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THE MEMBERSHIP MAGAZINE FOR UFCW LOCAL 832 JUNE 2008SOLIDARITY!Three Western Provinces prepare fornegotiations with Westfair.

PRESIDENTIAL CommentWHY ARE WE PART OF THE INTERNATIONAL UNIONEvery so often I get a member who asksme, why are we part of an internationalunion. They wonder if we wouldn’t bebetter as part of a Canadian union.While I am proud to be a Canadianand there is no place I would ratherlive, I strongly believe we are muchbetter off being part of an internationalunion. The reason is simple - it’s thesolidarity and strength of belonging toa strong union that has the resourcesto back our members when the needis greatest.Many of our employers have operationsacross Canada and the UnitedStates and in fact the world. One of thebest examples is the California strikeand lockout that ended in 2004 inthe grocery industry. Large employerslike Safeway can afford to lose moneyin one province or state, knowingthat they will make enough moneyin other portions of their businessto remain in operation. At the sametime there is no way that a small local unioncould have had the financial resources thatwere needed to support its membership duringthat lengthy strike. The international unionand other locals across Canada and the U.S.helped contribute in excess of $100 milliondollars of strike pay to assist the members intheir battle for health care and getting a faircollective agreement. It was more than justthe financial resources, though, that made thedifference in California. It was the support ofmembers across North America saying that,unless the company started to negotiate withthe unions in California that the membershipwas ready to take action in the company’sother stores across the continent.2 UNION JUNE 2008Being part of one of the largest unions inNorth America gives us the resources to properlyrepresent our membership. We havethe assistance of a research departmentand negotiations department, as well ascourses and seminars that are given onorganizing and other areas that are trulybeneficial to our members. One of thestrengths of UFCW is that it recognizesthe importance of its locals and divisions.While we are given support and guidanceby the international office, Canadais given control over its own operations.National President Wayne Hanley, who isan executive vice-president of the internationalunion, is given the freedom to runUFCW Canada as best meets the needs of ourmembers.Another unique aspect of our internationalunion is the recognition thatthere may come a time when Canadianmembers are served better by havinga separate Canadian union workingits American counterpart. Our internationalconstitution gives Canadiansthe right should they so choose to voteto leave the international union withoutany barrier being placed. That is agreat indication of the confidence ourinternational union has in its Canadianmembers that they will see the benefitof staying even though they have theright to leave.As we go to press, Local 832 membershipis electing delegates to attend theinternational convention that will beheld this August in Montreal. This is animportant event that is held every fiveyears to set the direction for both our internationalunion and locals for the next five years.At the convention delegates will be educatedand informed, and have vigorous debatesabout the future of our union. We will electthe officers who will lead us as well as settingour priorities and policies to ensure that UFCWcontinues to be a great organization.So if anyone asks you why we are partof an international union, be proud to beCanadian but even prouder to be part of aninternational union that works for its membersto improve the quality of their life, andall workers across North America. UFCW istruly your voice at work.Robert D. ZieglerPresident, UFCW Local 832

THE MAGAZINE DISTRIBUTED TO THE MEMBERS OF UFCW LOCAL 832JUNE 2008DEPARTMENTS FEATURES OFFICESRETIREES’ CORNERPage 6CLC EQUALITY PAGEPage 7SAFETY & HEALTHPage 8GRIEVANCE NEWSPage 9PACKINGHOUSEPage 10CAREPage 11SECUIRITYPage 12SAFEWAYPage 13EDUCATION & TRAININGPage 14WESTFAIR & SAFEWAYSTEWARDS MEETLocal meets with union activistson upcoming bargaining.Page 4FIRST FAMILY PICNICANNOUNCED FOR BRANDONMark June 21 in your calendar.Page 5SYSCO WAREHOUSE RATIFYNEW AGREEMENTMembers vote 78% in favour ofnew agreement.Page 6DISCOUNT FOR CITY OFWINNIPEG RECREATION PASSPage 15WINNIPEG1412 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 0P1775-83291-877-775-8329Union Representatives: Ron Allard, Ray Berthelette, Brenda Brown, Marie Buchan, Sandy Forcier,PresidentRobert D. ZieglerSecretary-TreasurerJeff TraegerE-mail: ufcw@ufcw832.comWebsite: www.ufcw832.comBlair Hudson, Darcel Lecocq, Cyrus Lister, Wendy Lundy, Michelle Masserey, Harry Mesman,Sonia Taylor Temporary Relief Rep.: Kim Dufault Resource Personnel: Guy SylvestreLegal Counsel: Debra Malmquist, Garry Bergeron Education and Training: Heather Grant-JuryWorkers Compensation/Safety and Health : Rob Hilliard Organizing: Jerry KiesNegotiators: Susan Hart-Kulbaba, Mary Johnson, Beatrice BruskeCommunications: Blake Crothers, Dalia ChapaUNION is printed on Chorus Art Paper. An acid free and elemental chlorine free paper with 50% recycled content including 25% post consumer waste.Canadian Mail Publications Sales Agreement #40070082

Three locals band together forWestfair negotiationsWestfair and Safeway stewards meet in Winnipeg to discuss future negotiations.For the first time in almost 20 years threeUFCW locals in western Canada are goingto be at the table in close proximity topush grocery giant, Westfair/Loblaw, for astronger contracts. It’s reminiscent to the dayswhen the local would bargain one contract forall the members working at Safeway, Westfairand Dominion stores when retail wages wereat their prime.On May 8, President Robert Ziegler invitedSafeway and Westfair stewards to discussupcoming Westfair bargaining and to hearhow negotiations have been going with UFCWLocal 1400 in Saskatchewan and Local 401in Alberta. President Ziegler expressed theimportance of the stewards hearing aboutissues affecting members in the western provincesand to ask questions. President Ziegleralso wanted to talk about the important roleSafeway stewards will play if a labour disputeoccurs at Westfair. “We’re going to need all thesupport we can get. With Safeway’s contractcoming up in 2009, it will be good trainingfor them to see the importance of keepinginformed and working together so membersat both companies can get the best possiblecontract,” stated Ziegler.UFCW Local 1400 President Paul Meinemaspoke to the members about how the companyhas been dragging out negotiations. “We had13 days of bargaining and were only able toresolve four and a half items. We were able toget the company to agree to maintaining thelockers, supply clean parkas, provide anti-fatiguemats, agreeing that pregnant employees couldwear maternity clothing and the half pointwas an additional day of bereavement leave,but the company could choose what day youreceive,” stated Meinema.Tom Hesse, from UFCW Local 401 in Alberta,is using a recently ratified Safeway agreementas a template for what they need in the newWestfair agreement. Tomtold the stewards about thechallenges Local 401 faces inAlberta with their poor labourlaws and anti-union culturein the oil rich province. He’salso worried about the company’slack of investment intothe stores and how they aredeteriorating. Tom discussedvarious safety and health issuesthe local has had to grieve.He pointed out that many ofthese issues would not havedeveloped had the companyproperly kept their storesmaintained and cleaned.In the afternoon, the members discussedthe proposals that were collectedover the locals’ website and throughKathie Kraychuk, who has been busytalking to the members in the Westfairstores throughout the province. Memberswere given a chance to discuss theproposals and also offer insight as tohow it affects them on the front line.President Ziegler was impressed at thedialogue that came out of the proposals.“It was nice to hear Safeway memberstalk to the Westfair members oncertain proposals but it was importantto get everyone on the same pageand to send the company a strongmessage that they need to step upto the plate in this round of bargainingand our members won’tbe backing down.”The union is in the process of settingnegotiation dates for later thismonth and July. Check the local’swebsite for updates on bargaining,www.ufcw832.com.Tom Hesse from Local 401 with President Robert Ziegler andPaul Meinema of Local 1400 chat during a break.Leslie Addison of Safeway store 720 poses aquestion to the panel.Kathy Coulombe and Garth Roswell of Superstore 1514 makesuggestions during the discussion on bargaining proposals.4 UNION JUNE 2008

BRANDON FAMILY PICNICSummer Family Picnic Announced for Westman MembersMark June 21 on your calendar.As a show of solidarity, the UFCW Brandonoffice will be hosting the Westmanfamily picnic on June 21 for all membersin the region. It will be held from 11:30a.m. to 3 p.m. at Dinsdale Park, located on1st Street. This park is the site of the trainmonument and is directly across from theyouth soccer fields.It will be a day of fun in the sun, gettingto know each other and sharing our differentcultures. There will be a barbecue and gamesfor all to enjoy. There is no cost to come outand join in the fun. But if you wish to participatein the barbecue, the cost is $2 foradults, $1 for children 12 to 4 years of age,and children three and under is free. This costincludes a hotdog (adults get two), a drink,and a bag of chips. Tickets for the barbecuemust be pre-purchased at the Union Office– 1-759 1st Street. If you wish you can bringyour own picnic lunch.Watch for posters at your workplace withmore information on the picnic.El Picnic de Verano para los Miembros de la Región WestmanMarca el 21 de Junio en tu calendarioComo demostración de la solidaridad,la Oficina del UFCW en Brandonles invita a todos los miembros enla región Westman un Picnic Familiar.Se llevará a cabo este 21 de Junio de11:30 a.m. a 3:00 p.m. en Dinsdale Park.Este es el parque con el monumento deltren que está en frente a las canchas defútbol en la 1ª Calle.Será un día de diversión bajo el sol, en elcual tendremos la oportunidad de conocernosmejor y de compartir nuestras diferentes culturas.Disfrutaremos de una barbacoa y habrájuegos para todos. No hay costo para venir aparticipar en las actividades, pero si quierescompartir en la barbacoa el costo es $2 paraadultos, $1 para niños de 4 a 12 años de edady para niños de 3 años o menos la comidaserá gratis. Este costo incluye un hot-dog(dos para adultos), una bebida, y una bolsade papitas. Es necesario comprar los boletospara la barbacoa en la Oficina del Sindicatoen 1-759 1st St. Si lo deseas también puedestraer tu propia comida para el Picnic.Pronto verás carteles en tu trabajo con másinformación acerca de esta actividad.1130300 Dinsdale 21()(7591)WINNIPEG FAMILYPICNIC — JULY 13FUN MOUNTAINTICKETS WILL BEAVAILABLE JUNE 1.LOOK FOR MOREINFORMATION ON THEBULLETIN BOARD ATYOUR WORK, IN THEJULY MAGAZINE ORONLINE ATwww.ufcw832.comUNION JUNE 20085

Wages going up at Sysco WarehouseNew five-year deal ratified by 78 per cent.Anew five-year collective agreementwas ratified by UFCW membersfrom Sysco Warehouse on April29 by 78 per cent.During the life of this contract, employeeswill receive scheduled across the boardwage increases totalling $2.65 an hour.The first pay hike of 50 cents an hour wasretroactive to March 30 and should havebeen received on the May 10 pay cheque.Employees are encouraged to double-checktheir pay stub to ensure they were paidcorrectly. If you feel that you have beenpaid incorrectly speak to a shop stewardor call your union representative, Ron Allard, at 786-5055 or toll-free1-888-832-9832.Vacation language was upgraded in that union members are noweligible for five weeks of vacation after 15 years of continuous service.In the old agreement employees had to have 18 years of servicesbefore they received five weeks of vacation. As well, employees with23 years or more are now entitled to six weeks of vacation. “This newlanguage is one of the best across the country,” declared Bea Bruske,union negotiator.As reported in the last issue of UNION, the company had proposedthat Sysco move out of their current pension plan (CCWIPP) and intothe Sysco pension plan. Local 832 President Robert Ziegler met withthe membership on April 9 to ensure that they understood the consequencesof changing plans and to compare both plans. The need todevelop a Stabilization Fund (SF)was very important to the membersand through negotiations itwas accomplished. A new articleregarding the CCWIPP StabilizationFund has been added that providesthe company to contribute, inaddition to their regular contributionsto CCWIPP, five cents perhour into the SF retro to March30, with further increases of fivecents per hour on March 30 ofyears 2009 and 2010.The purpose of the SF is to allowthis extra money to be set-aside until 2010 when CCWIPP will be reevaluated.Should CCWIPP be underfunded, the monies collected inthe SF would then be used to top up the pension plan to make suremembers retain their current entitlements. Should the plan not beunderfunded, the funds would be applied to the members’ benefits –giving them an increase.Other improvements include safety footwear rising to $125 per yearfrom $90, an increase of $35. When an employee is required to workmore than two hours of overtime, they will now receive a meal allowanceof $10, up from $8. Night shift premium also increased slightlyto $1 per hour.The new agreement will expire March 29, 2013. UFCW Local 832represents approximately 100 unionized members at the Winnipegwarehouse.The first of the twoUFCW Local 832R e t i r e e s ’ C l u bannual luncheon meetings washeld last month on Tuesday, May 13,in Winnipeg.RETIREES’CORNERDoreen Pruden, from Age & OpportunityAgency, was the guest speaker at the luncheonand spoke to the attendees about the servicesLuncheon Meeting Held Last MonthAge & Opportunity Agency spoke to retirees.provided by the agency. Anyone interested infinding out more about the Age & OpportunityAgency should call 956-6440.These meetings give retirees the chanceto get together to visit while enjoying a lightlunch and listening to interesting speakers.As well there are door prizes and 50/50 drawsat each meeting. Door prize winners from theMay 13 luncheon were: Pam Lambert, JoanThomas, Mike Horbal, Bruce Kinnear, StellaMagadzie, Ursula Kuhr, and Paul Horban.Winners of the 50/50 draws were: EmilyKokolsky, Herta Piehl, and Linda TesoroThe Retirees’ executive board wants tohear from you with your ideas of activitiesyou would like to see the club do. CallRetirees’ Club president, Norma Kinnear,at 663-5102 with your suggestions.6UNION JUNE 2008

Child Care: it should be Child’s PlayThe wage gap exists if you are single or not, a university graduateor not, have children or not. But women with children stillpay a price. Women still bear the primary responsibility forchild care, domestic work and caring for elders.Why Child Care is important for KidsChildren deserve a good head start in life. Quality care supports earlylearning which is an essential first step. It promotes and equalizesopportunities for all children regardless of income and social background.While the OECD recommends countries invest 1% of GDP on childcare, Canada’s investment only reaches 0.3% of GDP, ranking it deadlast among the fourteen OECD countries surveyed (including France,UK, USA, Korea, Ireland...).Why Child Care is important for WomenTwo thirds of women with children under three are working outsidethe home. Meanwhile, 75% of women whose children are betweenthree and five years old are also doing paid work. Yet, in 2004, only16% of Canadian children had access to a regulated child care space.There are more children under the age of five in Canada than thereare people in the entire greater Vancouver area.Lack of affordable child care means that many women, especiallywomen who are single parents, cannot work full-time, or cannot jointhe workforce at all. Child care helps women to stay in the labourforce, and access skills training and promotions.A comprehensive and affordable national child care system shouldbe a source of good jobs for the economy. The current reality is thatdespite 67% of child care workers having a post-secondary qualification,their average full-time all year income is less than $22,000 peryear, making child care workers one of the lowest-paid skilled jobs.Why Child care is important for the EconomyOutside Quebec, quality child care is hard to find, and is expensive.The child care program in Quebec has helped to boost the numberof women working and paying taxes. In Alberta the low participationof women in the workforce has been attributed to the woeful lack ofchildcare, in a province with severe labour shortages.One in six children in Canada (16%) lives in poverty. More than 50%of female lone parents are poor. Access to dependable, affordable childcare can help mothers improve the lives of their families. It allowsthem to train for jobs, and to get decent jobs and keep them, whichbenefits us all.Child Care and the Wage GapOECD research shows that the gender gap is lowest in countries whichprovide public child care like France and the Scandinavian countrieswhich on top of their affordable, quality public child care services, alsohave the most family-friendly workplaces. Here in Canada, Quebechas led the way by not only launching a major child care program,but also by legislating a right to leaves from work to take care offamily responsibilities.The GOOD News:Solutions are out thereWe need a government committed to using the federal spending powerto benefit women’s equality. The federal government should not restrictits own ability to work with provinces in their area of jurisdiction tocreate a Canada-wide system of child care services.Early learning and child care must be brought to the top of the politicalagenda. We need a universal, high quality, public/not-for-profitsystem of early learning and child care. We need to prevent Big Boxcommercial child care centres from moving into Canada.What you can doYou can help uncover the failures of the Conservative party’s child carepolicies and their piecemeal attack on women’s rights.Join with other women to ensure Bill C-303 is passed to make it illegalto direct money to the expansion of for-profit care.Join the Code Blue campaign for better child care. Go to the webesitewww.buildchildcare.ca.Call your MP and tell them why we need a national not-for-profitsystem of early learning and child care.Join this campaign, find more information on child care and other equalityissues on our website at: www.onceandforall.ca Check it out!UNION JUNE 20087

Empowering Our Safetyand Health CommitteesThe workplace safety and health lawsin Manitoba have had quite a fewchanges in the last five years. Most ofthese changes have been good for workers. Onemajor improvement is with the joint workplacesafety and health committee (WPS&HCtte). The new laws protect workers betterand require much more involvement fromcommittees. This means workers have moreability to influence health and safety practicesin their workplaces.New laws now require employers to develop,in consultation with the joint WPS&H Ctte, awritten workplace safety and health program.The program must address a lot of differentissues that are important for workers.For example the employer must identifyall hazards and risks to injury that are in theworkplace and they must develop a plan toeliminate, reduce or control these hazards. Theprogram must also develop a regular schedulefor committees inspecting the workplace anda plan for committees to investigate accidents.This program must be reviewed, at minimum,once every three years by the joint WPS&H Ctteto assess how effective it has been at reducinginjuries and if it hasn’t been effective enough,to make changes to the program.This new law is very crucial because it requiresthat all hazards be identified and that somethingbe done about them. It requires that allof this be written down with input from thejoint WPS&H Ctte and made available to themfor the purpose of monitoring the program.Another improvement is the requirement todeal with ergonomic hazards in each workplace.Injuries due to poor workplace designare the most frequent kind of injury that UFCWmembers experiences.The new regulation on ergonomics requiresemployers to assess every work activity that createsa risk of an injury due to repetitive strainor overuse activities or due to awkward positionswhile working. Each employer must thendevelop a plan to eliminate or change theseactivities so that there are fewer musculoskeletalinjuries. The plan must be monitored tosee if it has been effective at reducing theseinjuries and if it hasn’t achieved this objectivethen that plan needs to be adjusted so that itdoes result in improvements.These are substantial improvements forworker health and safety but they won’t beeffective unless our workplace safety and healthcommittees are effective at making them work.That’s why Local 832 has developed a procedureto support the committees and to ensurethat they are able to do the things they shouldbe doing.If any committee members or other members are having health andsafety problems they should bring them to the attention of their unionrep, who will either deal with the problem in the workplace or discussthe problem with Rob Hilliard.We need to ensure that the committees are alldoing at least the following:1. Meeting at least every three months. Inmost of our workplaces they should be meetingevery month.2. Making regular inspections of the workplace.3. Getting a copy of the minutes from eachcommittee meeting and then sending acopy of the minutes to Rob Hilliard.4. Receiving and monitoring the workplacesafety and health program and ergonomicsplan.SAFETY AND HEALTHRob HilliardHealth and SafetyDirector5. Getting the two days of paid education leaveevery year that each committee member isentitled to and should have.Some of our committees have alreadybeen doing these things and others are notyet aware of these things and they will needassistance.The union representatives will be checkingon their committees each month to see if theyare doing the things they should be doingand helping them if there are any problems.If there are issues that are more difficult, theunion rep will discuss them with Rob Hilliardin an effort to find solutions.If any committee members or other membersare having health and safety problemsthey should bring them to the attention oftheir union rep, who will either deal withthe problem in the workplace or discuss theproblem with Rob Hilliard before returningto the workplace to problem solve with thecommittee members.The new laws are a big improvement forworkers and they do require a lot more jointWPS&H Ctte involvement. We need to find away to make sure that the committees havethe know-how and support to do their jobseffectively.8UNION JUNE 2008

MNU Violates EmploymentStandards CodeMember reimbursed for unauthorized deduction.UFCW Local 832 represents the unionrepresentatives who work at theManitoba Nurses Union (MNU). AtMNU certain of our members receive a vehiclefor work purposes through a lease arrangementwith a local car leasing company. A fewmonths back upon expiration of the lease, amember returned her vehicle to the leasingcompany, at which time the car was inspectedby the lease manager who saw nothing wrongwith it. The member was then provided withthe keys to her new leased vehicle.About two months later the leasing companyissued an invoice to MNU for a missingcargo cover for the member’s original leasedvehicle. It was our member’s position thatthe cargo cover was in the vehicle when itwas returned and that, furthermore, the leasemanager did not mention anything regardingthe issue at the time she returned the vehicle.Nevertheless, MNU chose to reimburse theleasing company for the cost of the missingcargo cover, which was approximately $650.Several more months passed by at whichtime MNU unilaterally decided to deduct theamount they paid to the leasing company forthe cargo cover from the member’s salary.It was the union’s position that, not onlywas there no proof that the member did notreturn the cargo cover but the ManitobaEmployment Standards Code specificallyprohibits this type of deduction by an employerwithout the employee’s consent. A grievancewas filed on behalf of the member.At the stage two grievance meeting, theunion pointed out to MNU that the memberwas sure the cover was in the vehicle whenit was returned to the leasing company andthat the leasing manager was OK with thevehicle when it was returned. The union furtherstated that numerous individuals couldhave had access to the cargo cover in thetwo-month period betweenthe return of the vehicleand the subsequent billissued by the leasing company.The union reiteratedthat the deduction from themember’s wages was in violationof the EmploymentStandards Code, as she didnot consent to it.Management at MNUdecided to re-evaluate its position andsubsequently reimbursed the member forGarry BergeronLegal CounselGrievance NewsDebra MalmquistLegal CounselUnion Successful at Reh-FitGrievance results in employees receiving their correct rate of pay.On January 29, the Reh-Fit Centresent the union an employee listthat also included the correspondingwage rates for employees on the list.Upon review of the documentation itbecame apparent to the union that certainpart-time employees were not being paidtheir proper rates of pay. It was discoveredthat the employer’s ongoing practice wasto calculate the first wage increment forpart-timers based on the casual employees’wage increment calculation as containedin the collective agreement.It was the union’s position that, as perthe collective agreement, wage incrementsfor part-time employees should be basedon their calendar months of service. Incontrast, casual employees’ wage incrementsare based on actual shifts worked.Casual employees have to work 65 shifts tobe entitled to receive their first raise whileit was the union’s position that part-timeemployees should receive their first raiseafter working three months.the amount they had deducted from herwages.After a part-time employee received theirfirst incremental step on the wage scale,based on the casual employee’s calculation,the employer would then proceedto use calendar months to calculate thepart-time employee’s subsequent moveson the wage scale.The union took the position that this wasincorrect and that the employer’s practicehad resulted in several part-time employeesnot receiving their first raise within theappropriate time frame. Furthermore, thisapparently had been a practice with theemployer for quite some time. The uniondecided to file a policy grievance on behalfof the part-time members. As a result ofthe grievance and discussions between theparties the employer, within a short periodof time, agreed to retroactively amend itspractice.Because of the union’s actions, theemployer compensated eight employeeswho had been paid incorrectly.UNION JUNE 20089

PACKING HOUSEDunn-RiteMembersPrep ForBargainingProposal meetings heldlast month.Bargaining between Dunn-Rite andUFCW Local 832 is set to beginthis month. The current unionagreement expires June 30.Last month membership meetingswere held at the Canad Inn on PembinaHighway, to go over the union agreementand hear the members’ suggestions as towhat improvements and/or changes theywanted to see to their new contract. Theturnout was great and the union was ableto gather many ideas for proposals thatwill be reviewed and then submitted tothe company. Members made it very clearthat wages and benefits are the two bigissues.Local 832 staff rep, Michelle Masserey,will be heading up the union's negotiatingcommittee. The other members whowill make up the committee are CathyNeufeld, Sean Flamand, Annette Pitreand Bartosz Bodzon. Negotiations withthe employer are set to begin on June 13.members are eager to begin negotiationsand do to want the process to drag out.The union will keep members updatedon negotiations or members can alsocheck the website at www.ufcw832.com.Local 832 represents about 200 workersat Dunn-Rite.Did You KNow ... BenefitsContinue While Off WorkGranny’s members should make sure premiums are paid beforecommencing a leave.Many members at Granny’s Poultry donot realize that they can continueBlue Crossbenefits while they areon leave from workfor whatever reason.Some members haverecently had theirbenefits terminated asthey have surpassed 90days without makingtheir portion of thebenefit premiums.The union is discussingthese issues withthe company on acase-by-case basis.Members are advised to speak to LeonaSmith, who administers the benefits at Granny’sPoultry, to make arrangements to have theirbenefit premiums paid up to date if they areon leave or beginning a leave from work.Employees are required to pay 15 per cent ofthe benefit premiums and the company pays85 per cent. Members paying for their benefitswhile on long term disabilityare not charged their portionof the premiums.These benefits include: grouplife insurance, dependant lifeinsurance, critical conditions,weekly indemnity, long termdisability, ambulance/hospitalsemi-private, extended healthcare (including prescriptiondrugs), vision care, and dentalplan.It is imperative for members to maintaintheir benefits while on leave so that benefitsdo not terminate and members do not have tore-qualify for benefits. If you have any questionsor concerns about benefits or any otherissues please speak to a shop steward or contactyour union representative, Sandy Forcier, at1-888-832-9832 or 786-5055.Attendance ProgramEffective at Springhill farmsHytek Ltd continues to perk up the Neepawa plant.When Hytek Ltd purchased Springhill Farms, it stated that it would invest intothe plant financially as well as organizational. One of the issues Hytek has beenconcentrating on since taking over the facility in February is the ‘attendanceprogram’.Recently the company presented 22 union members with a certificate for dinner fortwo for perfect attendance in 2007. This is in addition to the $1 per hour paid monthly formaintaining a flawless attendance record. The company is further reviewing this programto see how they can make it even better.Congratulations to the 22 members for their perfect attendance!10 UNION JUNE 2008

Beijing Bound?CNIB member looks at making the Paralympics rowing team.Union memberTracy Garbuttworks at CNIBa s a n I n d e p e n d e n tLiving Skills Specialist.He assists the blind andvisually impaired inlife skills for home).While most of us are justgetting out of bed by 7 a.m.Tracy has already been upfor 2 1/2 hours trainingat the Winnipeg RowingClub with his coach, TheoJerrett-Enns. Tracy whosuffers from a hereditaryeye condition hasn’talways been visually impaired. He was activewith hockey and dirt biking before having tostop at the age of 18. “I probably shouldn’thave been doing it (dirt biking) for as long asI did, but I just enjoyed it so much. After mylast crash I knew it was time to stop.”Most of us might take the loss of sight asa huge blow and feel defeated with the challengesit would impose upon us, but Tracytook the challenges in stride and started tobecome more active. After hearing the story ofChris Glowach, a seasoned marathon runner,overcoming his obstacles of vision impairmentto run in marathons, Tracy gave him a calland the next thing you knew Tracy was at TheRunning Room training to run an upcomingmarathon.“I was blown away with the amount of peoplewho wanted to run with me and help me out.When it was raining or snowing, and feelinglike I didn’t want to go, I realized I would beletting down all these people down who werehelping me. Because of this support, I nevermissed one running session.” Tracy is quick topoint out that his success isn’t just because ofhim, but the strong network of people aroundhim wanting to see him succeed. With thesupport of his wife,Cathy, and his kids,who would endureearly morning tripsto his training sessionsas the city transitwasn’t operatingthat early.After completinghis first marathon in2005 and garneringsome media attention,the WinnipegRowing Club calledhim up to ask Tracyif he would be interestedin trying a new sport. Now after almostthree years of training, by the time you receivethe UNION magazine he’ll know if he’s beenCAREinvited to the Paralympics rowingselection camp for mid June. Tracywill be competing at the camp for the last spoton the team. Either way, his rowing career willwrap up at the end of the summer and he’llfocus his attention on his family, “my familyhas supported me so much in my running androwing that it’s time to focus on them.”Even with his self-imposed retirementfrom rowing after this season, don’t expectTracy to take it easy. His calendar is fillingup quickly as a motivational speaker with hissponsorship by The Running Room. It wasthere that UFCW Local 832 President RobertZiegler, a recent running aficionado, heardof Tracy’s story and was blown away by hisaccomplishments. “With all the obstaclesTracy has faced and his upbeat personality,he’s a true inspiration.”Mobility-What is it?Employees can carry their seniority, vacation credits, etc. when transferred.If you work in a hospital in Winnipeg, the Mobility Agreement applies to you. For our GraceHospital members, it is contained in the collective agreement (see pages 139-150). Mobilityapplies when a program or department is moved from one site or sites to another. Theemployees carry their seniority, sick time, vacation credits, etc with them if they get transferredwith a program. There is also a provision for mobility when there are "voluntary transfers"between facilities. For example, if I am the successful applicant for a vacancy at another hospital,I can apply to have my seniority, vacation, wage rate, etc "ported" to the new facility. Allvacancies must be posted and offered to those at the facility where the vacancy exists first. Ifthere are no qualified internal applicants, an external candidate may be successful and maybring their seniority with them.There have been recent discussions with the Labour Relations Secretariat of the WinnipegRegional Health Authority (WRHA) and the unions affected to clarify some issues with theMobility Agreement. Some unions have additional clarification memoranda applying to theirbargaining units (MNU) and some do not (Local 832). Some suggestions were to have discussionsby sector (professional/technical for the Grace members), and to consider expandingMobility to sites not currently covered. Examples would be the Pan Am Clinic and the BreastHealth Centre. Technically, DSM and the WRHA Pharmacy Program are not signatories to theMobility Agreement, although they have been honouring it. The union's position is that theyare bound to, as they are bound to follow the collective agreement and all letters of understanding(Mobility included). Discussions are ongoing and we will keep the Grace membersinformed of any contemplated changes to Mobility.UNION JUNE 200811

SECURITYsecurity Licence Renewed YearlyA few things to keep in mind.Changing ofThe ‘Rep’Harry Mesman now servicingsecurity sector.Most ofyou havealreadyseen Harry Mesmanat your work or havespoken to him onthe phone. Effectivenow, Harry will beassisting the membersin the securitysector. He can be reached at:786-5055 / 1-888-832-9832harry.mesman@ufcw832.comFeel free to give Harry a call, he will be morethan happy to assist you.Last year, the government of Manitobainstituted new rules on the licensing ofsecurity officers. They also have complianceofficers out at the sites to ensure that thenew rules are being followed and that peopleare properly licensed.A few things to keep in mind are:1. Licences will be renewed every year. A newpicture card will also be issued every year,but it doesn’t necessarily mean that a newpicture will be taken every year. In past years,licences were renewed yearly but the picturecard was only renewed every five years.2. Criminal records and child abuse registrychecks are required for all new applicationsand for every third renewal of existinglicences.3. There have been some delays in processingthe child abuse registry check so officers areurged to apply for the check as soon asthey are notified that they need one. Theturn around time for receiving your childabuse registry check is four to six weeks.Criminal records checks can be done throughthe Public Safety Building in Winnipeg. Officerscan also attend to the East St. Paul policestation. Checks at the East St. Paul office canbe done the same day; but the union has discoveredthat if you do it through this officeall details of any and all charges you have onyour record will be shown. So, if you do notwant your employer to have that knowledgethen it is suggested that you get your checksdone at the Public Safety Building where theywill only report if you have a record of offencesbut not the details.Remember that having a police record willnot always disqualify you from employmentas each case is looked at on an individual basisby the registrar and not the employers.Looking For a Change?Watch for job postings.Are you looking for more hours? Areyou looking for a new site? Are youlooking for a shift change?All three securities companies thatUFCW Local 832 represents membersat (Avion (formerly Intelicom), Garda,Impact) have rules for posting of new andopen positions. These regulations can befound under article 11 of the collectivebargaining agreements.For Avion all openings have to beposted on an accessible bulletin boardat the main office and sent to each sitevia memo. The posting has to state thedetails of the position, minimum qualifications,pay rate, hours of work, days off,type and name of site and the closing datefor the posting.For Impact all openings have to be mailedout to each employee with their pay stubs.The posting has to state the site name,site location, shift times and days of work.Further details on minimum qualification,pay rate and site specifics are available uponrequest from the Impact office.For Garda all openings have to be postedon the job posting line, which can be accessedby calling 975-2771. The postings haveto state the site, days of work and hoursalong with the pay rate. Further details onminimum qualification, pay rate andsite specifics are available upon requestfrom the Garda office.All postings will be filled by senioritybased on those who have applied and meetthe minimum qualifications for the site.For all three companies the minimumqualifications are set and reviewed yearlyby the employer and the union.Call your union representative, HarryMesman, to report a problem or if you havea question about your workplace. He canbe reached at 786-5055 or 1-888-832-9832.You can also speak to one of your shopstewards at your workplace.12 UNION JUNE 2008

Picking Up Extra Shifts?Double-check to make sure you are not in violation of the collectiveagreement.Lately, several employees have been calling other Safeway stores to see if there areany shifts available for them to pick up so they can receive more hours. Also, onoccasion a store manager has called other stores looking for employees to worka shift at their store, as they do not have an employee available for that particular shift.Generally, this is a good thing but remember to watch the number of hours per week youare working.In some situations, what has resulted is that Tier II employees have agreed to pickup additional shifts at other stores resulting in them receiving over 30 hours that week,which is a violation of the collective agreement. As well, a Tier I employee picking upan additional shift could run the risk of working more than 37 hours per week – whichwould be overtime. Management must authorize all overtime and if they are not awarethat you picked up additional shifts, it could cause a problem in payroll.Therefore, this is just a reminder for the employees before they accept another shift atanother store to verify with their store manager as to the amount of hours they alreadyhave at their own store prior to going to the other store to pick up the shift.Wanted — Shop StewardsTraining is provided to all new stewards.Have you every thought of becominga shop steward? Do you want to bemore involved with your union? Doyou like assisting your co-workers?Shop stewards are the front line of UFCWLocal 832. They are an essential part in representingthe union and communicating withthe membership and management. The localrelies on stewards to spot the problem andtake action before the situation gets worse.Local 832 is dedicated to providing the verybest training to all shop stewards. Courses onhandling grievances, communicating techniquesand other skills required for being asteward are provided throughout the year.As well, the union hosts an annual shopstewards conference to inform the stewardsof the local’s activities and to allow them todiscuss, and try to resolve, workplace issuesand concerns.Stewards are also responsible for accuratelyrelaying the views and concerns ofthe membership to the local and vice versa.Shop stewards play a key role in the local’ssuccess.The post of a shop steward is not a paidposition. It can be tiresome and difficult attimes, but it can also a very rewarding. Thesatisfaction of helping out a co-worker ispriceless.With the current agreement expiring onMarch 14, 2009, and bargaining for a newunion agreement commencing early nextyear, it would be great to have the full complimentof shop stewards allowed at eachstore. If you or someone you know is interestedin becoming a shop steward, speak toyour union representative; or if you want tofind out more information about the role ofa steward.UNION JUNE 2008SAFEWAYHas YourAvailabilityChanged?Deadline for submitting yourDOA for the summer months isJune 24.Now that you are done with school,or almost done, has your availabilitychanged? Do you want additionalshifts during the summer months?Are you available to work anytime? If so,remember to change your Declaration ofAvailability (DOA) as you had probablyrestricted yourself during school.For the period of July 13 to August 9,the deadline for submitting your DOAis June 24. As per the union agreement,all part-time employees are required tocomplete a DOA indicating what daysthey are available to work. If you fail tochange your availability by the deadline,your existing DOA on record willcontinue to be used for scheduling yourhours. Declaration forms are availablefrom your store manager.Also, keep in mind that if you want torestrict yourself again for the upcomingschool year you must fill out anotherDOA by August 19 for the period startingSeptember 7.If you have any questions regarding youravailability, speak to a shop steward at yourstore or your union representative:Winnipeg 786-5055 / 1-888-832-9832Brandon 727-7131 / 1800-552-1193Thompson 778-7108 / 1-800-290-260813

Staff Eager To HelpVisiting workplaces - making the training centre more visible a priority.EDUCATION & TRAININGThe first set of lay-offs at Maple Leaf,Warman Road, happens this month.Training Centre staff will be there toassist the 650 members affected by the closure.On April 23, we held two basic informationalmeetings with members to let them knowwhat services are available to them throughour career transition service.On May 21 another meeting was held andrepresentatives from EI and Options for Success,a consulting firm that is working with us, werepresent. It gave members the opportunity tolisten to presentations and ask questions. Aswell, representatives from Winnipeg TechnicalCollege, Red River College, the ApprenticeshipBranch and the Winnipeg Regional HealthAuthority among others, talked about differenteducational or career options.We encourage anyone who was not ableto be at these meetings to call us. This is avery difficult time and we can help. We arecommitted to helping make the transitionto other employment, education or trainingopportunities go as smooth as possible for allmembers affected.On a happier note, one of the things I likebest about my job is getting out and talkingto members. Over the past little whilemy staff and I have been doing just that. Wehave been out of our office to visit differentworkplaces. Our goal is simple. We want totalk to you – we want to make sure you knowwhat kinds of services, programs and coursesthat we currently offer and we want to knowwhat kinds of courses you would like to seeoffered in the future.THOMPSON COMPUTER COURSESUP AND RUNNINGNorthern members taking advantage of training centre services.The UFCW Training and Trust Fund iscurrently running a Word level 1 andIntroduction to Computers course inThompson. These courses follow a successfulIntroductory to Computers course thatran in the year. Ten members completed the18-hour course, which was held over a sixweekperiod. Pictured below are two of theparticipants, Noreen Monias (front left) fromNorthern Lights Manor and Peggy Yaceykofrom Thompson Hospital.The new Word level 1 course began on April21 and the second Introduction to Computerscourse started on April 22.Marlene Hrabliuk, a steward at CanadaSafeway store in Thompson, completed thefirst Introduction to Computers course and isnow taking the Word course. "I really enjoyedthe class,” stated Marlene. “I learned how tosend e-mails and navigate the computer. Ifthis course hadn't been conveniently availablethrough the union, at such a great price, Iprobably never would have considered takinga computer course."Heather Grant-JuryUFCW EducationDirectorWe have appreciated meeting you andhearing your thoughts. We’ve gotten somegood ideas so far but we are not done yet.We will continue our visits over the next fewmonths. Watch the bulletin board in yourworkplace to see when we are coming. Thisis your chance to give us your ideas and helpcreate the training schedule. If we miss you,call Wanda McGorum, program co-ordinator,at 775-8329 or toll-free 1-877-775-8329.EAL CLASSES INBRANDONIn Brandon, EAL classes will run rightthrough the summer months. Classesstart July 5 and end on September 13.Class times are: 8:30 – 11:30 a.m., 2:30– 3:30 p.m. and 4:30 – 7:30 p.m. Anyoneinterested in attending a class should callthe training centre in Winnipeg toll-free at1-877-775-8329.Training Centre Notes & Nods…• Congrats, Heather, on your Women of the Year nomination.• Registration for the Grade 12 Mature Student Diploma Program has started. Call Anstoday to make an appointment.• The Training Centre will be closed from Monday, July 21 through to Monday, August 4.14 UNION JUNE 2008

KEEP MOVING IN 2008MEMBERS SAVE BIG ON MEMBERSHIP DISCOUNTS.Passes are effective July 21, 2008 They areavailable in either a 6-month or a 1-year plan.You can choose between:6-month facility pass $14212-month facility pass $2346-month combo pass $22912-month combo pass $460A Facility Pass allows you to use weight rooms, track, pooland sauna.A Combo Pass allows you to use the weight rooms, track,pool, sauna, and selected fitness classes at no additionalcharge.Passes are valid at any City of Winnipeg Pool, Fort RougeLeisure Centre, Freight House Gym or Peguis Trail Health andFitness Centre.To Order Your Pass:download form atwww.ufcw832.com/recpassor call 786-5055.Send form and cheque made out toUFCW Local 832 by June 20.Passes will be activated on July 16, 2008.Limit two passes per member.No refunds or exchanges.Please try before you buy.All forms can bedropped-off with payment to:UFCW Local 8321412 Portage AvenueR3G 0V5

Helping Manitobans withLeukemia and Lymphoma.On September 3, UFCW Local 832 along with theHealth Sciences Centre Foundation (HSCF) will beholding a charity golf tournament at The Links atQuarry Oaks to help those with Leukemiaand Lymphoma.Although this is the third golf tournament for theLocal, it is the first time that we are working with theHSFC. The partnership is to assist Manitobans whoare seeking treatment at the Health Sciences Centrefor Leukemia and Lymphoma.Half of the money raised at this year’s event will stayin Manitoba and be donated to the D-6 Ward at theHealth Sciences Centre to help with purchasingequipment and making updates for patients whoare undergoing treatment.To register download theregistration form at:www.ufcw832.com/golfor visit the UFCW Local 832 office at1412 Portage Avenue in Winnipeg.Call 786-5055 if you have any questions.Registration is $125 for members$150 for non membersYou receive:• 18 holes of golf with cart rental• Team 5x7 photo• Tournament jacket• Dinner• Lots of prizes to be wonMust be registered by August 22.The other 50% will be sent to UFCW Canada’snational contribution, where all money raised goesdirectly into finding a cure. In 2007, UFCW Canada,with the help of Local 832 and all the other locals,raised over $1.4 million for research.Publications Mail Agreement # 40070082Please return undeliverable Canadian addresses to:UFCW Local 8321412 Portage Ave.Winnipeg, MB R3G 0V5