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THE MEMBERSHIP MAGAZINE FOR UFCW LOCAL 832 NOVEMBER 2007THEENDOFANERAWestern Glove announcesClosure of Winnipeg Facility

secretary-treasurer CommentCHANGING OF THE GUARDYouth now make up the majority of UFCW Local 832 members.With major negotiations scheduledto take place in 2008 and2009 that will directly impactalmost two-thirds of all UFCW Local832 members, President Ziegler and thestaff of the local have begun to preparefor what may well be several difficultrounds of collective bargaining. Part ofthat preparation included meeting withall of the shop stewards from around theProvince at Safeway and Westfair to gettheir input and direction on strategies tomobilize our members in the retail sector.The mid-October meetings were very productive,but revealed several surprisingstatistics that opened the eyes of manywho were there.Of the 3400 UFCW Local 832 membersworking at Westfair, 42 per cent of themare under the age of 24. Fifty percent of themhave worked at Westfair less than two years.The numbers aren’t that different for Safeway’s3300 members. Forty-two per cent of themare under the age of 24. Twenty-nine per centof the members have worked at Safeway for lessthan a year.These statistics are similar in a number of ourunits. This changing demographic means majorchallenges as we head into another cycle of renewingcontracts at these workplaces. For manyof our members, this is the first time they havebeen involved in negotiations. In fact, it may bethe first time they’ve been a member of a union,or even been employed.The challenges this creates are many, butthe solution can be summed up by a singleword: education. It is our task to educate ournew young members on the meaning of beinga union member and make them aware of themany benefits and privileges that have beenwon in battles of the past so we can secure thosebenefits and win new ones for the future. Wemust educate them on the importance of activism—gettinginvolved in making a differenceinstead of waiting for another to do it for you.Whether they become active on the health andsafety committee, as a shop steward, a women’scommittee member, or become directly involvedin negotiations, we must educate them to participatein making their own workplaces better andsafer, just as generations of those in the labourmovement have done before. The future of yourunion and the workers of this Province dependon it.As an organization that adapts and respondsto the needs of our members we have been extremelyactive in the youth movement of UFCWCanada. We participate in the UFCW YouthInternship Program on an annual basis, sendingmembers like Daniel Cabana from PremierHorticulture, Amanda Johnson from Inspyre,and Justin Gilchuk from Maple Leaf abroad onan intense UFCW learning experience. We havehad one successful youth conference in Gimliand have plans for another one in Winnipeg in2008. Our youth committee has brought youngmembers together to talk union at a Bud, Spudand Steak night and a curling bonspiel. They willalso be hosting a hockey tournament this February.Besides providing an opportunity to educateyoung members about the importance of gettinginvolved in their union, the youth movement atUFCW is just plain fun.As an organization that chooses to leadrather than follow, I believe we have the besttraining centre and educational programsaround. We educate members about shopsteward representation, health and safetyresponsibilities, and everything from cultureto computers. We open doors for many ofour members through our Mature StudentDiploma Program and by providing thousandsof dollars in scholarships each year.We have recently begun teaching workerscompensation advocacy and have just beencertified to deliver the 40-hour minimumtraining program for security guards inManitoba. Finally, our efforts in the area ofEnglish as an additional language are recognizedacross the Province as we’re on thefrontlines educating new Manitobans fromdiverse backgrounds on culture and language.Those are some of the ways your union is risingto the challenges posed by the changing demographicsin the workplace, but what can youdo?If you’re reading this and you’ve been anactive member for a long time, take a youngmember aside the next time you’re at work andtell them about UFCW and what we do for ourmembers. Tell them about a grievance we wonfor a co-worker or a victory won at a negotiationthat’s made their life at work better. Encouragethem to become involved for themselves and forothers. For our newer and younger members,listen and learn. Get involved in your union sowhen the activist in your workplace retires therewill be someone there with the tools to carry thetorch for the next generation.Jeff TraegerSecretary TreasurerUFCW Local 832 UNION NOVEMBER 2007

THE MAGAZINE DISTRIBUTED TO THE MEMBERS OF UFCW LOCAL 832NOVEMBER 2007DEPARTMENTSSAFETY & HEALTHPage 8WESTFAIRPage 10PRODUCTIONPage 11HOSPITALITY, SERVICE & RETAILPage 12GRIEVANCE NEWSPage 13TRAINING CENTREPage 14MEMBER DISCOUNTSPage 15FEATURESUNITED WAY ANNOUNCESAMBITIOUS GOALSights set at $16.5 million.Page 4VISTA PARK LODGE AVERT STRIKENew two-year collective agreement.Page 5SPRINGHILL FARMS SOLDHytek Ltd. plans on adding 200 new jobs.Page 6AGPRO GRAIN RATIFYNEW AGREEMENTPage 6SAFEWAY AND WESTFAIRSTEWARDS MEET WITH UNIONUnion discusses challenges ofupcoming bargaining.Page 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.comWeb site: www.ufcw832.comUnion Representatives: Ron Allard, Ray Berthelette, Brenda Brown, Marie Buchan, Sandy Forcier,Blair Hudson, Darcel Lecocq, Cyrus Lister, Wendy Lundy, Michelle Masserey, Harry Mesman,Sonia TaylorResource Centre Staff: Guy Sylvestre, Ray Lambert, Kim DufaultLegal Counsel: Debra Malmquist, Garry BergeronWorkers Compensation / Safety and Health: Rob HilliardNegotiators: Mary Johnson, Susan Hart-Kulbaba, Beatrice BruskeCommunications: Blake Crothers, Dalia ChapaEducation and Training: Heather Grant-JuryOrganizing: Jerry KiesCanadian Mail Publications Sales Agreement #40070082

UNITED WAY WINNIPEG ANNOUNCES AMBITIOUS GOALSets its sights at almost $16.5 million for annual campaign, nearly 50% raised already!On September 21, United Way Winnipeg held its annual campaignkick-off with much celebration. UFCW Local 832 Training andEducation Director Heather Grant-Jury has been selected as thisyear’s campaign Chair and has spent many months making presentationsto workplaces and organizations to bring them onboard for this year’s campaign.At this year’s event, an aggressive goal was announced of $16,465,000—an increase over last year’s $15.5 million raised.During the campaign kick-off over 1500 people from labour, business,non-profit and government took part in the fourth annual ‘Plane Pull’. Thiswas the first time in Plane Pull history that a second jet was added to thetarmac and 40 teams took part in the best cheer, the best dress and braggingrights for the fastest time.In a press release on October 5, the United Way announced that it hasreached 43 per cent of their campaign goal or over $7 million.“Everyday people see the good work that the United Way does in theircommunity. Unfortunately they don’t realize that it’s the United Way thathas funded or assisted them,” stated Grant-Jury. Many UFCW workplaceshave been signing up to join in workplace fundraising.If you would like to get your workplace involved, please callHeather Grant-Jury at 480-8112.Waving the flag, United Way Campaign ChairHeather Grant-Jury at this year’s campaign kick-off withmembers of the United Way cabinet. UNION NOVEMBER 2007

VISTA PARK LODGE WAGES RISE $1.60 TO $2.40 PER HOURMembers ratify new two-year agreement by 87%.On October 21, members at Vista ParkLodge voted on a tentative deal that thenegotiating committee reached earlierin the week. The members had been gearingup for a strike that was slated to start at 7 a.m.October 22. The new two-year agreement willexpire March 31, 2009.Negotiations had been ongoing since March8 when the negotiation committee consistingof UFCW Local 832 negotiator Mary Johnson,Claudette Chudy and Charlene Desjarlais first satdown with the company. Bargaining lasted overnine days with still no agreement. After a 100 percent strike vote on September 14 the companyagreed to meet with a conciliation officer. Followingtwo days of conciliation the parties cameto a tentative agreement.“We were prepared for a strike and the memberswere ready to go. Strikes aren’t always a goodthing but when the membership is prepared forone, and you know that you can get more foryour members, you have to be prepared to flexyour muscles. In this case we did and came outwith more,” stated UFCW Local 832 PresidentRobert Ziegler.The new agreement will see wage increases ofbetween $1.60 and $2.40 over the two years, withthe first increases retroactive to April 1. Memberswill also see improvements in evening premiums,which will increase to 55 cents an hourfrom 35 cents. The night shift premium will goto 75 cents per hour, up from 45 cents. The weekendpremium has also been increased to 45 centsper hour from 25 cents. All premium increasesare also retroactive to April 1.Along with the much needed wage increases,the negotiation committee was able to get clarificationin the collective agreement regardinghow the company uses term employees. Thecompany has been requesting doctor’s notes forwhen members are off due to illness. The unionrecognized that these notes could cost in therange of $20 to $40 each. Contract languagenow states if the company requests such a notethat the member will be reimbursed the cost ofthe note.Vista Park Lodge members, Teresita Benjamin and Rita Mahabeer casting their vote.The members at Vista Park Lodge were notafraid to go on strike; they walked the picketline in 1996 when the provincial Conservatives(PC/Tory) government was leading the chargeagainst workers in Manitoba. During this timewage cuts and concessions were commonplace.The members demonstrated their solidaritywhen they fought to keep what they had andwon. The same solidarity showed during the latestround of bargaining when the company sawthe overwhelming show of support of the strikevote. During the ratification meeting UFCW Local832 negotiator Mary Johnson congratulatedthe membership for standing tall and together.Presently there are approximately 94 membersworking at Vista Park Lodge performingvarying jobs in the laundry, housekeeping, nursing,dietary and activity departments.Union Negotiator Mary Johnson and negotiation committee member, Charlene Desjarlais, answera question for Lorna Houle on the new collective agreement .UNION NOVEMBER 2007

Agpro GrainRatifies NewAgreementOn October 15, the three membersworking at Agpro Grainunanimously ratified a newone-year agreement that is set to expirein June 2008.Hytek to invest inSpringhill FarmsFormer partner in Olywest looks to finalizepurchase of Neepawa Plant — creating 200 new jobs.It’s not official yet, but it looks like SpringhillFarms in Neepawa will be sold to Hytek Ltd,the same Hytek that was part of the consortiumof companies planning on building a porkprocessing plant in the St. Boniface area in Winnipegmuch to the dismay of residents. A jointpress release by Springhill and Hytek was sentout on October 11 announcing the investment.The timing of the deal is good news to the 350members working at Springhill, as industry insidershad written off the plant in the next fewyears unless it saw significant investment.Guy Baudry a senior executive with Hytek hastold local newspapers that they plan on investingas much as $35 million to bring the currentplant up-to-date—thus increasing the killnumbers and expanding its ability to producespecialty cuts of meat. Hytek also announcedthat it will need more workers, an estimated 200more workers will be required with the changesto the Neepawa plant.Bill Teichroew, the chief executive officer ofSpringhill Farms stated that Hytek is presentlyperforming its “due diligence” and couldn’tspeculate if a second shift would be added to theplant or when renovations would be taking placeat the plant. Teichroew did say that everythingshould be finalized by early 2008.UFCW Local 832 President Robert Ziegler washappy to hear the news after he heard rumblingsthat Hytek was looking at purchasing an areaplant after the demise of the OlyWest plant. “I’mglad to see the members of Springhill will havesome stability once the sale is completed. I’veinformally contacted Hytek to let them know welook forward to meeting with them and workingwith them in the future,” stated Ziegler.Presently, the kill rate at Springhill Farms ishovering around 3,400 hogs per day and theplan is to boost it to 4,000 hogs per day, which iswhat the plant is currently permitted to do. Hytekhas stated in the media that it looks to increasesecondary processing at the plant by sellingspecialty cuts of meat domestically andabroad.Springhill Farms was opened in 1986 by agroup of Manitoba Hutterite colonies and hasstayed in business even with the large Maple LeafBrandon facility only a short distance away.Hytek Ltd is based in La Broquerie, Manitobaand is the largest privately-owned pork producerin Canada. It has pork productions and marketingoperations across Canada and the UnitedStates, as well as pork production operations inChina.The new agreement increased wagesby 6.5 per cent across the board to allclassifications and rates of pay retroactiveto July 1.The members also saw an increaseto their footwear allowance of $25 peryear bringing it up to $150. The membersreceived an additional $100 totheir health spending account movingit to $400 per year.Amendments to the collective bargainingagreement were also made forcompassionate care leave, updatingthe names to the agreed upon arbitratorslist and union leave of absence.This past year Agpro Grain’s parentcompany, Agricore United, andthe Saskatchewan Wheat Pool mergedtogether to create a newly formed companycalled Viterra.Viterra, is Canada’s leading agribusiness,with extensive operationsand distribution capabilities acrossWestern Canada, and with operationsin the United States and Japan. Thenew company is diversified into salesof crop inputs and services, grain handlingand marketing, livestock feed,agri-food processing and financialservices. UNION NOVEMBER 2007

SAFEWAY AND WESTFAIR STEWARDS MEET TODISCUSS UPCOMING BARGAININGOn October 16 and 17 the shop stewards from Safeway and Westfair metin Winnipeg to discuss upcoming bargaining, which will be taking placewithin the next 18 months. UFCW Local 832 President Robert Zieglerand Secretary-Treasurer Jeff Traeger were on hand to discuss unique challengesto both units and to discuss how other regions in Canada and the United Stateshave done with recent negotiations.For the Safeway group, President Ziegler discussed how Safeway has beenbuilding up market shares with the conversion of their older stores to the new“lifestyle” format. He mentioned that British Columbia would be bargainingbefore Manitoba so it will provide a better understanding as to what lies aheadfor Local 832 members. For Westfair, President Ziegler discussed the recent 24hours/6 days a week announcement for the Regent and McPhillips stores. Theunion met with the company to discuss this situation and came up with a workablesolution that protects the members. See Monkey See Monkey Do (page10).President Ziegler expressed challenges the Local will be facing for both unitsin the next round of bargaining. He discussed the Canadian Commercial WorkersIndustry Pension Plan (CCWIPP) and that a stabilization fund has beencreated. He stated that approximately 23 cents an hour, per member, has to gointo the plan to maintain the current level of benefits. Both groups have similarstruggles in terms of the demographics at both companies—a large amount ofmembers have less than five years of seniority.UFCW Local 832 President Robert Ziegler spent both days talking to thestewards about the challenges for the next round of bargaining.The stewards were split into groups and assigned seven questions on topicssuch as ways to educate the members when turnover is so high and how toencourage members who are not active in the union.“I have ideas for the next round of bargaining but we need to hear from themembership on what’s working and what isn’t. We need to get the membersmobilized prior to bargaining so we can negotiate the best agreement possible,”stated Ziegler.All the groups made presentations back to President Ziegler and Secretary-Treasurer Traeger and the ideas presented are going to be reviewed at theupcoming staff conference and servicing meetings.Safeway stewards working on questions the union provided to them. Bothgroups provided great information to the Local.UNION NOVEMBER 2007

A Different PerspectiveNo laughing matter when a man is sexually harassed at work.Safety and healthWhen people talk about sexual harassmentin the workplace our instinct isto assume that the victim is female.What happens when the victim who reports theincident is a man?Many people disregard sexual harassmentagainst men and even use it as a punch line tooff-coloured jokes. Unfortunately that’s what amember of the local recently encountered whenhe came forward to report, not one but two, incidentsof sexual harassment at work. Althoughsexual harassment against men is not well documented,usually due to embarrassment and possibleridicule from others, it does happenand mostly goes unnoticed.UFCW felt it was important enoughto address and let the membershipknow that regardless of your genderthe local will take your accusationsseriously and represent you properly.A full investigation will be conductedand assistance will be provided in anyway possible.The example below happened toa union member this year. Outlinedare some of the problems the memberfaced when he reported the incidentsand how he overcame them.Due to confidentiality agreements and otherongoing legal matters, the union will not revealthe real name of the “survivor”, as he would liketo be called, nor where he works except that it isin the security industry. Using the word “victim”gives power to the person who is guilty of committingthe crime. That’s why our survivor prefersthis term because he feels that he is takingcontrol of his situation and improving himselfinstead of just letting things happen to him. Forthe purpose of this article, he’ll be referred to asDon.During this past summer, Don was stationedat a residential building in Winnipeg. He workedfrom 7 p.m. to 3 a.m. in the morning. Don hadbeen working at this location for a number ofmonths and had little to no problems prior tothis. In fact, he enjoyed the job and liked most ofthe people he interacted with each night. Unfortunatelythings changed quickly for Don whenone evening in June one of the tenants askedhim for the time. Because Don doesn’t wear awatch he uses his cell phone to check the time.As he pulled out the cell phone the resident sexuallyassaulted Don. Shocked he tells the woman,“No” and moves away. The woman leaves thelobby and Don calls his supervisor. The supervisorlaughs at what occurred and tells Don to putit in his report.Upset with what occurred Don notifies the WinnipegPolice Department to report the sexual assaultand seeks medical attention when his shiftis over for the night. Don told his story to the attendingnurse, as well as the doctor on call, whois also male, and when told the doctor smiles.Plus he had to repeat his story to WCB (who initiallyturned down this claim), his employer andthe union.The following evening, the Winnipeg PoliceDepartment took a statement from Don. He toldthe police that he just wanted the woman warnedand not charged. The police spoke to the woman,who said she was just “joking around” and doesthat with other security officers. The police informedher that this isn’t considered a joke andthat she is to stay away from the security officer.The police reported back to Don that the womanRob HilliardHealth and SafetyDirectorwas sorry for her actions and had clearly beentold to stay away from him.Don is forced to use seven days of sick time andholiday time due to the incident. He returned towork, not by choice but, because he has to feedhis children and survive. The company did notpresent any other options to him, so Don decidedto go back to the same building where he wasassaulted. Besides, he wants to be a survivor nota victim. Don asked for certain conditions to bemet by his employer so he can safely return towork and he returns under the impression thatno further harassment will occur. His employertold him he would be safe.Don goes back only to have the same tenanttaunt him again, three times in one night. Donnotified his superior and is informed to tell thetenant to “bugger off”. He is also told that he hasto make a statement and the company will tryand discuss this problem with the client.A few days later a different woman, allegedlydrunk, sexually assaulted Don. After pushingthe woman away and finishing his patrol,Don is once again left feeling numb and in astate of shock. He again notified the companyand police. This time the company did attendat the building. Even though Don was visiblytraumatized and asked to go home, the supervisorinstructed Don to finish his shift. Don told UNION NOVEMBER 2007

the supervisor that he is refusing to work at thisbuilding any further citing the right to refusedangerous work. He told the supervisor that hewants to be transferred to another location beforehe will come back to work. Don again wentto see his doctor, who ordered him off work forfour days and provided the company with a note.The union representative tried to meet with thecompany to deal with these traumatic incidentsand to get Don help but the company ignoredthis request.The union persevered and finally the companyagreed to move Don to an alternative site.The company did not do an investigation. At nopoint did the company offer an alternative jobsite nor did the company offer any counselingof any kind or support throughout his healingprocess. The union argued that not only shouldDon be removed from the site where two claimsof sexual harassment took place, but also heshould be given a job site that equaled his priorsite - $12 per hour and a 40-hour workweek. Hehad been subjected to unsafe conditions and injuredat work through no fault of his own. Theunion also requested that his vacation time andsick time be reinstated, as these incidents shouldhave been handled right away.Due to financial reasons and having to providefor his family, he had to take the offeredwork. It was at his $12 an hour and 40 hours aweek, but unfortunately it was between two siteswith irregular hours. His personal life was turnedupside down and he had no time to attend to hisown healing.A grievance was filed and during mediationthe parties came to an agreement that Don wouldreceive the requested reinstatement of all hispaid out sick pay and vacation reimbursement.The company also attempted to acknowledgetheir mistake and issued a letter of apology. Theletter was far from an apology for the continuedlack of support and for leaving Don in the unsafeand unhealthy work environment. It was moreof an apology of how long the investigation tookand for the “frustration” it might have causedDon - another slap, another victimization. Thecompany also agreed to allow Don to bump butwould not allow him to keep his rate of pay. Thecompany agreed to work with the union to developa new company policy and to implementprocedures to ensure that if another incident occursit will be handled better than Don’s was.Don calls himself a survivor and not a victimbecause he has come through a horrific experienceand he has grown as a person. He is nowcommitted to work to help others. The termSURVIVOR gives the power to Don and not tothe two women who assaulted him, the variouspeople along the way who belittled him and hisexperiences. Most importantly not to his employer,who refused to do the right thing, refused toprotect him and refused to help him heal.Don will tell you that he is angry with hisemployer, the police, WCB and society for howhe was treated and how he was victimized againand again. He will tell you about having to tellhis four children what happened to him and whyDaddy was acting weird. Don will tell you aboutthe physical and emotional stress, the injuriesthat he still has - flashbacks and fear. Don willtell you about the pain of having to retell hisstory over and over again. Don will also tell youthat he is not here for revenge, he wants to healand help other victims become survivors.To others Don says, “Tell someone, tell UFCW.Ask for help and heal. There is no shame in beinga survivor and no one should go through thistype of experience alone – tell someone. If yourharasser or assailant has victimized you chancesare there are others. PLEASE SPEAK OUT.”The union encourages for all members tocome forward if they feel that they have beensexually harassed at work, no matter how smallthey feel it is. The union takes this very seriouslyand will deal with it as quickly and efficiently aspossible. If you have any questions you shouldcontact your shop steward or union representativeimmediately.New 4-YearDeal!Town of Virden wages toincrease by at least 10.75%.On October 18, UFCW Local 832members working for the Town ofVirden ratified a new four-year dealby 78 per cent.Across the board wage increases for allemployees are scheduled for each year ofthe collective agreement. The first increaseof 2.5 per cent is retroactive to June 1 andmust be paid to all employees by November1. Further wage hikes of 2.5, 2.75 and threeper cent are scheduled for June 1 in 2008,2009 and 2010 respectively. In addition to theacross the board wage increments, severalclassifications received additional increasesto reflect changes in their job duties.Other negotiated improvements includea $50 increase to the amount paid for prescriptiondrug and optical costs. Memberswill now receive $200 per calendar year.Full-time employees will be eligible for threeweeks vacation with pay after one year ofcontinuous service, instead of having to waitfour years. As well, employees temporarilyassigned to work in a higher paying classificationfor a full day or more, will be paidat the increment level in the higher payingclassification which is closest to but providessuch employee with a wage increase. Thereis also an addition of a new article dealingwith harassment/abuse at the workplace.The new union agreement will expire May31, 2011.Former Union Rep Passes AwayPresident Ziegler, the executive board and staff extend their deepestsympathy to the family of former union rep Lou Harries.Lou became a UFCW member in 1979. He negotiated and serviced variousLocal 832 units, including his former workplace, Unicity Taxi, untilhis retirement in 1999.UNION NOVEMBER 2007

The Training CentreBuilds Skills for the FutureEAL classes available in Brandon and Winnipeg.EDUCATION & TRAININGWith so many new non-English speaking members working at UFCWunits, English as an Additional Language (EAL) is one of our fastestgrowing courses. We believe it is very important for people tohave a basic knowledge of the English language. It will help them at work,at home and within their community.Zara Pople, our EAL co-ordinator in Brandon, works hard to ensuremembers in the West Man area are registered into an EAL class that fits theirschedule. We have also increased the number of classes being offered.Plus, I am happy to welcome Agnes Feng to our staff. She will work withZara and Local 832 staff to provide Chinese translation services and assistin co-ordinating students into EAL classes. This is a new position which wascreated through a partnership between United Food and Commercial WorkersUnion, the Province of Manitoba and Maple Leaf Fresh Foods.EAL classes are probably the mostimportant classes we offer. It makes aworld of difference when you can communicatewith those around you. Italso makes you more comfortable innew surroundings and more willing toparticipate in community activities.There is no cost for the EAL classesand they are open to members inthe Westman and Winnipeg areas. Ifyou would like more information onthese classes call Zara in Brandon at721-7131/toll-free 1-800-552-1193 orWanda McGorum in Winnipeg at 775-8329/toll-free 1-877-775-8329.Heather Grant-JuryUFCW EducationDirectorDiane and Stacy Sichewski, members fromMaple Leaf in Winnipeg, are enrolled inthe Grade 12 Mature Student DiplomaProgram at the UFCW Training Centre. Proudmom, Diane, who is 60 years young and her20-year-old son, Stacy, say going back to schooltogether is great. They help and support each other.It helps that Stacy still remembers things from highschool. They push each other into learning as theyare both determined to complete their Grade 12together. What has it been like for them so far? Wesat down with them recently to find out.“I really feel that without the UFCWprogram, neither of us would beable to complete our grade 12.”When asked why they chose the UFCW program,Diane said it all began when Stacy decided he wouldlike to join the R.C.M.P. or the military. He foundout that to join, he needed his Grade 12, which hehad not completed. The cost to go to somewherelike Red River was out of the question. “I haveattended courses at the Training Centre throughoutmy years with the Local and I felt the Grade12 program offered the perfect opportunity forIt’s a family affairDiane and Stacy Sichewski are determined to get their Grade 12 diploma.Stacy to finish school,”said Diane. Once theydecided on the UFCWprogram, Stacy said tohis mom, “You neverfinished your grade12 either, if I’m goingback, you’re comingwith me.”Diane and Stacy saywhat they like best aboutthe UFCW program isthat it is a relaxing atmosphere that is gearedtowards adults. All the teachers understand thatteaching adults is different from teaching highschool students. They understand work and familycommitments. The mom and son team acknowledged,“The teachers take time to explain thingsto us and they always say there are no stupid questions.Plus, you are with a group of students thatare all trying to work hard to better themselves.”Diane added, “I really feel that without the UFCWprogram, neither of us would be able to completeour grade 12.”When asked what they would say to other adultsout there who are thinking of returning to school,14 UNION NOVEMBER 2007they replied, “Everyone can learn no matter how oldyou are. It’s a good feeling when you succeed!”If you’ve been inspired by Diane and Stacy’s storyand want to get your own high school diplomaor upgrade your skills, call Ans Norman at theTraining Centre at 480-8116. He will provide youwith more information on taking individual coursesor working towards your entire diploma.The UFCW Training Centre, in partnership withWinnipeg Technical College, offers members anadult high school credit program that is recognizedby the Province of Manitoba, universities,community colleges and employers.

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.Aviva TradersA group home insurance program exclusively for UFCW members.This program is tailored to meet your personal insurance needs byproviding competitive group rates on home,condominium or tenant packages.For a free quote call 1-877-787-7021 or visit www.unionsavings.ca.Systek SolutionsAt Systek Solutions receive 10% off hardware purchases, 12.5% offcomplete system purchase, and 15% off their $49/hr service rate.Locations: 935-26th Street, Brandon—Phone 726-4699 or 1-866-9-systek and 1550 Wheatland Drive, Carberry—Phone 834-3079.Celebrations Dinner TheatreSee a live Broadway-style show while you dine andsave 25% off the regular price.Located in the Canad Inn - 1824 Pembina Highway.Call 982-8282 for reservations.Jet Car WashGet your vehicle cleaned, inside and out, for 25% off the regularprice at Jet Car Wash. 532 St. James Street. Phone 783-0258.The Fairmont/The Velvet GloveUFCW members receive special room rates at The Fairmont Winnipeg.For a moderate room single/double occupancy pay only:• $119 Sunday - Thursday• $99 Friday/SaturdayTo obtain these special rates call 957-1350 or 1-888-974-7666and identify yourself as a UFCW member.At The Velvet Glove receive 10% off on all food and beverage.Some conditions apply.iron fistAt Iron Fist receive 20% off a one year membership.Plus 25% off women’s self-defence course. Phone 231-3633Locations:• 1851 Portage A venue• 675 Archibald StreetLaw Protector PlanUFCW has arranged with Law Protector to provide UFCW memberswith L.P.I.’s entry-level legal assistance plana $60/year value at no cost to you. L.P.I. LawCall gives memberseasy, toll-free access to preliminary telephonelegal guidance by experienced lawyers — at no cost per call.L.P.I. will help you understand your rights, options and how todeal with potential legal issues.If you wish to hire a lawyer, you may purchase an enhanced L.P.I.Plan, to save on legal fees through L.P.I.’s network of experiencedcommunity-based lawyers. Published, fixed fees and preferred hourlyrates can save you up to 60% off national average fees.To find about activating and using your benefit, contact UnionSavings visit www.unionsavings.ca.Phoenix Real EstateCall Jennifer Okaluk at 771-0981 and receive:• $150 cash back on the completed sale of a home or condo• Up to 20% off legal fees• Access to the best mortgage rates.Your neighbourhood professional with over 15 years experience.Some conditions apply.CDT Production Group Inc.At CDT Production Group receive 15% off: TV & film production,commercials, studio production, MC services, multi-media, eventmanagement, virtual business cards, and audio production.Plus receive 20% off all music packages and 5% off lighting packages.338-3459 or e-mail cdtgroup@shaw.ca. Your entertainment source!Autopac Write-offsIf Autopac says your car or truck is a write-off, call Brad Pallen at 284-5664. An insurance arbitrator for over 30 years, Brad will make sureyou receive your vehicle’s actual cash value and give you free consultationas to what your options are. If arbitration is required, youpay only $250 in arbitration costs—a savings of $50.For all ufcw local 832membership discounts visit:www.ufcw832.com/discountsUNION NOVEMBER 200715

Saturday, February 2, 2008at the Sanford Arena(12 kms from McGillivray and the Perimeter on Hwy 3)Team Registration is only $250Limited to only 8 Teams, Register Early.Registration Deadline is December 7, 2007To register, contact Marie Buchan at 786-5055Beer Gardens &Silent AuctionPrizes to the Winnersof “A” Side and “B” SideAll money raised goesto Leukemia &LymphomaSocietyThis event is being run by theUFCW Local 832 Youth CommitteePublications Mail Agreement # 40070082Please return undeliverableCanadian Addresses to:UFCW Local 8321412 Portage Ave.Winnipeg, MB R3G 0V5