Hilton Members Vote to Join NDF as Mediation Continues!

Hilton members voted by email from midnight September 16 to midnight September 18 and decided by an overwhelming majority to join the National Defence Fund (NDF).

“As we can see with the hotel strikes by over 10,000 workers that unfolded on Labour Day, it’s important to be prepared,” said President Thomas Hesse of UFCW Local 401. “The financial backing of the NDF is a crucial part of that preparedness for our movement, allowing us to bargain from a position of strength when it’s needed most. That’s what makes your  ‘Yes’ vote a major step towards securing better working conditions and fair compensation in these challenging times.”

“Joining the National Defence Fund is not just about financial security—it’s about empowering our members with the leverage they need at the bargaining table,” remarked Secretary-Treasurer Richelle Stewart.

Belonging to the fund can actually help prevent strikes and lockouts, as your Employer now knows that you have resources and financial assistance through the NDF, on top of all the other strike benefits to which you are entitled. In addition, the fund can help to meet picket lines needs such as trailers and shelters, power generators, portable toilets, legal counsel, promotional materials and advertising. 

In the event of a strike or a lockout, full-time members are eligible to receive $500.00 per week and part-time members are eligible to receive $375.00.

Eligibility for strike pay is linked to picketing, and members are required to picket regularly to receive strike pay. For example: a full-timer who normally works forty (40) hours per week would be required to picket those same hours to receive full strike pay.

In the event of a strike or lockout, members can picket, they can work another job, or they can stay home, but you must picket to receive strike pay. Picketing is a legally protected activity and the Employer cannot fire you just for going on strike or picketing.

BARGAINING UPDATES

Your union bargaining committee also went to back to the bargaining table on September 18th and 19th with the assistance of Mediator Michael Dyer. As mentioned before, a mediator is a neutral and government-appointed officer, and their job is to help the Union and the Employer to reach a deal.

On September 19th, your committee secured a new overall package from the Employer on outstanding monetary and non-monetary items.  Here are the key highlights:

1. IMPROVED WAGE OFFER: the Employer increased its wage offer from 1% per year over four years to $0.50 per year over four years for all employees, retroactive to expiry, January 14, 2024. This offer is not enough to me our needs for a fair deal; however, it represents a step in the right direction.
2. NEW LANGUAGE ON REST BETWEEN SHIFTS: the Employer agreed to a minimum of twelve (12) hours of rest between shifts. Currently, only the Employment Standards minimum of eight (8) hours applies.
3. NEW LANGUAGE ON DOCTORS NOTES: the Employer agreed to not ask employees for a doctor/nurse practitioner note for absences of two (2) days or less. For any request of a note, the Employer will pay $25.00.
4. NEW LANGAUGE ON MINIMUM SHIFTS: the Employer agreed to a minimum shift length of four (4) hours. Currently, only the Employment Standards minimum of three (3) hours applies.

On September 19th, your committee presented a new overall package to the Employer. In the interests of getting closer to a deal we have slightly narrowed our proposals, but we have maintained a very robust list of key monetary and non-monetary items. Here is a summary our key outstanding items:

1. WAGE OFFER: we are seeking a three-year deal, with a $2.00 increase in the first year, retroactive to expiry January 14, 2024; a $2.00 increase in the second year; and $1.50 in the third year.
2. BENEFITS OFFER: we want to lower the threshold to receive benefits from thirty (30) hours per week over 12 weeks to (20) hours. The Employer came down to twenty-four (24) hours in their package, so we are making progress here. We are also seeking new dental benefits, physiotherapy coverage, STD/LTD coverage, and 100% prescription coverage. The Employer has offered nothing on these items.
3. IMPROVED SICK PAY: we want to lower the threshold to receive sick pay from thirty (30) hours per week over 12 weeks to (20) hours. The Employer has rejected this proposal.
4. IMPROVED FOOTWEAR ALLOWANCE: we want $100 per year per employee to the cover the cost of shoes. The Employer has improved its position and is offering $100.00 per year (an increase from $75.00) for safety shoes only, which is the current language.
5. IMPROVED SCHEDULING LANGAUAGE: a preferential scheduling system based on seniority.
6. IMPROVED PAYROLL DISPUTES LANGUAGE: payroll errors of fifty dollars ($50.00) or more will be corrected within two (2) business days.
7. NIGHT PREMIUM: an additional $1.00/hour for all hours worked between 10:00 pm and 8:00 am.
8. IMPROVED GRATUITIES LANGUAGE: increase the employee share of gratuities for special events from 60% to 70%
9. NEW LANGUAGE ON COMPANY-MATCH RRSP: $1000 per year Company-match RRSP program.

NEW BARGAINING DATES

WHEN: October 22nd, 23rd, and 24th
WHERE: UFCW 401 office, 46 Hopewell Way NE

Based on the continued progress made last week, your Union’s decision to get a mediator involved continues to prove successful. With the members voting to join the NDF, we are better positioned if talks break down. We will keep working through mediation, but it’s the possibility of a strike vote that will keep the pressure on the Employer.

You’re invited to observe the bargaining process on October 22, 23 and 24 at the Calgary Union office. To attend, contact Jeff Ible at 403-291-1047, Ext 1117, jible@ufcw401.ab.ca, or 587-583-1501.

Stay informed and stand united. Together, we can secure a fair deal that reflects the true value of your work.

In solidarity,

Your Union
UFCW Local 401

Posted on: September 24,2024