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Kenora hospitality workers vote on new contract
On March 25, 2008, the 60-member bargaining unit at the Lakeside Inn in Kenora ratified a new four-year collective agreement negotiated by their committee.
Wages increase across-the-board by 2.5 per cent in the first year retroactive to the expiration of the previous contract, 2 per cent in both years two and three and 2.5 per cent in the fourth year.
Workers scheduled to perform night audit receive a 50 cent per hour premium.
Company contributions to the Canadian Commercial Workers Industry Pension Plan (CCWIPP) on behalf of part-time workers will equal those made for full-time workers over the course of three years. In addition, the company will contribute toward the plan’s Stabilization Fund in the amount of 5 cents per hour in the first year, 10 cents in the second year and 15 cents in both the third and fourth year covered by the contract term.
Workers benefit from an increased number of stewards: three, up from the previous two.
Improved language reduces the number of work hours needed for part-time employees to qualify for the group insurance and dental plans.
Other language addresses arbitration, the improvement of recall rights to 12 months, up from six, additional uniform provisions, and a new clause establishes labour management meetings held every other month.
Union Negotiating Committee: Robert Chisel and Union Rep David Noonan.
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Improvements in new Lassonde Juices agreement
On March 2, 2008, a three-year contract was ratified by Local 175 members working at Lassonde Juices in Ruthven. The 14-member bargaining unit achieved the following improvements:
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Wages increase by a total of $1.30 per hour over the course of the agreement with the first raise (40 cents) retroactive to January 1, 2008.
Workers classified as Mechanics/Stationary Engineers receive an additional 20 cents per hour effective January 1, 2008 and again on January 5, 2009. The shift premium for Lead Hand increases to $1 per hour, up from 50 cents. The workers’ shoe allowance improves to $80 per year and the company will now provide uniforms for each employee. The company will provide a drug card to each employee at no charge. Bereavement entitlement improves to include son- and daughter-in-laws. Improved contract language covers union stewards, seniority, job postings, hours of work, overtime and call-in pay. New important language establishes health and safety responsibilities.
Union Negotiating Committee: Garth Dutot, Keith Vynckier and Union Rep Kevin Dowling.
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Marek members meet to vote on contract
At meetings across the province on March 5, 6, 7 and 10, 2008, Local 175 members at Marek Hospitality ratified a new three-year collective agreement. The more than 40 bargaining unit members work in cafeteria operations in Oakville and six health care locations in Ontario. The three-year deal includes:
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Wages increase by 30 cents per hour in each year of the agreement.
Life Insurance and AD&D coverage each improve to $15,000 effective the first year of the contract, $20,000 in the second year and $25,000 in the third year of the term. Effective March 1, 2009, workers receive coverage for eye exams and $200 in visions care per 24-month period. Company contributions to the dental plan increase by 3 cents per hour over the course of the contract to reach a rate of 32 cents per hour by the third year. Short-term disability coverage of up to 15 weeks. Improved language covers steward representation, bargaining unit work, hours of work and provisions for new members joining as a result of acquiring new business. Family Day is recognized as a statutory holiday.
Union Negotiating Committee: Karen Deans, Barbara Fanelli, Salema Joseph, Luis Nunes and Union Rep Matt Davenport.
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Anniversary Updates
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more information on your collective agreement please
contact your Union Representative.
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Locals
175 & 633 In The News
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Arbitrator requires company to pay worker
At Good Humor Breyers in Simcoe, a worker was reimbursed for pay from what had originally been a three-day suspension.
The Union said the suspension was without just cause because on December 18, 2006, the grievor had called in to report his illness, which was the correct procedure. The supervisor phoned the worker’s home several times during the day but was unable to speak with him. They met together at work the next morning. The worker said he had been very ill with what he thought was food poisoning, but had not seen his doctor. The supervisor said he did not believe the grievor had been ill and was going to take the matter to the disciplinary committee, which resulted in the three-day suspension. The company claimed that the grievor had the onus of proving he was ill by providing medical evidence, which he had failed to do.
The Union refuted the company’s arguments, specifically saying that the grievor’s failure to answer the phone or return the supervisor’s call was not proof that he was not ill. The Union also said that the company cannot fault the grievor for failing to bring in a medical note because it did not ask for one. The Union concluded that the company did not show that the grievor was guilty of blameworthy conduct.
The Arbitrator agreed with the Union. She found that the grievor was ill on the day in question and was therefore entitled to be absent from work. She directed the company to reimburse the worker for any wages lost as a result of the three-day suspension and to remove the suspension from the worker’s personnel file. Factors noted that led the Arbitrator to make the award included: the brief one-day nature of the illness; the company’s failure to notify him that medical evidence was required or that his absences were being scrutinized. Additionally, the grievor had a credible friend who had witnessed his illness and was able to corroborate his version of events.
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Union wins vacation scheduling grievance
The Union won a grievance on behalf of sanitation workers at Pinty’s Delicious Foods in Port Colborne.
The past practice, for at least eight years, had been to maintain separate vacation schedules so that sanitation workers were not part of the general plant-wide limit as to when vacations could be taken. When management decided to lump these workers in with all others in the plant for vacation scheduling purposes, some of the workers lost the ability to choose their preferred vacation period, which they had been able to do previously. They asked the Union to file a grievance on their behalf.
Although the company said the change in procedure was simply an exercise of its management rights, the Union said that the legal doctrine of estoppel stops management from doing what it would normally have the legal right to do. Estoppel is based on the notion that a party cannot go back to insisting on its legal rights after it has, by words and actions, led another party to believe that it would not enforce its legal rights.
The arbitrator agreed with the Union. He said because of the longstanding past practice, the employer cannot now insist on enforcing the contract as written, without the assent of the Union. As the employer did not raise the issue during the last round of bargaining, the arbitrator said the current vacation schedule practice must continue, unchanged, for the life of the current collective agreement.
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HELP US DESIGN A NEW YOUTH LOGO!
Help us design a new Youth logo
& you could win a UFCW prize pack!
View or print the contest information.
CONTEST RULES:
The logo must contain or incorporate the current UFCW Locals 175 & 633 logo as seen in the top left corner of this Web site as well as the word “youth.”
You may submit as many designs by any of the following mediums, digital or hand drawn/sketched. Please note that the logo may be re-created and or colorized to output higher graphic quality if it is chosen the winner.
The following file types will be accepted: JPG, GIF, PSD, PNG, INDD, EPS, PDF, AI & TIF.
To obtain a copy of the current UFCW Locals 175 & 633 logo (as it must be incorporated in your design) please e-mail a request to: youth@ufcw175.com.
HOW TO ENTER
All submissions must be received by Thursday, May 1st, 2008.
You may submit your design by:
Mail: 2200 Argentia Road, Mississauga Ontario L5N 2K7
Email: youth@ufcw175.com
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