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THE MAGAZINE DISTRIBUTED TO THE MEMBERS OF UFCW LOCAL 832MARCH 2007DEPARTMENTSWOMEN OF UFCWPage 7WORKERS COMPENSATIONPage 8GRIEVANCE NEWSPage 9PACKINGHOUSEPage 10CAREPage 11SECURITYPage 12SAFEWAYPage 13TRAINING CENTREPage 14FEATURESGARY DOER AND THE NDPGetting close to election time.Page 4MEMBER GETS INVOLVEDJustin Gilchuk reports on NDP convention.Page 5NEW DEAL AT FAROEXMembers ratify new deal by over 80%Page 6CHANGES TO E.I.Compassionate Care leave expanded.Page 6MEET THE NEW REPWendy Lundy is the new rep for WesmanPage 7OFFICESWINNIPEG1412 Portage AvenueWinnipeg, MB. R3G OV5786-50551-888-UFCW-832BRANDONUnit 1, 759 1st StreetBrandon, MB. R7A 2X5727-71311-800-552-1193THOMPSON90 Thompson DriveThompson, MB. R8N 1Y9778-71081-800-290-2608TRAINING CENTRE880 Portage AvenueWinnipeg, MB. R3G 0P1775-83291-877-775-8329PresidentRobert D. ZieglerSecretary-TreasurerJeff TraegerE-mail: ufcw@ufcw832.comWebsite: www.ufcw832.comUnion Representatives: Ron Allard, Ray Berthelette, Brenda Brown, Sandy Forcier, Blair Hudson,Darcel Lecocq, Cyrus Lister, Wendy Lundy, Michelle Masserey, Marie Meyers, Sonia TaylorLegal Counsel: Debra Malmquist, Garry BergeronEducation and Training: Heather Grant-Jury Workers Compensation: Rob HilliardOrganizing: Jerry Kies Negotiators: Susan Hart-Kulbaba, Mary Johnson, Beatrice BruskeCommunications: Blake Crothers Safety and Health: Harry MesmanResource Centre Staff: Guy Sylvestre, Ray LambertCanadian Mail Publications Sales Agreement #40070082

Before we go into another provincial election,we have to look at the track record of the pastgovernments before we can move forward. Dowe opt for the Conservative Party who broughtcuts to much needed social services and healthcare? Or do we look again to the last seven years,where under the NDP, waiting times for an MRIare now 8 weeks as to the 21 weeks in the ConservativeDays. What about the much neededinvestment in rural health? Consider the NDP’s$58 million dollar investment made for the newhospital in Brandon, or the 1300 new nursesnow working in Manitoba. Don’t be fooled if youthink the Conservatives won’t meddle with ourgovernment paid health care system. It’s a commonthread amongst Conservatives to support atwo-tier health care system that will only cater tothe elite and wealthy.Another achievement we have to be proud ofin Manitoba is the increase in the minimumwage. Unfortunately, not everyone is protectedby a union collective agreement that outlineswhen an employee will receive a wage increase.Many workers will always sit at what the minimumwage level is. Under the Conservatives, theworking poor didn’t move up even as the cost ofinflation increased. The NDP have successfullyraised the minimum wage by 27% since 1999.And contrary to what the Conservatives stated,businesses are still open, they didn’t close becausethey had to pay a living wage. What manybusinesses have found is the more people make,especially those at the minimum wage level, themore they spend. These increases have helpedkeep our economy thriving.You might think it’s time for a change andthankfully because we live in a democratic societyyou can vote for one. Under the NDP weare headed towards being a leader in economicgrowth, much needed responsible earth savinginitiatives, a health care system for everyoneand a better place to live and raise our families.There is still lots to achieve, but under the NDPwe’ve laid the groundwork to achieve highergoals. That’s why when election day comesyou’ll consider that another four years of GaryDoer and the NDP is good for you and the rest ofManitoba.Local 832 Youth President Justin Gilchuk with Premier Gary Doer at this years NDP Convention.UFCW LOCAL 832 YOUTH PRESIDENTTALKS ABOUT RECENT NDP CONVENTIONMy name is Justin Gilchuk and I hadthe opportunity to attend the NDPProvincial Convention as a UFCWdelegate. I would like to start off by sayingthank you to UFCW Local 832, and in particularRobert Ziegler, Susan Hart-Kulbaba and MaryJohnson for allowing me to be a representativedelegate of UFCW at the Provincial NDPConvention held February 2nd and 3rd herein Winnipeg. It was an honour to be sent as adelegate, this being my first convention.After starting off slow, not knowing what todo or expect, I quickly picked up things andgot right into it. It was enlightening to watchthe contentious issues being debated such asthe “one-member one-vote vs. a delegatedconvention” issue, which became highlydebated and time on the issue extended. I alsoenjoyed the debate on “union certification”which is extremely important to me. I actuallychose to speak in favour of this resolutiondebate, which was passed almost unanimouslyto put forth to government, to resolve thatunion auto-certification be changed to 50% +1 of all union cards signed needed, instead ofthe current 65%.During the convention, I attended a fewcaucus meetings such as the Winnipeg Districtcaucus and the Labour caucus. I also attendedthe MYND (Manitoba Young New Democrats)annual general meeting, where I participatedin the discussions and elections for MYNDExecutive. I was nominated, then elected asMember At Large on the MYND Executive forthis year.Over the course of the weekend, I also hadthe opportunity to assist Brian Nixon, the NDPPrairie Regional Organizer for the federalparty. I was there to assist Brian as he escortedand managed Jack Layton. Part of our dutieswas to escort Jack to and from the airport. Itwas a real eye-opener on seeing the intricaciesinvolved in the Leader’s tour. Seeing thefederal leader up close and being able to speakto him one-on-one was a fantastic opportunityI could never have had without the chance toassist Brian.Gary Doer and Jack Layton both madeexcellent speeches during the course ofthe weekend. Both speeches touched onissues at hand such as the economy and theenvironment. Getting to chat and minglewith Premier Gary Doer and NDP FederalLeader Jack Layton was a great opportunity tofind out and discuss the issues at hand for theparty. In all the convention was great. I hada good time and learned a lot. The only wayto get the real feeling of the convention is tothrow yourself into it and participate as muchas possible.UNION MARCH 2007

FEDERAL GOVERNMENT MAKESCHANGES TO COMPASSIONATECARE BENEFITSRATIFICATION DATE SET FOR JC FOODSThe federal government has made changes to the compassionatecare benefits that entitle eligible people to receive employmentinsurance to take care of sick family members. The governmenthas extended the definition of “family member”. To see the completelisting visit www.hrsdc.gc.ca/en/ei/types/compassionate_care.shtmlYou are also eligible to care for family members of your spouse orcommon-law partner.You can also receive compassionate care benefits to care for a gravelyill person who considers you like a family member, for instance a closefriend or neighbour. A signed “Compassionate Care Benefits Attestation”is required from the gravely ill person or their representative.Negotiations committee members, Angie Trupp and Sheila Boyd look overproposals during a bargaining session in February. A ratification date hasbeen set for February 21.WESTBURNE ELECTRIC MEMBERS MEETTo be eligible for compassionate care benefits you mustapply and show that:•Your regular weekly earnings from work havedecreased by more than 40%; and•You have accumulated 600 insured hours in the last 52weeks or since the start of your last claim.Compassionate care benefits maybe be paid up to a maximum of 6weeks to a person who has to be absent from work to provide care orsupport to a gravely ill family member at risk of dying within 26 weeks.AgreementReached atFairmont HotelMembers will be notified bymail on upcoming date ofratification.Anew agreement has been reached forthe members who are employed at theFairmont Hotel in Winnipeg. Specificdetails of the agreement are not availableuntil both parties are done putting thefinal agreement together. Members willbe notified of an upcoming ratificationmeeting which should take place in themiddle of March. At this meeting all of thedetails regarding the agreement will bediscussed prior to the vote.Faroex Members Ratify New DealMembers vote 80.6% in favour of new deal.On January 23, the 68 members employedat Faroex Industries in Gimli Manitobaratified a new five year collectiveagreement by 80.6%.The new deal negotiated by the local’sSecretary-Treasurer Jeff Traeger saw greatimprovements in contract language, wages andbenefits. Members will see a 33% wage increaseover the life of the agreement along with an over30% increase in boot allowance and an increaseof 45% to their evening / night premium. Newlanguage in the collective agreement alsostates that the company must give members aminimum of 10 hours off between shifts. Thecontract now sets out a schedule for days workedand days off for 12 hour shifts over a four weekperiod.A proposal meeting was held for Westburne Electric members in February.The response was so good another one was set for March 7. Their contract isset to expire on April 21.“This is a strong contract for the members atFaroex. Our committee did a great job at thebargaining table,” stated Traeger.The negotiation committee consisting ofGerald Maveal, Evie Kmet and Jeanne Murraymet for 5 days of bargaining between November15 to December 18, 2006.Faroex Industries is under new managementafter long time owner Ken Church sold thecompany in March of 2006.This was the first deal between Faroex andLocal 832 that came without a labour dispute.Members should have received their newcollective agreement by now. If you haven’tplease contact the union’s resource centre at786-5055. UNION MARCH 2007

UFCW National Women’sAdvisory CommitteeWomen OF UFCWThe UFCW National Women’s AdvisoryCommittee role is to assist the Presidentand the National Council in ensuringissues specific to women and women’s equalityare identified and brought to their attention,along with making recommendations for action.In addition to organizing a national women’sconference, every two or three years, that provideseducation for locals, and women, in particular,on the current issues of the day, nationalwomen’s advisory committee members takean active role in their own locals on women’scommittees and issues.The committee has representatives from localsacross Canada. The chair and committeemembers are appointed by the President of theNational Council with consultation from localsacross Canada. Our Manitoba appointees to thenational advisory committee over the years haveincluded Darlene Dziewit, Rena Molinari, BeaBruske and Mary Johnson. Louisette Hinton,chair of the committee, retired in November of2006.On January 26th, 2007, Mary Johnson, Chairof the National Women’s Advisory Committeereviewed a letter from UFCW National Director& National Council President, Wayne Hanley.Mr. Hanley requested that she advise committeemembers across Canada that they maybecontacted by a member of the special advisorycommittee which is reviewing the structure andpolicies of the National Council. Mary has nowcontacted all national committee members, butshe also would like to hear from you! If you haveany input or advice as to how we can make thecommittees and the National Council functionat its full potential, please contact Mary at 786-5055, toll-free at 1-888-832-9832 or via emailmary.johnson@ufcw832.com.Action Items from UFCW NationalWomen’s ConferenceThe national women’s conference in June of2006, resulted in many recommendationsand action items being forwarded to theNational Council. Some of the recommendationsresulted in the following action items beingtaken at the November 11th Women’s AdvisoryCommittee meeting:1) Women’s Advisory Committee memberswill work with their Federation of Labour andLabour Councils to ensure UFCW participationin December 6th and March 8th events in theircommunities.Local 832 actively participated in the December6th luncheon sponsored by the ManitobaFederation of Labour women’s committee.All members are encourage to participate inMarch 8th events in their communities.2) Women’s Advisory Committee members toensure campaign postcards to maintain women’sprograms be sent to MPs in a timely fashion.Local 832 distributed 500 postcardswhich were sent to MPs asking the federalgovernment not to cut the funding to women’sprograms. Anyone wishing to participate inthe campaign further may do so by going tothe CLC website.Watch this Union magazine for otherchallenges made by women at the conference.NEW REP FORWESMAN AREAWendy Lundy joined the staff oflocal 832 on October 30 to replacenow retired representativeAl Patterson. Wendy was the assistantchief steward at the McCain’s plant inCarberry where she worked as a qualityassurance operator for over 20 years.Wendy served on the union negotiatingteam and has been a member of local 832’sexecutive board for over four years. She isalso a municipal councilor and deputyreeve for the Rural Municipality of NorthCypress.The following units have been assignedto Wendy: BCO, Carman Co-op, HeartlandLivestock, Mound Milk Transport, NPFShilo, Portage Friendship, Rolling Dale Enterprises,Souris Valley Foods, Safeway 604,628 and 625, Gas Bar 1604, and Superstore1515 and 1510.Members can contact Wendy by calling727-7131, 1-800-552-1193 or via e-mailwendy.lundy@ufcw832.com.UNION MARCH 2007

Activist Wins WCBAppeal—AgainWORKERS COMPENSATIONMarianne Trapp has worked for Westfairfor over 25 years. She has been a shopsteward, a work location co-chairand she has helped many other members withWorkers’ Compensation Board (WCB) problems.Her activism however has been interrupted fromtime to time by her own multiple workplaceinjuries and WCB problems.Eventually exploratory surgery was conductedon her finger and her elbow. WCB would notaccept responsibility for the surgery nor the wageloss associated with it. The surgery revealed thatthere was no tendon damage but there was aproblem with a nerve in the elbow area.Marianne’s difficultiesbegan in 1991, after shehad been working as acashier at the check-outstand for 10 years. She wasdiagnosed with repetitivestrain injury in her rightshoulder. WCB originallyaccepted the claim butwhen her shoulder didn’theal as expected her benefitswere terminated. The local’sWCB Advocate successfullyappealed this decision andher benefits were restored. Eventually she had tohave surgery which alleviated her shoulder painbut her problems were far from over.She then developed “tennis elbow”. AfterWCB denied this claim the local’s WCBAdvocate successfully appealed the decision andMarianne’s benefits were once again restored.This led to a second surgery, on her elbow, butonce again another medical problem arose. Thistime it was “trigger finger” on her right hand.She could not bend her finger and her hand wasvery painful.This condition puzzled her doctors as well asthe WCB Medical Advisors and Adjudicative staff.Her “trigger finger” developed immediately afterher elbow surgery and before she had a chanceto return to work. The tall foreheads in themedical profession all expressed an opinion thatthere could be only two possible explanations forthis condition—Marianne either had tendondamage in her hand (cause unknown) or shehad nerve damage in her elbow which couldhave resulted from the elbow surgery.Westfair member Marianne Trapp and UFCW Local 832 WCB AdvocateRob Hilliard in front of Superstore 1502 where Marianne works.This still did not satisfy WCB however becauseaccording to medical research nerve damageshould result in more than one finger beingaffected. In addition a nerve conduction studythat was performed indicated that Marianne had“normal” readings and therefore it couldn’t benerve damage.Specialists had all consistently stated thatthere could be only two possible explanations forMarianne’s “trigger finger”. Exploratory surgeryclearly ruled out one of the possible causes,tendon damage. But so called objective medicaltests indicated that it wasn’t likely nerve damageeither. The conclusion of scientific medicine wasthat there can be only two possible causes andit isn’t either one of them. That left Voodoo andmagic as the only remaining explanations andthe WCB Case Manager and the Review Officerefused to accept the claim.Rob Hilliard, the WCB Advocate took the nextstep to the Appeal Commission. In our argumentsit was pointed out that modern medicine cannotalways come up with objective medical evidencethat clearly establishes, beyond a shadow ofRob HilliardWCB Advocatedoubt, how workers develop medical problems.That’s why WCB’s across Canada must base theirdecisions on a ‘balance of probabilities’ ratherthan requiring only ‘objective evidence’ thatproves everything beyond a shadow of doubt.The Appeal Commission agreed. Based on abalance of probabilities, the Appeal Panel foundthat Marianne’s “trigger finger” was due to amalfunctioning nerve in Marianne’s elbow andthis resulted from the elbow surgery even thoughthere was no “objective” medical evidence toclearly support this conclusion. However themedical evidence did support a conclusion thatan improperly functioning nerve was the mostlikely cause of the trigger finger and this elbowsurgery was the most likely cause of the nerveproblem. Since the elbow surgery had beenauthorized by WCB for a different compensableinjury, then all medical treatments and lostwages should be covered by WCB.Modern medicine provides many wonderfulcures and treatments for sick and injured peoplebut it doesn’t have all the answers. When itdoesn’t then common sense must prevail orjustice is denied. Fortunately for Marianne theAppeal Commission agreed and she was awarded$5,604.00 in wage loss benefits.For a third time she has been successful withan appeal and she has won benefits that wererightly hers. UNION MARCH 2007

Westfair Warned AboutDoctor’s NotesUnion takes company to task on inappropriaterequests for medical information.Grievance NewsWestfair members can breathe a sighof relief knowing that if they have tocall in sick, they won’t have to fear thereaper on the other end of the phone. Some storeand department managers have been ignoringthe collective agreement. This is causing unduehardship, as many people in the province don’thave a regular doctor and must resort to walk-inclinics and the long waiting times.The union started to receive phone callsfrom members in March 2006 regardingmanagers and supervisors demandingdoctor’s notes and received complaints thatmanagerial response verged on verbal abusewhen a member called in sick or requestedto go home early due to illness.One member in the fall of 2006 was toldnot to show up for work at the beginning ofthe week if she did not bring in a doctorsnote because she called in sick due to heavymenstrual cramps and bleeding. When shewent to her nearby convenience store topick up a few things to help her out, shehad missed a phone call from her storemanager. She called the manager backonly to find out that if she didn’t bring adoctor’s note in on Monday she wasn’t toshow up for work. The member had called insick eight days before due to the flu and her storemanager said that being sick twice in 8 days wasunacceptable. The member then had to pack upher children and find an open walk-in clinic ona Saturday afternoon, wait until she could seea doctor, then pay for the requested note so shecould go to work on the following Monday.Another example given to the union wasan employee who showed up to work sick,because the last time she called in sick herstore supervisor made a big ordeal about hermissing work and refused to give her a sick formto fill out. Members who work an average of 32hours or more per week during any consecutive12 week period are entitled for sick pay. Whileworking the member felt worse and asked if shecould go home an hour early.The supervisor refused therequest and was upset thatthe member even asked sucha thing. After the memberhad then vomited twiceafter requesting to go homeearly, her work pace sloweddown due to her being sickonly to have the supervisorscream at her in full viewof the customers, “If you’re not going to work,just leave.” The member didn’t leave, althoughhumiliated; she feared if she did leave she wouldbe terminated. The member finished her shiftand contacted her union rep the following day.The union filed a policy grievance againstWestfair stating that they had violated appendix1.04 in the collective agreement which states,“The Company may require the employee toprovide a doctor’s certificate, verifying anyabsence due to disability. The Company willnot require doctor certificates from employeeswho are not eligible for sick pay unless:1. The employee has been formally advisedthat their attendance record is unacceptableand that doctor’s certificates will be requiredin the future; orGarry BergeronLegal CounselDebra MalmquistLegal Counsel2. The duration of the absence or thecircumstances surrounding the absencerequire verification.Any employee will not be preventedfrom returning to work from an absenceof three (3) days or less because he hasnot yet obtained a required doctor’scertificate.”Statements given to the union indicate thatstore managers demanded doctor’s notesin violation of the collective agreement.The union met with the company and amediator on January 30 to try to remedythe situation.It was agreed that without prejudiceWestfair will circulate information throughstore managers and supervisors, through storemanagement meetings addressing both therequest for medical information and the responseof management and supervisors to employeeswho call in sick for a shift. Westfair also agreed toprovide the union with a copy of the informationhanded out during these meetings.The union wants to advise Westfair membersthat it is important to contact the union ifthis occurs to you. You can reach a unionrepresentative by calling the resource centreat 786-5055 or the union offices Brandon at727-7131 or Thompson 778-7108.UNION MARCH 2007

PACKINGHOUSEMaintenanceSurveyCompletedWages on the rise.The annual maintenance wage survey hasbeen completed and members working atthe Maple Leaf Fresh Foods in Brandon inthe maintenance department will see a wage increase.In the collective agreement, the companyand the union survey a group of eight similarcompanies to determine how their wages will beset for the following year. Due to unforeseen delaysthis year, the increases weren’t decided untilmid-February. Members don’t have to worry asthey will be compensated retroactive to January1.•2nd Class Power Engineers will see a 4.09%wage increase to $31.28 per hour.•3rd Class Power Engineers will see a 4.41%wage increase to $25.73 per hour.•Waste Water Collection will see a 3.18% wageincrease to $21.10 per hour.•Water Treatment #1 will see a 3.08% wageincrease to $22.21 per hour•Trades will see a 6.08% wageincrease to $28.75 per hour.UNION RESPONDS TO MEMBERSCONCERNS AND MEETS WITH COMPANYThe Union has heard many concernsover the past few months regarding theevening shipping department at VantageFoods. The concerns all revolved around oneissue which is lack of supervision.On Thursday February 8, full-time unionrepresentative, Sandy Forcier met with plantmanager, Wayne Porterfield, and the eveningshipping crew to allow the shipping departmentto voice their concerns first hand and havetheir input into what might solve some of theirconcerns. The major areas of concern were: nosupervisor in the shipping department during theevenings, an expectation for overtime withoutmanagement asking, lead-hand being left to dosupervisory work, and favoritism.The union met with the members of theshipping department individually on the floor,then in the lunchroom with the Plant Manager,and then again individually with the PlantManager. The consensus was clear that thereneeds to be more supervision in the eveningso members can address concerns with cleardirection and the lead hand, who is a bargainingunit member is put in any precarious positionsbetween the members and management. Thisshould also alleviate any favoritism that isalleged to be happening.From these meetings, management is going todevelop an action plan to have more supervisionin the shipping area on evenings. The shippingsupervisor will start one or two days later duringthe week to allow him to crossover into theevening shift and production supervisors willalso visit the shipping department. The unionhas also agreed that union representative, SandyForcier will meet with plant manager, WaynePorterfield a minimum once every six (6)months and the evening shipping departmentto ensure that any concerns are being addressedand things are running as smooth as possible.This issue will also be followed up at the nextJoint Labour Management meeting when thecompany should have its action plan prepared.In the meantime members are asked to speakto their shipping supervisor with any concerns,call Sandy at 786-5055, or speak to Sandy duringregular servicing visits.Notice to Members of Maple LeafFresh Foods Winnipeg.Due to a recent grievancesettlement, the union is issuingthe following statementregarding the throwing ofmeat products, tools or other foreignobjects.The Union supports the intentand principle of the company’s attachedpolicy. Employees shouldnot be intentionally throwing meat products,tools or foreign objects unless it is part of theregular performance of their duties. When itis required for their job, it should only be doneto the extent necessary.The union agrees to thispolicy because of concernsfor worker safety and foodsafety. The union still reservesthe right to grieve anydiscipline should it not beappropriate.It is important that allmembers working at MapleLeaf Fresh Foods in Winnipeg read and understandthe company’s policy and if they have anyquestions or concerns to contact their union representativeat 786-5055.COMPANY POLICYYou are reminded that Maple Leaf Fresh Foods–Winnipeg strictly follows a zero tolerance policywith respect to the intentional throwing of any objects.This includes, but is not limited to meat products,tools, and foreign objects which are thrownnot in the regular performance of the employee’sduties. Even when an object is thrown as part of theemployee’s duties, it must only be thrown to theextent required to complete the job safely and productively.This is necessary in order to meet MapleLeaf’s responsibilities to production: yield, workersafety, and food safety.In order to maintain a safe work environmentfor the employees who work at Maple Leaf FreshFoods, from this day forward, this policy will bestrictly enforced.Any employee who engages in this behaviour willbe terminated immediately.10 UNION MARCH 2007

CAREUFCW Local 832 representativeMichelle Masserey with new shop stewardsDorrie Kitchen (left) and Cheryl Minaudier.Amber Meadow Ratifies FirstContract by 100%On February 1, members in attendance atthe ratification vote for Amber MeadowRetirement Residence voted 100% in favourof their first collective agreement. In additionto a minimum of a 2.5% wage increase effectiveDecember 21st, 2006 for every employee, awage scale was agreed upon which has employeesperforming the same work put in the correctclassification. That means some employees whohave been at the workplace who were being paidless than the classified rate will be receiving wageincreases in excess of 2.5%.The collective agreement forms a solid basisfor future negotiations with the employer. Memberswill now be able to maximize daily availablehours up to forty hours per week in order of seniority.In the past, jobs had never been posted inthe facility, now workers can look forward to theimplementation of the new job posting process.The collective agreement also contains clarificationof vacation pay and when it is paid, which issomething the members appreciated at the ratification.Inappropriate treatment by the employer wasan important and valid concern for members.The new agreement includes language thatallows the joint labour/management healthand safety committee to work together to developa harassment/abuse policy that will be incompliance with legislation in the Province ofManitoba. New legislation calls for each workplaceto develop policy which provides workerswith a harassment-free work environment.According to members there has been someimprovement already in the manner in whichmanagement is treating them, but they want thepolicy developed and implemented to ensure fairand reasonable treatment continues.Nurses aides receive 75 hoursof overtime payOver $4200 won for members in Thompson.In May 2005, Union Representative, BlairHudson, discovered that the Nurses Aidesworking in the Psychiatric Department atthe Thompson Hospital were not being paidovertime as per the collective agreement.The collective agreement states “authorizedovertime to be paid at the rate of time andone-half (1 ½) for all hours worked in excessof seven and three-quarter (7 ¾) hours perday, or thirty-eight and three-quarter (38 ¾)hours per week.”The nurses aides work seven days onfollowed by seven days off. During the weekThe grievance and arbitration procedure wasanother bonus members recognized immediately.Without the union they do not have access tothat process when they disagree with a companypolicy or pay amount. With the grievance procedurethey can disagree and not be discriminatedagainst for doing so. Any member at AmberMeadow who believes the answer their manageror supervisor has given them is a violation of thecollective agreement can call union representative,Michelle Masserey, at 786-5055 to see if theyhave a grievance. They could also talk to theirnewly appointed shop stewards, Cheryl Minaudierand Dorrie Kitchen.Amber Meadow provides housing in a“hotel-like” environment for seniors who chooseto live there. Bargaining unit employees atAmber Meadow perform various jobs includingservers, kitchen helpers, sous chef, housekeeping/servers,activity director, bus driver andmaintenance.in which they work, they receive a total of54 ¼ hours. It was the union’s position thatsince the employees were working more than38 ¾ hours in one week, they were entitled toovertime pay.The matter was scheduled for arbitrationon November 29 & 30, 2006. One week prior toarbitration the employer, Burntwood RegionalHealth Authority, agreed to pay the four nursesaides 75 hours at the overtime rate of pay, toresolve the grievance. The Burntwood RegionalHealth Authority also agreed to make changesto the scheduling of shifts which affected 10nurses aides.UNION MARCH 200711

SECURITYNOTICETO IMPACTMEMBERSProblem with your paycheque?Here’s what to do.Now that the members of ImpactSecurity have overwhelminglyratified their first collectiveagreement, the union wants to remindall the security officers that you should bechecking your pay stubs each pay day toensure that you have been properly paid forall the hours that you have worked.If you feel that there is a problem withyour pay, you now have to attend the Impactoffice and fill out a payroll adjustment form.The company will no longer take payrollproblems over the phone and require theform to be filled out by the security officer.The union advises members whenthey submit the form you should have itstamped to show what date you dropped itoff and make sure that they give you a copywith the date stamped on it to retain foryour records and in case the union needs itlater.Once you have filled out the payrolladjustment form Impact has 48 hours tocorrect the problem before the union canbecome involved.If you have any questions or if youhaven’t heard back from the company after48 hours since you handed in your payrolladjustment form, please contact your UnionRepresentative Cyrus Lister at 786-5055.Reporting injuries, incidents andnear misses.No one likes to get hurt at work or to havesomething happen on a shift, but thereality is that it does happen.All officers are required by law and underthe collective bargaining agreements to reportworkplace injuries, incidents and near misses.The Joint Health and Safety committees needthese reports so that they know what is happeningin the workplaces and what measures need to beput in place to reduce or eliminate future healthand safety risks.The employer can discipline officers that failto make the proper reports to the employer andthe health and safety committees.All injuries should be reported to the employeras soon as they happen, whether it is duringWanna Help Out?Have you ever had that desire to assist afellow officer or right an injustice that yousee happening at your site or company?Have you ever helped a fellow officerthat was having payroll problems bytelling them what to do and who to call?Would you like to help out in a more formalway? If the answer is yes, then maybe youshould become a shop steward or health andGarda – Bargaining Updatelast chance to send in bargaining proposals.Although the union has just finished thebargaining survey and proposal meetingsto hear what the Garda Officers want intheir new collective bargaining agreement, weare extending the deadline for members to sendin their bargaining proposals.The union will be sending an opening letter toGarda to start bargaining soon, so its importantregular business hours or not. If the injuryoccurs outside of regular business hours youshould always report it to the office when it opensfor regular business, in addition report it when ithappens to the on duty supervisor, so that youcan ensure that after hours staff have indeed toldyour employer.A Notice Of Injury WCB Green Card shouldalways be filled out and filed with your employer.If you do not have these forms on site pleasecall the union and we will ensure that yoursite gets some of these forms. These forms canalso be downloaded or filled in on line at theWorkers Compensation Board web page atwww.wcb.mb.ca/workers/forms.htmlIf you have any questions please contact yourunion representative Cyrus Lister at 786-5055.safety committee member for your company.The union is currently seeking volunteers to fillboth these positions at all three of our securitycompanies.If you are interested or would like moreinformation please call your union representativeCyrus Lister at 786-5055. The Union will give youthe training, materials and support to assist yourfellow Officers.that members think about what they would liketo see in their next collective agreement.We are giving the Garda officers one lastopportunity to submit proposals for bargaining.Officers have until March 15, 2007 to submitproposals by either mail, to the attentionof Beatrice Bruske at 1412 Portage Avenue,Winnipeg MB or via e-mail to bea.bruske@ufcw832.com.12 UNION MARCH 2007

GAS BAR MEMBERS WILL SEE WAGEINCREASE THIS SPRINGSafeway members who work at the gas barswill see a increase this spring as the NDPraise the minimum wage. On Page 23 ofyour collective agreements there is a letter ofunderstanding between the company and theunion that will keep a wage gap in place as theminimum wage goes up.The letter of understanding states for servicetechnicians if you have 0-500 hours you willhave a 50 cent gap to the start rate which is $8.50per hour. If you have 501-1000 hours you willhave an increase to 8.51 per hour. 1001-1500you will go to $8.55 per hour. 1501-2000 willmove you to $8.65 per hour. Team Coordinatorswill go on the same hour progression and theirSend your sweetheart flowers,not a termination.The union would like to remind itsmembers that giving “sweetheart” dealsto other members, friends or family iswrong and if caught, you will be terminated andpossibly charged with theft.“Sweethearting” is when you discount anitem or items without proper authorization. Theunion has recently received numerous disciplinesof employees “sweethearting” at Safeway stores.The employees in question admitted theirwrong doing and offered letters of resignation tothe company. The company has a track recordof not accepting your letter and will enforce atermination, putting a permanent mark on theirwages will be $9.25 for 0-500 hours, $9.31 for501-1000, $9.40 for 1001-1500 and $9.55 for1501-2000 hours.The differences in percentages is to keepwages in proportion to the new increases in theminimum wage.PART-TIMERS DON’T FORGET TO TAKE YOUR BREAKSMeal and rest periods are important.Even though hours are cut due to thetime of year, it is very important totake all your breaks. If the employee is havingdifficulty getting their breaks speak to the shopsteward or call your union rep. The breaks areas follows:1. Working a 4 to 5 hour shiftOne 15 minute break with pay.2. Working more than 5 hours but lessthan 7 hours.One 15 minute break with pay.One 30 minute meal period without pay.or by mutual agreement between companyand the employee:Two 15 minute breaks, one with pay one without.3. Working a shift of 7 hours or more:Two 15 minute breaks with pay.One 30 minute meal period without pay.employment history. This will cause problemsdown the road when employers check referenceor perform an employment background search.The union will always defend its members ifwrongly accused of this infraction but membersneed to be aware of the seriousness of this crime.The union would also like to remind membersthat the company can bring the police into thematter and it will be a criminal record you couldbe facing.If you have any further questions on this,call the union’s resource centre at 786-5055 or1-888-832-9832 and speak your unionrepresentative.UNION MARCH 2007SAFEWAYPortage laPrairie LoosesSafeway StoreSafeway Store 625 in Portage la Prairieclosed on February 3. There were 48affected employees.According to the collective agreement when astore closes full-time members have two options.Members are entitled to take a lay-off and receiveseverance in the amount of 1 week pay for eachyear of service up to 15 years. The second optionwas to accept a transfer to another Safeway store,mainly in Winnipeg.The part time employees were not given anyseverance. They are entitled to receive a noticeof lay off or with their seniority be transferred toanother Safeway store.Out of the 48 employees, four employeestook the transfer. The union along with theUFCW training centre are involved with needsassessments and resume writing and any otherway the members need assistance.SAFEWAY STORES603, 701 and 717To get more thana nip & tuck.Safeway is continuing its transformationof stores to the new “life style”look. Store 603 in Selkirk and 717located at Burrow’s and Keewatin will startby March 20. Store 701 located at Marionand Braemar will be upgraded in the fall.On average it takes a little over a month fora store to get its facelift completed.The new “life style” stores have adeli take-out section with freshly madesandwiches and a Starbucks. Safeway hasbeen steadily increasing market share inManitoba with it’s new look.13

TRAINING CENTRE HELPSDISPLACED MEMBERSAt the Training Centre we offer manyprograms and services on top of ShopSteward, Health & Safety and GeneralSession courses. Did you know you can enrollwith us to finish your grade 12, apply for ascholarship, receive one-on-one literacy tutoringor use our Career Transition Service if you wantto discuss career options or if you’ve been laidoff.In recent months, members working atCanada Safeway in Portage La Prairie, GroupWestco (formerly Neepawa Food Processors) inNeepawa and D. Cohn in Winnipeg were laid off.In total over 80 members were affected.During such a stressful time these membersneeded someone to help them apply foremployment insurance, tell them about differentcareer options, help prepare or update theirresume or refer them to training programs.Shirley Lamboo, Career Transition Coach at theTraining Centre was there to help.Career Transition services are there to helpguide, prepare and empower you, whether youhave been laid off or are just looking for a change.They are designed to help you make informeddecisions about your future by ensuring youhave the information you need to pursue yourchosen career path. You do not have to be laid offto access these services. If you’ve been thinkingabout updating your resume, going back toschool or making a career change, call Shirleyat 775-8329 or 1-877-775-8329.We pride ourselves on Building Skills for theFuture. Our goal is to help improve the livesof members in the workplace, at home and ineveryday life. We do this by delivering relevantand timely programs that help educate andimprove knowledge. This in turn increasesconfidence, self-assurance and productivity.In the coming months I will be highlightingother program areas. If there is a program youwould like to see highlighted or if you havecomments or course ideas, please let me know.COLLECTIVE BARGAININGCOURSE A HIT IN FLIN FLONOn January 24 and 25 ten shop stewardsfrom across northern Manitoba attendeda collective bargaining course thatwas instructed by UFCW Local 832 Director ofNegotiations Susan Hart-Kulbaba and HeatherGrant-Jury the Director of the UFCW TrainingCentre. The members came from Gillam,Thompson, Flin Flon, Swan River, Dauphin andSte. Rose.Blair Hudson, the union representative fornorthern Manitoba, said “we had an excellentcourse. We had a good cross section of stewardsat the course with about half having sat on anegotiating committee before. This led to gooddiscussions with the stewards with negotiatingexperience being able to share things that theyfelt worked and things that didn’t.”Daniel Bertrand from the Ste. Rose Co-opwho has sat on the last two sets of bargainingwith the Co-op said “I really liked the section oninterpretations, and especially how two peoplecan read exactly the same sentence and comeup with two different meanings. This really hithome with me, for the importance of simpleclear language. I also liked the fact that we hadtwo instructors. I’ve attended other shop stewardcourses with only one instructor and felt this wasbetter with two as the course really seemed tomove along”.Sheldon Simpson shop steward from ExtraFoods Swan River, who has never sat on anegotiating committee is looking forward tobeing on the committee in 2008 and stated thathe really enjoyed the course. “I had a lot of funwith the discussions and debates on how weshould work things when putting together ourproposals. I think this course will really help mein dealing with the members should I get to siton the union’s negotiating committee.”EDUCATION & TRAININGHeather Grant-JuryUFCW EducationDirectorUFCW Local 832ScholarshipApplicationsNow AvailableOver $30,000 in scholarships areavailable to members of Local 832 tohelp further their education. Thesescholarships are funded through the UFCWEducation and Training Trust Fund. Inaddition to the $300 General Scholarships,there are three $500 Bernard ChristopheAwards: one each to members at Safeway,Maple Leaf and Westfair. A $500 MargeSquires Memorial Scholarship is awardedto a worker from the garment sector.As of March 1st members can fill outan application form on-line via the unionwebsite: www.ufcw832.com.Applications can also be obtained fromUnion Reps or from the UFCW TrainingCentre, call Catherine at 775-8329 or1-877-775-8329.14 UNION MARCH 2007

MEMBERSHIP DISCOUNTSFor Members Only SavingsYour UFCW Local 832 membership card isthe key to receiving substantial discounts andspecial offers from numerous merchants andservice providers.Just show your membership cardto receive these special values.It’s also important to make sure both you andthe benefit provider understand the terms ofthe transaction. It is a good idea to call aheadto ensure there are no misunderstandings onwhat discount/service you will be receiving.Pembina DodgePurchase a new Chrysler or Dodge vehicle for only $300 above dealernet cost. Also receive up to 15% off on parts and shop time (this does notinclude the dealer’s regular service and maintenance offers).Call Kevin at 284-6650 or drop by the dealership at 300 PembinaHighway to find out more information.Polo Park Hearing CentreReceive a 10% discount (to a maximum of $150) on the purchaseof any hearing aid. Phone 788-1083. Located in Polo Park Mall (nearSafeway).Home Centre SavingsReceive 15% off regular priced furniture, mattresses and accessories.7% off regular priced appliances and electronics at all Dufresne locations,La-z-boy and Sleep Source in Winnipeg. You must identify yourselfwith a current UFCW member card. Discounts cannot be used with anyother offers or promotions.Cakes UnlimitedAs a Local 832 member, receive a 10% discount on all cakes andproducts sold at Cakes Unlimited—55 Plymouth Street. Open Monday- Friday from 10 a.m. to 5 p.m. and Saturday from 10 a.m. to 4 p.m.SDS Alarm SystemsPurchase a home alarm system and receive:• 10% off installation of a home security system• 25% off a 3-year monitoring contractCall Ron Tayler at 589-7507 or e-mail rtayler@sdssecurity.com.Active Muffler & Brake CentreAt Active Muffler & Brake Centre receive 25% off stocked parts and ashop rate of $44.50 an hour, a savings of 20% off the regular shoprate. 601 Rosser Avenue - Brandon. Phone 727-1213 or 727-1305.Present your union card prior to being invoiced.Performance GolfLearning Centers (PGLC)Receive 20% off all services provided at PGLC as well as special pricingon golf equipment, accessories and apparel. Choose from a varietyof instructional programs taught by CPGA Class A professionalsBlake Russell and Brad Poleschuk using the V-1 Digital AnalysisSystem and Accusport Vector Launch Monitor System.Located at Shooters Family Golf Centre 2731 Main Street.Phone 275-1155 or e-mail pglc@mts.net.First AffinityFinancial CorporationFirst Affinity is a mortgage consulting service that ensures members obtainthe best rates and complete guidance in all aspects of obtaining or renewing amortgage—at no cost.For more information phone toll-free 1-866-599-9799 or visitwww.unionsavings.ca.Visions ElectronicsAt Visions purchase TVs, VCRs, camcorders, as well as home, car and portableaudio equipment from 5 to 10 % over cost. To obtain the special UFCWprice, ask for the store manager at the following locations:• 1680 Pembina Highway• 1130 St. James Street• 1510 Regent Avenue• 1120 Highland Avenue - BrandonCatch-A-TanReceive a 20% discount off any hydro massage therapy(dry massage). Packages are transferable to family members.6 - 1502 Rosser Avenue - Brandon. Phone 727-8266.UFCW MasterCardShow your pride—carry the card! Build the MasterCard that is rightfor you—with rates starting as low as 12.9%.To apply or for information call 1-800-263-2263 or visit theWeb site at www.unionsavings.ca.PowerUp ComputersAt PowerUp Computers save 10% off complete computer systems and5% off hardware and software purchased separately.1119 Corydon Avenue. Phone 453-0638 or e-mail sales@powerup.ca.UNION MARCH 200715

1124 18th Street, Brandon (204) 727-02961045 St. James Street, Winnipeg (204) 982-63001094 Narin Avenue, Winnipeg (204) 982-63301-140 Meadwood Drive, Winnipeg (204) 982-6320Publications Mail Agreement # 40070082Please return undeliverable Canadian addresses to:UFCW Local 8321412 Portage Ave.Winnipeg, MB R3G 0V5