FAQ

Visit the glossary for definitions of commonly used words, phrases and organizations.

Don't see your question answered here? Send us an e-mail at membership@ufcw175.com.

General
Negotiations & Your Collective Agreement
Organizing
Training & Education
Health & Safety
Wal-Mart

How do I contact the Union?

If you know your Union Rep and/or Regional Office, contact that particular office. We have five offices across the province including Mississauga (also the main location of the main Training Centre) , Hamilton (also the location of the Hamilton Training Centre), Kitchener, Ottawa and Thunder Bay.

If you do not know in which region you belong or your Union Rep’s name please contact the Head Office either by e-mail at membership@ufcw175.com or by phone at 905-821-8329 or toll free at 1-800-565-8329 and we will put you in contact with the appropriate person.

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You can e-mail your information change to membership@ufcw175.com or call the Membership Records department at 905-821-8329 or toll free at 1-800-565-8329.

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A Union is a group of workers who voluntarily organize to further their mutual interests such as wages, working conditions, benefits, etc, achieved through collective bargaining.

See ‘Why do people join a Union’ for more information.

This Union is a joint union between Local 175 and Local 633 of the United Food & Commercial Workers (UFCW). Local 175 represents workers in retail, hospitality, health care, industry, funeral homes, building services, distribution and manufacturing. Local 633 represents meat cutters and meat packagers. Locals 175 & 633 have approximately 50,000 members across Ontario making it not only the largest of any UFCW Local Union, but the largest Local Union in Canada.

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Why do people join Unions?

Unions help protect and enforce the rights of workers whether they are Ontario Employment Standards or those set out in the collective agreement of a particular workplace. Through Locals 175 & 633 you have Benefits Representatives to help you if you are injured at work with filing and/or appealing Workplace Safety & Insurance Board (WSIB) claims.

If your employer violates a policy or clause of the collective agreement, your Union Rep or Union Steward will help you file a grievance. Those grievances with merit are filed and the Legal Department will represent you in the proceedings. Quite often, grievances are settled without arbitration but sometimes they proceed to the point where the parties meet with an arbitrator who will listen to both cases and make a decision. These decisions can include reinstatement to a lost job, compensation for lost wages, discipline removed from a worker’s record and other awards.

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Who can belong to a Union?

The right to join, organize and freely participate in a union is enshrined in the Ontario Labour Relations Act, the Canada Labour Code, the Charter of Rights and Freedoms and the United Nations. It is a fundamental right that our union works tirelessly to protect and defend. You and your co-workers also have the right to gain information about unions and your rights.

Membership criteria vary depending on your workplace, status or type of work.See the Organizing FAQ for more information.

Different unions represent different types of workplaces, though some – like Local 175 – cover a variety of sectors. If you are interested in joining Locals 175 & 633 or for more information on organizing in general, you can contact the Organizing Department. The representatives in this department will answer any questions you may have and exercise absolute discretion with your personal information.

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What are the benefits of membership?

The benefits of membership at Locals 175 & 633 include:

• Grievance & Arbitration procedure

• Collective bargaining resulting in:

  • Improved wages

  • Improved health and welfare benefits

  • Improved dental and vision care coverage

  • Job security

  • Seniority

  • Vacation and sick days/pay

• Members Assistance Program (MAP) – a referral service for counselling, financial services etc…
• Full-time Benefits representatives for WSIB and EI claims

What does ‘Local’ mean?

The term ‘local’ – as in Locals 175 & 633 of the United Food & Commercial Workers (UFCW) – means that the larger union has been broken down into smaller groups so that each region, sector or group can focus more on a smaller number of members.

Visit our Links section to see more UFCW Locals across Canada or visit the UFCW National site.

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Do I have to join the union in my workplace?

Joining the union is a requirement at many workplaces where a union is already present and the clause is part of the collective agreement. If you do not want to participate, you still have to pay dues, but you cannot run for a Union position.

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What are dues? See glossary.

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What do my dues pay for?

Your dues and the dues of every member of the Local Union go toward providing the services outlined above, as well as staff, membership and affiliation fees, training and education and the Strike Fund. The Strike Fund is money held in reserve for workers who go on strike. Those members who show up for their picket duty during that strike receive strike pay from this fund.

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What are the differences between a unionized and non-unionized working environment?

Workers who do not have a union do not have the right to Just Cause Protection or the right to negotiate fair wages, benefits and working conditions. Unionized workers have the legal right to job security, an effective grievance arbitration procedure, and a binding collective bargaining process where the employer must recognize your proposals for good wages and benefits.

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How do I get involved with my Union?

There are many ways to be involved with your Union. We encourage active participation in your Union through:

• Negotiating committees

• Health and safety committees

• Stewardship

• Political action committee

• Youth committee

• Attending local labour council meetings

• Organizing labour day parades and fundraisers in your community

• Joining fundraising events such as golf tournaments, walk-a-thons, barbecues and many other activities.

What is the Executive Board?

The Local Union’s Executive Board is made up of elected rank-and-file members from both Local 175 and Local 633. These Vice-Presidents are geographic and sector-specific representatives of the Union’s provincial demographics. The Executive Board votes on monetary expenditures and other items of interest and they meet five times per year. See a list of the current Executive Board members.

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What is a steward? See glossary.

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What is CCWIPP?

The Canadian Commercial Workers Industry Pension Plan (CCWIPP) is one of the largest multi-employer funded pension plans in Canada. Many UFCW members from all over the country participate in this plan through their employers’ contributions.

Not all Locals 175 & 633 units participate in this plan. The alternatives include an employer pension plan and/or an RRSP contribution plan.

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What is involved in negotiating our contract?

First you and your co-workers must elect a bargaining committee made up of members from your workplace and your Union Rep. This committee will take proposals from the members of the bargaining unit and put together those proposals for presentation at the negotiating table.

The negotiations will generally cover all aspects of work including wages, health benefits, pensions, hours of work, seniority, health and safety and much more including any specific concerns regarding the particular workplace.

Meetings may be held with the workers during negotiations to inform others as to the progress being made. At the end of the negotiations the committee will return for a meeting where they will either:

• Present the workers with a contract on which to vote; or

• Inform the workers that the two parties were unable to reach an agreement and so a strike vote will take place.

It is very important to attend all meetings – especially ratification and strike vote meetings. If only 10 workers show up out of 100, those 10 workers make the decision for the rest of the members of the bargaining unit. A ‘majority’ vote refers to having 51% of the votes cast one way by the members PRESENT at the meeting.

If a contract is presented for ratification, you can vote ‘yes’ or ‘no.’ If a majority of workers vote ‘yes’ then the contract is ratified and it becomes your new collective agreement. When a majority of workers vote ‘no,’ the committee can return to negotiations or take a strike vote. A strike vote determines whether the workers take strike action or have their bargaining committee return to the negotiating table.

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What is a strike? See glossary.

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What happens if a strike mandate is given?

When workers vote in favour of a strike as a method of pressuring their employer to meet their requests, the strike begins at a set time, usually the day following the end of the previous collective agreement. If negotiations have passed that date by the time voting occurs, the strike might begin immediately.

Workers will be designated picket times and a picket captain will be in charge of monitoring who shows up, if they complete their picket duty shift and whether there are any ‘scabs.’ Those workers showing up for and completing their assigned picket duty will receive strike pay out of the Local Union’s strike fund.

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What is a lockout? See glossary.

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What is a grievance? See glossary.

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What is arbitration? See glossary.

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Do you have a right to a hearing at which you can defend yourself?

Yes! Contact the union representative immediately. All union contracts have provisions requiring a grievance hearing be held immediately or within a few days after the grievance is filed. Some contracts require the union representative be present when the employer conducts any disciplinary action against a worker.

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Do you have the right to be represented by someone at a hearing?

Yes! Your union representative will represent you at the grievance hearing. If you do not belong to a union and have a hearing with the OLRB, you have a right to hire your own lawyer or other representative. In the Toronto area, there is a health and safety legal clinic that will represent non-union workers in these types of situations.

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What are your rights of free speech in the workplace?

In a non-union workplace, the company sets the rules as it sees fit. They can decide what is posted on the company bulletin boards and what can be handed out on company property. Your union will establish a bulletin board for the posting of all union business in your workplace. If the employer removes any notices posted on the bulletin board contact your Union Steward and/or Union Rep immediately.

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How do I organize my workplace?

Provincial and Federal Labour Laws have very specific provisions for organizing workplaces. Workers in the banking, transportation, military and grain industries are often covered by Federal Labour Laws, while nearly every other sector is Provincially regulated.

Federal Labour Laws require a majority of workers to sign Confidential union cards to gain union representation. The Laws also require each card-signer to pay a $5 “initiation fee.” When a majority of workers have signed cards, the Federal Labour Board has the power to certify your union without an additional secret ballot vote.

The Ontario Labour Relations Act (OLRA) covers most workers in Ontario. The first step to organizing under these provincial laws is the requirement for at least 40% of the workers to sign Confidential union cards. Unlike the federal laws, card-signers do not have to pay any “initiation fee.” When at least 40% of workers have signed the cards, our union will make an application for certification at the Ontario Labour Relations Board (OLRB). Exactly five working days after the application, the OLRB will conduct a Secret Ballot Vote in the workplace. If the union wins a majority of ballots cast, the OLRB will then have the power to certify your union.

Once your union is certified, the employer will be Legally Obligated to recognize your union and start negotiations for your first collective agreement. At this point, your employer cannot take away any rights and privileges you enjoy and they cannot discriminate against workers who support the union.

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Who can be a part of the bargaining unit?

All non-managerial employees can be part of your union bargaining unit. This means that you can belong to the bargaining unit as long as you cannot hire, fire, discipline or make effective recommendation. Effective recommendation covers any worker who can recommend discipline to a managerial employee and that recommendation is followed by actual discipline. If management does not take such recommendations seriously, then the employee in question can belong to the bargaining unit.

Temporary workers and agency employees are usually excluded from a union bargaining unit. Employers often exploit agency workers to try to stop unionization efforts. If you are a temporary or agency employee, call our Organizing Department and we will advise you of organizations that defend the rights of temporary workers.

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What if my employer finds out?

The Provincial and Federal Labour Laws clearly state that everyone has the right to freely join and participate in a union. These Laws forbid any employer interference, harassment, intimidation or discrimination against any worker who supports or organizes a union. You need a strong union to ensure that employers abide by these Laws.

Locals 175 and 633 have a full-time in-house Legal Department to defend and fight for the rights of workers who want to organize a union. Sometimes our union conducts open organizing campaigns at the request of the workers themselves. This is often the case when a workplace is very large.

Most successful organizing campaigns, however, are carried out confidentially. If the employer finds out too early, we’re often forced to fight off the employer’s anti-union campaign of lies, fear and bribery. Employers often have endless resources to wage anti-union campaigns and a captive audience of workers forced to listen to employer propaganda every day they go to work. Call our Organizing Department at 1-800-565-8329 and ask an Organizing Representative to meet you on your free time at a location that is convenient and confidential.

The Organizing Representative will identify what you need to kick off the organizing campaign and will give you the necessary tools and resources. The quickest and most successful campaigns are started at the grassroots – between the workers you trust and the Organizing Representative. The Organizing Representative is ready to do anything you need to successfully gain union representation.

Strict Confidentiality binds the entire organizing process.

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What are my rights?

The right to join, organize and freely participate in a union is enshrined in the Ontario Labour Relations Act (OLRA), the Canada Labour Code, the Charter of Rights and Freedoms and the United Nations. It is a fundamental right that our union works tirelessly to protect and defend. You and your co-workers have the right to gain information about unions and your rights. You have the right to sign a confidential union card and ask others to also sign cards.

The only important requirement is that you do all organizing activities on your own time and not during paid working hours. To successfully organize, you need to know exactly how you can exercise your right to organize a union and you need a union that is ready to protect your rights. Contact our Organizing Department for more information.

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What if the majority of workers turn down the vote to join?

If a majority of workers turn down the vote, the union is effectively barred from your workplace and cannot attempt to organize again until a one-year time period elapses. This is the moment when the union can no longer protect you, unless the union has ongoing charges of unfair labour practices against your employer. The union can protect you throughout the organizing process and will continue defending your rights after the vote, but only if a majority of workers vote in favour of the union.

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Who can take the courses?

All Locals 175 & 633 members in good standing and their immediate family members may take part in the courses offered through the Local Union.

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What does it cost?

All the courses – including GED, high school credits and college credit courses – are FREE for members of the Local Union and their immediate family.

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What kinds of courses are offered?

Visit our Course descriptions section to view the courses available.

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Where can I take the courses?

The Internet Distance Education Program (IDEP) includes courses that you can take from the comfort of your own home. All you need it Internet access. There is wide variety of courses available and the list is always expanding. There are two training centres where courses are also available – one in Hamilton and the other in Mississauga. Member and Steward scholarship programs are offered at the Mississauga location and many other courses are available at both.

The Mobile Computer Lab visits spots around the province offering computer training or specific training and often goes on location when a unit closes to offer support, resources and instruction for affected members. If there is a course you would like to take but the mobile lab either isn’t scheduled to come to your area or provide that course when in your area, contact the Training Centre. If you can generate enough interest among your co-workers or other Local Union members in your area, the Training Centre will do what it can to bring that course to you.

For more information visit the Course Schedule or Description part of our Web site or contact the Training Centre directly through e-mail at tcadmin@ufcw175.com or by phone at 905-564-2500 or toll free at 1-800-728-8902.

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What scholarships are available to my children and me?

There are three scholarships available to members in good standing and their immediate family.

The Locals 175 & 633 scholarship is called the Mckay, Thompson, Hoebink, Gibson Scholarship. Each year the Local awards 56 scholarships valued at $1,000 each to students attending a post-secondary institution. Application deadline is August 1.

Click here to download the PDF form (you require Adobe Acrobat).

UFCW Canada National Council offers the Beggs, Dowling, Mathieu scholarship. Each of the six scholarships available is $500. Application deadline is September 30. Click here to download the application.

UFCW International offer a scholarship for those entering their FIRST year of study at a post-secondary institution. Deadline for applications is March 15 (of the year you are entering your first year of study). Applications are available online between January 15 and March 15, 2007. Visit www.ufcw.org/scholarship for the online form and more information on this scholarship.

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What are my health and safety rights in Ontario?

All members of Locals 175 & 633 have guaranteed health and safety provisions in their collective agreements. Your union will ensure that health and safety is a reality in your workplace. Our young members may also want to check out the WSIB Young Worker Awareness Program at www.yworker.com.

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What can a Union do to improve the health and safety of my workplace?

Your Union can help enforce the laws and agreement clauses that protect every workers’ health and safety in the workplace. Accidents happen because hazards aren’t addressed. More often than not, workers are not even informed of these hazards even when the company knows full well that there is risk involved.

Your Union has a full-time Health & Safety Representative to help address workplace health and safety issues. Your first step is always to contact a member of your workplace Health & Safety Committee, your Union Steward or Union Rep.

Download the Ontario provincially regulated Right to Refuse Unsafe Work information card.

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What if there is harassment or discrimination taking place at my workplace?

See our section on Harassment and Discrimination in the workplace. In ALL cases you should tell your Union Steward and/or Union Rep.

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Do you have the right to know what chemicals you're handling & if they're safe?

Yes! Like all workers, you have the right to know about the hazards you may be exposed to on the job. This includes the right:

• To be trained;

• To have information about machinery, equipment, working conditions, processes and hazardous materials; and

• To training about the Workplace Hazardous Materials Information System (WHMIS), where work involves hazardous materials.

All controlled products like flammable or poisonous materials, must be labeled or identified. Material Safety Data Sheets (MSDS), which gives you information about handling these products safely, must also be available in the workplace.

Do not handle products that are not labelled or that you have not been trained to use.

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Do you have the right to refuse work that you have reason to believe is likely to endanger your health or safety?

Yes! You have the right to refuse work you believe is dangerous to your health and safety or dangerous to the health and safety of other workers. See Your Right to Refuse Unsafe Work. If you have any questions, please contact your Union Representative.

Also remember that some workers, such as health care and emergency service providers, among others, have a limited right to refuse.

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Does the union have a right to strike over unsafe working conditions?

No. A union can only go on strike when their collective agreement has expired and they are in the process of collective bargaining with their employer to reach a new agreement.

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