Update from the DIVEX

September 24, 2017

The information below was sent out via email from the chair of our division Denise Davis. This is the items that will be discussed by Denise Davis at the next Provincial Labour Management meeting on September 26, 2017


Employment Equity Committee

We are pleased to announce that Leslie Gagnon of Local #683 and Billie Bridgewater of Local #162 were the successful applicants for the two positions on the committee. A big thank you to all of the members who applied.

The Provincial Labour/Management Committee

The Provincial Labour/Management Committee is meeting face to face with Management on September 26, 2017 to discuss the following items. The Bargaining team has been asked to attend this meeting only along with Shawn Swayze the Regional Labour/Management Chair for the Western Region. After this meeting the rotation of the Regional Chairs will continue.

MOS Benefits improvements

The Union was made aware that members weren’t getting their bargained benefit increases reimbursed by Manulife. We did the research and followed up with the employer. You should have seen the update on that issue on the last LCBO Benefit Bulletin that was sent out. In addition, there was a Manulife policy change on approved osteopath associations, which we are aware will affect some of you. The LCBO is suggesting that if you are affected by this change, you contact the approved osteopath associations and see if they can locate a practitioner in your area. Please note the change in osteopath recognition was not a negotiated change and is solely an internal Manulife policy which affects all plan holders under Manulife, not just the LCBO.

There was also a concern with Logistics facilities managers still demanding a receipt for meals. This was something we addressed in bargaining so we challenged the employer on that members do not have to provide a meal receipt when working overtime. This situation is now resolved and no receipts should be required.

CSR Wage Grid Challenges

We have received over 800+ challenges from the grid placement and the task of sorting through them and reviewing each case on its individual merits is taking some time. We met with the employer in July to set up a process for reviewing each challenge and ensuring that there is consistency in the determinations. From there, the parties started the review, with the union holding caucus dates to help speed up the process in August. Both parties will meet again at the end of this month on September 29th to continue the reviews and hopefully make some determinations. We do appreciate your patience on this issue as we want the challenges reviewed properly.

Tasting Hours

Despite promises from the LCBO to return tasting hours (approximately 100,000 hours per year) to bargaining unit staff, we have not seen any action yet. We have the challenged that the hours need to be turned over to the bargaining unit staff immediately. We are continuing to keep the pressure on the employer to keep us informed on when they expect the hours will be returned to the bargaining unit and what the breakdown of the hours and locations will be.


We continue to challenge scheduling as it seems to be all over the map. We have heard from all over the province about the various scheduling issues and how the employer doesn’t seem to follow the new CA. We have challenged the employer on these issues and are considering all the avenues available to us to address these matters, if the LCBO doesn’t fix them.

Some of the most pressing issues reported, including the Union’s position, are:

  • Casual 6 day work week – The language clearly states that casuals are to be scheduled for 6 day work weeks starting with ratification. This means that all casuals should have a regularly scheduled day off unless they volunteer for an additional day that week.
  • PFT Sunday complement (including holiday weekends) – The Employer has the right to determine complement on any day of the week. This means the LCBO can set a mandatory requirement for PFT to work on a Sunday over a long weekend. However, the scheduling is first voluntary and failing sufficient volunteers, is rotational based on reverse seniority from the previous week of forced scheduling. In addition to this issue, the employer has taken the position that they no longer need PFT on Sundays unless it is a long weekend. The Union greatly opposes this view, especially since the LCBO argued the need for PFT on Sundays for the last 9 months, and stood firm that at minimum 1 PFT should be required each Sunday. We have challenged the LCBO on their position and are encouraging PFT’s to grieve if they volunteer for a Sunday and are denied or if they are next on the forced scheduling list but were not because the employer determined they didn’t need any PFT.
  • Weekly same shifts (morning or afternoon) – The work week in retail starts on a Sunday each week and this past round of bargaining we negotiated language (7.14(b)) the states that scheduled shifts for the week, in double shift stores, shall be the same (i.e. morning shifts or afternoon shifts). Bouncing around between day and afternoon shifts should no longer be happening. If you find yourself in this situation, due to regular scheduling, then you should grieve.
  • Full weekends off – The new CA language (7.4(a)(v)) is clear that PFT cannot be scheduled for a Sunday when they are regularly off on the Saturday. This ensures PFT’s have a full weekend off. However, if you volunteer for a Sunday, after the schedule is posted, this doesn’t violate the weekend off provision because the volunteer was after the schedule was posted. If it was prior to the schedule being posted, a Saturday off will not count as one of the 17 because doing so would violate the CA.

We are working to resolve the above issues, but in the meantime, members are free to file grievances for violations of the CA. Please speak to your staff rep before filing to ensure you have the right articles. We continue to review the issues with the unforeseen work and the fixed term/agency workers.

Government Announcement- Cannabis Act and the proposed approach to retailing cannabis through a government-operated Crown corporation model

As you know George Soleas sent out a memo to LCBO staff on September 8, 2017 regarding the government’s proposed approach to add a new facet to the overall operations of the LCBO. This communication will be reviewed at the next PLMC meeting on September 26, 2017. The Division has asked for clarification but to date our questions have not been answered. Updates will be shared when we receive any further information.




The tentative agreement

Hello everyone

Do not let the fear of the unknown guide you. If we continue along the same path, we will end up with the same results.

There are so many loopholes in the wording of the new contract. The employer may be giving you good hours now, or may not, but the wording allows them to do what they want when they want

The prospect of a full time job at the LCBO is no longer appealing. The scheduling practices has now allowed for full time staff to also be scheduled for up to 10 days without a day off. The working of 9 hours a day, weekends and evening shifts makes a full time position at the LCBO seem to be a glorified casual job. The loss of Sunday overtime basically caps a full times wages with no opportunities to make any extra money. The “relative equality” clause  that was added to applying for assistant manager of C and D store manager positions has given the employer the opportunity to manipulate workers to be complacent to senior management and pit bargaining unit workers against bargaining unit workers so that they can move up the ladder at this workplace.

You can guess how I will be voting. But I am a tiny cog in the huge wheel of this company.

Do not let fear guide you. However the vote goes, the union will have to continue to represent us. If its a NO, they will have to carry on with the campaigning and get us results we are looking for. If its a Yes, the same yet we will be bound by the laws of the contract language.

In Solidarity,

Maria Bauer

New Contract Information- What does it say?

Join OPSEU President (Warren) Smokey Thomas, Liquor Board Employees Division (LBED) bargaining team chair Denise Davis, and your LBED bargaining team for three telephone town halls about the tentative collective agreement signed Sunday, June 25. Details about the agreement will be sent out to members and posted on the website soon.

  • Tuesday, June 27 – 7 p.m. ET
  • Wednesday, June 28 – 7 p.m. ET
  • Thursday, June 29 – 10 a.m. ET

All members who have provided a contact number to the union will receive a call starting 10 minutes before the call time. If you miss the call or didn’t receive a call, you can dial in at 7 p.m. on Tuesday and Wednesday, or at 10 a.m. on Thursday, by calling 1-877-229-8493 and entering ID Code 112847. Or join us live online here.

Benefits during strike


As per OPSEU policy, OPSEU members at the LCBO who currently receive a percentage in lieu of benefits in their pay are eligible to enroll for limited benefits under the OPSEU Joint Trusteed Benefit Fund – known as the OJTBF for short. These benefits will be available to members in the event of a strike at the LCBO.

Please find attached three documents:

  • Strike Benefit Instructions
  • Strike Benefit Enrollment Form
  • Strike Benefit Claim Form

Please note: OPSEU members at the LCBO who currently receive benefits from the employer do NOT need to sign up. As per OPSEU policy, OPSEU is currently negotiating with the employer the continuation of benefits in the event of a strike.

Enrollment and Claim Instructions

For the length of the strike, the OJTBF will be providing you with the following benefits:

  • Life Insurance – $100,000
  • Health Care for you and your eligible dependents. Benefit details are enclosed on the attached pages.

Please return your completed Enrollment form to the OJTBF at:

OJTBF – Strike Benefits
6 Lansing Square, Suite 121
Toronto, ON M2J 1T5

Enrollment Form

To ensure that you are enrolled for benefits, complete the enrollment form as indicated below:

1. Personal Information

Please provide your contact information including a telephone number where we can reach you should we have any questions about your enrollment or claim.

2. Beneficiary

Designate a beneficiary for the life insurance proceeds of your coverage. Provide the beneficiary’s surname, given name and indicate their relationship to you (i.e. daughter, spouse, etc.).

Note: if this section is left blank or unsigned when returned to SSQ, your beneficiary is deemed to be your ESTATE.

3. Coverage Requirement

Indicate your coverage requirement; coverage for yourself only, or coverage for yourself, your spouse and/or your child(ren).

  • If you selected coverage for your spouse and/or children, list all your eligible dependents (spouse and/or children). Include over age children (from age 21 up to the 25th birthday) who are regularly attending school full-time and solely dependent on you for support. You will be required to provide proof of full time enrollment, i.e., school ID and copy of Invoice for Tuition Fee.

4. Signature (Required)

Sign and date that statements you have made are true in the Authorization section.To be eligible for strike benefits, you must complete and send this enrollment form to the OJTBF. You may send an electronic copy to strikebenefits@ojtbf.ca but the original must follow by mail.

Claims Submission

If you incur claims during the strike, attach receipts to the Health Insurance Claim ts form and send it to the address shown below. All claims for expenses incurred during the strike, must be sent to SSQ no later than 2 months after the last day of the strike.

SSQ, Life Insurance Company Inc. 
Attention: Health Claims
110 Sheppard Ave E, Suite 500
Toronto, ON M2N 6Y8

Bargaining in the News

Video: Possible LCBO strike looms ahead of Canada Day holiday

The LCBO CEO said steps are being taken to assure stores will remain open in the event of a labour disruption.

Posted by CityNews Toronto on Sunday, June 18, 2017