Sobeys,
From Negotiations report November, 2006
On October 26, 2006, the members of this unit ratified their new Agreement. All members receive a wage increase of at least 3% retroactive to November 23, 2005.
Effective November 22, 2006 top rates and start rates increase by 3% and on November 23, 2007, all start and scale rates increase by 2%, top rates increase by 3%. Courtesy Clerk rates increase retroactively from November 23, 2005, by as much as 12.5% and by a further 2% on November 23, 2007.
In addition to the wage increase, there were numerous improvements in contract language. Highlights include:
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Relief assignments will be offered on the basis of seniority.
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All employees will be entitled to up to 16 weeks severance pay in the event of closure of the store.
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Employees required to wear safety footwear will be provided with an allowance of $100 every two years.
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Employees working on Sundays will receive 60˘ per hour premiums; previously they received no additional compensation for such work.
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Definitions of the departments have been written into the Agreement.
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Additional time off, without pay, will be granted to attend to the arrangements of a person who is not defined as immediate family in the Bereavement Leave clause.
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Time off, without pay, will be provided to attend a funeral as a pallbearer where the deceased is not defined as immediate family in the Bereavement Leave clause.
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Overtime for non-supervisory employees will be voluntary.
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The company will make “all reasonable efforts” to grant employees one Sunday off in every four to employees who do not automatically qualify for Sundays off by virtue of their seniority.
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Employees using their personal vehicles for company work (ex: price checkers) will receive a car allowance based on Sobeys Corporate policy; previously they received no compensation.
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The Arbitration procedure was clarified to ensure an Arbitration Board has the power to interpret and apply Provincial Legislation (not just the terms of the Agreement) in arriving at its decision.
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Two consecutive days of rest are now written into the Agreement.
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The company has will maintain (at a minimum) the current percentage of full-time employees in a “fair and reasonable manner”.
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The first day of a compensable (Workers Compensation) injury will now be paid by the company.
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Workers can now review their employment files on an annual basis.
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The Management Rights article has been shortened but retains all current “good faith” requirements.
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Language improvements were also made regarding the following: clarifying that employees continue to receive the higher rate of pay if performing lower paid duties, shift trading, tie breaking seniority procedures when employees are hired on the same day, paid time for Occupational Health and Safety Committees, definition of a grievance, longest shift per day by seniority and up to five shifts per week, and union leave.
Congratulations to these members on their excellent settlement. The hard working committee consisted of members Arlene Banga, Beata Potter, Scott Nielsen and Brenda Schick. The committee was assisted by Collective Bargaining Representative, Don Logan.
From Negotiations report October, 2006
Bargaining commenced on May 24 to 26, and continued on August 30, 31 and September 1, 2006. Several contract language amendments have been settled, and the company has also withdrawn a number of concession demands. Good progress was made in the three-day session of bargaining.
Further meetings were held October 3, 4 and 5, 2006, and a tentative Agreement was reached with this employer. Details will be released once the membership of this unit have voted on the offer.
From Negotiations report August, 2006
Bargaining commenced for this unit on May 24 to 26, 2006. Several contract language issues were settled during these three days, however, the company is seeking a number of rollbacks from the employees. Presently, the company pays the premium costs of the benefit plans as it does in other unionized stores in Alberta and Manitoba. The company has proposed that the employees pay the lion’s share of their benefit premiums and are seeking to take away a number of their sick days. The company is also proposing language to weaken some union representation issues regarding discipline and to broaden the use of non-bargaining unit persons doing members’ jobs.
On the other hand, members are seeking improvements to the benefit plans, sick days and inclusion of the UFCW Local 1400 Dental Plan, to name a few.
Further dates are set for August 30, 31 and September 1, 2006.
From Negotiations report May, 2006 - Update
Bargaining commenced on May 24 - 26, 2006. Several contract language issues were settled during these three days however the company is seeking a number of roll backs from the employees.
Presently, the company pays the premium costs of the benefit plans as it does in other unionized stores in Alberta and Manitoba. The company has proposed the employees now pick up the lion's share of their benefit premiums and to take away a number of their sick days. The company is also seeking to weaken some union representational issues in the areas of discipline and to broaden the use of non bargaining unit persons doing our members jobs.
On the other hand, members are seeking improvements to the benefit plans, sick days and inclusion of the UFCW Local 1400 Dental Plan, to name a few.
Further dates are set for August 30, 31 and September 1, 2006.
From Negotiations report May, 2006
Bargaining was held on May 24 to 26, 2006. Further details will be posted once available.
From Negotiations report April, 2006
Bargaining meetings had been set for February 28 and March 1, 2006, however, the dates were postponed due to bargaining with Sobeys in Moose Jaw. Further dates have now been set for May 24 to 26, 2006.
From Negotiations report January, 2006
Members have chosen their Negotiating Committee, approved proposals and meetings are set for February 28 and March 1, 2006. Given the situation with Sobeys elsewhere in Saskatchewan, members at this unit are expecting that negotiations may be difficult.
