Calgary egg factory workers begin negotiations

Final month, Native 401 of the United Meals and Business Staff posted a bargaining replace relating to the beginning of negotiations with Burnbrae Farms.

Burnbrae Farms is an egg grading station that has been working in Calgary since 2001. Staff there accumulate and grade eggs provided by native farms, that are then distributed throughout Canada. The power is a cross between manufacturing and warehousing.

These negotiations are being performed on behalf of about 50 staff who work on the firm’s processing plant within the Foothills Industrial Park in southeast Calgary. Their earlier contract expired in June 2020, over 3 years in the past.

The labor bargaining workforce met with the employer from September 6 to eight, 2023 to debate the negotiations and share their preliminary proposals. As common, as a result of the negotiation course of has solely simply begun, the proposals are merely non-monetary objects.

Financial proposals, reminiscent of a pay improve, will emerge later within the course of as non-monetary proposals are resolved and accepted.

Lots of the proposals are minor language tweaks (reminiscent of language relating to job vacancies, union illustration, leaves of absence, and different housekeeping points), however there are some proposals from the labor bargaining workforce that I believe are price highlighting.

New staff, below the present contract, had as much as 30 days to grow to be union members. Now the Union needs to scale back it to solely 5 days.

One part of the previous contract stipulated that Cargill had till the fifteenth enterprise day of every accounting interval to submit a listing of all staff who had paid union deductions and the quantity that they had paid to the union. Now, staff need the report to incorporate hours labored, they usually need the quantity paid by every employee to be damaged down by dues, charges and different assessments.

Within the new contract, staff need to add a brand new part requiring Cargill to submit a month-to-month report back to the union for every worker, together with identify, employment standing, date of rent, date of seniority, date of depart, date of termination, and present standing. Pay charge, and different info (reminiscent of contact info).

The union needs the phrase “fundamental work week” – which was 40 hours, divided into 5 8-hour days – to be modified to the “assured work week.”

Below the newest contract, Cargill had to offer 24 hours’ discover of a shift change. Staff need to triple that to 72 hours.

The union plans to suggest will increase for switch premiums, meal allowances and trip entitlements, however actual quantities won’t be decided till the 2 events start money negotiations.

The newest contract specifies that promotions to positions lined by the UFCW will likely be primarily based on health, advantage and skill; Nonetheless, if there are two equally certified candidates in these areas, essentially the most senior workers will obtain precedence. The union needs to alter it in order that solely seniority is the deciding think about promotions.

Staff need to add Nationwide Fact and Reconciliation Day to the listing of paid holidays noticed by their employer, in addition to the employee’s birthday if it falls on an everyday workday, or the next Friday or Monday. Additionally they need to allow staff to transform public Christian holidays (reminiscent of Good Friday for Christmas) into days thought of holy days of their non secular traditions.

Below the earlier contract, union representatives had been allowed to talk to Burnbrae staff, however for not more than 5 minutes: i.e. greater than 5 minutes was thought of “not on the employer’s time”. The union needs to remove the five-minute restrict.

Staff had been restricted within the union-related depart to which they had been entitled below the latest contract. Just one employee is eligible and has reached the two-week restrict. The union proposed eliminating these two limits. Additionally they recommended that the corporate invoice the union for the price of the paid depart.

Within the present contract, staff are eligible for parental depart if they’ve labored for the corporate for 52 consecutive weeks. The union needs to shorten that to only 90 days. Additionally they need depart to have the ability to begin per week earlier (13 weeks forward of time, as an alternative of 12 weeks), maternity depart elevated from 15 weeks to 16 weeks, and paternity depart elevated from 37 weeks to 16 weeks. 62 weeks. At the moment, parental depart have to be accomplished inside 52 weeks of the delivery of the kid or the position of the adopted baby with the dad and mom; The union needs to extend this to 78 weeks.

The union proposes that staff have the ability to take as much as per week of paid depart within the occasion of the dying of a direct member of the family. At the moment, that is solely out there if a partner, dad or mum or baby has died; In any other case, the period of depart is on the discretion of the employer.

Within the new contract, the union needs staff to have the ability to take as much as 5 days of paid private and household accountability depart throughout every calendar yr. Additionally they need each employee to be entitled to 10 paid days per yr of home violence depart.

Full-time staff have entry to 40 hours of depart annually to cowl incidental sicknesses, and are then paid for any unused hours on the finish of the yr. The union needs to double this to 80 hours. They’re additionally allowed to use every year for sooner or later of absence to take care of pressing private or household well being issues, which doesn’t have an effect on the 40 hours. The Union needs to extend this era to five days.

The subsequent bargaining session will start on October 30, and a 3rd bargaining session is scheduled for subsequent month.

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