\ \ \ @ They've got a lot to smile about . .. Hanford Lumber sub-local chairman John MacLean (I.) and Local 1-700 president Tony Ian- nucei were part of negotiating team which brought new language into an IWA contract. Toronto Local 1-700 gets language on safety and compensation into contract REXDALE, ONTARIO — For IWA- CANADA local unions in Ontario, the ratification of a collective agreement at Hanford Lumber Ltd. here on August 26th should be noted for some exciting breakthroughs in contract language. Inion negotiations were able to, after thirteen meetings with manage- ment and two ratification votes, achieve the breakthrough of getting contract language in to improve Occu- pational Health & Safety and Work- ers’ Compensation procedures. Workers’ contract demands were based on language in the province's Bill 208 (Occupational Health & Safety Act) and Bill 162 (Workers’ Compensation Act). The Union committee, which con- sisted of IWA national staff represen- tative Tom Lowe, Local 1-700 presi- dent Tony Iannucci, chief steward and chairman John MacLean, and Eric MacLaren, was presented with many difficult obstacles along the way. With the overwhelming support of the workers a 2-year agreement was negotiated and ratified. “TI believe that we have exceeded our expectations,” says Brother MacLean. “We're very pleased with the results.” Included in the improvements to Health & Safety language are the following provisions: e The Health & Safety Committee will be allowed a one-hour period to prepare for any formal meetings, to be paid by the employer. e The company will provide Commit- tee members with a copy of the min- utes no more than five working days after meetings take place. © The employer will make sure that one employee gets time-off to train as acertified health and safety represen- tative and the employee will be com- pensated at his regular job rate. © One of the most important achieve- ments by the local was getting the health and safety committee member to have the same status as a certified worker (as per Bill 208) which in turn entitled them to investigate a com- plaint relating to dangerous circum- stances and having the authority to cease work or machine operation until such dangerous circumstances are remedied. During such stoppage the employees involved will not lose any earnings. New contract provisions to help injured workers deal with compensa- tion and reintegration into the work- place go as follows: Another big step in the right direc- tion was when the negotiating com- mittee were able to insert (new) lan- guage to deal with “REINSTATE- MENT OF AN INJURED WORKER.” The new provision provided for rein- statement in the position held prior to the injury or provide alternative employment at earnings comparable to the employees hourly rate as of the date of injury, subject to one’s senior- ity status. e The company will advise the Union chairperson when the WCB says a worker can return to the job. e The employer’s report of the acci- dent or injury must also be given to the Union chairperson at the same time the WCB receives it. “Such contract provisions covering health and safety are welcomed by the Union and will probably be the trend in the future,” says IWA-CANADA national staff representative Tom Lowe. In addition to the Occupational Health & Safety and Workers’ Com- pensation language, the Union also did the regular job of negotiating bread and butter issues. The new 2-year collective agree- ment which pays retroactively and expires on May 15, 1991 will see wage increases of 75 cents to $1.20/hour over eleven job categories. The Union also successfully negoti- ated one additional paid holiday (ie. full day before Christmas), and shaved some time off qualifying for vacations. Employees will now be entitled to benefit coverage for one month beyond aleave of absence, including leaves for Union business. Hanford also has agreed to pay the difference between a workers’ regular job rate and fees received for jury duty or appearance as a subpoenaed witness. Weekly Indemnity was increased by $80 a week, and safety boot allow- ance improvements were made. Hanford Lumber is a wholesale- retail building lumber and building supplies service which also does some custom cut mill work. It has been represented by the IWA for over 30 years. At this year’s IWA-CANADA con- Yention in Toronto Union members were winners of exclusive door prizes from Koolatron Corp., a Brantford- based thermoelectric refrigeration plant. Three IWA delegates were recipients of portable coolers assem- in Brantford by IWA Local 1-500 _ workers. For local union president Bruce Weber the complimentary door prizes re a symbol of how labour relations e turned around at Koolatron in two years since a nasty strike fall of 1989. “Attitudes sure have Bhanged since it strike,” Brother Weber. “The \pany ea tiees that the Union harmonious labour relations they have taken a 180-degree turn n where they were two years ago. In fact, in June of this year the local and the company ratified a new A Labour relations take a turn at Koolatron three-year collective agreement which will give workers an overall increase of 18% and benefit improvements. Koolatron is a labour intensive assembly plant which manufactures the thermoelectric coolers from parts which are sourced outside the plant. The company is able to compete globally because of the geographical area of the plant (70 miles from the US. border) and because of the skilled Union labour force. The main line of products are chest coolers which can hold up to 34 U.S. quarts. Its standard stock model, the “Scotty,” can hold up to 32 U.S. quarts and can plug into a cigarette lighter socket in an automobile for a power source. The coolers are marketed in Can- ada at Canadian Tire, Consumers Dis- tributing, Sears, and also at numer- ous other retail outlets. : Continued on page sixteen © On the production line at Koolatron Local 1-500 member Barb Farquar assembles lids of thermoelectric cooler units. LUMBERWORKER/NOVEMBER, 1991/15