CHECKOUT
FALL 2024 - VOL XXXIII NO 3
Inside...
• Celebrating Labour Day 2024
• Why is Minimum Wage + language important ... page 10
• Ageism in the Worker's Compensation system... page 17
• The Importance of wearing your PPE ... page 18
• And more!
Union Strong – Union Proud
Over the course of the summer, your Union was happy to take part in a number of barbecues at various workplaces with our UFCW Locals 175 & 633 members. President Tosato, Secretary-Treasurer McLean and all the staff at the Union always enjoy these opportunities to get to know more members!
OUTSTANDING MEMBER ACHIEVEMENT
2024 Nomination Window: August 1 - November 1
Every year, the Local Union awards four members with a $500 prize for their outstanding contributions in four areas of Union membership and community activism.
• Demonstrating outstanding contributions to the community;
• Manifesting leadership and advancement of the UFCW;
• Dedication to fundraising for Leukemia research, or;
• Enhancing & achieving improvements in health & safety, including WSIB, for their workplace.
Nominate yourself, a co-worker or a family member that is a member in good standing of either Local 175 or Local 633, and has been for at least six consecutive months.
Nominate someone at u fcw175.com/memberawards and remember to include lots of detail about why your nominee deserves to win.
Deadline for nominations is November 1, 2024.
UFCW LOCAL 175
President
Kelly Tosato
Secretary-Treasurer
Jim McLean
Recorder
Karen Vaughan
Executive Assistants
Chris Fuller
Lee Johnson-Koehn
Angela Mattioli
HOPE SECTOR
UFCW LOCAL 633
President
Brian Kozlowski
Secretary-Treasurer
Julie MacCrae
Recorder
Rita-Lynn Swiderski
Director, Long-Term Care & Retirement: Sandra Ashcroft; Union Representatives: Todd Janes, Derek Jokhu, Dean McLaren, Maxine Prince
Director, Community Care: Mike Mattioli; Union Representatives: Sacha Edey, Sabrina Qadir, Meemee Seto, Hodan Wais
REGION 1 Director: Tracy Stubbs; Union Representative: Alex Stubbs; Servicing Representative: Lynn Swiderski
REGION 2 Director: Jason Hanley; Union Representatives: Chris Bernardi, Ricardo Bocanegra, Amanda De Melo, Christina Mayberry, Mario Tardelli, Amy Tran
REGION 3 Director: Paul Hardwick; Union Representatives: Sean Carroll, Shannon Epp, Kimberly Hunter, Joe Tenn; Servicing Representative: Damian Hulshof
REGION 4 Director: John DiNardo; Union Representative: Jennifer Hanley; Servicing Representatives: Fatima Butt, Nunzio Cannistraci, Art Gier, Paul Handy, Dawn Hanlon, Shirley Hepditch, Braden Messervey
REGION 5 Director: Jehan Ahamed; Union Representatives: Arlene Robertson; Servicing Representative: Kelly Dick, Skip Pavlick
REGION 6 Director: Sam Caetano; Union Representatives: Dave Forbes, Chris Mayberry, Nelson Pereira, Melody Slattery, Navidad Talbot, Fred Teeple
REGION 7 Director: Jehan Ahamed; Union Representative: John Beaton; Servicing Representatives: Julie Jodoin, Michael Windley
REGION 8 Director: Derik McArthur; Union Representatives: Jeff Barry, Michael Bernier, Richard Eberhardt, Jim Hames
WORKERS’ COMPENSATION Coordinator: Sarah Neath; Workers’ Compensation Intake Representative: Georgina MacDonald; Workers’ Compensation Representatives: Joanne Ford, Ashley Hunt, Courtney Salomons
PAY EQUITY Coordinator: Matt Davenport; Pay Equity Representative: Orsola Augurusa, Nabeela Irfan
HEALTH & SAFETY Director: Kelly Nicholas; Health & Safety Representative: Donna Rhodes
LEGAL Director: Jane Mulkewich; Paralegal: Gord Steinberg; Counsel: Christopher Jagodits, Matthew Jagodits, Ambar Reyes, Brandon Rodrigues
ORGANIZING Director: Tony Nigro; Organizing Representatives: Joce Cote, Tim Hum, Jeffery Lu, Casey Magee
TRAINING & EDUCATION Director: Kelly Nicholas; Servicing Representative: Teresa Wilson;
COMMUNICATIONS Coordinator: Jennifer Tunney; Communications Representatives: Laurie Duncan, Ashleigh Vink
PROJECTS Coordinator: Wei Chen
What’s Inside
President’s Message
A renewed sense of Union spirit: Celebrating
Labour Day 2024
Labour Day is a rallying call. It is political.
The everyday decisions made by our elected politicians have an impact on all our lives in many ways, and that includes our jobs. A strong presence at Labour Day is a reminder to everyone that workers are here and we are united.
I’m always encouraged by the number of members, family, and friends who come out to labour day events every year.
Watching you all march proudly in parades or enjoy a barbecue together, proudly wearing your Union shirts or hats, is a reminder of what’s important about the labour movement: unity and strength.
Whether you’re from a small town or a big city, it feels good to know that the people in your life, in your community, and in your Union support the cause and have your backs.
During the six-week strike at Cargill, I know our members felt the wonderful support of their community every day. People showed up to talk to our members, bring them food and water, and ask them
about their strike. That kind of solidarity runs deeper and stronger than any corporate slogan or politician’s promises, and it is those strong connections we all hold on to in difficult times.
Earlier this year, the Canadian Labour Congress (CLC) conducted a poll that found 62% of Canadians believe that belonging to a Union is a good thing.1
And it is a good thing. Because our rights as working people have never just been handed to us easily. It has taken generations of hard work and sacrifice to achieve what we have.
And it will continue to take persistence and commitment from all of us and working people everywhere to protect, build on, and improve our rights.
We should also celebrate the hard-won achievements and advancements made by the labour movement. Whether a win at the bargaining table, resolving everyday workplace issues that arise, or making big gains in workers’ rights,
every step forward is an important one.
The labour movement is about workers. It's about you. It's about connection and unity. And your Union is here to support and empower each and every one of our members.
We must continue to have each others’ backs, and provide a place of support and empowerment for those in need of it.
Please continue to be vigilant at work and look out for each other. And remember that a group of workers united together to build better lives will always be a force of good in this world.
I hope this Labour Day has reinvigorated your Union spirit and hope for a better future for working people in this province, and across this country.
In
Solidarity,
Kelly Tosato president@ufcw175.com
Secretary-Treasurer's Message
Achieving positive change every day: The Importance of Collective Agreement Language
There have been many times, and I expect we’ll continue to see times ahead, when passionate protest and legislative reform have been the only way to protect and improve workers’ rights.
Whether in the form of large, long-lasting, impactful strike action; judicial decisions on the legitimacy of laws enacted by politicians who are not worker friendly, or; real improvements to protections for working people across the country or province, these milestones are vital to our history as working people.
But not every substantial win comes with sweeping legislative changes or as a result of thousands taking to the streets in protest.
The day-to-day wins are often overlooked by history even though they can mean the most to working people.
As President Tosato noted, our rights have never been just handed to us. The fact that working people still have to fight for decent wages, job security, and often their very own safety and health, is evi-
dence that corporate greed is not going anywhere anytime soon.
This is why having a collective agreement is incredibly important. Because even good laws can be undone by politicians in an instant.
But, to change your collective agreement, you and your co-workers have to vote to approve those changes.
In fact, one of the first things I encourage any Union member to do, especially new members, is to read their collective agreement and to ask questions.
Every bit of language in your agreement is a piece of history.
Collective agreement language has been built off the hard-fought wins of the past and enshrined in contract after contract across many industries and sectors.
And, some of the language in your agreement is more specific to your workplace, job, and sector. Those provisions are also built off hard-fought
wins at the bargaining table with each and every round of negotiations.
I encourage you to check out the negotiation updates on pages 12 – 16. It’s important to see and understand these examples of the day-to-day wins that can be achieved through collective bargaining. And on page 10, you can learn more about 'Minimum Wage +' language, which is a good example of how a Union contract can be proactive and help future-proof your wages.
I was so happy to see so many Members out to celebrate Labour Day this year. Whether at the bargaining table or marching in the streets, the commitment and solidarity of our members is always inspiring.
In Solidarity, Jim McLean treasurer@ufcw175.com
Staff News
Welcome New Staff
In July, the Local Union welcomed Paul Handy as a new Servicing Rep in Region 4.
After more than 13 years working at Minute Maid and Fairlife in Peterborough, Paul is ready to embark on a new challenge.
“The decision to join the union was not just a career shift, but a chance for me to do more to advocate for fairness, equity, and the rights of every worker.”
Over his years at the plants, Paul honed important skills and built lasting relationships. He finds a deep sense of purpose in trying to make a tangible difference in the lives of fellow workers. “I try to embody dedication and professionalism in every role I take on,” said Paul, “and I am excited to embrace this new chapter with Locals 175 & 633.”
Paul is looking forward to new opportunities to champion workers’ rights. As a worker and Steward, Paul gained a deep understanding of the challenges facing working people, and over the years, his passion for advocacy and drive to empower his colleagues grew.
“Paul’s years as a member and leader in the workplace means he brings a wealth of knowledge to his new role,” said President Tosato. “His skills and experience will make him an excellent advocate for the members of our Union.”
In August, Region 1 in Thunder Bay Ontario welcomed a new Servicing Representative to their staff. Lynn Swiderski has joined the Local Union team after working at A&P/ Metro for more than 30 years.
For the past 14 years of her tenure at the store, Lynn has been a department head, in seafood. With her new role, Lynn is looking forward to a change from the everyday hustle and bustle of a grocery store.
“I am very excited to be joining UFCW Locals 175 & 633 and I strive to be a voice for members, to drive passion and respect for all, and to do so with dignity.”
“Being a labour advocate is offering independent support to those who feel they are not being heard. To ensure their concerns are taken seriously and to recognize and to be aware of members rights," said Lynn. "Although I'm still new to the role, the staff in Thunder Bay are second to none," she added.
Lynn has been an intergral part of the Local 633 Executive Board for a number of years and currently sits as the elected Recorder as well.
“As an Executive Board member and long-time steward, Lynn brings great experience to this role and she will be an excellent advocate for our members in the north,” said President Tosato.
NDF Convention
2024 National Defence Fund convention is largest in NDF history
From July 15 – 16, 2024, the annual UFCW National Defence Fund (NDF) Convention took place in Ottawa. The two-day convention, the largest in NDF history, saw UFCW delegates from the across the country take part in keynote addresses and sector-specific sessions.
On day one, the group enjoyed a message and teaching from UFCW Elder Eric Flett, followed by a warm welcome from UFCW Local 175 President Kelly Tosato, who greeted delegates on behalf of the Ontario Local Unions hosting the convention. President Tosato also thanked the 230 members of UFCW Local 175 who work at the Westin Ottawa, where the convention took place, for their hard work and hospitality.
UFCW Canada National President Shawn Haggerty opened the convention, thanking UFCW members for their resilience and hard work in the face of the many challenges they face in the workplace, at the bargaining table, and on the picket line.
Cargill Dunlop Plant Chair Paul Alexander and Chief Steward Bryan Dennis spoke about their experience on the picket line as members of the NDF, and thanked the Fund and UFCW members for their support throughout the six-week labour dispute.
Sector meetings covered: beef, pork, and poultry packinghouse, and food production; soft drink and warehouse; retail; hospitality; flour milling, and; an education workshop.
Delegates heard panel discussions on migrant workers and a one-on-one chat between Broadbent Institute Executive Director Jen Hassum and former Alberta NDP Premier Rachel Notley. Other guests included former UFCW Canada President Paul Meinema, International Secretary-Treasurer Milton Jones, MLA Jenny Kwan, and IUF Secretary-General Sue Longley.
The NDF is a UFCW nation-wide fund that, for more than 37 years, has provided additional strike pay when needed to members in participating bargaining units. For more photos, visit us on Facebook or Instagram @ufcwlocals175633.
"These workers stood up for themselves and we will have their backs as they work toward making positive changes through collective bargaining as Union members.
Kelly Tosato President, UFCW Local 175
Welcome to Your Union
McKellar Place workers stand strong and united to join union
Earlier this summer, healthcare hospitality workers at McKellar Place in Thunder Bay voted unanimously in favour of joining Local 175.
Our newest members work as housekeepers, front clerks and kitchen staff at McKellar Place, which is an independent senior living facility. The workers contacted our Union to help them achieve better working conditions, curb mistreatment, address concerns with scheduling, and ensure wages were paid on time, among other things.
UFCW Local 175 represents many workers in various jobs throughout healthcare facilities: from the kitchen to reception, maintenance to housekeeping, nurses, PSWs, and more.
OATC London workers join to gain stronger voice at work
In July, workers at the Ontario Addiction Treatment Centre (OATC) in London voted overwhelmingly in favour of joining Local 175.
Workers at the OATC London branch contacted our Organizing Team when they began facing a number of issues, including: job insecurity, mistreatment, scheduling issues, and favoritism by management. They finally had enough and, wanting to make their workplace better, found encouragement through workers at other OATC units that were already unionized with Local 175.
Every day, more than 180 members of Local 175 at OATC care for patients from every walk of life, and it is a job that requires compassion and understanding. Our OATC members work diligently and with care to provide a great level of service as they help change people’s lives and end the stigma of addiction.
Workers at ASI Group Canada join the Union to fight for
better working conditions
Employees at ASI Group Canada in Mississauga have voted yes to joining UFCW Local 175
The newest members of UFCW Local 175, which includes 19 full-time employees at the ASI facility, reached out to the Union to build a more secure and safe workplace by joining the Union. Their successful vote means these members are now working toward their first collective agreement.
At the facility, the workers are employed as machine operators and general labourers. They are responsible for manufacturing a number of school related items, such as washroom accessories, visual display items, lockers, and other storage products.
Several major concerns brought these workers to seek out Union representation with UFCW Local 175. From favouritism to health and safety issues, the working environment for these employees needed improvement.
And now, with the their new UFCW Local 175 membership, they can start building a better future through collective bargaining knowing they’ve got the power of 70,000 hard-working Union member standing behind them every step of the way.
Our new members look forward to negotiating a first collective agreement that will help establish better working conditions and ensure that all workers at the facility are treated fairly.
Members can help us Level the Playing Field by calling in a lead to our Organizers!
If you know someone who is looking for more information on joining our Union, let one of our Organizers know by contacting us at 1-800-565-8329 or send us an email at organizing@ufcw175.com.
If the Organizing Team successfully organizes and certifies a group of workers because of a lead you call in, you will be eligible for one of the following honorariums:
• More than 30 but fewer than 50 workers: $300
• More than 50 but fewer than 75 workers: $500
• More than 75 but fewer than 100 workers: $800
• More than 100 workers: $1,000
• Core Sector Bonus: 25%
Call the Organizing Department @ 1-800-565-8329 for details on the Core Sector Bonus. For full details and eligibilty on the reward program, visit ufcw175.com/organizing-reward.
"Minimum Wage + " Language
The Union Advantage
Why does Minimum Wage even exist?
The Employment Standards Act (ESA) contains the minimum requirements that employers must meet to employ workers in this province.
The minimum.
Because of hard work and determination of Labour Unions, activists, and workers’ rights advocates throughout the years, a minimum wage was first enshrined in Ontario law in 1920.
Before that, employers could basically pay as little as they wanted. That system saw many workers, including children, exploited by employers trying to get as much work out of people for as little money as possible.
Minimum wage laws protect workers.
And while establishing a minimum wage in 1920 was an important step, workers’ rights advocates are still trying to establish true pay equity and fight discrimination for many groups of people who continue to experience wage disparity.
Do we wish Minimum Wage didn’t have to exist? Yes.
It would be a wonderful world if every employer out there paid top tier, livable wages without having to be legally bound to do so. But we know that’s not the case, nor will it ever be.
My collective agreement has "Minimum Wage + " language, what does that mean?
UFCW Locals 175 & 633 is proud to negotiate and champion this kind of language into many of our collective agreements. It is important language for our members and goes a long way to protecting their hard-earned rates of pay.
This language ensures that if minimum wage goes up, anyone at a rate with the MW+ language will see an increase that keeps them ahead of the minimum wage.
When bargaining a collective agreement, this language is found in wage progression grids, and is often shortened to " MW+".
Couldn’t we just bargain for higher increases with each round of bargaining?
Your Local Union is always looking for ways to protect the membership through bargaining language that is proactive and looks toward securing a better financial future for our members.
MW+ language is exactly that: proactive.
There have been times when the minimum wage hasn’t gone up at all over the term of a collective agreement, and there have been times when it has gone up quite a bit.
• If minimum wage hasn’t gone up, employers are often reluctant to bargain good increases because there is little motivation for them to do so. Often, their reasoning comes down to if the government isn’t giving raises, why should they?
• If minimum wage goes up a lot, then employers often claim they can’t afford additional increases because of how much they have had to spend on legislated increases.
When minimum wage goes up a lot or there are multiple minimum wage increases over the term of a collective agreement, the wage grid needs to be overhauled and increases are proposed across the board to make it right.
In other words, your Negotiating Committees are left playing ‘catch up’ and it gives employers ample opportunity to say ‘there’s no money.’
And in bargaining, it’s not uncommon for employers with MW+ language in their contracts to try and get it removed: their reasoning always comes down to costs.
Despite these claims, your Union knows that these enhanced minimum rates also help employers recruit and retain employees. And your Union will continue to fight to add MW+ language whenever possible, and maintain and improve existing language at every round of bargaining for these collective agreements.
The benefits of having MW+ language
MW+ language means that increases are guaranteed. The gap negotiated into your agreement always maintains your rates ahead of minimum wage, which means you take home a greater rate of pay than just the legislated increases would provide.
Your Union Negotiating Committee always has the ability to try and bargain money over and above what the government is providing. And, with MW+ language, instead of hoping the employer is open to negotiating increases from scratch, your Committee can work toward improving the gap already included in your collective agreement.
The two-pronged approach of MW+ protects the integrity of negotiated wage scales in many collective agreements that the Local Union fought hard for over many years, and ultimately results in members making significantly more money over time.
Minimum wage is going up
On October 1, 2024, the minimum wage in Ontario will go up to $17.20 per hour. Check your pay stubs to ensure your rate is correct and contact your Union Steward or Union Rep right away if you notice any problems!
Negotiation Updates
CSINW healthcare members
ratify two-year agreement
HOPE Sector members at Community Services for Independence Northwest (CSINW) in Thunder Bay ratified a two-year agreement on July 29, 2024. The deal secures wage increases, improved pension contributions, and paid sick time for more workers.
The wages for the members in this bargaining unit were previously capped by Bill 124. When that law was repealed, and prior to this round of bargaining, the Union filed a grievance to redress the wage increases lost under Bill 124. As a result, members secured a 5% increase retroactive to October 1, 2022.
Through this set of bargaining, members in all classifications secured additional increases of 2% in year one, paid retroactive for hours worked since October 1, 2023, and 2% in year two. Double time will be now paid if called in for stat day.
The employer will contribute an additional 5 cents per hour worked to the pension plan, bringing members up to the next benefit level.
Part-time will now receive 12 hours of paid sick time. For full-time, sick day payout for unused days will increase from 60% to 90%.
Meal allowance increases to $30, up from $15, and 'in lieu' pay increases to 4%, up from 3%.
Union Negotiating Committee: Michelle Franklin, Tammie Forsythe, Lynne Grant, Jessica Haskell, Jered Mayo and Michele Raison. Regional Director: Tracy Stubbs.
Freshco Brock members ratify raises, better sick days, and more
On August 1, 2024, Freshco Brock members ratified a five-year agreement.
Wages improve for full-time employees by a total of $4.05 per hour over the life of the agreement. Part-time employees will see increases totalling $2.40 by the end of the contract. In addition, employees called back to check refrigeration or heating will receive improved call-in pay of $45, up from $25.
Premiums will improve for employees who relieve a department manager or who are designated to be in charge of the store in the absence of the store manager.
The vision care coverage will increase from $250, up from $200, every 24 months. A new allowance will be paid at $150 per year to employees required to wear protective footwear.
Sick days will increase to eight, up from seven, and new language will provide for unused days to be paid out at the end of the year.
Members also benefit from the addition of a floater day, improved bereavement leave language, and an improved sunset clause.
Union Negotiating Committee: Carrie Carpenter, Kim Veninga. Union Representative: Amy Tran.
Members at five Omni healthcare homes ratify
language improvements and wage increases
HOPE Sector members working at five Omni Homes in the province ratified a two-year agreement on July 18, 2024. The nearly 270 workers are employed at Kentwood Park, Maplewood, Rosebridge Manor, Westlake Terrace, and Almonte Country Haven.
Omni members will see general wage increases of 3.5% in each year, which amounts to up to $4.50 in each grid. A separate classification will be created for Activity Aide, which will receive an extra 20 cents over the general increase.
Registered Practical Nurses (RPNs) receive a wage adjustment of $3 per hour. The Registered Nurse (RN) wage grid increases as well, and progression for RNs will be reduced, meaning they will reach top rate sooner.
The weekend shift premium increases to 50 cents per hour and members benefit from an enhanced uniform allowance of $130 per year for full-time and $65 per year for part-time.
Benefit improvements include changes to language for the Canadian Commercial Workers Industry Pesnion Plan (CCWIPP), and 2 cents per hour will be added to dental coverage.
Union Negotiating Committee: Stacy Abbass, Michelle Bannister, Richard Barr, Sue Courtney, Jackie Fleming, Christine Hube, Nikki Lafee, Christine McCoy, Connie Murphy, Karen Vaughan and Jessica Velleau. Union Representative: Dean McLaren.
Lakeside Retirement members ratify wage & premium increases
Lakeside Retirement HOPE Sector members in Innisfil ratified a three-year agreement on July 23, 2024.
Members receive wage increases totalling 10.5% over the term of the contract.
Plus, special wage adjustements to start rates will apply to:
• Personal Support Workers (PSWs); $18.70, up from $16.23.
• and RPNs; $24.00, up from $21.90.
As of ratification, the night shift premium increases to 20 cents per hour, up from 15 cents.
The Unregulated Care Provider (UCP) premium improves to $1 per hour, up from 50 cents. And the Cook premium increases to 45 cents pr hour, up from 30 cents, for Dietary Aides that perform breakfast.
Employer contributions to the dental plan will increase to 37 cents per hour, up from 36, for all hours worked.
Members benefit from:
• An additional paid sick day for a total of 13 days, and;
• Bereavement leave for in-laws will increase from one day to two days.
Union Negotiating Committee: Sandra Lowe, Bonnie Mitchell. Union Representative: Derek Jokhu.
Negotiation Updates
Members at Metro Barry’s Bay ratify 1st collective agreement
In June, members at Metro in Barry’s Bay unanimously ratified their first collective agreement.
Full-time workers hired prior to November 12, 2023, who are at or above the newly negotiated wage grids will see increases toalling $3.30 per hour over the life of the agreement.
Full-timers on the grid, or part-timers promoted to full-time, move onto the Minimum Wage (MW)+ grid and will see an raise in their current rates. Those below end rates will integrate into and progress through the MW+ grid.
The part-time workers' MW+ grid reaches end rates at 5,201 hours. Two new classifications and grids apply to receivers and assistant department managers.
A new premium of 50 cents per hour applies to lead hand, U-scan supervisor, courtesy/express cash, and office/cash office. This premium will increase to 75 cents on January 1, 2027.
Other improvements include:
• Participation in the Canadian Commercial Workers Industry Pension Plan (CCWIPP).
• Employer-funded health and dental benefits for full and part-time workers.
• Paid sick leave for part-time employees and improvements to the full-time paid sick days.
• Improved safety boot allowance.
• Annual paid floater day and new Letter of Understanding for a floater day for the National Day for Truth and Reconciliation.
• New vacation entitlement based on years of service and annual request calendar.
• Language regarding 44-hour work weeks and two-week rotating schedules of days off for applicable employees.
• Legacied additional hours, pending availability, for part-time hired prior to November 12, 2023, who work 28 hours or more.
Union Negotiating Committee: Mavourneen Conway, Travis Cybulskie, and Dianne McGuigan. Union Representative: Kim Hunter.
Valhalla members in Thunder Bay ratify signifiant wage gains
Members employed by Silver Hotel working in Thunder Bay at the Valhalla Hotel and Conference Centre ratified a threeyear agreement on August 1, 2024.
Wages for the members will increase by 10.5% over the term of the contract. In addition, the Union Negotiating Commitee achieved minimum wage plus (MW+) gap language that will be included in the agreement.
Members also benefit from an increase of 1 cent per hour to the employer's pension plan contributions, bring the contribution rate to 55 cents.
Other improvements include language ensuring that unused sick days will now be paid out at 50%. Members will see an increase to their vision care coverage, to a rate of $200, and bereavement leave entitlement for the death of an immediate family member is now four days, up from three.
Union Negotiating Committee: Julie Barritt, Mike Mantello and Joe Sgambelluri. Director Region 1: Tracy Stubbs.
Fortinos members secure new collective agreement with language and substantial monetary improvements
The 7,800 members at 26 Fortinos stores ratified a new deal at meetings held in July.
Wages
Full-time workers at end rate will see raises totalling $4.50 per hour over the term of the contract, with $2.15 of that money in the first year. Fulltime employees active at ratification and who are at or above end rate receive retroactive payment of 65 cents per hour worked since the first pay period after October 1, 2023, as well as a $1,000 signing bonus.
Part-time workers hired prior to July 9, 2015, who are at end rate receive raises totalling $3.70 per hour over the agreement, with $1.50 of that in the first year. In addition, part-time at the end rate receive a $500 signing bonus. Part-time not at end rate receive a one-time credit of 750 hours for wage purposes, allowing them to achieve a pay increase and reach end rate sooner.
Meat Cutters in the training program will see a $2 increase to the hourly start rate for the program, and will receive an additional 50 cents per hour at the six and twelve-month mark.
Health & Welfare Benefits
• Eye exam coverage for full-time is now $80, up from $60, for exams every 24 months.
• Eyeglass coverage improves to $300, up from $200, every 24 months for the employee and dependents 18 years or younger.
• January 1, 2025: Paramedical for full-time will cover $70 per visit, with a 10-visit max in any calendar year for coverage totalling $700.
• Safety shoe allowance improves to $175, up from $80, for Warehouse and Transport, and Sausage Room employees. Store workers receive $150, up from $75, every 12 months for full-time, and every 24 months for part-time.
Language Improvements
• Employer will hire 100 full-time bargaining unit employees on or before December 31, 2027.
• If Ontario minimum wage increases exceed negotiated end rate increases, full and parttime employees at top rate/over-scale will receive the difference on the same date the minimum wage rate takes effect.
• Language giving employees who qualify and who presently work 40 hours per week the opportunity to indicate their intention to work 32 hours in four shifts.
• Improved bereavement leave entitlement.
• Language for Steward orientatin of new hires.
• Joint Health & Safety Committee provisions.
• Work-required travel reimbursement.
• Leave of Absence language for full-time post-secondary students.
Union Negotiating Committee:
Maggie Brayson, Maria Circosta, Joseph Colaprete, Frank Curto, Paul Ford, Kevin Hachey, and Gary Sitarz.
Regional Director: Jehan Ahamed. Representatives: Liam Aikens-Armbruster, Arlene Robertson, and Mario Tardelli.
Negotiation Updates
Cancoil members ratify new deal with increase of 4.5% in first year
The 173 full-time members at Cancoil secured the four-year deal at a vote held on July 28, 2024.
Wages go up by 4.5% in the first year, paid retroactive for hours worked since April 3, 2024. Workers then receive increases of 3%, or inflation (whichever is greater), in years two through four.
Employer RRSP contributions will improve to 60 cents per hour worked (to a maximum of 2,000 hours per year) as of ratification. That amount increases to 61.5 cents in year two, 62.5 cents in year three, and 64 cents in year four.
Additional improvements include:
• Vision care coverage increases to $200, up from $180.
• Prescription glasses coverage increases to $150, up from $125, every 24 months.
• Safety Boot allowance increases to $100 per year, up from $90.
• Clothing allowance increases to $100, up from $95.
• Long Service Bonus at 25 years increased to $1,000, up from $500.
• New language allows for any new holiday declared by the Provincial Government to be included in the list of holidays.
• One day of negotiation prep to be paid by the employer.
• Discipline on file of three-day suspensions or more will be reduced to 24 months instead of 36 months.
Union Negotiating Committee: Gary Garrison, Chris Hicks, and Randy McLeod. Union Representative: Joe Tenn.
Stampede Culinary members ratify monetary & language improvements
Members at Stampede Culinary Partners ratified a new collective agreement on August 10, 2024, Wages increase by $1 per hour in year one, 65 cents per hour in year two, and another 65 cents per hour in year three. Shift premiums improve by 10 cents per hour in year one, 15 cents in year two, and 25 cents in year three.
Language improvements achieved include:
• Vision care coverage increases from $250 to $350.
• Boot Allowance increases from $150 to $200.
• One paid Floater Day for all employees that have passed probation.
• The Meal Allowance improves from $10 to $12.
• A sixth week of vacation will be added for all employees with 24+ years of service.
• There will be a Letter of Understanding for the Apprentice Training Program
An important proposal from the membership was to have their vacation returned to accrual; workers currently receive their vacation pay on each pay. We are happy to report the Union Negotiating Committee successfully achieved this important change for the membership, and members will now be paid when they take their vacation.
Union Negotiating Committee: Shawn Kelly, Jasvir Singh, and Danny Underwood. Union Representative: Melody Slattery.
Workers' Compensation
Worked to the bone: Ageism in the Workers'
Compensation
System
UFCW Locals 175 & 633 represents workers in almost all sectors and has witnessed the rise in the number of people working beyond traditional retirement years. While some continue to work for the joy of it and to be around other people, too often those older workers are forced to keep a job because of the high cost of living, little to no savings, and an eroded social support system.
As those workers rely on their own income generation to survive despite their advanced age, our government and legislation fail to address or keep up with changing demographics and the underlying causes.
A good example of this is the Workplace Safety & Insurance Act (WSIA), which was established in 1915. Life expectancy then was nowhere near what it is now. Yet there remains a section in the WSIA which ends access to Loss of Earnings (LOE) benefits from a workplace injury at the age of 65, or, if you are 63 years or older at the time of injury, LOE will end after two years.
In other words, the legislation treats two groups of workers differently solely based on their age. These laws also ignore the existing disadvantages and biases facing older workers.
In 2023, the Ontario Federation of Labour (OFL) passed a resolution committing to lobby the provincial government to amend the WSIA to provide full compensation benefits to all injured workers, including those over 63 years old. As an OFL member, your Union remains committed to this action so we can provide the best support for all of our members.
In June 2024, the Injured Workers Community Legal Clinic wrote an article in the Hamilton Spectator highlighting the discriminatory practice of using a worker’s age against them when determining a worker's eligibility for compensation benefits. Read the article: bit.ly/thespec-June24-2024
We must protect the dignity of all workers. Regardless of why someone chooses to work at an older age, they should be entitled to full workers’ compensation benefits when injuries arise out of and in the course of their employment.
From 2012 to 2023, lost time claims for workers aged 60 to 64 increased by 73.9%, and for workers 65 or older by 165.8%.1
Health & Safety
The Importance of Personal Protective Equipment (PPE)
What is PPE?
Personal Protective Equipment, known as PPE, are items you wear or use to protect yourself from different hazards of the job.
The type of PPE you may need to wear at work will depend on a number of factors, such as tasks, inherent hazards and risks, the work space, what kinds of product(s) and material(s) you use and produce, hygiene, and any applicable legislation.
PPE can include, but is certainly not limited to:
• Safety glasses and face shields
• Cut-resistant gloves
• Safety boots
• Hard hats
• Respirators, dust masks
• Ear plugs or ear muffs
• And much more.
What does OHSA say?
It is the employer’s responsibility to ensure that all workers are aware of hazards and have been trained on the how and why of the PPE required to work with those hazards.
The Occupational Health & Safety Act, section 25 (Duty of Employer) states:
25 (1) An employer shall ensure that,
(a) the equipment, materials and protective devices as prescribed are provided;
(b) the equipment, materials and protective devices provided by the employer are maintained in good condition;
(c) the measures and procedures prescribed are carried out in the workplace;
(d) the equipment, materials and protective devices provided by the employer are used as prescribed
Why is PPE necessary?
PPE protects you against hazards of the job that cannot be otherwise eliminated. Your employer will have a policy and procedure on how to work safely with the identified hazard in the workplace.
Are there any valid reasons to not wear PPE? NO
I don’t have time to put on the PPE!
I don’t know where the PPE is!
I don’t want to wear it!
The PPE is uncomfortable and doesn’t fit properly!
NONE of these excuses are valid reasons not to wear your PPE.
• If time is an issue, tell your Steward or JHSC members.
• If you don't know where to find PPE, ask your Steward, JHSC member, co-workers, or supervisor.
• PPE is NOT a choice. It is a requirement of your job to wear all PPE properly.
• PPE is not 'one size fits all.' If it is uncomfortable or doesn't fit, this can be fixed. Tell your JHSC members and get it adjusted.
JHSC members should regularly ensure that all members are wearing the appropriate PPE and address any issues that arise out of wearing or using the gear.
Labour Day
HAMILTON
TORONTO
SUDBURY
WATERLOO
SAULT STE. MARIE
ST. CATHARINES
Union Pride 2024
Pride Toronto & Ottawa
Your Union was happy to take part in Ottawa and Toronto Pride this year. We always look forward to meeting and celebrating with the Members, and taking the oppotunity to listen to their concerns as workers. Thank you to everyone who showed up, rain or shine, to make this a summer full of Union Pride!
Did you know? UFCW has a consituency group called OUTreach representing the 2SLGBTQIA+ community across Canada and the United States? Find more information at facebook.com/ufcwoutreach.
