Bunzl Canada

Effective September 1, 2005, the following monetary improvements will occur as a result of your collective agreement:

• Wages increase across-the-board by 2.75 per cent.
  
  
• End rates for Warehouse/Driver class increase by 55 cents per hour and for Warehouse Persons by 52 cents per hour.
  
  
• Pension contributions increase to 78 cents per hour.
  
  
• Dental contributions increase to 30 cents per hour.
  
  
• Shift premiums are 85 cents per hour and Lead Hands receive $2 per hour above their rate.

Comfort Inn London

Effective September 1, 2005 (unless otherwise noted), the following monetary improvements will occur as a result of your collective agreement:

• Across-the-board wage increases of 3 per cent.
  
  
• Increased company contributions to CCWIPP – to 30 cents per hour.
  
  
• Effective October 1, 2005, workers receive one floating holiday per year to be taken on a mutually agreed upon date.
  
  
• Maintenance workers receive an annual safety shoe allowance of $70 and an annual clothing allowance of $100.
  
  
• Bereavement leave language entitles workers to five consecutive days off in the event a worker’s spouse, child, parent or step-parent dies.

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Good Humor Breyers

Effective September 1, 2005 (unless otherwise noted), the following monetary improvements will occur as a result of your collective agreement:

• General wage increases of 3 per cent.
  
  
• An additional 10 cents per hour for all Production Operators – As and Bs.
  
  
• Pension contributions increase to $42 per month for future credited service effective August 31, 2005.
  
  
• Physiotherapy coverage is $400 per year.
  
  
• Vision Care coverage is $175.
  
  
• Vacation entitlement for those with 26 years seniority is six weeks.

Grandview Lodge

Effective September 26, 2005 (unless otherwise noted), the following monetary improvements will occur as a result of your collective agreement:

• Wages increase by 1.75 per cent. A subsequent increase of 1 per cent occurs on March 26, 2006.
  
  
• Effective June 1, 2006:
  • Full-time workers with 8 years continuous service are entitled to four weeks vacation.
  • Full-time workers with 13 years continuous service are entitled to five weeks vacation.
  • Full-time workers with 21 years continuous service are entitled to six weeks vacation.
• In order to be eligible for Early Retirement Benefits – those workers meeting the eligibility requirements on the points that follow, must commit in writing to the Manager of Human Resources – no later than December 31, 2005 – their intent to retire between January 1, 2006 and April 1, 2006.
  
  • The County agrees to pay 100% of the premiums for Extended Health Care, Dental and Group Life Insurance plan coverage from the time of retirement until age 65 for those employees who are within 10 years of normal retirement age and either:
    
    
    • Qualify for an unreduced pension by December 31, 2005, in accordance with OMERS Pension Plan provisions; or
    • In the case of Health Care Aid and Dietary Aid classifications, qualify for a reduced pension with a reduction factor of no less that 80 per cent in accordance with OMERS Pension Plan provisions, and have at least 19 years seniority as of December 31, 2005; or
    • In the case of the Cook classification, qualify for a reduced pension with a reduction factor of no less than 80 per cent in accordance with OMERS pension plan provisions, and have at least 27 years seniority as of December 31, 2005.
      
      
      
  If you have any questions about Early Retirement, please contact your Union Rep Rick Hogue at 1-800-567-2125.

Grenon's YIG

Effective September 17, 2005, the following monetary improvements will occur as a result of your collective agreement.

• Wages for full and part-time workers at the end rates increase by 35 cents per hour.

• Part-time workers with more than 2,601 hours as of May 18, 2005, will receive $50.

Laidlaw Transit (Welland)

Effective September 1, 2005, the following monetary improvements will occur as a result of your collective agreement:

• Wages increase by 2.75 per cent.

Loeb March Road

Effective September 4, 2005, the following monetary improvements will occur as a result of your collective agreement:

• Wage increases of 35 cents per hour to the end rates for both full and part-time.
  
  
• Employer contributions to the dental plan will increase to 32 cents per hour.

Loeb Merivale

Effective September 25, 2005, the following monetary improvements will occur as a result of your collective agreement:

• Wage increases of 30 cents per hour to the end rates for both full and part-time.
  
  
• Company contributions to the pension plan increase to 25 cents per hour.
  
  
• Company contributions to the dental plan increase to 29 cents per hour.

Loeb St. Laurent

Effective September 15, 2005, the following monetary improvements will occur as a result of your collective agreement.

• Full-time workers receive a lump-sum payment of $350.

• Part-time workers receive a wage adjustment of 30 cents multiplied by the average hours worked multiplied by 28 weeks.

• Pension contributions increase to 65 cents per hour worked.

• Dental contributions increase to 31 cents per hour for both full and part-time.

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Maple Leaf Consumer Foods (Hamilton)

Effective September 1, 2005, the following monetary improvements will occur as a result of your collective agreement:

• Wage increases of 35 cents per hour.
  
  
• Increase pension contributions by 5 cents per hour.

Midtown Meats

Effective September 1, 2005, the following monetary improvements will occur as a result of your collective agreement:

• All rates and classifications receive wage increases of 30 cents per hour.
  
  Reminder:
• Company and workers share cost of company health and welfare plan.
  
• Company and workers share cost of company dental plan.
  
• You now have a Grievance Procedure in place whereby should you disagree with the company, you may voice your objection without fear of reprisal.

Minute Maid

Effective September 1, 2005, the following monetary improvements will occur as a result of your collective agreement:

• Wage increases of 65 cents per hour for all rates and classifications – 5 cents of which goes to pay for previous service pension.
  
• Company contributions to the pension plan increase to 72 cents per hour in addition to the additional 10 cents per hour the company already pays toward buying back previous service for the pension.

  Reminders:

• Wages for temporary workers with one year of seniority is equal with full-time.

• Workers on the night shift receive a $1 per-hour premium.
  The new Long-Term Disability (LTD) plan contains $2,000 orthodontic coverage, $600 chiropractic coverage and $700 for hearing aids.

• Vision care is $250.

• Temporary workers receive sick days.

• New vacation language for temporary workers.

• Freezer wear allowance and safety footwear allowance are both $125.

Pepsi Hamilton

Effective September 1, 2005 (unless otherwise noted), the following monetary improvements will occur as a result of your collective agreement:

• Wages increase by 60 cents per hour.
  
  
• Pension contributions increase to 83 cents per hour effective January 1, 2006.
  
  
• There is a pension buyback of $45 for all past years of service between 1990 and 2003.

Port Colborne Poultry

Effective September 17, 2005 (unless otherwise noted), the following monetary improvements will occur as a result of your collective agreement:

• Wage increases of 30 cents per hour for all rates.
  
  
• Pension contributions increased by 10 cents per hour on August 29, 2005.
  
  
• Subsequent increases to the pension contributions of 10 cents per hour occur on February 27, 2006 and again on September 4, 2006.

Seaforth Creamery

Effective September 25, 2005, the following monetary improvements will occur as a result of your collective agreement:

• Wages increase by 45 cents per hour.
  
  
• Workers on 12-hour night shift receive a shift premium of 60 cents per hour.
  
  
• New Job Security language for three years.

Unilever Canada

Effective September 1, 2005, the following monetary improvements will occur as a result of your collective agreement:

• All rates and classifications receive a 2.75% increase.
  
  
• Dental contributions increase by 1 cents per hour.
  
  

  Reminder

• As of April 2005 the company started supplying prescription drug cards to workers.
  

• Effective January 1, 2006 the tool allowance will increase to $300 per year, up from $275.

YIG (Ross's)

Effective September 20, 2005, the following monetary improvements will occur as a result of your collective agreement:

• End rates for full-time cashier/clerks increase by 35 cents per hour.
  
  
• End rates for full-time meat cutters increase by 25 cents per hour.
  
  
• Part-time workers receive an increase of 15 cents per hour to the end rates.
  
  
• Full-time workers will have their RRSP contributions matched by the company to a maximum of $550.

Peterborough Light the Night walk raises $45,000

Article posted on: September 29, 2005

On September 24, 2005, Locals 175 & 633 members, their families and friends, joined the Leukemia & Lymphoma Society of Canada (LLSC) at the first Peterborough Light the Night walk where they raised $45,000 for Leukemia and other blood cancer research.

Over 200 people came out to support the cause. Participants included Leukemia survivors and their family and friends as well as some who had lost loved ones.

The weather was perfect and everyone enjoyed the five-kilometer walk. Locals 175 & 633 would like to congratulate the LLSC on a great event and an impressive fundraising total.

We look forward to raising even more money next year and anticipate even more walkers and pledges. Thanks to everyone who came out to ‘Light the Night.’

Employer jailed for ignoring terms of collective agreement

Article posted on: September 28, 2005

In a ruling dated September 16, 2005, the owner of the Rainy Lake Hotel in Fort Frances was found to be in contempt of court and sentenced to 30 days imprisonment, with the warrant enforced by the Ontario Provincial Police.

The judge wrote: “With respect to the issue of incarceration, this is normally used as a last resort where less intrusive sanction fails to ensure compliance. However, in this case, there is no reasonable prospect that Mr. Syrovy will obey any court directives or pay a fine. In these circumstances, given his history of defiant disobedience, I find that any personal sanction other than incarceration would be ineffective and bring the administration of justice into disrepute.”

The Rainy Lake Hotel, its registered owner, 777604 Ontario, and Ladislav Syrovy, in his capacity as President, General Manager and Secretary of 777604, and manager of the hotel, were all found to be in contempt. They had ignored earlier rulings requiring them to pay wages, provide employees with T4 slips, and remit health & dental plan and group insurance premiums, union dues and other payments required under the collective agreement signed by Syrovy.

The arbitrator required Syrovy and/or 777604 Ontario to comply with the terms of the collective agreement and additionally to pay a fine of $25,000 on or before October 15, 2005. Failure to pay the fine will result in it increasing, by $1,000, on the 15th of each subsequent month. The employer is also responsible for court costs of $15,000, payable within 90 days.

Lost wages and benefits awarded to Hertz worker

Article posted on: September 15, 2005

Recently, an arbitrator upheld a grievance claiming the improper termination of a Hertz worker. This termination took place after the Hertz strike at the Pearson Airport location in July/August 2004.

Union counsel argued that the termination was arbitrary and in bad faith. The worker did not receive any warning of job performance issues until he was terminated. The Union further stated that the termination was a reprisal for actions taken by the grievor during the strike.

The arbitrator agreed that an incident on the picket line led, at least in part, to the grievor’s termination and so awarded compensation for lost wages and benefits under the collective agreement.

Grievor awarded $2,000 in damages

Article posted on: September 15, 2005

An arbitrator recently awarded a Good Humor-Breyers worker $2,000 in damages for emotional stress resulting from an incident of workplace harassment.

The Union established that the grievor suffered loss of dignity, hurt feelings and humiliation as a result of a co-worker’s harassment. The employer's failure to properly investigate and remedy the situation was found to be a violation of not only the collective agreement language but also the Ontario Human Rights Code, which protects workers from discrimination and harassment in the workplace.

GM Walfoods grievance partially upheld in arbitration decision

Article posted on: September 2, 2005

Local 175 filed a policy grievance after a food service employer in London introduced new standards prohibiting the use of excessive makeup and personal jewellery.

The employer said it was concerned about image, health & safety and health & sanitation. The arbitrator partially upheld the union’s position. He ruled that workers could wear nail polish, necklaces under work clothes, properly secured non-dangling earrings or ear studs, as well as nose, tongue and other facial piercings. Other types of earrings, such as clip-ons, are also permitted, if worn inside a hairnet. He upheld the company’s prohibition of excessive makeup, artificial nails, bracelets and rings worn on the fingers.