements
Cuddy Foods workers achieve wage and benefit increases
On June 13, 2005, members at Ottawa’s Loeb St. Laurent grocery store ratified a new threeyear collective agreement with:
On June 4, 2005, the approximately 100member bargaining unit at Cuddy Foods in London secured a new four-year agreement, which includes:
• Increases to the end rates of 30 cents per hour, for both full-time and parttime workers, retroactive to May 1, 2005, with additional increases of 35 cents per hour in 2006, and another 35 cents per hour in 2007. • Red-circled workers receiving lump sum payments of $900 in the first year, $950 in the second year and $950 in the final year. • Workers scheduled on a “Courtesy Cashâ€? shift receiving a shift premium of 75 cents per hour. As of July 1, 2005, the workers gain a new Benefit Plan. The company will contribute 65 cents per hour, for all full and part-time workers, to CCWIPP and agrees to post all part-time job openings on the designated bulletin board.
• Wage increases of $1.30 per hour to Groups 1, 2 & 3 and $1.70 to Groups 4 & 5, over the term of the agreement, with the first raise retroactive to June 2, 2005. • Increased starting rate. • Increased Life Insurance and AD&D coverage to $50,000 per worker plus increases in family life insurance coverage. • Improved language regarding negotiating and health and safety committees, steward representation, grievance filing, hours of work and overtime, seniority, layoffs and recall, and job postings. Union Negotiating Committee: Bob Geromette, Gord Gripp, John Keys, Gary Wightman and Union Rep Kevin Dowling.
Union Negotiating Committee: Oscar Arrieta, Gaetan Quesnel, Union Rep Daniel Mercier and Eastern Regional Director Dan Lacroix.
Bargaining unit at Norfolk Fruit approves new contract On July 14, 2005, members at Norfolk Fruit Growers in Simcoe ratified a new three-year collective agreement. Contract highlights include: • Wage increases totalling 80 cents per hour. • An additional 5 cents per hour, as of June 29, 2005, for workers categorized as A or B. • Increases in life insurance and vision care coverage, as well as company contributions to CCWIPP. • Improved contract language covering grievance procedures, dues and holidays as well as several renewed letters of understanding. Union Negotiating Committee: Albert Helmer, Nancy Holliday, Kathy Sherman and Union Rep Rick Hogue.
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W
Web site: www.ufcw175.com.
Members at Kraft in St. Davids ratify new contract Imperial Parking workers secure improvements in new contract Members at Imperial Parking Canada Corporation ratified a new three-year agreement on June 21, 2005. Highlights include: • A 3 per cent increase, in each year of the agreement, for workers at the top rate of progression. • An immediate increase of between 54 cents and 73 cents per hour for attendants and Customer Service Representatives, maintenance and valet staff in the progression grid. • A Patroller Bonus Incentive Plan, rolled into the hourly wages, providing an increase of $1.25 per hour immediately for Patrollers at top rate. • Two new classifications – Loading Dock Attendant and Customer Service Representatives – will create new jobs. • Improvements in bumping rights, night shift premiums, safety shoe allowance and pay for unused sick days. • A 5-cent per-hour cleaning allowance will be paid to all workers. • Part-time workers completing more than 24 hours per week, for 12 consecutive weeks, will be moved to full-time. • Language improvements covering seniority, bereavement leave, video surveillance, uniforms, job postings and health and safety. Union Negotiating Committee: Daud Hassan, Ali Mal, Ahmed Mohamoud, Alex Ng, Asgar Savani and Union Rep John DiFalco.
Members at the Kraft Nabisco plant in St. Davids secured a three-year contract at a ratification meeting held July 9, 2005. Highlights include: • Wages increase by 3 per cent retroactive to March 2, 2005, 2.5 per cent in the second year and 2.5 per cent in the final year of the agreement. • Contributions to the company pension plan increase by $1 per month in each year. • All regular workers are now eligible for retirement benefits whereas previously a worker had to have 10 years service as regular status when you retired. • Improved language covering grievance procedure, layoff, job postings and the posting of labour schedules, plus increases in the tool and shoe allowances.
Extra Foods workers reach new settlement Members at Extra Foods in Dryden ratified a new four-year agreement on July 13, 2005. The 50 retail grocery workers secured the following:
NEGOTIATIONS
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• Wages increase between 3 and 4 per cent. • All workers receive a lump sum payment of $100-$400, based on hours worked. • Vacation entitlement improves to a maximum of seven weeks paid vacation for those with 25 years of service or more. • Company contributions to CCWIPP and the UFCW Trusteed Dental Plan will both continue to increase throughout the agreement. Union Negotiating Committee: Danielle Allin, Susan Fielder, Melanie Landrie and Union Rep David Noonan.
Union Negotiating Committee: Andy Spryut, Kevin Fedorchuk, Bill May, Linda Munn and Union Rep Kelly Tosato.
Wage & benefit improvements for Picton nursing home workers Members at the Picton Manor Nursing Home ratified a new three-year collective agreement on July 5, 2005. Highlights include: • Wage increases totalling $1.25 cents per hour. • Registered Practical Nurses (RPNs) receive special wage adjustment increases of 50 cents per hour in each year of the contract. • Contributions to the dental and pension plans each increase by a total of 6 cents per hour over the course of the agreement. • New language provides a weekend shift premium of 10 cents per hour for all hours worked between 11 p.m. Friday and 11 p.m. Sunday, increasing to 20 cents on January 1, 2007. Union Negotiating Committee: April Irvine, Cindy Pilon and Union Rep Marilyn Lang.
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YOUTH NEWS
YouthNEWS www.ufcw175.com - e-mail: youth@ufcw175.com
Fifteen young people representing a cross section of Locals 175 & 633 workplaces participated in the locals’ first Youth Leadership Development Program. They attended workshops about the union and union organizing; learned about politics and globalization; experienced opportunities to better develop their leadership skills; and explored ways of becoming more involved in their union. “Our future depends on our ability to involve young people in the union movement,” says Local 175 Pre-
Comments from the program’s participants included: I think that continuing with education long after graduation is important. Learning for the workplace is certainly very important and I found that this course was very useful. I will think about my job differently and spend more time promoting and studying my union. Josh Voros – Food Basics, Stratford I found this experience very helpful. The stuff I have learned will help me in my entire life, not just for a little. It really makes you realize how lucky you are to work in a workplace with a union. You don’t know it until you see what non-union workplaces deal with. Kristy Kelly – Food Basics, Lindsay
sident WAYNE HANLEY. “We need them and we know that young people desperately need unions.”
It was a great learning experience. Everyone in the class was a ton of fun. All the instructors were awesome! Neil Johnston – Aeroguard, Thunder Bay My experience in this course was amazing. I learned so much stuff. I thought I knew a lot about the union before coming here but by the end of the week I was amazed about how much I didn’t know. Thank you for letting me have such a good experience. Jessica Marcotte – Zehrs, Windsor
Youth program participants enjoyed watching skits about the workplace . . .
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YOUTH NEWS
Rave reviews for Local 175’s new youth program
Participants in the first Youth Leadership Development Program were, front row, from left: Mike Johnston, Aeroguard, Thunder Bay; Chris Valente, Aeroguard, Thunder Bay; Neil Johnston, Aeroguard, Thunder Bay; Mike Racaniello, Food Basics, Mississauga; Darren Mullin, Fortinos, Ancaster; Kristy Kelly, Food Basics, Lindsay. Back Row: Kelly Provost-Nicholas, Instructor; Cody Osmon, Coca-Cola, Barrie; Eric Morin, Loeb, Ottawa; Laura Morton, A&P, Georgetown; Jessica Marcotte, Zehrs, Windsor; Nathan Monson, Food Basics, Brampton; John Roman, Food Basics, Hamilton; Jennifer Worotny, Food Basics, Windsor; Derek Jokhu, Budget Car Rental, Rexdale; Josh Voros, Food Basics, Stratford.
. . . such as Mike Johnston (seated, in the role of a worker) reminding management (performed by Chris Valente) that he must respect the collective agreement.
Secretary-Treasurer Jerry Clifford (shown above with Cody Osmon – Coca-Cola, Hamilton) gave each participant a certificate for the successful completion of the Youth Leadership Development Program.
OCTOBER 2005
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TRAINING & EDUCATION
Firestone officially opens a new on-site training centre On July 14, 2005, the Firestone Textiles plant in Woodstock celebrated the grand opening of their new on-site Training & Development Centre. Staff, management, and guests from the community and the Union were on hand to tour the new facility and discuss expectations of the program. Guest speakers included South West Regional Director Ray Bromley and UFCW National Rep and Co-Chair on the Textile Human Resources Council (THRC), Jean-Pierre Olivier.
Fibres and yarn manufacturing plus the knitting and weaving processes are key content areas workers will study . . . . . . to facilitate work in the high tech facility.
The Firestone facility is the first of its kind to open among several textile plants with training centres in development. Staff members from the THRC were on hand to describe the new facility and the types of programs that will be offered. The THRC is the organization that, along with support from Local 175, created the professional and personal development courses offered to Firestone workers at this centre. President Wayne Hanley is a member of the THRC Board of Directors. “The members at Firestone will have access to the courses offered through their union at their new training centre as well,” says President Hanley. “We look forward to co-operating with the THRC and Firestone on this project. The support from everyone has been great and I have high hopes for the success of this program.” “The training centres are really the cornerstone of the program we have,” says John Saliba, Executive Director of the THRC. “The training sites actually enable workers in
the textile plants to have access to these programs right on the shop floor. This way they can get around hectic work schedules and even workers in textile companies outside major urban areas can participate.” The integrated, structured approach to training includes essential skills, technical training, textile manufacturing skills plus, personal and professional development programs.
The Union’s committee members, which helped facilitate and promote the new Firestone training centre, are, from left: Union Rep Rick Wauhkonen, Firestone worker Tammy Crane, Firestone Union Steward Terry Morrisson, South West Regional Director Ray Bromley and Firestone workers Geoff Arden and Jason Kramer.
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TRAINING & EDUCATION
Local 175 now offers online courses in safe food handling Food Safety has become a global issue of increasing importance. People working in food-related industries need training that explains the causes and symptoms of food-borne illnesses, and also teaches the ways that they can be prevented. Accordingly, the Local 175 Training and Education Centre (TEC) offers four new courses especially for members working in the food and retail sectors. The courses help to develop a deeper understanding and awareness of the sector’s importance in our economy and the necessity for meeting local and international compliance regulations. These are in addition to the 16 new health and safety courses introduced in January 2005 and a number of long-established more general health & safety courses. To reach as many members as possible, the courses are offered online. The first, which started on March 7, 2005, is An Introduction to Health and Safety in the Food Sector. Participants learn how to make their workplaces healthier and safer by maintaining and enhancing safety protocols. Issues covered include: toxic substances, provincial and federal legislation, and infectious diseases Safe Food Handling began on April 4, 2005. It was developed for members who want to prepare for safe food handling certification. Topics include food contamination, harmful bacteria and food safety polices. It contains information about the causes of food-borne illnesses and outlines proper food handling methods. An Introduction to the Food and Retail Sector in Ontario, started on May 3, 2005. It deals with the food sector as a whole and covers topics that apply to workers in all parts of the industry. The last course is An Introduction to HACCP (Hazard Analysis and Critical Control Points, which started on June 7, 2005. It familiarizes participants with the HACCP concept and program development. Content includes history, principles, microbiology of food and food-borne illnesses and sanitation. To obtain more information, including the next course start dates, contact the TEC at 1-800-728-8902 ext. 221 or register online at: www.ufcw175.com/html/preregister.htm
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Return postage will be paid by: UNITED FOOD AND COMMERCIAL WORKERS Locals 175 & 633 2200 Argentia Road Mississauga, Ontario L5N 2K7
Canada Post Corporation Publication Agreement No. 40064671
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