Arnprior YIG

Members at Your Independent Grocer in Arnprior ratified a new collective agreement in April 2002. Highlights of the agreement include:

• Wage increase of 95 cents per hour on end rates for full-time employees.

• Wage increase of 90 cents per hour on end rates for part-time employees.

• Lump sum payments for part-time employees advancing through their negotiated wage progression.

• Increases in the boot allowance.

• Improved pension contributions.

• Extended bereavement leave.

• Comprehensive benefit plan 100 per cent employer-paid.

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New Agreement at Great Lakes Elevator

Members at Great Lakes Elevator ratified a new collective agreement in February, 2002. Contract highlights include:

• Across-the-board wage increase of $1.01 per hour over the life of the contract.

• Signing bonuses of $300.

• Additional holiday time.

• Improved bereavement leave.

• Improved Health and Welfare benefits.

• Stronger language covering grievance procedures and union security.

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Members at Knollcrest Lodge ratify new agreement

Members at Knollcrest Lodge in Milverton ratified a new collective agreement in early 2002. Contract highlights include:

• Across-the-board wage increase of 30 cents per hour in each year of the agreement.

• Increased contributions to the UFCW dental plan by 29 per hour by the end of the third year of the agreement.

• Increased contributions to the Canadian Commercial Workers Industry Pension Plan (CCWIPP) increase to $39 per month per year of service.

• New job classification: Restorative Care Aide.

• Improved vacation time.

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Members ratify new contact at Lewisfoods

Members at Lewisfoods in Tiverton ratified a new collective agreement in April, 2002. Contract highlights include:

• Strong language covering recall rights, job postings and leaves of absence.

• Increased contributions to the dental plan and optical plan.

• Increased shift premium to $1.00 per hour.

• Across-the-board wage gains up to 66 cents per hour over the life of the agreement.

• Long Service Premium of 70 cents per hour for members with 12 years of continuous service.

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New agreement at Listowel Funeral Home

Members at Listowel Retirement Home ratified a new collective agreement in late, 2001. Contract highlights include:

• Across-the-board wage increases of 2 per cent effective date of ratification; 2 per cent in the second year of the contract; and 1 per cent in the third year of the contract.

• Increased contributions to the Canadian Commercial Workers Industry Pension Plan (CCWIPP).

• Increased contributions to the membership dental plan over the term of the agreement.

• Additional float day and paid statutory holidays.

• Improved bereavement leave.

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Members at Pharma Plus ratify new contract

Members at Pharma Plus Drugmart ratified a new collective agreement in April 2002. Contract highlights include:

• Across-the-board wage gains of 30 cents per hour in the first year of the contract; 25 cents per hour in the second year of the contract; and 30 cents per hour in the third year of the contract.

• Increased contributions to the Membership benefit plans including optical and pension plans.

• Increased bereavement leave.

• Paid training for Certified Pharmacy Technicians.

• Paid training for Cosmeticians.

• Strong language covering union security and technological change.

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New contract at Ridgewood Industries

Members at Ridgewood Industries ratified a new collective agreement in June 2002. Contract highlights include:

• Pay increases up to $1.60 over a three-year term.

• Increased annual contributions to the pension plan.

• Strong language covering seniority and job promotions.

• Temporary lay-off clause.

• Clause covering anti-harassment and workplace violence.

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Members at Sterling Place secure substantial gains

Members at the Sterling Place Retirement Home ratified a new collective agreement in April 2002. Highlights of the agreement include:

• Pay increase of 17 per cent for Registered Practical Nurses.

• Across-the-board wage gain of 6 per cent to negotiated wage progression rates.

• Increase of $1.05 to end rates.

• Strong language reducing probationary period, enhancing job posting and improving recall rights.

• Increased contributions to the pension plan.

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Member reinstated at Sobey's Warehouse

Local 175 recently won an arbitration award against Sobey's Milton Distribution Centre that concluded the company had unjustly terminated one of our members.

In the summer of 2001, a griever who had worked for the company for about five years, was terminated for alleged theft. The union asserted the company's response ignored the context and did not take the facts into account before terminating the member for an alleged theft.

The member went to the parking lot with a small amount of toilet paper from the warehouse to clean up an oil leak from his car. As he walked toward his car, he acknowledged the team leader and was fully aware that company surveillance cameras were monitoring his movements. The griever cleaned up the oil leak and was terminated when he returned to the warehouse for alleged theft.

The Local filed for arbitration after the company refused to reinstate the member. The arbitrator ruled the griever clearly had no intention of stealing toilet paper and had only taken enough to clean up the oil spill from his car. The arbitrator also stated that the griever's actions did "not appear to be actions of a thief."
After the arbitrator rendered his decision, the griever was reinstated at the Sobey's warehouse with full compensation for lost wages and benefits.

"When you dedicate so much of your time and energy to an employer, you expect to be treated with fairness and reason," says Dan Serbin, Local 175 Union Rep. "But there are too many companies that will take advantage of workers rights unless they're represented by a Union willing to stand up and fight for what is right. In this case, Local 175 went to arbitration to get our member's job back because, in fact, he never did anything wrong."

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Local wins major arbitration victory

An arbitrator ruled a member at the Vera M. Davis Community Care Centre in Bolton was wrongfully terminated by the retirement home in the summer of 2001. The matter was taken to arbitration after the employer refused to reinstate the member.

The arbitrator ruled the exemplary worker had been "dealt a grave injustice in both the fact and manner of her termination." As a result of the arbitrator's ruling, the member was immediately reinstated with full back pay, benefits and seniority. The employer was also ordered to pay for the member's legal fees.

The employer acted on rumours saying the member had physically assaulted two residents of the retirement home. The employer ignored protocol for investigating such allegations and did not interview the alleged victims or consider the member's testimony. Despite a lack of hard evidence, the employer terminated the member and contacted the police. The member was subsequently charged.

"The arbitrator acknowledged the member had never assaulted any resident and lauded the member's exemplary reputation as an outstanding and caring worker," said John DiFalco, UFCW 175 Union Rep. "Our Union made sure the worker's name was cleared and that her employer paid for this terrible injustice with full compensation."

The arbitrator also ruled that it was the employer's responsibility to "reintroduce (the employee) into the workforce as someone who has been exonerated of wrongdoing and falsely accused."

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Locals 175 & 633 Leukemia Fundraising

Members, staff and stewards of UFCW Canada Locals 175 and 633 planned many fundraising events to benefit leukemia research in the spring and summer of 2002.

The Locals' Annual Leukemia Hockey Tournament took place at Oakville Ice Sports on May 4, 2002. In 2001, the hockey tournament raised $10,800 for leukemia research. In 2002, the tournament raised more than $12,000 -- the highest amount to date.

On June 9, 2002, many of our members, friends and family participated in the 13the Annual Havelock Leukemia Walk. The walk raised $15,000 in the summer of 2001.

The Eastern Regions' 4th Annual Mixed Slow Pitch Ball Tournament took place on July 13, 2002 at Lady Park in Port Home.

"Every year, our Members and Staff organize baseball games, walk-a-thons, BBQ's, hockey, golf and pool tournaments and many more events to help fund the fight to find a cure for leukemia," said UFCW Canada Local 175 President Wayne Hanley. "Our Union is proud to be the leading contributor to Canadian research and treatment that will some day lead to an end to this deadly disease."

UFCW Canada is the largest single contributor to the Leukemia Research Fund of Canada and Locals 175 and 633 are the most generous Union Locals.

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Members at Safeway vote 'NO'

Members at three Thunder Bay Safeway's voted to reject the company's most recent offer. Members have been on strike against Canada Safeway since the fall of 2001.

The "no" result of the government-supervised vote occurred despite Safeway's assurances that "no" meant the closure of the three Thunder Bay stores and job loss for over 400 workers. The final result of the vote was 201 opposed versus 195 in favour of the offer.

"The company used every scare tactic and evasive-question-answering strategy they could," said John Fuller, chief negotiator for the union. "But despite an uncertain future the majority of the workers simply couldn't stomach the company's demands for major concessions, including wage freezes and restructuring of the benefit package for newly-hired workers."

He says the union is definitely concerned for the future of these workers. Fuller says union representatives are waiting for Safeway's response to the vote and hopes it will, at last, negotiate a good new contract or sell the stores to someone who can.

"We know these were three very successful stores – both in terms of sales and profits – and it's possible for Safeway to provide good wages and benefits and still make money," he said. "UFCW Canada has good contracts with retail grocery stores all across the country; we believe workers in Thunder Bay – and the local economy – can and should benefit from the profits the stores here can generate."

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Government supervised vote for striking Safeway workers

Safeway requested a government-supervised vote over what the company termed their best, last and final offer. The vote took place on May 7, 2002, at the Valhalla Inn in Thunder Bay. Despite the strength and solidarity of our members in Thunder Bay, Safeway's offer was considered concessionary and absolutely unfair. Therefore, Local 175 strongly encouraged our members to flatly reject the company's offer on May 7, 2002.

The company conducted an "information" meeting on Friday, May 3, 2002. The Local Union requested to attend this meeting to voice the questions and concerns of our members and demand straight answers from Safeway. Local 175 held an information meeting for our members where workers were apprised of Safeway's offer.

"At the Local Union meeting, we will show our members the vast discrepancies between Safeway's substandard offer in Thunder Bay and the arbitrator's award for UFCW Canada members in Manitoba," said Local 175 Assistant to the President John Fuller. "From the very beginning of this latest round of talks, our Union has been determined to keep our Members informed, including the distribution of the Manitoba award on April 30th."

"I strongly encourage our members in Thunder Bay to reject Safeway's shameful offer and not bow to the company's threats of closure," said Local 175 President Wayne Hanley.

"After seven long months, our members remain courageous, strong and united in their fight for a decent contract and the Thunder Bay community is behind us more than ever. Even if Safeway closed, we are confident that the market in Thunder Bay would support the opening of another food operation or expansion of a current operator. Safeway knows they have lost the support of Thunder Bay customers due to their callous disregard for the rights of our members. So, we are not surprised if Safeway wants to leave the Thunder Bay market. The company offer reflects that attitude and disregard for Safeway workers, customers and citizens of Thunder Bay."

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Safeway strike update

After more than 6 ½ months on strike, UFCW Local 175's negotiating committee met with Safeway on Friday, April 19, 2002. At this meeting, Safeway sought major concessions from the workers. In fact, Safeway altered terms that had been agreed to by the parties prior to the commencement of the strike.

In their presentation, Safeway made it clear to striking workers that any settlement must include concessions to recover not only the losses Safeway claims have incurred as a result of the strike, but, costs associated with recovering business.

Additional concessions were sought to better position Safeway to compete with other operators, including companies that aren't yet competitive in the market. Safeway indicated If their offer was rejected by the membership, they would liquidate the stores in Thunder Bay.

Safeway's offer was bravely and courageously rejected unanimously by the union negotiating committee. This resulted in Safeway withdrawing its offer. Safeway presented their final offer through an Ontario Ministry of Labour supervised vote.

On Sunday, April 21, 2002, the negotiating committee reported full details of the company offer to the membership. Membership support of the union negotiating committee remained strong throughout the process largely as a result of their strong resolve to their position and the support of UFCW Locals in Canada and the United States.

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Thrifty boycott ends

Members at Thrifty Car Rental ratified a new collective agreement in March, 2002. The agreement provides substantial improvements and stronger language. Local 175 thanks all our members, staff and supporters in the labour movement for their support during the strike.

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Local supports OPSEU members

UFCW Canada Locals 175 and 633 expressed their support and solidarity to members of the Ontario Public Service Employees Union (OPSEU) who were on strike against the Ontario government in March, 2002. As front-line advocates in the struggle against privatization and cutbacks by the provincial Tories, OPSEU members remain strong in their fight for fair working conditions and better public services.

Like OPSEU, our Union has taken a leading role in the fight against the Harris agenda since the Tories were first elected in 1995. Members of Local 175 and 633 continued support for our brothers and sisters on OPSEU picket lines.

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UFCW boycotts Wilson Sporting Goods

UFCW Canada and the International Union called for a boycott of Wilson Sporting Goods due to a strike by UFCW Local 231T in Tennessee, U.S.A. in March, 2002. About 140 members of Local 231T had been on strike at the Wilson golf club factory in Tullahoma, Tennessee since March 1, 2002. The company had proposed unlimited increases in worker contributions to the health plan, reduced vacation time and a production cap that could result in a wage loss of as much as $5.00 per hour.

Local 231T members asked all union members not to buy any Wilson products, with the exception of golf bags. UFCW Canada Locals 175 and 633 urged all our members and staff to support the boycott. Your solidarity will go a long way to making our brothers and sisters of Local 231T even stronger.

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Central East Stewards Seminar a success

UFCW Canada Locals 175 and 633 held a very successful Stewards Seminar from March 8-10, 2002 in Niagara Falls. Two-hundred and fifteen of our Union Stewards from the Central West and South Central regions came together learn the skills they need to represent and serve our Members at work. Classes included grievance arbitration, collective bargaining, computer training, public speaking and health and safety.

Our Stewards, Staff Members and Officers at the Central West and South Central Seminar also raised more than $8,000 for the Leukemia Research Fund of Canada and our Members in Thunder Bay who are on strike against Safeway. UFCW Canada is largest single contributor to leukemia research in Canada and Locals 175 and 633 are the biggest Local Union fundraiser's for the leukemia fund.

"It's great to see our Stewards dedicate so much time and energy to becoming the very best front-line representatives of our Union," said Locals 175 and 633 Director Harry Sutton. "They also give generously when their brothers and sisters are in need."

Locals 175 and 633 organize a total of 5 Stewards Seminars every year to train all our Stewards across Ontario. Our Union also offers frequent education courses for our Members in our Training and Education Centres in Mississauga and Hamilton. Furthermore, we are the first Union in Canada to bring Mobile Computer Training units to our Members in smaller towns across Ontario.

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Members support Thrifty boycott

Unions and their Members across Ontario supported the UFCW Canada Local 175 boycott of Thrifty Ltd.in March, 2002. More than 70 Members of Local 175 had been on strike against Thrifty since February 18, 2002, when the company illegally locked them out - less than 6 hours before the legal deadline. The Union sought a mediated settlement that would open the door for improvements in wages, benefits and working hours for our Members.

Local 175 encouraged everyone to boycott all Thrifty car rental facilities until the company sits down and bargains a fair agreement with our Members. Picket lines remained strong at our Thrifty units at Pearson International Airport and the Etobicoke Indian Line facility. Representatives from both public sector and private sector Unions were telling their Members to support the boycott and take their business elsewhere.

"Ever since negotiations started, Thrifty has refused to address the issues that are important to our Members," said UFCW Canada Local 175 President Wayne Hanley. "We need everyone to support our Members and show the company that their business will suffer until management starts participating in fair collective bargaining."

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UFCW Canada supports Safeway strikers

On February 27, 2002, UFCW Canada launched a campaign to support members on strike at several Thunder Bay Safeway stores.
More than 400 members at Safeway had been on strike since October 1, 2001.

Despite the union's attempts to reach a collective agreement through negotiations, mediation and conciliation, Safeway consistently refused to address issues important to members at Safeway. Consequently, Local 175 filed numerous charges of unfair bargaining practice against the company.

Safeway's conduct was part of an aggressive anti-union strategy unleashed to workers across Canada and the United States. Instead of recognizing the hard work and dedication of their employees, Safeway attempted to replace full-time workers with lower-paid part-time workers. Compounding the problem was Safeway's management favourtism and bullying in many Safeway stores.

In Thunder Bay, members of Local 175 successfully shut down the affected Safeway stores with strong picket lines. Members received overwhelming support from the local community. In the United States, UFCW Canada Representatives planned to tell Safeway consumers about the dispute in Thunder Bay and encouraged shoppers to take their business elsewhere until Safeway engaged in fair collective bargaining.

"Consumers in Canada and the United States have a right to know that Safeway is a company that denies their employees the respect, dignity and fairness they deserve," said Wayne Hanley, UFCW Local 175 President. "Similar to the support our members have received from the Thunder Bay community, I'm sure American consumers will also be angered by Safeway's under-handed tactics."

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Support our members - boycott Thrifty!

UFCW Canada Local 175 encouraged consumers and the public to boycott Thrify Canada Ltd. after the company illegally locked out 70 of our members in early 2002.

The members are employed at the Thrifty outlet at Pearson International Airport and the Etobicoke Indian Line facility. Workers were locked out at 6:30 p.m. on February 18, 2002, six hours before the legal strike deadline. Company negotiators walked out of mediation talks the same day.

On February 16, 2002, our membership at Thrify voted unanimously to reject the company's final offer. Local 175 sought a mediate settlement that would allow our member to make improvements in wages, benefits, hours of work and layoff language. The company refused to address issues important to our members.

"This is an outrage," said Local 175 President Wayne Hanley. "We've been in negotiations with the company for several months, after the contract expired last year, and Thrifty has refused to offer any real improvements in the agreement. These members deserve your support and solidarity. I ask you not to give Thrifty any business until they sit down and bargain fairly with your Union."

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A&P closes three Barn stores

On Thursday January 10, 2002, A&P announced to approximately 340 Local 175 members that they would be closing three of the original Barn Market grocery stores in Hamilton.

In light of single store seniority Local 175 negotiated an enhanced severance package for both full and part-time members who would be affected by the closings. The severance package will be three times greater than what is required under the Employment Standards Act (ESA), with no minimum requirements. For example under the provisions of the ESA, persons who lose their jobs must have a minimum of 5 years service in order to be paid one-week severance for every year worked up to a maximum of 26 weeks.

Additionally, Barn store workers severance will not be capped at 26 weeks. Through our negotiations, A&P also committed to providing preferential hiring upon need at other A&P banners (i.e., A&P, Food Basics, Dominion).

At the Rymal Road location, which is scheduled for a conversion to a Food Basics store, the Local Union has negotiated 5 full-time opportunities by seniority to be carried into the new Food Basics location. All remaining employees would be entitled to opportunities at the new Food Basics store and still be entitled to a severance package of 1.5 times their years of service.

"In addition to negotiating a severance package for the members, Local 175 will be setting up an Employment Adjustment Committee ensuring those members are aware of all the resources and programs are available to them. We will continue to work for them ensuring that other employment opportunities will be available for them," said Local 175 President Wayne Hanley.

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Hanover members benefit from a Union education

Members of UFCW Canada Locals 175 and 633 who live and work in the Hanover area, are taking advantage of free educational opportunities offered by our Union. The Training and Education Staff were signing up our members in Hanover in January, 2002, to participate in an extensive educational program slated to start in late February, 2002.

Free courses include the Grade 12 Credit Programs, the Grade 12 Equivalency and Computer Classes.

The program is in partnership with the Bluewater District School Board and the Walkerton Adult Learning Centre. Our Union advertised the courses in local newspapers, radio and television channels. More than 150 members registered for the course in just one week. Our members in the Hanover area work at P&H Foods, Food Basic, Dickies Canada and Pharma Plus.

Every year, Locals 175 and 633 bring educational opportunities to our members in their own home towns across Ontario. We are the first Union in Canada to offer Mobile Computer Training Units to our members, so they can benefit from free computer training even if they live in some of the remotest areas of the province.

"This program is a co-ordinated effort to meet the needs of our members in the Hanover area," said UFCW Canada Local 175 Executive Board Member and Unit Chair at P&H Foods, Bruce Dosman.

"Our Union has one of the best educational programs in Canada because we can take training opportunities to our members in their own communities. This makes it convenient for members to balance work, family and the opportunity for educational advancement."

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Organizing victory at Madawaska Doors

Our Local successfully organized 88 employees at Madawaska Doors in Barry's Bay in early 2002. This represents a major victory for our members at the door factory as it comes after a second vote. The most important issues for our new members covered job security and fair treatment. Additional motivating factors behind the successful unionization drive include wages, training and shift scheduling.

"Our new members at Madawaska Doors have wanted to organize their workplace with our Local for a long time," said Serge Castonguay, Local 175 Union Rep. "These workers needed our support to ensure their employer would stop treating them unfairly. And they found that only our Union could protect their jobs, their wages and their dignity on the job."

Congratulations to our new members in the Barry's Bay area and welcome to your Union!"

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Local wins vote at Funeral Home

Employees of the Ostrander Funeral Home in Tillsonburg voted unanimously in favour of joining Local 175 after a vote was held on February 27, 2002.

Our new members contacted Local 175 because of our strong reputation and experience in representing funeral home workers across Ontario.The most important issues to workers at Ostrander Funeral Home included job security, improved wages and stable working conditions. Additional motivating factors in included guaranteed working conditions that were enshrined in a collective agreement.

"Our Local has the proven ability to provide the best level of servicing and representation to employees in funeral homes," said Mark Flannigan, Local 175 Organizing Co-ordinator.

"Congratulations and welcome to your Union!"

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