Volume X, No. 1 Spring 2001
Simcoe Stewards Training ...pages 5 and 6 Negotiations ...pages 7 to 12 Victory at Pearson Budget ...page 10 Quebec City ...page 12 Youth News ...page 15 Stewards Seminar ...pages 13 and 14
Strength and Unity in Simcoe Canada Post Corporation Publication Agreement No. 1501380
April 28th Day of Mourning for Workers killed or injured on the job On average, 1 Canadian worker out of 13 is injured at work. Workers’ compensation boards recognize approximately 800 work related deaths every year or approximately two per day.
the body most often injured (29%) followed by wrists, hands and fingers (20%).
The most frequent types of accidents on the job are contributed to overexertion (30%) followed by being struck Time-loss injuries rose by an object and falls 1.4 % from 1993 to (15% each). 1994. Canadian workers put in approximately Close to 17,000 work3.5% more time at their ers between the ages of jobs in 1994 than in pre- 15 and 19 are injured ceding years. each year. Most of these workers still Sprains and strains attend school and work account for 45% of all at part-time jobs. injuries reported to workers’ compensation Contact the Union office boards across Canada. for more information The back is the part of about Day of Mourning. From the Canadian Labour Congress web-site: www.clc-ctc.ca
Local 175 Mourns the Passing of Mary Linton, Elizabeth Clifford and Alex Andress Members, Officers and Staff of Locals 175 & 633 were deeply saddened by the death of Mary Linton, wife of Communications Representative Bob Linton. Mary passed away on March 4, 2001 after undergoing surgery for a brain tumor. Mary was a very active, outgoing and caring woman. As a full-time nurse, she worked tirelessly for the welfare of her patients and co-workers. Mary was extremely dedicated to her two children, Darcy and Emma. Last month, we were also saddened by the death of Elizabeth Clifford, mother of Central-West Regional Director Jerry Clifford. She will be missed by many. It was then with deep sorrow that we learned of the sudden death of Alex Andress, brother of Secretary-Treasurer Jim Andress. Alex passed away at the age of 67 due to a heart attack. Alex was very active with the London Transit Workers and was on several negotiating committees. On behalf of the members, officers and staff of Locals 175 and 633, we offer our condolences to the family and friends of Mary, Elizabeth and Alex.
On The Cover Stewards at Simcoe Good Humor: (l-r) Glenn Broughton, Chief Steward Wayne Jennings, Jim Penfold, Judy McKenzie, Paul Sheppard, Stephanie Scott, Howard DeMerchant, Tim Dedrick and Union Rep Larry Bain. This picture was taken during a stewards educational program organized by Local 175 at the Little River Inn in Simcoe on March 19th, 2001. 2
President’s Message Prime Ministers and Presidents from across the Americas will be meeting in Quebec City this month to discuss plans to expand free trade south of the Mexican border. They will be talking about privatization, big corporate profits and the end of state regulation. They will not be talking about workers’ rights, a clean environment, public health care or democracy. According to free trade advocates, these social concerns just get in the way of big business profits. Yet democracy, a living wage and a safe workplace are not simply ‘concerns’ - they are things you and I depend on every day. Since the Free Trade Area of the Americas (FTAA) is setting out to roll back many of the rights and freedoms we all cherish, there will be thousands of workers, students and activists also going to Quebec City to protest the FTAA meeting. While we need to protest against international free trade and its implications for people and the environment, we also need to fight for our rights locally and in
our workplaces. In fact, your Union is working every day to ensure that multi-national and national companies do not trample the rights and gains of our members. Local 175 is an expert among Canadian labour in dealing with large corporations. In an era of free trade rhetoric and expanding corporate control, we need our Union in the workplace and in our communities now more than ever. Many of our members are employed by multi-national companies. Without the Union, these members would have no guarantee of fair wages, benefits, a safe workplace or grievance system. And under free trade, the right to even join a union is in serious doubt. That’s why Local 175 constantly strives to get the very best for its members who are employed by multi-national companies. And that’s why our Union works hard to organize non-union workers as well - because we believe people should always come before profits. When you get past the headlines about the FTAA,
Wayne Hanley the police and the protesters, remember that your Union is working on the ground to fight for workers’ rights each and every day. When Local 175 goes into negotiations or arbitration with your employer, we demand that they invest in our members and in our communities. We demand that members get the respect and compensation they deserve. No matter how successful we are in stopping the expansion of free trade, your Union will continue representing workers in multi-national and national companies both big and small, with strength and solidarity. Ensuring the rights of people come before free trade will often involve debate and protest. It will also depend on how hard your Union works to represent your voice in the workplace. Local 175 is there for our members both at work and in the global community. 3
Members at Steff-Kim Lodge Win Freedom from Violence and Abuse Local 175 members at SteffKim Lodge in Ottawa recently achieved a major advancement in health and safety in their workplace. The nursing home employees ratified a new contract at the end of last year. The agreement included across the board wage increases, an improved uniform allowance and courses paid for by the Lodge. The contract also included, for the very first time, a "No Violence or Abuse Policy." This clause protects employees from aggressive or violent residents at the nursing home. Before the new contract, there were no avenues available for Steff-Kim workers to protect themselves from physically abusive residents. Now, employees can report violent incidents to a joint labour-management committee and seek safeguards, legal help or reimbursement for damaged clothing or eyeglasses. The clause also means that residents who are violent towards employees can be transferred to another facility. The members at SteffKim Lodge have achieved a victory in health and safety that is virtually unheard of in most nursing homes. Union rep Marilyn Lang joined Jennifer Enkel, Tim Murphy and Luc Lacelle in the recent round of negotiations between Steff-Kim and Local 175. Lang has worked 16 years in nurs4
ing homes and knows how dangerous the conditions can be for employees. While residents are protected by management, the police and doctors, employees are actually expected to put up with violent outbursts from residents. According to Lang, members have suffered broken arms, bites and damaged eyeglasses from such outbursts. The standard across the nursing home industry seems to be blind acceptance of abuse and violence in the workplace. In one incident last year at SteffKim, an employee was disciplined for simply defending herself from a violent resident. The member was accused of abuse even though the initial actions of the resident were not questioned. Lang decided that enough was enough. If nursing homes refused to guarantee a safe workplace for their employees, then it was time for the union to set a positive example. Lang remembers how she attended a women's conference in Calgary a few years ago, where a resolution was adopted to protect nursing home employees from violence in the workplace. The union's bargaining team at Steff-Kim agreed that a No Violence or Abuse Policy was exactly the kind of improvement members should demand in negotiations. The
employer acknowledged that the request was a progressive step forward and the clause was adopted. The policy includes improved contract language, a joint labour-management committee, violent incident reports and a requirement that the Lodge replace any personal articles damaged by a violent resident. Lang says that at least one member has already benefited from the new policy. An employee reported to have suffered a black eye as the result of a resident lashing out. To the member's surprise, the authorities were contacted, she was given medical attention and the resident was escorted to another facility. Many union stewards in nursing homes have expressed their appreciation that Local 175 has established a new protocol that guarantees a safer workplace, not only for residents and the employer, but for employees themselves. Where employers and governments have often failed to protect nursing home employees, Local 175 members at SteffKim Lodge have used collective bargaining to achieve real and effective health and safety measures. Editor’s Note: Since the Steff-Kim settlement, two more Local 175 units have added No Abuse clauses to their collective agreements. Please see Negotiations Update.
Strength and Unity at Simcoe Good Humor
(l-r) Glenn Broughton, Judy McKenzie, Wayne Jennings and Jim Penfold in Stewards Educational last month
Local 175 members at the Good Humor/Breyer’s ice cream plant in Simcoe recently elected a new slate of stewards. The elections were very democratic, with a high level of membership participation. The new stewards bring renewed energy and strength to our Union’s presence in this important food processing plant. Unilever is the parent company of Good Humor/Breyer’s and is a multi-national company based out of the United States. The plant in Simcoe produces Good Humor and Breyer’s ice cream for all of Canada. When Unilever bought the plant from Beatrice in 1995, the workforce in Simcoe was approximately 80 people. After the purchase, Unilever began closing its ice cream operations in other
parts of Canada and expanded the Simcoe plant to become its sole ice cream producer in the country. The expansion has been rapid and today there are more than 425 members working at the plant. The new stewards come from a broad range of candidates. According to John Fuller, Executive Assistant to the President of Locals 175 & 633, the elections saw “everybody electing everybody,” with the membership feeling very satisfied that the new group of stewards will effectively represent their interests in the workplace and at the bargaining table. It was especially good to see a high number of women running in the election. Congratulations to our new stewards at Simcoe Good Humor! They are as follows:
Wayne Jennings, Tim Dedrick, Judy McKenzie, Paul Sheppard, Jim Penfold, Glenn Broughton, Stephanie Scott and Howard DeMerchant. Jennings was acclaimed as Chief Steward and the other seven stewards are all brand new. On Monday, March 19th 2001, the stewards joined Fuller and Union Rep Larry Bain for an intensive education session. Bain trained the stewards in grievance resolution and arbitration, collective bargaining and membership servicing. The training session was timely since members at Simcoe Good Humor will soon be negotiating a new collective agreement. The Union knows that summer is a busy season for the ice cream plant and is therefore pushing the employcont’’d next pg. 5
er to start negotiating this month. Since the plant has expanded so quickly over the past few years, the current collective agreement has become difficult to interpret. Employees are often asked to do jobs that don’t match their qualifications or seniority. The company admits that while they were expanding, employee concerns were ignored. But today the company has come to agree with Local 175 that labour relations must be a priority. Due to this new relationship between the Union and the company, Bain and Fuller assert that members will be looking for strong leadership from the new stewards. In an era of free trade and corporate profits which often exceed the wealth of a small country, we need a strong and unified membership to deal with a multi-national company like Good Humor. Steward Tim Dedrick explains that the employer is not that bad in relations with members, but the problem is that supervisors have very little power while human resources has too much. As a result, supervisors
sometimes take grievances too personally and become abusive towards members. In the stewards training on March 19th, Dedrick learned that one possibility for the Union to deal with such abuse is to argue “mis-use of management rights.” Chief Steward Wayne Jennings agrees that we need to unify the membership so that no employee feels intimidated. Referring to the company, Jennings explained how we need to “throw intimidation back on the other side.” The members need strong stewards to support them in the workplace. And the Union is very confident that the new stewards will be very effective in achieving this aim. The Union held the recent stewards election to inject renewed energy and vigor into the membership and make them feel empowered in their workplace. According to Fuller, the Union wants a strong and healthy company in Good Humor so that we can keep our current jobs and create more in the near future.
are the Union in the workplace. Stewards and supervisors must be on an equal footing. The steward’s responsibility is to be fair to all members of the Union and to listen carefully to members’ concerns and ensure their utmost privacy. Members must know that making deals with a supervisor will not get them anywhere. That’s why our stewards are there in the workplace - to listen to members and take action on their behalf. The election and training of the new stewards at Good Humor is just one more way our Union is working hard to strengthen and empower our members everywhere. As union members head to Quebec City this month to protest against the expansion of free trade and corporate power, Local 175 is working on the ground to ensure our members have a strong and unified voice when dealing with multi-national companies like Good Humor. As the membership in Simcoe enters into negotiations with Good Humor this spring, the Union is confident that our new stewards will make all our members proud!
In the stewards educational, Bain explained how stewards (l-r)Stephanie Scott, Tim Dedrick and Howard DeMerchant in Stewards Educational at the Little River Inn in Simcoe last month
6
Neg gotiations UP PDATE Local 175 members in the housekeeping unit of Comfort Inn in Belleville recently ratified a new collective agreement with wage increases, lump sum payments and a shorter work week.
To the Members of Local 175: The year 2000 was a memorable one for three employees at A&P Store #124 in Tillsonburg. Walter Boughner after 41 years with A&P, a Union steward for a great many years and our Santa, retired in April 2000. Wishing you all the best, Walt! Pam Smith from the deli also retired in October 2000, with 10 years of service with A&P. All the best, Pam! And Donna Codling retired in December, after being a cashier with A&P for 15 years. All the best, Donna! Thank You, Sharon Moore Cashier, A&P Store #124, Tillsonburg
THANK YOU From UFCW Locals 175 & 633 Members Employed at Bluewater Food Market! The members of UFCW Locals 175 and 633 employed at Bluewater Food Market would like to thank everyone for their generosity and support while we were on strike in December and January. To each and every person who honked a horn when passing our picket lines, who walked with us in solidarity, who provided us with coffee, doughnuts, soup and pizza, we are extremely grateful. Special thanks to Dave Maw, the Corunna Fire Department, VicePresident of the Sarnia Labour Council Keith McMillan, National Representative CEP Glen Sonier, CEP Local 848, CUPE Local 598 and Jane Hulme of OSSTF. The members started to return to work on February 9th 2001 and look forward to once again serving all their customers, friends, brothers and sisters at Bluewater Fo-od Market. Once again, thank you to the community and to everyone who supported us in any way, from a wave, to a coffee, to a donation, during our labour dispute. Sarnia Observer, March 1, 2001
Highlights of the contract include a wage increase of up to $1.05 per hour in the first year, 20¢ per hour in the second year and an additional 20¢ in the third year. Members will also receive up to $832 in lump sum payments over the life of the agreement. Hours of work have been shortened from 10 hours per day to 8 hours. The agreement improves vacations and increases the employer's contribution to the UFCW 175 Education Fund. Negotiating for the members in the housekeeping unit were Lola Kessler and Laverne Spencer and Union Reps Marilyn Lang and Ian P. Miller. Members in the front desk unit of Comfort Inn in Belleville also ratified a new collective agreement with improved vacations, uniform allowances and better work scheduling. The contract includes a new vacation entitlement of six cont’d. next pg. 7
Negotiations contd... weeks at 12% after 20 years of service. The employer's contribution to the UFCW 175 Education Fund has increased, as well as the Pension Plan. The agreement also includes an extensive uniform allowance and a signing bonus for all employees. Negotiating the agreement for the members in the front desk unit were Irene Nickle and Union Rep Ian P. Miller. At the end of last month, members working at Prince Foods in Cornwall ratified their first collective agreement with significant pay increases, benefits and strong contract language. The majority of members will receive an annual wage increase of 50¢ per hour under the new contract. Shift premiums will range from 20¢ per hour to $1.00. The employer will contribute 50% of the cost of benefits for members and a dental plan will start in 2004. There is also an additional statutory holiday and a signing bonus of up to $200. Negotiating the agreement for members at Prince Foods were Dave Rupert, Sherri McNulty, Union Rep Reg Baughan and Eastern Region Director Dan Lacroix. cont’d. next pg. 8
Members Share Arbitration Award for Overtime Three members of Local 175 will share almost $5,000 in compensation after an arbitrator ruled that Quality Meat Packers Ltd in Toronto violated the collective agreement by denying the members of overtime work. The ruling sent a strong signal to the employer that overtime is an essential part of the collective agreement and that it must be assigned on the basis of seniority and job classification. An additional settlement regarding jobs not being posted resulted in more than $2,000 compensation for Local 175 members. All three employees are drivers at Quality Meat Packers and have a history of working overtime on a daily basis. In 1999 and 2000 however, the company started telling the workers to stop taking overtime. Little explanation was given except that the employer wanted to reduce overtime for drivers. For two periods lasting between 5 and 7 weeks, the members were denied all overtime work. But the overtime didn't simply disappear - it was being done by other employees such as scale operators, butchers and even foremen. Clearly, the overtime was being carried out by workers who did not regularly perform
the work, some of whom were even outside the bargaining unit. Furthermore, the drivers were being asked to perform overtime tasks during regular hours. The union argued that the collective agreement was being violated since overtime was being assigned to employees who did not regularly perform the work. The collective agreement specifically states that "overtime shall be distributed as equally as possible among those employees normally performing the work, in accordance with current practice." Rather than abiding by "current practice," the company was assigning overtime on a "rotating basis" to workers from a variety of job classifications. The arbitrator agreed with the union and therefore ruled in favor of the three members. Quality Meats actually acknowledged that they had violated the collective agreement. But they refused to resolve the grievances. If the union didn't take the grievances to arbitration, the company probably would have continued to violate the contract. Local 175 is always ready and able to enforce their collective agreements and that's what makes our union strong and responsive to its members.
Local 175 settles grievance with Coca-Cola on the eve of arbitration Members of Local 175 know that the grievance procedure works best when a complaint is resolved before going to arbitration. Last month, the Coca-Cola Bottling Company agreed to pay more than $4,000 owed to a member in Hamilton for pension entitlements. The settlement was reached by the Union the day before the issue was due to go to arbitration. Coca-Cola had previously agreed to pay the member for early retirement through the Canadian Commercial Workers Industrial Pension Plan (CCWIPP). However, when the time came for the company to pay up - they refused. So the Union put the heat on Coca-Cola by pursuing the issue to arbitration. As Central-West Regional Director Harry Sutton explains, the Union needed to show the company they were serious about fighting for what our members demand and deserve.
On the eve of the scheduled arbitration hearing, Coca-Cola notified the Union that they were ready to settle all matters regarding the grievance. In addition to the monetary settlement, the company agreed to meet with the Union to ensure that all employer contributions to the CCWIPP are paid in full. For members completing the probationary period, Coca-Cola agreed to pay CCWIPP contributions retroactively for all hours worked since the first day of probation. As a result, all matters were settled and the grievance did not need to go to arbitration. Your Union is always ready and able to fight for your rights in the workplace. The solid commitment of Local 175 to pursue arbitration for unresolved grievances means that employers are often pushed to settle before arbitration. Your Union will always find the quickest and most effective way to ensure your rights in the workplace.
Locals 175 and 633 Using Our Strengths to Build Your Future
Negotiations cont’d... Members at Mobile Climate Control in Toronto recently ratified their second collective agreement with wage increases, stronger union security and significant language improvements. Highlights of the contract include a wage increase of 40¢ per hour in each of the first two years of the agreement, 45¢ in the third year and 50¢ in the final year. In view of recent changes to the Ontario Labour Relations Act which place new time restrictions on filing for arbitration, the agreement provides for fair and accessible grievance resolution to better serve members and the Union. Improvements have also been made to paid vacations, uniform allowances and break periods. Negotiating the contract for the members at Mobile Climate Control were Utuo Boateng, Antonio Nicoletti, Claude Robitaille and Union Rep Mike Brennan. Members at Havelock I.G.A. in Havelock recently ratified a new collective agreement with wage increases and improvements to pensions and vacations. The contract includes a 55¢ per hour wage increase over three years and more paid cont’d. next pg. 9
Negotiations contd... sick days. The pension will increase by 10¢ to a total of 45¢ per hour. The agreement improves shift premiums and uniform allowances. Union security and seniority clauses have also been strengthened. Negotiating for the members at Havelock I.G.A. were Michelle A. Ellis, Sharon Haines, Ellen-May Kelly and Union Rep Ian P. Miller.
Members at Pearson Budget win Strike after only 5 Days! As reported in the February edition of News and Views, Local 175 members at Budget Car Rentals at Pearson International Airport settled their strike after only 5 days. Their new collective agreement includes an across the board wage increase, better benefits, more vacation time and a provision to stop management from performing bargaining unit work. Below are some pictures of our dedicated brothers and sisters at Budget, who held a solid picket line both inside and outside of the airport.
Local 175 members at Friendly Manor Nursing Home in Deseronto recently ratified a new collective agreement with wage increases, better benefits and improved contract language. A significant improvement in the agreement is a new ‘No Violence or Abuse Policy' for employees. See page 4 for details. The agreement includes a wage increase of 25¢ per hour in the first year, 30¢ in the second, 33¢ in the third and 37¢ in the final year. Pension and dental benefits will also increase every year. The No Violence or Abuse Policy protects members from aggressive residents, with a Joint Occupational Health and Safety Committee and employer responsibility for damaged clothing or eyeglasses. Negotiating the contract for members at the nursing cont’d. next pg. 10
Above: Lisa Gunness and Pinki Sidh picketing the ticket booth Below: Gulad Abdishid, Mohamed Abdullahi and Reinzie Baboolal hold the line at the outdoor parking lot
$72,000 in Settlements for Eastern Region this year...So Far! In January this year, the Eastern Region of Local 175 decided to keep a running count of the dollar value of grievances that had a financial settlement when resolved. As of March 21st, the total was already more than $72,000! The grievances included payments to members for salespersons doing bargaining unit work, denial of overtime, improper rates of pay and
unjust suspensions. The Union won these monetary settlements from employers such as Weston Bakery, A&P, Minute Maid, Superfresh, Weetabix, Loblaws, Loeb, Zellers, Coca-Cola, Steff-Kim Lodges and Cancoil. In one settlement alone, a member was awarded $41,000. Just one more way our Union works hard to protect your rights in the workplace!
Benefits Update There have been some recent changes to benefits and services for members of UFCW Locals 175 and 633. They are as follows: *there is no longer a discount service with PRIMUS Canada. *there is no longer a theme park discount at Disney, Anheuser Busch, Universal Studios or Six Flags
Negotiations cont’d... home were Michelle Ferguson, Catherine Prevost and Union Rep Ian P. Miller. Members at Anamet Canada in Lakeport ratified a new collective agreement last month with wage increases, improved language and better benefits. Highlights of the contract include a pay increase of 37¢ per hour in the first year, 38¢ in the second year and 40¢ in the third year. Employer contributions to the Dental Plan will also increase every year by 4¢ an hour. The optical plan has increased to $140 from $100 and the employer will now reimburse the cost of doctor’s notes. Break times and paid holidays have also been improved. Negotiating the agreement for members at Anamet Canada were Ron Carter, John Sabins and Union Rep Ray Bromley.
amusement parks. *the phone number for Labour Travel has changed to: 1-888-403-7696. *a reminder that the Crisis Hotline available through the Training & Education Centre is a referral service only. The phone number remains the same: 1-800-728-8902. All other benefits and services remain the same.
A new three-year agreement was recently ratified by members at Briton House Retirement Centre in Toronto. Highlights include across the board wage increases, improved language and stronger benefits. The collective agreement includes an 8% increase in cont’d. next pg. 11
Negotiations cont’d... hourly wages over the life of the contract. Paid sick days have been improved and the employer’s contribution to the pension plan will increase to 35¢ per hour this year and 40¢ next year. Negotiating for members at the retirement home were Christine Pascal, Val Spencer, Phyllis Whyte, Maria Desumala, Eulalia Ferrer and Union Rep Dan Serbin. Local 175 members at Crown Ridge Place in Trenton ratified a new collective agreement at the end of last month with significant improvements in wages, benefits and language. The members at Crown Ridge are also the third unit of our Local Union to adopt a ‘No Violence or Abuse Policy’ in their workplace. Improvements include an across the board wage increase of 2.4% in each year of the three-year contract. Employer contributions to the Pension and Dental Plans have also increased. Negotiating the agreement for the members were Lori Bedford, Bonnie O’Brien, Silvia Leckey and Union Rep Ian P. Miller.
Quebec City April 2001 The Canadian Labour Congress and Unions across the country are educating Canadians about the FTAA meeting in Quebec City from April 20th to 22nd. The meeting will see the leaders of 34 countries of the Americas converge on Quebec City, including newly elected US president George W. Bush. Many UFCW Canada members will be joining thousands of people to peacefully protest the extremely undemocratic nature of the FTAA meeting. Here are some potential impacts of the FTAA:
What can we expect from this FTAA? *Substantial increase in the profits of big businesses *Privatization of public services *Decrease in the quality of social programs and public services *Attacks on our social programs and services *Marginalization and environmental deterioration *Loss of sovereignty of federal and provincial governments *Increase in poverty and inequality, especially among women
Impact on workers: *Erosion of workers’ rights *Weakening of labour legislation *Loss of well-paid and unionized jobs *Growth of export processing zones and sweatshops employing mostly women *Increase in stress related to working conditions *Concession demands by employers coupled with threats of company closure
What do we want: *Respect for core labour rights *Fair sharing of the wealth *Social justice *Fair trade For more information contact: Canadian Labour Congress, 2841 Riverside Drive, Ottawa Telephone: (613) 526-7415 E-mail: quebec2001@clc-ctc.ca From the CLC publication: Second People’s Summit of the Americas
12
Stewards Seminar Approximately 265 stewards attended the 2001 Central East, Central West and South Central Stewards Seminar held in Toronto on February 3rd and 4th. All the stewards who participated in the Seminar learned how to effectively serve our members from the shop floor to the bargaining table. With eight different courses to choose from, the Seminar was a huge success. Seminar courses ranged from Stewards Levels 1 and 2 to Health & Safety, Negotiations
and Communications. It was great to see everyone learning from one another. While experienced stewards updated their computer skills, many new stewards learned the fundamentals of grievance resolution and collective bargaining. Participants also discussed strategies for standing up for our members in a province where the government is continuously attacking workers and their families. All of the stewards in attendance worked hard to strengthen the
union's proud tradition of solidarity and education. The Stewards Seminar demonstrated how important union democracy and membership servicing are to Locals 175 and 633. Our Union is renowned in Canada for providing year-round training and education for our stewards and members. Featured on these pages are pictures of some of the stewards and trainers who participated in the Seminar.
13
Stewards dig deep to help out member In our Union, members help each other even when they've never met. On the first morning of the Stewards Seminar, Local 206 Steward Tina Britten raised an urgent concern in Cliff Kostyniuk's Level 1 course. Britten told the class about a member who needed surgery but was unable to pay for the costly medical bills. The member suffered facial scarring from an abusive relationship. As a front-line service employee, the member
14
often felt stigmatized because of the scars. So the member was scheduled to have facial surgery the following week but couldn't afford the $650 bill. The class decided to ask all stewards at the seminar to donate whatever they could to help out the member. At lunchtime, Union Rep Sharon Gall asked everyone to dig deep for this very worthy cause. A hat was passed around and in less than 20
minutes, enough money was raised to cover the costs of the member's surgery. The stewards' generosity was unconditional - it didn't matter that the member remained anonymous. This just goes to show that our Union reaches out to our brothers and sisters everywhere. If the cost of living becomes too overwhelming for a member, our Union is there to do everything it can to support them.
Youth News By Matthew Davenport “The Union helps fight for better wages and working conditions for me.” Chris Kenny (18) “Unions provide job security.” Cory James (15) Members of UFCW Local 175
“The Union makes sure I don’t get fired without just cause.” Ben Johnson (19) “The Union gives me a voice in the workplace.” Sarah Davis (15) Ultra Food and Drug Mart, Store #055
Get your picture in CheckOut Magazine! Simply have a photograph taken of yourself working and write to us explaining how the union benefits your job. The UFCW Locals 175 & 633 Youth Committee is creating a massive contact list in order to help inform our young members of their rights in the workplace, to create awareness on current issues, and to keep members up to date on Youth Committee events. If you would like to be a part of the Youth Committee but don’t have the time, get on the list! You will receive regular input and be able to communicate as a part of the committee with members from all over Ontario. E-MAIL (preferable): youth@ufcw175.com WRITE TO: UFCW Locals 175 & 633 Youth Committee, Training and Education Centre, 700-1450 Meyerside Dr, Mississauga, ON, L5T 2N5 YOUTH INFORMATION KITS The Youth Committee has created Youth Information Kits. Write to us and we’ll send you one! 15
Longtime Union Activist Donates Historical Publications to Local 175 Edna Toth displays some of the union magazines she edited in 1963 when she was a member of the United Packinghouse, Food and Allied Workers, a union at the root of Local 175’s history
Edna Toth has been a dedicated union member, journalist and political activist most of her life. During the 1960s, she was a member of the United Packinghouse, Food and Allied Workers (UPWA) while she worked for the Toronto Telegram newspaper. Many of the workplaces that were historically represented by the UPWA, such as meat packers and food processors, are today part of Local 175. So it was a delight when Toth called the Union this month to donate her former union’s publications dating back almost 40 years. Toth wanted to make sure this important part of Canadian labour history 16
Historical topics in the 1963 “Canadian Packinghouse Worker” include the introduction of medicare in Saskatchewan, health and safety for butchers and packinghouse members of parliament
was not forgotten. The struggles to organize food and retail workers during the 1950s and 1960s goes to the very root of UFCW Canada. Toth worked at the Toronto Telegram from 1960 to 1964 and edited The Can-adian Packinghouse Worker for the UPWA in 1963. Kerry Gibbons, a co-worker and union member, assisted Toth as editing consultant. The two women put together a new edition of the magazine every month, on a voluntary basis for the union on top of working full time at the Telegram! As Toth recalls, they were “young, wild and irresponsible” in the early 1960s and were
excited to lend their voice to the emerging labour and social movements of the day. At the time, Toth also became very active campaigning for successful NDP candidates in the TorontoBeaches riding. And she remains a dedicated NDP member to this day. Toth remembers how challenging it was to organize food and commercial workers during the 1960s. Employers often fired workers for labour activism and union members found it very difficult to enforce collective agreements. Such hurdles eventually led to Toth’s own termination from her job at the Telegram. In 1964, the Typographical
union at the newspaper went on strike. Toth’s collective agreement with the UPWA stated that members would not be punished by the employer for refusing to cross the picket line. Being a strong trade unionist, Toth refused to go to work and actively helped the typographical workers on the picket line. But in those days the employer could act above the law and Toth was fired for striking in solidarity with the other union. From Toronto Toth went out west where she worked for the Vancouver Times. When the newspaper closed soon after, she enrolled in political science at Simon Fraser University.
She met her husband while studying and the two moved back to Ontario after graduation. Together they edited a soccer newspaper and had four children.
gram at the Erindale campus of the University of Toronto. She continues to be active with the labour movement and NDP as well.
Toth worked as a publicist for the Mississauga Library System for many years before retiring. She was elected Chief Steward of CUPE Local 1989 during this time and was a president and founding member of the Peel District Council of the union. Toth proudly remembers how she organized more than 150 parttimers in her unit, much to the anger of management!
Members of Local 175 can find great inspiration and pride in Edna Toth. The size and strength of your Union today has depended on dedicated labour activists like Toth. Local 175 expresses our deep appreciation to Sister Toth for her invaluable contribution to our history and wishes her the best of luck in all her future endeavors. The pictures on this page are from some of the issues Toth donated to Local 175.
Today Toth is enrolled in the Women and Gender pro-
17
Ask A Working Woman Survey Working women are encouraged to participate in the annual AFL-CIO Ask A Working Woman survey If you would like your voice heard in the North American labour movement, call the Union office to get the two-page survey mailed to you. 1-800-565-8329 As an International Union, the UFCW is a member of both the Canadian Labour Congress (CLC) and the American Federation of Labor-Congress of Industrial Organizations (AFL-CIO)
Change of Address? Don’t leave it up to your employer...advise us of your address change If you are moving or planning to move, please fill out the from below and mail it to us at UFCW Locals 175 and 633, 2200 Argentia Road, Mississauga, ON L5N 2K7. Or call us at 1-800-565-8329.
Name........................................................................... Store Number............................ New Address.............................................................. ............................................................... .............................................................. Phone......................................................................... E-mail......................................................................... 18
Secretary Treasurer’s Message Our Union has a strong reputation for servicing our members, their families and the community. As the largest local union in Canada, Local 175 works hard every day to secure the rights and respect our members deserve in the workplace and beyond. Your Officers, Staff and Union Reps are there for you whenever you need support, representation and most importantly, action. Now you might ask - If my Union does so many great things, how come we’re not in the news as much as the CAW? What it comes down to is a question of priorities. Your Local Union invests all of its resources, energy and finances into servicing you, the member, and your community. We bargain hard to get the very best collective agreements for our members. We strive to resolve grievances on the shopfloor, yet we are always ready to go to arbitration and fight until our members see justice done. We secure some of the best bene-
fits in Canada for our members. We offer extensive training in computer skills, negotiations, public speaking and political advocacy. We are the single largest contributor to the Leukemia Research Fund of Canada. And Local 175 is one of the most democratic unions in the country. On the other hand, we hear a lot of statements from the CAW leadership but don’t see much substance for their members. How often are their Reps on the shopfloor? How quickly does their union respond to grievances and how hard do they fight for their members? How accessible are CAW leaders to their membership? These are important questions that union members both inside and outside the CAW are asking today. In many ways, your Union is the quiet giant of workers’ rights. Local 175 fights tirelessly for the dignity, respect and compensation you and your family deserves. But we
Jim Andress don’t boast about it and we don’t make promises we can’t keep. We only get involved in public issues and community interests where we know we have the resources and expertise to make a difference. And we reach out to all workers outside of our Union as well, to build bonds of solidarity and to get non-union workplaces organized. We believe the members know best and that they should always feel empowered to participate in their Union. Our solid collective agreements, high level of job security and long tradition of membership servicing speak for themselves. We don’t need to rely on the media to communicate that to our members. Rather than interfering in the business of other unions, Local 175 is committed to doing the best job possible for our members today and welcoming new members to our strong Union in the years to come.
MASTHEAD 19
UFCW LEUKEMIA DISK GOLF May 6th, 2001, Centennial Park, Etobicoke
Registration: 9:00-9:30am Instructions: 9:30-10:00am
Dan Smith - Canadian Grand Master Champion Laura Smith - Womens World Champion Both present for Instructions
What a Bargain! $10 Each or $25 Per Family Please Pre-Register - Phone Jackie at the Union Office 1-800-565-8329 or 1-905-821-8329
Free BBQ! FUN FOR THE WHOLE FAM MILY! All Proceeds go to Leukemia Research
Return postage will be paid by:
United Food and Commercial Workers Locals 175 and 633 2200 Argentia Road, Mississauga, Ontario L5N 2K7 Address Correction Service Required