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A&M Cookies workers approve new three-year contract
At a ratification meeting held May 28, 2006, the approximately 350 members of the Local 175 bargaining unit at A&M Cookies in Kitchener secured a new collective agreement. The three-year term includes:
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Workers receive wage increases totaling 2 per cent over the course of the agreement.
In addition, on the anniversary date each year, the Union and the company will attempt to renegotiate wages above the 1 per cent per year. The contract includes a pay equity plan. Improved language clarifies steward representation, grievance procedure, Labour-Management meetings, the return of spare job postings and overtime.
Union Negotiating Committee: April Caston-Wood, Joanne Ford, Jean Poole, Sharon Thibodeau, Union Rep Angus Locke and South West Regional Director Ray Bromley.
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Sioux Lookout Bearskin Lake Air Service workers achieve new agreement
Local 175 members who work as Passenger Service Agents at Bearskin Lake Air Service in Sioux Lookout ratified a new three-year collective agreement at a meeting held May 1, 2006.
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Wages increase by between 9.2 and 9.3 per cent over the term of the contract.
Those scheduled to work between 11:30 p.m. and 5 a.m. receive a shift premium of 30 cents per hour in addition to their regular pay. Lead Hands receive a $1 per-hour shift premium. Workers can now bank up to 60 hours overtime for full-time and 30 hours for part-time, per calendar year. Language improvements cover job vacancies, promotion, hours of work and vacation entitlement.
Union Negotiating Committee: Cindy Davies and Union Rep David Noonan.
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Health care workers at Bradgate Arms vote for new contract
The approximately 50-member bargaining unit at Bradgate Arms nursing home in Toronto achieved a new three-year collective agreement. The May 17 vote brought the following improvements for these health care workers:
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Wages increase by 25 cents per hour retroactive to February 1, 2006.
Total wage increase over the term of the contract is $1.20 per hour. Company contributions to the UFCW Benefit Trust Fund increase over the duration of the contract to reach $157 per month per full-time worker by June 1, 2008. Contributions to the benefit fund on behalf of part-time workers who qualify increase to 28 cents per hour per worker for all hours worked. Beginning January 2008, the company will begin making contributions, in the amount of 40 cents per hour, to the Canadian Commercial Workers Industry Pension Plan (CCWIPP). Vacation entitlement improves to a maximum of six weeks paid vacation at 12 per cent of their annual gross earnings for workers who have 24 years or more of service with the company. Hours scheduled by seniority now include part-time workers. New language covers full-time hours and classification for part-time workers scheduled for more than 24 hours per week for more than 12 consecutive weeks. Part-time workers in a full-time temporary position for a minimum of three consecutive months receive a premium of 60 cents per hour in lieu of benefits. If the worker is still performing the full-time position after three months at more than 25 hours per week, the worker will receive the regular full-time benefit coverage. Language improvements include grievance procedure, union representation, discharge and arbitration and bereavement leave.Other changes include improved seniority and job filling language.
Union Negotiating Committee: Gilda DiMarco, Jamie McEatheron and Union Rep John DiFalco.
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Members at Cadbury Adams ratify new contract deal
On May 11, 2006, Local 175 members at Cadbury Adams voted to accept a new three-year collective agreement that will bring the approximately 450 members of the bargaining unit the following improvements:
Wages increase by 50 cents per hour for all classifications retroactive to December 4, 2005. Subsequent wage increases of 2.75 per cent occur on December 3 of both 2006 and 2007. Life Insurance and AD&D coverage each increase to $40,000 effective January 1, 2008. Extended Health Benefit coverage increases to a $10,000 maximum, per three consecutive years, on January 1, 2007 and to $10,500 on January 1, 2008. Vision care coverage now includes $50 toward the cost of eye examinations. Updated job classifications and improved guidelines regarding maintenance department overtime.
Union Negotiating Committee: Allan Fallow, Guy Hill, Fitzroy Reid, Louis Rocha, Dan Rousseau and Union Rep Paul Jokhu.
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Warkworth health care workers secure three-year deal
On May 5, 2006, Local 175 members at the Community Nursing Home in Warkworth voted to accept a new three-year collective agreement. The approximately 60-member bargaining unit secured the following improvements:
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All workers receive a 2.5 per cent wage increase retroactive to the Sunday closest to January 1, 2006.
All rates and classifications receive subsequent wage increases of 2.5 per cent in both the second and third year of the contract. Vision care coverage increases to $150 per 24-month period. Part-time workers receive 7 per cent pay ‘in lieu of benefits.’ New language covers the mediation process in the event of a grievance, steward representation at disciplinary meetings and better health and safety protection. Vacation entitlement improves to a maximum of five weeks vacation at 10 per cent pay for workers with 17 years of service or more, decreased from the previously required 18 years. Full-time workers receive a $140 annual uniform allowance, up from $120, and part-time receive $70, up from $60. The company agrees to pay $250 per year toward the Locals 175 & 633 Training & Education Fund.
Union Negotiating Committee: Linda Bird, Tracey Cassalman, Lynn Nicholson and Union Rep Marilyn Lang.
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Lewisfoods workers achieve first collective agreement
On May 29, 2006, Local 175 members at Lewisfoods in Burlington voted in favour of their first collective agreement. The members of the bargaining unit secured the following in their new one-year contract:
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All employees employed on the date of ratification receive a lump sum payment of $500 following ratification.
Workers who reach 20 years of service receive a Length of Service bonus of one week’s additional pay. This bonus applies to any five year increment of service thereafter (25 years, 30 years, 35 years, and 40 years). The company will pay 100 per cent of the Health and Welfare benefits premium. Effective June 1, 2006, both full and part-time workers are covered by the UFCW Trusteed Dental Plan to which the company will contribute 30 cents per hour for all hours worked The contract establishes policy for a health and safety committee as well as its responsibilities and procedures. Language covering seniority, layoff, and recall better protects the job security and livelihoods of the members at this facility. Workers receive vacation entitlement of up to five weeks at 10 per cent pay for those with 15 years of service or more. The company will contribute $250 per year toward the workers’ UFCW Training & Education Fund. All training required by the company will be paid for by the company and workers required to travel farther than they would normally for work receive 22 cents per kilometer in excess of their normal travel distance.
Union Negotiating Committee: Catherine Hammond, Union Reps Matt Davenport and Kelly Tosato and Central West Director Harry Sutton.
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Three-year agreement for Brantford Maple Leaf workers
On May 7, 2006, members at Maple Leaf Consumer Foods in Brantford ratified a new three-year contract. The approximately 160-member bargaining unit secured the following improvements:
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Wages increase in year 1, retroactive to April 1, 2006, by 35 cents per hour.
Workers receive subsequent increases of 35 cents per hour in both the second and third year of the contract. Effective March 30, 2007, workers classified as Mechanical Category 3 and Engineers receive a market adjustment of $1 per hour. In year three, the same category receives an additional 65 cent per hour adjustment. Company contributions to the workers pension plan increase to $14 per month retroactive for all eligible years in the plan. Effective March 1, 2007, the company will begin contributions to the UFCW Trusteed Dental Plan (Ontario) in the amount of 26 cents per hour, which will increase to 30 cents per hour effective March 1, 2008. -
Vision care coverage increases in each year of the agreement to reach $190 per 24-month by the final year of the contract.
The agreement contains new language covering temporary full-time positions and establishes health and safety language and provisions for a Joint Health & Safety Committee. Improved language regarding weekend overtime, layoffs and bereavement leave.
Union Negotiating Committee: Virginia Haggith, Kim Hickey, Donna Rhodes, Jim Townsen, Union Rep Matt Davenport and Harry Sutton, Central West Director.
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Ready Bake workers secure lump sum payment and hourly increases in new contract
The approximately 90 Local 175 members at Ready Bake Foods in Mississauga voted in favour of a new four-year contract. The May 6, 2006 ratification secures the following improvements:
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Workers classified as Production receive an initial lump sum payment of $800 and another $1.20 per hour over the term of the contract.
Maintenance workers receive a lump sum payment of $800 plus $1.70 more per hour over the collective agreement term. Quality Assurance Technicians are now part of the bargaining unit. Maintenance workers receive an improved tool allowance. Eye exams are now covered by the company. Improved language covers job postings and vacation entitlement given at the anniversary date of a given vacation year.
Union Negotiating Committee: Rob Cormier, Hans Mueller, Tarek Sabri, Jim Scull and Union Rep Paul Jokhu.
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Wages and improved job security for Western Waffles workers
On Friday, May 12, 2006, the bargaining unit at Western Waffles in Brantford held a ratification meeting. The approximately 120 Local 175 members voted in favour of the new contract, which includes the following improvements:
Workers receive a lump sum payment of $750 following ratification and in the second and third year covered by the contract. In both the fourth and fifth year of the agreement term, workers at all rates and classifications receive across-the-board wage increases of 3 per cent. Workers receive a footwear allowance of between $100 and $175 depending on classification. The company agrees it will invest in the Brantford facility to support operational effectiveness and potential future growth. Improved language covers steward representation, grievance procedure, and job posting and filling.
Union Negotiating Committee: Doug Conklin, Craig Harding, Scott McCready, Donna Nelson and Union Rep Matt Davenport.
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Above industry standard wage increases for Westin workers
On May 25, 2006, workers at the Westin Hotel in Ottawa voted in favour of a new three-year collective agreement. The new contract, which applies to the 325 members of the bargaining unit, includes the following highlights:
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Gratuity workers receive a wage increase of 25 cents per hour in each of the three years covered by the contract.
Wage increases for non-gratuity workers total $1.50 per hour over the contract term and workers classified as Housekeeping Room Attendant get an additional 50 cent per hour adjustment. Those working statutory holidays receive pay of time and one half for those hours. This contract includes the introduction of a night shift premium and an increase to “tour baggage” premiums as well as annual payments to the Training & Education Fund. A portion of corkage fees will be paid toward staff serving at the relevant meal. Employer pension contributions increase by 37.5 per cent in total during the contract to provide an improved pension benefit. Full-time workers now receive three sick days per year and all workers benefit from increased bereavement leave entitlement. New language better protects everyone in the workplace through the provision of paid health and safety training, to a maximum of eight days per year, and an important ‘no harassment’ policy. Workers benefit from better vacation scheduling, the elimination of mandatory retirement and improved language covering scheduling, grievance procedure and lay-off.
“The committee worked very hard for the best deal possible for our members,” says Local 175 President Wayne Hanley. “In addition to the other monetary improvements, the committee negotiated wage increases that are well above the industry standard of 1.9 per cent.”
Negotiations began in February 2006 and meetings took place throughout March, April and May.
Union Negotiating Committee: Franca Allevato, George Behnam, Sylvia Dadshani, Margaret Kossatz, Chuck Molnar, Brad Rose, Merle Shepherd, Noel Steele and Union Reps Daniel Mercier and Simon Baker.
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Young Star House workers approve new contract
On May 25, 2006, Local 175 members at Young Star House in Emo, Ontario, voted in favour of a new three-year collective agreement. Highlights include:
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Workers receive across-the-board initial wage increase of 2.5 per cent and subsequent increases of 1 per cent in both the second and third year of the contract.
In addition, all workers receive a signing bonus of $300 upon ratification. The company will contribute $75 per month toward the workers’ benefit plan. Company contributions increase to $80 per month effective March 8, 2008.
Union Negotiating Committee: Jean Dakin, Tyler Nordin and Union Rep David Noonan.
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Anniversary
Updates
For
more information on your collective agreement please
contact your Union Representative.
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Aviscar Ottawa
Effective May 16, 2006, the following monetary improvements occur as a result of your collective agreement:
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Full and part-time workers receive the following wage increase:
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Service Agent & Rental Sales Agent on progression rates receive 25 cents per hour
Shuttler rate increases by 20 cents per hour. Workers beyond progression rates receive 1.75% and an additional 2 per cent increase on November 16, 2006.
The company will contribute $500 toward the workers Training & Education Fund.
Reminder: The Lead Hand premium is $1 per hour. The company now uses the current (2006) Ontario Dental Association (ODA) Fee schedule for dental claims.
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Compass Group (Bruce Power Plant)
Effective May 1, 2006, the following improvements occur as a result of your collective agreement:
- Wages increase by 35 cents across-the-board.
- Dental contributions increase to 32 cents per hour.
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Compass Group (200 King St E. & 300 Adelaide St E, Toronto)
Effective on the anniversary of your collective agreement, the following improvements will occur:
- Wages increase by 15 cents per hour.
- The sick plan is paid 50 per cent by the company and 50 per cent by the employee.
- Workers receive 5 sick days per year.
- Vacation entitlement is two weeks per year for those with 1 to 5 years of service and three weeks per year for workers with 5 to 10 years of service.
- The company will match up to 1 per cent of an employee’s weekly earnings as contribution to the RRSP.
- Life Insurance and AD&D increase to $15,000 each.
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GM Diesel
Effective May 1, 2006, the following improvements occur as a result of your collective agreement:
- Wages increase by 35 cents per hour.
- Dental contributions increase to 29 cents per hour, up from 28 cents.
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Marek Hospitality
Effective May 1, 2006, the following monetary improvements occur as a result of your collective agreement:
- Wages increase by 3 per cent across-the-board.
- Contributions to the UFCW Benefit Trust Fun increase to 63 cents per hour.
- Contributions to the workers’ dental plan increase to 28 cents per hour.
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Locals
175 & 633 In The News
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Local sponsors Sri Lanka Schools Cricket Festival
Article posted on: May 31, 2006
Locals 175 & 633 is helping to support this year's Sri Lanka Schools Cricket Festival at King City Maple Cricket Club.
The event takes place on Monday, July 3 starting at 9 a.m. and everyone is welcome to enjoy the cricket, spicy foods and entertainment.
If you would like your school to participate please call the Festival organizers at 416-845-0021 or send an e-mail to CanadaDayCricketFestival@yahoo.com.
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Ted on the Roof raises $14,000
Article posted on: May 24, 2006
Neither wind nor rain – not even snow – could keep Ted Dawes away from his 5th annual “Ted on the Roof” fundraiser in Peterborough.
Ted raised an astounding $14,000 to benefit leukemia research after spending a chilly two nights and days, – from 4 p.m. Friday, May 19 to 2 p.m. Sunday, May 21 – on the roof of Morello's YIG in Peterborough. Each year Ted has succeeded in raising even more money than in the previous years. This year’s donation was 33 per cent greater than in 2005.
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Local 175 supports “Success for All” program
Article posted on: May 24, 2006
Local 175 is playing a leading role in helping youth stay in school and learn the skills they need to work in the hospitality and tourism industries.
With the approval of the Locals 175 & 633 Executive Board, it is awarding two annual $500 bursaries to the top student in an innovative new program called “Success for All.”
The program is a joint initiative between private industry and the Toronto Catholic District School Board (TCDSB). Local 175 is directly linked to the two Toronto schools, Blessed Mother Teresa in Scarborough and Don Bosco in Etobicoke, which offer food industry-related courses.
In May 2006, students from these schools attended three-hour sessions at the Locals 175 & 633 Training & Education Centre to learn about their legal and Health & Safety rights in the workplace. Some may also participate in the Local’s online learning program. As part of their school’s special curriculum, they study culinary arts and then complete 210 hours of co-op work placements. Many will go on to work in the hospitality and tourism industry after graduation and some will undoubtedly become UFCW members in future.
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Javed Persaud’s co-op placement is at the Delta Chelsea. He’s enthusiastic about the new program, saying you “get to learn new stuff every day and make improvements.” He found the Local 175 sessions very interesting, especially learning more about lock-out and tag-out procedures to ensure safe cleaning of food preparation machinery. |
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Tolu Aladejebi is assisting the Food & Beverage Manager at the Marriott hotel and learning about menu planning and other important industry skills. She found the morning session interesting. “I didn’t know there was a right and a process for refusing unsafe work,” she says. |
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Philong Le says co-workers and management at his Kelsey’s co-op placement are friendly and helpful. He found the Local 175 session useful for increasing worker awareness concerning health & safety issues, especially learning more about employer health & safety violations and the “right to refuse.” |
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Maria Gabriela Perez is enjoying a variety of duties at her co-op placement, Islington Travel Agency Ltd. At the Local 175 session, she was interested to learn that workers have the right to refuse unsafe work. |
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Christian Bascur has rotated through various job functions during his Travelodge placement. He says he was previously aware of some of his rights at work but appreciated the more detailed health & safety information provided during the Local 175 session. |
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June 1st is Injured Workers Day
Article posted on: May 23, 2006
June 1 is a day that workers from all sectors across the province join in protest to demand better health and safety laws. The focus this year is on legislation to provide payments that meet the cost-of-living for injured and disabled workers in Ontario.
Other ongoing issues include prevention, fair and appropriate return to work strategies as well as support from all levels for workers who are injured on the job.
The Toronto rally for Injured Workers and Labour will be held at Queen's Park "With Cap in Hand" on Thursday, June 1, 2006 at 11 a.m. There will also be an all night vigil held at Queen's Park starting May 31 at 10 a.m. through to June 1 at 10 a.m.
A Thunder Bay rally, barbecue and picnic will take place on June 1 from noon to 2 p.m. at the Lakehead Labour Centre, 929 Fort William Road.
For events in your area contact your local Labour Council.
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The Beer Store hosts province-wide Bottle Drive on Saturday, May 27 in support of the Leukemia & Lymphoma Society of Canada
Article posted on: May 18, 2006
On Saturday, May 27 The Beer Store, in partnership with United Food & Commercial Workers Local 12R24, will be hosting the Joe Bowen Bottle Drive for Leukemia in support of the Leukemia & Lymphoma Society of Canada.
The Beer Store staff and volunteers will be asking customers to donate all or a portion of their empties with the goal of raising $200,000 for the Society. Stop by The Beer Store on May 27 and show how your small change can make a big difference in the lives of many.
For further information: Sara Taylor, Manager, Communications, (905) 361-4203; Erin Jennison, Communications Officer, (905) 361-4251.
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Day of Mourning 2006 - Thank you for your support
Article posted on: May 2, 2006
The International Day of Mourning is a time to remember and honour those who have suffered workplace illness, injury or death.
Thank you to the many members who attended ceremonies throughout the province on April 28. These events are a solemn reminder of how important it is to “Mourn for the dead and fight for the living.”
Many speakers spoke passionately about taking necessary action to stop the abuses that workers suffer. Health care, social service, retail and education workers are particularly vulnerable to violence in the workplace.
Soft tissue injuries, illnesses caused by industrial contaminants and accidents are also largely preventable – if there were better laws, better enforcement of existing legislation and more employer commitment to safe workplaces. Workers need to go to work to earn a living, but they also deserve the right to return home, disease- and illness-free at the end of every shift.
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WSIB Information Updates - Paralegal Regulations and WSIB Inefficiencies
Article posted on: May 2, 2006
Paralegal Regulation Update
Bill14, the Access to Justice Act, which contains the government’s proposed scheme to regulate paralegals, received second reading on April 11, 2006. The Bill has been forwarded to the Standing Committee on Justice Policy.
The Labour movement supports the following position by OFL President Wayne Samuelson in a letter sent to the Honourable Michael Bryant Attorney General: Recommendation 13 recommends exempting trade unionists and other non-fee for service paralegals. This recommendation is still going forward upon the passage of Bill 14. Thus trade union representatives would be exempt.
WSIB Inefficiencies
WSIB physical assessments at Regional Evaluation Centres (REC) provide findings that are frequently not fair, reasonable, appropriate or equitable.
Injured workers are expected to attend these Board-approved and costly assessments when there is a need to clarify a diagnosis or prognosis or for a Board adjudicator to gain insight into the extent of the injury, the severity of the condition and the time period where benefits should be administered by the Board.
Dr. Roland Wong, a well recognized physician who works with the Occupational Health Clinics for Ontario Workers (OHCOW), provides medical opinions on WSIB claims and points out inefficiencies where the Board did not adjudicate fairly. Dr. Wong has written a letter to the Fair Practices Commission, which is the agency that accepts and resolves complaints from workers, labour and other organizations on the WSIB’s administration.
In his letter, Dr. Wong clearly outlines the same thing the labour community has noted. The WSIB is not adjudicating cases according to their true merits and justice. The RECs that workers are attending in Toronto are flawed with many problems and it is his professional medical opinion that these are inefficient in helping workers who find themselves emerged in the WISB process.
While WSIB lacks efficiency in many areas, until there is a change in policy and/or legislation the injured worker is obligated to co-operate in REC assessments.
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OFL Campaign to STOP P3s and the Privatization of Public Services - Rally June 3rd
Article posted on: April 26, 2006
The Ontario Federation of Labour (OFL) is planning a mass rally to protest the McGuinty government's plans to have many of our public services run by profit-making companies. These Public-Private Partnerships (P3s) will lead to the privatization of our public services – especially health care.
Support the rally by coming out to Queen's Park in Toronto on June 3, 2006 at 1 p.m. For more information visit the OFL Web site or contact the OFL at 416-441-2731.
**For members in the Lindsday area, the Lindsay and District Labour Council has arranged for a bus to the rally on Saturday, June 3. The bus will leave from the Laidlaw parking lot on Colborne Street. For more information, contact James Mulhern at 705-324-7841 or by e-mail at poetman@sympatico.ca.
Transportation will also be available from Hamilton to Queen's Park and back. The bus will leave the USW Hall (1031 Barton Street East) at 10 a.m. and there will be a barbecue at 11 a.m. at the USW Hall in Toronto. The bus will leave after the rally (at approximately 1 p.m.) and return to the USW Hall in Hamilton. All costs covered by the HDLC and any affiliate union member is welcome.
For more information visit the Hamilton & District Labour Council Web site at www.hdlc.ca. To register call the HDLC at 905-541-2944 or e-mail them at hdlc@cogeco.net. You can also call Don Fraser at 905-966-2750.
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