Checkout Fall 2022

The Members that feed us!

THOUSANDS OF UFCW LOCALS 175 & 633 MEMBERS WORK IN THE FOOD PRODUCTION INDUSTRY.

These frontline workers fed Canadians before and during the pandemic. And they’ll continue to proudly produce quality products for our communities long into the future.

UFCW Locals 175 & 633 members produce all kinds of food items, many of which can be found at your grocery store, in restaurants, and in healthcare food service too!

On pages 10 & 11 meet Gloria Almonte from Olymel Cornwall; just one of the incredible members in the food sector who has been working hard to keep us all fed.

OUTSTANDING MEMBER ACHIEVEMENT

2022 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;

• Dedicating themselves 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 belongs to our Local Union. Nominees MUST be a member in good standing of either Local 175 or Local 633 for at least six consecutive months.

Nominate someone at ufcw175.com/memberawards and remember to include lots of detail about why your nominee deserves to win.

Deadline for nominations is November 1, 2022.

UFCW LOCAL

President Shawn Haggerty

Secretary-Treasurer

Kelly Tosato Recorder

Karen Vaughan

Executive Assistants

Chris Fuller Angela Mattioli Jim McLean

HOPE SECTOR

UFCW LOCAL

President Marylou Mallett

Secretary-Treasurer

Brian Kozlowski

Recorder

Julie Hinsperger

Staff Changes

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

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

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

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

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

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

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

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

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

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

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

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

HEALTH & SAFETY Health & Safety Representative: Christina Mayberry, Mary Shaw

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

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

TRAINING & EDUCATION Director: Kelly Nicholas; Servicing Representative: Teresa Wilson; COMMUNICATIONS Coordinator: Jennifer Tunney; Communications Representatives: Laurie Duncan, Ashleigh Vink

Arbitration Win

at Homewood Health celebrate precedent-setting win

Nature, Barn Markets,

Workers’

ignore or push through work-related injury pain...

Tel: 905-821-8329

1703-3926

Free: 1-800-565-8329 Fax: 905-821-7144

Locals

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Labour Day photos from across the province.

BAY

Municipal Elections are Important: Vote on October 24

During the pandemic, local support and services became more important than ever. As many families went through illness and experienced income loss, some turned to food banks, were un able to make rent, and more.

Today, the pandemic continues to bring the effects of complacency and the failings of our broken systems right to our very own front doors.

Many decisions governing our day-to-day lives are made at the provincial level or above. But there are also many decisions made at the municipal level that have an impact on the citizens and workers in your community.

On October 24, 2022, municipal elections are happening and it’s your chance to have your voice heard once again.

Your municipal government:

• Sets property taxes and de livers public services;

• Determines incentives and criteria for businesses in your community;

• Hires and funds police, fire, first responders and EMS;

• Contracts companies to col lect waste, clean buildings, and more;

• Manages infrastructure such as water supply, sewage treatment, transit, and road and sidewalk maintenance;

• Develops policies on statuto ry holiday shopping;

• Manages assisted living homes and services, sports arenas, and more.

Your communities also make decisions that have a significant impact on climate change and the environment, strengthening relations with Indigenous com munities, and more. The Association of Municipalities Ontario (AMO) has information on the role and responsibilities of local government (www.amo.on.ca).

Your school boards are also up for election on October 24. School boards work on behalf of the community to advocate for the needs of your children, devel op policies, and allocate funding for public education. They are accountable to the Board and the province, but more importantly, just like any other elected official, they are accountable to you.

I know a lot of people are tired of politics and elections. It’s understandable. But apathy won’t create positive change. Apathy only lets the status quo continue.

Municipalities must take a hard look at community planning and development – from affordable accessible housing to parks and playgrounds, from tax incentives for businesses to requiring that all municipal employees be paid a living wage.

Municipal government sets the standard for your community and can help make many systems, and the people those systems serve, more resilient to crisis.

Visit your town or city’s website to find out more about the candi dates running in your area or go online to ufcw175.com/municipal for links, voter information, and more.

Municipal elections are a chance to help your communities rebuild better. Get out and vote on Octo ber 24, 2022.

In Solidarity, Shawn Haggerty president@ufcw175.com

Labour Day: Celebrating the resilience of working people

I was happy to see many smiling faces at Labour Day this year. It felt good to be back to seeing each other in person, marching alongside each other, and sharing stories over a picnic table.

Labour Day is a celebration of our successes as a movement for workers’ rights and our gains at every bargaining table that help improve the lives of our mem bers. A celebration of the endur ing solidarity and strength of our membership.

The resilience of the members of our incredible Union kept this country moving during a time of fear and uncertainty. There were no CEOs standing on production lines day after day; no shareholders holding the hands of clients in long-term care; no billionaires standing behind grocery check outs, stocking shelves, delivering goods, or doing any of the dayto-day tasks that provide goods and services for the people.

Your labour is what makes it possible for people and their families across this country to go about their day-to-day lives.

As we continue to face a provin cial government set on driving a

wedge between different groups of working people, we have to remember that a gain for any worker is a good thing. Don’t let politicians at any level, or em ployers for that matter, corrupt that message; because a win for any worker is a win for all of us.

Our lives and experiences shape each of us into very different people, and the diversity of those lives is an incredible strength. I am not just a worker. I am not just a mother. I am not just a woman. I am not just any one thing, and neither are any of our members. Our identities are complex and intersectional, and millions of people suffer because of oppressive and repressive systems and policies that exploit and disregard people based on aspects of their identity.

Protecting the rights of all people is well worth the effort because a win means uplifting people in every way. Our Local Union will continue working to:

• Improve all workers’ rights provincially and federally;

• Enhance compensation and language gains in collective bargaining;

• Advance reconciliation with Indigenous Peoples;

• End systemic racism and sexism, and gender-based discrimination;

• Eliminate violence and harassment, and;

• Much more.

As we go to press with this issue, the Ontario Superior Court began its hearing on the constitu tional challenge against Bill 124. The work to overturn Bill 124, which suppresses the wages and collective bargaining rights of public sector workers – including a number of Members of UFCW Locals 175 & 633 – is another battle that your Union is proud to be a part of. While progress can take time, especially when the challenge involves the courts, every step forward is important.

I hope you enjoyed your sum mer and celebrated Labour Day among friends, family and co-workers.

In Solidarity, Kelly Tosato treasurer@ufcw175.com

RETIREMENTS

Virginia began her career of advocacy at Maple Leaf Foods in Brantford, Ontario, where she worked as a Quality Assurance Technician from 1992 to 2009.

In 1997, Virginia got involved with being a Steward so she could “bring a voice to the membership” at her workplace.

Virginia says her experiences at Maple Leaf grounded her and she is most grateful for the Union and the tools and skills she learned that gave her the ability to help and inform someone who didn’t understand the benefits of belonging to the Union.

From 2002 to 2008, Virginia served as Chief Steward at the plant, and was elected as an Executive Board Vice President for Local 175 in 2005, where she continued to advocate for the membership. In 2009, the Local Union hired Virginia as a Servicing Representative where she continued to be an immeasurable force for workers rights.

“You never really stop being an advocate, you just take on different opportunities in life,” said Virginia. She says she looks forward to spending more time with her husband of 43 years and her children and grandchildren.

“I will miss the members and staff that I have worked with over the years,” she added, but she is excited to travel, bake and try out different recipes from around the world.

“Virginia has been a wonderful advocate for working people throughout her entire working life,” said President Haggerty. “I thank Virginia for her many years of dedicated service and for always being there for the members. All the best in your retirement.”

After more than 30 years as a member and representative of Locals 175 & 633, Virginia Haggith has made her retirement official.

Virginia Haggith

2022 National Defence Fund (NDF) Convention

On July 11 and 12, the 2022 UFCW NDF convention took place in Vancouver. As this was the first NDF convention since 2019, many delegates were excited to catch up with colleagues from across the country.

Elder Shane Pointe opened the convention with a warm welcome. Elder Shane is a proud member of the Salish Nation, Pointe Family, and Musqueam Indian Band.

UFCW 1518 President Kim Novak and UFCW 247 President Dan Goodman welcomed delegates to British Columbia as well, before UFCW Canada National President Paul Meinema took the stage. “Our union weathered this pandemic because of YOU, and all of your hard work on the front lines of COVID-19,” said President Meinema in his address to the delegates.

Guest speakers for the morning also included Jen Hassum, Executive Director at the Broadbent Institute and the Honourable Katrina Chen, MLA and Minister of State for Child Care in British Columbia.

Over the afternoon and next morning, members took part in sessions on food manufacturing, beef, poultry and pork packinghouse facilities, hospitality, retail, flour milling, soft drink, and education. Sessions

gave members time to discuss concerns and achievements in their sectors and workplaces, and hear from some guest speakers. Topics included technological change, staffing shortages, the continuation of COVID-19 protocols, and more.

As industries emerge in a post-COVID-19 economy, members had lots to discuss in terms of how their employers handled, and continue to handle, different aspects of the pandemic.

To wrap up the convention on an inspirational note, the incredible Colonel Chris Hadfield gave a moving presentation about having goals and working toward them; that ingenuity and hard work can take you further than you ever dreamed.

For more than 35 years, the NDF has provided additional strike pay when needed to members in participating bargaining units. At the convention, it was announced that the NDF has surpassed more than 111,000 members nation-wide.

Thank you to all of our members who gave reports, and participated in active and fruitful discussions about what it means to be a worker in this country and in these circumstances.

13th UFCW Canada National Council Convention

The UFCW Canada National Council Convention took place August 23 – 25, 2022 i n Toronto.

Locals 175 & 633 sent a total of 61 delegates combined, who joined another 200+ delegates from across Canada.

Stacey Laforme, Chief of the Mississaugas of the New Credit First Nation, began the day with a warm and humourous welcome before UFCW Canada National President Paul Meinema thanked members for their dedication and work throughout the pandemic.

UFCW International President Marc Perrone recommitted to helping workers achieve better lives and bridging the divide among working people. Extending gratitude to the members for their sacrifices over the pandemic, he said: “If there was ever a doubt about the power of what we do, look no further than what you have done for your members and the millions of families across this great country.”

National Council Elections and Nominations for the Executive Committee included the renomination of President Haggerty as an International Vice-President. President Haggerty accepted his nomination, which, along with all six of Canada’s International VP positions, will be voted on at the UFCW International Convention in April 2023.

Delegates heard reports on the UFCW’s work on: Women and Gender Equity, Human Rights Equity & Diversity, Political Action, Growth, Young Workers, Education, and Workplace Rights. Delegates also spoke on and voted in favour of 16 resolutions and policy updates that ensure UFCW Canada continues on a path of equality and inclusion for working people.

In addition to convention business, delegates heard from Bea Bruske, a UFCW Local 832 member and Canadian Labour Congress President. Bruske spoke about the challenges facing working people and encouraged labour leaders to continue to empower workers and prioritize workers’ rights.

The convention included a number of speakers and

panelists discussing the digital economy, climate action, the state of public health in Canada, and the nation’s food sector.

A panel discussion on paid sick days included Director of Local 175’s HOPE Long-Term Care and Retirement Homes sector, Sandra Ashcroft. Ashcroft spoke about the experiences of frontline healthcare workers through the pandemic and how paid sick days would reduce the number of people going to work sick, and help avoid added strain on the healthcare system.

Tom Biebrich, a Local 832 member and part of the UFCW Canada Indigenous Sub-Committee, and Eric Flett, UFCW Canada Resident Elder and retired Local 832 member, spoke about their experiences and why UFCW must be a voice for advancing reconciliation across this country.

The convention included performances by the Indigenous group SpringCreek Dancers, the South Asian dance company Shadow Entertainment, and the inspiring music of the Solidarity Squad.

Tanya Talaga, an Anishinaabe journalist and author, gave a thoughtful discussion. “Before reconciliation comes truth. The truth of this country,” said Talaga, who encouraged delegates to educate themselves on the Truth and Reconciliation Commission’s 94 Calls to Action.

Federal NDP leader Jagmeet Singh joined the convention and confirmed the NDP’s support of working people including working to address the rising cost of living as corporate greed drives inflation while exploiting the labour of working people.

The final guest speaker was Irshad Manji, author and founder of the Moral Courage College. Manji’s inspirational discussion delved into what diversity and inclusion really means. “It’s when we build relationships across divides, we can actually develop unity and not mistake it for uniformity,” said Manji.

For more details and photos from the Convention, go to ufcw175.com.

OUR MEMBERS AT WORK

At Olymel in Cornwall, members of UFCW Local 175 prepare fresh sliced and pre-cooked bacon for retail grocery, hospitality, and other sectors.

Gloria Almonte is a General Labourer at the Cornwall plant where she has worked for 19 and a half years.

From Monday to Friday, Gloria’s days start early on a line that slices and packs bacon. Each morning, Gloria dons a freezer coat and work boots before grabbing her lab coat and a bucket full of her gloves, sleeves, aprons, and other PPE. Once in the plant, Gloria washes her hands and swipes in.

When she’s working overtime in the morning, Gloria sets up stands, moves scales, makes sure that equip ment is in the right places, and removes any excess water so that bacon doesn’t get stuck on the line.

At 7 a.m., Gloria puts on her mask, washes her hands, and finishes suiting up in cotton gloves, latex gloves, and plastic sleeves before going to her spot on the line. To help prevent repetitive strain injuries, every hour, everyone rotates to a different spot on the line throughout each shift.

Each line has a team leader who is in charge of changing rolls, putting folders on the machine, taking numbers and temperatures, and replacing workers who need to step away. One person feeds the slic er with pork bellies as other workers pack bacon, operate weigh stations, fit packages with clear plas tic, and fix packs to go through a wrapper machine. Once wrapped, a worker packs boxes, which are also assembled by those on the line.

Gloria finds that sometimes standing for eight hours a day without a lot of movement can be difficult on her back and on her body in general, but she still enjoys going to work each day. “Most of the workers on my line are women and we talk and share ideas during the day. After 19 years working with a lot of the same people, we have become like family and we enjoy spending time together,” said Gloria.

Gloria enjoys her shift at the plant because it gives her weekends and evenings off to be with her family and she’s able to pick up some overtime, too. Near Christmas, Gloria often picks up additional Sunday work to make double pay for those hours.

“I became a Steward to help my fellow members be treated fairly and to give a voice to the ones that could not stand up for their rights,” said Gloria. “I also got involved on the Health and Safety committee because people were always coming to me with queries and I felt I could make a difference.”

Gloria enjoys being able to fix issues for her co-work ers and she appreciates the training and other oppor tunities available to her as a Steward. She also looks forward to being involved in negotiations for the next collective agreement.

In her collective agreement, Gloria believes that seniority, vacation distribution, and days in lieu are especially beneficial. Employees at the plant also benefit from the grievance and arbitration procedure, which was recently used to settle an issue stemming from pandemic premiums. That settlement included a new attendance bonus program that puts up to $700 per year into the pockets of the Members.

Working during the pandemic, especially at the be ginning, frustrated Gloria and many others. “It took some pressure to implement the health and safety measures I knew we needed,” said Gloria. “Some measures have been lifted, even some I believe we should have kept, but we still have dividers in the caf eteria and the plant, and we also have different breaks and staggered end times for shifts.”

Gloria made a few changes in her own life too, to help manage her stress levels. “I stopped working so much overtime and I’ve spent more time with my kids and my husband. I started meditating and I listen to instrumental music an hour before I go to bed,” she said. Gloria also limits how much time she spends reading the news, and has found a lot of com fort in being able to get the vaccine for both herself and her family. “I feel protected,” she added.

The pandemic shed light on the importance of the employees in Canada’s food supply network, but

Gloria Almonte

Union Steward

Olymel Cornwall

Gloria says that realization didn’t last long. “It was difficult to watch how important we became in the public eye at the beginning – even called heroes at some points – only to go back to being unseen and underappreciated,” said Gloria. But, she added, “we supported each other and helped while we could by respecting all the regulations and trying to keep each other safe,” she added.

Thank you, Gloria, for your hard work and dedication to keeping our communities fed throughout the pandemic, and every day. You are an integral part of the economy and society, and a vital part of your Union.

Gloria Almonte reports at the Packinghouse Sector meeting at the NDF Convention (see page 7).

“I love going to the supermarket and seeing that the products we make are for sale. It gives me a sense of pride that I am actually a part of feeding people.”

INTEREST

WIN

HLDAA Arbitration decision determines inflation must be considered

Recently, the members at Homewood Health Centre in Guelph received a precedent-setting victory at interest arbitration.

As is often the case for healthcare collective agree ments, the Union and the company met in arbitration (referred to as the Hospital Labour Disputes Arbitra tion Act, or HLDAA) to reach a fair contract for the workers. These arbitration hearings often lag one or more years behind the current year meaning workers are left waiting for retroactive wage increases and other improvements.

After both parties had presented their arguments, Arbitrator Hayes issued a decision that is important in a couple of ways.

• First, the decision included detailed reasons as to why Arbitration boards must consider inflation when issuing decisions. That reasoning includ ed that “to defer this issue to future bargaining would render their recent inflationary losses permanently unrecoverable.”

Arbitrator Hayes also addressed the issue of pat terns: “Arbitral application of the replication prin ciple does not entail willful blindness or embrac ing a fiction.” The ‘replication principle’ refers to the idea that an Arbitrator should seek to award an agreement that the parties would have reached themselves through the process of free collective bargaining. In other words, an Arbitrator cannot willfully ignore context and relevant issues, such as inflation in this case, when issuing an award.

• Second, the award is significant for service work ers in the healthcare sector. Arbitrator Hayes’s decision stated that there is no reason to provide service workers less than what registered nurs es received (1.75%). This effectively set a new wage floor for service workers (including Aides

and other job classifications) including increases upwards of 1.5% in nursing homes, and 1.65% in hospitals.

As a result, all members at Homewood Health Centre will see an increase of 1.75% retroactive for all hours worked since July 17, 2020. Further, the members at Homewood will all receive an increase of 3% retro active for hours worked since July 17, 2021. The new chart for Registered Practical Nurses (RPNs) applies as of April 7, 2022.

“This is a big win for the members at Homewood and for workers across Ontario’s healthcare sector,” said President Haggerty. “Not only does this set an incredible precedent for HLDAA cases, but these members will see an immediate substantial increase that sets a new floor for wages going forward.”

Taste of Nature members in Markham ratify a two-year deal

On July 2, 2022, members at Taste of Nature ratified a two-year agreement.

The Packer rate increases by 75 cents per hour in Year 1 and a general wage increase of 3% applies to all workers in all classifications in Year 2. Members will also receive lump sum payments of: $100 for 0 - 2 years of service; $200 for 2 - 5 years of service $200; and $300 for those with 5+ years of service.

The Evening production shift premium will be $1 per hour and the Night sanitation crew premium will be $1.50 per hour, increased from 35 cents. In addition, a new “Production” Lead Hand premium will be introduced at $2 per hour.

Other language improvements include:

• Boot allowance increases from $100 to $150;

• Extra week vacation at 15 years of service paid at 10%;

• NEW language providing Stewards with 15 minutes to meet with a new hire;

•

The two float days in each year will no longer be plant mandated for shutdowns, and members can use them for personal reasons and they will be paid out if not used.

• Members are permitted to save one day paid bereavement to be used for a delayed funeral or spring interment (to be used within six months).

Union Negotiating Committee: Jin Fen Rita Huang and Kiritharan Kulasingam. Union Rep: Sacha Edey.

Hallmark Housekeeping members in Toronto vote on new 3-year deal

Other improvements include pandemic language, and gender neutrality through the agreement. A new Letter of Understanding will address recall rights.

Members at Hallmark Housekeeping Services work ing at a Front Street location in Toronto, ratified a three-year collective agreement on August 9, 2022. Wages will increase across the board for all classifi cation by 70 cents per hour as of ratification, and by various increments to reach a total of $2.60 more per hour between January 1, 2023 and October 1, 2025. In addition, new language will be added to maintain a wage gap between the rates and minimum wage.

Members will now receive vacation money owed paid out in June and December each year, instead of only once per year. Members will gain one float day as of the date of ratification, one float day as of Jan uary 1, 2024 and one float day as of January 1, 2025. This will bring the members to a total of six float days by 2025. Members will be able to use their float days as sick days. We are happy to be able to achieve this sought-after improvement for the Members as this practice was previously not allowed. In addition, the employer will now reimburse members at 50% for doctor’s notes with a receipt.

Union Negotiating Committee: Almaz Woldemicael. Union Representative: Sabrina Qadir.

Members at Barn Markets ratify provincial agreement

Almost 1,000 workers at 13 stores covered by the Barn Markets a Division of Metro Ontario Inc agreement, have achieved a new five-year deal.

After eight days of negotiations, the committee unan imously recommended the settlement to the mem bership. The agreement was ratified at six in-person meetings across the province on June 15, 2022.

The agreement contains significant wage improve ments throughout, with all first-year rate increases and adjustments paid retroactive to Sept. 25, 2021.

A new revised meat cutter pay scale increases the current start rate by $2.15 per hour in 2021, to reach a rate of $23, with additional increases in each subse quent year of the contract. The contract now includes part-time meat cutters who also received a special wage adjustment of $3.65 so that they will be paid the same $23 rate as full-time meat cutters. As a result of this change, Assistant Meat Department Heads will see a wage adjustment of $2.75 per hour to the start rate with additional wage increases in each year of the contract thereafter.

Newly negotiated full-time Unionized positions of Assistant Head Cashier, Assistant Deli Department, Dairy Department Head and Floral Department head will create many new full-time jobs.

Vision Care coverage increases from $200 to $300 for full and part-time, and Short-Term Disability will increase from 66 2/3% at $520 per week, to $638 per week. Benefits were also negotiated for all active full and part-time employees who work beyond age 65, ensuring benefits for approximately 30 members.

The safety boot allowance will increase from $100 to $125 for both full and part-time.

A new Early Retiree Benefit plan has been negotiated for full-time who elect early retirement under the Pension at age 55, such that benefits continue to age 65.

The National Day for Truth and Reconciliation has been added to the list of holidays for all employees.

Other improvements include the addition of a new PEL (Personal Emergency Leave) day for full-time employees. Part-time employees achieved a new Sick Leave Plan that provides up to 24 hours of sick time for eligible part-time workers, which is generally unheard of in grocery retail, and a paid Long Service Leave Day after completing 20 years of employment. New language governs online grocery orders (Met ro’s E-Commerce business) that provides structure and defined full and part-time jobs. Vacation language now allows for more employees to be off at the same time during the summer months.

A new student Leave of Absence (LOA) program for those in post-secondary studies allows these students to take a LOA of up to four months to attend studies without losing their seniority. Plus, new Post-Sec ondary Student transfer language allows Students to transfer to another store close to their university/ college while attending, and to transfer back to their home store after school without loss of seniority.

Union Negotiating Committee: Dave Romaniuk #141, Linda Isherwood #147, Elaine Collier #214, Trudie Mitchell #229; Regional Director John DiNardo, Union Representative Tim Kelly, and Servicing Rep resentative Jennifer Hanley.

Members at the Barn Markets ratification meeting in Burlington raise their hands in solidarity.

Exceldor members achieve new deal

The 350 members at Exceldor Cooperative in Ha nover ratified a five-year agreement on July 17, 2022. Over the term of the deal, members will see wage increases totalling 20%, which includes: 10% in year one, 2% in each years two, three and four, and 4% in year five.

The workers’ pension now includes employee contributions of 22 cents per hour worked for members with 0 to 2 years of service. An employee who works more than 350 hours in a calendar year for two con secutive years, shall start to contribute $0.22 per hour paid on January 1 in the third year.

All employees will receive a Pay Direct Drug card for prescription medication, which was an important achievement for the members.

The agreement includes provisions for an unpaid two-month leave of absence for employees with nine months to less than five years of service. Vacation language improves to allow up to two vacation days to be used in half-day increments for pre-approved absences.

Other language improvements include two posted po sitions which are eligible for the boot allowance, and the tool allowance will be paid on separate deposit.

A new Letter of Understanding details a perfect attendance weekly program which was sought by the membership. Members who qualify will receive an hourly premium of $1.25 per hour.

Union Negotiating Committee: Stacey Diedenhofen, Rick Gowing, Alan Plante, Michael White and Ron Zippel. Union Representatives: Chris Mayberry (not pictured) and Dave Forbes.

Katoen Natie office workers ratify new deal with yearly raises

The members will receive wage increases as follows:

• Year 1 – $1.79 per hour retro from Jan 1, 2022;

• Year 2 – 2% + ($500.00) lump sum

• Year 3 – 2% + ($500.00) lump sum

• Year 4 – 2% + ($500.00) lump sum

• Year 5 – 2% + ($500.00) lump sum

The members working in the office at Katoen Natie in Mississauga unanimously ratified a five-year agreement on June 16, 2022.

Language improvements to vacation will allow for members to receive three weeks of vacation after three years of service, instead of five years. The training and education contribution from the employ er will increase to $500 up from $350.

Union Negotiating Committee: Susie Chasapis. Union Representative: Navidad Talbot.

First contract for members at National Diabetes Trust Hamilton

Members at National Diabetes Trust in Hamilton vot ed to join Local 175 in December 2021. Bargaining for a first contract resulted in a four-year collective agreement which members ratified on July 26, 2022.

All employees receive a $2,500 signing bonus as well as an increase of 75 cents per hour effective as of ratification. Subsequent increases include 50 cents per hour in each remaining year of the agreement.

There will be an employer RRSP plan through Manulife where the employer will match 1 - 3% of a members’ annual salary. Employees will also have group insurance and dental plans.

Members will be entitled to seven paid sick days, bereavement entitlement of five days for immediate family and two days for aunt/uncle, a yearly footwear allowance of $150, and the employer will pay for maintaining licensing requirements.

On top of the benefits of securing a collective agreement, the Union Negotiating Committee achieved strong health and safety language for the members.

Union Negotiating Committee: Scott Mackenzie. Executive Assistant Sylvia Groom, and HOPE Community Sector Director Sandra Rogerson.

GDI Sudbury members achieve increases, RRSP program & more

GDI Services members working at Laurentian University ratified a three-year deal on August 3, 2022.

• Cleaners: $1 per hour retroactive to July 1, 2022; 25 cents per hour on July 1, 2023, and; 25 cents per hour on July 1, 2024.

• Foreperson: 77 cents per hour retroactive to July 1, 2022; 25 cents per hour on July 1, 2023, and; 25 cents per hour on July 1, 2024.

• One-time $300 lump sum payment to everyone above end-rate as of the date of ratification.

• Night shift premium now 20 cents per hour, up from 10 cents per hour.

• Wage gap premium increase to 10 cents per hour from current 5 cents per hour. If minimum wage goes up during the agreement term, the employer will pay 10 cents per hour above minimum wage.

Members with five years of service are eligible to enroll in a new employer-sponsored RRSP program with a 1% employer match, which is a significant win for these members who fought for this through numerous sets of bargaining. The employer also committed to discuss possible benefit plans before the next set of negotiations.

Other improvements include an increase to the footwear allowance, and new language that the employer will pay the cost of requested medical notes up to $25. Members now benefit from two paid sick days per year, which is new in this agreement, and improved bereavement leave of four days, up from three, with the ability to carry one day over for the service.

Vacation entitlement now provides a fourth week at 8% after 12 years of service, which is an important achievement for these members, and the National Day for Truth and Reconciliation is now a paid holiday.

The agreement is now gender neutral throughout, and the employer has committed to participating in Pay Equity discussions with the Union. Additionally, a third bargaining unit member has been added to the Union Negotiating Committee going forward.

Union Negotiating Committee: Shane Gilbert and Mike Pierini. Union Representative: John Beaton (not pictured).

RNs at Sara Vista vote unanimously in favour of new deal

Sara Vista Long Term Care Home Registered Nurses (RNs) in Elmvale ratified a new three-year agreement on July 19, 2022.

Wages increase by 1.75% in year one, retroactive to the date of expiry of the previous agreement, plus 1.75% in year two, and another 1.75% in year three. Hourly shift and weekend premiums each increase by 10 cents as of July 1, 2021, another 10 cents as of July 1, 2022, and five cents on July 1, 2023.

Vision care improves by $50 on December 1, 2022, to reach coverage of $275, up from $225.

Members benefit from reduced service length need ed to qualify for six weeks vacation, now 22 years instead of 25, and for seven weeks vacation, now 27 years instead of 28. For bereavement leave, members can now save days to attend a celebration of life at a later date.

Other language improvements reduce the sunset clause from 18 months to 12 months, and the employ er has renewed its annual contributions of $300 to the UFCW Local 175 Training & Education Fund.

Union Negotiating Committee: Terry Yandt. Union Representative: Derek Jokhu.

First Contract achieves substantial increases and benefit improvements for members at Dare Foods

On August 21, 2022, the 155 full-time mem bers at Dare Foods in Cambridge ratified a first collective agree ment with a three-year term. The members at Dare voted to join UFCW Local 175 in January 2022, and have been working hard to achieve a good deal.

These new members will see an increase of $2 per hour across the board as of the date of ratification. On January 1, 2024, rates will increase by 50 cents per hour across the board again, and members will receive a $3,000 lump sum payment.

Pension improvements include an employer-matched increase to 4%, up from 3%, on January, 1, 2023, and an employer-matched increase to 5% on January 1, 2024.

Benefit improvements will have the employer paying 60% of benefit costs as of the date of ratification. That cost-share will increase to 70% employer-paid as of January, 1, 2023.

Other language improvements include:

• Two additional floater days;

• A tool Allowance of $250 per year;

• A Labour Management meeting to happen monthly, and;

• Agency workers will be hired as full-time bargain ing unit employees.

Union Negotiating Committee: Prashant Deol, Shane O’Hagan and Ryan Riek. Region 6 Director Sam Caetano & Union Representative Navidad Talbot.

Childcare workers at YMCA in Simcoe Muskoka ratify wage and language improvements

YMCA of Simcoe Muskoka members voted unani mously in favour of a new agreement on August 17, 2022. The three-year deal covers about 20 full-time and 38 part-time employees.

There will be a special wage adjustment of 75 cents per hour and a 2% increase both retroactive to the date of expiry and applicable to current and former employees. Members will receive a 2% increase in year two, and another 2% in year three, plus 53 cents per kilometre for food and supply pick-up and deliv ery when required by the employer.

Sick leave improves to replace the previous accru al system with sick bank time for employees with one year of service or more. This will provide 12 sick days for full-time and four sick days for part-

time. Employees with less than one year of service will have pro-rated sick days. In addition, sick days will be credited in January. Bereavement leave now includes one day paid leave for the loss of an uncle, aunt, niece, or nephew.

In vacation language, members now have the abili ty to split up all vacation days into single days. The Union Negotiating Committee also achieved a re duction in the years of service required to reach an increased vacation entitlement as well as a reduction in the vacation black out periods.

Union negotiating Committee: Ashley Austin and Sharisse Hartwick. Union representative: Derek Jokhu.

In food production plants, there are common hazards that workers need to be aware of. Many of these hazards can be found in other types of workplaces too.

Personal Protective Equipment (PPE)

PPE, especially with added COVID-19 measures, can be heavy and awkward: gloves, sleeves, arm guards, metal mesh, masks, safety glasses, hard hats, steel-toe boots, aprons, lab coats, ear plugs, and more. Strict hygiene means employees must remove gear, and/or disinfect it, every time they come and go from the plant floor or cross into other areas of the plant.

What types of hazards exist in food production facilities?

This list is not exhaustive. Members should consult their Joint Health & Safety Committee (JHSC) or Health & Safety Rep to learn more about hazards in their workplace and what prevention measures are in place.

Repetitive Strain Injuries (RSIs)/Musculoskeletal Disorders (MSDs)

Production line tasks are repetitive and can require restricted movements. Rotating positions means workers get to do different tasks and move their body in different ways, which can alleviate strain and prevent RSIs.

Slicers, Sharp Blades, and Machinery

To produce many of your favourite union-made foods, Members slice, carve, and butcher product of all kinds, making cuts and related injuries common. Employers must provide training on how to use and repair machinery, and properly hold and use blades required for job tasks. PPE is an important part of preventing cuts and related injuries at work as well.

Hot & Cold Temperatures

Food production may include coolers, freezers, hot kitchens, large ovens, and more. Ventila tion is important, and workers should have a space to go to warm up or cool down. Workers should try to stay hydrated, rest when possible, and wear the proper PPE for the job. Cold temperatures can cause stiff muscles, reduced strength, chilblains (painful, swollen, itchy patches) on exposed skin, and loss of dexterity. The cold can also impair cognitive abilities. Hot environments can lead to dehydration and heat stroke which may appear as fatigue, nau sea, dizziness, extreme sweating, confusion, irritability, and/or flu-like symptoms. Plus, hot ovens and machines increase the risk of burns or being overwhelmed by a burst of heat.

Slips, Trips & Falls

Water on the floor is common in food plants because of cleaning or its use in production, and many facilities work with food oils and other products that can end up on the floor and create a slip and fall hazard. It’s important that floors have proper slope and drains, and that employers provide work mats and clearly designate walking paths and work stations, which should be free from cables and clutter, and kept clean and dry. Guardrails should be in place on elevated areas, especially around open tanks of food product.

Reporting Hazards and Injuries

Report any hazards to your supervisor and your JHSC or Health & Safety Rep at work. Any injuries, accidents, or onset of pain should also be reported immediately to your supervisor and/or employer. See page 20 for information on work-related injury WSIB claims. Page 19

I thought the pain would go away...

In every sector of the economy, workers often push themselves to do their best and work a hard day. This, however, causes many workers to push through pain and injury. For some, an element of pain is a part of life, but when pain is a result of work duties, there is a process workers must and should follow.

In many claims reviewed by the Workers’ Compensa tion Department, there are examples of workers who:

• Hurt themselves at work, then went home and took pain medication, used hot/cold packs, and waited for the pain or injury to go away;

• Believed their pain or injury was insignificant;

• Felt they would be bullied, seen as weak or judged by co-workers and management for re porting the injury;

• Believed the injury was just ‘part of the job,’ or;

• Feared losing income, getting in trouble, or being fired from their job.

Sometimes a trip to the first aid station is enough; first aid does not always equal a WSIB claim. But if symptoms persist, the injury could get worse and require a claim. Letting pain persist without proper treatment will:

• Lengthen the WSIB decision-making process;

• Likely see your claim denied for delayed reporting, and;

• Often extend the time it takes to heal and affect your chance of full recovery.

What happens when work-related pain and injury doesn’t go away?

A worker suffering pain that is believed to be workrelated must seek medical treatment with a doctor and report it to the supervisor or employer. Injuries should be reported as soon as possible to the employ er and claims MUST be filed with WSIB no later than six months after the injury or diagnosis.

ALL injuries must be reported, especially those that are work related. The employer is obligated to report work-related injuries within three days if the worker requires health care, loses time from work, and/or earns less than regular hours. The employer has seven days to report the injury if the worker only needed first aid or modified work at full pay.

Reporting is not just about WSIB

• An unreported work-related injury means the injured worker loses Workplace Safety and Insurance Act (WSIA) protections including health care, lost time benefits, and more.

• If one person hurts themselves at a task, it could happen to someone else; reporting injuries means hazards are known about and corrected.

• Your employer has a responsibility to provide a safe work environment free from hazards, harass ment, and unsafe working conditions. They need to be held accountable.

No matter how trivial an injury may seem, it should always be reported to the employer. And while not every injury reported to the employer needs to be a WSIB claim, delayed reporting can make it difficult, even impossible, to prove that it was work-related.

Remember: Employers cannot punish a worker for, nor deter a worker from, reporting an injury to the WSIB. It is a worker’s legal right to report any/all workplace accidents/injuries and no one can tell a worker not to file a WSIB claim.

INJURED WORKERS’ DAY

Alongside other Unions and other advocates, we let the WSIB know that injured workers will not be ignored or silenced. It is unacceptable to just keep pouring money back into the pockets of employers while injured workers carry the burden of financial stress. These are the demands of Injured Workers:

• Abolish the WSIB’s surplus distribution to employers.

• Provide real health care for injured workers, and fund med ical treatments and medication that the workers’ doctors prescribe.

• End the WSIB’s practice of “deeming” (i.e., cutting benefits by identifying phantom jobs).

• Provide benefits when injured workers are not able to get a job or if no job is available in the labour market.

For more information on WSIB Claims & Appeals and the sup ports available through the Union for Members who are injured at work, please visit ufcw175.com/workerscomp.

NEW MEMBERS

Workers at the Courtyard by Marriott vote Union Yes!

On June 8, 2022, the Union welcomed 25 new mem bers at the Courtyard by Marriott in Vaughan.

These full-time workers had attempted to unionize twice in the past unsuccessfully. But over the last few years, workers at the hotel felt more and more like they were not being treated fairly. After enduring difficult working conditions and increased workloads for some time, employees contacted our Union and were successful in winning their certification vote.

These workers, who work as housekeeping, servers, maintenance, cooks, and laundry attendants, look forward to their first contract and to seeing how the power of solidarity can help them achieve a great collective agreement.

“Hospitality workers have been through many ups and downs in the last few years,” said President Hag gerty. “The uncertainty they have faced has been dif ficult. As Union members they can now work toward ensuring better job security, competitive wages, and better working conditions.”

On June 1, your Union participated in Injured Workers’ Day of Action events both virtually and in downtown Toronto.

Barbecues, garage sales and more as members give back!

On June 28, 2022, a barbecue took place at Cavendish Appetizers and Milo Fais in Wheatley to raise money for the Leukemia & Lymphoma Society of Canada (LLSC).

Volunteers served about 180 guests with delicious food and drinks for a small donation to the LLSC. Food remaining unused at the end of the day was donated to the Leamington Food Bank.

Thank you to our volunteers: Don Affleck and Carlos Sima from Cavendish, and Tony Coutu from Milo-Fais. And thank you to everyone that came out, and to our sponsors, for helping to raise $1,406 to support the LLSC.

On Saturday, July 9, Zehrs Hespeler in Cambridge held a fundraiser to help a colleague at the store who is battling cancer.

The day included great BBQ, a raffle prize table, and t-shirts for sale. “It was amazing to see the community come together to make this event so successful,” said UFCW Local 175 Executive Board VP Dawn Hanlon, who is a member at Zehrs Hespeler. “A big thank you to the entire Hespeler Zehrs Team and thanks to Union Rep Todd Janes for volunteering behind the barbecue during the event.” The Local Union was happy to supply the barbecue and items for the raffle table.

In early June, members at the Sleep Inn hotel in Sault Ste. Marie participated in the Downtown Association’s Longest Garage Sale with many vendors set up across the city’s downtown. Members donated household items to sell outside the hotel to raise money for the LLSC.

Our members successfully raised about $805 at the event. Thank you to our members and the staff at Sleep Inn, and to everyone who stopped by for your generosity.

June may be Pride Month, but commu nities across Ontario celebrate Pride and hold events throughout the year.

Some events are sombre commemora tions and days of action to recognize the ongoing systemic oppression and vio lence faced by people who identify as part of the LGBTQI2S community.

Here are just some of the important days to mark on your calendar:

International Transgender MAR 31 Day of Visibility

Day Against MAY 17

Transphobia

Biphobia (IDAHOT)

of the JUN 28 -

Riots JUL 3

OCT

NOV 20

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Members and staff were excited to attend Pride in Toronto and Ottawa this year as both cities returned to in-person events.

Hamilton Cornwall

Thunder Bay

Cobourg

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