Download - UFCW, Local 832

THE MEMBERSHIP MAGAZINE FOR UFCW LOCAL 832 JUNE 2007

THE MAGAZINE DISTRIBUTED TO THE MEMBERS OF UFCW LOCAL 832JUNE 2007DEPARTMENTSUFCW WOMENPage 6SHOP STEWARDSPage 6SAFETY & HEALTHPage 9WESTFAIRPage 10PRODUCTIONPage 11HOSPITALITY, SERVICE & RETAILPage 12GRIEVANCE NEWSPage 13TRAINING CENTREPage 14FEATURES20-YEAR ANNIVERSARYOF WESTFAIR STRIKEA look back at a strike that defined a local.Page 4UFCW MEMBERS CONTINUETO SAVEIt pays to belong.Page 7ESSENTIAL SKILLS FOR THEWORKPLACEProgram up and running in Thompson.Page 7NEGOTIATION UPDATESLocal 832 busy bargaining.Page 8FAMILY FUN DAYFun Mountain - July 15.Page 16OFFICESWINNIPEG1412 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, Sandy Forcier, Blair Hudson,Darcel Lecocq, Cyrus Lister, Wendy Lundy, Michelle Masserey, Marie Meyers, Sonia TaylorLegal Counsel: Debra Malmquist, Garry Bergeron Education and Training: Heather Grant-JuryWorkers Compensation: Rob Hilliard Organizing: Jerry KiesNegotiators: Mary Johnson, Susan Hart-Kulbaba, Beatrice BruskeCommunications: Blake Crothers, Dalia Chapa Safety and Health: Harry MesmanResource Centre Staff: Guy Sylvestre, Ray LambertCanadian Mail Publications Sales Agreement #40070082

20-Year Anniversary of Westfair StrikeA look back at a strike that defined a local.It’s been 20 years since members working forWestfair stores in Manitoba went on strike.On June 4, 1987 over 1,600 workers acrossthe province walked off the job and picked uppicket signs to maintain what they had bargainedfor over previous agreements and put thebrakes to Westfair’s concessionary demands forthat round of negotiations.Looking back twenty years ago, the minimumwage was $4.50 an hour and start rates atWestfair were over $7 per hour. These gains wereobtained through years of hard fought negotiations.At the time Local 832 was called the ManitobaFood and Commercial Workers Union andunion president Bernard Christophe along withthe negotiating committee made up of membersworking at Superstores and Econo-Mart stores(now called Extra Foods) were not going to letthe company dismantle their collective agreement.It was evident during the course of negotiationsthat Westfair wanted a strike or break theunion. Negotiating committee member in 1987Jerry Kies, and now organizing director for theLocal, got a sense that the company had a hiddenagenda. “It was a roller coaster experiencewhen I look back on the strike of ’87,” said Kies.“The company’s agenda became more and moreevident as negotiations progressed. They continuedto propose concessions and not listen to whatthe union was offering. We wanted to maintainwhat we had fought for, it wasn’t about moremoney.”The local media picked up the story and itbecame headline news for many months. Warsof words were waged in the local newspapers,as “UNION DECLARES WAR” and “SHOPPERSBEWARE” were some of the notorious headlines.Westfair tried to keep its locations open by hiringscabs. Some stores were closed but one in particularthe Superstore located at Grant and Kenastonwas always a hot bed of activity. The Kenastonlocation remained open during the strike, runby scab labour. Kathie Kraychuk, a UFCW LocalPicket captain Anne Watson is interviewed by the local media. Anne is one of the 200 members who wereon strike in 1987 that are still at Westfair. UNION JUNE 2007

Former UFCW Local 832 negotiator Darlene Dziewit gives an earful to the scab mobiledriver. The driver pictured here was also involved in numerous run-ins with members.Winnipeg police were out in full force on June 25 when 13members were arrested.832 Executive Board member, who was on strikein 1987 remembered the scab bus rolled in withthe “replacement workers” wearing brown paperbags over their heads. “We laughed so hard thatthey had to hide under their paper bags from us.The next day we all picketed with brown paperbags on as well,” said Kraychuk.When a strike of this magnitude occurs emotionsrun high. On a few occasions violencebroke out on picket lines, one such incidentsaw a customer leaving the store only to butt hiscigarette out on the back of Kathie Kraychuk’sneck. “I was so upset that it took over six hoursfor the police to show up and the incident tookover two and a half years to go to trial”. Westfairtook court action against the union trying to barand limit the amount of picketers. The companyreceived an injunction against the union thatallowed them to paint a line limiting the distancepicketers were to stay within. The paintedlines came about when a mass picket was heldand over 500 strikers and supporters from otherlabour unions in the city came out in supportof the strike. Fourteen people were arrested thatday, including then union president BernardChristophe. The incident made the front page ofthe Winnipeg Sun and showed police wrestlingwith a picketer.While Westfair saw a downturn in businessand public support, Safeway on the other handreaped the benefits as customers respected thepicket lines and shopped at Safeway. It alsohelped that Safeway honoured any coupons thatWestfair tired to use to lure shoppers to cross thepicket line. It was reported that Safeway saw anincrease of over 25 per cent in business duringthe strike. Also during this strike, negotiations forSafeway were underway and actually an agreementwas ratified without the need of a strike.The Safeway deal was ratified on June 22, 1987three weeks after the Westfair strike had started.The ratification by Safeway bolstered the union’sposition that Westfair was out to break the unionand gut the current collective agreement. In1978 Safeway went through similar labour painswhen it had a strike with its members that lastedaround three months.It wasn’t until the company and the unionsat down with conciliation officer Vince Readyin late September that both sides started to moveon their issues looking at a way of ending thefour-month strike. Daily reports were printed inthe local media showing that both sides werestarting to be more flexible on their terms. OnOctober 6, 1987 over 98 per cent of the memberspresent voted in favour of ending the strike andaccepting a new collective agreement. The unionwas successful in strengthening its contract languageon guaranteed hours for both full-timeand part-time members. It also saw a thirtycentwage increase in the first year for part-timeemployees and a $150 lump sum payment in thesecond year.Since 1987 the amount of members workingat Westfair stores has more than doubled.Presently there are over 3,500 UFCW membersacross the province. Over 200 of those were workingduring the 1987 strike.There have been discussions as to whetheror not we are heading towards another standoffwith Westfair in 2008. Local 832 President RobertZiegler would like to avoid a strike if possiblebut is not willing to compromise on the workingconditions of our members. While theirshare price may have taken a beating, it is notbecause of the work of our members. “Loblaws(Westfair’s parent company) needs to get theircompany back on track. The poor investmentsin Quebec and problems with their distributionsystem, are the main factors causing their downturn,”Ziegler stated. “They will have to continueto look at ways to put them back on the retailmap in ways that are not concessionary to theirunionized workforce.”The next labour dispute may not necessarilybe with Westfair. 2008 and 2009 will be quitebusy for Local 832 as it will be bargaining withthe three biggest employers: Maple Leaf, Westfairand Safeway. All three businesses have experiencedsome forms of growing pains over the lastfew years and Ziegler is expecting there may bea labour dispute at one of these places. Ziegler ,“Whenever a company has a setback in businessthey tend to cut and slash in an erratic way. I intendto make sure these companies aren’t aboutto dig themselves out on the backs of our membership.They have to look at all the reasons fortheir problems instead of trying to make a quickfix.”UNION JUNE 2007

negotiation updatesBargainingContinues AtHeartlandMeetings scheduled forJune 13 and 14.The union and the company met inMarch to begin bargaining for a newcollective agreement at HeartlandLivestock. There was some progress madewith negotiations scheduled to continue onMay 3 and 4. However, those meetings havebeen rescheduled for June 13 and 14.Representing the members is union negotiatorMary Johnson and shop steward BradDelgaty.The union will send out an update toall members after those meetings. In themeantime should you have any questionsin regards to negotiations, you can contactMary Johnson toll-free at 1-888-832-9832.The prior union agreement expired onMarch 31. UNION JUNE 2007Problem-Solving ApproachWorking at BCoNext round of negotiations set for June 6.Last month the union bargaining committeeconsisting of head negotiator Susan Hart-Kulbaba, Jennifer Haggerty and CandaceSparks met with the Brandon Community Options(BCO) negotiating committee to exchange proposals.Several of the proposals were reviewed anddiscussed with some headway being made on someof the issues. To date only non-monetary issueshave been addressed.“The talks at the bargaining table have beenrespectful and done in a problem-solving tone.This is always a good sign,” stated union negotiatorSusan Hart-Kulbaba. “Hopefully at the nextmeeting we can move forward to the monetaryitems.”The next date for bargaining is scheduled forJune 6. One of the key elements of bargaining ishow the parties communicate with each other andwith the membership. Watch for further updatesafter the June meeting.There are approximately 140 UFCW Local 832union members working at BCO. The union agreementexpired March 31.VersaCold Dawson and JarvisNegotiations In ProgressTwo different locations, two different contracts, one common goal.The union is in current negotiations fornew contracts with VersaCold—onefor their Dawson Road site and theother for their Jarvis Avenue location.Strike Vote Results inNegotiations continuingBudget-Rent-A-Car members back up their demands.As a result of a strike vote meeting held on May 3, Budget Rent-A-Car advised the governmentappointed conciliation officer that they wished to meet with the union bargainingcommittee to resume negotiations.Talks took place on May 30 and 31, but as we went to press the outcome of those meetings wasnot know.As indicated to you at the May 3 meeting, if the employer presents a new offer you will havean opportunity to vote on it before any strike action would take place. The union negotiatingcommittee consists of head negotiator Bea Bruske and shopsteward Darren Goring. The membership will be will keptinformed as developments arise.These are two totally different agreements,linked together by similar work duties, classificationsand same owner. The first day ofbargaining with VersaCold, for both locations, washeld late last month on May 29. First the Dawsonproposals were given to the company and then theproposals for the Jarvis location were exchanged.Negotiations are held separately as the employerhas refused to bargain at one table for all three oftheir locations, which all have union agreementswith Local 832. The settlements tend to follow thesame pattern. As at press time the outcome of thosemeetings was not known.Union negotiator Mary Johnson is leading thenegotiations for both locations. To assist her inthe Dawson negotiations is shop steward PeterKauth. Shop stewards Terry Franzmann and FrankHalischak are part of the bargaining committeefor the Jarvis location.The Employer has hired lawyer, Paul McDonald,from the legal firm of Aikens, McCauley &Thorvaldson to assist them with negotiations.There are about 30 unionized employees atDawson Road and approximately 12 membersworking at the Jarvis plant. Both union agreementsexpired on May 31.

NEW REGULATION TACKLESHARASSMENT AND VIOLENCEGetting the law in place is only half the battle• • • workers must ensure it’s implemented.Safety and healthUFCW, and the union movement in general,have made workplace violence andharassment a priority in bargaining andpolitical action. Those efforts have been rewardedin Manitoba with the enactment earlier this yearby the NDP government of the Workplace Safetyand Health Regulation. This omnibus regulationcovers a wide range of issues and, for the first time,includes clauses intended to commit employersto action on the issues of workplace harassmentand violence. As always, getting the law in place isonly half the battle. The next part of the struggle,the implementation of the law in the workplace,will require the diligent effort of the union and,most importantly, the union appointed workerrepresentatives on the joint healthand safety committees.Violence and harassment are difficultissues for a union to deal withbecause they frequently involve oneworker against another. Ensuring thatemployers have met their legal obligationto provide a safe and healthy workenvironment is one way to minimizethese occurrences. The onus must beplaced squarely with the employersto ensure the protection of workersfrom violence and harassment byminimizing and controlling risks andaddressing workplace behaviour. Aswith so many health and safety issuesthere will be reluctance on the partof many employers to do this in ameaningful way because they wronglyview time and effort spent on thesematters as being nonproductive. They fail to seethe link between the social health of the workplaceand a productive workforce. This is why we willhave to push to ensure the new regulations arefollowed.Let’s look at what exactly the new regulationrequires. For harassment the law now states theemployer “must develop a written policy to preventharassment in the workplace” and, most importantly,“must ensure that workers comply with theharassment policy”. The policy has to be developed“in consultation with the committee at the workplace”.Furthermore, the employer is obliged totake corrective action if harassment is identifiedand “not disclose the name of a complainant oran alleged harasser or the circumstances relatedto the complaint” except to the extent where itproves “necessary to investigate the complaint ortake corrective action”. The regulation goes on tolist what elements must be contained in the policyand requires the employer to post a copy of thepolicy “in a conspicuous place”.When it comes to violence the employer isnow required to “identify and assess the risk ofviolence in the workplace in consultation withthe committee”. When a risk has been identifiedthe employer “must develop and implement aviolence prevention policy” again in consultationwith the joint committee. Workers must betrained in the policy and their compliance mustbe ensured. Like the harassment section there isa list of specifics as to what must be contained inthe policy and what must be done to eliminate theUNION JUNE 2007Harry MesmanHealth and SafetyDirectorhazard. The duty to post the policy is also here andthere is an additional duty to inform workers “thenature and extent of the risk; and therisk of violence from persons whomworkers are likely to encounter inthe course of their work”.In 1998 the International LabourOrganization (ILO), a branch ofthe United Nations, cited Canadaas being in the top five countriesin the world with unacceptablerates of victimization. Their studyshowed that five per cent of womenand nearly four per cent of men hadbeen assaulted at work and almost10 per cent of women had been thevictims of sexual “incidents”. Actualfigures are likely higher than thosereported.Without prodding from the unionand, especially, from the workerhealth and safety representatives in the workplaceit is likely that most employers will give short shriftto these requirements and do them, if at all, inthe usual half-hearted, slipshod way that mosthealth and safety matters are dealt with. Workersand their representatives must watch closely toensure that the employer does not act as thoughthe work is done when the paperwork is done. Theproof is in the doing.

WESTFAIRWestfair HangS Up The RollerbladesWorkplace Health and Safety Division issues an Improvement Order.The current practice of courtesy clerks usingrollerblades while performing their duties atwork—such as price checking, gatheringand putting away products, assisting customers,cleaning, mopping etc. must stop immediately.The Manitoba Labour and ImmigrationWorkplace Safety and Health Division issuedWestfair Foods an Improvement Order andReport Form stating the use of rollerblades/in-line skates within the workplace may pose aserious risk to the worker and other persons.The Workplace Health and Safety Divisiondid discuss the Order with Westfiar and thecompany has decided to discontinue the useof in-line skates in their Manitoba stores. Theunion and Westfair also plan to discuss this issueat the joint health and safety committee meetingsheld in the stores.If you have any questions or concerns regardingthis Improvement Order, which should beposted at your workplace, contact a shop stewardor speak to your union representative.Seniority wording clear in union agreementSame date hires causing confusion at store 1503 in Steinbach.When the new Superstore 1503 openedin Steinbach last fall, a lot of newmembers were hired at the same time.This resulted in several members with the sameseniority date. For example there are around 128members at store 1503 with a September 22, 2006,seniority date.However, the company is currently using thenumber of hours worked to determine a member’sseniority date. This practice is causing a lotof confusion and problems because the senioritylist is constantly changing and members are beingscheduled hours of work, vacations, etc. out ofseniority. As a result, the union filed a grievance.It is a difficult situation and it could result in anumber of members being affected in some way,but the contract has to be adhered to. The unionwill keep all members involved updated on thesituation as progress is made.How is seniority determined for the purpose ofscheduling, vacation, etc under these circumstances?Easy ... the union agreement clearly outlines theprocess in Article 19.10, which states: “If the datesof application are the same, the Company willdetermine, within the first one hundred andsixty (160) hours worked, the seniority rankingof the employees and will rank them on theirschedule and on the seniority list accordingly.If said ranking does not take place within thefirst 160 hours worked, then the employeeswith the same application date will be rankedusing their birth date, defined for these purposesas the month and day. This shall apply to allemployees hired after October 19, 1997.”Let’s say Katie and Garry were hired September22, 2006. Katie’s birthday is March 7 and Garry’sis December 17. As per the collective agreement,Katie’s seniority date should always be ahead ofGarry’s.Westfair PharmacyTechnician Wins AwardsTracy Kulyk named pharmacy technician of the year.The plaques are proudly displayed in the pharmacydepartment at Superstore 1512 at 1035 Gateway.Union member Tracy Kulyk, a pharmacy technicianfor the past 23 years, was the recipient of theZone 2 Western Canada Pharmacy Technician Awardfor Manitoba and Northwestern Ontario. Then a fewmonths later was named the “Pharmacy Technicianof the Year” for Manitoba/Saskatchewan.Recipients of these awards are pharmacy tech whohave been nominated by their supervisors in recognitionof their contribution to better patient care andoverall customer satisfaction. Each pharmacy is allowed to nominate one person per store. RickObirek, Tracy’s supervisor, spoke highly of her. When asked why Tracy was nominated Obirekreplied, “She’s an exemplary worker and a great asset to the pharmacy department.”10 UNION JUNE 2007

Old Dutch Foods Invests inWinnipeg PlantWestern flavour takes off out East.In 2006 Old Dutch acquired Humpty DumptySnack Foods for $26.7 million launchingthe mainlywestern-basedcompany into anational brand.Recently Old Dutchinvested almost4 million dollarsinto its new “kettleline”. AlthoughOld Dutch is morecommonly knownwest of Kenora,the company isconfident that itsnew line will takeoff out east.Things Spicing Upat Western GloveWinnipeg acquires the Victoria Beckhamdenim clothing line.Western Glove Works has signed a licensing agreementto produce denim apparel for Victoria Beckham.Production of the dVb Denim line will commence atthe Logan Avenue plant within the next few months.“This is great news for the Winnipeg garment industry, butmore importantly for our union members,” stated UFCW Local832 President Robert Ziegler.Things seem to be spicing up and this is an extremely importantnew business venture for Western Glove.With the eastern expansion, Old Dutch willintroduce more flavours as sales for their productline take off. The company also put its popcornproducts on the shelves out east. “Old Dutch hasa long history in Manitoba. We hope that peopleout in eastern Canada will enjoy their products asmuch as we do,” stated Local 832 Union PresidentRobert Ziegler. Scott Kelemen, the national directorof marketing for Old Dutch, was quoted in aWinnipeg Free Press article in March that he wasoptimistic that theintroduction ofDutch Crunchbrand of kettlecookedchips andArriba brands oftortilla chips willfuel a “doubled i g i t ” s a l e sgrowth for thecompany.Over 100 UFCWLocal 832 memberswork at theUnion members Decena Carait and Chad Baxter work onOld Dutch plantthe kettle-chip line.in Winnipeg. Thecompany is hoping with the potential upwardturn in sales that the increased need of productcould reduce the potential of any lay-offs thecompany would face. There were no lay-offsthis year but in previous years there has beena slowdown in business. Both Old Dutch andLocal 832 hope that those downturns will be asign of the times.Productionthe VacationSeason isUpon UsEnsure you receive your properholiday pay before you leave.Recently there have been a fewinstances where employees areready to begin their vacation butdid not receive their vacation pay priorto leaving.The problem is that it has been a longstandingpractice at Lucerne Foods BreadPlant for employees to receive their holidaypay the day before they go away fortheir approved time off.Local 832 servicing representative RonAllard met with the company to discussthis past practice. It was agreed thatunion members should be receiving theirvacation pay before they commence theirleave.If you are set to start your holidays anddo not receive your vacation pay the daybefore you are to start your holidays, letyour supervisor or his/her designate knowas soon as possible in order to make sureyou receive your appropriate pay.If you run into difficulty or if you donot receive your holiday pay the day beforeyou are to start your vacation, speak toone of your shop stewards or contactyour union representative at 786-5055or toll-free at 1-888-832-9832. Ron canalso be reached by e-mail at ron.allard@ufcw832.com.UNION JUNE 200711

HOSPITALITY, SERVICE& RETAILChanges In Stat Holiday PayIMI members affected by amendments to Employment StandardsTwo Now OneVirden Recreation CentreMerged With Town of Virden.In 2006 the Virden Community RecreationCentre became part of the Town of Virden.“The rec centre is so seasonal that this isa good thing for both,” said union rep BrendaBrown. “We are also in the middle of negotiatinga new contract, which will merge bothunits into one collective agreement.”Proposal meetings were held in early Apriland one of the major issues for our membersis money. The first bargaining session isscheduled for June 14 and 15. Union negotiatorMary Johnson will be doing the coreof the bargaining for the union.There are around 25 Local 832 membersworking for the Town of Virden. Their collectiveagreement expired on May 31, 2007.Members will be kept up-to-date as progressis made.As reported in the last issue of UNION, effectiveApril 30, there were new changes to theEmployment Standards Code. One specificchange, which affects the union members workingat Integrated Messaging Inc. (IMI) deals withstatutory holiday pay.The rule of thumb is that a collective agreementsupersedes the Employment Standards Code, unlessthe employment standards language is more beneficialto the worker. This is now the case in regardsto general holiday pay for members at IMI.Faneuil’s Continued GrowthInspires Name ChangeEffective May 3 Inspyre Solutions Inc. new company name.The Faneuil Group has not changed the nature of its business nor ownership, but did changeits name to Inspyre Solutions Inc. Vice President Human Resources Cynthia Selley stated,“Our new name simply better aligns us with our focus on being not the biggest, but thevery best business process solutions provider for our partners.”Inspyre offers a full spectrum of customer contact solutions such as: teleservices, databasemarketing management, inbound and outbound sales, etc.Currently, there are approximately 330 unionized workers at Inspyre, and that number isexpected to grow.12 UNION JUNE 2007Therefore, as of April 30 holiday pay will bepaid to all employees. The calculation is based onfive per cent of their total wages in the four-weekperiod immediately prior to the stat holiday. Thiscalculation does not include any overtime pay.With Victoria Day just taken place, you areencouraged to check your pay stub to ensure youwere properly paid for that general holiday. If youhave questions or concerns regarding your pay,contact your union rep Darcel Lecocq at 786-5055or 1-888-832-9832.No More Punching— Start SwipingNew swipe card system at Maples IGA and Sobeys Burrows.Anew swipe card system has been implementedat both Maples IGA and Sobeys Burrows. Theswipe system has replaced the punch cardsystem that was being used at both stores. Alongwith the new system came a few changes —location, procedure, etc.The biggest difference is now employees arerequired swipe in and out when they begin andend their shift, as well as swipe in and out for theirlunch break. In the past, employees did not haveto punch in or out for their lunch break. It hascome to the union’s attention that some employeeskeep forgetting to swipe in and out for their break.It is very important that individuals remember todo this as failure to do so could result in improperpay.Employees must keep in mind they are nowrequired to travel a bit further as the new swipesystem is located close to the main entrance asopposed to near the lunchroom. However, as withany technological change there are always a fewadjustments at the start that need to be dealtwith.It’s very important for members to double-checktheir pay stubs and compare their hours worked totheir hours paid. Union rep Darcel Lecocq encouragesyou to use your “Calendar of Hours Worked”calendar that the union provided you to keep trackof your time.If anybody has a discrepancy in their pay, speakto your supervisor and/or manager immediately.If you still encounter problems or have concernsthen contact a shop steward or your union rep forassistance.

Employer Obligated toReasonably AccommodateUnicity Taxi union member restricted from working certain shifts.Grievance NewsThe grievor, a long-term employee withUnicity Taxi, was diagnosed with a disabilitythat prevented her from workingcertain shifts. She informed her employer of herpredicament and provided them with medicaldocumentation, which supported her positionand confirmed her disability.hardship. In fact, the HumanRights Commission has statedthat, when considering whetheran employer has accommodatedup to the point of undue hardship,it will review the followingfactors:The company initially refused to attempt toaccommodate her disability and as a result theunion filed a grievance on her behalf with thematter being set for arbitration.It was the union’s position that the companyhad not attempted to accommodate the grievor’sdisability up to the point of undue hardship asper the requirements of the Manitoba HumanRights Code.It is the position of the Manitoba HumanRight’s Commission that an employer has anobligation to reasonably accommodate anemployee’s disability up to the point of unduehardship. Unfortunately, the term undue hardshipis not identified in the Code, however, case lawhas established that it is more than a minimal• financial costs of accommodation• business efficacy• health and safety concerns• interchangeability of employees andfacilities• disruption of union agreements• impact on employees and service users• impact on other protected rights• benefit of the accommodationWith the above in mind the union was ableto, in this case, convince the company to amendits position. The result being that, prior to thegrievance going to arbitration, the companydecided that it was able to accommodate thegrievor’s disability with the union withdrawingthe grievance.To Post Means to Make PublicGrievance resolves all schedules will be posted in one place.Recently the union filed a policy grievance due to the fact that the front end schedules, mainlycustomer service/cash office, were not being posted with the other schedules. Instead theywere being locked up in the cash office.This made it very difficult for individuals to check their schedule, especially if the employee camein to check the schedule on their day off. They didn’t have access to the schedules unless someoneon duty at the time was available to check it for them. This also caused hurdles for shop stewards.Since the schedules were not posted with the other schedules, unauthorized persons could notview them. This meant stewards weren’t always able to monitor scheduling issues to ensure thecompany was not violating of the collective agreement.The company has agreed to post all schedules in a place that all members have access to. WestfairLabour Relations agreed to send a letter to all front end supervisors outlining this resolve. If thisis not happening in your store please contact your full-time union representative.Garry BergeronLegal CounselDebra MalmquistLegal CounselHoward Johnsonpromises to paywagesNew owner is responsible foroutstanding grievances.In March 2007 paycheques for several staffof the Howard Johnson bounced. The unionimmediately grieved the situation.Shortly thereafter the Howard Johnson wentthrough an ownership change with the newowner initially taking the position that they werenot responsible for any outstanding amountsas they had no involvement with the hotel atthe time the grievance took place. The union’slegal counsel informed the new owner that theManitoba Labour Relations Act is quite clearand that a subsequent owner is responsible forgrievances that had been filed prior to theirtaking over the business.The new owner made provisions to pay themoney owed to the employees directly to theunion in two instalments. In turn, the unionwill distribute the funds to the employees. Thefirst instalment should have been received on orabout May 20. As we go to press the first chequeto the members affected should hopefully be inthe mail.UNION JUNE 200713

Working behind thescenesUnited Way campaign preparations already underway.Earlier this year, I shared the exciting news that I would Chair UnitedWay’s 2007 fundraising campaign. When you think about United Way,you probably think that it is something that happens in the fall. Thatis true in many respects.Most of the fundraising campaigns do not start until the fall, but behindthe scenes, work to prepare for the upcoming campaign begins in earnestearly in the year. As Campaign Chair, one of my most important jobs wasto recruit my Campaign Cabinet team who will work with me to help plan,implement and monitor the campaign. These people come from all walksof life and represent every sector of the community includingthe labour movement. Representing labour onthe Campaign Cabinet are Darlene Dziewit,president of the Manitoba Federation ofLabour; Larry Pelzer, president of theWinnipeg Labour Council; SandraOakley, regional director CUPE andMonica Girouard, chief financialofficer at MGEU.While the Campaign Cabinet teamand I work to make sure plans are inplace so the campaign runs smoothly,the real key to its success will be theparticipation of all of us. Our combinedEDUCATION & TRAININGparticipation makes the fundraisingcampaign a success. Every one ofour financial gifts count, whetherit is a $1, $10 or $1,000 gift, whenthey are combined together withthe gifts of others, they make a bigdifference.Heather Grant-JuryUFCW EducationDirectorI have volunteered with UnitedWay for over 20 years because Ibelieve it is the best way to makea real difference in the lives ofmembers and the community.I’m honoured to have been chosen to Chair the campaignand equally proud to represent labour. This is the first timein ten years that United Way has chosen someone from thelabour movement to head the campaign. I know we can andwill show the entire city that labour cares and our supportmakes a difference.You will hear more from me about United Way this fall.In the meantime, I encourage you to think about giving whenthe campaign begins. It is the best way we have to achieve whatwe all want - a better life for our families, our community andourselves.English as an additionallanguage Classes ContinueEAL classes run right through the summer.Are you interested on expanding your English?In Brandon, English as an additional language(EAL) classes will be offered rightthrough the summer months. Classes will be heldon Saturdays beginning on July 7. The scheduleis as follows:Training CentreNotes andNods…• In Brandon, EAL classes will continueduring the summer months.• Please note that the date for theScholarship ceremony has been changedfrom August 23 to Wednesday, August15, 2007.July 7 to September 158:30 – 11:30 a.m. (2 classes)or12:30 – 3:30 p.m. (2 classes)To register just contact Zara Pople at the BrandonOffice. She can reached at 727-7131 or toll-freeat 1-800-552-1193 or by e-mail at esl _ufcw@westman.wave.ca.Classes are free of charge!• In Winnipeg, The Training Centre willbe closed from Monday, July 23,through to Tuesday, August 7.• If you have any new course ideas callus at 775-8329 / 1-877-775-8329.14 UNION JUNE 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.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.UNION JUNE 200715

UFCW Local 832FAMILY FUN DAYSunday, July 1510 a.m. — 4 p.m.(weather permitting)Tickets:Adults (13 yrs & over) $8.25Children (4 to 12 yrs) $6.503 yrs & under FreeCall 786-5055 or toll-free1-888-832-9832 toreserve your ticketsNo RefundsDeadline for reserving tickets is July 9.Barbecue 11 a.m. — 1 p.m.Located at 804 Murdock Roadjust off Hwy #1 EastPublications Mail Agreement # 40070082Please return undeliverableCanadian Addresses to:UFCW Local 8321412 Portage Ave.Winnipeg, MB R3G 0V5