ATTENTION PART-TIMERS AT LOBLAWS AND RECENTLY CONVERTED LOBLAWS GREAT FOOD STORES
Your union is pleased to announce that we have won a court injunction to stop Loblaws Supermarkets Ltd’s inappropriate application of Letter of Understanding 59 as detailed in your collective agreement. Letter of Understanding 59 concerns the conversion of a conventional store to a Great Food banner and states if you don’t regularly work a particular time or day at your Loblaws store, you will not be required to make yourself available for work at that time or day in the Great Food banner if it’s for legitimate reasons and not personal preference.
The court injunction means the company must stop continuing to incorrectly tell members (until the matter is resolved in arbitration) that a second job, child-care issues, etc are not legitimate reasons and must stop denying them availability exemptions they may be entitled to under Letter of Understanding 59. This decision means the company will have to accept a second job, child-care issues and etc as legitimate reasons until the arbitrator makes a decision.
The court injunction is an unprecedented step for the union but with the well-being of our members at stake, we felt it was a necessary battle. Since conversions began earlier this summer, some members were feeling forced to take the buyout and quit because of these constraints on their availability. With the injunction, we believe we have prevented more of our members from being placed in this position in the future. Members, who were previously denied availability exemptions (other than for religious reasons, dealt with in a separate process), are also entitled to have their requests honoured pending arbitration if their grievances weren’t withdrawn due to insufficient merit under Letter of Understanding 59. We are hoping for a decision from the arbitrator in March.
“As the company re-structures, our key priorities have been and continue to be helping our members through this very difficult time and defending their rights under the collective agreement,” said Pearl Sawyer, Local 1000A President. “We are pleased with the court’s decision, which will provide relief for many of our members who would have felt forced to quit and take the buy-out or as an example, loose their second job to meet new minimum availability requirements.”
Sawyer also commended members at previous stores for their bravery in fighting the initial battle together with the union for a court injunction. “They are to be truly commended for coming forward and agreeing to tell their personal stories - some of which were very personal and being willing to swear affidavits to their situation,” Sawyer said. “Their stories have helped pave a smoother path for our other part-timers faced with conversion.”
In addition, Local 1000A has filed nearly 60 grievances and have commenced expedited arbitration on matters not related to religious observation. Religious observation denials will become part of an arbitration that commenced earlier this year. Additionally, school exemptions, requested at the time of conversion, have been approved by the company and no one has come forward to indicate otherwise.
In the meantime, your union strongly encourages members, who have legitimate reasons for scheduling restrictions other than personal preference, to raise them during the time of conversion.
If you are feeling you have no choice but to take the buyout and quit due to constraints on your availability for legitimate reasons beyond personal preference in the Great Food banner, please contact the union at This email address is being protected from spambots. You need JavaScript enabled to view it. with your full name and phone number. Your rights under the collective agreement should not be violated. If you have any questions or concerns, do not hesitate to contact your staff representative.
To see a copy of the court decision, please click here (PDF).
