Proposals for Canada Safeway 2008 Bargaining

All Applicable Sections

OMNIBUS PROPOSAL:
The following proposal is intended to make changes to language that appears in a large number of articles in the Collective Agreements.  Rather than refer to each one, the Omnibus Proposal will change ALL of the articles where the language appears.

1.   Wherever the words “shall” or “may” appear in the collective agreements, they will be replaced with the word “must” where those words require the Employer to provide some benefit, right or entitlement to employees.

2.   Wherever the words “operational needs” and the words “appropriate” and “applicable” appear they will be removed from the Collective Agreements.

All
Applicable
Sections

RETURN TO ONE PAY GRID:
Remove all references to the Clerk II and Specialty Department Clerk II classifications and Grid B wherever they appear in the CBA.

1.04, 4.01

EXCLUSIONS:
AMEND to provide that Store Managers and Pharmacy Managers are the only exclusions from the Union.

1.04, 4.01

EXCLUSIONS and BARGAINING UNIT WORK:
AMEND appropriate sections to reflect that Management and excluded personnel shall act in a supervisory capacity only.  Management and excluded personnel and non-bargaining unit employees shall not perform any bargaining unit work. 

4

BARGAINING UNIT WORK:
AMEND to provide for all work in the ordering, receiving, preparation, stocking, selling and handling of all merchandise in the retail stores to fall within the jurisdiction of bargaining unit members.

4.01 (b)

RACK JOBBERS:
DELETE and REPLACE with
“There shall be no Rack Jobbers in any store.”

4.01 (h)

PENALTIES TO EMPLOYER FOR VIOLATIONS OF SECTION 4.01
AMEND to read:    
First violation:                             $ 2,000.00
Second and subsequent violation:            $ 4,000.00
Third and subsequent violation:                     $10,000.00

5.02

ATO:
INCREASE ATO accumulation from four (4) hours weekly to eight (8) hours weekly.

5.02

ACCUMULATED PAID TIME OFF (ATO) Scheduling:
Amend to provide for the employee to determine when the ATO will be scheduled.

5.02

ATO: 
ADD NEW last paragraph:
“All employees (regardless of full-time/part time status) shall be eligible for ATO upon completion of a basic work week.”

5.04

ATO and LATENESS:
DELETE first paragraph, which refers to Management’s ability to cancel ATO.

5.02

ATO:
AMEND to include any absence due to illness or accident as part of the basic workweek, and delete the requirement for “actual hours worked in the week.”

5.07, 14.05

SCHEDULING: 
ADD: “Employees by seniority within their respective classification shall be entitled to preference of available shifts on a daily basis.”

(Not to affect daily maximizing of hours as per 14.05)

5.07, 5.08

POSTING OF SCHEDULES:
AMEND to provide for the following:
“Weekly work schedules for all employees shall be posted by Saturday 6:00 p.m. three (3) weeks in advance with no exceptions. Once a schedule has been posted any changes to scheduled shifts, except those changes made at the request of the employee, will result in the payment of four (4) hours call out pay in addition to the employees earnings on that day.  The Employer must verbally notify employees of such changes to the schedule.”

5.07

PENALTIES FOR FAILURE TO POST SCHEDULES ON TIME:
ADD the following penalty: For failure to post ORIGINAL employees’ work schedules three (3) weeks in advance the following penalties shall be applied:

First violation:                                 $   500.00
Second and subsequent violation: $5,000.00

5.05

WORK ON STATUTORY HOLIDAYS:

AMEND to read:
“All work performed on a statutory holiday shall be paid at double (2X) the employee’s rate of pay, and at triple (3X) the employee’s rate of pay for all work on the Super Stats of Remembrance Day, Christmas Day, Boxing Day, Good Friday, Easter Sunday, New Years Day . . .” 

5.05

WORK ON STATUTORY HOLIDAYS:

ADD “Work on a statutory holiday shall be considered as “available hours” as per Section 14.05, and shall be offered in order of seniority.”

5.05

STATUTORY HOLIDAYS:
AMEND the to add:  floater stat, Easter Sunday and Wrestling Day.

5.14

MEAL PERIOD:
AMEND to provide that thirty (30) minutes is standard lunch break period; unless an employee wishes a one (1) hour lunch break, in which case that choice must be made in writing.  The employee may withdraw their request with three weeks notice.

5.15

REST PERIODS:
AMEND first paragraph: “ . . . rest periods for shifts in excess of five (5) hours, one (1) before . . .”
“All employees shall have two (2) twenty (20) minute rest periods for shifts in excess of five (5) hours, one before, one after the meal period.

AMEND third paragraph to conform:
“Employees who work a shift of four (4) hours but not more than five (5) hours shall receive one (1) paid twenty (20) minute rest period.”

AMEND sixth paragraph to provide for two consecutive hour maximum on any till

5.15

REST PERIODS:
Delete the last sentence of the sixth (6th) paragraph which reads:

 “The parties recognize that rest periods may be delayed due to unexpected business fluctuations.”

5.16

RECORDING OF TIME WORKED:
Incorporate the Vince Ready Award into the CBA, with fine amounts to the Employer increased to $500.00 for the first offence and $3,000.00 for the second and subsequent violations.

5.16

TIME CLOCK RECORDS:
ADD language to provide that a printout of time clock records be provided to Shop Stewards and Union Representatives upon request

There is to be no right of refusal and to be supplied by the end the business day.

5.16

TIME CLOCK- LOCATION:
ADD language that provides for the installation of time clock in close proximity to the employee lunchroom.

5.17

OVERTIME PAY:
AMEND to provide for voluntary overtime to be offered by seniority.  Overtime to be paid at double-time.

5.18

OVERTIME MEAL ALLOWANCE:
INCREASE overtime meal allowance to $35.00.

5.19

SUNDAY WORK: 
INCREASE premium.

Delete “For employees hired before date of ratification of the 1989 Collective Agreement.”

5.19

SATURDAY WORK:
ADD language to provide, for those employees with a combined age and years of service equaling 70, that Saturday work be subject to the same process described in 5.19.

5.20

SHIFT PREMIUM: 
DELETE reference to “Prior to ratification of the 1989 Collective Agreement”.

INCREASE premium.

AMEND to provide for payment of shift premium for all hours worked between 6:00 p.m. and 8:00 a.m.

DELETE: “This differential does not apply to part-time employees who work less than sixteen (16) hours during that week.”

5.22

CONSECUTIVE DAYS OF WORK:
AMEND to provide for no requirement for any employee to work more than five (5) consecutive days. Sixth  day to  be optional.

5.22

CONSECUTIVE DAYS OFF:
AMEND to provide that all days off shall be scheduled together, unless otherwise requested by the employee.

5.24

NIGHT STOCKING: 
AMEND Lead-Hand rate from $1.00 per hour premium to Assistant/Produce Manager rate per hour. 

5.25

NIGHT STOCKING-EXEMPTION:

REDUCE Age + Service exemption from “70 years” to “60 years.”

6.01

GENERAL CLERKS:
The Employer will not, in any circumstances, assign General Clerks to perform Clerk Cashier duties. There shall be a $500.00 penalty for violations of this provision..

6.03

OFF-TILL DUTIES:
All postings, including off-till postings, will use a standardized form.  All postings to be kept on file by the Employer and copies of all postings will be forwarded to the Union office and Shop Stewards.

6.03

FRONT END SCHEDULE WRITING:
Front End Schedule Writing to be defined as a fixed off-till duty.

6.03

CASHIER TRAINER:
Clerk-Cashier Trainer to be a fixed off-till duty.

6.03

MULTIPLE OFF TILL DUTIES:
AMEND to provide that Cashiers with multiple fixed off till duties be assigned first in the off till duty where they are ranked highest.

6.05

SERVICE CLERKS:
Service Clerks shall be permitted to transfer to other classifications without restriction and maintain their Company Seniority and ALL benefits.

7

WAGES-INCREASE: 
Substantial across-the-board wage increases for all employees in all classifications and departments.

7

WAGES-MINIMUM WAGE SPREAD:   
ADD “In the event of an increase to the Provincial minimum wage, all rates of pay to be adjusted upward to maintain the spread between the current minimum wage and the rates of pay listed in this Agreement.”

7

WAGES-PHARMACY TECHS:
AMEND to provide Pharmacy Technicians to be paid the same rate of pay as Clerk Cashiers.

7

WAGES-SPECIALTY DEPARTMENTS:
AMEND to provide for all Specialty Department Clerks (including Starbucks and Natural Foods) to be paid the same rate of pay as Clerk Cashiers.

7.01

PAYDAY:
If pay to which an employee is entitled is not received on the regular payday, a penalty of one hundred dollars ($100.00) will be paid to each affected employee for each and every day the pay is late/ delayed.  In addition, each affected employee shall receive a five hundred dollar ($500.00) cash float from the till on the regular payday.”

7.03

WAGES-FLORAL MANAGER:
NEW: Floral Manager to be paid the same rate of pay as Produce Manager.

7.04

RELIEF RATE:   
DELETE in first paragraph:
“ who is absent for two (2) or more full shifts (eight (8) hours)” as follows

ADD to first paragraph after Assistant Manager:
“Bakery Manager, Floral Department Manager, Starbucks Manager, etc.”

7.08

STAFF MEETINGS:
AMEND to provide for all staff meetings to be paid at the applicable rate of pay.

7.12(b)

TRANSFERS-TRAVEL ALLOWANCE:
INCREASE kilometre allowance from 19¢ to 80¢.

DELETE references to:
  “…outside  the contract area…”.

7.12

TRANSFERS-BRIDGE AND HIGHWAY TOLLS:
ADD language to provide that the Employer pay bridge and/or highway tolls incurred by transferred employees.

8

SPECIAL LEAVE OF ABSENCE FOR LONG-TERM EMPLOYEES:
NEW, ADD: “Employees who have completed twenty-five (25) years of services with the Employer shall be entitled to an additional one (1) year paid leave of absence without loss of seniority.”

8

SPECIAL LEAVE OF ABSENCE FOR MILITARY TRAINING:
NEW, ADD:  “Time off will be granted upon request to complete Canadian Armed Forces Reserve training with no loss of seniority.”

8

VACATIONS-DEFINITION OF “YEARS OF SERVICE”: 
AMEND to provide for the definition of years of service as years of service from the employee’s date of hire.

8

VACATION BENEFIT:
AMEND to provide for the following:

  1   Year of Service  2 weeks vacation       4% of earnings
  3 Years of Service  3 weeks vacation       6% of earnings
  7 Years of Service  4 weeks vacation       8% of earnings
11 Years of Service  5 weeks vacation     10% of earnings
15 Years of Service  6 weeks vacation     12% of earnings
19 Years of Service  7 weeks vacation     14% of earnings
23 Years of Service  8 weeks vacation     16% of earnings
27 Years of Service  9 weeks vacation     18% of earnings
31 Years of Service  10 weeks vacation    20% of earnings
35 Years of Service         11 weeks vacation             22% of earnings

8

VACATION SCHEDULING:
There shall be no blackout weeks. All weeks in the year are to be available to all employees for booking for holidays.

8

SELF-PAYING BENEFIT COSTS WHILE ON LEAVE:
Employees shall be permitted to self-pay Medical, Dental and Extended Medical benefit costs while on any type of Leave of Absence.

Employee are to have advance notice of the cost of these benefits before going on leave.

8.13

FUNERAL AND BEREAVEMENT:
AMEND to provide for one (1) week paid leave in every case of bereavement, except where travel overseas or travel that exceeds 24 hours to and from the destination is required in which case the paid leave will be extended to two (2) weeks

8.13

FUNERAL AND BEREAVEMENT:
AMEND to provide for the addition of the following:

Step-parents; step child, step-sister; step-brother; son-in-law, daughter-in-law, niece; nephew; aunt; uncle; cousin, partners, grandparents, in laws, step grandparents, on both sides of the employee’s family.

8.18, 8.19

PREGNANCY AND PARENTAL LEAVE:
AMEND to provide for E.I. top-up for the first fifty-two (52) weeks.

FURTHER AMEND to provide, at the employee’s request, up to fifty-two (52) additional weeks of unpaid parental leave without loss of seniority.

8.20

PATERNITY LEAVE:
AMEND all references to “paternity” and “father” to read “father or co parent”.

9, 10

QUALIFYING FOR HEALTH AND WELFARE BENEFITS:
AMEND to reduce the hours and time qualifiers for benefits in Section 9 and Section 10.

Allow for all employees to be eligible for these benefits.

9.13

LONG TERM DISABILITY:
AMEND to increase benefit level (from 60%) to 80% of wages.

INCREASE duration of benefit from 18 months to 36 months.  Extend coverage to age 65.

9, 10, 11

RETIREES BENEFITS:

AMEND to reflect Employer paid medical (eye glasses, extended health, MSP, prescriptions) and dental premiums for members retiring from the industry.

9.10

EMPLOYER TO PAY CLAIMS DURING ADJUDICATION:
Second sentence DELETE: “valid”.
AMEND TO READ” employees filing WI, LTD, WCB, claims will continue to receive pay as time worked until the claim is adjudicated or in the event of an interruption, for the duration of the claim, in order to insure that there will be no interruption in employee pay.

9.09

EYEGLASSES, DRUG AND HEARING AID PLAN:

INCREASE eyeglasses, lenses and frames from $150.00 to $500.00 annually.

Change “Dependents under age 19” to “dependents under age 25”

INCREASE hearing aids to $1500.00.

9.09

LASER VISION SURGERY:

9.09

EYEGLASSES, DRUG and HEARING AID PLAN:

9, 10, 11

RE-QUALIFYING FOR BENEFITS:
AMEND qualifiers to reflect: employees that return from approved leaves (such as WI, LTD, WCB, etc.,) do not have to re-qualify for benefits.

9.05

EHB – USER FEES:
AMEND EHB to cover all user fee costs.   Massage therapy (including deep tissue massage), chiropractor, physiotherapy, naturopath, eye exam, orthotics, flu shots, service fees, ophthalmologist, etc.

9.09

EHB – MOBILITY EQUIPMENT:
AMEND EHB to provide for maximum for Wheelchairs, Scooters and Electric Wheelchairs to $5000.00.

9.10

LIFE INSURANCE:
AMEND Life Insurance to provide for increase in benefit from $25,000.00 to two times (2X) the employee’s yearly salary, with a minimum of $50,000.00.

9.10

SHORT TERM DISABILITY:
(1)     AMEND to provide that “hospitalization” includes ALL “day surgery”.

(2)     AMEND effective date of coverage from “fourth (4th) day” to “second (2nd) day”.

(3)     INCREASE wage loss benefit level from 75% to 100%.

(4)        INCREASE duration of benefit from 26 weeks to 52 weeks.

9.10

DIRECT DEPOSIT OF W.I./L.T.D./W.C.B. BENEFITS:
AMEND to provide for the option of direct deposit or home delivery of W.I and L.T.D and W.C.B. benefits.

10.01

SICK LEAVE CREDITS:

• AMEND: All employees will accrue sick leave on the basis of eight (8) hours for every one hundred seventy-thee (173) hours worked.”
•  
• “ATO shall count as time worked for the purpose of accumulating sick leave.
•  

Accumulated hours worked must be reported on employee’s pay stub.”

10.04

MEDICAL REPORTS:
AMEND TO READ:

“Medical Reports

•                         The Employer agrees to pay the fees for all medical reports requested and/or required, including those for Sick Leave and Weekly Indemnity purposes.

All medical information contained in medical reports shall be kept confidential by management.”

10.05

MAINTENANCE OF BENEFITS:
DELETE:” to a maximum of six  (6) months.”

DELETE: last sentence of first paragraph: “The employee shall reimburse…”

“Maintenance of Benefits

• The Employer agrees to maintain the full cost of Health and Welfare premiums when an employee is absent on Weekly Indemnity or Workers' Compensation claims or on Sick Leave.”

19.11

SICK LEAVE:
AMEND to provide that time on Sick Leave is considered as time worked for all purposes of the Collective Bargaining Agreement.

10.03

WCB SUPPLEMENT:
ADD “All employees shall be paid the balance of their shift by the Employer on the first day of an accident or injury.”

11

DENTAL

INCREASE dental coverage for all services to 100%.

INCREASE Orthodontics coverage.

12

PENSION PLAN:
ADD the following (subject to the approval of the Plan Trustees):

• Entitlement to full pension at age 50 without early retirement penalty.

• Full pension for employees with age and service = 80.

• Pension benefits to be based an average of an employee’s best 5 years.

• Increase Employer contribution substantially.

• Full Indexing

14.05

PREFERENCE IN AVAILABLE HOURS:
AMEND appropriate sections to provide for “preference in available hours” for all employees so that everyone’s hours will be maximized on a daily basis.”

14.05

SCHEDULE REVIEW:
ADD: Stewards shall be entitled to review schedules on paid company time.

14.07

RESTRICTION OF AVAILABILITY:
AMEND to allow for the ability to change restrictions up to three (3) times per year.

14.11

STORE CLOSURE and BUMPING RIGHTS:
DELETE the current language and replace with provisions that allow members from stores that are closing to bump into any store in the province by Company Seniority.

N/A

STORE CLOSURE: NOTICE OF RECALL FROM LAY OFF:
AMEND to increase notice period from forty-eight (48) hours to seven (7) days.

14.17(3)(b)

JOB POSTING:
AMEND to provide for provincial posting rights based on Company Seniority (rather than by Contract Area Group Seniority).

15

SEVERANCE PAY:

AMEND to provide all employees with four (4) weeks pay for each year of service and the maintenance of benefits for two (2) years after store closure.

17

NEW: JUSTICE AND DIGNITY CLAUSE:

ADD: “Any employee who the Employer suspends or discharges shall be placed on a paid leave of absence or be retained at or returned to active work until any grievance contesting such suspension or discharge is finally resolved through the Grievance/Arbitration procedure.

However, the employee may be removed from active work (without pay) until the resolution of the grievance protesting the suspension or discharge if her/his alleged cause for suspension or discharge presents a danger to the safety of employees or equipment in the store due to fighting, theft, or harassment of another employee.”

19.03

WEARING APPAREL:

AMEND to provide for the following:

• Employer to pay all costs associated with providing, laundering, replacing uniforms, clothing and aprons.  Any such clothing, with or without the Company’s logo on it, shall be paid for by the Employer.

• All aprons and uniforms supplied by Employer will be Canadian Union- Made.

• All employees to receive annual clothing allowance of $200.00.

• Employer to reimburse all employees that are required to wear protective footwear any other special article of clothing or footwear. 

19.13

BULLETIN BOARDS:
DELETE all language after the first paragraph.

19.16

EMPLOYEE’S PERSONNEL FILE:

AMEND: To provide for the removal of all discipline reports one (1) year after they are issued. 

19.15

NO DISCRIMINATION:
ADD language to protect Union Members from harassment by customers.

19.15

NO DISCRIMINATION:
AMEND language to protect Union Members from discrimination on the basis of all the prohibited grounds currently contained in the Human Rights Code of B.C.

19.18

TECH CHANGE (AUTOMATED CHECK STANDS):
ADD: Language to provide for retraining for members adversely affected by the introduction of automated check stands or any other automated equipment.

20.01

RE:  JOINT HEALTH AND SAFETY COMMITTEE:
“A Joint Health and Safety Committee shall be established in all worksites.  In worksites with seventy-five (75) or more employees, the Committee shall have a minimum of four (4) worker representatives.  In worksites with less than seventy-five (75) employees there shall be a minimum of two (2) worker representatives.

Committee terms of reference shall cover all duties listed in the Workers Compensation Act. Worker chairs shall participate equally in developing agendas; ensuring materials are prepared and distributed one week prior to the regular monthly meetings.  Unresolved issues relating to terms of reference and committee functioning shall be referred to the provincial committee for decision. In the event of disagreement they shall be referred to _____________ for a binding decision.

All worker co-chairs and worker reps on store health and safety committees shall be ensured the following time per week to perform their duties as detailed in the Workers Compensation Act:

Worker Co-chairs: minimum of 16 hrs per week to oversee and co-chair the joint h and s committee, coordinate activity of committee members, follow-up on all committee decisions and recommendations, participate in incident investigations, inspections of all departments, Health and Safety orientation and training of workers and all newly hired employees.

Worker Rep: minimum of 12 hrs per week to carry out activities of the committee, assist the worker co-chair, participate in h and s instruction of all workers and new hires, participate in inspections, investigations, and follow-up.”

20.02

PROVINCIAL HEALTH AND SAFETY COMMITTEE:
AMEND by adding:
“Union Regional Coordinators shall attend these meetings. Jim Dorsey shall be appointed to mediate disputes that remain unresolved in committee. The mediator shall render a binding decision in the event of all unresolved disputes within fourteen (14) days of referral by either party.”

20

WORKER REP PARTICIPATION:
ADD NEW: “Worker representatives shall directly carry out and participate in all incident investigations, ergonomic assessments and regular site inspections.  The Union shall designate one of the worker representatives as Committee Co-chair.  The worker Co-chair and worker representatives shall assign and share responsibility for incident investigations, ergonomic assessments and regular inspections.  They shall designate worker representative alternates to the Committee.”

20

HEALTH AND SAFETY EDUCATIONAL LEAVE:

ADD NEW: “All Committee members and their designated alternates shall receive a minimum of two (2) days paid Education Leave annually for the purpose of attending Union-designated Health and Safety training seminars.”

20

HAZARD CONTROL:

ADD NEW: “All hazards identified by Health And Safety Committee representatives shall immediately be addressed and controlled.  Hazards that cannot be eliminated shall be minimized using the best available methods of hazard control.  Engineering controls, i.e., modification of equipment, work design and work procedures, shall be the primary method of hazard control.”

20

CONSTRUCTION and RENOVATION HAZARDS:

ADD NEW: “Worker co-chairs shall be appointed as construction and renovation coordinators.

No subcontracted work shall proceed without prior approval of the HEALTH AND SAFETY committee, to ensure that HEALTH AND SAFETY programs are properly coordinated and all potential construction and renovation related hazards are identified and addressed prior to commencement.

Worker co-chairs shall receive an additional day of paid educational leave per year to review health and safety best practices related to construction and renovation environments.

Violations of this clause by the Employer shall result in a $2000.00 fine payable to the Union.”

20

NEW HIRE  HEALTH AND SAFETY ORIENTATION:

ADD NEW: “All newly hired employees to receive 8 hrs Health and Safety orientation before working their first shift and an additional 8 hours within 30 days. Training to be done by worker co-chairs and worker representatives. Areas covered to include: hazard recognition; M.S.I control; emergency procedures; lockout safety; violence prevention program; Personal Protective Equipment Training, WHMIS/ MSDS Program, reporting of injuries and first aid reports; reporting of hazard; worker rights under Workers Compensation Act; union representation and Health and Safety resources.”

20

ERGONOMICS and MATERIAL HANDLING

ADD NEW:
“(a)    All materials shall be lifted and moved in a manner which does not increase risk of musculoskeletal injury (MSI).  No task shall be assigned or carried out which exceeds the published safe lifting guidelines of the WCB and the referent standards.

(b)     All palletized loads must be:
(i) split stacked;
(ii) a maximum of six crates high;
(iii) a stable load; and
(iv) accessible by splitter or forklift.

(c)     Check stand or till design, and all new check stands or tills installed shall be designed in consultation with and agreement of the Union Health and Safety Department.  A Checkstand / Till Design Committee shall be struck to include three (3) Union-selected Cashiers for this purpose.

(d)        In the event of a disagreement over ergonomic hazard controls or work-station design, a certified ergonomist, as selected by the Union, shall be obtained to render a binding decision.”

20

CHEMICAL AND SPECIAL HAZARDS:
ADD NEW: “ No chemical cleaners or strippers shall be used which contain hazardous ingredients listed as carcinogens, or sensitizing agents, or reproductive toxins as listed by IARC, NJ; EPA; WHO, NIOSH, or as referenced in Scorecard EDF Data base.   Ventilation rates shall be set at maximum during the use of and for 48 hours after any floor stripping material. No workers shall be exposed to the fumes of solvents associated with these operations or renovation and construction work.

All asbestos-containing materials shall be inventoried for every workplace. Inventory results shall be immediately given to the Union Health and Safety representatives and servicing representative. All such asbestos identified shall be safely removed from the premises by qualified removal specialists under Worksafe BC supervision.”

20

CLIMATE CONTROL:
ADD NEW: “All work areas (excluding freezers and coolers) shall be maintained at a comfortable temperature ranging from 20-24 degrees Celsius.

The Employer must provide appropriate protective clothing for working in cold temperatures and must launder the special clothing.”

“Workers shall be entitled to possess and consume bottled water at their workstations.”

20

MSI (Musculoskeletal Injury) PREVENTION PROGRAM

ADD NEW:
 “In order to reduce MSI injuries:

• Service Clerks shall be assigned to pack groceries for a minimum of fifty percent (50%) of each cashier’s shift.  The Employer must schedule enough Service Clerks to meet this requirement.
• Sit-stand stools and hand-held scanners shall be available upon request and be properly fitted to the work-station
• Workstations shall be designed to ensure that no employee is required to reach beyond a maximum of 45-cm.  Workstations shall be arranged so that all over shoulder reaches are eliminated MSI and other hazards associated with work stations or equipment identified by employees or the Health and Safety Committee shall be corrected without delay.

20

VIOLENCE PREVENTION:
ADD NEW:
“(a)    Each worksite shall carry out and implement a site-specific prevention program.
(b)     There shall be a No-Chase Policy implemented in all worksites.
(c)     Loss control personnel shall not apprehend or detain suspects on premises.  Employees shall not be asked to stay with suspects.
(d)     All locations shall be evacuated in the event of a bomb threat or other directly conveyed threat of robbery or potential serious violence, until local authorities have cleared the premises for re-entry.
(e)     Employee parking space shall be in well-lit areas immediately adjacent to a door of the workplace.
(f)      Uniformed security personnel provided at all work sites.
(g)     Employees, upon request, will be provided with an escort to and from their vehicle.
(h) There shall be a minimum of two employees working the front end during all retail hours.”

20

ADD NEW
REGIONAL HEALTH and SAFETY COORDINATORS
“(a)    The Union shall select designated Health and Safety Coordinator for each of the following regions:
         Lower Mainland (3), Vancouver Island, Okanagan, Kootenays, Central Interior and Northern Interior and North Coast (1 per region).
(b)     Regional Health and Safety Coordinators shall receive sixteen (16) hours per week for the purpose of assisting Health and Safety Committees.
(c)     Regional Coordinators shall report to the Union Health and Safety Department.  Their duties shall include: assistance in education and training activity; review of worksite Committee minutes and assistance with unresolved issues; other matters as determined by the Union Health and Safety Department.
(d)     Regional Coordinators shall receive one (1) day’s paid leave quarterly to attend coordination meetings at Union headquarters.
(e)        Travel expenses for Health and Safety Coordinators to attend meeting to be paid by the Employer.”

20

HEALTH and SAFETY:
AMEND to provide for no less than the standards set out in WCB Health and Safety Regulations of May 2001.

20

DUTY TO REFUSE HAZARDOUS WORK:
ADD NEW: “No worker shall carry out any work or work task if she or he has cause to believe that such work may be hazardous to their health or safety or that of any other worker. All workers shall immediately notify their worker co-chair and supervisor in such a circumstance.

In the event the issue cannot be immediately resolved the worker shall be reassigned to other safe work. No worker shall be assigned the refused work until the matter is resolved by decision of the Worksafe BC.

Any worker shall be authorized to temporarily stop work they observe to be an undue hazard to the health or safety of any person.

Without limiting the forgoing this shall include use of unsafe or poorly maintained equipment; working during a power outage; exposure to chemical fumes; materials handling hazards associated with undue risk of injury.”

20

FIRST AID ATTENDANTS:
There shall be minimum of one Bargaining Unit worker trained in Level 2 First Aid during all hours of operation.

There shall be a $2.00 premium for all First Aid attendants.

There shall be a designated First Aid room on the retail floor level in all operations. The First Aid room shall meet all the   minimal dressing station specifications as referenced by Worksafe BC. The First Aid room shall not be used for any other purposes and must be accessible at all times.

Training time and course fee for First Aid certification shall be paid by the Employer.”

20

EMPLOYER INFRACTIONS:
“Any infractions of the OHS Regulation or WCACT, as determined through Worksafe BC order, shall result in minimum $1,000 fine to be paid to the UFCW 1518 Health, Safety and Education Fund.”

21.01

UNION BUSINESS:

AMEND to ensure that leave for union business cannot be denied by, or disrupted by, the Employer.

21.03

PAID TIME FOR SHOP STEWARD’S DUTIES:

ADD:
“The Shop Steward at their discretion and at the Employer’s expense, has the right and authority to photocopy Weekly Work Schedules at the time of posting pursuant to Section 5.07.

Two (2) hours per week for every 50 Contract Area employees on the store’s payroll shall be allocated on the Shop Steward’s schedule in order for the Shop Steward to carry out duties related to the administration and enforcement of the Collective Agreement.

All discussions between the employee and Shop Steward are confidential and the Employer must refrain from requesting or demanding to know the content of those discussions.”

21.03

PRESENCE OF SHOP STEWARD AT DISCIPLINARY MEETINGS:

AMEND to provide that any discipline issued without a Shop Steward, (or in the absence of a Shop Steward a Bargaining Unit member of the employee’s choice) be deemed null and void. 

The Employer shall provide advance notice to the Shop Steward in attendance that a disciplinary meeting will occur of the following:

1. That a discipline will occur.
2. Who the employee is and why they are being disciplined.

The Employer must inform Shop Stewards of any and all disciplinary issues when Stewards are not in the store before or immediately after the disciplinary action.

Delete all references to witnesses being “observers” rather than participants wherever they appear in the Agreement.

LOU 26

EARLY RETIREMENT OFFER:

Institute a new E.R.O.

MOA 1

HEALTH, SAFETY AND EDUCATION FUND

The Employer agrees to increase contribution by one-cent (1¢) per year in each year of the Agreement.

1.02

NEW BANNERS:
DELETE current language and SUBSTITUTE the following:
“The Employer shall not open any new store, regardless of banner, without prior approval of the Union.”

NEW

All stores owned or operated by the Employer must be covered by this Collective Agreement.  The stores shall be placed in either Zone 1 or Zone 2 depending on their geographic location.

NEW

The Employer shall not establish any franchise, regardless of banner, without prior approval of the Union.

NEW

DAYCARE: 
ADD Employer to provide on-site daycare.  Daycare services must be provided by certified UFCW Local 1518 members.

NEW

PARKING:
ADD “The Employer shall provide parking, at no cost to employees.”

NEW

EMPLOYEE DISCOUNT:

• ADD “All employees shall receive a discount of 20% at stores operated by the Employer.”

NEW

FITNESS INCENTIVE:
ADD “The Employer shall provide one hundred dollars ($100.00) per employee, per year to be put towards fees related to activities that promote physical fitness.”

NEW

EMPLOYEE APPEARANCE:

Employee’s option to wear piercings, tattoos, beards, moustaches, and sideburns as long as neat and tidy.

NEW

EMPLOYEE LUNCHROOMS:
ADD language to provide for the removal of all the company satellite TV’s and WBT training computers.  There will be no meetings, training, use as a first aid area or security area.  No employer material to be posted on the walls in the employee lunchroom.

NEW

BAKERY APPRENTICESHIP PROGRAM
The Employer will develop an accredited Bakery Apprenticeship program within the first six months of ratification; and additional Accredited Apprenticeship Programs as necessary.

NEW

LOCKERS
The Employer must provide functioning lockers, large enough to hang coats, and new locks for all employees.

Discuss moving Letters of Understanding body of the Collective Agreement.

Discuss Duty to Accommodate process.

Discuss Harassment Investigation process.

Discuss resolution of all outstanding grievances.

Discuss Starbucks Clerks ability to transfer to other classifications.