Action required to support Workers at Fiera Foods


Dear members,

You may have heard the tragic news that a worker, Enrico Miranda, a husband and father of two children, was killed while working at the Toronto industrial bakery Fiera Foods. This is the fifth such death of a temp agency worker at Fiera Foods and its affiliated companies since 1999.

Fiera Foods primarily employs temp agency workers who are among the most vulnerable and precariously employed in the country.

On October 2, Unifor and several other labour unions and community groups mobilized to hold a solidarity action to demand justice for Enrico Miranda and the four other workers killed at Fiera Foods properties. Management cancelled the shifts to prevent workers and the community from coming together in solidarity. It is unclear whether the employer will pay these workers for the cancelled shifts.

I am requesting that all members across Ontario send out messages today over social media to Fiera Foods, Minister McNaughton, and Doug Ford. Please use the sample tweets below to express your own outrage.

@Fordnation @MonteMcNaughton #FieraFoods Management cancelled shifts so workers could not bear witness to community outrage. They deserve to be paid and management should face criminal charges in the death of the workers. Kill a worker. Go to jail! #canlab #onpoli

#FieraFoods must pay workers for shifts cancelled during the protest to call for #JusticeforEnrico – the 5th worker to lose his life at Fiera @fordnation @MonteMcNaughton

In solidarity,

Naureen Rizvi
Ontario Director

Changes to the Canada Labour Code – Guideline from Unifor

Some brief Q/A regarding the changes to the Canada Labour Code

  1. Q. With respect to new personal leave provision in effect as of September 1, are the 5 days of leave “pro-rated” for the remainder of the 2019 year?
  2. No. The leave is not pro-rated. Employees who qualify for the leave are entitled to the full allotment (5 days of leave, 3 paid) for the period September 1, 2019 through December 31, 2019.

Source: IPG 099 “Stacking” guideline:


  1. Q. Is the personal leave allocated by work day (e.g. 1 leave day = 1 regularly scheduled shift)?
  2. A. Yes. Section 206.6 (2) of the Code states that “The employer may require that each period of leave be of not less than one day’s duration.”

Source: Bill C-86, page 492:


  1. Q. Is the paid personal leave based on a standard 8-hour work day?
  2. A. No. In section 206.6 (2) of the Code, after an employee has completed three months’ of continuous employment with the employer, they shall be entitled to the first three days of personal leave with pay. That pay will be “at their regular rate of wages for their normal hours of work, and such pay shall for all purposes be considered to be wages.”

Source: Bill C-86, page 492:


Canada Labour Code Part III

This memorandum describes and analyses recent changes to Part III of the Canada Labour
Code. Many of these changes came into effect on September 1, 2019.
Part III of the Code is about labour standards. The Code applies only to employees in federally
regulated businesses.
As of the date of this memo, it is difficult to locate a published version of the Code that
incorporates all of these changes. Be sure to check the currency of any version of the Code that
you are using.
The government will eventually make regulations that may modify or explain these new rules.
Those regulations will not be made until 2020. In the meantime, the government has issued a
number of interpretation and policy guidelines (IPGs) that can be found linked here in English
and French.
One of these IPGs also exempts certain kinds of employment from the application of some of
the new rules.
The background to these changes is a years-long process that has taken place under the broad
heading of “modernization of the Canada Labour Code”. One of the main themes in the
modernization project was improving work-life balance by enacting new measures about
scheduling, and time away from work. Another of the main themes was the promotion of fair
treatment and compensation for workers in non-standard or precarious work.
There were a number of statutory amendments beginning in 2017. They were part of much
larger budget implementation bills and therefore were easily overlooked. Some of the changes
have been in place for some time but not proclaimed in force right away. Some of the changes
were amended before they even came into force. All of this has resulted in a confusing and
overlapping set of amendments.

Read the full memo here

Bell – Real Talk – Share your story about Careless Contractors

Careless Contractors

You called Bell Canada for service, but the company sent a non-union contractor instead! We’ve heard that these poorly-trained, low-wage workers are fumbling jobs and messing up connections all over the country.

And it doesn’t stop at the border. Unifor members’ jobs in customer support are being shipped around the globe, with calls to Bell Canada being answered in the Philippines, Morocco and India where employees are subject to dangerous working conditions and low pay.

Help us map it out, share your story today.

Click the link below to share your story


2 Montrealers charged in connection with Bell Canada cyber attack

The RCMP say charges have been laid against two Quebecers for their alleged involvement in a cyber attack of Bell Canada customer accounts.

Nana Koranteng and Jesiah Russell-Francis of Montreal are to appear on charges including unauthorized use of a computer, fraud over $5000, conspiracy to commit fraud, laundering proceeds of crime, identity theft, and identity fraud.

READ MORE: Bell Canada alerts customers impacted by new data breach

The Mounties began the investigation, dubbed Project Abalone, in 2018 after it was notified that some Bell accounts were breached and personal information was stolen.

The RCMP say the suspects were identified after a number of stolen accounts were used to fraudulently purchase goods online.

100,000 Bell customers affected by hack

View article here

1996-O Equity Committee

Local 1996-O is committed to reducing inequities within our workforce due to Disabilities both Mental and Physical, Racial or Ethnic differences, Indigenous Status, Gender differences, Sexual Orientation, Religion, Age or New Hire Status.

Equity Committee

In Solidarity,

Lee, Sanjay, Brian, Chris