CHECKOUT MAGA ZINE
SPRING 2019 - VOL XXVIII NO 1
Silverstein's Bakery members finally get long-awaited severance page 5
Members receive their Outstanding Achievement Awards page 13
Our Members at Work: Dainty Foods page 14
What’s Inside UFCW LOCAL 175
UFCW LOCAL 633
President Shawn Haggerty
President May Chalmers
Secretary-Treasurer Kelly Tosato
Secretary-Treasurer Marylou Mallett
Recorder Karen Vaughan
Recorder Brian Kozlowski
Executive Assistants Sylvia Groom Luc Lacelle Jim McLean HEALTH & SAFETY: Health & Safety Representatives: Ron McGuire, Mary Shaw WORKERS’ COMPENSATION: Intake Representative: Georgina MacDonald; Workers’ Compensation Representatives: Joanne Ford, Phil Hames, Sarah Neath
6 Welcome New Members
Silverstein's Bakery members finally get their owed severance
8 Negotiations
Dr. Oetker, CLS, Flemingdon Health Centre, and more!
LEGAL: Director: Fernando Reis; Counsel: Shauna Fabrizi, Mary Hurley, Matthew Jagodits, Jane Mulkewich, Avo Topjian ORGANIZING: Director: Rick Wauhkonen; Organizing Representatives: Linval Dixon, Tim Hum, Jeffery Lu, Meemee Seto, Amy Tran TRAINING & EDUCATION: Director: Rob Armbruster; Coordinator: Kelly Nicholas; Engagement & Media Relations Strategist: Tim Deelstra COMMUNICATIONS: Communications Representative: Laurie Duncan; Senior Communications Representative: Jennifer Tunney REGION 1: Director: Kelly Tosato; Union Representatives: Colby Flank, Tracy Stubbs REGION 2: Director: John DiNardo; Union Representatives: Farman Ali, Orsola Augurusa, Rick Daudlin, John DiFalco, Casey Magee, Christina Mayberry, Tony Nigro REGION 3: Director: Daniel Mercier; Union Representatives: Shannon Epp, Paul Hardwick, Dean McLaren, Jacques Niquet, Joe Tenn; Servicing Representative: Sandra Proulx
13 Outstanding Member Achievement
14 Members at Work
20 WSIB Appeal Deadlines
22 Altered Lives
Dainty Foods
18 Social Media
Steward & Member features online
REGION 4: Director: Chris Fuller; Union Representatives: Dave Forbes; Servicing Representatives: Virginia Haggith, Jennifer Hanley, Tim Kelly, Sabrina Qadir, Arlene Robertson, Chris Watson REGION 5: Director: Angela Mattioli; Union Representatives: Jehan Ahamed, Ashleigh Garner; Servicing Representative: Rolando Cabral, Joce Cote REGION 6: Director: Rob Nicholas; Union Representatives: Sam Caetano, Matt Davenport, Jason Hanley, Lee Johnson-Koehn, Lionel MacEachern, Mike Mattioli, Brad Morrison, Melody Slattery, Mario Tardelli, Fred Teeple REGION 7: Director: Sharon Kempf; Union Representatives: Diane Sanvido, Steve Springall; Servicing Representatives: Dan Bondy, Todd Janes REGION 8: Director: Sandra Rogerson; Union Representatives: Jeff Barry, John Beaton, Matt Belanger, Jim Hames, Derek Jokhu
PROVINCIAL HEAD OFFICE 2200 ARGENTIA ROAD MISSISSAUGA, ON L5N 2K7 TEL: 905-821-8329 TOLL FREE: 1-800-565-8329 FAX: 905-821-7144
CAMBRIDGE OFFICE 6628 ELLIS ROAD, CAMBRIDGE, ON N3C 2V4 TEL: 519-658-0252 TOLL FREE: 1-800-267-1977 FAX: 519-658-0255
Moon’s Story
... and your responsibilities
HAMILTON OFFICE 412 RENNIE STREET HAMILTON, ON L8H 3P5 TEL: 905-545-8354 TOLL FREE: 1-800-567-2125 FAX: 905-545-8355
LEAMINGTON OFFICE 261 ERIE STREET SOUTH LEAMINGTON, ON N8H 3C4 TEL: 519-326-6751 TOLL FREE: 1-888-558-5114 FAX: 519-326-0597
OTTAWA OFFICE 20 HAMILTON AVENUE N. OTTAWA, ON K1Y 1B6 TEL: 613-725-2154 TOLL FREE: 1-800-267-5295 FAX: 613-725-2328
ISSN No. 1703-3926 CHECKOUT is an official publication of Locals 175 & 633 of the United Food & Commercial Workers (UFCW)
23 Community
2019 CAN BBQ and Toronto Pride
SUDBURY OFFICE 230 REGENT ROAD SUDBURY, ON P3C 4C5 TEL: 705-674-0769 TOLL FREE: 1-800-465-1722 FAX: 705-674-6815
THUNDER BAY OFFICE UNIT 206A 1000 FORT WILLIAM RD THUNDER BAY, ON P7B 6B9 TEL: 807-346-4227 TOLL FREE: 1-800-465-6932 FAX: 807-346-4055
UUWO
President’s Message
Shawn Haggerty
Standing Up to Make a Difference In 2018, our Union welcomed more than 1,760 working people to the membership. Workers who choose to start an organizing drive have recognized the need and realize the benefits of being Union. They’ve connected the dots and have decided to take action. Helping workers win these victories time after time proves that Unions continue to be relevant and vital for working people who want and deserve equality and fairness. In January, I spoke at an event in New York City to address a proposed new Amazon facility. Initially, NYC and New York State had offered $3 billion in subsidies to get Amazon to build in the borough of Queen’s. Amazon CEO Jeff Bezos is worth more than $130 billion and Amazon is a trillion-dollar company. Why do they need a $3 billion incentive to establish a new facility? These subsidies come from taxpayers’ money, not unlike the bailout given to GM, with no strings attached. No promise of investment in its own employees through living wages, good benefits, and guaranteed pensions. No promise to honour their employees’ rights to organize a Union. And, definitely no promise to ensure those employees receive generous severance and transition assistance if the facility closes. The citizens of New York State, the UFCW Retail Workers Department
Store Union (RWDSU) and Teamsters all took a stand against Amazon and, as a result, the company decided not to build in Queen’s. Amazon employees – from warehouse to delivery – are not treated very well. Our own Organizing team has worked with delivery drivers contracted out by Amazon at three separate locations in the Toronto area and have heard their stories firsthand about constant tracking of workers’ movements, breakneck paces, and long shifts. Plus, these workers have nowhere to go when they have a concern; told by their employer to contact Amazon, and told by Amazon to contact their employer. Amazon had promised about 25,000 jobs with the new facility, but employment is too complicated to boil down to just the number of jobs alone. Good employment considers wages and benefits, a healthy work atmosphere, and a balance of what’s best for all the players involved. That includes consideration of the skills of the available workforce, the desire for full or part-time jobs, as well as things like housing costs, sustainable transit, and more. Profit driven economies do not prevent safe and healthy workplaces. Successful businesses do not have to come at the expense of the people doing the work. Capitalism itself isn’t mutually exclusive to valuing labour and protecting people until greed and short-sightedness get in the way.
This isn’t about being anti-technology. There is room for technology and humans to work side by side. Even at Amazon, there’s room for that company to provide employees with a good, living wage in an environment that respects the workers. There is opportunity to build a stronger ethic when it comes to how we treat working people and their labour. Technology plays a major role in our world. But we must all require employers and corporations, and our governments, to ensure the human aspect is not lost in the pursuit of bigger, faster, and cheaper. With proper planning and consideration of the human factor, technology doesn’t have to mean the inevitable displacement and unemployment of people. As I mentioned at the start, we welcomed more than 1,760 new members last year who made the choice to go Union. You can read more about some of the workers who have celebrated organizing victories recently on page 6. Workers continue to organize because it’s clear that, left unchecked, corporate greed and disdain for working people continue to flourish. By organizing, and by being active in your Union, you’re standing up against bully corporations and taking your future back into your own hands. In Solidarity, Shawn Haggerty president@ufcw175.com Spring 2019
3
Secretary-Treasurer’s Message
Kelly Tosato
Pay Equity & Closing the Pay Gap In early March, the Union took part in several events to mark International Women’s Day, which is celebrated on March 8. The theme for 2019 is #BalanceForBetter, which brings focus to the challenges and benefits of creating gender balance throughout the world. That means making sure there’s gender balance throughout leadership, government, employees, media, and more. It also means making sure that your rate of pay is not determined by your gender. Part of achieving that balance requires ongoing work to close the gender pay gap. Depending on how calculations are done, the current gender pay gap is anywhere from 14% to 30% in Canada1. That means women, on average, are making between 70 cents and 86 cents for every dollar made by a man. We’ve made some progress, albeit slow, from where we started, but the gap remains worse for Indigenous women, trans women, women with disabilities, immigrant women, and racialized women. One of several factors leading to the gap in wages is a lack of pay equity across many sectors and industries. Like many aspects of our economic and social worlds, inequities in pay and employment are linked to deeply embedded discriminatory beliefs and practices, many of which continue today. Jobs that have traditionally 4
Checkout Magazine
been filled by females tend to be undervalued even though many involve skills similar or greater than those required in male-dominated jobs. Employees in the undervalued jobs, including men sometimes, get paid less. Over time, those already lower-valued jobs see fewer and smaller wage increases than more traditionally male jobs, resulting in further inequity – an increasing gap – between those rates of pay. Fighting back against these practices and achieving more equitable pay is an important part of levelling the playing field for women. This includes pursuing special wage adjustments for our members. In the health care sector, for example, we often have to argue to achieve equitable raises in an industry that still finds itself embedded in the historical undervaluing of nursing care. Pay equity is a complicated endeavour that takes time to calculate and correct. The Union has trained a number of staff specifically to deal with employers regarding pay equity issues. Many of the Members’ collective agreements include pay equity language or letters of understanding, but determining how to achieve pay equity can take time and is different for each workplace. Another benefit of having a Union collective agreement is that, while we continue to address pay equity issues, we also establish language to help ensure job postings are open 1
to all workers based on skill and seniority – not based on favourites. And if those job filling procedures aren’t followed, workers can use the grievance procedure to have their arguments heard. Equitable hiring and promotion practices are an integral part of ensuring we achieve better balance across many aspects of employment. In April, your Union alongside other activists will mark Equal Pay Day. This is the day on the calendar that the average woman’s wages catch up to what a man made in the previous year. That’s about 15.5 months to make what a man makes in 12. Equality and balance is about ensuring that every person regardless of gender has the same opportunities to access jobs and skills training, receive fair wages, and be treated with respect and dignity throughout. The world began celebrating International Women’s Day in 1911 but the struggle to bring gender balance to the world didn’t start with that day and won’t end with just one day of work a year. Activists, including women and allies in the labour movement and beyond, have been fighting for their fare share for a long time now and will continue to do so as long as imbalance exists. In Solidarity, Kelly Tosato treasurer@ufcw175.com
Equal Pay Coalition: http://equalpaycoalition.org/calculating-the-pay-gap/
Union News Silverstein’s Bakery members receive long-awaited severance After two and a half years of fighting for the Local 175 members from Silverstein’s Bakery in Toronto, the Union is pleased to announce that the members have finally received their long overdue severance payments. On July 29, 2016 Silverstein’s Bakery ceased operations abruptly. Members of UFCW Local 175 employed as drivers at the bakery on McCaul Street were handed permanent layoff notices and their final pay on July 28. This final pay did not include notice or severance pay as set out in the Employment Standards Act (ESA), nor did it include the enhanced severance pay that had been negotiated into the collective agreement. At that time the bakery had been in operation for 98 years.
At the time of closure, the Union pledged their full support to the members. “We are taking the necessary steps to deal with this abrupt closure and will be going to arbitration over severance not being paid in accordance with the collective agreement,” said President Shawn Haggerty. The Union immediately filed a grievance on behalf of the affected members. An arbitrator was appointed to hear the grievance and make a determination of severance. The decision of the arbitrator was that they did not have jurisdiction to make a decision in this case, and therefore it was referred to the Ontario Labour Relations Board (ORLB) for a determination.
After many months, a second arbitration hearing and a second referral to the OLRB took place to obtain orders for the payment of severance and termination pay owed under the ESA. On August 1, 2018, the OLRB released its decision ordering the Bakery and Holdings Company to pay the severance amounts previously identified. On August 9, 2018, the Union filed the OLRB decision with the Court to make the decision enforceable as an Order of the Court. Months of fighting for the owed money followed. Finally, on Saturday, February 16, 2019, the nine former members from Silverstein’s were awarded their long overdue severance payments totalling more than $261,000. “You were a family at Silverstein’s” said Union Representative John DiFalco. “You are a part of the UFCW family, so it’s fitting that we are giving you this long overdue payment on Family Day weekend.” In addition to securing the ESA money owed, the Local will be continuing legal action to enforce the terms of the collective agreement with respect to the enhanced severance that had been negotiated into the members' Union contract.
Pictured here are the nine members from Silverstein's Bakery with Union Rep John DiFalco. Spring 2019
5
Welcome to Your Union Villa Retirement Lodge
First Choice Beverage
Olameter Inc
On November 30, 2018, our Union welcomed new members from Villa Retirement Lodge in Midland.
Employees at First Choice Beverage in Mississauga started the New Year off on a great foot after winning their vote to join the Union.
In late December, employees at Olameter Inc. voted Union Yes.
The health care workers won their certification vote after only a week and a half of organizing. The new bargaining unit is comprised of eight full and part-time Resident Attendants at the retirement home. Employees at the home wanted more job security, and to have specific language around vacations too. Other reasons that brought these workers to the Union included wages, benefits, and working short-staffed. Employees at Bayfield House in nearby Penatanguishene, who are employed by the same parent company, belong to UFCW Local 175 as well. “Our Local Union was a natural fit for these workers,” said Russel Evans, who is an organizer with Local 175. “Our Union Reps have experience with their employer. Plus, we represent thousands more health care members across the province as well.”
The plant employs about 60 fulltime permanent workers plus 40 part-time employees supplied by a temp agency. In the high season, the number of temp agency workers doubles. Favouritism was one of the major reasons the employees wanted to gain Union representation. This included new employees getting higher wages than existing long-term employees received. In addition, things like holiday and vacation pay, and overtime premiums were issues as well. “I know these workers look forward to having their first proposal meeting,” said UFCW Local 175 Organizer Jeffery Lu. During the campaign, the Union filed several Unfair Labour Practice charges at the Ontario Labour Relations Board (OLRB). Throughout the organizing drive, despite the employer’s tactics, employees were eager to learn more about the Union and the benefits it could bring to their work life. Employees at the plant produce juice, and soy and almond milk for brands, like Simply Orange and Earth’s Own. The Union would like to thank the three Key employees at the plant who worked hard to make this campaign a success.
6
Checkout Magazine
The 147 full and part-time employees work as Gas, Water, and Electricity meter readers for Olameter in a number of cities. Currently, employees receive pay based on the number of meters read and whether they’re walking or driving. There have been little to no increases in this pay rate, plus employees receive no mileage for use of their personal vehicles. In addition, favouritism often led to preferential route assignments that led to higher pay for less work. Other issues that brought the Olameter workers to the Union include a lack of health and safety focus, especially in bad weather, and poor equipment maintenance. Employees expressed a desire to establish a retirement or pension plan at work as well. “These workers found strong solidarity with their co-workers. They realized that the issues faced in other cities were the same issues they experienced in their own,” said UFCW Local 175 Organizer Ricardo Bocanegra. “In the end, it came down to our amazing Keys who worked hard to help the campaign reach all of the employees.” The locations included in the scope of the certification are: • • • • • • •
Stratford, Brantford, Owen Sound, St. Thomas, London, Windsor, Sarnia,
• • • • • • •
Congratulations and welcome to Your Union!
Simcoe, Woodstock, Burlington, Hamilton, Oakville, Milton, and; Haldimand County.
Waterford Retirement Residence
Heritage River Retirement Residence
Recently, health care employees at the Waterford Retirement Residence in Ottawa became members of UFCW Local 175. Currently, about 65 employees will form the bargaining unit. The Residence is a newer home and is not at capacity as of yet, which means it’s likely this bargaining unit will grow.
Sixty health care workers at the Heritage River Retirement Residence in Elora are now part of UFCW Local 175.
Over the two-month campaign, it became clear that the workers at the retirement home wanted to improve a number of aspects of their work life, a number of which had to do with favouritism. This includes establishing clear guidelines for sick days, and a regular, guaranteed schedule for wage increases for all workers at the residence. Plus, employees want to achieve overtime pay, and reduce the probation period from its current 6-month term. The new members at the Waterford Retirement Residence work as Registered Practical Nurses (RPNs), Personal Support Workers (PSWs), housekeeping, cooks, servers, and laundry aides.
Several workplace issues led the employees to reach out to our Union for representation, which included frequently working short. Working short means that there are not enough staff to appropriately deal with the number of patients and their care at a given time. Some members had previous experience with Unionized workplaces and wanted to enjoy similar benefits of having a Union contract. This included achieving wages on par with other workers in the industry and having job security. Other concerns included establishing seniority for all staff, achieving benefits, and bettering other working conditions. The members at Heritage River work throughout the residence as RPNs, PSWs, Dietary Aides, Housekeepers, Unregistered Care Providers, and Receptionists.
Welcome New Staff The Union welcomes Shauna Fabrizi as new Legal Counsel at Locals 175 & 633. Shauna grew up in a Union-family, which fueled her enthusiasm for workers’ rights, particularly for the most precarious areas of the labour force, and instilled in her a strong commitment to workplace justice Shauna holds a Bachelor of Arts (Hons.) in Political Science and a minor in Labour Studies from Brock University. Her gift for passionate oratory and advocacy garnered her recognition in law school at the University of Leicester, where she won the school’s top court competition in her final year. In law school, Shauna spent two consecutive summers working at a public sector Union where she gained experience on the front-line handling grievances and fighting for equal pay. She also volunteered weekly at a poverty law
clinic assisting low-income individuals as they navigated the social welfare and benefits systems. After law school, Shauna worked as a Research Associate where she advocated for fair compensation and working conditions at the bargaining table and at interest arbitration on behalf of essential service workers. Prior to joining Locals 175 & 633, Shauna worked at a Union-side labour and employment law firm where she represented Unions and assisted workers with a range of wrongful dismissal and human rights matters. "I'm thrilled to join the legal department at Locals 175 & 633," said Shauna. "I look forward to advocating for and representing the interests of the members." "Shauna is a welcome addition to our legal team at the Union," said President Haggerty. "She has shown she has the passion and the experience that will serve the members well." Spring 2019
7
Negotiation Updates
New CLS members achieve major raise, join existing bargaining unit New members at CLS Catering in Mississauga join their co-workers' bargaining unit with 300 existing Union members. The group ratified their first collective agreement in November 2018. This contract achieved a major wage improvement for the employees. Previously, members received a salary with no overtime, no percentage pay on vacation, and no overtime for statutory holiday work. Now, the members benefit from: • Hourly pay, including overtime, • Contributions to an RRSP, and; • A percentage pay for their vacation entitlement. In addition, all lieu time accumulated prior to joining the Union will be paid out in a lump sum with a 15% top up. RRSP and vision care coverage negotiated in the existing contract will apply to these members as well as they join that bargaining unit. The existing members renegotiated their collective agreement earlier in the fall as well. The 200 fulltime and 100 part-time employees achieved the renewal after meeting in conciliation with the employer to work out issues regarding wages. The three-year agreement puts parttime employees on the same wage grid as full-time, which results in a
higher rate for those workers. A new Cold Kitchen shift premium provides an additional $1 per hour for hours so worked. In addition, the night shift premium increases as well. Overtime will now be paid after 40 hours per week, which is an improvement over the current 44 hours. The RRSP is 100% funded by the employer at 30 cents per hour worked for 2018. That rate increases to 40 cents per hour worked for 2019, and to 55 cents per hour in 2020. Vision care improves to provide $300 in coverage, up from $200. Other significant improvements include a focus on weekends off for full-time employees, a better shiftbid process, and better vacation language. Employees at CLS Catering prepare meals for major airlines and work as flight coordinators, checkers, and account managers at Pearson Airport. Thanks to the Members who took part in the Union Negotiating Committee from both the existing and new membership groups along with Union Rep Jehan Ahamed. They were: Gita Bhattarai, Stanly Padavan, Jibran Rakeseh, and Ranjit Sandhu.
Agreement ratified at Farquhar Dairy The 14 full-time employees at Farquhar Dairy in Espanola secured a new agreement at a ratification vote held December 11, 2018. The three-year contract includes wage increases of 1.5% in each year of the term. The maximum employer -matched pension contributions will increase to 3.5% in year one, and to 4% in year three. Prescription eyeglass coverage will improve to $200, per 24-month period, up from $125. In addition, employees will now receive eye exam coverage of up to $100 every 24 months. Members benefit from an additional Float Day, for a total of three per year, plus an enhanced work boot allowance of $165 per year, up from $140. The Union negotiating committee achieved improvements to bereavement entitlement: The language now includes additional family members and additional paid days’ leave. The employer will contribute $200 per year toward the UFCW Local 175 Training & Education Fund.
Union Negotiating Committee: Rob McCutcheon, Andrew Main, and Union Rep Jeff Barry. 8
Checkout Magazine
You can find more negotiations online at myunion.ca.
Airlane hospitality workers secure new three-year collective agreement
Dr. Oetker members ratify first Union contract
On January 16, 2019, members at the Airlane Hotel ratified a renewal agreement reached through conciliation with the employer. The Union Negotiating Committee achieved important language regarding vacations, plus policies on employees’ gratuities at the Airlane Hotel. The three-year contract includes wage increases in each year of the term. In addition, members benefit from an improved safety shoe allowance of $80 per year, up from $60. Plus, the regular shoe allowance goes up to $50 per year, up from $25, as well. Bereavement leave increases to four days, up from three, for the death of an immediate family member.
Union Negotiating Committee: Patsy Duncan, Heather Harasym, Randy Rix, Louise Thorpe, Union Rep Tracy Stubbs, and Secretary-Treasurer and Director of Region 1, Kelly Tosato.
Congratulations to employees at Dr. Oetker in London, who just achieved their first collective agreement as members of UFCW Local 175. After meeting in conciliation with a Ministry of Labour (MOL) officer, the parties reached an agreement that dealt with a number of significant issues the workers at Dr. Oetker wanted addressed. The three-year contract includes increases of 60 cents per hour across the board, including Maintenance, in each year of the three-year term. The first raise is retroactive for hours worked since January 1. Sanitation employees receive an initial retroactive increase of $1 per hour. Plus, they also receive the two 60-cent per-hour increases in years two and three. Plus, the Union negotiating committee achieved significant language providing for a 12-hour continental work week. As of ratification, employees with less than one year of service receive a lump sum payment of $500. Those employees with more than one year of service will receive $600. Shift premium improvements provide an
additional 10 cents per hour, to reach a rate of 60 cents, for hours worked between 1 p.m. and 10 p.m. Employees working nights, between 10 p.m. and 5:30 a.m., will receive an hourly premium of 80 cents, up from 70 cents. Effective January 1, 2020, the employer will pay 100% of the premiums for the workers’ group health and dental plan. Plus, as of January 1, 2021, the employer will also pay the total premium to cover AD&D and Life Insurance. Other improvements provide an increased boot allowance of $150 per year, plus $500 annually for maintenance tools. Bereavement leave now provides three days, instead of one, for the death of a grandparent, grandchild, aunt, or uncle. The ratification vote took place on January 13, 2019. Thank you to the Union members who assisted Union Rep Sam Caetano as part of the Negotiating Committee: Bryce Doiron, Corey Frew, and William Herron. Spring 2019
9
Sodexo members achieve three-year agreement On January 28, 2019, the bargaining unit members at Sodexo in Cornwall ratified a new agreement.
to reach an hourly rate of $1, for hours worked between 11 p.m. and 7 a.m.
The Union’s negotiating committee achieved improved vacation for Sodexo members of six weeks paid at 12% after 30 years of service. Other significant gains include:
Members receive two paid sick days per year. Employees who do not use their two sick days receive a $100 bonus payout at the end of the year. Members also benefit from improvements to bereavement leave as well.
• A better clothing allowance; • A second shoe allowance of $60 per year when necessary, and; • Language covering gratuity payouts for all departments. Plus, the regular boot allowance improves to $125, up from $100, per year instead of every 24 months. Wages improve by 1.5% as of ratification with subsequent increases of 1.5% in year two, and 2% in year three. In addition, members receive a signing bonus of $300 for full-time and $150 for part-time. The night shift premium goes up by 80 cents,
Sodexo employs about 122 full-time and 67 part-time unionized workers at their Cornwall location. Members there provide a number of services including hospitality, food, and facilities management. Thank you to Union members Alcide Duval, Marc Houde, Jeff Porteous, and Terry Rombough for their hard work and expertise on the Union Negotiating Committee alongside Union Reps Shannon Epp and Joe Tenn.
Laurier members secure new deal On February 4, 2019, members at Wilfrid Laurier University in Waterloo achieved a new three-year agreement. To reach this agreement, the parties met in conciliation to deal with issues that arose out of Bill 148 and its subsequent repeal. In the new agreement, the Union negotiating committee achieved a guarantee from the employer to maintain a minimum of 40 full-time positions for the term of the contract. An important improvement now provides employees with 48 hours notice of shift cancellation. Before, the employer only had to give three hours’ notice. In addition, any employee who does not receive 48 hours’ notice will receive four hours of pay. Base rate wages will improve by 1.25% in each year of the agreement, with the first raise retroactive for hours worked since August 1, 2018. In addition, some classifications will receive a market adjustment increase to attract and retain skilled employees. Employees will receive an improved allowance of $175 per year, up from $125, for the purchase of non-slip shoes. Part-time employees benefit from improved sick leave of up to four days (32 hours) per year, instead of the previous pro-rated accrual system. Seniority will now determine overtime on statutory holidays as well as shift preference when the employer calls workers in. Lastly, the employer will contribute $1,000 per year toward the UFCW Local 175 Training & Education Fund. Union Negotiating Committee: Chief Steward Mat Campbell, Megan Dyksterhuis, Viana Sanders, and Union Rep Jason Hanley.
10
Checkout Magazine
New agreement ratified by members at Larabie's YIG in Kapuskasing
There are more than 100 unionized employees at Larabie’s YIG in Kapuskasing and through this set of negotiations, the Union Negotiating Committee achieved an agreement with no concessions. On January 6, 2019, these members ratified their new collective agreement. Full-time employees receive a lump sum payment of $500 and a rate increase of 25 cents per hour as of ratification. Rates for full-time will increase by another $1 per hour over the contract term, plus two more $500 lump sums paid out as well. Part-time workers achieved a
new wage grid that maintains a gap ahead of minimum wage. In addition, part-time receive the greater of a $250 lump sum or an increase of 25 cents per hour as of ratification. Department Managers receive an adjustment of $1.25 per hour as of ratification to help bring their rates in line with all department managers. In addition, the agreement adds Department Manager positions to the night shift. Employees may now carry over their annual footwear allowance, which is $85 per year, to the following year to a maximum of $125. Part-time
employees now receive the boot allowance as well. The employer will contribute $150 toward the printing of the members’ collective agreement books, plus $300 to the Local 175 Training & Education Fund. Current entitled members retain a paid Floater Day, double time pay for working a statutory holiday, and optional Sunday work. Plus, the members achieved improved language regarding vacations that will clarify entitlements and process. In addition, the contract contains provisions for a joint labour management committee. Thank you to the Members of the Union’s Negotiating Committee Kim Lapointe, Sylvie Roussel, and Daren Twaddle, who all worked diligently alongside Union Rep John Beaton to achieve this contract. And, congratulations to Sylvie Roussel as well for being voted Department Manager of the year for 2018 by the members in her store!
Members ratify three-year deal at Coca-Cola London The 67 employees at Coca-Cola Bottling in London achieved a new agreement recently. The three-year term includes a lump sum of $800 paid out in the first
year, plus an increase of 2% in year two, and a 2.5% raise in year three. Drivers who require a Driver’s Medical exam will receive reimbursement of $100 from the company in the second and third year of the contract term. Members will also benefit from enhanced payout of 125% for any unused sick days. Employees will now take part in an employer pension plan that will see the company contribute 5% per employee’s annual earnings per year. Members will contribute 2% of their earnings per year to the plan as well. In addition, the new agreement contains enhanced severance language for all Union members. The Union’s negotiating committee secured new scheduling language to
allow for 12-hour work days, plus provisions for new full-time positions. Going forward, the employer will provide all Personal Protective Equipment (PPE) for employees. Other language improvements address the observation of statutory holidays, and an increase to the company’s contributions to the UFCW Local 175 Training & Education Fund. Members ratified the new agreement on January 27, 2019. Union Negotiating Committee: Mike Forbes, Tony McCarthy, Rick Uhrig, and Union Rep Lee Johnson-Koehn.
Spring 2019
11
First agreement reached for Flemingdon Health Centre members Members at Flemingdon Health Centre in Toronto have ratified their first collective agreement following more than 45 days of bargaining over the last year and a half, including conciliation to issue a No Board report and assist in the last days of negotiations. The Union negotiating committee worked hard to achieve a contract that is consistent with other long-service, mature collective agreements in the Community Health sector. The three-year term contains language to bring the employees closer to the Ministry of Health wage guidelines, with the understanding that as new funding becomes available, it will be applied to raise wages even further. Additional language defines the employment status of the workers clearly, which will limit the
employer’s use of contract workers. In addition, the committee successfully bargained to have the workers move from a group RRSP to the Health Care of Ontario Pension Plan (HOOPP). Members on an unpaid leave will continue to have their benefits provided for by the employer up to six months, based on their years of service. Paid leaves written into the contract include jury duty, bereavement, merit days based on service, family health days, sick days, two float days, and employer-paid LongTerm Disability (LTD). A new prepaid leave plan allows employees to bank 20% of their annual income for four years, which they can use to take the fifth year off on a leave of absence.
Important language secured in the agreement addresses layoff and recall, health and safety, harassment, and discrimination. The employees now benefit from a grievance procedure as well. Employees will receive $900 per year toward professional development costs. The employer will pay for 50% of the cost to print collective agreement books for the members, and will contribute $250 per year to the UFCW Local 175 Training & Education Fund. The 90 members, who secured this first contract at a ratification vote on January 20, 2019, provide community health care services at three locations in Toronto. Union Negotiating Committee: Bill Bitaxis, Darryl Gershater, Daniella Moss, Union Rep Casey Magee, and Region 2 Director, John DiNardo.
SOLIDARITY SCHOLARSHIPS Apply starting April 1 at ufcw175.com/scholarships 12
Checkout Magazine
Outstanding Member Achievement Awards Each year, the Local Union recognizes four Members for their commitment to the Union, their community, to charity, and to the safety and well-being of their co-workers. Here are the winners from last year!
Carol Watson
Kelly Carver
Carol Watson is the Seafood Department Manager at Zehrs South Cambridge. She is active on her workplace Joint Health & Safety Committee and social committee. Carol also dedicates a lot of time to her community.
Kelly Carver is a Personal Support Worker (PSW) at Birchwood Terrace, a long-term care home in Kenora. Her hard work and effort show in the great care she provides for both the residents and the Union members at the home.
Carol trains three service dogs: Blue, Storm, and Frost. She takes them to visit patients at hospices, nursing homes, and hospitals, and they visit emergency service and 911 centres too. These lovely animals help reduce stress, lower blood pressure and bring joy to the patients they visit. The pups also take part in Paws for Stress, providing student stress relief services at local high schools, colleges, and universities.
As the go-to person for her co-workers, Kelly shows patience and compassion, and is a true leader in the workplace. She gives much of her own time to make her workplace better for everyone. From attending meetings with members, her Union Rep, and management, to talking one-on-one with those who need her assistance, Kelly is always available to help.
Contributions to the Community
“When Carol came to the Union office with her amazing dogs, we all felt their calm and friendly energy, and saw how caring Carol is toward them,” said Union Rep Diane Sanvido. “Carol's dedication to her community is inspiring.”
Gilberta Lacoursiere
Dedication to Fundraising for the LLSC Gilberta Lacoursiere is a Steward at Food Basics in Timmins and a member of the Joint Health & Safety Committee. Gilberta also dedicates time to raise money for the Leukemia & Lymphoma Society of Canada (LLSC). During the annual Stars and Thunder festival in Timmins, Gilberta has helped raise money for the LLSC by asking concert-goers for donations to park in the Food Basics lot. Every afternoon and evening, Gilberta and other volunteers, stood and collected money through the heat, the rain, and more. Since 2017, volunteers have helped raise more than $20,000 at the festival. “Gilberta lends a hand whenever she can," said Union Rep John Beaton. “She is caring and generous with her time, and she's an important part of her community and a great Steward for her co-workers.”
Leadership and Advancement of the UFCW
“Kelly’s genuine care for her co-workers is endless,” said Union Rep Tracy Stubbs. “She exemplifies dedication, warmth, and loyalty, and she asks nothing in return but to see her Union Sisters, Brothers, and Friends happy.”
Nelson Pereira
Improving Health & Safety and WSIB in the workplace Nelson Pereira is a Steward and CoChair of the Joint Health & Safety Committee at Fearmans. Nelson volunteers his time frequently at Union events and helps run Safety Day for the more than 800 members at the plant. Further, Nelson assists his co-workers by advocating for those who are in Return to Work programs following an injury or illness. “He goes above and beyond to help his co-workers,” said Union Rep Mike Mattioli. “Nelson is a great advocate for the Union and he works hard to make sure health and safety is a priority every day.” Nelson also helps out with the Sofina Dream Builder campaign, which raises money for children’s charities across Canada. Often, Nelson helps ensure things run smoothly by setting up audio and video at these events.
Our Members at
Dainty Foods Did you know that the only rice mill in Canada is Dainty Foods in Windsor?
Better yet, the plant proudly employs 41 unionized workers who are members of UFCW Local 175 as part of the Dainty family. Dainty imports, mills and processes rice in its Windsor plant for consumer-packaged rice products sold under the Dainty brand name. You can find these Union-made products while shopping in all major grocers. The members at Dainty also produce rice and rice flour for food service clients, which provide service to schools, hospitals, airlines, restaurants, and more. In addition, indus14
Checkout Magazine
trial customers use Dainty Foods rice and rice flour as ingredients for baking, brewing, crispy coating batters, and soup and sauce thickeners, to name just a few. Dainty was founded in 1882, and built the current facility in Windsor in 1967, where it continues to be a proudly Canadian facility that employs a strong team of unionized employees. Local 175 members at the plant take part in the long-standing production of a unique and iconic product – cooked rice in a can with seasonings
– first launched in 1947. The product line has 11 flavours and remains a popular and affordable side dish for Canadians. To package these items, the members at Dainty operate the largest continuous retort ever built. The retort is used to sterilize the cans of rice before they are packaged and shipped. The plant runs on two shifts where the members efficiently produce, package and ship out all of the products. Plus, they also provide maintenance and keep the plant in sanitized condition to ensure the facility meets continues on page 17...
the highest food safety standards and certifications. Led by a team of four Stewards, whose combined years of service total 63, the membership is well cared for in the day-today operations. • Chief Steward, Mike Kohler, is a Spice Operator and has been at the plant for 18 years. • Tim Van Den Driessche is a Rice Miller with 19 years of service. • Tim Galbraith is a Machine Operator with 18 years of service. • Cody Blackbird is a Canning Operator and has been with the company for eight years. So, next time you’re looking for a healthy side dish, Shop Union by looking for the Dainty name and know that by choosing this line of products to put on your dinner table, you are supporting Unionized workers at Dainty Foods in Windsor.
Spring 2019
17
Meet Carol Lewis. Carol works as a cashier at Metro in Gananoque. Carol started working for A&P back in 1972 and is loved by generations of customers and their families. Most evenings she can be found greeting and serving customers at the express check-out. Carol says she has no intention of retiring quite yet, because she enjoys her job and the daily interactions with staff and her customers.
Carol and Carlos were featured on Facebook and Instagram as part of our weekly Steward and Member profiles! Have you seen them? For almost a year now, we've been posting photos of our hardworking Members and Stewards from across the
This is Carlos Wilson. Carlos is an Indigenous counsellor and case manager who works at the safe injection site at the Central Toronto Community Health Centre (CTCHC). Carlos also took part in the Union's negotiating committee at CTCHC for the first time in the last round of bargaining. Away from the Health Centre, Carlos works with Indigenous youth providing counselling using different approaches such as drama therapy and expression through art.
province. If you know a great Steward or an active Union Member you think deserves to be featured, let your Union Representative know! In the meantime, visit us (ufcwlocals175633) on Facebook and Instagram to see all the profiles!
WSIB Appeals Deadlines and Your Responsibilities Too often, the Local Union’s Workers’ Compensation representatives find that Members have not appealed their decision letters within the time limits.
What does that mean? By missing the time limits, injured workers lose their ability to appeal the issues of their denied injury or illness claim.
Reporting Accidents and Illnesses
But, to be eligible for benefits, under Section 21(1): A worker shall file a claim as soon as possible after the accident that gives rise to the claim, but in no case shall they file a claim more than six months after the accident, or, in the case of an occupational disease, after the worker learns that they suffer from the disease.
When it comes to time limits and responsibilities, the Workplace Safety & Insurance Act (WSIA) breaks it down into what’s required of the Employer and what’s required of the Worker.
Return to Work
Employer:
To appeal an RTW or WT decision, you must file an Intent to Object form within 30 days of the decision date. Even if you're not sure, it's best to fill out and submit this form. There is no obligation to object once you file the form, but if you don't file it, you might miss your chance.
Under Section 21(1) of the WSIA: An employer shall notify the Board within three days after learning of an accident to a worker. The employer must submit a Form 7 with the pertinent information. Worker: A worker must report injuries or illness the moment they become aware of the issue. That means, either at the time of the accident, or upon diagnosis. Be sure to tell your doctor that your injury or illness is related to work. The worker submits a Form 6, Worker’s Report of Injury/Disease.
20
Checkout Magazine
Another deadline for injured workers deals with the Return to Work (RTW) process and Work Transition (WT) programs.
Meeting all deadlines is crucial to making any future appeals to your WSIB benefits.
Communicating with your Workers’ Comp Representative It is your responsibility to inform your Workers’ Comp Rep of any changes to your appeal. The WSIB may recognize the Union as your representative, but it does not mean your Workers Comp Rep receives, or is aware of, all decisions made regarding your claim. Don’t assume your Rep gets the same info that you do. After you receive any correspondence regarding your appeal, contact your Workers’ Comp Rep to keep them up to date. The Workers’ Compensation Department is not responsible for missed time limits and deadlines in situations where the worker did not inform the department of a decision letter prior to that deadline. Injured workers must be vigilant about deadlines. Read all of your letters from the WSIB carefully. Union members should contact the Workers Comp department immediately when you receive any decisions about your claim.
workerscomp@ufcw175.com 1-800-565-8329 x 6721 or 519-651-6721 To read more about the WSIB Claims & Appeals process visit ufcw175.com/FileWSIBClaim
In 2017, there were 291 work-related fatalities in Ontario. This included: • 6 people under the age of 25, • 37 from respiratory diseases, • 9 from intra-cranial injuries, • 59 from traumatic or multiple traumatic injuries, • 10 from traumatic bone, nerve, and spinal cord injuries, and; • 167 cancer-related deaths. From being struck by an object, to falling, getting caught in equipment, to motor vehicle accidents — most of these deaths were preventable. Please take care and all required precautions in and around the workplace. Keep an eye out for hazards. Report hazards, and all workplace injuries and illnesses to your supervisor and to your Union Steward or Health & Safety Rep.
April 28
National Day of Mourning Source: Association of Workers' Compensation Boards of Canada: National Work Injury, Disease and Fatality Statistics 2015-2017.
ufcw175.com/dayofmourning
altered livesproject
ufcw175.com/alteredlivesproject
Moon’s Story
In 2011, Moon began working for a large hog processing plant in Southern Ontario. Over her years at work there, Moon processed hogs with vibrating knives, packed meat and even hog stamped. These tasks resulted in two significant workplace injuries. While trimming hog fat in the packaging department, Moon developed bilateral repetitive strain injuries from bagging semi-frozen, wet, slippery meat. She tried treatments such as physiotherapy, wrist splints and cortisone injections. The treatments helped but Moon was slow to heal and, in 2014, she had surgery. The WSIB denied Moon’s first injury claim. After some lengthy appeal battles, with the help of the UFCW Local 175 Workers’ Compensation Department, Moon had her claim denial overturned. She received fair and just compensation for her surgery and work-related injuries.
making lunch – I move much slower.” Moon’s fight to receive compensation stemmed from her knowing that she had rights. Despite the struggles with the WSIB process and having her claims denied, she knew that her injuries were because of work and that she needed help to prove she was telling the truth. Moon’s family was an incredible support throughout her ordeal and since. She is also thankful to the Union. “I’m here today because of the union,” said Moon. “They helped me fight for my rights.”
After her surgery, however, Moon required modified duties so she could work while still healing on the job. Her employer gave her some left-hand only work as a hog stamper. In the short time performing this task, Moon developed a left shoulder injury.
Members of minority groups often fear reporting things like workplace injuries. Now, Moon tries to show new hires and trainees her hands because they are destroyed from work. “I wanted to report this but didn’t know who to tell,” she said.
This injury claim took Moon back to appeals for another fight with the WSIB. Once again, Moon argued successfully that her injury was work-related. She received physiotherapy payments and any pending surgery benefits as well.
By reaching out to new groups of workers, Moon can make sure they know their rights and that they deserve proper training to do their jobs safely. She wants them to avoid injuries like hers and know who to report injuries to if they do happen.
Years of suffering from her work-related injuries have taken a toll on Moon’s daily life at home with her husband and sons. Simple tasks that seemed so natural and easy – vacuuming up the stairs, showering, getting dressed – are now challenges.
Moon wants her co-workers to know: “You have rights. Don’t give up.”
“Everything I do now takes time,” says Moon. “Time to get up, prepare myself – makeup, brushing my teeth, 22
Checkout Magazine
If you've been injured at work and have received a denial to your claim, make sure to contact the UFCW Locals 175 & 633 Workers' Compensation department at 1-800-267-1977 or workerscomp@ufcw175.com.
Community & Fundraising
Toronto Pride 2019
SAVE THE DATE!
The Union is looking for volunteers to help at the UFCW Toronto Pride Street Fair booth and take part in the Toronto Pride Parade this year.
BBQ & FAMILY DAY
The Parade takes place on
Sunday, June 23, 2019
Join Your Union for the 2019 Community Action Network
Niagara Area
Sunday, June 9, 2019 11:00 a.m. - 2:00 p.m. The East Pavilion at Charles Daley Park in Lincoln
And we will take part in the Street Fair during the couple of days leading up to the Parade. To volunteer, please contact us at membership@ufcw175.com or through social media on Facebook, Instagram or Twitter!
This event is free. Registration info & more details will be available soon online at ufcw175.com/can2019 or look for the posters in your workplace!
2019 Golf Tournament
to support the Leukemia & Lymphoma Society of Canada
SATURDAY, MAY 25, 2019 • Lionhead Golf & Country Club, Brampton 11:00 A.M. Registration & Lunch 1:00 P.M. Tee Off - Shotgun Start • $125 each for Members of Locals 175 & 633 $165 each for golfers who are not Members of Locals 175 & 633 Entry fee includes: Golf, G olf Cart, Lunch, Dinner, Taxes, and Gratuities
REGISTER BY MAY 10, 2019 UFCW175.COM/GOLF2019
A $5 donation to the Leukemia & Lymphoma Society of Canada will be made on behalf of UFCW Locals 175 & 633 members who call in for a home or auto insurance quote! No obligation or purchase necessary. Just get a quote and we donate to the cause! Offer may only be valid for a limited time. Limited to one donation per household in most circumstances. Other restrictions may apply.
Moving? Please make sure you notify the Union Office at membership@ufcw175.com or call 1-800-565-8329
Return postage will be paid by: United Food and Commercial Workers Locals 175 & 633 2200 Argentia Road Mississauga ON L5N 2K7
Canada Post Corporation Publication Agreement No. 40064671
MYUNION.CA
