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.