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Encore Communications workers secure wage increases among other improvements
The new three-year collective agreement for Local 175 members at Encore Communications, ratified on June 20, 2006, includes the following highlights:
Wages increases across-the-board by 3 per cent, retroactive to July 2, 2006. Workers also receive across-the-board wage increases of 3 per cent in both the second and third year of the contract term. Effective July 1, 2008, company contributions to the full-time workers’ benefit plan increase to $150 per month. New language provides for a Joint Health & Safety Committee as well as the training and responsibilities of that committee. Improved language covering discipline records and layoff.
Union Negotiating Committee: David Kropf and Union Rep Rick Wauhkonen.
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Local 175 members at Lapointe-Fisher vote for new contract
Health care workers at the Lapointe-Fisher Nursing Home in Guelph voted in favour of a new three-year contract at a meeting held July 21, 2006.
All rates increase by 45 cents per hour, retroactive to April 10, 2006. All members of the bargaining unit receive subsequent increases of 43 cents per hour in both the second and third year of the contract term. Registered Practical Nurses (RPNs) receive an additional wage adjustment of 25 cents per hour in the second year. Those scheduled to relieve Supervisors receive an improved shift premium of $1 per hour, up from 75 cents. Effective March 24, 2008, workers are entitled to $400 annual coverage for use of chiropractic, naturopathic, podiatric and/or psychiatric care. Dental plan contributions increase by 3 cents per hour over the course of the agreement. The employer will pay up to $75 once over the life of the collective agreement toward the cost of an eye exam for each full-time worker. Company contributions to the workers’ pension plan increase by 4 cents per hour over the course of the contract. Length of service requirements to receive five weeks vacation is reduced to 15 years, from the previous 16. Uniform allowance for full-time workers increases to $16 per month and part-time to $13 per month. New language establishes a clear ‘No discrimination/harassment’ policy and procedure to better protect the workers while at work. A letter of understanding recognizes the UFCW as bargaining agent for any bargaining unit workers at a relocated facility should the need for relocation arise. Improved language covers call-ins, time off and a joint labour-management committee.
Last year, Local 175 won a major legal decision on behalf of the employees at Lapointe-Fisher when an arbitrator ruled that the employer was responsible to pay 100% of the OHIP premium on behalf of its employees.
Read more on this arbitration case.
Union Negotiating Committee: Roberta Jones, Darlene McFarlane, Cindy Stewart and Union Rep Angus Locke.
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New La Rocca members approve their first collective agreement
Local 175 welcomes 130 new members who ratified their first collective agreement on July 16, 2006. The three-year contract, which covers the 130 full-time workers at two La Rocca Creative Cakes facilities in Markham, establishes important new workplace policies and provides monetary increases in addition to general language regarding union representation.
All classifications receive a 3 per cent increase minimum retroactive to July 1, 2006 and subsequent increases of 3 per cent minimum in both the second and third year of the contract. In addition to regular wages, afternoon shift entitles workers to a shift premium of 30 cents per hour and those working the night shift receive 60 cents per hour. Workers receive $50 per year toward the cost of safety footwear and will provide uniforms at no cost to the employees. Members are covered by a group insurance plan, which will be 100 per cent employer funded by the end of the contract. Vacation entitlement provides up to four weeks off at 8 per cent pay for those with 12 years of service or more. Statutory holidays now also include the Civic Holiday. Contract language provides workers with a grievance and arbitration procedure as well as steward representation and seniority clauses to better protect their job security. Important policies regarding discrimination and harassment in the workplace ensure the safety of each worker. Health and safety provisions include the creation of a Joint Health & Safety Committee and its responsibilities. Other improvements include policy on job filling, overtime and call-ins. The company will contribute $500 per year toward the Locals’ Training & Education Fund.
Union Negotiating Committee: Manuel Aragon, April Egan, Mario Francomano and Union Reps John DiFalco and John DiNardo.
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Norfoam workers ratify improved agreement
In July 2006, Local 175 members at Norfoam in Cobourg ratified an improved collective agreement, which includes the following highlights:
Wages increase by at least 4.75 per cent over the course of the contract. Workers benefit from a new dental plan that becomes effective January 1, 2008. Vacation entitlement improves to three weeks after five years of service. New clothing allowance of $75 and safety boots allowance of $80. Improved language covers bereavement, grievance and arbitration, layoff and recall.
Union Negotiating Committee: Geoff Purdy and Union Rep Chris Fuller.
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S.Gumpert workers ratify new Settlement
On July 8, 3006, Local 175 members at S. Gumpert in Mississauga ratified a new three-year collective agreement that includes the following improvements:
- Wages increase by 35 cents per hour retroactive to July 1, 2006.
- Workers also receive increases of 40 cents per hour in both the second and third year of the contract.
- The company will pay 100 per cent of the premium cost of the current health and welfare plan for workers with at least three months’ service, with the exception of prescription drugs for which the company will provide $8 toward the dispensing fee.
- Safety shoe allowance increases to $100 per year.
The company will contribute $750 toward the Locals’ Training & Education programs.
Union Negotiating Committee: Jeneta Brown, Joseph Ndwaniye and Union Rep Paul Jokhu.
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Shooting Star workers reach new deal
On June 16, 2006, members at the Shooting Star Daycare in Sudbury ratified a three-year agreement. Highlights include:
All classifications and rates receive wages increases of 34 cents per hour in the first year, retroactive to March 5, 2006. Workers receive subsequent increases of 37 cents per hour in year two and 39 cents per hour in the final year of the contract term. New language covers the reporting of harassment and/or discrimination, and language for the Members to make donations to leukemia research through payroll deduction. Improved language covers the grievance procedure, job postings, overtime and seniority, and the sick leave entitlement.
Union Negotiating Committee: Natalie Giroux, Kim MacDonald, Chantal Pedenault and Union Rep Tim Deelstra.
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Golf course workers ratify new contract
Members working for the City of Thunder Bay at the Municipal, Chapples and Strathcona golf courses approved a three-year collective agreement at a ratification meeting held June 17, 2006. Highlights include:
Increases to Schedule ‘A’ wages of 2.5 per cent plus an additional 15 cents per hour in the first, second and third year of the agreement. A new letter of understanding establishes a committee to develop and recommend new standards to apply for scheduling. Improved language covers seniority, steward representation, bereavement leave and seasonal re-hire.
Union Negotiating Committee: Harwood Earl, Ron Uvanle and Union Rep David Noonan.
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Weetabix members reap rewards under new contract
Local 175 members at Weetabix of Canada Limited in Cobourg ratified a new three-year collective agreement on July 8, 2006. Workers in the 170-member bargaining unit process breakfast cereal, under the brand names of Weetabix and Alpen, as well as private labels.
Highlights of the new contract include:
Wages, which currently range between $19.20 to $28.68 per hour, increase by 2.5 per cent in year one, 3 per cent in year two and another 3 per cent in year three. Under the long term disability plan, the maximum weekly income benefit payment increases to $500 per week, from $413. For the Canadian Commercial Workers Industry Pension Plan (CCWIPP), the employer agrees to maintain the $60 projected monthly benefit, for each year of service, for the duration of the contract.Members do not make contributions to the plan; the employer contribution increases to $1.35 per hour, effective August 1, 2006 from $1.05 currently. Vision care limit is increased to $350 annually for those who require prescription safety glasses. The company will now pay 70 per cent of the cost of the Basic Benefit Program for Health & Drugs for those workers who retire between the ages of 55and 65, after 20 years of service, down from 25. Other language improvements apply to technological change, vacation and shift scheduling and the four floating plant holidays. Overtime is now completely voluntary. Additionally, a new letter of understanding and several added clauses relate to possible implementation and scheduling issues for 12-hour shifts, which could affect a portion of the plant. The proposal, as ratified, includes an extra 6.5 per cent for those working either days or nights on a 12-hour shift, for a total hourly increase of 15 per cent over the term of the agreement, plus another 69 cents per hour for a night shift premium.
Union Negotiating Committee: Ken Barlow, Kevin Brown and Union Rep Chris Fuller.
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Wellington Nursing home workers ratify new agreement
On June 16, 2006, approximately 65 Local 175 members at the Wellington Nursing Home approved a new three-year collective agreement.
The health care workers secured:
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Schedule ‘A’ wage increases total $1.10 per hour over the term of the contract, with the first increase (25 cents) retroactive to June 1, 2006.
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Part-time workers receive a signing bonus of $50 following ratification.
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Improved bereavement leave entitles workers to five days for a parent’s, spouse’s or child’s death.
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Vacation allotment increases to five weeks at 10 per cent pay for workers with 17 years of service or more effective the completion of 2008 vacation year.
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Pension contributions increase by 8 cents per hour over the course of the agreement term.
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Contributions to the UFCW Trusteed Dental Fun increase by 1 cent per hour on January 1, 2009.
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Workers can bank up to 12 days for sick leave per year and can cash those days out for 50 per cent of their value.
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Part-time workers receive a .25% increase to their ‘in lieu of sick leave’ payment.
Union Negotiating Committee: Richard Dee, Gary Revell, Union Rep Matt Davenport and Central West Director Harry Sutton.
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Wilfrid Laurier members ratify progressive contract
Local 175 members at Wilfrid Lauier University in Waterloo ratified a new three-year agreement on July 17, 2006. Highlights include:
Wage increases of 3 per cent in each year of the collective agreement, starting August 1, 2006. An additional .5 per cent lump sum payment in September 2006, based on 2005 earnings. Employee pension contributions are reduced, resulting in an average $672 saving per employee, per year. Members who work a specified number of hours in a week receive shift premiums of time and one half for Saturday and double time for Sunday, between May 1 to August 31. Such work that would be premium, including stat holidays, is offered by seniority. Free tuition for full-time employees and their dependent children and spouses. A new Family Sick Leave provision allows workers up to three days per calendar year of their banked sick days to attend to an immediate family member who is sick and dependent on the member for health care. A Special Voluntary Exit Plan (SVEP) provides incentives for employees to retire prior to age 65. A pay equity plan has been added to the collective agreement. A new joint committee will establish an apprenticeship program. Banquets and Catering employees receive one pair of pants annually, as part of their uniform, plus $100 every two years towards the purchase of non-slip shoes. Workers may carry over up to five days of unused vacation, until August 31 of the following year. In the event of a layoff, the university will make every reasonable effort to train a senior employee in other classifications. Bereavement leave increases to five days for brother or sister, from three and to three days, from one, for brother-in-law, sister-in-law or grandparents in-law. The number of union stewards increases to five, from three.
Pay Equity Committee: Linda Atkins, Sarah Daniels, Brad McMillan and Union Rep Michael Duden.
Union Negotiating Committee: Linda Atkins, Sarah Daniels, Barb Koelewijn and Union Rep Wendy Absolom.
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New contract provides many gains
On July 10, 2006 members at the Woodlawn Motel & Woodlawn Hospitality Inc. in Guelph, voted in favour of a new three-year contract. It includes the following:
- Wage improvements to the top progression are 4 per cent, effective July 14, 2006, 4 per cent on July 14, 2007 and 4.5 per cent on July 14, 2008.
- Negotiated improvements apply to the start, 3-month and 6-month progressions, plus a new six month wage progression is added to existing progressions.
- Maximum annual benefit coverage now includes up to $ 10, 000 for prescription drugs, $750 for basic dental plus $500 for enhanced dental.
- Plus there are lifetime maximums of $1,000 for orthodontic coverage.
- And $100 for vision care, every two years.
- Improved language pays overtime after eight hours, increases rest breaks to 15 minutes, up from 10, and applies to Leaves of Absence and scheduling by seniority.
- New language improvements include Health & Safety, prevent management and other non-members from doing bargaining unit work, increase recall rights to 18 months, from 12 and reduce Sunset clause, from 18 months to 12.
- Vacation has improved to four weeks after 10 years, at eight per cent of earnings.
- Bereavement leave increased to four days, from three.
Union Negotiating Committee: Daksha Patel, Heather St. John and Union Rep Rick Wauhkonen.
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Anniversary Updates
For
more information on your collective agreement please
contact your Union Representative.
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Amity Goodwill
Effective July 19, 2006 (unless otherwise stated), the following monetary improvements occur as a result of your collective agreement:
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Wages increase by 10 cents per hour.
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Vision care coverage improves to $175, up from $125.
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Dental contributions increase to 28 cents per hour, up from 26 cents.
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On July 31, 2006, company contributions to the Canadian Commercial Industry Pension Plan (CCWIPP) increase to 68 cents per hour.
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Homewood Health Centre (Switchboard below)
Effective July 16, 2006, the following improvements occur as a result of your collective agreement:
Across-the-board wage increases of 3 per cent. Shift premiums increase from 65 cents to 70 cents per hour. Employer contributions to the dental plan increase to 33 cents per hour. Vacation entitlement increases to 5 weeks with pay, for those with 14 years of continuous service. All employees with at least 35 years of continuous service receive a one-time bonus of one week paid vacation.
Homewood Health Centre (Switchboard Operators)
Effective July 16, 2006, the following improvements occur as a result of your collective agreement:
Across-the-board wage increases of 3 per cent. Shift premiums increase from 65 cents to 70 cents per hour. Vacation entitlement increases to 5 weeks with pay, for those with 14 years of continuous service. Previously 15 years was required. All employees with at least 35 years of continuous service receive a one-time bonus of one week paid vacation. Employees will continue to receive an additional 13 per cent pay in lieu of benefits.
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Loeb Fallingbrook
Effective July 2, 2006, the following improvements occur as a result of your collective agreement:
All full-time and part-time employees receive a 30 cent-per-hour increase to the top rates. Reminder that the Night Crew premium is 95 cents per hour. Reminder that the new employer-paid benefits include vision care for full-time employees. Effective December 1, 2006, the employer’s contribution to the dental plan increases by 2 cents per hour to 27 cents per hour.
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Manoir Galleon
Effective July 20, 2006, the following improvements occur as a result of your collective agreement:
All employees receive a 30 cent-per-hour increase to the end rates. The employer’s contribution to the Health & Welfare plan increases to $133 per month. Eye exams are now covered every two years. The employer contribution to the pension plan increases by 5 cents per hour.
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Pharmaphil Inc.
Effective July 1, 2006 (unless otherwise noted), the following monetary improvements occur as a result of your collective agreement:
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Schedule “A” wages increase across-the-board by 10 cents per hour.
Company contributions to the Canadian Commercial Workers Industry Pension Plan (CCWIPP) increase to $1.10 per hour. Effective June 30, 2006, contributions to the UFCW Trusteed Dental Plan increase to 29 cents per hour.
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Picton Manor
Effective July 1, 2006, the following monetary improvements occur as a result of your collective agreement:
Wages for all rates and classifications increase by 22 cents per hour. Registered Practical Nurses (RPNs) receive an additional 50 cents per hour wage adjustment. Contributions to the workers’ pension plan increase to 49 cents per hour. Contributions to the dental plan increase to 31 cents per hour.
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Locals
175 & 633 In The News
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Local 175 member saves drowning children
Article posted on: July 20, 2006
On July 10, 2006, Joe Barbosa, a steward at Maple Lodge Farms pulled two young children from the rain-swollen waters of the Etobicoke Creek in Brampton.
Joe had worked the early shift at the nearby poultry-processing plant. He turned down an overtime request because he had errands to do. Fortunately for the two children, Joe was passing the creek on his way to the Avondale Plaza when he heard their screams. He was able to pull both children from the rushing waters.
Tragically, the children’s cousin, Simba Jowa, perished in the stream. Neither the cousins, who had jumped in to save him, nor an earlier passerby, were able to rescue the 8-year old. The community pulled together to raise funds to assist Simba’s family.
Joe helped out at the weekend fundraising BBQ and was also responsible for soliciting cash donations from Local 175 and his employer, Maple Lodge Farms. Maple Lodge, along with a number of other companies, donated food, drinks, money and other services for the cause. Co-workers at Maple Lodge donated an additional $385.
Joe, who has a 5-year-old daughter of his own says: “We’re doing this to help the family, but also to raise awareness about the dangers of high waters.”
Joe Barbosa (right) presents the Local 175 donation to Jay Brass of Jay’s Entertainment, who organized a fundraising drive for the family of Simba Jowa.
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Arbitrator denies Coke ability to force overtime on drivers
Article posted on: July 17, 2006
The employer had interpreted the collective agreement as allowing it to assign mandatory overtime as it wished, up to five hours for drivers to complete their “work in process.” The employer’s position asserted it could force a driver to complete all of the loads on his truck. One of the problems for the drivers, who typically work 12 hour shifts, was that this could theoretically lead to them working almost 17 hours in one day, at the whim of the employer. The employer had also disciplined certain individuals who brought product back to the warehouse at the end of their shift.
In response, the Union filed four separate grievances which were referred to arbitration. The Union was successful on all fronts. The arbitrator found that the employer had violated the collective and that the Union was correct in its assertion that the collective agreement only allowed the employer to direct employees to complete the delivery they had been working on near the end of their shift. The employer could not force drivers to complete all loads the employer had put on his truck.
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Local 175 successfully reverses the termination of a Zehrs member
Article posted on: July 17, 2006
The company, which accused an employee of time theft, sent a termination later saying: “As a result of your misconduct, including but not limited to; breach of trust, dishonesty, lateness, taking multiple unauthorized breaks on a regular basis, and extended breaks and lunches on a regular basis, you are herby terminated effective immediately.”
The Grievor had been a steward for five years and was a 22-year employee with no prior disciplinary action on her record. At the time of her termination she was head salad bar clerk. Management said she ran the bar very well and she had received evaluations with strong praise for her performance of her duties as a salad bar leader.
The Union argued that the employer failed to comply with the principles of progressive discipline and did not warn the Grievor that termination could result from taking extended and unauthorized breaks. The Union said there was no evidence of intention to deceive on the part of the Grievor (she entered and exited from the front of the store) thereby negating proof of the intent necessary to support a finding of time theft.
The arbitrator took seven days to hear the case. He extended the normal time limits for delivery of his award due to the volume of evidence, including all the mitigating factors submitted by the Union. The resulting decision required the company to reinstate the Grievor, as of the date of the award, without loss of seniority. He said he would not give any compensation for the suspension period because of the “serious nature” of the offence.
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Local 175 employer Coleman Care must respect members right to choose
Article posted on: July 13, 2006
An arbitrator upheld a member’s right to choose her preferred shift after Local 175 filed a grievance.
The grievor, who worked in a nursing home, asked to work an early shift as a Dietary Aide. This was consistent with her collective agreement clause requiring that seniority “subject to qualifications, ability and classification” determine shift preference. The employer, however, said she must work a later shift, as it needed to schedule someone to fill the Cook position.
The arbitrator found the employer to be in breach of its obligations under the collective agreement, saying the employer’s call-in procedure should have been used to fill the open slot in the shift schedule.
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OHSA amendments under Bill 190
Article posted on: July 06, 2006
Bill 190 received Royal Assent on June 22, 2006. This was an omnibus bill that amended many pieces of Ontario Legislation. There are two provisions that amend the Occupational Health and Safety Act (OHSA). The Federal government revoked the Young Offenders Act and replaced it with the Youth Criminal Justice Act so 43(2)(c) reflects that change.
The second revision is an addition to section 68. This make it clear that the Ministry of Labour (MOL) has the authority to publish the names of individuals convicted under the Act including publishing those names on the Internet.
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Arbitrator reduces gum-chewing discipline
Article posted on: July 04, 2006
After filing a grievance, Local 175 succeeded in reducing the length of time that a discipline was allowed to stay on a member’s record.
At Port Colborne Poultry, workers may be disciplined for acts considered to be detrimental to employee safety and company welfare. Management saw the grievor spit a piece of chewing gum in a waste container beside her work station. The supervisor said the worker denied doing so.
The arbitrator found that part of the reason the company issued this discipline was because it believed the grievor had initially denied she was chewing gum. She testified that she had not denied it and, in fact, had admitted the offence at the first available opportunity. The arbitrator preferred the grievor’s testimony to that of her supervisor and, on that basis, determined the discipline should be reduced. The arbitrator held that the company had cause to issue some discipline, however, as the grievor had violated the rule against chewing gum. He ordered the company to remove the mistake from the grievor’s employment record as of the date of the decision, six months earlier than originally imposed.
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