Core-Mark: Members Ratify New Contract 

January 17, 2023

Core-Mark Members accepted the deal by 53% in Calgary and 86% in Edmonton. It took two votes and mediation to ratify the contract, and it still barely passed (find the new memorandum attached here).

Such a discrepancy between the two locations requires reflection on why the thinking between these two groups is so varied. Like a sports team, we need to remember that we can achieve tremendous success by working together and supporting one another. 

By fostering a sense of unity and cooperation in our workplaces, we can more effectively advocate for the rights and needs of all workers. Over the coming year, let’s build a solid and cohesive team where everyone feels heard. 

Together, we can make meaningful progress and secure more wins for each other in 2024. We look forward to finding ways to build more solidarity between the employees so we can increase our strength in subsequent contracts.

Bargaining with Core-Mark had its challenges as we were looking to eliminate the second tier of wages, increase benefits, and raise wages in all years. These were the things we were not successful in getting. Still, we did get a lot of other asks and good clarification on articles:

• Article 10.01 and 10.02 – regarding when vacation will be taken;
• Article 9.05 (b) statutory holiday pay; and
• Article 6.13 – bidding on position.
  

The term of this agreement is three years from expiry, which means this new agreement runs until August 30, 2024. Some of the significant features of this agreement include the following:

• Retro from August 30, 2021, with a $2000 lump sum. $2000 in the pockets of members. The company pays all applicable taxes so that employees receive $2,000 after taxes.
• Year 2, 2.65% increase; and
• In year 3, a 3% increase.
• Increases to premiums of lead-hands of $0.25 are now $1.00.
• Shippers/Receivers/Dry Room/Loaders premium of $0.25 is now $1.50;
• And a freezer room premium of $0.25 is now $1.50.
• An introduction of phased-in retirement language for employees 55 years and older (one member enjoyed this through the grievance procedure a few years ago, and now it is offered to everyone.)

Some of the new language includes:

• Maintaining the wage rate in the wage scale as their seniority dictates;
• Receiving overtime pay as a part-time employee under Article 8.03(a);
• Continuing to be eligible for Insurance Benefits and the Insurance Programs under Article 12, subject to any eligibility requirements for such benefits (employees working 8 hours per day are entitled to benefits provided they work 32 hours per week, and employees working 10 hours per day are entitled to benefits offered they work 30 hours per week);
• Being able to schedule vacations like a full-time employee; and
• Non-full-time employees are paid vacation pay under Article 10, like full-time employees.
• We strengthened harassment language to include grounds listed under the Alberta Human Rights Act;
• Negotiated a $160 boot allowance in which any unused funds left from purchasing safety boots may be used to buy additional clothing or safety equipment. Unused funds can’t be carried over from year to year. 
• Reducing the time employees wait to contribute to the RRSP. 
• The company contributions now become effective on the employee’s one (1) year anniversary.
• Inclusion of the NDP’s legislation around additional leaves into the CBA.
• The addition of personal flex days of unpaid leave.
• There is new language for additional family added to the bereavement leave: aunt, uncle, niece, nephew, and a person the employee isn’t related to but considers to be like a close relative.
• Drivers will now receive overtime when they have completed their route and have been asked to do additional delivery work on a different route. 
• When a driver has completed all work on the assigned route for the driver’s shift; and is required to perform further delivery work on a different route -the driver will be paid at the applicable overtime rate for that work.
• Additional language added to downtime as we heard from the drivers that this was a concern going into negotiations. Downtime will be paid out for anything not associated with the route. Such instances would be mechanical breakdowns, backhauls, and excessive wait time to fuel or waiting on customers to receive orders beyond eight (8) minutes. All downtime must be reported at the time of delay by the driver and approved by the Supervisor. Downtime will include when reorganizing pallets for more than an hour of downtime. Downtime is paid out by the actual hourly rate of the employee, not the base composite rate.
• An introduction of a minimum of hours:
  • For warehouse workers on a 10-hour shift shall be 8 hours; 
  • Eight hours for warehouse employees working a 10-hour shift; 
• They are removing physical fitness as a determining factor in promotion from part-time to full-time skills and abilities.
• An increase in the probational period from 65 days to 90 days
• And an introduction of a union orientation of 15 minutes where there wasn’t one previously.

If you have any questions or concerns, please contact your relevant Union Representative, Noah Mogesse (phone: 403-291-1047 or email: nmogesse@ufcw401.ab.ca), or Abdi Guled (phone: 780-452-0362 or email: aguled@ufcw401.ab.ca).     

In solidarity,
Your bargaining committee,
Tracy Bergman, Iren La Rouche, Smail Sahuric, 
Dina Chait-Sok, Jason Gutierrez, Matt Gilks, 
David Smith, and Christopher O’Halloran

For a printable version of this document, click here.

Posted on: January 17,2023