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Ball Packaging ratify new three-year contract
At a meeting held December 21, 2006, Local 175 members working at Ball Packaging in Whitby approved a new three-year collective agreement. The approximately 114-member bargaining unit benefits from the following improvements:
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All classifications receive wage increases of 2.6 per cent in the first year, 2.8 per cent in the second year and 3 per cent in the final year of the contract term.
Annual company contributions to the Group RRSP increase to 1,500 by the third year. Life Insurance increases to $45,000 effective December 1, 2006. Sickness & Accident (S&A) insurance provides a maximum weekly benefit of $485 effective December 1, 2006 and $500 effective December 1, 2008. Workers receive annual chiropractic coverage of $150. Vision care coverage is $235 per 24-month period and eye exams are now covered. Company contributions to the workers’ dental plan increase by 2 cents per hour over the course of the agreement term. The post-retirement health plan includes a maximum monthly company contribution of $43 for a single and $101 for a family, and also now includes a dental plan. Safety shoe allowance increases to $155 per year. Improved language covers seniority and layoffs and overtime scheduling.
Union Negotiating Committee: Ray Layng, Steve Lucchi, Jerry Najduk, Brent Pittman and Union Rep Anthony DiMaio.
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Thunder Bay hotel staff reach new deal
On December 14, 2006, Local 175 members working at the Comfort Inn in Thunder Bay voted in favour of a new three-year collective agreement, which includes:
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Wages increase by 3 per cent in each year.
Workers receive an additional floater day beginning in the third year of the contract. Contributions to the pension plan improve by 20 cents per hour over the course of the contract. Bereavement leave language improves to include step-parents and step-children.
Union Negotiating Committee: Amanda Moore, Brenda Strachan and Union Rep David Noonan.
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Local 175 members at Danone are in favour of new contract
The approximately 20-member bargaining unit at Danone Inc in Mississauga approved a new three-year collective agreement at a ratification meeting held December 1, 2006.
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Wages increase by 3 per cent retroactive to October 1, 2006 with subsequent increases of 3.25 per cent in both the second and third year covered by the contract term.
Warehouse employees receive a $500 signing bonus and Sales Representatives receive $400. Contributions to the workers’ pension plan increase to 75 cents per hour by the final year of the contract. Vision care coverage improves to $200, up from $150, per 24-month period. Workers receive an additional float holiday on their birthday. Vacation entitlement improves to five weeks at 10 per cent of gross earnings after 17 years of service instead of the previous 19 years required. New language better protects members’ jobs through policy on the use of relief/temporary workers and bargaining unit work. Additional language improves schedule posting, steward representation and job posting as well as health and safety training, which the union will provide and for which the company will pay the members to attend. The company agrees to pay any employee who remains working at the facility until its closure in 2007 a retention bonus of 10 weeks pay. In addition, any worker accepting work related to the closure of the plant will not lose his/her right to the severance and retention bonus.
Union Negotiating Committee: Mark Dickson, Patricia Dodd and Union Rep Rob Nicholas.
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Arbitration decision provides wage and pension increases for Delrose workers
The results of a recent Hospital Labour Disputes Arbitration Act (HLDAA) decision provide Local 175 members working at the Delrose Retirement resident with an improved collective agreement.
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All classifications receive increases totalling 7.25 per cent over the course of the three-year contract term. The first, second and third raise are retroactive to August 1, 2005, February 1, 2006 and August 1, 2006, respectively.
Company contributions to the Canadian Commercial Workers Industry Pension Plan (CCWIPP) increase by 3 cents per hour over the contract term. Vacation entitlement improves to include six weeks (42 days) off at 12 per cent pay earnings for workers with 25 years service or more. Contributions to the dental plan increase by a total of 3 cents per hour over the duration of the contract.
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Laidlaw drivers approve three-year settlement
Local 175 members working with Laidlaw Transit in Welland voted in favour of a new contract at a meeting held December 27, 2006. The approximately 200-member bargaining unit benefits from the following improvements:
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Schedule ‘A’ wages increase by 2.8 per cent in year one, 2.8 per cent in the second year and 3 per cent in the third year.
The hourly driving rate increase by 3.5 per cent in both the first and second year and 3 per cent in year three. Regular Drivers receive a signing bonus of $300 and Monitors and Spares receive $150. Monitors receive increases totalling 5.4 per cent over the course of the contract duration. Schedule ‘C’ workers receive wage improvements of 3.25 per cent in both year one and two and 3 per cent in the third year. Drivers on overnight charters receive 10 hours pay, up from 8, per 24-hour period and a meal allowance of $20 per day. The company will reimburse workers for medical exams pertaining to renewing required licenses to a maximum of $110. This amount increases to $120 in year two and $130 in the third year. Employees required to plug in buses during winter months receive $100 up from $75. Improved language covers steward representation, grievance and arbitration language and Leaves of Absence.
Union Negotiating Committee: Kim Gamble, Noreen Gallagher, Willy Hafter, Jim Montgomery and Union Rep Kelly Tosato.
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National Car members reach one-year deal
At a meeting held December 12, 2006, members at National Car voted in favour of a new one-year collective agreement, which includes the following improvements:
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Wages increase by 70 cents per hour.
Red-circled workers receive a payment of $1,500 on their anniversary date. Workers receive an extra week’s vacation as of their anniversary date and additional new language establishes payroll error policy. The company agrees that part-time scheduling will not displace full-time hours between Monday and Friday. Accrued sick days shall be paid out at 150 per cent, up from the previous 100 per cent pay out. Part-time workers completing six months coverage of a full-time position (except when parental leave), instead of the previous nine months, will be reclassified to full-time. Part-time workers can now carry their seniority over into a full-time position. New language states the company will comply with OHSA and will provide WHMIS training for all employees and certify all committee members. Improved language clarifies the use of overtime. The new contract has a first of its kind clause in which the workers are entitled to two floater days off with pay per year to cover entitlement under the Human Rights Code for religious holidays.
Union Negotiating Committee: Mohammed Minhas, Ali Muddei, Chris Christoff and Union Rep Jehan Ahamed.
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Anniversary Updates
For
more information on your collective agreement please
contact your Union Representative.
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Caressant Care Retirement - Listowel
Effective December 9, 2006, the following improvements occur as a result of your collective agreement:
Registered Practical Nurses (RPNs) receive wage increases of 2.5 per cent plus an additional 25 cent per hour increase. All other departments receive a 2.5 per cent increase. Vision care coverage improves to $175 per 24-month period inclusive of one eye examination. -
Effective January 1, 2007, contributions to the dental plan increase to 29 cents plus 2.5 per cent per hour.
Company contributions to the Canadian Commercial Workers Industry Pension Plan (CCWIPP) increase to 60 cents plus 2.5 per cent per hour effective January 1, 2007.
Reminder: Vacation entitlement for those with 20 years of service or more is six weeks at 12 per cent. Effective the first month after ratification, part-time receive $6.25 per month toward their uniform allowance.
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Firestone Textiles
Effective December 17, 2006, the following improvements occur as a result of your collective agreement:
- Wages increase by 50 cents per hour.
- Cost of Living Adjustment (COLA) will be paid out on December 22, 2006, March 16, 2007, June 15, 2007 and September 14, 2007.
- Dental coverage improves to match the 2006 schedule.
- Vision care coverage is $250 per 24-month period.
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Maple Lynn Foods
Effective December 31, 2006, the following improvements occur as a result of your collective agreement:
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Wages increase across-the-board by 3 per cent.
The annual maximum per individual dental claim increases to $2,000, up from $1,000. The company will pay for legally required A-Z medical exams and where a doctor’s note is required, the company will pay up to $25. Each driver who carries a cell phone, and provides the number to the company, receives $20 per month.
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Markey Funeral Homes
The following monetary improvements occur as a result of your collective agreement:
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Wages increase by 2.5 per cent effective December 1, 2006.
Company contributions to the Canadian Commercial Workers Industry Pension Plan (CCWIPP) increase by 5 cents per hour effective January 1, 2007.
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Locals
175 & 633 In The News
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Appeal court upholds arbitration decision on OHIP premiums
Article posted on: December 20, 2006
The Ontario Court of Appeal has upheld a landmark 2004 arbitration decision stemming from a UFCW Canada grievance filed on behalf of Local 175 members working at the Lapointe-Fisher Nursing Home in Guelph, Ontario.
"It's a victory for our members," said Wayne Hanley, the National Director of UFCW Canada and President of UFCW Canada Local 175.
"It's evidence that one of the best ways to protect workers is through strong collective agreements built on foresight and well-considered contract language."
The Court of Appeal struck down Lapointe-Fisher's argument that an arbitrator erred in 2004 ordering the company to continue to pay for its workers' health care premiums. The arbitrator had agreed with a UFCW Canada Local 175 grievance filed in July 2004 that the employer could not escape its obligations under the collective agreement to pay workers' Ontario health care premiums just because the province changed the law in 2004 by dropping a health payroll tax on employers and reintroducing a direct health care tax on Ontario residents instead.
Such a system had existed prior to 1990 but so did Local 175 contract language that compelled Lapointe-Fisher to pick up that premium. While Ontario dropped direct premiums in 1990 and switched to a payroll tax, the language regarding premiums remained in later collective agreements negotiated by the union.
UFCW Canada had argued the new 2004 tax was essentially a health care premium and that the collective agreement continued to contain specific language that required Lapointe-Fisher to pay for its workers' OHIP premiums. The arbitrator agreed and her decision was later upheld by the Ontario Divisional Court.
Lapointe-Fisher then appealed the divisional court decision to the Ontario Court of Appeal which on December 8, 2006 reaffirmed the arbitrator's decision.
"Governments come and go," said Hanley, "and regulations change so we made sure the protection against health care premiums would stay in place in case the day came when they would be needed again."
"Protecting our members means always being on guard. We were then and we are now."
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Winner of Day of Mourning art contest announced
Article posted on: December 20, 2006
On behalf of the staff at Locals 175 & 633, I want to thank all the artists who submitted pieces for our Day of Mourning art contest. Each of the submissions we received were superb.
After assessing each piece and taking into consideration the criteria, the committee chose a piece created by Jeff Stockton.
Jeff is an injured worker who has suffered through the pain of injury and the impact of that injury not only financially, but on his family and well-being. His artwork depicts the results of workplace injury, the role of the government and the helping hands of the union.
The finished artwork will be unveiled in time for the Day of Mourning on April 28, 2007.
I appreciate the time and effort that went into creating each submission and the committee and I were happy to see talent and promise in each artist’s work.
In Solidarity,
Wayne Hanley
President
Local 175 & 633
UFCW Canada
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A&P workers achieve good new agreement with job guarantees for full-time workers
Article posted on: December 19, 2006
Approximately 10,000 workers at the 78 Ontario A&P, Ultra Food & Drug, and Dominion stores represented by UFCW Locals 175 & 633 have a new three-year collective agreement.
Memorandum of settlement available here (PDF format - you require Adobe Acrobat).
“The contract is the culmination of months of difficult meetings and hard bargaining between the 24-member Union negotiating committee and the employer,” says President Wayne Hanley. “Members, for the most part, were appreciative of the hard work done by their committee and the good results that they ultimately achieved. The members ratified the new agreement, by more than 85 per cent, in voting conducted at 68 meetings throughout the province on December 17 and 18.”
The new agreement contains significant gains, building on benefits that members have negotiated in past contracts. The employer will improve the vision care plan and make substantial additional contributions to the employee’s dental, pension and Health & Welfare plans. The latter, which is fully-funded by the company, provides eligible employees with Group Life, Major Medical, Weekly Indemnity, Long Term Disability and Prescription Drug coverage. Those full-time workers who elect early retirement after age 55 will continue to receive vision, medical, and drug benefits for themselves and their dependents to age 65. Full-time workers are provided with a job guarantee for the life of the collective agreement. The company also committed to maintaining its innovative four-day, 36-hour workweek for full-time workers who elect this option.
The new contract gives each bargaining unit member an immediate minimum 25-cent-per-hour increase, retroactive to the expiry date of the previous contract. Workers receive an additional 50 cents per hour over the life of the contract.
Since early December, after the members gave their negotiating committee a strike mandate, the two parties met continuously with a provincially-appointed conciliation officer. They reached the final memorandum of settlement very early in the morning of December 16.
Memorandum of settlement available here (PDF format - you require Adobe Acrobat).
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Local 175 fights for safer workplaces
Article posted on: December 08, 2006
On November 16, 2006, UFCW Canada Local 175 members, along with those from other unions, travelled to the Ontario legislature at Queen’s Park for the second reading of Bill 30. This proposed legislation, known as "An Act to reduce the incidence of needlestick injuries" is a private members bill introduced by NDP Member of Provincial Parliament (MPP) Shelley Martel.
If passed, it would make the use of safety needles mandatory in all workplaces where workers are exposed to blood-borne pathogens. There are currently at least 33 known blood-born pathogens that can be contracted from a used syringe, including HIV and AIDS as well as Hepatitis A, B and C.
This Bill, if passed into law, would prevent 33,000 injuries per year and save Ontario taxpayers, literally, millions of dollars. Ontario currently spends some $66 million every year on workers who have suffered needlestick injuries. This doesn’t include WSIB costs associated with lost-time claims or the emotional cost of months of testing that workers and their families must endure.
Ms. Martel said: “Needles pose a danger to everyone who comes into contact with the instruments until they are safely destroyed or buried. That includes all hospital staff, refuse collection personnel and even members of the public. She said 20 months have passed, with no action by the government, despite the Toronto Star report that said: “This one is a no-brainer: Replace conventional needles with safe versions, the sooner, the etter.”
The bill was successful in passing the second reading and will now go to a committee of the legislature to determine if a new law will be enacted.
Read more about this important issue, including the complete Hansard report of the discussion in the legislature, at: www.saferneedles.ca
If you have issues or concerns regarding your safety in the workplace, speak to your Union Rep or the Local 175 Health & Safety Representative, Janice Klenot.
UFCW Local 175 members joined others on the steps of the legislature and later sat in the visitor’s galley to hear discussion on Bill 30.
NDP MPP Cheri DiNovo (Parkdale-High Park) said children in playgrounds are affected by the lack of legislation. She said they should not have to endure blood tests, anti-viral medication and a long-six-month wait to find out if they’ve been infected from the poke of a dirty syringe.
 
In addition to health care workers, school children and other members of the public listened to the MPPS and learned that Ontario lags far behind other jurisdictions in safety “sharps” legislation. Photo on the right - NDP leader Howard Hampton listens as MPP Shelly Martel (Nickel Belt) urges a swift passage of Bill 30.
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