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BAKERY, CONFECTIONERY, TOBACCO WORKERS AND GRAIN MILLERS INTERNATIONAL UNIONMARCH/APRIL 2002VOLUME 4NUMBER 2April 28WorkersMemorialDayMournfor theDead:Fightfor theLiving!2002 Convention Call pages 8 & 9

A Shining Example of BCTGM ExcellenceHillsboro, N.D.—Loyal, hardworking, dedicated and kindhearted is how his fellowBCTGM Local Local 372G membersdescribe Basil Almquest.Basil B. Almquist, 74, beganworking with American CrystalSugar in 1974 and has been abulk sugar operator since May1977. He has been a boardmember of Local 372G sinceits organization in 1975. In1983, he was elected financialsecretary, a position he proudlycontinues to serve.Like most BCTGM members,Basil enjoys a comfortablelife and has a loving familyhe adores.Basil and Senora,his wife of 48years, live inCummings, N.D.The Almquist’s have four children.His union membership hasplayed an important role in everyaspect of his life. His job atAmerican Crystal has helped himput four children through college,provided health care coverage infamily emergencies and enabledhim to make it through sometragic events by giving him purposeand friendship.In 1993, their daughter,Sharilyn, was in an automobileaccident. Her neck was brokenbetween cervical vertebrae fourand five. Shari recovered but wasleft a quadriplegic. This greatlyaltered the family’s life. Together,Basil and Senora planned andmade all the required housingand healthcare modifications inorder to care for Shari at home.“Shari was not going to beput in an institution,” notedLocal 372G Fin. Secy. BasilAlmquist (left) receives his 25-year pin from Pres. Terry Holm.Basil. The couple devoted eightand-a-halfyears to Shari’s careand committed their lives tomaking hers as comfortable andas happy as possible. Being aBCTGM member and a longtimeworker at American Crystal“I like going to workand am glad that Ican. Today’s olderAmericans are thehealthiest and mostproductive group inhistory.”helped Basilmeet the financialobligationsof Shari’s care. Sadly, Sharipassed away on May 13, 2001.Basil continues to work, andadmits that his job and thefriendship of his BCTGM brothersand sisters has been animportant element in handlinghis grief.Noting his pride in his jobBasil says, “I like going to workand am glad that I can. Today’solder Americans are the healthiestand most productive group inhistory.”Basil’s job requires that hestay up-to-date with the latesttechnological advances includingcomputer operations. “There aremany new advances and techniquesin producing more andbetter sugar at faster and moreefficient levels,” he says.In 1999, North DakotaGovernor Shafer honoredBasil as an “outstanding elderlyworking in North Dakota.”As the award demonstrates,Basil continues to serve as arole model for younger generationsand inspires others as areflection of grace and productiveaging, demonstrating thevalue of lifelong learning andachievement while adding diversityto the workplace.In addition to his contributionsat work, Basil is a dedicatedfamily man and communitymember.And at 74, Basil insists hehas no immediate plans forretirement. Every morning Basilwalks to work, which helpsexplain his excellent health. Bywalking, Basil says, he gets togreet other BCTGM memberseither reporting for the day orgoing home after completingtheir shifts. “It is also a goodtime to think and meditate,” hesays. Basil also maintains a verylarge vegetable garden as well asseveral flower gardens in hisimmense yard.“When the time occurs,” Basiland Senora say they would liketo do some traveling and visittheir family. But until then Basilcontinues his life as a proud 25-year member of the union.March/April 2002 www.bctgm.org 3

Congressional office. If youchoose not to use one of the customletters found on theBCTGM’s web site or do nothave access to the internet, considerthese helpful suggestions toimprove the effectiveness of theletter:State your purpose forwriting in the first paragraph ofthe letter. Only address one issuein each letter; and, if possible,keep the letter to one page. If theletter pertains to a specific pieceof legislation, identify it accordingly.Personalize your message.If you are writing on behalf ofyour local union, say so; and, ifyou are a constituent, let theMember know. If you are writingabout a legislative proposal,explain how it affects you, yourfamily, or your community.Be specific about the actionyou want the Member to take. Ifyou want information, request it.If you want the member to vote acertain way or cosponsor legislation,be specific and direct.Address your letter to yourRepresentative or Senator in thefollowing manner:To a Senator:The Honorable (insert name)United States SenateWashington, DC 20510To a House Member:The Honorable (insert name)U.S. House of RepresentativesWashington, DC 20515Call CongressYour legislator is there to listento you, so you should feelfree to call. Every Representativeand Senator maintains at leastone office in Washington, DC orin their respective state.To contact your Senators orRepresentatives in Washington,call the Capitol switchboard andask for the Senator or Representativeby name and state. Theoperator will connect you withhis or her office. (bctgm.org alsohas all such information.)Carefully plan your telephonecalls. Because Membersof Congress and their staffs gethundreds of calls, keep yourmessage between three and fiveminutes. You may want to writedown your points so you statethem clearly.When placing your call,identify yourself as a BCTGMmember and a constituent, callingfrom your district. Ask tospeak directly to the Member ofCongress. If he or she is notavailable, ask to speak with thestaff person who is responsiblefor the issue you are callingabout.Calling district offices of aSenator or a Representative is aseffective as calling theirWashington, DC offices, unlessyou must reach the memberdirectly. District staff is in constantcontact with theirWashington offices.Meet with your memberFace-to-face communicationis extremely effective. As legislatorsare usually very busy, applythe letter-writing tips: keep yourvisits short, make your pointquickly and clearly, and thankthem for their time.Plan your visit carefully.Know what it is you want toachieve. Determine who shouldbe with you at the meeting andexactly what you are seeking.Make an appointment.Write or telephone the office toarrange a specific date and timefor a meeting. It will be easier forthe Member’s staff to schedule ameeting with you if they know inadvance what it is you want,whom you represent, and whowill be attending the meeting.Be prompt and patient.After arranging a meeting time,be prompt. However, because oftheir crowded schedules, theSenator or Representative maybe late or your meeting may beinterrupted. When interruptionsoccur, be flexible and patient.Be prepared. Not only doMembers of Congress have hecticschedules; they often try tokeep abreast of more issues thanit is possible for one person toknow. Members are not likely tobe familiar with all the details ofevery piece of legislation, and,therefore, they value direct statementsor personal examples thatdemonstrate the positive or negativeimpacts of a specific issue orpiece of legislation. You do notneed to be an expert; simplyexplain how the legislationaffects you and why you supportor oppose it.Be political. A definedconstituency elects Members ofCongress, and they want to beknown for representing the bestinterests of their district orstate. Wherever possible,demonstrate the connectionbetween your position and whatyou are requesting and theinterests of the Member’s constituency.Ask for a commitmentor response.Follow up the meetingwith a letter of thanks that outlinesthe different points coveredduring the meeting, items ofagreement, next steps, additionalinformation required, and anymaterials you promised to send.March/April 2002 www.bctgm.org 5

White House Puts WorkersLast in Budget PlanTThe most significant and revealingpolicy document anyPresident prepares is the federalbudget. It tells the true story ofan Administration’s priorities forthe nation.The stark reality of the BushAdministration’s budget for thenext fiscal year: workers are avery low priority. In a wide rangeof programs significantly affectingworkers on the job, theBush budget calls for majorcuts in funding and staffing.Beyond these dangerousprogram cuts, theAdministration’s budget wouldsap the long-term financialstrength of Social Security andMedicare by raiding these systemsto pay for huge tax breaksfor the largest multi-nationalcorporations and wealthiestAmericans over the next tenyears. Social Security andMedicare remain the cornerstonesof health and economicsecurity for retired workers andtheir families. They should bestrengthened, not weakened.The Department of Labor faresworse than almost any otherDepartment in the Bush budget.Listed here are the most significantlyaffected worker programs.Puts Workers at RiskThe Bush budget calls formore than $9 million dollars incuts from the OccupationalSafety and Health Administration(OSHA) budget, one of thelargest cuts the agency has ever“For the BCTGM,improving workplacesafety and health willalways be a toppriority because ourmembers work indangerous and veryphysically demandingindustries.”Frank Hurt,BCTGM International Presidentseen. The cuts are targeted atsafety and health standard development,federal enforcement andworker safety and health traininggrants. In an already understaffedagency, the budget proposal callsfor eliminating more than 80 fulltimeOSHA positions, most fromareas of enforcement and complianceassistance.The budget provides no fundingto address the growing crisisof ergonomic injuries in theworkplace, which affects BCTGMmembers in all of our industries.For more than a year, the BushAdministration has been promisinga comprehensive plan toreduce these injuries. Withoutadequate funding, this is unlikelyto take place.The budget also calls for alarge reduction in funding for theNational Institute forOccupational Safetyand Health (NIOSH),the only federal healthresearch agency thatfocuses on workerhealth and safety.In discussing theproposed OSHA cuts,BCTGM InternationalPresident Hurt explains,“For the BCTGM,improving workplacesafety and health willalways be a top prioritybecause our memberswork in dangerousand veryphysicallydemandingindustries. Incontract negotiationswith ouremployers, theInternational andour local unionsare constantly seekingways to createsafer, healthier workplacesfor our members.“But we know that achievingthis goal requires an effectivefederal program. The Bush budgetwould result in a weakerOSHA that is far less effective inprotecting the health and safetyof workers. The proposal is aprescription for more workplaceinjuries, illness and deaths. TheBCTGM will vigorously opposethese cuts,” Hurt concludes.Worker Training UnderminedOne of the hardest hit areasin the Bush budget is workertraining. The Administration proposescutting funding andstaffing in virtually every federal6BCTGM News

“The BCTGM willbe working with theAFL-CIO, otherlabor organizationsand our allies inCongress for a federalbudget that protectsand invests inworkers and makesworking families ournation’s top priority.”Frank Hurt,BCTGM International Presidentjob-training program, includingthose designed to help laid-offand younger workers.The budget proposal wouldundermine the longstanding federalcommitment to improvingand expanding the skills ofAmerican workers. For manyworkers who have lost their jobsor want a better job, these programsoffer them and their familieshope and opportunity for abetter standard of living.More Employer AbuseThe Bush budget calls for areduction in funding and staffinglevels for the Department ofLabor’s Wage and HourAdministration, the divisionresponsible for enforcingnumerous federal laws guaranteeingbasic workplacestandards such as minimumwage, overtime, child laborand the Family and MedicalLeave Act.With less enforcement staff,employers will likely expandtheir efforts to get around theseimportant laws, which are theresult of decades of struggle byorganized labor. This abusethreatens employment standardsin every workplace.Congressional Action?As the expression goes, “ThePresident proposes and theCongress disposes.” The battleover national priorities is nowbeing fought in Congress. Overthe next six months, Congresswill use the appropriationsprocess to set funding levels forall federal programs for the nextfiscal year, which begins October1, 2002.“The BCTGM will be workingwith the AFL-CIO, other labororganizations and our allies inCongress for a federal budgetthat protects and invests inworkers and makes working familiesour nation’s top priority.“I urge our members to getThe BCTGM website is an excellenttool to enable yourvoice to be heard . . .It’s time tostand up andbe counted bycontacting yourRepresentativein Congress.involved by contacting their U.S.Representatives and Senators.The BCTGM web site is an excellenttool to enable your voice tobe heard by those who have theultimate say over whether yourtax dollars are spent to improvethe lives of working families orpromote corporate interests.“Every BCTGM member has astake in the outcome of thisdebate,” concludes Hurt.March/April 2002 www.bctgm.org 7

BAKERY, CONFECTIONERY, TOBACCO WORKERS ANDGRAIN MILLERS INTERNATIONAL UNION10401 Connecticut Avenue • Kensington, Maryland 20895-3961CONVENTION CALLApril 1, 2002TO ALL AFFILIATED LOCAL UNIONS:GREETINGS:The International Constitution provides, in Article III, Section 2: “The regular Convention shall be held every four years. It shallconvene on such date and in such place as the International President, with the approval of the General Executive Board, shall designate.“The International Secretary-Treasurer shall issue a Convention Call to all local unions in the third month immediately precedingthe convening of the regular Convention.“The Convention shall not extend beyond ten days of sessions, except by two-thirds vote of the duly accredited delegates.”In accordance with the above, you are hereby notified that the Thirty-Sixth Constitutional Convention of the Bakery,Confectionery, Tobacco Workers and Grain Millers International Union will convene in the city of Las Vegas, Nevada beginning at10:00 a.m., on Wednesday, July 17, 2002.QUALIFICATIONS OF DELEGATESArticle III, Section 5 of the International Constitution states that: “Every delegate to the Convention must (1) have been a continuouslygood-standing, dues-paying member of the International Union and local union the delegate represents for at least two continuousyears next prior to nomination; (2) be provided with properly attested credentials from the local union the delegate represents; (3)have worked at least two years immediately preceding the Convention as a wage earner in any branch of the trades, except for periodsof layoff (including layoffs arising from plant shutdowns) and terminations being grieved, not to exceed twelve (12) continuous months,under the jurisdiction of the International Union or as an officer or employee of the International Union or a local union; (4) be able toshow such number of Union labels as the General Executive Board may require.(The General Executive Board has established the requirement of showing three (3) union labels.)Exempted from the requirements of (1) and (3) above shall be delegates whose local unions have not been in existence for twoyears, provided that the continuously good-standing, dues-paying and wage-earning period of such delegates are not less than six months.Article III, Section 4 provides:“Each local union may elect an alternate delegate at the same time the regular delegates are elected. Alternates must have thesame qualifications as delegates. In the event of the inability of any delegate to attend the Convention because of an emergency, thealternate may replace the delegate, provided that the local union notifies the International Secretary-Treasurer of the change.”ELECTION OF DELEGATESThe election of delegates is subject to provisions of the International Constitution and the Labor-Management Reporting andDisclosure Act of 1959 (Landrum-Griffin Law).REPRESENTATION OF DELEGATESThe International Constitution in Article III, Section 4, provides: “Local unions in good-standing including those which have beenorganized under the jurisdiction of the International Union six (6) months previous to the Convention shall be entitled to representation.Local unions with a monthly average International per capita tax on its dues-paying membership ofless than 251 shall be entitled to one (1) delegatefrom 251 to 500 to two (2) delegates;from 501 to 750 to three (3) delegates;from 751 to 1,000 to four (4) delegates;from 1,001 to 1,400 to five (5) delegates;from 1,401 to 1,800 to six (6) delegates;from 1,801 to 2,200 to seven (7) delegates;from 2,201 to 2,600 to eight (8) delegates;from 2,601 to 3,000 to nine (9) delegates;over 3,001 to ten (10) delegates;but in no case shall a local union be entitled to more than ten (10) delegates. Any two or three locals having less than one hundredmembers each located within an area of 250 miles may combine in the selection of a delegate. No other local unions may combinein the selection of a delegate and no delegate shall represent more than three such local unions.8BCTGM News

“The number of members of a union shall be the average monthly per capita tax that it has paid to the International Union on itsdues-paying membership for twelve (12) months inclusive of the fourth month (March) previous to the Convention, as certified by theInternational Secretary-Treasurer to the Credentials Committee.“Delegates representing up to twenty-five (25) members shall be entitled to one vote, and to one additional vote for each additionaltwenty-five members or major fraction thereof they represent. The number of votes of local unions which are represented bymore than one delegate shall be equally divided to the nearest whole number among all their delegates.”CREDENTIALS OF DELEGATESArticle III, Section 6 provides: “At least forty (40) days prior to the opening of the Convention, duplicates of credentials on blanksfurnished by the International Secretary-Treasurer from the authorized local union officer shall be received by the InternationalSecretary-Treasurer, or shall be postmarked not later than forty-five (45) days prior to the opening of the Convention, in an envelopeproperly addressed to the International Secretary-Treasurer.“The International Secretary-Treasurer shall cause to be published in the official journal of the International Union, in the lastissue before the Convention, but not less than fifteen (15) days prior to the convening of the Convention, a list of all the delegates-electand the local union each delegate represents.“Delegates to the Convention shall present the original credentials bearing the seal of the local union and signatures of theauthorized officers of their respective locals to the Committee on Credentials. Protests against the delegates must be in written affidavitform, stating the specific grounds for protest and signed and sworn to by the party objecting to the seating of the delegate. These affidavitsmust be transmitted by registered or certified mail to the International Secretary-Treasurer (with a copy to the local union) andthe envelope, properly addressed to the International Secretary-Treasurer, must be postmarked at least ten (10) days prior to the conveningof the Convention.”COMPENSATION OF DELEGATESArticle III, Section 7. “The International Union shall pay each delegate in attendance at the regular Convention as compensation$595 and an amount equal to the cost of regular coach transportation by air from the delegate’s home city to the Convention city andreturn by direct route, except as negotiated in the BC&T/AFGM merger agreement; provided, however, that such delegates remain inattendance upon the Convention commencing with its first day’s session until its adjournment. Compensation and transportation for specialconvention shall be set by the General Executive Board.“Transportation and compensation of protested delegates shall not be furnished unless and until such delegates have been seatedas accredited.”CONVENTION RESOLUTIONSArticle III, Section 10. “All resolutions by local unions to be submitted to the Convention either must be received at InternationalHeadquarters at least forty (40) days prior to the opening of the Convention, or must be postmarked in a properly addressed envelopeat least forty-five (45) days prior to the opening of the Convention. Each resolution must deal with but one subject matter, be submittedin triplicate and each copy signed only by all delegates-elect, or a majority of the Executive Board.“Resolutions by the General Executive Board may be introduced at the Convention, provided such resolutions have the approvalof a majority of the General Executive Board. All other resolutions may only be introduced with the approval of a two-thirds vote of theConvention.”Local unions are urged to forward all resolutions as soon as they are formulated in order that they may be printed for distributionto the delegates.In order to facilitate the printing of resolutions, each resolution must deal with only one subject, be typewritten, and only oneside of each page should be used.HOTEL ACCOMMODATIONSInformation with reference to hotel accommodations, etc., will be forwarded upon receipt of the delegate’s certified credential.GENERALWe hope that your local union will have full representation at the Thirty-Sixth Constitutional Convention of the Bakery, Confectionery,Tobacco Workers and Grain Millers International Union, AFL-CIO, CLC, in Las Vegas, Nevada. Your participation is essential inassisting us in setting priorities during the ensuing four years in important activities relative to economic advancement of our membership,political action activities, and the organizing of the unorganized workers in our jurisdiction.Fraternally yours,Fraternally yours,Frank HurtInternational PresidentDavid B. DurkeeInternational Secretary-TreasurerGENERAL EXECUTIVE BOARDJoseph Thibodeau • Larry D. Barber • Jeanne Graham • Shawn J. Grimm • Harry Guildner • Anthony Johnson • Richard Johnson• Sean Kelly • Micheal T. Konesko • Bobby Ray Mercer • Art Montminy • Robert Oakley • Ronald D. Schreiber • Randy Roark• T. J. Warren, Sr. • Joyce Alston • George Bolton • Edward Burpo • Randy Fulk • Lillian Gainer • Oscar Giles, Jr. • Paul LaBuda• Micheline Labrecque • Richard Lewis • Narciso Martas • Herbert W. Marx • Danny Murphy • Bradford Schmidt• William Sprandel • Charles Taylor • Doyle TownsonMarch/April 2002 www.bctgm.org 9

Supreme Court WhittlesAway at Worker RightsOOne of the defining features ofAmerican democracy is the institutionsthat are in place to protectits citizens from harm andabuse. Unfortunately, within athree-month period, the U.S.Supreme Court has significantlyhandicapped three such institutionsthat were designed to protectcitizens in the workplace:the Americans With DisabilitiesAct (ADA), the Family Medicaland Leave Act (FMLA), and theNational Labor Relations Act(NLRA). The nations highestcourt ruled against workersincluding undocumented workersemployment rights, the right ofemployees to be informed oftheir right to unpaid leave, andthe right to classify ergonomicinjuries (carpal tunnel syndrome,for example) as a disease.Here is a brief summary ofthose cases and their significance:Hoffman PlasticsCompound vs. NLRBFACT: The Court ruled 5-4that illegal immigrants fired forunion activity protected underthe National Labor Relations Actdo not have the right to demandback-pay.SIGNIFICANCE: The Courtruled in a separate decision thatundocumented workers, of whichthere are an estimated 10 millionworking in the U.S., are protectedunder federal labor laws,echoing President Bush’s desireto have these workers protected.Taking away their right to backpaycompromises that protectionand encourages companies touse undocumentedworkersinstead of legalcitizens.IMPACT:Companies willcontinue the trendof hiring illegalimmigrants andfiring them, with impunity, whenthey attempt to organize, an actthey cannot do legally againstU.S. citizens.Ragsdale vs. WolverineWorldwideFACT: In another 5-4 decision,the Court ruled that there isno legal authority for a ClintoneraLabor Department regulationpenalizing companies that fail tonotify employees of their right to12 weeks of unpaid emergencyleave stipulated under FMLA.SIGNIFICANCE: Writing indissent, Justice Sandra DayO’Connor wrote that the individualizedFMLA notice “not onlyassists employees in enforcingtheir entitlement to 12 weeks ofleave, but also helps them takeadvantage of their other rightsunder the Act.” Rights such asintermittent leave, continuationof health benefits, the ability tosubstitute accrued paid leave,and the right to a similar positionupon return from leave.IMPACT: Workers must noweducate themselves, or be educatedby their unions, abouttheir rights under the FMLA.Toyota vs. WilliamsFACT: In a unanimous decision,the Court ruled that carpaltunnel syndrome is not a diseaseas defined by the AmericansWith Disabilities Act (ADA).Williams, a former Toyotaassembly-line worker who sufferedfrom work-related carpaltunnel syndrome, requested ajob within the plant that wouldnot aggravate her condition, aswas her right under the ADA.Toyota refused and Williams wasforced to resign. She filed suitclaiming her right to accommodationunder the ADA had beendisregarded by the company.SIGNIFICANCE: The Courtreasoned that a condition couldonly be defined as a disability ifit limited a person’s ability toperform “major life activities.”The Court reasoned that theseactivities could include brushingteeth or hair, or householdchores— activities Williams wasstill able to perform. Labor andhealth activists argued that aperson’s work life constituted a“major life activity” and thatimpairments that limit a person’sability to work should thereforebe considered a disability.IMPACT: The definition ofdisability has been narroweddramatically and delegitimizesthe severity of ergonomic disorderslike carpal tunnel syndrome.10BCTGM News

One Localat Work!Outside the union office, a signtells you that this is BCTGMLocal 1 but more importantly themessage underneath the signtells you what this local is allabout: “Dignity, Justice,Respect!” And the local in theWindy City is blowing across thegreater Chicago areaat a torrid pacesweeping up membersand involvingthem in grassrootslabor activism.The local hasgrown both in sizeand strength inrecent years withthe merging ofLocal 552(Chicago) in June1999 and Local316 (Decatur, Ill)in August 2001into Local 1. Underthe leadership of President JethroHead, Local 1 has purchased anew building and upgraded thefacility to meet the needs of thelarger membership. Additionally,the local has assembled a teamthat includes the Officers, theExecutive Board and ShopStewards to move the unitedlocal forward.And according to Head, asthe local has grown so has itsmembership participation in bargaining,communicating, educating,organizing, political actionand servicing. Under the dynam-ic leadership of Head and fellowofficers Secretary-Treasurer JohnHoward, Vice President VirginiaRivers, and Recording SecretaryBeth Gudino, the local hasdeveloped several membershipbasedprograms that make it amodel to watch in the comingyears.“The merged Local 1 has aproud, strong collective history,”notes Head. “We also have agreat future to look forward tobecause the programs and projectsbeing implemented todaywill make us stronger for tomorrow.There is a great reservoir oftalent waiting to be tappedamong ourmembers andwe intend toget more andmore people involved,” saysHead.As part of this initiative, Local1 recently held an organizingseminar for union members whoexpressed an interest in becomingpart of the local’s newlyestablishedVoluntary OrganizingCommittee (VOC). Officers andtwelve BCTGM members met fortwo days of intense training thatfocused on contract negotiations,Asst. to the Pres. Bob Harbrant discussesworker profiles with membersof the Local 1 Voluntary OrganizingCommittee (VOC).worker profiles, plant diagrams,role-playing and research.According to Assistant to theInternational President BobHarbrant who led the sessions,“There was a great deal of livelydiscussions filled with obviouscommitment, dedication, effortand energy.”Members discussed organizingtargets and techniques andprepared presentations on variousassignments. “They were ahardworking, dedicated bunch. Isaw a lot of talent and tenacitywhich is further testimony towhat Local 1 is all about,” saidHarbrant.Head praised the seminarand the efforts of the members.“The participantsexceeded myexpectations and Iwas reallyimpressed. This isa great start for ourprogram and it hasa lot of potential.”The Local hasset an impressivegrowth rate of tenpercent for 2002and is institutingprogramslike the organizingtrainingsessions tomake it happen.International President FrankHurt praised the efforts of Local1 noting, “The leadership in thislocal is incredible. They havewhat it takes to become one ofthe best BCTGM local unions inthe country! I haven’t any doubtthat the energy and serious initiativesbeing put into place byJethro and his officers will catapultthis local into the 21stCentury.”March/April 2002 www.bctgm.org 11

Labour-Sponsored Investment FundsGive Unions Control Over CapitalOOne of the criticisms of the freemarketsystem is that workers donot have any control over capitalor over asset distribution. Thatcould be beginning to change,and the Canadian example couldhave positive repercussions inthe U.S. The emergence ofLabour-Sponsored InvestmentFunds (LSIF) in Canada, like theprovince of Quebec’sFondes de Solidarite(Solidarity Fund), haveprovided unions with anunlikely weapon in thefight to maintain and createlocal jobs and keepcommunities economicallyviable.LSIF’s work to activateworkers savings to investin good jobs within localcommunities. For example,the Quebec Federation ofLabour (FTQ) during the severeeconomic recession of the early1980s created the SolidarityFund. The concept was to poolFTQ members retirement savingstogether and invest in small andmedium sized companies in theprovince that had problems raisingcapital. In fact, the SolidarityFund manages over $3 billion inassets, and is credited with savingor creating more than 75,000jobs since its creation. Thestrength of the fund is the grassrootssupport it gets from unionmembers, and that has allowedthe fund to grow to its currentsize.FTQWhat makes this type ofinvestment fund unique, andbeneficial to workers and unions,is that these funds have anagreed upon set of progressiveprinciples to ensure union participation.Thus, before investmentsare made, a social audit is doneto examine a company’s ethicalpractices, its labour relations history,product safety standards,and environmentalresponsibility. The WorkingOpportunity Fund inBritish Columbia hasrejected more than a thousandfirms for investmentbecause they did not meetthe proper criteria set outby unions in the province.This system has the dualeffect of weeding out undesirableand unfriendly companies,while also making someof these companies reform theirbusiness practices in order to beeligible for funding in the future.At the present time, LSIF’saccount for approximately 50percent of the available venturecapital in Canada. In addition toBritish Columbia and Quebec,there are now such funds in NewBrunswick (Workers InvestmentFund), Ontario (First OntarioFund) and Manitoba (CrocusFund). Although most LSIF’shave direct union participationon the Board, it is not mandatoryfor the funds to invest only inunionized companies. However,there is a built-in expectationthat the labour relations climatebe amenable to union organizing.According to Fernand Daoustof the Solidarity Fund “whenthese firms seek funding fromSolidarity, they are well awarethat we are a fund controlled bythe Quebec Federation ofLabour. They understand that inaccepting investment from us,they are opening themselves upfor labour involvement, whichincludes unionization if that isthe wish of their employees.”Indeed, when Heinz Canadaacquired the Borden Foods pastaand sauce facility in Montreal in2001, BCTGM Local 227teamed with the Solidarity Fundsto work with the company toensure that when the sauce productionwas moved out ofMontreal, new jobs on the pastaside would be added. The relationshipbetween the union, theFunds, and the company allowedthis to happen.Labour-sponsored investmentfunds are but one mechanismCanadian unions have at theirdisposal when dealing with companiesthey are trying to organize,or they are trying to keep inthe community. The success ofLSIF’s in Canada has spurred thecreation of similar entities in theU.S. However, it is important toensure that unions control thefunds and use a social audit todetermine where to place theirvaluable assets.12BCTGM News

Legal Service FAQUnion Plus Legal ServiceQ: Who is eligible for the BCTGMPower Union Plus Legal Service?A: BCTGM members and their spousesand dependents are eligible to participate inthis program.Q: How much will I save on other legalmatters?A: Some legal matters, such as closing amortgage loan, may require further attentionfrom your attorney. For such matters, you willreceive a 30 percent discount off the attorney’snormal fee. Also, discounted flat fees may beavailable for some common services such asdrafting a will. The discount may be smallerfor contingency fee or percentage fee cases.The discount does not apply to ownership oroperation of a business.Q: What’s the value of the BCTGMPower Union Plus Legal Service to theaverage union member?A: If you’re like most people, you may notknow where to turn when you need an attorney.Or you may be afraid that you can’tafford one. The Union Plus Legal Servicehelps you get the legal advice you need so youcan avoid and resolve potential legal problems,often for little or no cost.Q: What is not covered under theservice?A: Because this is a union program, mattersinvolving a union-related organization orunion official are not handled by the service.Matters involving your ownership or operationof a business are not covered. Documentswritten by you, such as contracts, rental agreements,etc., are not covered by the free documentreview benefit. Participating attorneysare not obligated to take a case and maydecline if they so choose.Q: How often can I talk to an attorney?A: You may consult with an attorney asmany times as you need to, provided it isabout a separate matter each time.Q: How is quality legal service ensured?A: Union Plus Legal Service attorneys arecarefully selected to make sure you receive thebest service available. All participating attorneysare in active practice, with an average of14 years of experience. Union leaders or membershave recommended many of them to thisprogram. Attorneys must go through an extensivereview process and must carry malpracticeinsurance.The program continuously monitors participatingattorneys, and you will have theopportunity to complete a simple evaluationabout your attorney’s performance. A programadministrator reviews all evaluations. Theadministrator also keeps track of any complaintsfiled by members against participatingattorneys. If an attorney does not measure upto our performance standards, UnionPrivilege, the organization founded by theAFL-CIO to develop and manage member benefits,can have that attorney dismissed fromthe panel.For more information on the Union Plus Legal Service call 1-888-993-8886To find a lawyer online, visit http://www.unionprivilege.org/benefits/legal/find.cfmMarch/April 2002 www.bctgm.org 13

Pictured here isretired Local 114(Portland, Ore.)baker AdolfDeMarco with hisgrandaughter,Katie Harman.While many grandparentsbragabout their grandchildren,DeMarcohas special reason,as Katie is Miss.Miss. AmericaAmerica 2002. Astudent at PortlandState University, Katie intends to obtain a Masters Degreein Bioethics and work in health care management.DeMarco, a former Safeway baker, “couldn’t be moreproud” of his granddaughter.2002 TeamPictured here are the officers of Local 57 (Columbus,Ohio) who recently were elected unanimously via mailinballot. They are (front row, from left) Pres. Tim Alsip,Fin. Secy. Vestor Newsome, (standing, from left) TrusteeChair Mike Sillins, Election Chair Rick Norris, Vice Pres.Randy Kocheran, and Trustees Phillip Barney and GlennShaw.The New DenverWith the retirement of Local 26 (Denver) Pres. WayneBrewer, members overwhelmingly elected Mary J.Snyder to fill the vacancy. Pictured here (from left) isTrustee Gloria Chavez, Pres. Snyder, Bus. Rep. DaveServold, incombent V.P./Fin. Secy.-Treas. Vivian A.Whitsel, Brewer, Trustee Monika Mitchell and (standingback row) Trustee Chair Lynn Jessen.CelebrateLocal 42 (Atlanta) recently held an open house and barbecuefor BCTGM members and their families in conjunctionwith a retirement celebration in honor of Bus.Man. Ronny Jackson. Pictured here, Jackson (secondfrom right) receives a special plaque for his many yearsof dedication to the BCTGM.BCTGM delegates to theOntario Federation ofLabour convention inToronto created a displayon the tobacco industry“to help educate thelabour movement on thereal tobacco jobs issue.”OFL DelegatesPictured here outside thebooth is the BCTGM delegation.Delegates included Frank Kostal, Bill Munn and Frank Murphy of Local 364T; Bill Foster Mike Hasler and RonCostigan of Local 323T; Bob Janowski and Vicky McMartin of Local 338T; Dave MacNeil of Local 325T; John Parachuck,Vickie Gardner and Bob Thompson of Local 254G; Al Choy of Local 242G; Leon Savard, Tom Winstone, Bob Headley andAl Clark of Local 327G; Reggie Firth of Local 388G; and International Vice Presidents Sean Kelly and Michael Konesko.14BCTGM News

East Central States Rally in BaltimoreBCTGM International PresidentFrank Hurt convened the recentmeeting of delegates to the EastCentral States Conference(ECSC) in Baltimore declaring,“Our job and responsibility asofficers is to do what is best forthe members. This was true onehundred years ago, and itremains the absolute truth of theBCTGM today.”Hurt was joined by Inter -national Secretary-Treasurer/Director of Organization David B.Durkee, Executive Vice PresidentJoseph Thibodeau, Assistant tothe President Bob Harbrant,Region 1 Vice President ArtMontiminy and Region II VicePresident Bob Oakley, who servesas the union’s chief negotiator.The 23 delegates from 12East Coast locals assembled tobegin the pattern bargainingprocess for theMasterAgreement thatcovers morethan 7,000BCTGM membersemployedat wholesalebread and cakeplants in theunion’s first andsecond regions.Representativesmet to determinethe primary bargaininggoals—or rallying points—they will seekin upcoming negotiations withInterstate Brands Company, thenation’s largest wholesale breadand cake company.Oakley reviewed existing contractsand discussed proposaloptions. The Policy Statement,incorporating the rallying pointsof the ECSC, was adopted unanimouslyby the committee anddelegates elected representativesto lead the negotiations.The ECSC“Our memberswill be proud tohave such aknowledgeable andexperiencednegotiatingcommittee. . .”Frank Hurt,BCTGM International PresidentAsst. to the Pres. Bob Harbrant (left) and Vice Pres.Art Montiminy count delegate’s votes for the 2002ECSC negotiating committee.NegotiatingCommittee willbe led by Oakleyand assisted byMontiminy.Members electedto serve on thecommitteeinclude Local 50(New York)President JoyceAlston, Local 6(Philadelphia)President JohnCairns, andLocal 334 (Portland, Me.)Business Agent Oscar Hodgkins.Appointed to the PolicyCommittee were Local 118(Washington, D.C.) FinancialSecretary Allen Haight, Local 50Financial Secretary Tony Centi,Local 6 Financial Secretary BarryFields, Local 68 (Baltimore)President Gerald McAllister, Local802 (Buffalo, N.Y.) BusinessAgent Jim Short, Local 33 (Akron,Ohio) President Chester Fox,Local 116 (Syracuse, N.Y.)Financial Secretary Harold Bliss,Local 334 President PaulWilliams, Local 57 (Columbus,Ohio) Steward Raymond Mullin,Local 464 Business Agent BruceHummel and Local 348(Framingham, Mass.) PresidentTimothy Benjamin.President Hurt appointed Local57 Financial Secretary TreasurerVester Newsome as Secretary ofthe Committee. Delegates selectedPhiladelphia as the target city forthe negotiations that are slated tobeing on May 7.“Our members will be proudto have such a knowledgeableand experienced negotiatingcommittee. I am confident inyour abilities and trust that youwill reach an agreement that ourmembers can be proud of,” concludedHurt.March/April 2002 www.bctgm.org 15

WMake sure you know yourWeingarten Rights!eingarten Rights can be a powerful tool in doing our job ofdefending BCTGM members’ rights. But, remember theserights are worthless if you don’t enforce them on the job!Several BCTGM locals print a card for their members to carry incase they need to ask for a steward. It should be presented tomanagement when a worker is facing disciplinary action — or isconcerned that a situation could lead to disciplinary action.Don’t have a Weingarten card? Make yourown by copying the below card.If this discussion could in anyway lead to my being disciplinedor terminated, or affect mypersonal working conditions, Irequest that my BCTGM stewardor union officer be present at the meeting.Without representation, I choose not toanswer any question.This is my right under a SupremeCourt Decision called Weingarten.Printed in U.S.A.