LBED – Summer 2026 Echo – Updates from your Divisional Executive and Committees

Chair’s message

Greetings,

Our sector held a one-day pre-bargaining conference on May 30 where delegates elected our bargaining team and regional mobilizers.

I’d like to congratulate our newly elected team and mobilizers and extend a big LBED thank you to everyone who ran for positions.  It takes courage to stand up and speak in front of a large crowd, and we’re stronger for it.

Our strength is also reflected in member engagement. We are seeing a remarkable number of members stepping up to take on organizing roles. We had near full attendance at our monthly Presidents’/highest ranking meeting, and more than 200 activists joined our April general membership meeting. During that session, our Divisional Executive facilitated bargaining timeline training and led productive discussions about how we chart our path to success. This is the most organized our sector has been this early in a bargaining cycle.

If you’re wondering why getting organized matters, look no further than the Ford government. In the last round, we fought off a truckload of concessions and secured meaningful job security gains—but it took a strike to protect what we have. This time, we don’t know what Ford has up his sleeve.  Could he hit us with store closures, changes to operating hours, outsourcing? Or maybe he is content with the status quo. What we do know is that we have the strength and capacity to push back against concessions again.

As Chair of the bargaining team, I want to be clear: a strike is always a last resort. But when the Ford government refuses to listen at the bargaining table, we are left with no choice but to make ourselves heard on the strike lines.

This is modern-day bargaining under a conservative majority government. Doug Ford’s agenda can be conquered—but it will take the same level of member involvement as last round. That means attending local and provincial meetings, volunteering to be a leader, and yes, even squirrelling away a little from each paycheque. Even a few dollars a week adds up quickly, and in a year, if you don’t need it, you’ve got yourself a small nest egg—or a modest vacation fund.

Whether it’s saving money or saving the LCBO, there’s no downside to being prepared. And prepared is exactly what our sector will be.

In solidarity,

Colleen Macleod,
LBED Divisional Chair

Vice-Chair/Grievance Committee

The committee met in March and April where we reviewed 109 grievances.  An ongoing concern the committee has is the lack of information provided in relation to the grievance being filed.  The committee recognizes the forms have limited space to fully explain the grievance.  This information is crucial to understanding the circumstances that triggered the grievance.  We have created a Grievance Committee Investigation Form.  This document supplements your grievance form by providing a more detailed explanation of the situation.

If you are filing a grievance, please consult a steward or your local president to complete the Grievance Committee Investigation Form in addition to your grievance form.

Providing this information to the committee prevents delays and gets your grievance heard quicker!

As we head toward another round of bargaining, we will be turning our attention to creating a list of recommendations — consisting of bargaining demands and collective agreement language — for locals to consider when holding local demand set meetings and completing the bargaining survey.

In solidarity,

Damian Campbell – Chair (L378)
Brenda White – Member-at-Large, Retail (L377)
Justin Malette Larcher – Member at Large, Non-retail (L164)

Secretary/Treasurer

The 1100-day Pool has been reconciled with the employer up to this past March. However, the employer has notified the Divisional Executive (DivEx) that there are outstanding Requests for Union Leave (RUL) for 2023 through 2026. The DivEx and the employer have agreed that addressing these outstanding RULs will be a priority moving forward.  

An email will be sent to members with missing forms, as well as to their district manager and local president. Members will have a deadline to respond. We have agreed to begin with the outstanding RULs from 2023 and then proceed year by year. If an RUL must be resubmitted, it is important that members include the reason, “Resubmitting for 2023 Reconciliation” for the late submission and, if possible, the original submission number. 

Moving forward, a structured process has been implemented to manage Local Tour Time Off more effectively. An Excel spreadsheet has been created to track allotted time off, time used, and remaining time for each local. When submitting requests for tour days, please ensure your time off is being tracked and that you are aware of your remaining available time. As of this report, eight locals have reported time off for local tours.

In March, the trustees, negotiators, divisional chair, and the secretary-treasurer met to review outstanding matters.

The Trustees Audit Report (TARS) was completed for reporting from July to December 2024, January to June 2025 and July to December 2025. The trustees have signed off on the outstanding TARS, which have now been forwarded to the First Vice-President’s Office for final signature.

An email was sent to all local presidents advising that the sector requires an updated Executive Contact List to provide to the employer. Several locals have not yet submitted their updated lists. As per the Collective Agreement, the union is required to notify the employer of any revisions to these lists as they occur. If assistance is needed in completing the form, I would be happy to help.

In addition, I have received the updated membership list from our negotiator and have begun processing the billing for the 2026 divisional dues. Invoices have been sent to all locals for which I currently have contact information. These packages included the 2026 invoice, as well as invoices for outstanding balances dating back to 2022. If you require a copy of your invoice, please contact me directly.

While reconciling divisional dues dating back to 2022, it was identified that at least three locals had overpaid their dues in previous years. A detailed review of the records is being conducted, and follow-up information will be provided once the review has been completed.

In solidarity, 

Shelly Robitaille 
Secretary/Treasurer (L162) 

Pensions & Benefits Committee Report

The committee met virtually to address recurring benefit administration issues, improve clarity around income protection pathways, and identify documentation and education gaps affecting member access and understanding.

We identified ongoing confusion regarding use of sick time, vacation in lieu, Employment Insurance, and Long-Term Income Protection. The committee is working on a step-by-step guide to navigate these member options. We also decided to develop a residential treatment information resource and added Employee and Family Assistance Program intake concerns to the next meeting agenda.

Finally, the committee discussed ideas for future Zoom education sessions, including retirement, OPTrust, pension buyback, leave of absence impacts, accidental death and dismemberment vs. optional life insurance, benefits overview, and Manulife/Workday tutorials.

In accordance with our divisional bylaws regarding the election of a committee vice-chair, Trish was elected. Congrats Trish!

In solidarity,

Stephanie Hickman – Chair (L377)
Trisha Harrison – Vice-Chair (L164)
Lee Hamilton – Member-at-large (L378)

Provincial Health and Safety Committee

The employer will introduce new scenario-based de-escalation training for leaders and management later this year. Alvaro Almeida, Senior Director of Resource Protection, will work with the health and safety chair to enhance the pilot program, which will focus on theft deterrence strategies, particularly those for backroom theft. Managers have also been reminded to share information on thefts, robberies, and other incidents with health and safety worker representatives for updating joint risk assessments.

We again asked for Automated External Defibrillators (AEDs) in retail stores. However, the employer advised that current budget limitations prevent this from being prioritized.  AEDs remain available at head office and Retail Service Centre (RSC) locations. The committee further discussed how RSC employees receive updates on corporate initiatives through monthly health and safety meetings, Good Culture Ambassador (GCA) huddles,  communication boards, and digital signage. Concerns were raised about consistency and participation, and the employer committed to following up on tracking — and perhaps increasing — the frequency of safety talks.

The committee identified gaps in incident reporting compliance and discussed why some stores were not properly completing reports. Efforts are underway to improve compliance, with more updates expected later this year.

We also discussed making “scent aware” posters — like those found at head office — available at retail locations. The employer advised that posters can be requested through Ask HR  subject to rationale.

Ergonomic issues at cash stations were raised due to clutter from displays, gift cards, and impulse-buy items creating overreaching and awkward movements. The employer will bring these concerns to the Retail Leadership Team, while store managers are expected to support layout adjustments to reduce injury risks.

Lastly, the committee discussed the employer’s “Peers Supporting Peers” program, raising concerns about both the name and context.  We also flagged that the program places significant skill and time demands on our members in already understaffed stores. The employer agreed to change the name, and discussions will continue into the fall after union members review the GCA session recording.

In solidarity,

Debbie McGuiness – Chair (L5110) 
Jonathon Pukila – Member-at-Large (L163) 
Kristan Wolfe – Member-at-Large (L377)

Anti-Privatization Committee

The committee met in May to discuss plans for the upcoming Zoom educational and to review current research findings, identifying several areas requiring further investigation and data collection.

The committee has been monitoring alcohol-related statistics (e.g., impaired driving incidents, theft, recycling locations and healthcare cost increases.)  We expect updated figures in the coming months.  With this, we will pursue Freedom of Information requests around   reported thefts in Thunder Bay and the number of refusals occurring at all retail locations.

We noted that private retailers have increased prices on cans by approximately 10 to 70 cents and wine products by one to five dollars. Concerns were also raised about misleading pricing practices where deposits and taxes are not clearly included.

The committee discussed significant issues with the new dynamic pricing system, including inconsistencies that have resulted in substantial price increases for licensees in some cases. Issues were highlighted around inadequate staff training and the potential shift of sales activity away from in-store operations and customer service representative roles toward online sales. Further, we discussed how grocery-exclusive products are directly competing with products sold through our retail locations. Future discussions will include monitoring the employer’s commitment that sales of spirits remain restricted to our retail stores and that the LCBO receives stock priority over grocery and convenience store retailers.

The Committee will meet again in July.

In solidarity, 

Lorrie Scuffell – Chair (L4100) 
Meg Owen – Member-at-Large (L741) 
Skylar McCarthy – Member-at-Large (L163)

Education and Communication Committee

The Education and Communication committee met virtually in February. The two-day meeting was used to create the Spring edition of the Echo newsletter and discuss future Zoom topics.   

The last edition of the Echo was published on March 19.  The edition included a Chair’s message and a summary of each DivEx report.

As of May 8, the official LBED page has maintained more than 2,700 “likes” with 3,367 followers. The page continues to engage our members and LBED followers.  

Our committee collaborated with the Health and Safety Committee on the sector’s first Zoom educational of 2026. Thank you to all those who attended another fantastic event.

The committee also produced an additional PowerPoint presentation on Pre-bargaining for the local president’s meeting and the divisional membership meeting.    

The committee met in May to develop a new Zoom educational on media relations. This one-hour educational aims to equip members with tools to help navigate Ontario’s media landscape. This event is scheduled for June 14 at 7:30pm. 

In solidarity,

Craig Hadley – Chair (L5109)
Kristan Wolfe – Member-at-Large (L377)
Amanda (AJ) Johnson – Member-at-Large (L163)

LBED Activists Stacey Foster and Kristan Wolfe recognized at OPSEU/SEFPO Convention Award Night!

The Liquor Board Employees Division is flush with powerful labour activists, and two were recognized at the OPSEU/SEFPO Convention Awards Night held on April 10.

Stacey Foster from Local 377 received the Human Rights award.  This award is presented to an individual and a local having made the most significant contribution to the advancement of human rights issues and the principles of equity.

Stacey is the vice-president of her local and is chair of their equity committee. She proudly served as the elected Region 3 representative for the Coalition of Racialized Workers and now sits on the Provincial Women’s Committee and the LBED Pay Equity Committee. Her leadership is rooted in advocacy, empowerment, and an unwavering commitment to social justice. 

With courage and compassion, Stacey creates space for honest and meaningful conversations about equity, systemic racism, and gender inequality. She is a powerful mentor and advocate for women — especially Black and racialized women — encouraging them to recognize their worth, raise their voices, and stand confidently in their rights both within the union and beyond. 

Respected by coworkers for her grace, integrity, and selfless leadership, Stacey continuously gives her time and energy to uplift others and ensure all workers feel heard, protected, and empowered. 

The Health and Safety Award presented this year to Local 377’s Kristan Wolfe, honours an individual who made significant contributions to the advancement of our members’ safe working conditions. 

Kristan represents her local as secretary and is Chair of her local’s first ever Health and Safety Committee. With a focus on inclusion and education, this committee has helped members in local 377 confidently address issues in the workplace.  

Kristan brings tenacious energy to the Provincial Health and Safety Committee. Her depth of knowledge and communication skills are a great benefit when it comes to addressing the concerns of the membership with the employer. She is known for her diligence and commitment in presenting issues to the employer with courage and stands her ground when challenged. She is smart, savvy, and committed to the health and wellbeing of LBED members province wide.

Kristan is an inspiration to us all. Her ability to identify a need, and do the work to rectify it, is the kind of attitude we can all aspire to. Her advocacy and diligence produce results, one of which is this much deserved award!

Congratulations, Stacey and Kristan!

PHSC Chair recognized by employer for health and safety advocacy

Local 5110 President Debbie McGuinness was recently recognized by our employer as the inaugural recipient of the “A Safe Place for All” award. The award honours individuals who embody one of the company’s five core corporate values. 

As the long-running chair of the Liquor Board Employees Division Provincial Health and Safety Committee,  Debbie’s unwavering advocacy has helped foster a culture of accountability, compassion and empathy, demonstrating what it truly means to lead with heart.

Through her ongoing commitment to learning and growth in the field of mental health, Debbie has continued to deepen her expertise  while working closely with the Workplace Wellness and Safety team to help ensure timely, inclusive support is accessible to every worker.   

From advocating for visible and respectful workplace signage, to championing union mental health and crisis intervention training, to strengthening de-escalation supports, Debbie exemplifies what meaningful action and leadership look like in practice. Her efforts continue to play a vital role in cultivating a workplace where everyone feels seen, safe, valued, and heard.

Congratulations, Debbie, on this well-deserved recognition and for the lasting impact you continue to have across our workplaces.

Election Results:

Bargaining Team Elected at LBED Pre-Bargaining Conference

On Saturday May 30th, LBED members across Ontario gathered for the LBED Pre-Bargaining Conference in Markham. During the conference, 88 delegates elected their bargaining team, alternates, and mobilizers for the upcoming round of bargaining.

Two years ago, Doug Ford’s relentless pursuit of his alcohol-everywhere agenda undermined bargaining and forced a two-week strike. The result was a three-year collective agreement (set to expire on March 31, 2027) with wage, severance and benefit improvements as well as one-thousand new permanent part-time jobs in retail and 60 permanent full-time jobs in logistics. 

As we prepare for the next round of bargaining, we have elected a bargaining team and mobilizers who will continue our fight against privatization, protect good jobs and public revenues in Ontario, and work to secure the future of the LCBO.

Many thanks to all members who stood for positions in elections to our new bargaining team. Thank you, as well, to all their nominators and congratulations to our newly elected teams! 

Your bargaining team and committee election results are as follows:

Alternates to the Bargaining Team:

Mobilizers and Alternates:

Region 1

Region 2

Region 3

Region 4

Region 5

Region 6

Region 7

In solidarity,
Your LBED Divisional Executive