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Canadian Forces support workers
ratify three-year contract
Local 175 members at the Canadian Forces Support Unit (CFSU) in Ottawa ratified a new three-year collective agreement on August 10, 2005. Contract highlights include:
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A 2 per cent lump sum payment for all hours worked between June 1, 2005 and July 31, 2005.
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Wage increases of between 2.5 and 4.6 per cent to all rates retroactive to August 1, 2005.
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Additional increases for all rates of 2.5 per cent in the second year.
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Top rates receive an increase of 2.75 per cent in the third year.
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Improved bereavement language now includes step-parents, foster parents, common-law spouses and the son or daughter of a common-law spouse.
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On an annual basis, the company will provide uniforms for workers classed as Self Help Housing Ottawa (SHHO) handymen.
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The company will also provide a $100 per year tool allowance for SHHO workers required to use personal tools.
Union Negotiating Committee: Joe Joseph, John Macko and Union Reps Jacques Niquet and Marilyn Lang.
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Three-year contract
for Compass Group cafeteria staff
Local 175 members working for Compass Group at the London Free Press cafeteria secured a three-year collective agreement at a ratification meeting held August 8, 2005. Highlights include:
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The two-tiered wage grid is gone and replaced with a single tier scale.
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Workers receive wage increases of 2.5 per cent on September 6, 2005 and 2006 and 3 per cent in 2007.
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Red-circled member receives a 6 per cent increase effective September 6, 2005 and also receive 2.5 per cent in 2006 and 3 per cent in 2007.
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The new dental plan includes a 40 per cent employee paid premium with no deductibles, six month recall, current fee guide year, basic restorative, periodontic and endodontic coverage and no annual maximum.
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Hours of a temporary full-time vacancy will be offered by seniority.
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Workers receive an additional statutory holiday.
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A letter of understanding regarding pay equity is now part of the collective agreement as is a benefit summary.
Union Negotiating Committee: Lee-Ann Pert and Union Rep Wendy Absolom.
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Loeb workers achieve increased
wages and benefits in new contract
The approximately 112-member bargaining unit at Loeb Ogilvie in Ottawa ratified a new six-year collective agreement at a meeting held August 29, 2005. Highlights include:
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End rates receive increases of 35 per hour in each year of the contract.
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Full-time workers receive a signing bonus of $150.
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Part-time workers averaging at least 24 hours per week receive a $100 signing bonus and those with less than 24 hours receive $75.
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Workers scheduled at the Courtesy Desk receive an hourly premium of 75 cents.
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Those workers selected to be an Assistant Department Manager receive a shift premium of $1 per hour, applicable to overtime.
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Company contributions to the pension plan increase by 5 cents per hour each year starting in the third year, for a total company payment of 85 cents per hour by the end of the contract.
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Full-time workers receive $500 per 60-month period toward the cost of Hearing Aids.
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Safety shoe allowances increase by $10 upon ratification for full-time workers and $10 every two years thereafter.
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Part-time workers receive $75 per two-year period, up from $35, and a further increase of $5 every two years thereafter.
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Workers whose wife gives birth receive an additional day leave, as do workers adopting a child.
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Bereavement leave entitlement now includes one additional day for those traveling more than 240 kilometres to the funeral.
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The company will post every part-time position opening.
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New language establishes that meetings held with regard to a workers’ discipline without a steward present are null and void.
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The company will pay two full-time and two part-time workers for lost time during negotiations.
Union Negotiating Committee: Gerry Crabtree, Patrick Eagan, Betty-Ann Felteau and Union Rep Daniel Mercier.
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$24,000 pension buyback for
Markey Funeral Home workers
At a ratification meeting held August 11, 2005, Local 175 members at Markey Family Funeral Homes in Hamilton secured a three-year collective agreement. Highlights include:
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Wage increases of 3 per cent on December 1, 2005, 3 per cent on August 1, 2006 and 2.5 per cent on December 1, 2006.
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Workers classed as Apprentice Funeral Director receive a wage increase of $2 per hour.
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Company contributions to the Canadian Commercial Workers Industry Pension Plan (CCWIPP) increase to $1.10 per hour, retroactive to January 1, 2005, $1.15 per hour on January 1, 2006 and $1.20 per hour January 1, 2007.
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In addition, the company agrees to purchase past service pension benefits up to $50 for bargaining unit workers for a total cost of $24, 480.
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Dental contributions increase to 32 cents retroactive to December 1, 2004.
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Workers not classed as secretaries receive $50 per month uniform allowance.
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New language regarding temporary full-time workers.
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Improved language covering seniority, hours of work and overtime, sick leave,
Union Negotiating Committee: Robert Lambier, Ken Salisbury and Union Rep John DiNardo.
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Workers at the University Club of
McMaster secure new agreement
On August 3, 2005, Local 175 members at the University Club of McMaster voted in favour of a new three-year contract including the following highlights:
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Wages increase across-the-board by $5 per hour in year one, 2 per cent in the second year and 3 per cent in the third year covered by the term of the contract.
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Workers hired after August 1, 2005, will be placed on a tiered wage scale.
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Contributions to the pension plan increase to 85 cents per hour, up from 65 cents.
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In addition, the Club will make a one-time contribution to the pension plan of $15 for each completed year of service on behalf of all workers participating in the plan on August 1, 2005, August 1, 2006 and 2007.
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An additional personal use day for a total of two per year.
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Enhanced health and safety provisions to better protect members in the workplace.
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Training & education fund contribution is $500 per year each year.
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The employer pays for time spent on negotiations by the committee members.
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Improved language regarding the workers’ grievance procedure, leaves of absence, bereavement leave, hours of work and overtime, vacation and breaks.
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A new letter of agreement covering Casual Employees.
Union Negotiating Committee: Kris Harvey, Chrissie MacDonald and Union Rep John DiNardo.
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City of Mississauga workers
ratify first collective agreement
Approximately 28 new Local 175 members working for the City of Mississauga will benefit from their first collective agreement. Members of the bargaining unit secured their new three-year contract at a ratification vote held August 14, 2005.
The bargaining unit includes customer service representative and receptionist classifications:
In addition to general contract language, the highlights include:
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Annual wage increases of 3 per cent for full and part-time rates with the first increase retroactive to April 1, 2005.
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In addition, full-time workers have the opportunity to receive an additional 3 per cent on each anniversary date subject to a satisfactory performance review.
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Lead Hands receive an additional 3 per cent per hour worked at that classification.
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The health benefits provided to the workers include vision care coverage of $300 and Hearing Aid coverage of $300, both per 24-month period.
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Workers receive $2,000 annual coverage for visits to each of the following: Speech Therapist, Psychologist and Chiropractor.
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Workers receive $500 annual coverage for visits to each of the following: Naturopath, Podiatrist, Masseur, Chiropodist and Osteopath.
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Group Life Insurance and Accidental Death & Dismemberment (AD&D) coverage for full-time workers are both at $400,000 maximum.
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Workers are entitled to three days bereavement leave in the event of the death of an immediate family member.
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Full-time workers receive the following vacation entitlement:
o 1 year of service or less – 10 days
o 1 year – 9 years of service – 15 days
o 9 years – 17 years of service – 20 days
o 17 years – 24 years of service – 25 days
o 24 years of service or more – 30 days
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Full-time workers may purchase up to 10 Employee Paid Days (EPD), which can be taken in addition to vacation.
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Part-time workers receive two weeks vacation after one year of service and receive vacation pay in the amount of 4 per cent of their annual earnings.
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Part-time workers can choose their hours and shifts be seniority.
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Language established includes seniority, steward representation, grievance procedure, health and safety policy and committee, job postings, layoff and recall.
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Attached letters of understanding cover the establishment of part-time seniority, shift schedules, location of work, breaks and job security.
Union Negotiating Committee: Susan Cassidy, Anna French and Union Rep Rob Nicholas.
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Better health and welfare coverage for
P&H Foods workers
Members at P&H Foods in Hanover ratified a new three-year collective agreement at a meeting held August 14, 2005. Highlights of the new agreement include:
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Across-the-board wage increases of 3 per cent retroactive to June 2, 2005, and 3 per cent on June 2, 2006 and 2007.
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Shift premiums increase to 60 cents per hour and workers scheduled on 12-hour shifts receive an hourly premium of 60 cents, up from 45 cents.
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Company contributions to the Canadian Commercial Workers Industry Pension Plan (CCWIPP) increase to 90 cents per hour over the term of the contract.
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Vision care coverage increases to $400 (per 24-month period) over the course of the agreement and eye exams are paid for by the plan.
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The extended health care lifetime cap increases to $35,000 in 2006 and $40,000 in 2007. Also, the single and family deductibles are eliminated.
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Effective January 1, 2006, chiropractic services are covered 100 per cent.
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Life Insurance and Accidental Death & Dismemberment (AD&D) coverage both increase to $30,000 in 2006 and $35,000 in 2007.
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Improved dental coverage now provides a $1,800 annual cap as of January 1, 2006, a $2,000 annual cap effective January 1,2007 and dentures are covered to 80 per cent.
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The workers’ co-pay for prescriptions is reduced in increments over the term of the agreement to $4 by June 2, 2007.
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Effective January 1, 2006, workers will have $200 per year coverage for both massage therapy and clinical psychiatry.
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Bereavement leave entitlement improves to include three days for the death of a stepbrother or stepsister.
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The company will pay the full cost of benefits for workers taking early retirement from age 55 to 64.
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The company will also pay lost time for negotiating committee members participating in bargaining.
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Vacation entitlement for those with 10 years of service, instead of the previous 12 years required, receive four weeks vacation. In addition, vacation pay is now guaranteed at 35 hours per week, up from 30.
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An improved tool allowance provides workers with $450 per year effective June 2, 2006 and $500 in 2007.
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The company will pay $6,000 to the Training & Education fund in each year of the agreement.
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An employee assistance program has been added.
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Language improvements cover union dues, steward representation, health and safety, time limits, pay equity, sick plan, negotiating committee lost wages and an improved sunset clause of 14 months, down from 16 months.
Union Negotiating Committee: Todd Bahri, Bruce Dosman, Sharon Fidler, Gord Kennedy, Doug MacKinnon and Union Rep Richard Wauhkonen.
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Pharmaphil workers vote
in favour of new agreement
Local 175 members at Pharmaphil (RP Scherer) in Windsor secured a new collective agreement on August 4, 2005. Highlights of the three-year contract include:
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Wage increases totalling 50 cents per hour over the course of the agreement.
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Workers schedules on any eight-hour afternoon shift receive a shift premium of 75 cents per hour.
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Company contributions to the Canadian Commercial Workers Industry Pension Plan (CCWIPP) increase in both the second and third year of the agreement.
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Increased contributions to the UFCW Dental Benefit Trust Fund to 31 cents per hour by the end of the contract term.
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New Letters of Understanding covering shift filling, overtime and overtime equalization, a training premium and contracting out.
Union Negotiating Committee: Terry Gray, Art Greenham, Gary MacMillan, Union Rep Julie Johnston and South West Regional Director Ray Bromley.
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Quality Knitting workers have 3-year deal
On August 26, 2005, approximately 50 members at Quality Knitting in Toronto, secured a new three-year agreement with pay increases and other improvements despite the company wanting to freeze wages.
Highlights include:
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Wage increases totalling 30 cents per hour over the course of the agreement.
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Company contributions to the workers’ UFCW Benefit Trust Fund increase each year of the agreement to reach $130 per month by September 1, 2007.
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The company will pay lost wages for time spent on negotiations by bargaining unit members.
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The company will make contributions to the Training & Education Fund.
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A letter of agreement covering arbitration time limits.
The company, and in turn the workers, face increasing pressure from China and India-imported goods. At the last round of negotiations, this company employed approximately 100 workers and now only has 50.
Union Negotiating Committee: Dainu Huang, Foom Khoon Yip (Shelly) and Union Rep Paul Jokhu.
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Anniversary
Updates
For
more information on your collective agreement please
contact your Union Representative.
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Canteen of Canada
Effective August 5, 2005, the following monetary improvements will occur as a result of your collective agreement:
- Across-the-board wage increases of 3 per cent.
- Workers receive a $1 shift premium for a majority of hours worked between 3 p.m. and 6:30 a.m.
- Dental contributions increase to 29 cents per hour.
- Shoe allowance is $90 per year.
- Bereavement leave entitlement is 5 days in the events of the death of a spouse, child, parent or step-child.
- Company contributions to CCWIPP increase by 2 cents per hour.
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Impact Building Services
Effective August 1, 2005, the following monetary improvements will occur as a result of your collective agreement:
- Wages increase for New Hires to:
o $8.50 per hour Light Duty
o $13 per hour Heavy Duty
o $9 per hour Day Matron
- Sick benefits, vacation entitlement and life insurance coverage remain at their current level.
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Lanning Headwear
Effective August 01, 2005, the following monetary improvements will occur as a result of your collective agreement:
- Wage increases are 25 cents per hour in the first year, 15 cents per hour in year two, 15 cents per hour in year five and 10 per hour in the tenth year.
- The company’s contribution to the workers’ health and welfare plan, including dental, increases to $3.35 per month for a single individual and $7.81 for family coverage.
- Contributions to the workers’ pension plan increase by five cents per hour.
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Waterloo Textiles
Effective August 13, 2005, the following monetary improvements will occur as a result of your collective agreement:
- Across-the-board wage increases of 3 per cent.
- Shift premiums increase to 25 cents for the 2nd shift and 30 cents on the 3rd shift.
- The company agrees to match RRSP contributions up to a maximum of $300 per year for those workers with 10 years service or more.
- Workers receive a $75 Christmas bonus each year.
- Bereavement leave entitlement is 4 days for the death of a husband, wife, child or parent and 3 days for siblings, in-laws, grandparents and grandchildren.
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Weetabix
Effective August 1, 2005, the following monetary improvements will occur as a result of your collective agreement:
Full-time
- All rates and classifications receive an increase of 60 cents per hour.
- Maintenance classification receives an additional 25 cents per hour.
- Haysen/Bosch classification receives an additional 31 cents per hour.
- Langen Operators receive an additional 15 cents per hour.
- Shift premiums increase to 69 cents per hour.
- Vision care coverage increases to $275.
- Dental Plan is paid at current ODA rates.
- Employer contributions to the pension plan increase to $1.05 per hour.
- Shoe allowance increases to $145 and the tool allowance is at $300.
Part-time
- All rates and classifications receive 55 cents per hour in wage increases.
- Shift premiums increase to 69 cents per hour.
- Shoe allowance increases to $105.
- Reminder
- Schedules are to be posted no later than Thursday at 2 p.m.
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Locals
175 & 633 In The News
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| Toronto IGA workers locked out
Article posted on: August 25, 2005
Unionized workers at Sobeys-affiliated IGA, at 3400 Dundas Street East in Toronto, were locked out at 12:01 a.m. on August 25, 2005. The employer shut the doors on the 90 workers after the union negotiating team refused to give in to employer demands for major concessions.
Only security guards remain on duty at the front of the building. The doors are locked leaving both workers and customers out on the street.
“They’re trying to take everything away from us . . . things we’ve negotiated for over the years,” says Negotiating Committee member Sandra MacEachern.
The scrooge-like employer wants to reduce pensions, eliminate paid sick days, cut the daily rest period to one half-hour unpaid break, reduce vacation time and weaken union seniority. The company is also demanding that workers now pay half the cost of their uniforms – and is refusing to grant even minimal wage increases.
“The employer wants to gut the collective agreement,” says Union Representative Linval Dixon. “And that’s clearly unacceptable to these men and women who work hard to support themselves and their families. They’re prepared to fight for a good contract, and the Union will support them for as long as it takes.”
Local 175 and the employer met for five days, since negotiations started on July 4, prior to the August 24 expiry of the current contract, which covers 90 bargaining unit members. Sobeys purchased IGA and Price Choppers stores from the Oshawa Group in October 1998 and later converted many of the stores from corporately owned to franchises. Members at the Dundas Street store were able to negotiate a contract in 2002 without resorting to a strike or lockout. Workers at a number of other Sobeys-owned stores in the GTA have been forced out to the picket line before achieving fair contracts.
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Windsor Golf Tournament raises $3,200
for Leukemia Research
Article posted on: August 24, 2005
The 6th annual Windsor Golf Tournament took place this past Saturday – August 20, 2005 – and was once again a great success.
Eighty-two golfers weathered a thunder and lightning storm in the club house but were back on the course within a half hour. Participants then enjoyed a wonderful meal and fantastic door prizes.
Thanks to the many generous supporters who helped raise $3,200 this year. Many of our supporters have been with the tournement every year since it started. This year's fundraiser puts the total money raised at this event over the last six years close to $20,000 – all of which goes to the Leukemia & Lymphoma Society of Canada.
Special thanks to Brad and Laurie Wigle for helping organizers Neil Hotchkiss, Julie Johnston and Dan Bondy. Many thanks also to the dedicated golfers who drove long distances to help us be successful once again this year.
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Local 175 urges swift passage of Ontario’s Bill 179, “Safe Needles Save Lives Act, 2005”
Article posted on: August 24, 2005
Local 175 is distributing letters and postcards to 3,000 workers in its health care units urging the swift passage of legislation requiring safety-engineered needles and other medical devices in the workplace.
The legislation, which was introduced by NDP MPP Shelley Martel, in March 2005, is currently being reviewed by the Standing Committee on Justice Policy. "These devices will reduce injuries by as much as 90 per cent and substantially curtail the spread of blood-borne disease,” says Local 175 President Wayne Hanley. “Their use in the workplace must be required by law.”
For additional printed copies of the letters and post cards, contact your Locals 175 & 633 regional office.
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Breakfast Motorcycle Ride raises $4,225 for LLSC
Article posted on: August 23, 2005
It may have been a drizzly Sunday, but spirits were high for our First Annual Charity Motorcycle Ride in support of the Leukemia & Lymphoma Society of Canada (LLSC).
"I want to thank the riders and sponsors for their participation and contributions," said Local 175 President Wayne Hanley, who also participated in the event.
The ride, held on Sunday, August 14, raised $4,225 for Leukemia research and saw a variety of motorcycles, from Scooters to Harleys. Starting from the Locals 175 & 633 Mississauga office, the riders wound their way through the back roads of Halton and Peel Regions and featured a tour along the Forks of the Credit, just south of Orangeville.
"This was a fantastic day. It exceeded my expectations," said Richard McNaughton, President of UFCW Local 333, one of the many ride sponsors. "Count me and my friends in for next year."
For their generous support, each rider received an official ride t-shirt, a raffle ticket for a chance to win one of many prizes and an all-you-can-eat breakfast buffet upon their return from the ride.
Plans are already underway for next year's ride, which promises to be even bigger and better. So motorcycle enthusiasts, mark your calendar early for August 2006 as it promises to be an exciting ride. The exact date will be announced closer to the event.
For those wishing to support this excellent cause, we still have a limited number of t-shirts available for $20 each. Please contact Dave White at dave.white@ufcw175.com for more information.
With thanks to our sponsors below:
Wan Group
The Siroky Group
Freakn' Leather
Yamaha
Agincourt Pool Service Ltd.
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Cancoil workers receive pay for three days bereavement leave
Article posted on: August 17, 2005
An arbitrator ordered an employer to pay two Local 175 members for an additional two days of compassionate leave, after they filed a grievance. Although the grievors were entitled to three days under the terms of the collective agreement, the employer paid them for just one day. But this particular collective agreement provided for three days leave and no less.
The union argued, successfully, that the three-day leave provision was intended to give employees ample time away from work to deal with family and personal issues. The arbitrator ruled that the employer must pay for the three-day leave as the workers met the criteria for seniority and having lost time from work to attend the funeral of the deceased family member.
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Local 175 member ran into burning Air France jet
Article posted on: August 9, 2005
Guy Ledez, a 10-year member and former steward from Budget Canada, became a hero and instant celebrity after the Air France plane crash at Pearson International on Tuesday, August 2, 2005.
The Tuesday shift began quite normally for Guy. He’s a Customer Service Representative and often “floats” between locations. He started the shift at the Dixie and Matheson outlet and later moved over to the office at Dixon Road and Martingrove. Shortly after 4 p.m., Guy found himself navigating his way around an airport service road, in a vicious thunderstorm, to make what seemed like an otherwise routine vehicle delivery. He was stunned to see an Air France plane skid right off the end of the runway, cross Convair Drive in front of his vehicle, and then drop into the ravine. His impression was that the plane has been struck by lighting. Guy, who had once wanted to be a police officer, didn’t hesitate. He quickly called his office to tell them a plane had crashed and that he was going to help.
Guy and another bystander then ran to the edge of the ravine where they began assisting passengers escaping from the back of the plane, who were struggling, in the driving rain, to climb up the muddy and grassy slope. “I don’t know how long we were there,” he says. “You lose track of time.” As the number of passengers dwindled, Guy kept asking if there was still anyone on board … but no one seemed to know. So Guy and the other bystander ran down into the ravine and crawled and clawed their | | |
