Packing and Processing
September 14, 2017
September is National Chicken Month. How much do you know about America’s most popular meat?
2. Though chickens were brought along with the early American colonists, by the George Washington’s time, turkey, goose, pigeon, and duck were more popular than chicken.
3. The only continent without chickens is Antarctica.
4. Women and minorities were fundamental in growing poultry in the US into an industry.
Farm women in the early 20th century found that they were able to profit from selling eggs, and small scale egg-laying operations grew into large-scale, women-owned hatcheries.
5. Working in poultry is one of the most dangerous jobs in the US.
Poultry has more injuries than the construction industry, the auto industry, the steel industry, saw mills, and many other high-risk industries, but the UFCW is working to change that.
September 8, 2017
Does this woman look familiar? You’ve probably seen her over the years in TV commercials for Honey Bunches of Oats cereal! But did you know that Diana Hunter is also a member of RWDSU/UFCW District Council Local 374?
Diana will be officially retiring in October. Like the author of this Buzzfeed article, we’ve loved watching her hilariously share about the joys of making this tasty cereal. We wish her the best of luck in her retirement, and thank her for all of her service to our union family!
August 28, 2017
With most kids returning back to school now or in the next couple of weeks, busy parents are stressing about their long to-do lists for ensuring the year gets off to a good start.
Let us help! One of those daily to-do items for many parents is packing their children’s lunches or making sure the pantry is stocked with easy options for after school.
We’re America’s food union, and the hardworking men and women of the UFCW make, process, and package lots of great staples that are both tasty and easy to prepare. We’ve got a few UFCW-made lunch menu and snack ideas to help make your kids’ school year one of the best yet!
- various post cereals (Local 374)
- Yoplait yogurts (Local 386)
- Quaker foods: Life cereals, Oatmeal, Instant oats, Cap’n Crunch cereals, Aunt Jemima syrup (Local 110 )
Simple Sliced Chicken
- French’s mustard (Local 2)
- Heinz ketchup (Local 75)
- Tyson chicken (Local 2008)
- Heinz (Local 705) or Vlasic pickles (Local 87)
Classic Bologna or Turkey and Cheese
- Oscar Mayer products (Local 17A)
- Hoffman’s bologna, Honest John bologna/turkey and cheeses (Local 1)
Peanut butter and jelly
- Peter Pan peanut butter – smooth, crunchy, and honey roasted (Local 1996 and Local 38)
- Welch’s food jams and jellies (Local 1)
Heat and Go
- Chef Boyardee products (Local 38)
- Campbell’s Soup (Local 75)
- Kraft Lunchables (Local 17A)
- Knouse foods: Lucky Leaf applesauce and Musselman’s Applesauce (Local 1776)
- Mott’s applesauce (Local 220)
Snacks and sides:
- Wise Chips: Natural, Sour Cream and Onion, Jalapeno, BBQ, Honey BBQ, Dill , Salt and Vinegar, Onion and Garlic (Local 1776)
- Wise Popcorn: Cheddar, White, Butter (Local 1776)
- Orville Redenbacher products (Local 38)
- Wise Onion Rings: Grilled Steak and Onion, Regular (Local 1776)
- Wise Cheez Doodles (Local 1776)
- Totinos pizza and pizza rolls (Local 1059)
- Kelloggs Cheez-its Crackers (Local 184L)
- Jell-o (Local 152 and Local 17A)
- Breakstones cottage cheese (Local 1)
- Knouse juice, Speas Apple Juice (Local 1776)
- Welch’s Fruit drinks (Local 825)
- Snapple products (Local 220)
- V8 juice (Local 75)
July 27, 2017
On July 24, members of UFCW Local 400 who work at the nation’s only Lipton Tea plant in Suffolk, Va., voted overwhelmingly to approve their first union contract. The Lipton plant in Suffolk has operated for more than 60 years and produces nearly all of the Lipton Tea sold in North America.
The ratification represents the first time in the history of the plant when workers were given the opportunity to vote on the terms and conditions of their employment. The four-year contract includes significant improvements to working conditions and health care benefits, and places strict limits on when management can require employees to work overtime. The contract also provides workers with four days per year to opt out of mandatory overtime, in addition to two weekends off each month in which they can’t be forced to work overtime.
“It was a long process, but we couldn’t be happier with the outcome,” said Anita Anderson, an operator at Lipton for 11 years.
“Our new health care plan is a huge weight off my shoulders. Personally, I take medication every day and I can’t go without my health insurance. But I’m also a dad, and saving $4,000 a year goes a long way for me and my family,” said Terrell Owens, who has worked as an operating technician at Lipton for the past nine years.
“For the last 10 years, we saw so many of our benefits taken away,” said Paul Garrison, a 16-year mechanic. “But now that we have a union, we’re getting them back again.”
Philip Surace, a mechanic at Lipton, said his first experience with a union was when he called UFCW Local 400 last spring. “I didn’t know much about unions, but I knew something had to be done. Enough was enough. I was looking for help and the union sent people right away,” he said. Philip quickly pulled together a meeting with his coworkers to learn about their rights to form a union. “Two months later, we had our union. I would encourage anyone who wants to make their workplace better to do the same thing we did.”
“As a longtime Virginia resident, I know all too well how decades of regressive legislation and outdated federal labor law have stacked the deck against workers, particularly in the South,” said UFCW Local 400 President Mark Federci. “This unfortunate reality only makes me more proud of what the workers at Lipton have accomplished.”
July 14, 2017
Contract negotiations, on first glance, don’t really sound like the most exciting part of being a union member, but the hard-working men and women of Tyson Foods in Logansport, Indiana recently demonstrated the value of being able to negotiate with your employer and how it is possible through negotiating good contracts to make your vision for how to improve your workplace a reality.
UFCW Local 700 members at Tyson Foods submitted contract proposals with their ideas for improvements, and after union negotiations with the company, voted to accept a final agreement that locks in many improvements for the next five years.
The five-year contract includes wage increases, upgrades classifications for several jobs, provides a health care review to ensure that affordable, quality care is protected for members and their families, and offers greater protection for the rights of immigrant workers. The new contract also increases vacation leave after 10 years of service, adds a summer floating holiday, improves the funeral leave policy for employees working shifts longer than eight hours, and provides workers with additional gear.
“Members at Tyson stuck together and won a contract that includes significant raises, increases the amount of paid time off, and improves job protection,” said UFCW Local 700 President Joe Chorpenning. “This agreement provides more opportunity for a better life for Tyson workers and their families.”
July 7, 2017
1.) Chocolate comes from the fruit of the cacao tree
The fruit is about the size of a large mango and has a sweet, white pulp with large seeds. Similar to coffee, the seeds must be fermented, dried, and then roasted to get the rich flavor we know of as chocolate.
2.) Chocolate doesn’t start off shiny, it has to be “tempered”
When melted chocolate cools, the cocoa butter forms several different types of crystals. When you heat chocolate, cool it, and then heat it again, it encourages the formation of uniform crystals, which is why the surface changes from dull to glossy.
3.) Chocolate is poisonous to dogs
The toxic component of chocolate is theobromine. Humans easily metabolize theobromine, but dogs process it much more slowly, allowing it to build up to toxic levels in their system.
Technically, humans could consume a lethal quantity of chocolate, too, but you’d need to eat at least 22lbs of chocolate first in a sitting. So don’t do that.
4.) It takes 400 cacao seeds to make 1 lb of chocolate
Each cacao tree yields about 2,500 seeds, meaning you can get about 6.25 lbs of chocolate from each tree. It takes a almost a full year for a cocoa tree to produce enough pods to make 10 standard-sized Hershey bars.
5.) UFCW members make Hershey’s, Ghirardelli, See’s and other iconic chocolate candies
The hardworking men and women of Hershey’s produce 70 million Kisses every day, and enough annually to make a 300,000-mile-long line of Kisses. That means if you lined them up, you’d likely need a new car (or at least some heavy repairs) by the time you drove far enough to reach the end.
6.) The first chocolate bar was invented in 1847 by Joseph Fry
Together with his sons, Fry formed the British chocolate company, J. S. Fry & Sons, Ltd. They would also invent the first cream filled chocolate Easter egg in 1873. The company merged with Cadbury in 1919 and the original plant continued to operate until 2010.
7.) Thousands of Canadian children orchestrated a chocolate boycott in 1947
In 1947 hundreds of Canadian kids went on strike and boycotted chocolate after the price of a chocolate bar jumped from 5 to 8 cents. Within days, Canadian chocolate sales dropped by 80%.
Support for the boycott waned when the conservative paper The Toronto Evening Telegraph accused the children’s activities as being part of a Communist plot and a front for Moscow, and the price of chocolate remained at 8 cents.
June 19, 2017
Does your workplace have a plan in place for how to safely respond to the risks associated with warmer temperatures? As the summer heats up, it’s more important than ever to make sure that not only are the proper hot weather safety strategies in place, but that everyone knows what they are so you and your coworkers can be protected in hot conditions.
1.) Training all management and hourly employees with an emphasis on how to recognize a medical emergency (heat stroke).
2.) Having a clearly written protocol on how to respond to a medical emergency.
This should include information for all shifts about who is authorized to call an ambulance, how to call for an ambulance, and what to do while waiting for emergency medical care. This protocol should be translated into the commonly spoken languages in the facility and posted throughout the workplace.
3.) Training all management and hourly employees on workers’ right to access drinking water as needed and the right to access to bathrooms as needed.
This is important because some workers hold back on drinking water so that they can put off using the restroom. This is never a good idea and can have serious consequences during hot weather.
4.) Monitoring particularly hot and humid work areas.
This should be done with a device that measures both heat and humidity and combines these measurements to provide the Heat Index. The company should have a plan for additional rest breaks or means of cooling the work area whenever the heat index approaches the Extreme Caution zone.
|Heat Index||Risk Level||Protective Measures|
|Less than 91°F||Lower (Caution)||Basic heat safety and planning|
|91°F to 103°F||Moderate||Implement precautions and heighten awareness|
|103°F to 115°F||High||Additional precautions to protect workers|
|Greater than 115°F||Very High to Extreme||Triggers even more aggressive protective measures|
Work with your union rep and your local to make sure that you and your coworkers are protected in hot conditions. Meet with the company to ensure that all of the proper hot weather safety strategies are being used in your workplace.
May 11, 2017
From stocking shelves to providing late-night medical care, when the rest of the world goes to sleep, many UFCW members’ work days are just getting started. To celebrate the hard work and sacrifice made by those who work overnight to keep our communities running smoothly, International President Marc Perrone surprised several UFCW Local 2008 members at Kroger in Little Rock, Arkansas, with a late night visit in honor of National Third Shift Workers Day.
“To our members, and everyone who works through the night so that we can all enjoy the day – thank you,” said Perrone.
“Thank you for making our communities better and for making a real difference in so many lives across this nation.”
Mark Ramos, president of UFCW Local 1428 in California, was also burning the midnight oil and visiting stores overnight to personally thank the hard-working men and women of the third shift for all they do.
“I was on third shift for 14 years when I worked in the stores,” said Ramos. “When I first started working nights, it took a few months to get used to it. You know, you never really get 8 hours of sleep. I’d take two naps instead. You learn to make it work.”
Ramos preferred to work third shift because the predictable schedule and hours let him take care of his kids and spend more time with his family during the day. The same applies for many of the members he spoke with during his visits.
“They are amazing folks. Most of them have families, and they work and then go home and do other things. The working moms who work that shift are some of the most incredible, courageous workers I know.”
According to multiple studies, shift work is hard on both the body and mind. The risk of workplace injuries, obesity and depression are all increased if a person works overnight. Studies also suggest that third shift work impacts hormones that regulate blood sugar and insulin levels, which in turn lead to a higher risk of serious health conditions, like heart disease and diabetes.
Despite these risks, there is no federal law requiring third shift workers to be provided with any extra pay or benefits. But in UFCW contracts all across the country, we negotiate premium pay for third shift workers to help provide them with the better life they’ve earned and deserve.
“Thank you for recognizing us,” said Beverly Martin, a UFCW Local 8-Golden State member who works at Savemart in California. “I work the third shift and have for six years now. We get looked-over for a lot of things.”
“I provide Thanksgiving, Christmas and other holiday dinners for my fellow night crew members,” Martin went on to say. “By the time it’s our lunch, the food from the daytime party is gone or there’s not enough to go around. It may not seem like much to a day worker, but little things like that can really help to build up our team at night. So, here’s to those of us who work at night.”
May 9, 2017
The National Employment Law Project (NELP) released yet another report finding poultry to be one of the most dangerous industries to work in, underscoring the continued importance of the UFCW’s efforts to provide a voice for the hard-working men and women of the poultry industry and to make sure no worker is left to suffer on their own.
The report takes a look at serious injury rates in 29 states and finds the rate of serious injuries, such as amputations, to be disproportionately high in poultry plants.
“OSHA’s severe injury data shines a light on the severe toll of preventable workplace injuries, especially in the U.S. poultry industry,” said Debbie Berkowitz, senior fellow for worker safety and health with NELP and the report’s lead author. “The workers who put food on our tables should not have to sacrifice their health for a paycheck.”
This report is consistent with similar trends shown in past reports by other organizations such as Oxfam, with whom the UFCW has worked to improve safety standards in the poultry and meatpacking industries.
Past reports have found workers at poultry plants, which have a much lower rate of union representation than other meat packing plants, were more likely to suffer from Cumulative Trauma Disorders (CTDs) and that many workers in nonunion plants were forced to use adult diapers due to a lack of bathroom breaks and the constant, grueling pace of work.
More injuries than saw mills and other high risk industries
Even when compared to other high risk industries, this report shows an alarmingly high injury rate:
According to the data, the poultry industry as a whole reported 180 severe injuries resulting in hospitalizations or amputations—a number that put them at the 12th-highest number of severe injuries reported to federal OSHA. Workers in the industry suffered a greater number of serious injuries than much of the construction industry, the auto industry, the steel industry, saw mills, and many other high-risk industries. And these numbers only reflect instances in 29 states. Further, OSHA followed up with inspections in response to 86 of these reports, finding a total of 750 violations in the plants, of which 84 were willful or repeat violations that carry the highest fines.
The rates of injury are likely even higher than reported
The report also makes note that as dramatic as the number of injuries are, they likely don’t come close to representing the full scope of the problem:
Three government agencies, OSHA, the National Institute for Occupational Safety and Health, and the GAO, have found that the poultry processing industry is underreporting the serious injuries that occur in the plants.
A 2009 Government Accountability Office (GAO) report, along with numerous other studies, have documented that many workplace injuries are not reported by employers. Further, according to a recent report issued by OSHA in 2016, “OSHA believes that many severe injuries—perhaps 50 percent or more—are not reported.”8 Other studies have concluded that the actual number of work-related injuries is three times higher than what companies report.
In 2016, the UFCW was a vocal supporter of OSHA’s decision to issue a citation to Pilgrim’s Pride, only the second citation of its kind in the agency’s 47-year history. “We are disappointed to see yet another example of poultry workers being mistreated and forced to endure harsh working conditions,” said UFCW International President Marc Perrone. “As we strive to improve poultry industry jobs, we applaud OSHA for actively supporting the right of every worker to have a safe workplace.”
The citation alleged that “the employer delayed evaluation, care, and/or treatment from a medical provider, which could result in health hazards such as, but not limited to, increased risk of further injury, prolonged healing, exacerbation of pain and limited recovery from work-related injuries/illnesses.” The citation went on to describe that Pilgrim’s Pride “failed to make timely appropriate medical referrals for employees with injuries related to chronic and acute exposures and incidents. The employees are exposed to injuries which include burns, loss of consciousness, and blunt force trauma which require appropriate evaluation and treatment.”
UFCW’s presence is vital
UFCW contracts include health and safety language to protect workers. This helps to ensure safe working conditions, union access to perform worksite inspections and medical and exposure records, training, joint health and safety committees, protective equipment and chief, walking and ergonomic stewards that can accompany government inspectors during their paid time. Union contracts also include reimbursement for protective gear.
But the percentage of workers who have UFCW representation is much lower in poultry plants than in other meat packing plants. Only about a third of poultry workers are UFCW members, making improvements in workplace safety more difficult to secure.
Beyond additional workplace protections offered by a union contract, the UFCW’s influence in these plants helps combat a climate of fear and intimidation.
“Many workers are afraid to speak up and advocate for better treatment. Companies increasingly turn to ‘a variety of economically desperate and socially isolated populations,’ many of whom face obstacles that prevent them from standing up and speaking out about abuses in the workplace. In the words of many, the industry takes advantage of workers who live and work in a climate of fear. – Lives on the Line: The Cost of Cheap Chicken, Oxfam
Both in the recommendations of the most recent NELP report and in past reports such as Oxfam’s Lives on the Line: The Cost of Cheap Chicken, the need for workers to have better compensation and a voice on the job is repeatedly echoed.
“Unions provide poultry workers with one of the best ways to improve their safety on the job because we create an environment where people know their rights and feel empowered to speak up,” said Perrone. “We make sure that workers can advocate for their well-being without the fear of being fired.”
Progress through partnership
The NELP report comes on the heels of Tyson’s announcement to rededicate itself to workplace safety. The day before the report was released, Tyson committed to continuing its collaboration with the UFCW on a workplace safety and illness and injury prevention initiative that will be rolled out to all plants and be released publicly. Other highlights in the company’s announcement include:
- A new initiative on transparency stating that the company will begin publicly sharing results of its third party social compliance audits.
- A new initiative on compensation stating that Tyson Foods will make sure it’s providing competitive wages and benefits.
- Reaffirming its commitment to allowing regularly scheduled breaks, as well as restroom breaks, as needed.
- Reaffirming its commitment to running its processes at a speed according to the number of people available to work.
- Reaffirming its commitment to a policy allowing workers to stop the line at any time for worker or food safety issues.
- Reaffirming its commitment to having Team Member safety councils in place at all plants.
“Tyson Foods’ commitment to worker safety and workers’ rights should not just be applauded — it should serve as a model for the rest of the industry,” said Perrone. “Through our ongoing partnership with Tyson Foods, we have already made valuable progress. We look forward to these new and expanded initiatives and to continuing to work together to provide a better, safer workplace for the hard-working men and women at Tyson Foods.”
April 27, 2017
All jobs take some kind of physical toll on the body, but through training employees to recognize safety hazards and working with employers to minimize risk, we can create safe workplaces and help reduce preventable injuries.
The UFCW is committed to nurturing a culture of safety in the workplaces we represent and working with employers to find innovative solutions. We are committed to seeing our members arrive to work safely and leave work safely.
Some Injuries are Cumulative
When you think of injuries on the job, you might first think of a specific accident, like a slip and a fall or getting a hand caught in a machine. But many injuries from work are not so obvious. Something as harmless seeming as operating a register can lead to pain when you are ringing up customers for hours on end, day after day.
Cumulative Trauma Disorders
If work and rest are balanced, it is more likely that our bodies will be able to heal the harm that happens at work. When the healing process cannot keep up with the damage, it can worsen to become a Cumulative Trauma Disorder (CTD).
The major risk factors for Cumulative Trauma Disorders are:
Posture is the way workers must position their bodies in order to do their jobs. It refers to the design of the work station, machinery and tools. Posture is not about what workers are doing wrong.
Force is the physical effort we use with our bodies to push, pull, lift, lower, and grip when we are working.
Repetition is the number of times we make the same movement using the same parts of our body; how fast the movements are, and over what period of time. Repetition is directly related to line speed, production pressures, and staffing.
Other factors such as temperature, vibration and stress may also contribute to the risk of injury.
Good Programs Focus on Minimizing Risk, Not Symptoms
Beware of ergonomic programs that do not focus on all of the risk factors. While such programs may increase productivity, they may not decrease injuries.
For example, stretching and doing hand strengthening exercises after a long day of work might help them feel better in the short term, but it does nothing to actually address the source of the problem. A real safety solution would look at the bigger picture: are inadequate staffing or unreasonable workloads requiring you to work faster than what can be done safely? Is your workstation poorly designed and forcing you to work in an awkward posture? Are you having to expend more energy than is necessary to get the job done due to dull knives or tools that are the wrong size?
For more information, download the “Change the Workplace, not the Worker” booklet.