THE MEMBERSHIP MAGAZINE FOR UFCW LOCAL 832 SEPTEMBER/OCTOBER 2011 PRESIDENTIAL Comment UFCW members can make a difference in this election he province of is headed vatization, like what happened with our to its 40th general election this Manitoba Telephone Service under the T October 4, and it’s gearing up to conservatives. Now our telephone rates are be one of our most important elections in some of the highest in the country. a long time. This will be the first election Our members have been fortunate that Premier will face as leader our government will listen to our concerns of the NDP. The former community activ- when it comes to labour rights for working ist and long-standing finance minister for people and health and safety legislation. the province was elected as our premier in When we hold a conference - health safety, 2009 when resigned to become women’s or shop steward - we always invite Canada’s ambassador to the United States. the Premier or a member of the legislative Manitobans have enjoyed over a decade assembly to come and talk to our mem- of growth through investments our province bers. But, what is interesting is that they has made. We were one of only a couple stay and spend more time sitting down over provinces to weather the economic melt- lunches and breaks listening to our mem- down in 2008. Yes, we did see some job loss bers have to say. That is what we have to in various sectors, but nothing like those remember at the end of the day. While we in Ontario and other Western provinces. may not always agree with everything the This election will be the first election government does, we have a government many of our members will vote in. Some, ences and meetings with members when we that wants to sit down and listen to our only know what an NDP provincial govern- talk about provincial politics, “the worst concerns. They want to find ways to make ment is like, and do not realize what can day of an NDP government will always be our everyday lives better. happen when a conservative government better than the best day of a conservative That is why I am asking all UFCW Local is in power. I have always said at confer- one.” I say this because I have walked a lot 832 members to become active in this elec- of picket lines and have fought alongside tion. It doesn’t matter where in the prov- other union members across this province to ince you live, there is an NDP candidate protect much for what we take for granted that could use your support, even if just for now. It is easy to say, “Let’s give the other couple hours during this campaign. Let guys a chance” without understanding the them know you are a UFCW member and result of that decision. that you want to keep Manitoba moving Because of an NDP government, working in the right direction. Manitobans have more protection in their workplace. We have more safety inspectors than ever before to make sure that when you go to work, you are able to go home without incident. We have seen our mini- In solidarity, mum wage increase every year for the last decade ensuring that those who work in places that do not offer wage increases will be able to keep up with the cost of inflation. Premier Greg Selinger speaking at our shop Our current government has protected Robert D. Ziegler steward conference this year. The premier stayed crown corporations like Manitoba Hydro President to answer questions from the members. and Manitoba Public Insurance from pri- UFCW Local 832

2 UNION SEPTEMBER/OCTOBER 2011 THE MAGAZINE DISTRIBUTED TO THE MEMBERS OF UFCW LOCAL 832

SEPTEMBER/OCTOBER 2011

DEPARTMENTS FEATURES OFFICES

Youth of Today Working Families Manitoba Winnipeg Page 10 A community campaign. 1412 Portage Avenue Making it home safely from work Winnipeg, MB R3G OV5 Women of Local 832 Pages 4 & 5 786-5055 / 1-888-UFCW-832 Page 10 Why fair labour laws matter. Brandon Retirees’ Corner Page 6 & 7 Unit 1, 759 1st Street Page 11 Brandon, MB R7A 2X5 Being part of the community 727-7131 / 1-800-552-1193 Education & Training Building solidarity and raising money Page 12 & 13 for a cause. Thompson Page 8 & 9 90 Thompson Drive Grievance News Thompson, MB R8N 1Y9 Page 14 Membership Discounts 778-7108 / 1-800-290-2608 Page 19 Westfair Training Centres Page 15 880 Portage Avenue Winnipeg, MB R3G 0P1 Hospitality, Service & Retail 775-8329 / 1-877-775-8329 Page 16 530 Richmond Avenue E. Production Brandon, MB Page 17 244 Hamilton Street Workers Compensation Neepawa, MB Page 18

President Union Representatives: Ron Allard, Ray Berthelette, Brenda Brown, Marie Buchan, Kim Ferris, Robert D. Ziegler Sandy Forcier, Mike Howden, Blair Hudson, Phil Kraychuk, Jerry Kies, Wendy Lundy, Harry Secretary-Treasurer Mesman Negotiators: Susan Hart-Kulbaba, Beatrice Bruske, Michelle Masserey, Heather Dezan Jeff Traeger Health and Safety Resource Representative: Guy Sylvestre Organizing: Sonia Taylor Legal Counsel: Debra Malmquist, Garry Bergeron Education and Training: Heather Grant-Jury E-mail: [email protected] Workers Compensation/Safety and Health: Rob Hilliard Website: www.ufcw832.com Communications: Blake Crothers, Dalia Chapa Canadian Mail Publications Sales Agreement #40070082 Making it home safely from work - Where do the political parties stand? Every year, more than 1,000 Canadians die as a result of their work. We hope this report helps working families make their choices. We Last year in Manitoba, 29 workers died as a result of a serious inci- also hope it encourages all political parties to take workplace health dent or occupational disease. and safety as seriously as it deserves to be taken. It is, after all, a matter of life and death. Another 15,000 Manitobans suffered a workplace injury serious enough to miss work. Where is Manitoba today on workplace health and safety? Behind these statistics are countless working families that have been scarred by workplace injuries and fatalities. There is a young Far too many Manitobans continue to be injured or killed on the woman who won’t get to fulfill her dream of becoming an architect. job. There are children who will grow up without their father. There are seniors facing retirement without their husband. In 2010, 15 Manitobans died in a serious incident at work, and another 14 died of occupational disease. These tragedies don’t have to happen. We can take action to make our workplaces safe and healthy. With the right policies and invest- There is, however, some good news. The workplace injury rate has ments, we can ensure workers make it home from work healthy and been falling for a decade. The time loss injury rate is a measure of in one piece, every day. how often workers sustain injuries serious enough to require time off work. After a decade where that injury rate remained stubbornly On October 4, 2011, Manitobans will go to the polls to choose their high (in the range of 5-6 injuries per 100 workers), the rate has provincial government. When they vote, Manitoba’s working fami- been on a downward trend since 2000, falling by more than 40% to lies deserve to know where the political parties stand on the policies 3.3 injuries per 100 workers in 2010. that keep their loved ones safe and healthy at work. This positive trend coincides with a period of significant change Making it Home Safely from Work is an issue report that shows in provincial policy on workplace health and safety. A comprehen- where Manitoba’s political parties stand on workplace health and sive overhaul of the Workplace Safety and Health Act was passed in safety. 2002. The regulations under that Act were reviewed and modernized in 2006. Significant new resources were invested in enforcement In preparing this report, we have found major differences among and prevention over this period. Manitoba’s political parties on this critical issue. There are real choices to be made for working families. What needs to be done to make Manitoba workplaces health and safe? While Manitoba is headed in the right direction, there is much more to be done to ensure the safety of Manitobans at work. Further progress requires the following steps: Even more resources for enforcement Increased resources for the Workplace Safety and Health Division have allowed for more health and safety officers to be hired and for more workplace inspections to be performed. These increases have produced major improvements in health and safety. However, even with these increases, only 1 in 4 Manitoba workplaces is inspected

4 UNION SEPTEMBER/OCTOBER 2011 UNION SEPTEMBER/OCTOBER 2011 5 by a health and safety officer each year. More officers and more to educating employers and workers of their rights and responsibili- inspections are needed to continue the progress. ties under the WCB Act, and to reducing WCB incentives to engage in claims suppression. Levying the increased fines and penalties Fines and penalties for employers that fail to keep workers safe have Report Card for been increased. This creates an important incentive for employ- ers to take their health and safety responsibilities seriously. That Political Parties incentive will be strengthened if employers see the new fine levels being applied to more employers who have failed to live up to their responsibilities. Criminal Prosecutions – “Kill a Worker, Go to Jail” A- With the passage of Bill C-45 (the “Westray Bill”) in 2003, employ- Teachers Comments: ers can be charged under the Criminal Code of Canada if they Greg and his party have made considerable effort in every area of work- are responsible for a workplace fatality. This is another important place health and safety policy. These efforts have proven successful with incentive for employers to take their workplace health and safety an impressive 40% reduction in the workplace injury rate. It would be responsibilities seriously. While there have been some criminal nice to see Greg work more on WCB claims suppression, but overall, if his prosecutions for workplace tragedies in other provinces, no crimi- efforts continue we expect continued progress in making Manitoba work- nal charges have been laid in Manitoba. More resources should be places healthier and safer. devoted to criminal investigations and prosecutions. Investments in training and investigative capacity will increase the likelihood of successful criminal prosecutions where employers are responsible for workplace tragedies. C+ Expand Victims’ Services Teachers Comments: Over the past 20 years much attention has been devoted to services When called on, Jon sometimes provides the correct answer, but he usu- for the victims of crime. Similar attention needs to be devoted to the ally needs prompting and encouragement to make an effort on workplace victims of workplace injuries and fatalities. Families and injured health and safety issues. He deserves some credit for his work on psycho- workers deserve timely access to information about their investiga- logical harassment, but unfortunately, he still seems confused about the tions and deserve help accessing support services to help them cope role of penalties in enforcing workplace health and safety rules. with their losses. Manitoba has recently announced a new position responsible for these services. While this is a positive development, the rights of families and injured workers need to be protected in law, just as they have been protected for victims of crime. D- Crack down on employers that suppress injury Teachers Comments: reporting and claims (WCB “Claims Suppression”) Hugh and his party are failing to meet expectations on almost every policy that would keep Manitoba workers safe and healthy. Hugh and his The Workers Compensation system sets up numerous incentives team rarely raise workplace health and safety issues, and when they do it for employers to suppress injury reports and claims. This deprives is often to oppose actions that make workplaces safe. Their support for the injured workers of compensation and undermines the ability to NDP’s WCB bill is the only thing that saved them from a failing grade. identify and address hazardous workplaces. More resources need to be devoted to enforcing the legal prohibition on claims suppression,

4 UNION SEPTEMBER/OCTOBER 2011 UNION SEPTEMBER/OCTOBER 2011 5 Work/Life Balance - Why Fair Labour Laws Matter to Working Families

There are just so many pressures on working families today: raising children, caring for aging parents, holding down a job, managing the family budget, carving out some personal time. Balancing work and home life is a never-ending challenge. Working families deserve a provincial government that supports them with labour laws and policies that help balance work and family life. Finding that balance is much easier with: • reasonable rights to family leave, parental leave, and sick leave when the pressure on families is greatest; • the right to be treated fairly when asked to work overtime; • adequate public holidays and vacation time; • the right to at least one day off each week; • a fair minimum wage; and • The Manitoba Chambers of Commerce want a giant loophole that would let employers set “flexible” working conditions that don’t • workplace safety rules that ensure loved ones make it home even meet the minimum standards for time off, overtime, family healthy and in one piece; leave, etc. These examples show how labour laws don’t just help us at work; they can help us find a better balance between work and home life. • The Canadian Federation of Independent Business (CFIB) and the Winnipeg Chamber of Commerce are lobbying for a The Working Families Manitoba campaign wants all political par- discriminatory, two-tier minimum wage that would pay a ties to support labour laws and policies that help families find a lower rate to servers. The CFIB also wants that lower rate to apply better work/life balance. That’s why we have produced this Work/ to younger workers, as well as a general freeze on the minimum Life Balance Issue Report to highlight the issues that help keep wage. family life in balance. • The CFIB wants to make it more difficult for workers to exercise We hope all Manitobans will keep these issues their right to join a union if they want to. in mind when they vote this fall. These changes that business lobbyists want would be a step back- We can’t take Fair Labour Laws for granted wards for working families, making it even harder to balance work and home life. Although the Employment Standards Code sounds boring, it lays out the rules that protect us from having work take over our home We need a provincial government that will stand up to the power- lives. It gives you rights when a family member falls ill or when you ful interests who want to turn the clock backwards on labour law in need to attend an appointment at your child’s school. It establishes Manitoba. minimum standards for time off from work. It gives you the right to be paid extra for working overtime or on public holidays. Fair Labour Laws that support Working Families In Manitoba, business lobbyists and even some politicians are push- We encourage Manitobans to ask the political parties if they will ing to weaken the Employment Standards Code and other labour commit to protect the labour law improvements that have been laws: made to help Manitoba families over the past decade:

6 UNION SEPTEMBER/OCTOBER 2011 UNION SEPTEMBER/OCTOBER 2011 7 The Working Families Manitoba cam- paign also calls on all parties to sup- port further improvements to Manitoba labour laws: • Requiring the current unpaid Family and Bereavement Leave days to be paid; • Increasing the minimum vacation entitlement from 2 to 3 weeks/year after 1 year of employ ment, and from 3 to 4 weeks/year after 5 years of employment; • Hiring more Enforcement Officers to make sure • In 2006, the provincial government added 3 new Family Leave minimum employment standards are respected; days (time off to deal with family responsibilities) and 3 new Bereavement Leave days (time off to deal with a death in • Ensuring the right to have a union when a majority of workers in the family) under the Employment Standards Code. a workplace have signed a union card (reducing the threshold from 65% to 50%); and • In 2000, the federal and provincial governments expanded maternity and parental leave to allow for 50 weeks of paid EI • Reducing the length and divisiveness of strikes by banning the use benefits. of replacement workers. • In 2004, the federal and provincial governments expanded Policies that help keep Work and Life in Balance compassionate care leave to allow for up to 8 weeks paid EI benefits. It’s not just fair labour laws that help balance work and home life. Other provincial policies are also key for working families: • In 2006, the province protected the safety of young workers by banning employers from leaving minors working alone at night, • access to affordable child care; and by prohibiting minors from working in high-risk industries • support for those who care for sick, aging or disabled family such as asbestos removal. members; • In 2008, the province brought agricultural workers under the • quality home care and long term care spaces for aging Employment Standards Code so that they now have a right to the Manitobans; minimum wage, maternity leave, vacation pay, WCB coverage, at least one day off per week and work breaks. Child labour • vibrant community centres and recreational opportunities. restrictions now also apply to agricultural workers. Before you vote on October 4th, • Over the past decade, strengthened workplace safety rules and increased enforcement have reduced Manitoba’s workplace injury ask the parties where they stand rate by 40% over the past decade. on these issues that affect working • Over the past decade, Manitoba has seen regular increases to the families. minimum wage that bring it closer to a living wage.

6 UNION SEPTEMBER/OCTOBER 2011 UNION SEPTEMBER/OCTOBER 2011 7 Being part of the community Building solidarity and raising money for a cause.

FCW Local 832 staff and members took advantage of the famed Manitoba summer for some fun in the sun; and U raised money for a worthy cause. Celebrations Winnipeg Family Picnic This was the first year UFCW Local 832 held its family picnic at Assiniboine Park. The weather cooperated, and it turned out to be a fantastic day. The local planned various activities for picnic goers of all ages to take part in and enjoy. There were games, prizes, bouncers, face painting and more. Local 832 chefs, President Robert Ziegler and Secretary-Treasurer Jeff Traeger, barbecued tasty burg- One of the last kids standing in the water balloon toss at the ers and hot dogs for everyone and even got involved in some of the Winnipeg Family Picnic. games. “Bringing members and their families together for a day of fun, builds solidarity,” said President Ziegler. “Solidarity, members, builds unions.” A terrific time was had by all, whom thoroughly appreciated the new location. It was spacious, yet nicely contained, so it was more relaxing for parents to watch their kids run the races or use the bouncers. Westman Family Picnic The Brandon union office held its family picnic on June 25 at Kin Park and outdoor waterslides. Mother Nature shined down on the 300-plus members and their families that came out to enjoy Some of the Brandon volunteers getting ready to start setting up the day. for the Family Picnic.

Chefs President Robert Ziegler and Secretary-Treasurer Jeff Traeger cook up Drew Caldwell, MLA for and Brittney HIggens, from Maple tasty burgers and dogs. Leaf, help out during the Aboriginal Day festivities.

8 UNION SEPTEMBER/OCTOBER 2011 UNION SEPTEMBER/OCTOBER 2011 9 Being part of the community Building solidarity and raising money for a cause.

With Maple Leaf and HyLife Foods sponsoring new residents Pembina Dodge, Chrysler & Jeep from other countries, the Westman region probably showcases the Prudent Benefit Services (PBAS) union’s ethnic diversity the best. This picnic was an excellent way RWDSU Canada for members to get together. Canada Safeway It gave them a chance to find out about their neighbours and Granny’s Poultry for the Turkey Shoot Hole make new friends, plus experience some good ole Canadian picnic Taylor McAffrey favourites like sack races and balloon tosses. It’s not a picnic without TUAC Local 500 a barbecue, so we can’t forget to mention how everybody relished UFCW Canada the food. UFCW Local 175 National Aboriginal Day UFCW Local 247 June 21 was National Aboriginal Day and people from all walks UFCW Local 401 of life celebrated this special day by taking part in events which UFCW Local 1000a were held across Canada. UFCW Local 1518 UFCW Local 832 assisted with the festivities in Brandon. Westman Westfair Foods Limited union representative, Ray Berthelette, helped organize the celebra- 2011 Friends for a Cure tions and even cooked up some baked beans and pork loin. The one- Elliot Leven Law Corporation day event took place at Fleming School on Victoria Avenue. There Hitek Print Management were activities for young and old to participate in or you could just Meyers Weinberg sit and watch the dance performances. It was an exciting day and Pepsi the crowd enjoyed sharing in this diverse culture of the nation’s Pure Promotions (Golf Ball Sponsor) Aboriginal peoples. SYSCO (Lunch Sponsor) The union particularly thanks the Aboriginal community, Maple Unionware Leaf Foods and Safeway who also made this day possible. UFCW Local 1400 Union Savings Plans are already in the works for next year and more fun in the Playing for a cause sun. Watch for details of the local’s activities in upcoming issues The sixth annual UFCW Local 832 Leukemia Golf Tournament of UNION. took place on August 17 at The Links at Quarry Oaks. At this year’s fundraiser, Local 832 brought in nearly $25,000. To date, the members of UFCW Canada have raised over $24 million for The Leukemia & Lymphoma Society to help research and fight leukemia and other forms of blood cancers. On behalf of Local 832 and its executive board, President Ziegler would like to thank and acknowl- edge the following union locals and companies who helped make this event a complete success. 2011 Hole Sponsors Brewers Distributors Limited Manitoba General Employees Union (MGEU) This year’s winning team (l to r) Al Jasper, Loblaws regional vice-president, Manitoba Liquor Control Commission (MLCC) Local 832 President Robert Ziegler, Dave Graf, Loblaws vice-president western Maple Leaf Foods Canada and the local’s Secretary-Treasurer Jeff Traeger.

8 UNION SEPTEMBER/OCTOBER 2011 UNION SEPTEMBER/OCTOBER 2011 9 YOUTH OF TODAY UFCW and Queen’s in For participating in this survey, you can enter a draw for a chance to win one of the $25 prizes. The entire survey should unison on study take you only about 25 minutes to complete and you can do it online. For more information about this study, or to complete the Are you between 15 and 19 years old? questionnaire, go to the university’s website link queensbusiness. Do you have a part-time or full-time job? qualtrics.com/SE/?SID=SV_0B5EFIUZmeP1KTO&SVID=Prod. Do you live in Canada or the United States? UFCW believes that you will find this questionnaire both inter- Would you like to win a cash prize? esting and insightful. Although your participation is voluntary, it would be appreciated if you would answer all of the questions f you answered “yes” to all of these questions, Queen’s as honestly as possible. Some of the material you may find sensi- University would like to invite you to participate in a study tive in nature; but you do not have to answer any questions that I that examines a number of issues about the health and make you feel uncomfortable. You will still be entered into the safety of teenaged workers. draw for $25 cash. Researchers, at Queen’s School of Business in Kingston, Ontario, Feel free to send out this survey website link to any of your are conducting a study on adolescent workplace experiences. friends who are between the ages of 15 to 19 years old, live in The union encourages it members between the ages of 15 Canada or the United States—use Facebook, MySpace or even and 19 to participate in this study as it wants to learn give it to them in person. ! more about the problems that adolescents like you If you have any questions or concerns regard- may encounter while on the job and use this infor- ing this survey, contact Queen’s researchers directly RETIREES’ mation to improve the employment conditions of at [email protected] or jbarling@ CORNER young workers. business.queensu.ca.

WOMEN OF LOCAL 832 Women’s World Congress Inclusions, Exclusions and Seclusions: Living in a Globalized World. Local 832 represented in Ottawa.

UFCW Canada women from across the country who participated at the conference in Ottawa. early 2000 participants from The conference, appropriately titled worldwide; while certain consequences of 92 countries attended the 2011 “Inclusions, Exclusions and Seclusions: globalization have yielded positive results for N Women’s World Congress in Ottawa Living in a Globalized World”, looked at women. Globalization has meant enhanced this past July. Representing Local 832 at the effects of globalization on women. communications and organizing interna- the week-long conference were servicing Some discussions included, how have tionally, which still needs to be deepened director, Marie Buchan, and negotiator, economies and societies around the world as women’s organizations and networks Heather Dezan. weakened and demoted the scope of women struggle to sustain themselves and maintain

10 UNION SEPTEMBER/OCTOBER 2011 UNION SEPTEMBER/OCTOBER 2011 11 Women’s World Congress continued... ness for missing and murdered women in Canada. resilience in the face of forces that oppose Pictured to the right is Local 832 delegates women’s equality. Heather Dezan (left) and Marie Buchan The Women’s World Congress was the in front of a Nellie McClung statue. Nellie place to explore and discuss these mat- was a Canadian feminist, politician, and ters. Through networking, learning, and social activist. She was a part of the social sharing a variety of ideas and experiences, and moral reform movements prevalent in especially by women most seriously affected Western Canada in the early 1900s known —women with disabilities, aboriginal as the “Famous Five” (also called “The women, women in business and govern- Valiant Five”). ment—participants were able to connect UFCW Canada is a leader in women’s with one another on common principles. rights. UFCW Local 832 directed by President It was an excellent event, which included Robert Ziegler will continue to lead the way a march to Parliament Hill to raise aware- in Manitoba.

! The UFCW Local 832 retirees’ club honours Marcien Desrochers RETIREES’ Over 57 years of union membership. CORNER f you had to look through at other UFCW organized workplaces equals with my co-workers. If you are nice to your the local’s computer records, 57 years of union membership. That co-workers and get along with them, you I you would think you would is more than five decades! are going to enjoy going to work every be hard pressed to find a member with During his time with Safeway, Marcien day.” more than 50 years of union member- saw a lot of changes within the company. Since he retired in 2002, Marcien has ship. But, then you would come across He used to cut sides of beef. Now the meat remained active with the retirees’ club. the name, Marcien Desrochers. comes into the stores in plastic cases and in The club organizes various activities such Marcien started working at Canada some instances pre-wrapped. There used to as meeting luncheons, golf tournaments Safeway in 1949. He actually started work- be a lot more customer requests and inter- and casino trips. ing at the Piggly Wiggly store on Tache action; which got less and less throughout Marcien is excited about the return of a week before it merged to become part the years. The size of the stores also kept the Jets and going to the games with his of Safeway. getting bigger and bigger, stores were more son and grandsons. The time he spends In 1949, Perry Como’s Some Enchanted modest then. with his family is very important to him. Evening topped the charts, RCA announced “The work was harder the development of colour TV, Canada work then,” said Marcien. defeated Denmark 47 to 0 at the World’s “When I started I never Hockey Championships, and Newfoundland thought I would last 53 joined Canada. years, but I loved my work At age 65, in 1992, Marcien retired and working with a knife. for the first time from Safeway with 43 Besides it helped pay the years of services. A few months later the bills. I had a wife and four store phoned asking him to come back. children to support—two He returned to his meat cutter position boys, two girls.” until he retired again in 2002. What was his secret to The 53 years he spent at Safeway com- longevity on the job? “I Retirees’ executive board members, Denis Allard (left) and John Stokell bined with the prior four years he worked worked and got along present Marcien Desrochers (centre) with commemorative plaque.

10 UNION SEPTEMBER/OCTOBER 2011 UNION SEPTEMBER/OCTOBER 2011 11 Back at it ! EDUCATION & TRAINING The training centre “Builds Skills for the Future”. hope you had time to relax and enjoy some of the great summer Iactivities that Manitoba has to offer. With the arrival of fall, comes a very important event—the pro- vincial election on October 4. I reported in the June issue about how important it is for us to have a “friendly” government in power. Training centre in Brandon under construction. One that sees the value of what we are doing here at the training centre benefits progress on budget and on time. All train- you and us. ing courses in Brandon will take place at The current government provides us with the new building starting in September, if Heather Grant-Jury UFCW Education funding for some of our most used programs all goes according to schedule. Watch for Director and services, such as English as an additional more information on our grand opening language classes, one-on-one literacy tutor- coming later this fall. ing, and our high school program. Without the support of government, the centre would not be able to offer as many of these courses. Want to improve your English? I encourage everyone to think about this Registration for all classes starts September 8. when you vote on October 4. On a different subject, I hope to see every- he training centre offers English begin on Saturday, September 17. All EAL one at our new training centre in Brandon as an additional language (EAL) classes are at no cost and run as listed. this fall. As I write this, it is the beginning T classes in Winnipeg, Brandon Winnipeg of July and I am keeping my fingers crossed and Neepawa. There are different levels Classes are Saturdays from 9 a.m. to 12 that work on the new building continues to available to meet your needs and classes noon and Mondays from 6 to 9 p.m. Call 775-8329 to register. Brandon Mature recognizes the needs and challenges of Classes available Monday to Saturday working adults returning to school. The days, afternoons and evenings. student UFCW Training Centre, in partnership with Call 727-7131 or 1-800-552-1193. Winnipeg Technical College in Winnipeg Neepawa diploma and Assiniboine Community College in Classes available Monday to Saturday program Brandon, offers members an adult high days, afternoons and evenings. school credit program that is recognized Call 476-3037 Recognizes the needs and by the province of Manitoba, universi- You may also register online for EAL challenges of working adults. ties, community colleges and employers. classes or any other courses offered, re you thinking of going back to Courses will run this fall in Winnipeg, by going to the UFCW Training Centre school and getting your high school Brandon and Neepawa. page at www.ufcw832.com. A diploma? Do you need your grade 12 For more information on taking indi- If you don’t see a course that interests to meet job requirements or receive further vidual classes or working towards your you, give the Winnipeg office a call at training? If you answered yes, then the entire diploma, call Ans Norman at the 775-8329 or toll-free at 1-877-775-8349 UFCW Mature Student Diploma Program Winnipeg Training Centre at 480-8116, and let them know your idea. The staff may be what you have been looking for. 775-8329 or toll-free at 1-877-775-8329. is always interested in receiving new This course is conducted in a support- Classes fill up fast so pick up the phone training ideas from the members. The ive, adult-centered enviornment that and call today. centres are for your use.

12 UNION SEPTEMBER/OCTOBER 2011 UNION SEPTEMBER/OCTOBER 2011 13 Union activists’ fall training schedule Shop steward and health and safety courses offered.

he following union activist workshops are available to all Health & Safety Workshops shop stewards and health and safety committee members. Winnipeg If you are interested in attending any of the following semi- T September 26 & 27 Ergonomics nars, speak to your union representative. October 3 & 4 Violence/Stress Prevention Shop Steward workshops October 24 & 25 Intro to WCB Winnipeg September 12 & 13 Political Action November 14 & 15 Strategies for Dealing with Management October 19 Taking Control of Stress November 28 & 29 Level 1 December 5 WHMIS October 26 & 27 Organizing NEW November 2 & 3 New Steward Brandon November 9 & 10 Labour History October 17 & 18 Level 1 November 30 & November 14 & 15 Violence/Stress Prevention Grievance Handling December 1 Dauphin Brandon October 25 WHMIS September 12 & 13 Political Action October 26 & 27 Violence/Stress Prevention September 14 & 15 New Steward October 5 & 6 Grievance Handling "The November 2 & 3 Communication Skills beautiful thing November 23 & 24 Money Skills December 7 & 8 Labour History about learning is that no December 14 & 15 Cultural Comfort one can take it away from Thompson you."

November 2 & 3 Aboriginal Awareness B.B. King

National scholarships FCW Canada is committed to pro- If you, your spouse, or child, are attending temporary workers. Five Migrant Workers viding opportunities to improve full-time studies at a Canadian university, scholarships of $1,000 each are awarded U the future of members and their college or other recognized post-secondary to children, grandchildren, sisters, broth- families. There are still two national schol- institution, you are eligible to apply. ers, nieces, or nephews of migrant workers arships available for this year. The deadline to apply for the Beggs– in Canada. Children nominated for this Dowling–Mathieu scholarship is September scholarship can be of any nationality and Beggs-Dowling-Mathieu Scholarship 30. Just take a few minutes to complete the do not have to reside in Canada. Anually, UFCW awards 18 Beggs-Dowling- online application. The deadline to apply for the Migrant Mathieu scholarships of $1,000 each to Workers Scholarship is December 31 active members and their family. This Migrant Workers Scholarship and can also be completed online. scholarship is named as a lasting tribute to UFCW Canada has also expanded the bor- For more information on either of these three past UFCW leaders, William Beggs, ders of opportunity through an empower- two scholarships or to apply go to www. Fred Dowling, and Roméo Mathieu. ing scholarship program for the families of ufcw.ca/migrantscholarships.

12 UNION SEPTEMBER/OCTOBER 2011 UNION SEPTEMBER/OCTOBER 2011 13 Grievance resolved in Grievance News member’s favour Securitas accommodates guard’s limitations. security guard with Securitas had been to arbitration. working at the same site for about 10 An interesting side note A years when earlier this, in February, is that shortly after the the client informed the employee that his company terminated the contract would conclude in March. grievor, he received a letter The guard, hoping to get ahead of the from Securitas congratulat- game, contacted the scheduler to see what ing him on his 10 years of alternatives might be available after March service with the company; 17. The scheduler advised the guards that he that he should be proud of would not do anything until he was required his accomplishment; and Garry Bergeron Debra Malmquist to by the union agreement; i.e., until four was reminded, amongst Legal Counsel Legal Counsel days before the site contract ended. The other things, that Securitas officer was hopeful for a placement at the believes “that People Make (FAA) could be done, at the employer’s costs. Manitoba Hydro site in Rosser, MB as he had the Difference”. This FAA took place shortly after the media- previous experience there. The guard also The parties proceeded to mediation where tion with the result being that the employer advised the scheduler that, due to his medical an agreement was reached reinstating the could properly accommodate the security problems he was precluded from sites that grievor. However, the grievor was to remain guard’s disability. As such, the grievor is required extensive patrolling. Therefore, he on layoff until a Functional Abilities Analysis back at work. would need accommodation. The guard was able to do patrols, just not sites that required maximum patrolling. Know your agreement Securitas indicated that should an appro- Coke Winnipeg members compensated approximately $35,000 for priate site not be available by the end of the missed vacation pay. contract, the guard could take a layoff of up to two months. On March 22, the officer was uring the 2009 negotiations, with Shortly thereafter, Coke advised the union surprised to receive a letter advising him Coke Winnipeg, the parties made it had complied with the contract and had that a site was available. He had exactly D changes to the vacation language. paid the individuals affected. However, when one day to accept the job or would be con- This resulted in improved vacation enti- the union asked for the list of the employees sidered terminated. This, unfortunately, is tlements for members. Unfortunately, the who had been compensated with the amounts in accordance with Article 11.07 of the col- company did not properly implement these paid out, Coke refused and essentially said lective bargaining agreement. changes in 2009 and 2010; and the members the union should just trust them. The officer contacted the scheduler imme- didn’t recognize the company had failed to It wasn’t a matter of trusting the company, diately and found out that the site required implement the changes properly. but rather ensuring Coke compensated all some six hours of patrolling and, obviously, In fact, the union only became aware of the members correctly. Therefore, the union expe- was not a reasonable fit for the officer. The issue in late 2010 when an employee about dited the grievance to arbitration to get the guard once again advised the scheduler of to retire approached the union inquiring information required. Soon after that, Coke his limitations. about his vacation pay out. Immediately, the decided to comply with the union’s request The company told the officer that he union filed a grievance alleging that Coke and submitted the information. A review of would have to take the job and if he didn't was improperly calculating the employee’s the documentation satisfied the union that that would be refusing work and he’d be vacation pay and entitlement. Coke had properly compensated all employ- terminated. For fear of seriously jeopard- After discussions, the parties were able ees affected and, therefore, it withdrew the izing his health, the guard did not take to resolve the issue as the company agreed grievance. the assignment. Securitas terminated him with the union’s interpretation of the col- Because of the grievance, approximately the next day. Obviously, once informed, the lective agreement language and also agreed $35,000 went to union members, with some union grieved the matter and forwarded it to reimburse fully all employees affected. of them receiving over $4,000.

14 UNION SEPTEMBER/OCTOBER 2011 UNION SEPTEMBER/OCTOBER 2011 15 Are you being affected? Westfair Meat department changes at Westfair a little rare. ack in July, Westfair Foods announced or possibly even a centralization of produc- than their own, except that all pork and grinds would be tion and did give the union proper notice. in cases of emergencies. The contract B coming in from Cargill in Alberta. In Both a substantial change to a department defines emergency as an unexpected absence other words, all pork products and grinds are and centralization require the company of an employee due to illness or injury, or in arriving at the stores prepackaged and require to provide the union two weeks’ notice. situations beyond the control of the company. no further cutting or wrapping. The company Centralization is defined as the transfer of The local believes that this project is not also informed the union that it would be a production and/or processing from one or an emergency, nor something that is beyond 12-week pilot project beginning on August more stores into another store, or to a location the control of the company. 9 and ending the first week in November. outside the scope of the agreement operated What does this mean to members During this time, the company will evaluate by the company. working in the meat department? the effectiveness of the new process. This pilot is within the company's rights as The union has already received complaints Is the company violating the long as it follows the Employment Security about loss of hours and members working collective agreement? section 14 of the agreement. Section 14.05 outside of their scope or classification. The At face value, it appears the company is says that no employee shall perform work union feels this is not fair to anyone working making a significant change to a department in a classification and/or department other in the meat department and believes it is a violation of the collective agreement. The local has already taken the first steps into Schedules posted incorrectly rectifying this situation, although it needs your help. Work schedules must be up by Wednesday at 6 p.m. Therefore, call your union rep if you are e live in an exceptionally busy schedule on a daily basis. losing any hours of work due to this new world. It is hard enough trying The union negotiated this language so process; are being asked to perform jobs W to coordinate work, school, and that you have enough time to come and outside of your job classification; or you family activities without the company check the schedule and make any neces- see anyone doing work outside of their own posting the schedules incorrectly. sary arrangements. As it is your respon- scope. Note: Who asked you? What was the Lately, various stores and departments at sibility to make sure you attend work as job? How long did it take? What was the date Superstores and Extra Foods are for some scheduled, it is only right that you receive and time? etc. With this information, the reason experiencing difficulty posting the appropriate notification to make the union will be able to address the issue with schedules on time. In some cases, man- required preparations. the company and protect your job security. agement forgets to display the full-time If the company is not posting your work Office Numbers employee schedules for a two-week period. schedules in a timely fashion or for the Winnipeg: 786-5055 / 1-888-832-9832 The contract is clear in that the com- proper length of time, contact your union Brandon: 727-7131 / 1-800-552-1193 pany must post a weekly part-time and a representative immediately. Thompson: 778-7108 / 1-800-290-2608 biweekly full-time schedule by Wednesday at 6 p.m. for the following week or two-week period. It also states that if the company Extra Foods closing in Flin Flon does not post the schedule on time, than Westfair shuts the doors on October 15. the previous schedule is to be used. t came as a shock, when Westfair Northern union rep, Blair Hudson said, If the company makes changes to the announced it will be closing the Extra “We will be assisting the members with EI, schedule once posted, it is management’s I Foods store in Flin Flon effective October transfers to other stores or finding them responsibility to inform the employee of 15. They said the store has been losing money employment at other worksites in Flin Flon.” said changes as outlined in the agree- for the last two and a half years. The union has already started working ment (24 hours’ notice for part-time and Kathy Anderson, shop steward, expressed, with Westfair on the transfers, but, because 48 hours’ notice for full-time). It is not “This is almost a brand new store. The store the nearest Westfair store is 140 kilometres the employees’ responsibility to check the was built in 2004 and we thought we were away, in The Pas, it will not be easy for doing well. We were all completely surprised.” members to take the transfers.

14 UNION SEPTEMBER/OCTOBER 2011 UNION SEPTEMBER/OCTOBER 2011 15 HOSPITALITY, SERVICE Fairmont wages going & RETAIL up by 6.5% Members vote yes to a three-year deal.

ocal 832 members and the fact that we were able working at The to secure a good wage increase L Fairmont Winnipeg for members at The Fairmont.” said yes by 97 % to a new The credit, however, goes to the three-year agreement. On members who gave the union August 3, the union nego- committee an excellent strike tiating committee—lead vote of 96% back in May. Bea negotiator Bea Bruske, Lynn continued, “Without the sup- Bandlow, Efren Pagaduan, port of the membership and Jeff Lesany, Grace Fracz the unity shown, we could not and Lizarose Angala— have achieved this.” unanimously recommended Fairmont members dropping in their vote into ballot box. The new agreement will acceptance of this deal. expire on January 31, 2014. Wage increases, for most classifications, the exception of the 30th year (35, 40, 45, UFCW Local 832 represents more than 160 total 6.5% over the 3 years. A new article etc.). Under the new contract, the parties members who work in different departments recognizes members with long service credit simplified the paid sick time accumulation at the hotel and at the Velvet Glove restau- and grants employees with 25 years of ser- and improved the language in other areas rant. vice an extra bonus week of vacation. This of the agreement. bonus week is granted on each subsequent Lead negotiator Bea Bruske said, “We are fifth anniversary date of employment, with pleased with the contents of this agreement ‘Uniform request month’ at Safeway Plus more new members No request... no uniform. UFCW Local 382 successful in organizing employees at Pharma Plus Drugmarts. eptember is “uniform request harma Plus Drugmarts Ltd. trading was waiting for available dates from the month” All requests should be as Geri-Aid Systems is the newest company to commence negotiations. S in writing to the attention of P company to become a union shop. For the latest news and goings-on, the your department manager with a copy After a successful organizing drive, the local encourages members to visit the to the union. Manitoba Labour Board certified UFCW union’s website at www.ufcw832.com. • All full-time and part-time employees Local 832 as the sole bargaining agent Or watch your mailbox of negotiation who have worked or been paid more for the approximate 25 employees work- updates that keep you informed as pro- than 800 hours are entitled to request ing at Pharma Plus as pharmacy techni- gress is made. and receive two uniform shirts. cians and office staff. • Part-timers who have worked less Ron Allard is the servicing rep than 800 hours are entitled to request assigned to this newly certified unit one uniform shirt. and negotiator Heather Dezan is in • Any employee hired after March 15, the process of bargaining its first col- 2011, should have received one shirt at lective agreement. The union held time of hire and is not eligible to a productive and well attended pro- request another uniform shirt until posal meeting on August 18. As this September 12, 2012. issue went to press, negotiator Dezan Heather Dezan Ron Allard Remember, no request... no uniform.

16 UNION SEPTEMBER/OCTOBER 2011 UNION SEPTEMBER/OCTOBER 2011 17 Wages elevating at Bunge Production Harrowby plant members accepted new agreement. nion members working at Bunge Canada’s Harrowby, Manitoba U plant accepted a new three-year contract which will see their wages elevate between six to 8.75 per cent over the life of the agreement. All employees in the bargaining unit received full retroactive pay to April 1, 2011, for all hours worked and/or paid. The next wage increase is scheduled for April 1, 2012 with further pay hikes on Bunge members reviewing the contract prior to vote. April 13, 2013. Bunge North America is headquartered dry mills, in the United States, Canada, and UFCW Local 832 represents approxi- in St. Louis, Missouri and operates grain Mexico. The plant in Harrowby is currently mately 50 workers at the plant, whose elevators, oilseed processing plants, edible a buyer and processor of canola and new collective agreement will expire on oil refineries, packaging facilities and corn flaxseed. March 31, 2014.

It’s the principle at Premier Diageo/UFCW Horticulture Local 832 Members receive tax adjustment for 2,800 kilometres of out of pocket travel expenses. scholarship arlier this year, the union received The company agreed to go back through winners a call from a Premier Horticulture the payroll records to the beginning of E member inquiring as to whether or the year and re-calculate the pay for all not the 35-cent per kilometre travel expense employees who had received travel expenses. should be included on their regular pay. It was discovered Premier had taxed six Under the collective agreement, if the employees for travel expenses totalling company directs an employee to work at 2,800 kilometres. These employees have or travel to another site, the company shall all received a tax adjustment on their pay- pay the employee his or her hourly rate cheque. The union would like to thank for travel time and will provide transpor- Premier for its cooperation and for going Arielle Johnson, daughter of Van Johnson with (l to r) director of servicing, Marie Buchan, and shop tation or reimburse the employee 35 cents through the payroll records to rectify this stewards, Corey Kowalski and Doug Thordarson. per kilometre for travel expenses. error. The problem was not that the company The adjustments were not huge refunds; wasn’t paying the expense; just that it was but it was more of a principle issue. taxing the members on the money. Employees should not be losing any money After investigating the situation, the out of their pockets. union and the company agreed that the Local 832 represents about 50 members travel expense in essence is to replace ‘out who work at the Richer or Caribou site. of pocket money’ that a member had spent Premier Tech Horticulture is among the to attend to work or a required meeting. North American leaders of peat moss-based Taylor Bahniuk, daughter of James Bahniuk with This money is not taxable! growing production and distribution. (l to r) union negotiator, Heather Dezan and shop stewards, Bruce Johannson and Brad Ross.

16 UNION SEPTEMBER/OCTOBER 2011 UNION SEPTEMBER/OCTOBER 2011 17 Violence prevention Workers Compensation regulation improved The amended regulation will include UFCW members, who work in healthcare settings, security and retail.

n 2007, the provincial government If someone had assaulted one of these passed into law a ‘Violence Prevention’ members at work, he or she had no way I regulation. It required employers to of getting help. assess their workplace and identify any Earlier this year, at a healthcare facil- exposures of risks to violence that any of ity in Hamiota, two nurses were working their employees may face. It also required the midnight shift with no other workers. employers to develop a plan to eliminate During the night, a patient with a history the identified risks. If this plan is not of previous violence assaulted one nurse Rob Hilliard possible, then reduce the risks as much and tried to attack the second one. The WCB Advocate as possible. It also required employers to nurses had to lock themselves in a closet cooperate with the joint workplace safety for protection while this patient continued and health committee while developing to threaten them. Several hours later, relief are other occupations covered and are these plans. finally arrived, but one nurse had serious identified in the regulation. The new At that time, this regulation was one of injuries and both had been terrorized for requirements, however, will not affect all the best in Canada but experience since hours. workplaces. Research and WCB statistics then has shown government still needed Fortunately, the provincial government indicate that some occupations have more to improve its regulations to protect all reacted quickly. Jennifer Howard, the Minister risk of violence than other places. . workers adequately. For example, some of Labour, requested that the Advisory The new law will require the employer workers were required to work with patients Council on Workplace Safety and Health to inform workers if they will be working in healthcare settings where the employer make recommendations for improving the with or near anybody with a previous his- did not tell them that the patient had a ‘Violence Prevention’ regulation. She indi- tory of violence. It will also require that an history of violence. There was also no cated to the Council that this matter was effective plan for summoning assistance requirement for an employer to develop serious and needed immediate attention. be in place in case a worker needs help. an effective system that would ensure The Council met in June and submitted Legislation now requires that employ- workers received assistance in case they recommendations to the minister. The ers inform every employee about what were being assaulted or they needed help. minister accepted the recommendations to do if there is any threat of violence Because of this, some and legislated for and it requires employers to produce an workers were still at the changes to the annual report of all incidents of violence risk and some were These changes regulation. These during the previous year. The employer still being victimized changes came into must also submit an annual report of all by violence at their significantly improve effective on August violent occurrences in the previous year workplaces. protection for workers 31. to the joint workplace safety and health For example, who are exposed to The amended committee. some UFCW mem- regulation covers We commend the provincial govern- bers working in the risks of violence at UFCW members who ment for acting so quickly and decisively security industry their workplace. work in healthcare in fixing this problem. have to work alone. settings, including These changes will significantly improve The plan called for nursing and resi- protection for workers who are exposed to them to call a phone number outside of dential homes. These changes will also risks of violence at their place of work. Manitoba every two hours to check in and cover members, who work in pharma- The local encourages members to check verify that they were safe. Sometimes this cies, including those in retail, as well as with their safety and health committee or number only had an answering machine security guards and retail workers who their union representative to make sure with nobody actually answering the phone. work between 11 p.m. and 6 a.m. There that these improvements are in place.

18 UNION SEPTEMBER/OCTOBER 2011 UNION SEPTEMBER/OCTOBER 2011 19 Membership discounts More members = more bargaining power ll members, from the day they join the union, are entitled to utilize a wide range of money saving discounts and special ser- vices. Your UFCW Local 832 membership card is the key to receiving substantial discounts and special offers from numerous A merchants and service providers. Just show your membership card to receive these special discounts! It's important to make sure both you and the benefit provider understand the terms of the transaction. It is a good idea to call ahead to ensure that there are no misunderstandings on what discount/ service you will be receiving.

Hy-Wire Zip Adventures General Paints Come and take the plunge, with a 150-foot drop, zipping across the trees Members receive up to 40% off all General Paint Manufactured product, in the scenic Pembina Valley. This is a 2-hour adventure on five different 20% off on special order wallcoverings and 20-30% off non-General Paint cables ranging from 500 to 1,000 feet. There are also hiking trails and five manufactured products and supplies. un-serviced campsites available. BRANDON: Hy-Wire is offering UFCW members 10% off the 1124 18th Street 727-0295 regular price for zipping along on this extreme adventure. WINNIPEG: To book your expedition or to find out more about zip lining or the hiking 1045 St. James Street 982-6300 trails and campsites, go to Hy-Wire’s website at www.hywirezipline.ca or 1094 Nairn Avenue 982-6330 e-mail [email protected]. 1-140 Meadowood Drive 982-6320

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fOR all MEMBERSHIP DISCOUNTS VISIT: www.ufcw832.com/discounts

18 UNION SEPTEMBER/OCTOBER 2011 UNION SEPTEMBER/OCTOBER 2011 19 1950 - 2011

Publications Mail Agreement # 40070082 Please return undeliverable Canadian addresses to: UFCW Local 832 1412 Portage Ave. Winnipeg, MB R3G 0V5