Download - UFCW, Local 832

UFCW TRAINING CENTRE CELEBRATES GRADUATION17 people graduate from the mature student diploma program.Since 1999 over 177 people have graduatedwith their grade 12 diplomas from theUFCW Training Centre. This year 17 peoplereceived their diplomas, of which nine recipientsare UFCW members.The mature student diploma program is aprovincial government funded program, in partnershipwith the Winnipeg Technical College,and is specifically designed to educate adultswhile meeting provincial curriculum.At the ceremony on June 20 UFCW Local 832Secretary-Treasurer Jeff Traeger was on hand tocongratulate the graduates. “You should all feelvery proud tonight. It’s hard going back to schooland I’m sure that for most of you trying to jugglework, family, friends and school commitmentswas not an easy task. I hope that when you leavehere tonight, this diploma that you have workedso hard for, will be a stepping stone for whateveryou decide to do in the future,” stated Traeger.The graduating class of 2006.Valedictorians Todd Funk, shop steward atThe Fairmont, and Cindy Pfeifer, a Maple Leafworker family member, delivered their speeches.Sandra Oliveira, from Faneuil, and David Deng,from Western Glove, received the Active LearnerAward. Student distinction awards went to Safewaymember, Esther Hung, and Larry Kocis, fromD. Cohn.One of this year’s valedictorians Cindy Pfeifer.One of this year’s valedictorians Todd Funk.ANOTHER SUCCESSFUL RETIREE TOURNAMENTOn June 6 the retirees held their annualgolf tournament at Shooters FamilyGolf Centre. The weather was great forthe event and some familiar faces were winnersagain this year. Barbara Schick won the FemaleLow Score Award for the third straight year andJohn Stokell won the Male Low Score Award forthe second straight year. Arnie Schlippert wonthe Male Honest Golfer Award and Marg Lerchwon the Female Honest Golfer Award.The retirees would like to thank all the UFCWlocals across Canada that donated prizes for thisevent.Barbara Schick with RetireePresident Norma Kinnear.John Stokell with RetireePresident Norma Kinnear.UNION JULY 2006

CANCER CANCER CANCER CANCER Safety and healthCANCER CANCERIbeganmy Saturday morning this week, as Ialways do, eating breakfast goodies from thebakery down the street and reading the newspapers.The news included coverage of a fundraisingdinner to support the work of pancreaticcancer victim Reverend Harry Lehotsky, a storyconcerning an upcoming TV reality programfocusing on women having mastectomies, detailsof a study that finds our children’s bodiesare carrying a cocktail of carcinogens,hormone disrupters and neurotoxins and areview of a book about yet another inspiringcancer survivor. I then went grocery shoppingand noticed numerous arrows placed around theneighbourhood to guide participants in a walkfor breast cancer. At Safeway I ran into an oldacquaintance who updated me on his sister’sthroat cancer condition and a box at the checkouturged me to buy a pin for prostate cancer. Cancer,cancer, cancer, cancer, cancer, cancer. It really is atall our doorsteps and we feel increasingly helplessto contain it.But there are things we can do as workers, ascitizens and as union members. Here are someof them:As WorkersWorkers, especially blue-collar workers, aremore greatly affected by carcinogens because theyare more likely to be exposed on the job. Workersshould push to have the workplace health andsafety committee expand its role to include theelimination of cancer causing agents from thework environment. Even if these are not part ofthe work process, an inventory of the cleaningproducts may likely reveal that known carcinogensare being used. These should be identified andremoved or substituted.As CitizensIn your community there are groupsworking for a healthier environment. Contactthe Manitoba Eco-Network (947-6511) to findout who they are and join one. Get in touch withyour city councilor, MLA and MP to see whatefforts they are taking to prevent cancer andpush them to do more. For example, where doesyour local civic politician stand on implementingan environmental and occupational cancerprevention strategy for your community?As Union MembersGet active on the health and safetycommittee at your workplace. Assist in thefundraising efforts of UFCW’s designated charity,The Leukemia & Lymphoma Society – thiscan be as easy as participating in the upcominggolf tournament or starting a fundraising effortof your own. You can also agitate for greatereffort on the part of Local 832 and the labourmovement in general to increase the politicalNew Look for Local 832 WebsiteHarry MesmanHealth and SafetyDirectorpush to find the scientific and political will toprevent cancer.The message is: Do Something! It is easyto feel defeated by this ever growing problem butI believe the positive feeling that comes fromdoing something, to fight back is part of thecure. Eliminating carcinogens is a dauntingand complex task. As with all workers’ struggles,the key lies in a united effort. We must push forthe reduction and elimination of these toxinsfrom our workplaces and our communities. Wehave an obligation to our children and theirs tocommit ourselves to this latest battle in labour’scontinuing struggle.In 1996 UFCW Local 832 went online. Formercommunications director Don Keith,who retired in 2001, was instrumental indeveloping the website that has been known asthe place to get up-to-date information on thelocal’s news and initiatives.Effective this month members will see a newlook to the website. “We’re giving the site a bit ofan overhaul and facelift but will continue buildingon the legacy that was started by Don Keith,”said UFCW Local 832 Communications DirectorBlake Crothers. “We have to stay current on theweb both visually and content wise and the newsite is a step in the rightdirection.”UNION JULY 2006Members are invitedto check out the newdesign, which includesa monthly calendar ofupcoming ratifications,meetings and otherevents being held by thelocal. The new site willalso give members the ability to register forcourses being held at the training centre online.The site will still have all the important informationit had in the past such as how to jointhe union, Local 832 staff and benefit forms formembers to download.

arbitrator Defends GrievanceWestfair cannot use stat hours earned in the application of the four-hour gap.Grievance NewsScheduling issues at Westfair are not somethingthat is new to the union. The fourhourgap is one scheduling issue that theunion has been grieving since its inception intothe union agreement in 2004. The agreementstates, “In weeks where the available anytimeemployees in the department are receiving 25hours or less, the available anytime employeeswill be scheduled a minimum of four hoursmore than the restricted employees.”The union has filed numerous four-hourgap violation grievances. One example of thisviolation is what happens to the four-hour gapduring the week of a stat holiday? The union feltthat stat hours earned by part-time employeesshould not be counted in the application of thefour-hour gap. The company felt that they shouldbe. This issue was not resolved through the grievanceprocedure and it was referred to expeditedarbitration. On May 24, the arbitrator upheld thegrievance brought forward by the union.Show Us The Money!Howard Johnson not sending union dues that have already been deducted.Part of being a union member is, of course,paying dues. It is the only source of incomefor the union and is used to assistmembers in negotiations, grievances, arbitrations,WCB appeals, benefits, etc.The union contract states the employer agreesto deduct union dues automatically from thewages of all employees. Monies deducted duringany month shall be forwarded to the unionwithin 20 calendar days following the end of afour or five week accounting period.The Howard Johnson is deducting dues offemployees’ paycheques, but it seems they arekeeping the money for themselves. It is not theirmoney to keep—it actually belongs to the unionmembers.So what does this mean for the availableanytime members? The four-hour gap must beapplied even on a week with a general holidayand hours earned for general holiday pay (seeUnderstanding General Holiday Pay) are not tobe included in the calculation.The bottom line is the four-hour gap applies52 weeks a year, regardless if it contains a statutoryholiday in it or not. If a restricted employeeis scheduled 21 hours in a week, available anytime employees must be scheduled a minimumof 25 hours that week.Any member who feels that he or she is notbeing scheduled properly should contact theirunion representative immediately.Winnipeg - 786-5055 / 1-888-832-9832Brandon - 727-7131 / 1-800-552-1193Thompson - 778-7108 / 1-800-290-2608The hotel has been in arrears for dues remittancessince January 2006. Policy grievanceshave been filed and will be referred to an arbitratorshortly. It seems to be an ongoing issue asgrievances have been filed in the past. The unionwill be taking the necessary means to retrieve themembers’ union dues.A similar case in Ontario between UFCW 175vs. Rainy Lake Hotel, the owner was found incontempt of court and immediately imprisonedfor 30 days and ordered to pay fines of $25,000for not submitting union dues to the union. UNION JULY 2006Debra MalmquistLegal CounselUNDERSTANDING GeneralHoliday Pay(Part-Time Employees)The following is an outline of the amountof general holiday pay a part-timer shouldreceive, provided they are:1. Employed 30 calendar days prior to thegeneral holiday.2. Not voluntarily absent from work on thescheduled workday before and after thegeneral holiday.3. Works their regular designated hours forthe week in which the stat occurs, exceptfor bona fide illness.4-Week Average Eligible Generalof Hours Worked Holiday Pay32 hours or more 8 hours20 to 32 hours 6 hours10 to 20 hours 3 hoursCoca-Cola Member CompensatedGrievance results in payment for missed overtime.On April 29 and 30 a junior employee working at the Coca-Cola Winnipeg plant was askedto work overtime. A more senior member, who was available and willing to the shift, wasbypassed and never asked to work the two 8-hour shifts. The member contacted his unionrepresentative Cyrus Lister and a grievance was filed.In discussions with the company, the company agreed an error had been made. The grievancewas resolved when the grievor received 16 hours pay at his overtime rate.

WHY MY UNION DOESN’T SUCK!Ryan Dale from Brandon wins first essay contest.By Ryan Dale,Brandon SuperstoreWhen I read the back of my recentissue of Union magazine, I kind ofdid a double-take. “Suck?” I thought.“Why doesn’t my union suck?”At once, the answer became clear to me.“You’ve got to be joking.” I mused. Before I cameto be an 832 member, I worked for eight longyears in the food service industry. I dealt withno guaranteed days off, no set raises, long hourswith no overtime, sometimes 12 hour shifts withno breaks, poor working conditions with dangerouschemicals or equipment, you name it. Itoiled away for hours on end, only making moremoney by working more hours, with things likebenefits, scholarships, and workplace protectionas, essentially, a pipe dream. Then, I joined theunion.Wow. Never before could I realize such thingsas a raise when I deserved it, NOT when my previousbosses “felt” like it. Never before had Ibeen given access to workshops, training classes,free computer access, tax preparation, and awealth of other courses designed to better myselfand my other union members. I had benefitsnow! Not, mind you, little “twenty-percentoff your hamburger” benefits, but real optical,injury, sick pay, and dental benefits. I had finallybeen given the opportunity toget my teeth fixed, and newglasses, and not fear terriblerepercussions from mysupervisors for calling insick. This is all, in a word,fantastic, quite the oppositeof “suck”. However, this isall overshadowed somehowby my greatest realizationof all.I have always wanted to bea doctor. This goal of returningto school and makingsomething better of myselfquickly evaporated from mymind about one year intomy career as a food-serviceindustry worker, but shortlyafter joining the union it dawned on me thatthe opportunity was mine to seize again. I, allof a sudden, had a choice again. Great scholarships,the support of my union members andshop stewards, not to mention wage-increaseguarantees were mine now. Most importantly,I now had the security of knowing that if I sayI cannot work “Tuesdays at three o’clock in theafternoon” due to my classes, that my job wouldnot be in jeopardy, because I’ve got a whole teamof people that are watching my back, makingsure I get treated fairly and equally while I doYouth contest winner Ryan Dale of Brandon Superstore with his unionrepresentative Al Patterson presenting him with his $500 cheque.something with my life. The poor guy working40 hours a week behind the grill, or the pizzaoven, will never be given the chance that I, as aunion member, have been given.The union that I belong to has given me achoice, the most valuable thing I could have everbeen given. I have been given the choice to dosomething with my life that I never would havehad anywhere else. That’s the beauty of thisunion. A whole team of people working togetherto make sure we all get to choose, and not simplybe told.New Shop Stewards at Local 832ARAMARK-CFB 17WINGMelba BoittiauxBUNGE FOODSCheryl CollinsBURNTWOOD LEGIONHeather McIvor-VidlerCARMAN CO-OPDiana BrownIKWE-WIDDJIITIWINPatricia CochraneIMPACT/INVICTASECURITYCharles RadcliffeINTEGRATEDMESSAGINGKristin CayerNicole PeloquinMIDWEST VET DRUGCO-OPBeverly GrantMCCAIN FOODSRyan CarlsonIan SmithDaniel UdeyNPF SHILO CANEXLani JonesSAFEWAYDenise CottreauStore 727Deborah FowlerStore 727Shirley ObieStore 727Terrie DoerksenStore 730Ilsa HamiltonStore 791SPRINGHILL FARMSBrian DouglasDebbie MoffatBeverly Whitford-WestWESTBURNE-NOTREDAMERudy PetkauWant tobecome a ShopSteward?Contact yourunionrepresentative.Training isProvided.UNION JULY 2006

Meet the UFCW Local 832 WOMEN OF THE UFCWWomen’s Advisory CommitteeKathie KraychukKathie is a produce manager at ExtraFoods in Winnipeg. She joined UFCWin 1986 and currently serves on theLocal 832 Executive Board and as a shopsteward. She also assists in facilitating uniontraining courses when her work schedule allowsher to do so.Kathie is focusing her energy on compilingthe local’s cookbook so it’s ready for fall distribution.“In the early 90s I wanted to become more active with UFCW. It wassuggested that the women’s committee would be a good fit. I wouldlike to thank the women of this committee, who have encouraged methrough the years and given me the confidence to keep moving forward.”Ofelia works as a seamstress at WesternGlove Works in Winnipeg. For thepast 32 years she has mostly workedproducing clothing samples but also workedother production jobs in the workplace.In addition to being on the UFCW Local 832Executive Board, Ofelia serves on the healthand safety committee at Western Glove. Sheis a long-standing shop steward.Ofelia Farinas“Often it is thought that silence meansthere are no issues or concerns. Perhaps working with the women’scommittee will help us to speak up and carry a voice so that you get thehelp that you need. We may speak differently and look different but weare real people with a vote and a voice.”Natasha works in Thompson Hospitalin Diagnostic Services. She joinedUFCW Local 832 in 1995. She is ashop steward and a health and safety rep ather workplace.Natasha will assist in coordinating events forwomen in the North.“I want to work with the women’s committeeon issues that affect not only UFCWNatasha Andersonmembers but also problems that affect allwomen. I think it’s important to identify those concerns so am startingwith a survey for women of the north.”Debra works in customer service atSafeway store 622 in Steinbach. Shebecame a union member in 1998 anda shop steward in 1999.Debra is coordinating women’s events inthe southeastern region of the province.“When I think back to the times in mylife when I first recognized my passion forDebra Johnsonwomen’s issues, it was usually when I waschallenged on my ability to accomplish something because I was ‘awoman’. This inevitably started me on a mission to prove the naysayerwrong. These missions would often evolve into undertakings beyondthe personal for me and often led to me adopting roles that I hopedwould be a model for other women who wanted to break out of theirstereotypical frame of reference.”Kim is the assistant chief shop stewardat the Brandon Maple Leaf plant. Sheworks day shift on the dressing floor.She joined UFCW Local 832 in 1999, shortlyafter the plant opened.Kim and union rep Brenda Brown are coordinatingevents for women in Brandon andarea.Kim Knox-Powers “Now with the recruitment of many differentcultures comes a whole new list ofissues such as language barriers and cultural differences. Many ofthese women have had to leave their children in their own country andare now trying to bring them here. I became involved in the women’scommittee in an effort to help these women with their issues, help thembuild self-confidence and to let them know they are not alone andthrough solidarity as a group we can achieve our goals and improvetheir future and the future of our children.”Union reps Brenda Brown and Mary Johnson work hand-in-hand withthese women on the advisory committee. If you wish to participate inevents, contact Mary at 786-5055, toll-free 1-888-832-9832 or via e-mail atmary.johnson@ufcw832.com. Brenda can be reached through the Brandonoffice at 727-7131 or toll-free 1-800-552-1193.Note: At the September 19 general membership meeting scheduledfor Winnipeg, one of the items on the agenda for discussion will bewomen’s issues. The meeting starts at 7 p.m. at the UFCW TrainingCentre—880 Portage Avenue. All members are welcome.10 UNION JULY 2006

HOSPITALITY, SERVICE& RETAILattendance program at imiNon-culpable absences could result in termination.Wages Going UpA 1.5 per cent increase scheduledat The Fairmont for August 1.An across the board wage increase of 1.5per cent for all members at The Fairmontis due on August 1. This is the last of theeight negotiated raises under the current unionagreement, which expires January 31, 2007.Members should review Appendix B on pages105 to 117 of the union contract to see what theirnew wage rate will be. Then double-check thefirst pay stub in August to make sure the correctwage increase has been applied.Preparations for negotiations will begin shortlyand Bea Bruske will be the lead negotiator forthese talks. Members are encouraged to writedown any ideas on changes/improvements theywould like to see to their new collective agreement.Proposal meetings will be held in the fallso that all members can provide input.At a recent JLM meeting a concern regardingabsenteeism was again discussed.Non-culpable absence is caused by reasonsbeyond the member’s control, such as illness,and a worker cannot be disciplined for these absences.However, there are cases where too muchabsence can lead to termination. An employee/employer relationship is considered contractual.The employer has the right to demand what theyare paying for and one of the provisions of anemployment contract is attendance at work.Sick time usage at IMI is at an all time high.The company does have an “attendance managementprogram” in place to try and addresstheir concern. The union cautions members thatsick time is for sick time! Misuse of sick time isviewed as a serious offence and can also result inan individual being disciplined.If a member has 4.5 or more sick days in athree-month period, they will be placed on theattendance program for a period of one year.This means that their attendance will be monitoredfor the next two months. If during thosetwo months the employee has three or more sickFlin Flon Co-op NegotiationsUnderwayWage re-opener clause allows forearly bargaining on wages only.The Flin Flon Co-op union agreement, whichexpires December 31, 2007, contains a wagere-opener clause that allows the union tonegotiate wages prior to the expiration date.Negotiations regarding wages only are now underwaywith the first set of meetings held on May30. The union negotiating committee consistingof head negotiator Bea Bruske, northern unionPictured above are negotiating committeemembers: union rep Blair Hudson (l),Garth Bullock and Grace Braaten.representative Blair Hudson, Garth Bullock, Grace Braaten and Kathy Bensen, felt that not enoughprogress had been made during the initial meetings. Therefore, a membership meeting took placeon June 20 so the committee could update the members and to get further direction from them. Theunion is requesting the Minister of Labour to appoint a conciliation officer; as the union believes aconciliation officer will assist the parties in reaching an agreement. Local 832 will keep all Flin FlonCo-op members informed as developments are made.days, they will then go to the second step of theprogram. In step two, if the employee misses 4.5or more sick days in a three-month period, theywill move to step three. Once in the step three,medical documentation from their doctor maybe required. If medical information for a returnto regular attendance in the foreseeable futurecannot be provided, the employment relationshipof the employee will be evaluated and he orshe runs the risk of possible termination.Each case must be reviewed on its own merit,but there have been some guidelines set to determinewhether or not the employer has actedreasonable in a particular situation.Faneuil MembersDid You Know…Ashop steward, or in the absence of a shopsteward a member of the bargaining unitchosen by the person being disciplined,shall be present when a member is being disciplinedor discharged. This applies for correctiveaction plan (CAP) meetings. At these meetings,the employer might ask the individual being disciplined,and the steward, to sign the disciplineform. A steward is there to represent the memberand to serve as a witness to what took place atthe meeting. Therefore, it is OK for the steward tosign the form if necessary. But, the member beingreprimanded does have the right to refuse tosign the form. By signing, it could be construedas admitting or agreeing to the terms set out inthe disciplinary notice.Management is not allowed to reprimand anemployee at their workstation or anywhere elseon the floor. All disciplinary meetings shall beheld in private and on the company’s premises.A copy of any discipline notice shall be givento the affected employee and the shop stewardat the time the employee is being discipline ordischarged. The company must also fax a copyof the notice to the union office within 72 hoursof it being issued.12 UNION JULY 2006

Follow Cheque Cashing PolicyExtra Foods implements new guidelines.Grievances were filed when employees ofan Extra Foods store were disciplined fornot following the cheque cashing policy.During the grievance procedure it was discoveredthat a standard policy was not being consistentlyimplemented throughout the stores.The grievance went to mediation and as a resulta cheque cashing policy is now in place atall Extra Foods stores.• Cheque cashing cards are no longer issued to newcustomers. Customers wishing to write a chequemust have a valid card and present it during thetender process.• Personal cheques are to be accepted for the amountof purchase only and payable to Extra Foods.• Do not accept post-dated cheques.• Endorsements must be in ink and signed in thepresence of the cashier.• A manager or designate must approve all chequesfor any customers who do not have a cheque cashingcard.• Cashiers must ensure the date and figures on thecheque are correct.• If corrections are made on the cheque, the cashieris to make sure the customer initials all changesmade to the cheque.Types of cheques that are acceptable are:• Personal • Travelers• Pension* • GST Rebate*• Child Tax Credit** A minimum of 25 per cent of the value of the chequemust be spent in the store.Cheques that are not acceptable are as follows:• Visa• Income Tax Refund• UI• Money Orders• Second or third party / payrollWESTFAIRRemember the customer must have avalid cheque cashing card in order to usea cheque as tender. These cards start with theissuing store number followed by seven digits.Example: 9001 0 001234 or 1505 0 001243 or6711 0 004321.This policy is also posted in the union bulletinboard. Members are encouraged to read itcarefully and familiarize themselves with it. It isvery important these steps are followed as disciplinecould occur if violated. When in doubt asto whether or not to accept a cheque, reffer withthe store manager or designate.Night Crew Is Important Too!Local 832 to hold breakfast membership meetings.Because of their work schedules, the night crew at Westfair is sometimes overlooked. Local832 wants to ensure this does not happen. Starting in late summer/early fall breakfastmeetings will be held on a regular basis for members working the night crew.It is very important that the union represents all members fairly and properly. This is one wayof making sure this is happening. Watch for more details in upcoming UNION magazines orcheck the website at www.ufcw832.com.UNION FIGHTS FOR SELF-EXPRESSIONMember hired with nose piercing then disciplined for it.In the last few years, facial piercing has become more common in today’ssociety. It’s a way of self-expression that people from all walks of life do.Harinder Gill, a former employee, was hired to work as a cashier in 1997.Ms Gill had a very tiny nose stud, which she was photographed with for herstore identification card. She had worked part-time for six years before thecompany asked her to remove her piercing.When Ms Gill was hired, the dress code was silent on facial piercing butin 2003 was enforced by the company. During a meeting in 2003, Ms Gillwas told by her supervisor that her nose stud would have to be removed. MsGill told her supervisor that it would cause great pain and possible infectionif she were to remove it. She was instructed to cover it up with a band-aid.Ms Gill refused and was suspended for insubordination. Out of frustrationMs Gill submitted her resignation without talking to a shop steward or herunion. Once her union informed her that the company was wrong in suspendingher and that the union would file a grievance she sent a letterretracting her resignation.The company then gave Ms Gill until September 7, 2003, to remove hernose stud or have a doctor’s appointment booked to have it removed orface further discipline. Again, Ms Gill felt she shouldn’t have to removeher piercing and the company suspended Ms Gill indefinitely. In January2004, Ms Gill received a letter from the company stating that since she wasunwilling to comply with the dress code her employment with Westfair wasterminated. Ms Gill notified the union and a grievance was filed. At thesame time a similar grievance was filed in Alberta and the parties agreed toput this grievance on hold until the outcome of that grievance.In 2005 UFCW Local 401 was victorious in its arbitration regarding facialpiercing. Local 832 immediately requested an expedited arbitration tosettle Ms Gill’s termination case. Ms Gill informed the union that she wasn’tconcerned about getting her job back but that she wanted to stand up tothe company for something that she believed in. Because of Ms Gill’s efforts,and the union’s determination, the dress code policy at Westfair wasamended in 2006 to allow for small nose piercing. Members with questionsor concerns on facial piercing should contact their union rep.UNION JULY 200613

The Last Six Months ...EDUCATION & TRAININGSince this is the last magazine untilSeptember, I thought it would be a goodtime to give everyone a summary of whathas been going on at the Training Centre overthe last six months. The Training Centre hasbeen filled with members attending shop stewardand health and safety workshops, generalsession courses such as English as an additionallanguage, computers and CPR, literacy tutoringand grade 12 classes. It has been a productive sixmonths for members and Training Centre staff.At the beginning of the year, we introduced twonew shop steward workshops, cultural comfortand note taking. I am pleased to report that bothhave been very well received. Cultural comfort wasdeveloped to help shop stewards gain an understandingof different cultures so they can betterassist all members in their workplaces. Note takingwas developed to teach shop stewards how totake effective notes and the importance of thisfunction.We are developing two more workshops thatwill be introduced to members later this year,Stop Bullying and Aboriginal awareness.In Brandon we have been busy workingwith Zara Pople, EAL co-ordinator, to organizemore English as an additional language (EAL)classes. Five new EAL classes will run throughthe summer in Brandon to accommodate thehuge demand from new members who haverecently arrived. For information on EAL classes inBrandon or to speak with someone in Spanish,please call Zara in Brandon at 721-1181.We are also working on the fall generalsession training schedule. We are hoping tooffer some different courses this fall, but, we needyour help. What course would you like to take?Call me or Wanda McGorum at 775-8329 withyour ideas! On behalf of all of us at the TrainingCentre staff, enjoy your summer. We’ll see youin September.Los Ultimos seis meses ...Ya que ésta es la última revista hasta Septiembre,creía que sería buen momentopara darles un resumen de lo que ha estadopasando aquí en el Centro de Capacitaciónen los últimos seis meses. El Centro de Capacitaciónha estado lleno de miembros que asistíana salleres para enlace sindicales (shop stewards)y para salud y seguridad; también para cursosgenerales como Inglés como idioma adicional,computadoras y resucitación cardiopulmonar(CPR), alfabetización y clases de bachillerato.Han sido seis meses ocupados y productivos paralos miembros y el personal del Centro de Capacitación.A principios del año presentamos dos nuevostalleres para enlaces sindicales - culturalcomfort y note taking. Me da gusto reportarque ambos fueron muy bien recibidos. Culturalcomfort fue realizado para ayudar a los enlacessindicales a lograr comprensión con culturasdistintas para poder mejorar la ayuda que dana todos los miembros en sus lugares de trabajo.Note taking fue realizado para enseñarles a losenlaces sindicales como tomar apuntes efectivosy la importancia de esta función.estamos desarrollando dos talleres adicionalesque se van a presentar a los miembros esteaño—stop bullying y Aboriginal awareness.En Brandon hemos estado muy activos trabajandocon la Coordinadora de EAL, Zara Pople,para organizar más clases de Inglés como idiomaadicional (EAL). En Brandon se llevarána cabo cinco nuevas clases de EAL durante elverano para cumplir con la enorme demandade nuevos miembros que han llegado recientemente.Para información acera de clases de EALen Brandon, o para consultar con alguien enespañol, favor de llamarle a Zara al 721-1181También estamos trabajando en el programade entrenamiento para la sesión general deotoño. Esperamos ofrecer algunos cursos diferenteseste Septiembre, pero necesitamos su ayuda.¿Qué clase quiere estudiar? Hábleme a mi o aWanda McGorum al 775-8329 con sus ideas!Por parte de todos nosotros en el Centro deCapacitación, esperamos que disfrute mucho suverano. Esperamos verlos a todos en el Otoño.Heather Grant-JuryUFCW EducationDirectorTrainingCentre Notesand Nods…• In Winnipeg, the Training Centre isclosed from July 24 - August 8.• Scholarship awards will be presentedat the Training Centre onThursday, August 10.• Have a great summer!EL CENTRO DECapacitaciónnotas ...* El Centro de Capacitación en Winnipegse cerrará del 24 de Julio al 8 de Agosto.* Los Premios de Becas se presentarán enel Centro de CapacitaciónJueves, 10 de Agosto.* ¡Que tengan un excelente verano!14 UNION JULY 2006

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 Pembina Highway tofind out more information.Polo Park Hearing CentreReceive a 10% discount (to a maximum of $150) on the purchase of anyhearing aid. Phone 788-1083. Located in Polo Park Mall (near Safeway).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 yourself with acurrent UFCW member card. Discounts cannot be used with any other offersor promotions.Cakes UnlimitedAs a Local 832 member, receive a 10% discount on all cakes and productssold at Cakes Unlimited—55 Plymouth Street. Open Monday - Friday from10 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 a shoprate of $44.50 an hour, a savings of 20% off the regular shop rate.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 pricing ongolf equipment, accessories and apparel. Choose from a variety ofinstructional programs taught by CPGA Class A professionals Blake Russelland Brad Poleschuk using the V-1 Digital Analysis System andAccusport Vector Launch Monitor System. Located at Shooters FamilyGolf 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.NO MAGAZINE NEXT MONTHNEXT ISSUE WILL BE SENT OUTIN SEPTEMBER.UNION JULY 200615

Win a set ofCallaway X18svalued at $2,600The First Annual UFCW Local 832“Drive for a Cure” Golf Classicwill be held August 26 at The Links at Quarry Oaks.Registration is $150 per person.You receive:•18 holes of golf with cart rental•Team 8x10 photo•Tournament shirt•Steak or Chicken dinner•Lots of prizes to be won.Must be registered by August 18.For registration forms go to www.ufcw832.com/golfor call the union office at 786-5055.Publications Mail Agreement # 40070082Please return undeliverableCanadian Addresses to:UFCW Local 8321412 Portage Ave.Winnipeg, MB R3G 0V5Golfers have a chance to wina 2006 Chevrolet Impalavalued at $26,000.*not actual car, colour and options may be different