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North Bay CFB workers vote for improvements
Members at the Canadian Forces Base in North Bay ratified a new four-year collective agreement. The 32 workers voted in favour of securing significant wage increases at the November 18th meeting.
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Workers will be placed on new wage grid and wage increases will total between 15.76 and 16.88 per cent over the course of the agreement.
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In November 2007 and 2008, workers at the 36-month rate receive a 2.5 per cent increase.
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A worker may take up to 35 weeks total leave for childcare responsibilities, up from the previous 24-week maximum.
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If a worker files a WSIB claim, a new letter of understanding provides workers with an advance, to be repaid upon receipt of WSIB funding or claim denial, from the company while their claim is under consideration.
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Improved time limits for layoff and recall, and improved vacation entitlement for both full and part-time workers.
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Bereavement entitlement language improves to include stepparents, foster parents, common law spouses and their children as members of a worker’s immediate family.
Union Negotiating Committee: Reine Beliveau, Denise Connacher and Union Reps Tim Deelstra and Rob Nicholas.
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Workers at Guelph’s Cargill Canada secure bonus pay
On November 19, 2005, drivers, truck washers, mechanics and yard workers at Cargill Canada, formerly Klunski Transport, in Guelph voted in favour of a three-year contract, which includes the following highlights:
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Workers receive Signing bonus of $1800.00 and a seniority bonus of $1000.00 per year back to a cut off date of 1975.
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Highway Drivers receive ½¢ per mile increase as of Date of Ratification and 1¢ per mile increase as of 2009.
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Mechanics receive increases of 25 cents per hour in 2006, 25 cents per hour in 2007 and another 25 cents per hour in 2008.
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Straight Truck Driver increases include 25 cents per hour in each of the three years covered by the agreement.
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Tractor, Shunt and Local Drivers, Truck Washers and Yard Service workers also receive wage increases totalling 75 cents per hour over the course of the agreement.
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Pension contributions increase by $1 per hour in the second year and $2 per hour in the third year to reach a $24.00 per month by the end of the contract.
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Contributions to the Training & Education fund continue at $200.00 on January 2006 and on the ratification anniversary in 2007 and 2008.
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Steven’s Drivers include four new members as of the date of ratification.
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Workers’ families receive a continuation of benefits after death of a worker for 60 days.
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Returning after 15 years of service and age 60 benefits continue to age 65 with a 50/50 cost sharing.
Union Negotiating Committee: Jackson Rawn, Scott Spears, Pete Thompson and Union Rep Angus Locke.
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Grandview RNs secure two-year contract
Registered Nurses at Grandview Lodge in Dunnville ratified a new collective agreement on November 1, 2005. The new contract includes retroactive wage increases and improved vacation entitlement. Highlights include:
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Wages increase 3 per cent in the first year, retroactive to July 1, 2004, and another 3 per cent in the second year.
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On April 1, 2006, workers with 25 years experience receive an additional 2 per cent increase.
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New vacation language means workers with 15 years service receive five weeks vacation and those with 23 years of service or more receive six weeks vacation.
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Other language improvements provide up to three months of extended health and dental benefits for RNs who are displaced at work providing they are laid off as per article 14.02 of the collective agreement.
Union Negotiating Committee: Janice Barrick and Union Rep Rick Hogue.
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Impact cleaners secure new agreement
On November 8, 2005, Local 175 members with Impact Cleaning Services ratified a new three-year collective agreement, which includes the following highlights:
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Wages increase by 25 cents per hour in each year covered by the term of the contract.
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Contributions to the workers Benefit Trust fund increase by 8 cents over the course of the agreement.
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Dental plan contributions increase by 1 cent in the final year of the agreement.
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A new no discrimination/harassment policy to protect every member and provide each with a safe work environment.
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Improved language regarding steward representation, bereavement leave and uniforms.
Union Negotiating Committee: Mathialagan Pasupathippillai, and Union Reps Paul Jokhu and Mona Bailey.
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Pizza Pizza workers secure new contract
On November 2, 2005, members at a Toronto Pizza Pizza location ratified a new two-year collective agreement including the following highlights:
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Wage increases totalling 30 cents per hour over the course of the agreement with the first raise retroactive to August 20, 2005.
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Members maintain their ‘price per call’ and commission structure, which provides an increase due to price increases.
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The vision coverage for full-time workers improves to include $75 per two-year period toward the cost of an eye exam.
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Several renewed letters of agreement covering new products, contingency plans and severance pay.
Union Negotiating Committee: Sofie Kurek, Zoe Leondro and Union Rep Paul Jokhu.
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Grocery workers benefit from
wage increases in new agreement
Members at Allan’s YIG in Pickering ratified a three-year collective agreement on November 6, 2005. Highlights include:
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Full-time workers, including Receivers, receive lump sum payment totalling $1125 and general increases totalling 45 cents per hour over the course of the contract term.
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Current part-time workers, hired after March 1, 2002, receive a lump sum payment of $200 and general increases totalling 60 cents per hour, over the three-year contract term, to the end rates on the existing progression grid.
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Current part-time workers hired prior to March 1, 2002, receive lump sum payments totalling $500 and general wage increases totalling 45 cents per hour over the course of the agreement.
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Part-time workers assigned as front-end supervisor or to work in the cash office receive a shift premium of 50 cents per hour.
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Company contributions to the dental plan increase to 33 cents per hour by the end of the contract term.
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A new letter of agreement states the company will offer voluntary lump sum severance pay to active full-time workers, on the payroll as of ratification, calculated at two weeks pay per year of service, to a maximum of $30,000. Part-time are also eligible for a buy-out.
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Important language that guarantees Local 175 will be recognized as the bargaining agent should a new YIG store open in the municipality of Pickering.
Union Negotiating Committee: Jan Lowe, Barbara Pleva and Union Reps Mona Bailey and Rob Nicholas.
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Anniversary
Updates
For
more information on your collective agreement please
contact your Union Representative.
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ADM Milling
Effective November 30, 2006, the following monetary improvements will occur as a result of your collective agreement:
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New wages are as follows:
- Operator $21.26/hour
- Operator 2 $20.31/hour
- Utility (current) $18.94/hour
- Utility (new/bidder) $16.73/hour
- Maintenance $23.59/hour
- Maintenance Training Grade $21.70/hour
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Bunge Canada
Effective November 1 , 2005, the following monetary improvements will occur as a result of your collective agreement:
- All rates receive wage increases of 3 per cent.
- Sick plan pay increases to $605.11 per week.
- Tool allowances increase to $220 and $85 depending on job classification.
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Canadian Linen
Effective November 1 , 2005, the following monetary improvements will occur as a result of your collective agreement:
- Wages increase by 2.7 per cent for general and classified workers.
- Wages increase by 24 cents per hour for part-time workers.
- Counting In premium is 5 cents per hour.
- Lead Hand premium increases to 35 cents per hour.
- Company contributions to the Health & Welfare plan increase to $140 per month.
- Employer contributions to the pension plan increase to 39 cents per hour.
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Havelock IGA
Effective November 1 , 2005, the following monetary improvements will occur as a result of your collective agreement:
- All rates and progressions, both full and part-time, receive a wage increase of 10 cents per hour.
- Company contributions to the pension plan increase by 5 cents to provide 50 cents per hour.
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Loeb Chapman Mills
Effective November 10, 2005, the following monetary improvements will occur as a result of your collective agreement:
- Wages increase by 25 cents per hour for both full and part-time workers at the top rate.
Reminder
- Part-time workers with 12 months service averaging 22 hours per week qualify for Life Insurance, AD&D, Extended Healthcare, and dental coverage for the employee only.
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Loeb Elmvale Acres
Effective November 6, 2005, the following monetary improvements will occur as a result of your collective agreement:
- Wage increases of 35 cents per hour for all full and part-time workers at the end rates.
Reminders:
- Night Crew premium is now 95 cents per hour.
- Express Cash premium is 50 cents per hour.
- Workers relieving a department manager receive a premium of $12 per day or $60 per week after relieving for more than one day.
- Employer contribution to the pension plan is 65 cents per hour to a maximum of 40 hours per week.
- Employer contribution to the dental plan is 32 cents per hour to a maximum of 40 hours per week.
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Loeb Greenbank
Effective November 27, 2005, the following monetary improvements will occur as a result of your collective agreement:
- Wages increase by 35 cents per hour for all top rates.
- Wages increase by 20 cents per hour for both full and part-time workers on the progression grid.
- Employer contributions to the dental plan increase to 32 cents per hour.
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Loeb Southgate
Effective November 27, 2005, the following monetary improvements will occur as a result of your collective agreement:
- Wage increase of 35 cents per hour for workers at the top rate.
- Wage increases of 20 cents per hour for both full and part-time workers on the progression grid.
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Pinty's Premium Foods
Effective November 1, 2005, the following monetary improvements will occur as a result of your collective agreement (full and part-time):
- Wage increases of 30 cents per hour for all rates.
- Vision care coverage increases by $5.
- Boot allowance increases by $5.
- Pension contributions increase by 5 cents per hour.
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Locals
175 & 633 In The News
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| 2005 –
The Year of the Veteran
Article posted on: November 10, 2005
The Canadian Government declared 2005 the Year of the Veteran. On November 11, 2005, take time to remember those who sacrificed their lives for the freedom and peace that we as Canadians enjoy today.
Also remember the important contributions the Canadian forces and peacekeepers serving around the world right now in places like Afghanistan, the Middle East, Africa, the Balkans and Pakistan.
Students from across the country have sent postcards to the many Canadians serving abroad. Visit the Canadian Forces Web site at www.forces.gc.ca to see the different postcards and send your own message.
Thank you to all our veterans and those continuing to fight for justice around the world.
Yours Sincerely and In Solidarity,
Wayne Hanley
President
Local 175 UFCW Canada
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Eastern region seminar an educational experience
Article posted on: November 10, 2005
More than 200 stewards participated in the 2005 Eastern regional stewards’ seminar held in Kingston on November 5 and 6, 2005.
The Eastern Regional Director, Dan Lacroix, said he was particularly pleased to welcome 83 new stewards and a special 24-member youth delegation to their first conference. “We know it is especially important to involve and educate first-time stewards and youth about the rights of members in the workplace,” Dan said. “The feedback from both new participants and more experienced stewards has been extremely positive.”
Local 175 President Wayne Hanley delivered a key note speech updating stewards on difficulties faced by members who suffer work-related injuries or diseases. He stressed the importance of documenting injuries and filing claims on a timely basis and urged members who have questions or problems to contact the Locals’ Benefits Department. “It is not necessary to hire and pay a consultant,” he said, “because the expertise of the Benefits Department staff is provided free to members.”
All stewards attended 12 hours of educational sessions covering topics related to stewardship, arbitrations, and health & safety issues, including Violence in the Workplace. The youth delegates participated in the Young, Organized & Out There session. It covered an overview of the local union and all its services and benefits as well as current labour issues such as Wal-Mart organizing and labour laws.
Conference participants contributed $8,300 for leukemia research. All of the money raised was from the sale of raffle tickets for numerous prizes that were donated by Eastern Region employers.
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Union supports Maple Leaf bid
to open new Hamilton plant
Article posted on: November 7, 2005
Locals 175 & 633, representing 1,200 workers at Maple Leaf’s Burlington plant, will attend the scheduled city of Hamilton meeting on Monday, November 7 at 1 p.m. to support the company’s bid to relocate its Burlington facility to Glanbrook.
Union representatives will speak at the open session on Monday afternoon for the committee, which is taking comments from interested parties.
"The new, larger facility in Hamilton would accommodate the current 1,200 staff and have room for hiring even more unionized workers," says Wayne Hanley, President of Local 175.
Members at Maple Leaf Foods process pork products. Locals 175 & 633 represent almost all Maple Leaf plants in Ontario.
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Casco might shut its plant down
if corn tariffs introduced
Article posted on: November 3, 2005
The mood was somber at the November 1, 2005 "Town Hall" style meeting in London, where CASCO management invited workers, suppliers, producers and politicians to discuss a proposed tariff on U.S.-imported corn.
If imposed, the tariff of $1.50 per bushel – which is being sought by the Canadian corn producers – would put the good-paying jobs of 63 members at the CASCO plant in London in jeopardy. The jobs of a number of other non-union and union workers at all three CASCO plants in Ontario are also at risk.
“This company has been doing business in Canada since before Confederation,” says Local 175 President Wayne Hanley. “It would be a tragedy if the U.S. parent, Corn Products International Inc., shut down its Canadian operations because of government action, or inaction.”
The company was the first corn-refining operation in Canada, established in 1858 in Cardinal, Ontario, and operated for a number of years as the Canadian Starch Company, registering the CASCO trademark in 1912. Today it has operations in three Ontario communities. The plants produce cornstarches, sweeteners, oil and animal feed products.
The Canadian corn producers have asked the government to impose the tariff so they can stop losing money when they sell their corn. Without the tariff, they can only sell their products for less than it costs to produce it, because unlike U.S. producers, their government is not subsidizing them.
If the tariff goes into effect, according to CASCO President Jim Grey, CASCO will not be able to compete with U.S/competitors. The tariff could also mean job losses in a number of other industries in Canada that use corn. Additionally, a corn tariff could halt the construction and expansion of Canadian ethanol plants, which convert corn to fuel – and it could increase feed costs for beef and hog producers.
Grey stopped short of suggesting that the government needs to subsidize Canadian corn producers. But it was obvious to most people at the meeting that subsidization is probably the only ‘win-win” solution to benefit all corn producers, users and consumers, while keeping good-paying jobs in our communities. Union rep Kevin Dowling and CASCO plant chair Pat Boyle were two of several worker representatives who attended the meeting.
Anyone who believes in maintaining good-paying jobs, in our communities should contact their elected member of provincial or federal parliament, urging them to support our Canadian corn producers on a level playing field with U.S. producers.
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