Contents

Locals 175 & 633 In The News

Collective Agreement

Budgetcar workers ratify improved contract

Local 175 members, who work at 40 non-airport Budgetcar Inc. locations between Oakville and Oshawa, ratified an improved three-year collective agreement on December 11, 2005. The vast majority of the bargaining unit are full-time workers and achieved the following benefits:

• Wage increases of 35 cents per hour, every six months, for all workers who have completed the wage progression and are at the 24 month rate or above.

• A $450 signing bonus, less minimum required statutory deductions, paid on the first period following ratification.

• Travel expenses increase to 35 cents per kilometer, up from 28 cents.

• The number of paid annual sick days increases to 10, up from eight.

• The company will provide uniforms to all workers, and for the first time, also pay each worker a monthly cleaning allowance of $25, increasing to $35 on September 1, 2006 and $45 on September 1, 2007.

• The company will pay 80 per cent of the cost of the benefit package, which includes life insurance, accidental death & dismemberment, medical and long-term disability.

• A much-improved dental & medical benefit now covers both the employee and his or her family.

• The maximum reimbursement for dental expenses increases to match the current Ontario Dental Association Fee Guide.

• The employer has agreed to provide optical coverage of $125 per person in any 24 month period, which can be applied to the cost of prescription lens.

• The company will reimburse the worker, to a maximum of $10, when it requires a physician’s letter for absence from work.

• The vacation qualifying date has been moved to the worker’s anniversary date, which will enable more workers to qualify sooner for more vacation; the employer must provide a vacation statement within seven days of the employee’s anniversary date, on written request.

• Workers are allowed to take up to 10 unpaid emergency absence days annually.

• Strong new “bumping” language protects workers by seniority, in the event of layoffs.

• Improved language on representation by a union steward during discipline meetings.

Union negotiating committee: Glenn Ashman, Harry Malgie, Barbara Snow and Union Rep Jehan Ahamed.

Ratified contract for Cornwall Fruit Supply

Local 175 members at Cornwall Fruit Supply ratified a new two-year collective agreement on December 21, 2005. Highlights include:

• Wage increases totalling 30 cents per hour over the course of the agreement.

• Improved bereavement and floater day language.

Union Negotiating Committee: Dwayne Hughes and Union Rep Daniel Mercier.

Ratified contract for Oshawa Holiday Inn workers

Local 175 members at the Oshawa Holiday Inn attended a ratification meeting on November 30, 2005. Members in attendance voted in favour of a new three-year contract, which includes the following highlights:

• Across-the-board wage increases include:

  • A 2 per cent raise in December 2005 and 2006;

  • A 1 per cent raise in June 2007 and a subsequent 2 per cent increase in December 2007, and;

  • Another 1 one per cent in June 2008.

• Improved language covers overtime, banquet setup, schedule posting and benefit coverage.

Improved wages and pension for International Vac Pac workers

Local 175 workers at International Vac Pac in Port Hope, ratified a new three-year collective agreement on December 4, 2005. Contract highlights include:

• Wages increase by a total of 65 cents per hour over the term of the contract.

• Pension contributions increase by 20 cents over the course of the agreement.

• Workers on the afternoon shift will not be required to work a nine-hour shift.

• New language provides workers with an itemized pay statement and a guarantee that if/when a public, statutory or paid holiday falls on a Friday, the company will date and deliver pay cheques on that Wednesday.

First collective agreement for MG Packaging workers

On December 9, 2005, new Local 175 members at MG Packaging in London ratified their first collective agreement. The three-year agreement, in addition to general contract language, includes the following:

• Wage increases total 4 per cent over the course of the collective agreement for those workers not already above the top rate.

• Language establishes a grievance procedure, anti-discrimination policy and steward representation to protect every member in the workplace.

• After one year of service, workers receive two weeks vacation at 4 per cent pay. After five years of service vacation entitlement increases to three weeks at 6 per cent pay.

• The agreement also establishes layoff and recall provisions, job posting procedures, bereavement leave entitlement, leaves of absence, call-in minimums, break times, overtime pay and statutory holidays.

• Service and seniority from previous Employer recognized.

Union Negotiating Committee: Kim Maier and Union Rep Kevin Dowling.

Members at National Car achieve significant new contract

On December 5, 2005, Local 175 members from National Car Rental ( Canada), at the Pearson International Airport location, ratified a new three-year agreement. It contains many improvements, including:

• Hourly wage increases averaging about $2.20 per hour or 15.75 per cent over three years; some senior workers receive up to $3.00 per hour over three years.

• New overnight shift premiums, of 25 cents per hour, will be paid to all workers

who begin work between 11 p.m. and 3 a.m.

• Full-time employees now receive 10 paid sick days per year, with the unused portion accumulated as sick pay, calculated at 150 per cent.

• Employees may carry over up to 2 sick days per year for sickness or personal business.

• The company will reimburse workers, to a maximum of $10, when it requests a physician’s note or certificate.

• The optical benefit is now $200 for prescription lens, with annual eye exams also reimbursed.

• The annual shoe allowance increases to $80, up from $75 for full-time workers and $40, up from $37, for part-time.

• Strong new health & safety language requires compliance with the Occupational Health & Safety Act, WHMIS training for all employees and annual certification training availability for all members of the Health & Safety Committee.

• Strong new language on communications requires management to treat employees with respect and address safety concerns as urgent priorities.

• Numerous letters of understanding detail procedures related to contentious issues.

Union negotiating committee: Ari Poobala, Abdirashid Ugas and Union Representative Jehan Ahamed.

New contract for Richelieu Hosiery workers

Local 175 members at Richelieu Hosiery in Cornwall voted in favour of a new collective agreement with a four-year term. The ratification, held December 1, 2005, secures the following highlights:

• Workers receive wage increases of 40 cents per hour in the first year, 25 cents per hour in both the second and third year and 30 cents per hour in the fourth year of the agreement.

• Workers receive one more week of vacation, paid at 10 per cent of their earnings, at their 15th and 20th year of service.

• The safety boot allowance increases to $90, up from $75, over the term of the agreement.

• The contract includes important new ‘No Discrimination’ and ‘No Harassment’ language to ensure the health and safety of members in the workplace.

• Workers also receive up to six days per year for Health & Safety training.

• Improved language covers bereavement leave.

Union Negotiating Committee: Elizabeth Deschamps, Patricia Rivers and Union Rep Daniel Mercier.

Sensient Flavors workers reach three-year contract deal

Local 175 members at Sensient Flavors, located in Tara, voted in favour of a new three-year collective agreement at a meeting held December 17, 2005.
Highlights include:

• Wages increase by 3 per cent in each year of the contract term.
  
• Shift premiums increase by 5 cents per hour for each shift category.
• The workers’ boot allowance increases to $160.
• Improved safety committee language.
• A new letter of understanding covers cleaning and provides a $5 hourly premium for production workers who perform cleaning tasks in addition to their regular duties.
• Employees working on the wash up crew will equally share a premium of $550 per cleaning of Dryer 1, $700 per cleaning of Dryer 2 and $700 per cleaning of the Bag House. These rates increase by the percentage increase for a Group 2 position in effect for years two and three of the collective agreement.

Seven front desk staff at the Super 8 Motel in Guelph ratified their first collective agreement on Thursday, December 22, 2005. In addition to general contract language, the three-year deal includes:

• Individual wage increases total between 5 and 17 per cent immediately.

• Additional increases include:

  • An increase of 2.5 per cent across-the-board on all progressions in the second year.

  • An increase of 2.75 per cent across-the-board on all progressions in the third year.

• Language provides for a grievance procedure, steward representation and anti-discrimination policy to protect members in the workplace.

• Dental benefits cover 80 per cent, up to $750, per year and enhanced dental covers 50 per cent of the cost up to $500 per year. Accidental dental coverage has a $2,000 maximum.

• Orthodontic coverage is 60 per cent with a lifetime maximum of $1,000.

• The company pays 80 per cent of the cost of prescription drugs up to $10,000 per year including a semi-private hospital room, ambulance and paramedic services.

• Workers receive hearing aid coverage of up to $400 per 60-month period.

• The vision care plan covers $100 per two-year period toward glasses or contacts. The plan also pays $50 toward eye exams.

• Workers receive $400 per year toward physiotherapy, $150 per year for custom made orthotics and $150 per year for orthopaedic shoes.

• After one year of service, workers receive 2 weeks vacation at 4 per cent pay; after five years of service vacation increases to 3 weeks at 6 per cent pay and; after ten years, workers are entitled to four weeks vacation at 8 per cent pay.

• The company guarantees a minimum of 40 hours per week for the two workers with the most seniority at each hotel.

• Other language establishes break times, overtime pay, call-in minimums, leaves of absences, bereavement leave, time limits, a sunset clause of 12 months and layoff and recall provisions.

Union Negotiating Committee: David Marchbank and Union Rep Richard Wauhkonen.

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