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Settlement provides Friendly Manor health care workers with improvements
Following a recent Hospital Labour Disputes Arbitration Act (HLDAA) decision, the Local 175 members working at the Friendly Manor Nursing Home in Deseronto, east of Belleville, will receive improved compensation and contract language. The three-contract includes:
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Wage increases totalling 7 ¼ per cent for all rates and classification over the three years covered by the contract term with the initial raise retroactive to January 1, 2005.
Contributions to the dental and pension plan increase by 2 cents per hour each. Workers are now entitled to six weeks of vacation at 12 per cent pay after 25 years of service. Improved language covers bereavement leave and part-time hours worked. New language establishes policy on ‘No Harassment and No Violence/Abuse,’ as well as long shift call-ins for those already working a short shift. The company will contribute $750 toward the UFCW Training & Education Fund.
Union Negotiating Committee: Lucy Bedore, Cathy Prevost and Union Rep Marilyn Lang.
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GS Dunn workers ratify three-year contract
A new three-year contract was approved by Local 175 members working at GS Dunn in Hamilton. Workers at this facility produce dry mustard products.
Wages increase by 70 cents per hour retroactive to October 3, 2006. Workers receive subsequent increases of 35 cents per hour in the second year and 40 cents per hour in the third year of the contract term. Vision care coverage now includes dependants and improves to $200 per 24-month period. New language outlines policy for maintaining a safe and healthy workplace including the role and responsibilities of the joint health & safety committee. Improved language covers steward representation.
The ratification vote took place on November 12, 2006.
Union Negotiating Committee: Jason Beauchamp, Oscar Simoes and Union Rep Kelly Tosato.
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Havelock Foodland workers ratify new deal
The 35 Local 175 members at Havelock Foodland, formerly Havelock IGA, approved a new three-year collective agreement at a meeting held November 27, 2006. Contract highlights include:
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Over the term of the contract wages increase by $1.95 per hour for department heads, $1.45 per hour for all other full-time workers and $1.05 per hour for part-time employees.
The Relieving Rate increases to 85 cents per hour, up from 75 cents. The company contributions to the Canadian Commercial Workers Industry Pension Plan (CCWIPP) increase by 5 cents per hour effective June 1, 2009. Improved language provides vacation pay for part-time workers in the last pay period in November each year.
Union Negotiating Committee: Michele Ellis, Priscilla Rodgers, Maureen Vincent and Union Rep Chris Fuller.
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Members at Horizon Plastics achieve improved contract
At a meeting held October 30, 2006, members at Horizon Plastics in Cobourg ratified a new collective agreement. The three-year contract brings the 280-member bargaining unit the following improvements:
Wages increase by 3 per cent in each of the three years of the contract term. Maintenance workers receive a special adjustment of $1 per hour. The workers’ safety boot allowance increases from $140 to $160 and the tool allowance increases from $200 to $350, both by the end of the agreement term. The company will double its annual contribution to the Training & Education Fund from $600 to $1,200. Improved vacation entitlement allows for six weeks vacation after 30 years service, effective in the first year of the contract. This improves to 25 years service in the third year of the agreement. Bereavement leave of three days includes step-children. Additional improvements include stronger bargaining unit and health & safety language as well as better notice of plant shutdowns, a training registry and temporary full-time positions will be posted after 30 days instead of 45 days.
Union Negotiating Committee: Thomas Bell, Donald Carmen, Jamie Hickman, Mike Hie and Union Rep Chris Fuller.
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Jadee Meats members secure improved contract
On November 18, 2006, workers at the Jadee Meats pork processing facility in Beamsville voted in favour of a new three-year collective agreement. The 30-member bargaining unit secures the following improvements:
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Schedule ‘A’ wages increase for all classifications by 40 cents per hour retroactive to October 9, 2006.
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Subsequent increases for Schedule ‘A’ workers include 40 cents per hour in both the second and third year of the contract term.
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Schedule ‘B’ workers receive an initial increase of 55 cents per hour retroactive to October 9, 2006, with subsequent increases of 55 cents per hour in each of the following two years.
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Improved language addresses union representative visits, health and safety in the workplace and the establishment of a joint health & safety committee, its role and responsibilities.
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Company contributions to the Canadian Commercial Workers Industry Pension Plan (CCWIPP) increase to total 75 cents per hour.
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Vision care coverage increases to $200 per 24-month period, up from the previous $160.
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The safety boot allowance increases to $120 per year.
Union Negotiating Committee: Ken Boyer, Diane Brown and Union Rep Kelly Tosato.
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JH McNairn strike resolved: Members ratify new contract
Following a seven-day strike, the 128 members at JH McNairn in Whitby ratified a new contract at a meeting held Sunday, November 5, 2006. The new four-year contract includes:
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Wage improvements ranging between 2.7 per cent and 3.8 per cent as well as the correction of wage inequities and increased shift premiums.
Workers receive an improved safety boot allowance and maintenance members receive an increased tool allowance. Contributions to the dental plan increase as do employer contributions to the RRSP. The Short-Term Disability waiting period is reduced to seven days from 14 and bereavement leave entitlement improves. New language prevents non-bargaining unit workers from performing bargaining unit work. Other new language covers ‘no discrimination’ policy, grievance procedure, rights and duties of stewards, additional stewards and backups, additional negotiating committee members, job posting, and health and safety. Improvements include plant holiday language and expanded vacation canvassing and allocation language.
The workers began their strike on October 29, 2006 after voting 86 percent in favour of rejecting what the company termed to be its final offer. These members manufacture paper and packaging products used by Tim Hortons, Burger King, Mr. Sub, Taco Bell, Subway and Quiznos as well as by various bakeries and supermarkets.
Union Negotiating Committee: Colin Cathcart, Darren Miller, Doug Wilson and Union Rep Anthony DiMaio.
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Members at Resource Centre ratify two-year deal
At a ratification meeting held November 1, 2006, Local 175 members working at the Military Family Resource Centre in London have a new collective agreement, which becomes effective in March 2007. The two-year contract includes the following highlights:
Union Negotiating Committee: Deborah Smith and Union Rep Kevin Dowling.
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North American Lumber workers approve new contract
On November 2, 2006, Local 175 members working at the Fort Frances branch of North American Lumber ratified a new three-year collective agreement, which includes the following improvements:
Truck Drivers A & B receive wage increases of 8 per cent in the first year, and 1 per cent in both the second and third year. All other classifications receive a 2 per cent wage increase in year one, 1.5 per cent in year two and 1 per cent in the final year of the contract term. Vision care coverage is $150 per worker, per 24-month period. Company contributions to the UFCW Trusteed Dental Plan increase by one cent per hour in each year of the agreement. Employer contributions to the Canadian Commercial Workers Industry Pension Plan (CCWIPP) increase by 3 cents per hour in each year of the collective agreement. Safety boot allowance is $75. Improved bereavement leave entitlement.
Union Negotiating Committee: Dale Gill, Rick Peters and Union Rep David Noonan.
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Members at Office Clean approve new contract
Local 175 members working at Office Clean, formerly Nova Services, in Toronto, unanimously ratified an improved collective agreement at a meeting held November 25, 2006. The three-year contract includes the following highlights:
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Wages increase by 25 cents per hour in each year covered by the contract term.
Workers receive two floater days per year. Vacation entitlement improves to five weeks at 10 per cent pay for those with between 17 and 26 years of service and to six weeks at 12 per cent pay for those with 26 years of service or more.
Union Negotiating Committee: Manuela Soares and Union Rep Joe DeMelo.
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Port Colborne Poultry workers achieve three-year deal
On November 18, 2006, the 120-member bargaining unit at Port Colborne Poultry approved a new collective agreement. The three-year contract includes the following improvements:
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Wages increase by 40 cents per hour retroactive to September 17, 2006.
Workers receive subsequent increases of 40 cents per hour in both the second and third year of the contract term. Massage therapy coverage increase to $400 per year effective January 1, 2007. Improved tool allowances provide Certified Mechanics with $350 per year and both Preventative Maintenance and Maintenance Helper classifications with $150 per year each. New language covers job filling by seniority, separate shifts and policy for an additional worker to be trained as an alternate certified Health & Safety representative.
Union Negotiating Committee: Debbie Fisher, Debbie TenDen, Shelly Virag and Union Rep Kelly Tosato.
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Primo Foods workers approve two-year deal
The 87 Local 175 members at Primo Foods in Toronto approved a new two-year collective agreement at a meeting held November 12, 2006.
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Workers receive two lump sum payments, equivalent to 2.7 per cent, to be paid after ratification and on the one-year anniversary.
Company contributions to the Canadian Commercial Workers Industry Pension Plan (CCWIPP) increase by 20 per cent. A new letter of agreement states that all active employees on file as of ratification will not be required to work any non-traditional shifts unless they volunteer. This is particularly important because the company wants to run the plant seven days a week, 24 hours per day.
Union Negotiating Committee: Enzo Arboritanza, Aldo Gerbasi
and
Union Rep Anthony DiMaio.
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Rowanwood retirement care workers support improved contract
The approximately 30-member bargaining unit at Rowanwood Retirement Lodge in Utterson, about halfway between Bracebridge and Huntsville, secured a new three-year collective agreement. The contract, ratified at a meeting held November 9, 2006, brings the following improvements for these health care workers:
Wages increase for all rates and classifications by 2.5 per cent retroactive to August 1, 2006. Subsequent increases are ½ per cent on January 1, 2007, 2.5 per cent August 1, 2007, ½ per cent January 1, 2008, and another 3 per cent on August 1, 2008. Registered Practical Nurses (RPNs) receive an additional wage adjustment in each year of the agreement totalling $3.75 per hour. Unregulated Care Provider (UCP) classification receives an additional $3 per hour wage adjustment over the life of the agreement. Shift premiums for work completed between 11 p.m. and 7 a.m. increase to 45 cents per hour by the end of the agreement. All hours worked between 3 p.m. and 11 p.m. receive an hourly shift premium that increases to 30 cents per hour by the third year of the deal. Company contributions to the Canadian Commercial Workers Industry Pension Plan (CCWIPP) increase to 25 cents per hour retroactive to August 1, 2006. This amount increases to 28 cents per hour in the second year and 31 cents per hour in the third year of the contract term. The company will now pay 65 per cent of the dental plan premiums for workers who have completed their probationary period. Vacation entitlement improves to provide 5 weeks at 10 per cent pay for workers with 15 years of service or more. The company will also pay 5 cents per hour per worker to the UFCW Local 175 Training & Education Fund. New language provides union committee members up to three days of training per year with pay. Improved language provides the accumulation of seniority, to a maximum of one year, for part-time workers on parental, bereavement or sick leave. Job vacancies will be posted within five calendar days of becoming available. Other language covers seniority and scheduling.
Union Negotiating Committee: Christina Hamilton, Shirley Kennedy and Union Reps Tim Deelstra and Rob Nicholas.
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Valhalla Inn hotel workers in Thunder Bay ratify
Thunder Bay Valhalla Inn workers approved a new three-year contract term at a meeting held November 4, 2006. The 125-member bargaining unit secures the following:
Wages increase by 2.5 per cent in each year of the contract term with the first raise retroactive to June 17, 2006. Company contributions to the Canadian Commercial Workers Industry Pension Plan (CCWIPP) increase by a total of 11 cents per hour over the course of the agreement. Workers receive vision care coverage of $125 per 24-month period. Improved health and welfare language provides sick pay after two days, instead of the previous three. Part-time workers are now eligible for bereavement leave of one day. Improved language concerning the grievance procedure and trial periods for job filling. The company will contribute $1,500 in each year of the collective agreement term toward the union’s Training & Education Fund.
Union Negotiating Committee: Louise Perrier, Joe Sgambelluri, Lucille Woppner and Union Rep David Noonan.
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Walfoods workers vote in favour of three-year deal
Members from Compass Group Canada working at Walfoods in Ontario reached a new three-year agreement with the company, which they ratified at a meeting held November 29, 2006. Improvements include:
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Wages increase by 25 cents per hour in both the first and second year of the contract and by 30 cents in the third year covered by the agreement term.
Full-time workers receive a signing bonus of $50 and part-time receive $25. Dental plan contributions increase to 32 cents per hour by the end of the contract. Effective January 1, 2007, vision care coverage increases to $150 for employees and to $100 for dependants. Life Insurance and Accidental Death & Dismemberment (AD&D) coverage both double to $30,000 each. The company agrees to make a $500 donation to childhood leukemia research.
Union Negotiating Committee: Teresa VanPypen and Central West Director Harry Sutton.
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Anniversary Updates
For
more information on your collective agreement please
contact your Union Representative.
|
Canadian Linen (Kingston & Ottawa)
Effective November 1, 2006, the following improvements occur as a result of your collective agreement:
General and classified full-time workers receive a wage increase of 3 per cent. Part-time employees receive a wage increase of 25 cents per hour. Company contributions to the health and welfare plan increase to $145 per month. Employer pension contributions increase to 40 cents per hour.
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Loeb Chapman Mills
Effective November 10, 2006, the following improvements occur as a result of your collective agreement:
Wages increase by 25 cents per hour for full and part-time top rates. Company contributions to the dental plan increase to 27 cents per hour.
Reminder: Part-time workers with 12 months service, who average 22 hours per week, qualify for Life Insurance, AD&D, Extended Healthcare and Dental coverage (employee only). Part-time with 12 months of service or more qualify for dental coverage (employee only).
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Loeb Elmvale Acres
Effective November 5, 2006, the following monetary improvements occur as a result of your collective agreement:
End rates for both full and part-time increase by 35 cents per hour. Company contributions to the workers’ dental plan increase to 33 cents per hour.
Reminder: Night Crew premium is 95 cents per hour and Express Cash workers get a 50 cent per-hour premium. Workers relieving a department manager receive a premium of $12 per day or $60 per week after relieving for more than one day. Company contributions to the pension plan are at 65 cents per hour. Employer paid benefits include vision care for full-time employees.
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Pinty’s Premium Foods – Full-time
Effective November 1, 2006, the following improvements will occur as a result of your collective agreement.
Wages increase by 30 cents per hour. Safety boot allowance increases to $105. Company contributions to the Canadian Commercial Workers Industry Pension Plan (CCWIPP) increase to 60 cents per hour. On October 1, 2007, this amount increases to 70 cents per hour.
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Richilieu Hosiery
Effective November 1, 2006, the following improvements occur as a result of your collective agreement:
Workers with more than 12 months service receive an increase of 25 cents per hour. Vacation entitlement for those with 15-20 years of service improves to include an additional week of paid vacation. Safety shoe allowance increases to $80.
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The Richmond
Effective November 1, 2006, the following improvements occur as a result of your collective agreement:
Wages increase by 20 cents per hour for all rates and classifications and the three-year rates increase by 15 cents per hour. The Registered Practical Nurse (RPN) rate increases by an additional 5 cents per hour. The in lieu of benefit rate improves to 64 cents per hour, up from 62 cents. Company contributions to the workers’ pension plan increase to 53 cents per hour. Supervisory pay increases to $5.30 per hour.
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United Canadian Malt
Effective November 1, 2006, the following improvements occur as a result of your collective agreement:
All rates and classification receive a wage increase of 60 cents per hour.
Reminder: Operators received a special adjustment of 50 cents per hour. Afternoon shift work receives a premium of 55 cents per hour and the night shift premium is 75 cents per hour. Workers are entitled to five weeks vacation after 15 years of service. Weekly Indemnity pays 75 per cent of wages. Company pays 85 per cent of life insurance premium. Workers are now responsible for only 33 1/3 per cent of the Long Term Disability (LTD) premium. Prescription eyewear coverage is $300.
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Weston Bakery
Effective November 30, 2006, the following improvements occur as a result of your collective agreement:
All classifications receive a wage increase of 30 cents per hour.
Reminder: An employee who successfully completes Level 2 training automatically gets the level 3 rate. Workers receive Long-Term Disability (LTD), Drug Plan, Vision Care, Paramedical & Hospital coverage, supplementary health care, Dental Plan, Life Insurance and Accidental Death & Dismemberment (AD&D) coverage.
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Locals
175 & 633 In The News
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Central West Stewards Seminar raises more than $30,000 for Leukemia research
Article posted on: November 27, 2006
This year’s Central West regional stewards conference saw 230 stewards participating in courses ranging from Stewards Level 1 & 2 to Health & Safety, WSIB, and other courses.
President Wayne Hanley spoke to the stewards about diversity and that respect and cooperation are vital to the strength of not only the union but the labour movement as a whole. “I am proud of the work done by the Community Action Network so far this year,” says President Hanley. “Disharmony within and among unions cannot and will not make us stronger. We cannot ask others to join us in solidarity if we have yet to fully recognize the potential strength that comes from having the diverse membership that we do.”
Not only were there more members in attendance than at any other Locals 175 & 633 steward’s seminar in the past, but they also raised an astounding $30,400 for Leukemia Research.
“There is a friendly competition between the regions of the Local as to who can raise the most money each year for Leukemia research,” says Central West Director Harry Sutton. “We said we’d beat the $24,000 raised in the South West region – and we did. The real winner though is everybody because we can all take credit for a large donation to childhood leukemia research.”
In addition to selling tickets for prize draws the fundraising received a great boost from a $6,000 donation from the members at Maple Leaf Pork in Burlington as well as a $2,400 donation from Maple Lodge Farms in Brampton.
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Outstanding Member Achievement Awards given out
Article posted on: November 14, 2006
President Hanley has announced the winners of the first annual achievement awards. In recognition, each recipient receives a $500 cheque which is made available through partnership with American Income Life (AIL) insurance. The 2006 winners are: Adrian Corsin, Bette Read, Jean Patenaude and Ted Dawes.
Adrian Corsin, of Fortinos in Vaughan, won the award for exceptional contributions to his community.
He participates in several community initiatives which have included the Saint Joan of Arc School Chaplaincy Council and the Vaughan Youth Cabinet.
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Union Rep Mark Stockton and Adrian Corsin. |
With the high school council, Adrian was involved with activities such as a charity fashion show and the school newspaper. The council also ran an alcohol and drug awareness campaign to educate teens about the dangers of drug and alcohol abuse.
He has also been active, for the past five years, in the Vaughan Youth Cabinet, a 15-member youth-led organization appointed by Vaughan Council. It is the official and acknowledged voice of youth at City of Vaughan Council meetings. Adrian is a founding member of the Youth Council and served as its Director of Finance for the past three years.
Vitoria LaNeve, who has also served on the council says: “Adrian is just a really great guy, who helps out wherever he can. As the chief budget person on the council he puts in lots of work and has the challenge of accounting for more than $20,000 in revenue.” The Youth Council has hosted a “Be Heard Leadership Conference” for youth, and also participated in Vaughan Grand Parent’s Day.
“I’m sure it’s not easy for Adrian to donate so much of his time to the betterment of his community, given the demands of his Fortinos’ job and university courses,” Vitoria says. “But somehow, he always manages to find the time to contribute.”
Bette Read and Union Rep Marilyn Lang. |
Bette Read was nominated by co-workers Sheila Schick and Cathy Whitney. Cathy says: “Bette has always been hands on when a situation arises. I have known her for 10 years. She is a wonderful co-worker. When you’re feeling down with a problem, personal or otherwise, she will bring a smile to your face. A hug from her goes a long ways, whether it’s a co-worker or a resident.” |
There’s no question that Bette demonstrates leadership. She decided she wasn’t happy with the servicing her workplace was receiving from its current union, so she asked around and decided the UFCW might just do a better job. So she met with then-Organizing Rep Mona Bailey who referred her to Union Rep Marilyn Laing. Betty was so impressed by Marilyn’s empathy and knowledge of health care issues that she convened a meeting at her house to give her co-workers the opportunity to meet several UFCW reps. After discussing their concerns about the workplace, they persuaded a majority of the workers to join Locals 175, about two years ago.
Since that time, Bette’s been active as chief steward and a member of the health & safety committee. She attended the Locals 175 & 633 Bylaw & Policy Conference, as well as other courses. Currently she’s taking a computer course through the Local, in Belleville and also completed the Union’s self-defence course.
Bette likes to learn everything she can. She takes her knowledge back to the workplace where she helps out on various committee “teams” and with other activities at the nursing home where she works. These include palliative care, continuing care and wellness. When asked for more information about the teams she says: “We just had a wellness committee meeting. We’re planning a potluck lunch and looking for a motivational speaker for a stress workshop. Would you know anyone who could speak?” And then she quickly adds: “NOT me!”
Bette also makes time for her hobby, which is baton twirling. She organizes and coaches a contingent of about 20 children, ages 4 to 15. The group includes one boy. He is five years of age, has multiple dystrophy and is “the star of the show.” They perform in parades and in nursing homes.
Jean Patenaude was nominated by co-worker Debra Lavac. Debra writes: “Jean has been employed at Ridgewood for 23 years. She demonstrates excellent leadership skills as our Chief Shop Steward, President of the Social Committee and member of the Health & Safety Committee. She is a friend to all at Ridgewood and usually the first person any worker wants to see when something goes wrong at work or in their personal life. |
Jean Patenaude |
She has on many occasions taken on tasks that no one else here would touch. Jean is not afraid to fight for our rights. She takes care of anyone who is sick or needs help whether its during work hours or in the middle of the night. She visits people in the hospital who have been hurt of the job or just had a baby. She is licensed to practice First Aid and is a role model as the first woman in the plant to obtain her Lift Truck Driver Certification.
Over the years, Jean has contributed much of her free time to help with leukemia fundraising through selling tickets, lunch kits and beach towels on her breaks and at lunch. She always attends Labour Day activities, volunteering her time to distribute t-shirts and collect donations.
For the annual Christmas party, Jean arranges the food, DJ, hall, decorations and gifts for co-workers, including giving out cab fair tickets to anyone who needs one. She also organizes the Children’s Christmas party, making sure Santa arrives on time and every child leaves with a gift and a good time to remember. In the summer she organizes the company picnic and has been known to “try her luck” with the big hammer and get “all wet” in the dunking machine. She has a great sense of humour and will try anything once.”
Jean is also an involved parent, who participates with her daughters in minor softball, Girl Guides and Sea Cadets, plus academic activities, school trips, dances and picnics.
Ted Dawes |
Ted Dawes was nominated by his co-worker, Marc Duquette. He said: “Ted is actively involved in the Peterborough minor hockey league as both coach and fan, he enthusiastically supports his Local Union and he has been the cornerstone of leukemia fundraising.” In the last five year’s the Ted-On-The-Roof event has raised $41,437 for leukemia research, including a record-breaking $14,000 in 2006. |
But Ted is quick to say it’s not really just him that’s raising the money. It’s the entire Ted-On-The-Roof team which is made up of dozens of committee members and volunteers. He is assisted by family, co-workers, friends and members of the wider community who just want to help.
Ted’s fundraising efforts really began about six years ago when his then-plant chair, Paul Hardwick, posted a notice for the Havelock walk-a-thon. Ted had already made plans for a family vacation but thought maybe he could help raise money by doing something crazy himself. So he collected pledges to shave his head and raised $800. Then he came up with the roof concept. He hit a few snags finding a suitable roof, but fortunatately Dave Morello of Morello’s YIG in Peterborough was delighted to make his store’s roof available.
Ted’s goal that first year was $3,000 – but they were closer to $6 or $7 thousand he says. And every year, thanks to the Ted-On-The-Roof “family” more and more money is raised. Each year the committee starts planning for the May long weekend event in January or February. Ted’s family is fully supportive and completely involved as volunteers on the weekend as well. Wife Holly, who works at Morellos, assists when she comes off her shift. Son Corey, who is 16 years of age, helps with the silent auction table and younger son Christopher, who is 11, wears the “Spike” mascot costume. Daughter Caitlyn, who is just 6, stands at the door with a little bucket and “looks pretty,” Ted says. “I almost feel guilty stationing her by the entrance to the store – but who can walk past a little girl without donating?”
Ted hopes to continue with the event for the foreseeable future, although he says it seems to get harder every year. Nevertheless he’s already making plans for next year’s event, involving new fundraising initiatives, which are “top secret” for now.
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Local 175 CAN committee members attend jobs conference
Article posted on: November 14, 2006
On October 12-13, 2006, Locals 175 Community Action
Network (CAN) committee members Naveen Mehta, Stan
Raper and Lien Huynh participated in a conference entitled:
Skills, jobs and immigrants: Who’s working? What’s
working?
Conference attendees met to discuss the “brain wasted”
phenomenon caused by lack of recognition for foreign credentials
and experience. Because of this,
many of the thousands of skilled immigrants
arriving in Canada each year
are struggling to survive in low-paying
jobs, while their education, skills and
work experience are not utilized.
Local 175 Senior Legal Counsel Naveen Mehta (second
from right) speaks to a group about immigrants and the
Ontario workforce. Also from UFCW was Stan Raper (right).
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CAN supports the CCNC annual
fundraising banquet
Article posted on: November 14, 2006
This year, the Chinese Canadian National Council (CCNC) celebrated its victory in finally achieving an official apology from the federal government for the Head Tax policy.
The Head Tax was a racist policy that taxed Chinese workers who built the Trans-Canada railroad, for each relative who came to Canada. It was eventually replaced by the even more racist Exclusion Act which banned all further Chinese immigrants to Canada. This was despite the fact that the Trans-Canada railroad, and hence the country of Canada, would not have existed if not for the contribution of these Chinese workers.
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UFCW Humanitarian Fund assists HWA
Article posted on: November 14, 2006
The Homeworkers Association
(HWA) receives significant funding
from UFCW Canada, to assist with
skills upgrading and training. HWA
membership is made up of Chinese
workers who sew garments in their
homes. The purpose of the annual
BBQ is a celebrate past victories and
to attract new members.
Local 175 staff member Kevin Shimmin (Organizing) and Lien
Huynh (Servicing Representative) attended the HWA barbecue.
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Great reviews for 2nd Annual Youth Leadership Development Program
Article posted on: November 14, 2006
Fourteen young people attended the second annual Locals 175 & 633 Youth Leadership Development Program (YLDP). It ran from September 24 – 29 at the Training & Education Centre (TEC) in Mississauga.
The week-long course is designed to educate and involve young members in their Union. Content included Union information – what, why, where & how – plus organizing, globalization, political awareness and youth activism. Participants were extremely enthusiastic about the opportunity.
Watch for information on next year’s program which will be distributed next August. Plan to apply if you’re a member, who is 29 years of age or younger and want to learn more about your Union. If you know young members who you feel could benefit from this program, please encourage them to apply.
What the program participants said:
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My experience was amazing. Lots of educational programs. Great, great knowledge of the Union and whyit is here for us. I will make sure I take everything that I learned back to my workplace and inform my fellow employees.
I am motivated to make youth’s voices heard and listened to. I’m glad I came; it’s an experience that every youth in the Union should try. The knowledge I learned will definitely help me when I go back to work.
President Wayne Hanley welcomes the youth delegates
along with Instructor Mark Stockton.
The youth delegates worked on skits to help identify
the issues facing youth in the workplace.
Delegates pose for photo.
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Eastern Regional seminar raises $12,000 for Leukemia
Article posted on: November 14, 2006
More than 200 stewards attended this year’s regional conference in Kingston participating in courses such as Stewards Level 1, Health & Safety, WSIB and youth oriented classes.
“We had a great group this year and I was happy to see so many new stewards,” says regional director Dan Lacroix. “Everyone was eager to learn and they gave generously to our fundraising efforts for the weekend.”
Shawn Haggerty, Executive Assistant to the President, spoke to the delegates about the value and strength inherent in the diversity within our union and the greater community. “It is vital not only to the strength of our union, but to the strength of the larger community in which we live, that every single person receives the respect of every other person. And as Stewards, leadership in that direction begins with us in this room.”
Laura Morton presented a summary of the Youth Committee’s activities and goals and asked for the continued support of the members in involving the youth in their workplace.
Saturday evening ended with prize draws and a comedic performance by Little John the clown who got some help from several ‘volunteers’ from the audience.
Members helped raise over $12,000 for the Leukemia & Lymphoma Society of Canada (LLSC) by buying tickets for the prize draws held at lunch and dinner. Thank you to the members and prize donors for your continued generosity.
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Local 175 member wins WH&SC award
Article posted on: November 08, 2006
Each year the Workers Health & Safety Centre (WHSC) recognizes the contributions of health & safety activists at an awards dinner.
This year, Tim Lacasse, who works at Silverstein’s Bakery in Toronto was honoured to receive a 2006 WHSC Health & Safety Activist Award. He has been a valued member of Local 175 since 1993. As a Union Steward, he has always fought to defend the contract rights of his co-workers. Union Representative, John DiFalco says: “Tim is an exceptional steward who very capably handles all the grievances in the bargaining unit. A few years ago, after witnessing numerous health & safety problems in the bakery, Tim accepted an appointment to become a health & safety committee member as well.” So then Tim started working on creating a safer workplace. After taking the Level H&S course, he took the instructor’s course and continues to share and increase his expertise by training other UFCW members.
Earlier this year, he requested a Ministry of Labour inspection of his workplace, which resulted in the ministry issuing eight orders for unsafe issues that Silversteins must correct. John DiFalco reports: “The employer is resistant to making the necessary changes, but Tim continues to follow up on all violations to ensure the employer complies. He’s tireless in his goal to make his workplace a safe & healthy one.”
Award winner Tim Lacasse (centre) poses with Local 175 staff (l-r) Union Rep Jehan Ahamed, Director Luc Lacelle and Union Reps John DiFalco and Paul Jokhu.
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