Diageo Members Back to Work - Arbitrator will rule on outstanding issues - THE MEMBERSHIP MAGAZINE FOR UFCW LOCAL 832 MAY/JUNE 2016
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THE MEMBERSHIP MAGAZINE FOR UFCW LOCAL 832 MAY/JUNE 2016 Diageo Members Back to Work Arbitrator will rule on outstanding issues.
MESSAGE FROM THE
SECRETARY-TREASURER
Manitobans
Voted For
Change….
A
s we know, Manitobans annual minimum wage increases
voted for change on April will likely cease. The security officer
19, and change is what we minimum wage rates and train-
will now get. I’ve heard ‘change is ing requirements that we fought of work to do and we need to do
as good as a rest’ but sometimes so hard for our members to gain it together one step at a time.
what happens while you are rest- may be lost. Over the next weeks and months
ing can put you two or three steps On top of that, we will likely see we need to be ready to speak publi-
backwards. I have a few concerns decreased funding for our non-profit cally when issues arise and attend
that I want to share about what we members working in social service hearings at the Legislature and be
can look forward to from the new agencies that rely on government ready to speak on changes when
Progressive Conservative govern- funding, like the Associations for we are given the opportunity to do
ment under Brian Pallister. Community Living and women’s so. We will need to protest unfair
I fully expect that this new gov- shelters. legislation in a variety of ways and
ernment will move swiftly to intro- In addition, we can expect con- we will need to get much better at
duce changes to labour legislation, cession demands and tougher bar- lobbying and working with other
which will negatively affect our gaining for all of our health care unions and like-minded organiza-
members and all workers in gen- members working at the Grace tions in tandem on issues. It’s going
eral. Pallister announced during the Hospital, in the Northern Regional to be a long haul and I am confident
election campaign his intention to Health Authority (Thompson, Leaf that we can work hard together to
amend the law so that all employ- Rapids, Lynn Lake and Gillam), as continue to have an effective voice
ees wanting to be represented by a well as our new members working for our union membership.
union would have to not only sign at St. Boniface Hospital. The next
a union card, but also have a secret round of health care bargaining
ballot vote to back up their initial will be to see how much we can In solidarity,
decision to sign a union card. That save, not what we can gain. The
is like voting twice on the same other potential issue for health
issue. care members, is further amalga-
Other concerns include the pos- mation votes between unions in
sibility of losing the Alternative the health care sector, causing a
Dispute Resolution legislation, disruption and taking focus away Beatrice Bruske
meaning our strikes and lockouts from the daily servicing challenges. Secretary-Treasurer
can in the future last not just two This is a time when union members
months, but years. Our health and as a group need to come together
safety legislation will get eroded and and work as a team. We have a lot
2 UNION | May / June 2016
MAY / JUNE 2016
INSIDE THIS ISSUE OF UNION: PRESIDENT
Jeff Traeger
SECRETARY-TREASURER
Beatrice Bruske
EXECUTIVE ASSISTANT TO THE PRESIDENT
Marie Buchan
UNION REPRESENTATIVES
Sandy Forcier, Director Jason Hawkins
Carmela Abraham Roberta Hoogervorst
Ron Allard Mike Howden
Aline Audette Wendy Lundy
Geoff Bergen Curt Martel
Brenda Brown J.P. Petit
Joe Carreiro Morag Stewart
PHIA - Understanding It Kim Ferris Sonia Taylor
Page 4 Sharon Grehan
MayWorks 2016
Page 5 LEGAL COUNSEL & WORKERS COMPENSATION
Garry Bergeron, Director
Grievance News Debra Malmquist
Page 6 ORGANIZING
J.P. Petit, Director
Health and Safety
Page 7 NEGOTIATORS
Martin Trudel, Director
Strike Continues at Gimli's Diageo Plant Marie Buchan
Page 8 Erin Selby
Retiree News HEALTH & SAFETY
Page 10
Phil Kraychuk, Director
40+ Years COMMUNICATIONS
Thompson Office Closing its Doors Blake Crothers, Director
Page 11 Dalia Chapa
Around the Table
Page 12 E-MAIL: ufcw@ufcw832.com WEBSITE: www.ufcw832.com
NAOSH Week May 1-7 UNION OFFICES
Page 14
Winnipeg Healthcare
1412 Portage Avenue
Thousands Strong, Getting Stronger! Winnipeg, MB R3G OV5
296 Marion Street
Workers at Celebrations Join the Union Winnipeg, MB R2H 0T7
204-786-5055 204-943-1869
Page 14
1-888-UFCW-832
Pride 2016
Page 16 Brandon TRAINING CENTRES
530 Richmond Avenue E. Winnipeg
Brandon, MB R7A 7J5 880 Portage Avenue
204-727-7131 Winnipeg, MB R3G 0P1
On the cover: Diageo Workers Continue Strike 1-800-552-1193 204-775-8329
1-877-775-8329
Thompson
90 Thompson Drive Brandon
Canadian Mail Publications Sales Agreement #40070082 Thompson, MB R8N 1Y9 530 Richmond Avenue E.
204-778-7108 Brandon, MB R7A 7J5
1-800-290-2608 204-726-8337
Get to Know PHIA
Understanding The Personal Health Information Act (PHIA) might save you your job.
T
he Personal Health
Information Act (PHIA)
is a privacy law that
establishes rules for trustees
of personal health informa-
tion. It requires individuals
and organizations that keep
personal health records to
protect the privacy of that
information.
Trustees under the Act
include health professionals—
doctors, nurses, pharmacists,
physiotherapists and others. As else or to check your own records, They should ask themselves, “Is
well as health care facilities such there are certain steps under PHIA this something I need to be look-
as hospitals, personal care home, that need to be followed. ing at in order to do the functions
clinics, health centres and more. With the definite increase in meet- of my job.” If the answer is no,
All employees working in these ings concerning PHIA breaches, the then don't do it.
places, when first hired, received union believes that the employers For more information about your
training on the Act and its regula- should provide ongoing training rights to access your personal health
tions. The employees then signed and updates on PHIA. UFCW has records or other privacy rights under
an agreement saying they had taken been lobbying for this and will PHIA, contact Manitoba Health. Call
this training and understood the continue to do so. 204-788-6612 or visit: www.gov.
policy. The members need to ask ques- mb.ca/health/phia/index.html.
Lately, there have been more and tions if they are not sure about Members can also talk to their
more situations where members something before doing the task. union representative.
are being disciplined for breach-
ing the Act. At the disciplinary
meetings, the employers are using New Hire!
the signed document against the
employee. There have also been Geoff Bergen's first associa-
cases in Manitoba where employ- tion with Local 832 was when he
ees have been terminated and starting working at Extra Foods
criminally charged. in 2005. A dedicated shop stew-
Examples of violations are if you ard, he spent many years helping
happen to be at work and your his co-workers. While working
spouse’s aunt comes in for some at Extra Foods, Geoff was also
tests and you to call your spouse health and safety Co-chair.
to let him or her know the results After doing some relief work
of the tests. It is also not OK for for the Local during the summer
you to call your sister and tell her of 2015, on April 4, 2016, he new career and looks foward
that you just saw her bother-in-law was hired as a full-time union to representing and assisting
in radiation. If someone asks you representative with UFCW. the membership.
to get them any kind of personal Geoff is excited to begin his
health information on someone
4 UNION | May / June 2016
Calendar of Events
Sunday, May 1 • 12:30 p.m. May 8 • 11 a. m. Sunday, May 15 • 2-4 p.m.
MAY DAY MARCH JANE’S WALK 1919 STRIKE TOUR
The annual May Day march is organized Heroes and Heritage: Victoria Park and The 1919 General Strike Tour will go
by Winnipeg Labour Council in recogni- The 1919 Winnipeg General Strike. through highlights of what happened in
tion of International Working Class Day. May 12-14 • 7:30 p.m. 1919, with a focus on the social and eco-
Tuesday, May 3 • 7:30 p.m. SALT OF THE EARTH nomic conditions that led to the Strike.
A LITTLE POLISH POETRY SYMPOSIUM A play by Theatre Anywhere Productions- The tour reflects how the echoes of the
Poetry readings at McNally Robinson, Saturday, May 14 • 2 p.m. strike can be heard in Winnipeg today.
Grant Park, including work from Nobel The Legacy of the Winnipeg Sunday, May 29 • 2 p.m.
Prize winners, in English (singer Liliana General Strike ASSOCIATION OF UNITED UKRAINIAN
Romanowski), and in Polish (writer Pay our respects and honour the memory CANADIANS SPRING CONCERT
Margaret Kellerman McCullouch), as well of Steve Szczerbanowicz, a victim of The annual Spring Concert will be part
as new and selected poetry from Ron Bloody Saturday. of the Ukrainian Labour Temple’s par-
Romanowski. Saturday, May 14 • 8 p.m. ticipation in Doors Open. Featuring per-
May 5-7, 13 & 14 • 7:30 p.m. FESTIVAL OF MANDOLINS formance by the Winnipeg Festival Choir,
“MY NAME IS RACHEL CORRIE” The orchestra will perform a variety of Winnipeg Mandolin Orchestra, AUUC
Theatre production presented by Derek selections including Ukrainian, contempo- dance groups Yunist Ensemble and the
Black & Andraea Sartison. rary, and some of a more popular nature. School of Folk Dance.
For full details on the calendar of events—Cost, tickets, location, contact info, etc
go to www.mayworks.org
UNION | May / June 2016 5
GRIEVANCE NEWS
Family Status
Employer Cannot Discriminate, Has Duty
to Accommodate.
I
n Manitoba, the Manitoba Human Rights Code
prohibits, amongst other things, discrimination
on the basis of “Family Status”. In recent years
the jurisprudence has established that, generally
speaking, “Family Status” means that an employee is Garry Bergeron Debra Malmquist
in a parent-child relationship or that the employee Legal Counsel Legal Counsel
is in a caregiver relationship with an elderly parent.
The Code ensures that these employees have a right
to equal treatment in their place of employment. The case law makes it clear that there is a differ-
Therefore, employers cannot discriminate against ence between what an employee would prefer as
an employee because the employee is caring for a caregiving accommodation and what is required
a child or parent during the various stages of the for the employee to meet his or her legitimate care
employment relationship including during such giving obligations. It has been established that an
times as the hiring process, job postings, schedul- employee must take all reasonable efforts to find
ing and termination of employment. outside resources to meet their care giving obliga-
Examples of discrimination are: employees being tions prior to requesting an accommodation at the
required to work evening or overnight shifts and workplace based on “family status”. For example, an
changes to hours of work initiated by the employer, employee who was the sole caregiver for a child is
which will affect the employee’s ability to care for reassigned to another shift could not automatically
their child or elderly parent as they cannot alter ask for accommodation as a result the change and
their caregiving options; failure of an employer to interference to the caregiver obligations unless the
consider a request for part-time work or flexible employee could show that there were no other rea-
work schedules based on familial obligations; or an sonable caregiving alternatives available. Preferable
employee’s request for temporary changes to shift does not necessarily equal necessary.
times and responsibilities during pregnancy. In summary, an employer has a duty to accommo-
The cases indicate that employers are obligated date legitimate and required family responsibilities
to accommodate an employee’s family needs up to up to the point of undue hardship; however, they do
the point of undue hardship in the same manner not have to accommodate what can be described as
that they would if the employee was suffering from preferences. Each accommodation request based on
a disability. That being said what exactly constitutes family status should be reviewed on a case-by-case
an undue hardship for one employer may be quite basis.
different from another. In establishing whether there If you believe that your employer should attempt
is an undue hardship on an employer resulting from to accommodate your caregiving needs and you have
an attempt to accommodate an employee such things been denied, contact your union representative to
as the financial costs of accommodation, business discuss the your situation further.
efficacy, health and safety concerns, interchange-
ability of employees and facilities and disruption
to collective agreements would be reviewed. Winnipeg: 204-786-5055/1-888-832-9832
However, not all family caregiving commitments Brandon: 204-727-7131/1-800-552-1193
are enough to make it a “family status” situation. Thompson: 204-778-7108/1-800-290-2608
6 UNION | May / June 2016
HEALTH AND SAFETY
M
ore often than not the problem when developing a safe
union receives com- and functional RTW program.
plaints from members Let me stress that regardless
saying that their employer is asking of whether the injury is compen-
or forcing them to work outside of sable or non-compensable, your
their medical restrictions. A good employer still has the same duty
example of this is lifting restric- to accommodate. Treating com-
tions: you are not suppose to lift pensable and non-compensable
more than five pounds yet your injuries differently is another fatal
employer has you working a job problem in RTW programs.
that requires you to lift 10 pounds.
WHAT DO IF YOUR EMPLOYER
This becomes even more prob- IS MAKING YOU WORK OUTSIDE OF Phil Kraychuk
lematic with aggressive employ- YOUR RESTRICTIONS Director of Health & Safety
ers that have seriously flawed Generally, a worker’s first reac-
return to work programs (RTW) tion, who is put in this situation, If you exercise your right to refuse,
and even more so with workers would be to not do the work. This do not leave your workplace.
compensation (WCB) claims. The is not wrong! Think about it this Leaving your workplace will almost
cost of a WCB claim always result in a denial
for employers is far of further benefits. At this
greater than the HAVE YOU BEEN FORCED point, it becomes a ‘he said,
cost of a claim for TO WORK OUTSIDE OF she said’ battle. At your first
short-term or long- YOUR RESTRICTIONS? opportunity, call whoever is
term disability, thus taking care of your claim if
one reason for these it is with WCB or a benefit
flawed RTW programs. This should way, restrictions are there so you plan, call your union and make it
never exist in any workplace; how- do not further damage your body very clear your employer is trying
ever, the systems currently in place and you can SAFELY do the task to make you work outside of your
for compensation promote these at hand. Working outside of your restrictions. Also make sure you let
types of flawed RTW programs. restrictions would mean that you your medical provider know that
Restrictions are given to an are not doing your work safely. your employer is not respecting
injured worker for a reason. RTW We all know employers must your restrictions.
programs are not a way of cutting “ensure, so far as is reasonably Your Right to Refuse does not
costs they are a way of rehabilitat- practicable, the safety, health and mean you are refusing all work it
ing an injured worker and a way welfare at work of all its workers” means you are refusing work that
for employers to not lose skilled (direct quote from The Act). Having you feel is a danger to your health
labourers. RTW programs allow workers do work outside of their and safety. You cannot be fired, dis-
the human body time to heal restrictions is not ensuring their ciplined, threatened, intimidated,
properly and allow workers safety! Remember, when a worker discriminated against, etc., for
to get back to work as fast and experiences a situation in their work- exercising this right. This is now
safely as possible. place that he or she deems unsafe a health and safety concern and
Sometimes restrictions are per- to their health or safety or that of not you refusing to participate in
manent and that is understandable, another worker, you always have the a RTW plan or program. Working
injuries do not always heal back RIGHT TO REFUSE DANGEROUS outside of your restrictions is a
to the pre-injury state. Building a WORK. However, be warned there risk to your safety and health.
RTW program focusing on what is a proper procedure in place for When your safety or health is at
an injured worker can’t do rather refusing dangerous work. (See risk in the workplace never forget
than what they CAN do is the first steps on page 9) you have the Right to Refuse.
UNION | May / June 2016 7
Picket Line Ends At Diageo
W
orkers at the world-famous Crown Royal On April 23, the Diageo members mutually agreed
plant went back to work on April 25 after to end the strike by 56 per cent and have the out-
being on the picket line since March 5. standing issues decided by an arbitrator. Outstanding
After the strike began, the parties did meet with a issues still to be addressed are wages, pension,
government-appointed conciliator, however, the strik- vacation, benefits and sick time.
ing members rejected that deal on April 5. UFCW Local This speeds up the alternative dispute resolution
832 represents over 50 members at the Diageo plant process that would kick in on day 61 of the strike.
who were walking the picket line for better wages, Workers went back to work on April 25 and an
pension and benefits. arbitrator must be selected within 10 days of the
members returning to work and will hear submis-
Walked for a Purpose sions from both sides within thirty days after being
Following conciliation, the company did offer selected.
improved wage increases, spread over a three-year If the strike continued and alternative dispute
period, however, even with that increase, the wages resolution was used, both sides would have an
at the plant would still be below industry level, espe- imposed one-year deal. Instead the parties agreed
cially for certain trades. The employees’ current to a three year deal and that an arbitrator cannot
long-term disability benefit is behind the times. The impose anything less than what the company was
company is willing to increase the coverage but only offering or more than what the union was counter-
if the cost comes out of the workers’ own pockets, ing at the table. Details of the agreement will be
which would be a huge concession for the picketers. provided once the arbitrator has ruled on a deci-
Vacation time language is outdated and the entitle- sion.
ment hasn’t been improved in almost three decades.
Diageo has modernized its operations and the work-
ers believe it is time that the company modernizes
the collective agreement to address their working
conditions.
Local 832 President Traeger said, "Our members
started the picket line for the purpose of addressing
long-standing issues with their collective agreement."
8 UNION | May / June 2016
STEPS FOR RIGHT TO REFUSE
DANGEROUS WORK
Step 1—Report the Dangerous Condition
Report immediately to your employer, supervisor, or
designate at the workplace, giving your reasons for
refusing to work. If the matter is solved to your sat-
isfaction, go back to work. If the employer does not
correct the dangerous condition, go to Step 2.
Step 2—Involve the Safety and Health
Committee, Representative or Another Worker
If the employer does not correct the dangerous condi-
tion immediately, the person who received the report
of refusal to work (or designate) must inspect the
dangerous condition in the presence of the refusing
worker and one of the following persons:
YIP PHASE 2 HITS • If there is a workplace safety and health com-
WINNIPEG! mittee, the worker co-chair, or if not available, a
committee member who represents workers;
UFCW Canada youth activists have launched the • The workplace safety and health rep; or
new UFCW Votes campaign, to encourage union • If there is no safety and health committee member
members to get out and vote in the Manitoba pro- or rep available, another worker selected by the
vincial election on April 19. worker who is refusing to work.
The new campaign is a part of Phase 2 of UFCW If this inspection results in the matter being solved to
Canada's Young-Worker Internship Program (YIP), your satisfaction, go back to work. If the dangerous
which brought together ten youth activists from condition is still not remedied, go to Step 3.
across Canada in an effort to promote membership Step 3 – Contact the Workplace Safety
engagement and to also inform UFCW members of and Health Branch
the important issues leading up to the Manitoba If, the dangerous condition still exists, any of the
persons present during the inspection may notify
provincial election.
the Workplace Safety and Health Branch at 204-957-
Participants had the opportunity to learn new skills 7233 or toll-free 1-855-957-7233. The notification of
and work hand-in-hand with the union at a closer the right to refuse is given high priority to resolve (a
capacity, as well as to bring awareness to some of safety and health officer is available 24/7 to respond
UFCW Canada Local Union community outreach to emergencies). A safety and health officer will inves-
work. tigate the matter promptly and decide whether the
UFCW Votes aimed to strengthen membership voting job situation or task the worker has refused is dan-
participation through face-to-face interactions, gerous to the safety or health of the worker or any
workshops, and by connecting through a range of other person at the workplace.
social media platforms. If the officer decides that the job situation or task
"This is a great initiative that encourages UFCW the worker has refused is dangerous to the safety
Canada members in Manitoba to inform themselves or health of the worker or any other person at the
about the issues," says UFCW YIP co-ordinator Pablo workplace, they will provide the refusing worker,
each committee co-chairperson, or the rep, and the
Godoy. "It also encourages youth to learn leadership
employer with a written report of their findings. They
skills and gives them the ability to elevate them- will also issue improvement orders or stop work
selves to the next step of union activism." orders to the employer as necessary to correct the
While Phase 1 of UFCW Canada's Young-Workers dangerous condition.
Internship Program is focused primarily on in-class If the officer decides that the work being refused is
training, Phase 2 is more hands-on and will give not dangerous, they will inform the employer and
participants the experience of political campaign- the refusing worker of that decision in writing, and
building, as well as remind them of the importance inform the worker that he or she is no longer entitled
of being involved in politics and their communities. to refuse the work.
UNION | May / June 2016 9
ANNUAL GOLF RETIREE NEWS
TOURNAMENT—JUNE 28
Recipe
T of the Month
he UFCW LOCAL 832 each, for non-members the cost
RETIREES’ CLUB annual is $36. This includes your 18 holes
golf tournament is sched- of golf and lunch (hamburger or Easy Chicken Casserole
uled for Tuesday, June 28. smokie, fries and soft drink or 4 Boneless chicken breasts
As in previous years, the coffee). Carts are available for 32 Ritz Crackers
tournament will be held at rent for $7.50 per person. 1-10 oz. can Cream of Chicken
Shooters Family Golf Centre at To register as a single, double Soup
2731 Main Street, with a 9 a.m. or team of four, call Melissa at 1/4 cup chopped onion
shotgun start. It is important 204-786-5055 or 1-888-832- 1 cup sour cream
to register early, as the tourna- 9832. Remember, your regis- 1/4 cup chopped mushrooms
ment is restricted to 36 golf- tration is not complete until
ers, 50 years of age and older. your full payment is received, Preheat oven to 350°. Boil
Members and non-members which must be received by no chicken until cooked, about
are welcome. There will be a later than June 15. 20 to 30 minutes. Chop into
putting contest held before 9 Make your cheque payable to bite-size pieces and place in
a.m. prior to the start of tour- UFCW Retirees Club and mail a 9x13 baking dish. Combine
nament, as well as on-course it to UFCW Local 832, attention soup, sour cream, onions and
contests. All trophies and door Melissa, 1412 Portage Avenue, mushrooms. Pour mixture
prizes will be handed out after Winnipeg, MB, R3G 0V5. over chicken and top with
the lunch. If you require more informa- crushed crackers. Cover and
The cost for dues-paying tion on the golf tournament, call bake for 30 minutes. You
members and spouse is $22 John at 204-253-8839. can also freeze for baking at
another time. Enjoy.
Casino Trips Very Successful
O
ne trip accomplished! The At Warroad, you will receive Lila at 204-837-3554 or Joan at
April 4 trip to Warroad was $50 in free play on Monday and 1-204-422-6670.
a great hit. A full busload Tuesday and $40 in meal coupons. Remember, to cross the border
went down and everyone had a Also on Tuesdays, seniors receive you will need your passport.
great time. Some even came home $5.
big winners! These casino excur-
sions are becoming very popular
On September 14, we load the
bus and head to Thief River Falls FOOTNOTES
and the bus fills up fast. where you will receive $30 in free Birthday Wishes To
There are only a few seats left for play and a $5 meal coupon. Maryllia Bristol, 87
the September 12 to 14 casino The bus will leave Thief River Germaine Wall, 80
Marjorie Boulet, 75
trip to Warroad/Thief River Fall Falls at approximately 4 p.m. and Bernie Atamanchuk, 75
in Minnesota. If you don't want to we should arrive back in Winnipeg Margaret Hlady, 70
miss out on the fun, call today and at about 7:30 p.m. Maurice Leurquin, 70
register. Wow, you receive a total of $180 John Stokell, 70
The cost for dues-paying members in rebates (play money or meal cou- Linda Normand, 65
and spouse is $119 per person or pons) so it’s essentially a FREE Greg Baluk, 65
$129 for non-members. For single TRIP. For complete information In Memoriam of
occupancy the cost is $149. on this upcoming get-away, call Former Board Member Al Trapp
(Feb. 28, 1930 – Apr. 8. 2016)
10 UNION | May / June 201640+ YEARS
We have the technology!
U
FCW Local 832 has changed its operations • The Thompson office was the headquarters for
many times since its inception in 1938. An the 1996 Thompson Hospital lockout.
upcoming change that Local President Jeff • In 1996, with the opening of an Extra Foods, the
Traeger announces with mixed emotion is that the northern territory expanded to include Swan River.
Thompson office will close its doors on July 29. • Negotiations brought the Regional Health Authority
“The decision to close this office was not one we committee from Flin Flon, Leaf Rapids, Lynn Lake,
made lightly,” stated President Traeger. “One reason and Gillam.
is when UFCW opened its first office in Thompson in • In 1998 Lynn Lake General Hospital and Gillam
the early 1970s, we didn’t have the technology that Hospital amalgamated with Local 832.
we have today … no computers, no fax machines, no • In 1999, the territory expanded again to include
cell phones, no Facebook, no town hall, etc.” all Dauphin units.
President Traeger pointed out, "Today, Local 832 • Numbers increased with successful organizing
represents over 1,100 members in Northern Manitoba, drives at the Royal Canadian Legion, Arcturus,
and we believe that with the leaps and bounds we and Thompson Homeless Shelter.
have made in the past couple of years using social “Our Northerners are a big part of Local 832. I would
media and other technology to represent and com- like to thank them for making my years as their union
municate with our members throughout Manitoba, rep enjoyable,” said former union rep Blair Hudson.
our Northern members will continue to receive the “I would sometimes drive long hours to meet with
same superb service they are accustomed to." members and after being in the car for an extended
Technology change is definitely one of the main period of time, to be greeted with a warm handshake
reasons for the decision to close the doors at the and a northern hello made the trip worthwhile.”
Thompson office. Another reason was, the union Union Rep JP Petit noted, "It will be an adjust-
surveyed the actual number of members visiting ment for both the members and union, however,
the office and was surprised at the small number of it is important for the members to know that the
members actually coming through the doors. union's presence will be felt as strong as ever by
Before the lights go off, here are a few highpoints the membership and by management."
since the union was brought to members of the North: UFCW Local 832 is committed to continue bargain-
• Dick Skirton was the first northern union rep. ing the best collective agreements for all of its units
Other reps were Chuck McCormick, Brooke in Northern Manitoba. The union will continue to
Sundin, Al Patterson, Joe Ahrens, Duke Taylor, keep its members informed and will keep all com-
Cyrus Lister, Blair Hudson, and JP Petit currently. munications open for each and every member that
Admin assistant Penny Ceppetelli helped mem- it represents throughout the province.
bers at the Thompson office for 30 years. Once the doors close, J.P. Petit will continue to
• 90 Thompson Drive has been the hub of the union assist the members who live in Northern Manitoba.
members for the last 20 years. The previous loca- He can be reached via email jp.petit@ufcw832.
tion was on Cree Road. com or call 1-800-290-2608 or 1-888-832-9832.
UNION | May / June 2016 11Grace Hospital, DSM and Pharmacy Program Ratification Vote
Around the Table
Getting Ready for Negotiations Ongoing days of bargaining in March and
Bargaining At this stage of the negotiations two days in April, the negotiating
T
he first step in getting ready process, the bargaining commit- committees for Sobeys Burrows
for negotiations is to find tees meet to exchange the lists made little progress.
out exactly what additions of proposals. The parties begin The union will keep its members
or changes the members want to to discuss the items on each list informed of further meeting dates,
see in their collective agreement. with the goal of reaching a tenta- as well as the status of their nego-
For this purpose, it is common tive agreement. UFCW Local 832 tiations.
practice for UFCW Local 832 to is currently bargaining with the The Pas IGA
hold proposal meetings prior to companies listed below: Talks for the renewal of the col-
the start of bargaining with their Canadian Linen lective agreement for members
employer. By gathering ideas from The bargaining committees met working at The Pas IGA resumed at
the members, the union negotiat- in late January, but have not held the end of April. The union bargain-
ing committee, will present a list any further meetings. At press time, ing committee—negotiator Marie
of proposals to the company. the union was still waiting for the Buchan, Cindy Greasley and Mike
Some of the units at the begin- company to provide further dates McShane—feel a tentative agree-
ning stages of negotiations that to continue negotiations. ment will be reached during those
recently held proposals meetings B & L Homes for Children set of talks.
are: Epic de St. Malo/SMILE of B & L Homes is one of the newest As UNION went to press the out-
St. Malo Residential Program, units where Local 832 represents come of this set of talks was not
McKenzie Seeds (current agree- workers. This will be the first con- available.
ment expired April 7), Sobeys tract for union members working
West and Red River Co-op Gas at B & L Homes. B & L Homes for
Bars (Union negotiator Erin Selby Children is a private service pro- Deals Reached
is assigned to these negotiations) vider offering care programs and Once a tentative deal is reached
and SSP Canada and Airport counseling for children and youths. between the union and the com-
Services, this agreement expires Sobeys Burrows pany negotiating committees, the
on May 3. Negotiations at Sobeys Burrows union will schedule a ratification
are off to a slow start. After two vote. At the ratification meeting,
12 UNION | May / June 2016the members will review the full assistants. These funds will be Heartland Livestock
details of the tentative collective allocated by September 30 of this The negotiating parties a reached
agreement prior to a vote. year. Also important is the commit- a tentative agreement at Heartland
Below are a few units where ment to recruitment and retention Livestock Services in Brandon. The
the union negotiating committees funds available in 2016 and 2017 union committee unanimously
recently reached deals. for sonographers, cardiology tech- recommended acceptance of this
IMI nologists, , occupational therapist, settlement to the membership at
On February 26, UFCW Local physiotherapists, and respiratory a ratification meeting on April 20.
832 union members working at therapists. The members support their rec-
Integrated Messaging voted 100 Granny’s Poultry ommendation and ratified the new
per cent in favour of accepting their At a ratification meeting on April three-year deal. The new contract
new deal. The collective agreement 6, members from Granny's Poultry contains a three per cent wage
is effective from February 26, 2016 said yes to a new five-year deal by increase in each year of the agree-
to December 31, 2018. 87 per cent. The new agreement ment. Improvements to health and
Grace Hospital, DSM and will expire on March 31, 2021. safety language and an increase to
Pharmacy Program The new collective agreement work clothing/footwear allowance
Members from Grace Hospital contains updated language to job is also part of the deal.
and DSM voted over 92 per cent postings. Scheduled wage increases Garda Security
in favour of their new four–year for the five years are 2, 2, 2.25, 2.25 Guards working at Garda Security
agreements. The Pharmacy mem- and 2.5 per cent, except for main- ratified a new agreement by a vote of
bers voted 95 per cent in favour. tenance employees whose wages 86 per cent. The new deal includes
During the life of the agreements will go up by 9, 2.25, 2.25, 2.25, seniority premiums after 5, 10 and
wages will increase by seven per and 2.25 per cent. Other monetary 15 years of service. Members now
cent. The first wage increase of 1.5 improvements include increases have an enhanced benefits pack-
per cent is retroactive to April 1, to meal allowances, evening, night age that covers drug, vision, dental
2014. The employers committed and weekend premiums, as well as and out-of-country coverage. The
to standardization funds for social to tool allowance and safety boot contract also has a new bumping
workers, dietitians, and pharmacy allowance. protocol for utilizing seniority.
2016 Solidarity Kids' Camp of Manitoba
August 21 to August 26 at Camp Nutimikin the Whiteshell
T
he Canadian Labour Congress (CLC) spon- and equality issues. It combines learning with co-
sors the Solidarity Kids' Camp of Manitoba. operative activities and loads of fun.
This year it will be held from August 21 to Parents can drop off their kids on Sunday, August
August 26 at Camp Nutimik in the Whiteshell 21, between 3 and 4 p.m. and pick them up on
at the Seven Sisters Entrance. Friday, August 26, between 12:30 and 1:30 p.m.
Some of the events during the week will be typi- The cost is $350 per camper and the full reg-
cal summer camp activities—swimming, crafts, istration is payable upon confirmation of camp
sports, games, campfires and lots more. attendance. If you are interested in registering
Solidarity Kids' Camp is open to young people your child, forms are available at the union office
from 11 to 15 years of age who are the son or or for more information contact Cindy Murdoch,
daughter of a union member. The camp includes all CLC representative, at 204-947-9494 or via email
appropriate and necessary staff to enure campers cmurdoch@clc-ctc.ca.
have a safe, educational and fun time. Besides the There is a limit of about 50 campers and it is on
activities mentioned above, the weeklong camp first-come, first-serve basis, so call today as spots
focuses on subjects relevant to young people. It fill up fast.
addresses challenges, which include social justice Registration deadline is May 20.
UNION | May / June 2016 13North American Occupational
Safety & Health (NAOSH)
May 1-7
T
he goal of North American Occupational Events and then click on Manitoba. You
Safety & Health (NAOSH) Week is to will notice there are events scheduled in
focus the attention of employers, Winnipeg, Morden/Winkler, Steinbach,
employees, the general public and all The Pas, Flin Flon and Brandon. All
partners in occupational safety and events are listed in date order and
health on the importance of pre- include an address, description,
venting injury and illness in the recommended audience and
workplace, at home and in the contact person.
community. Make sure to direct any
During the first week in May, questions you may have
NAOSH partners develop and about the event you are
implement activities through- interested in to the specific
out Manitoba and the rest of contact person listed with
North America to promote that particular event.
NAOSH Week. NAOSH was first launched
Whether you are just look- in June 1997, marked by
ing for ideas or searching for an agreement between
events you may want to attend, Canada, the United States
go to www.naosh.ca. Click on and Mexico.
Have a safe and enjoyable NAOSH Week!
Thousands Strong, Getting Stronger!
U
FCW Local 832 is the largest private-sector
union in Manitoba. It is thousands strong and
continues to get stronger with over 18,000
members throughout the province.
The latest successful organizing drive at Celebrations,
a dinner theatre with a difference, brought about 40
new members, who work in the box office and as
ad-cast staff into the union. The ad-cast staff are the
servers who get into character and play along with
the actual cast of actors that are hired to put on the
show. negotiator Phil Kraychuk will be negotiating the first
Local union President Jeff Traeger, along with the collective agreement and Ron Allard will be the ser-
executive board and staff, extends a warm welcome vicing rep assigned to assist these workers at their
to the members working at Celebrations. Union workplace.
14 UNION | May / June 2016GET FIT IN 2016
MEMBERS SAVE BIG ON MEMBERSHIP DISCOUNTS
Passes are effective July 15, 2016, and are To Order Your Pass:
available in either a 6-month or a 1-year plan. download form at
You can choose between: www.ufcw832.com/recpass
6-month facility pass $171 or stop by the union office.
12-month facility pass $317 Send form and cheque made out to
UFCW Local 832 by July 4, 2016.
6-month combo pass $228 Passes will be available for pick up
12-month combo pass $443 at any City of Winnipeg recreation
facility on July 15, 2016.
A Facility Pass allows you to use weight rooms,
track, pool and sauna.
Limit two passes per member. No refunds or
A Combo Pass allows you to use the weight exchanges. Please try before you buy.
rooms, track, pool, sauna, and selected fitness
classes at no additional charge. All forms can be mailed or
dropped off with payment to:
Passes are valid at any City of Winnipeg Pool, Fort
Rouge Leisure Centre, Freight House Gym or Peguis UFCW Local 832
Trail Health and Fitness Centre. 1412 Portage Avenue, R3G 0V5
For a complete list of member discounts and services go to the union's website at www.ufcw832.com
UNION | May / June 2016 15Want to march in the Winnipeg Pride Parade on June 5?
Contact Joe Carreiro at 204-786-5055 or by email at joe.carreiro@ufcw832.com
Publications Mail Agreement # 40070082
Please return undeliverable Canadian addresses to:
UFCW Local 832
1412 Portage Ave.
Winnipeg, MB R3G 0V5You can also read
