Local Union News

Last updated 06/14/2023 - 8:06am
BCTGM Local 22 Union Picnic Is On The Calendar
06/14/2023 - 8:06am


The deadline to register is July 30th as we need to know how many members are attending to know how much food and beverages will be needed for the event. Click the link below to get registered for the event:


BCTGM Local 22 Jobs!
05/24/2023 - 11:17am

 Looking for a good union job with great union benefits? See Below:


Union Employment Opportunities Info:

BCTGM Opportunities:

Dakota Growers Pasta: (Pasta, 401k)

1600 Utica Ave S, New Hope, MN 55416

Apply online at:


Make sure that you apply for positions at the New Hope location and not Carrington North Dakota


Bimbo Bakeries Roseville (Buns, MN Bakers Pension)

o   2745 Long Lake Rd, Saint Paul, MN 55113

o   Phone: (651) 636-8400

Apply online at: https://www.bimbobakeriesusa.com/join-our-team


Baldinger Bakery (Buns, Bagels, MN Bakers Pension)

1256 Phalen Blvd. St. Paul, MN 55106


Apply online at: http://www.baldingerbakery.com/content/employment


Old Dutch Foods Inc. (Chips, Old Dutch Pension)

2375 Terminal Rd, Roseville, MN 55113

(651) 633-8810

Apply online at: http://www.olddutchfoods.com/about-us/join-our-family

Happy’s Potato Chip Company (Tortilla Chips, Popcorn, Old Dutch Pension)

3900 Chandler Dr. NE, Minneapolis, MN 55421

(612) 781-3121

Apply online at: http://www.olddutchfoods.com/about-us/join-our-family


Rich’s Products, Fridley (Bread, Cookies, 401K)

7350 Commerce Ln, Fridley, MN 55432


Apply online at: https://careers.rich.com/




Lunds Food Holdings (Bakery, MN Bakers Pension)

7752 Mitchell Rd, Eden Prairie, MN, 55344

Apply online at:



Pearson Candy Company (Candy, 401K)

o   2140 7th St W, Saint Paul, MN 55116

Apply online at: http://pearsonscandy.com/careers


Cub Foods/Jerrys Foods (Retail Bakeries, MN Bakers Pension)

Apply online at:




Pan O Gold Baking (Bread & Buns, MN Bakers Pension)

444 E St Germain, St Cloud, MN 56304

Apply Online at: http://www.panogold.com/company/careers/


Bimbo Bakeries La Crosse WI (Croutons, BCTGM International Pension)

334 5th Ave S, La Crosse, WI 54601

Apply online at: https://www.bimbobakeriesusa.com/join-our-team


The following mills are also BCTGM Local 22 shops, look them up online, or call for career opportunities:

ADM Red Wing (Red Wing) https://www.adm.com/careers

Red Wing Grain (Red Wing) call 1-800-328-4334 or 651-388-0731

ADM Atkinson (Minneapolis) https://www.adm.com/careers

General Mills Soo Elevator (Minneapolis) https://careers.generalmills.com/

General Mills T Elevator (Minneapolis) https://careers.generalmills.com/

Cargill Salt (Savage) https://www.cargill.com/careers

Hubbard Feeds (Watertown S.D.) https://www.hubbardfeeds.com/aboutus/careers


Workers Win Big in Minnesota
05/19/2023 - 8:17am


Minnesota Democrats say a sweeping labor bill they passed on Tuesday could be the most significant worker protection bill in state history.

“This bill is a big damn deal,” said Sen. Erin Murphy, DFL-St. Paul, during a news conference.

The labor bill (SF3035) includes a Democratic wish list years in the making that will affect virtually every worker in the state. The bill mandates paid sick days, bans noncompete agreements, boosts funding for workplace safety inspectors and increases protections for workers in nursing homes, Amazon warehouses, meatpacking plants, construction sites, hospitals and public schools.

Democrats are also advancing a host of other labor bills that will create a statewide paid family and medical leave program, expand unemployment eligibility for hourly school workers and give hospital nurses a greater say in staffing levels.

Here are nine major labor changes in the labor bill passed by the Legislature, which the governor’s office says he’ll sign.

Workers will get paid sick days 

Virtually all Minnesota employees will be eligible for paid sick and safe days — with full-time workers receiving at least six paid days off a year. Employees will accrue one hour of paid sick leave for every 30 hours they work up to 48 hours a year.

Employees will be able to use the time off for a number of reasons, including:

  • To recover from an illness.
  • Go to a doctor’s appointment.
  • Care for a sick family member.
  • Go to a counseling or other psychological appointment.
  • Severe weather caused work or school to close for them or a member of their family.
  • Seek services for domestic abuse, sexual assault or stalking.

Teachers will be able to negotiate over class sizes

Unionized teachers will be able to negotiate over adult-to-student ratios in classrooms and student-to-personnel ratios, which could include school psychologists, custodians, or other staff. They will also be able to negotiate over student testing beyond what the state mandates.

The new rule won’t guarantee that schools will have smaller class sizes. Rather, teachers may now bargain over these provisions in labor contract negotiations with school districts.

New board will set industry-wide pay and benefits at nursing homes

Minnesota will create a first-in-the-nation board with the power to set minimum pay and benefits for workers at all nursing homes across the state. The Nursing Home Workforce Standards Board comes close to the sector-wide bargaining — common in Europe — in which labor groups negotiate pay and benefits for an entire industry rather than with individual employers.

The board is a leap forward for unions like SEIU Healthcare Minnesota and Iowa, which represent about a quarter of nursing home workers in the state. Having minimum standards removes an incentive for nursing homes to fight union efforts, and raises the floor against which unionized workers bargain for better treatment.

Nursing homes are funded nearly entirely by the government through Medicare and Medicaid, and Minnesota sets their reimbursement rates based on the average cost of care across the industry. (Nursing homes in Minnesota are not allowed to charge private-pay patients more than the government reimbursement rate.)

Nursing homes and Republicans voiced their staunch opposition to the bill, saying the new rules will burden an already highly regulated industry and force many nursing homes beyond their breaking point. Nursing home leaders and Republicans instead called for more funding. But labor leaders cautioned that extra money wouldn’t necessarily trickle down to workers, which they say is critical to addressing dire staffing shortages.

Under the bill, if the board’s proposals exceed what nursing homes can reasonably afford based on their payment rates from Medicaid and Medicare, then the increases to wages and benefits will be delayed until the Legislature grants them more funding.

Noncompete and no-poach agreements will be banned

Noncompete agreements will become unenforceable, so workers can take jobs at competing companies without fearing they’ll be sued by their former employers. The agreements have become prolific in labor contracts, affecting everyone from condominium caretakers to fast food workers to doctors.

The Federal Trade Commission is weighing a national ban on the practice, which the agency says is an often exploitative move that “suppresses wages, hampers innovation, and blocks entrepreneurs from starting new businesses.”

About one in five American workers — and 350,000 workers in Minnesota — are bound by noncompete agreements, which the FTC estimates costs workers more than $250 billion per year by decreasing competition for their labor.

Business interests argue that noncompete agreements are critical to protecting trade secrets and client lists. The legislation’s authors say businesses can still protect valuable information through nondisclosure and nonsolicitation agreements.

The bill also bans no-poach agreements, which operate as shadow noncompete agreements. Franchise owners within the same franchise — such as McDonald’s or Sbarro — agree not to hire from each other, which labor experts say suppresses wages.

Construction workers will have greater protections against wage theft

General construction contractors will be liable for wage theft by their subcontractors and will have to make workers whole if they aren’t paid all that they’re owed.

Construction projects are often completed through a byzantine hierarchy, with general contractors hiring subcontractors who themselves may hire subcontractors. Sometimes even individual workers are treated as subcontractors, which means they don’t receive overtime pay, Social Security benefits or workers’ compensation insurance.

Wage theft and misclassification — being illegally treated as an independent contractor rather than an employee — is rampant in construction, and employers rarely face consequences. That’s in no small part because many non-unionized construction workers don’t have legal authorization to work in the country and are unlikely to take legal action to recover lost wages.

Currently, workers who have their wages stolen must hire an attorney or report it to government authorities. Such cases often take months or even years to be resolved.

Under the new rule, general contractors would have to pay workers their unpaid wages and then could take legal action to recover it from the subcontractor who failed to pay workers all they’re owed.

The bill’s advocates, which includes labor unions, argue the new rule flips the power dynamic so that general contractors with more resources and legal know-how are responsible for correcting wage theft rather than rank-and-file workers. They also argue the bill would disincentivize general contractors from using disreputable subcontractors who are able to offer lower prices by cheating workers out of fair wages.

The bill exempts unionized contractors because unions have their own procedures for recovering lost wages.

The rule could face legal challenges by contractors and construction industry groups, who say it’s illegal to make one business liable for the conduct of another. They say the rule is unworkable because general contractors don’t have the capacity to analyze the business practices of every subcontractor they hire, and it could force them to pay twice for the same work.

More than half a dozen states — including California, New York and Virginia — have similar laws on the books, which have not been knocked down by legal challenges. The new rule will add to Minnesota’s robust wage protection laws, already among the most stringent in the country. Wage theft in excess of $1,000 was made a felony in 2019, although few employers have ever been charged.

Amazon will have to disclose key data to its warehouse workers

Companies that operate warehouse distribution centers like Amazon will have to tell workers what work quotas they’re held to and provide workers with their individual productivity data.

The bill aims to protect warehouse workers from high rates of workplace injuries, including repetitive stress injuries caused by quickly doing the same task over and over. Amazon is notorious for measuring workers’ every minute “off task” and disciplining workers for failing to meet opaque quotas. Labor advocates say the lack of transparency on quotas can lead workers to move at a dangerous pace to avoid discipline.

The bill, which will apply to companies with 250 or more employees, requires companies to tell workers what quotas they’re subject to and how it’s measured. Workers may not be forced to skip meals, restroom breaks or prayer periods to meet quotas. Workers will also have the right to request their work speed data, and a company must provide the data to workers they discipline for failing to meet a quota.

The bill also directs state labor officials to investigate companies if injury rates are 30% higher than the average rate for comparable workplaces.

An Amazon spokeswoman said the rules are based on a misunderstanding of the company’s performance metrics, which are not fixed quotas.

“We assess performance based on safe and achievable expectations and take into account time and tenure, peer performance, and adherence to safe work practices,” Maureen Lynch, a spokeswoman for Amazon, said in an email. “While we know we aren’t perfect, we are committed to continuous improvement when it comes to communicating with and listening to our employees and providing them with the resources they need to be successful.”

‘Captive audience’ meetings will be banned

Employers won’t be allowed to require workers to attend anti-union presentations or any other meetings to hear about the employer’s religious or political views.

The so-called captive audience meetings are often the primary way employers discourage their employees from unionizing and can be highly effective. Union organizers argue the meetings give employers an unfair advantage and violate people’s rights to organize free from interference or coercion.

Captive audience meetings were banned for more than a decade after the National Labor Relations Act was passed in 1935. The general counsel of the National Labor Relations Board, which oversees private sector unions, asked the board last year to reinstate the ban on compulsory anti-union meetings.

Large meatpacking plants will have to create injury prevention plans

Meat and poultry processing facilities with 100 or more workers will have to take more proactive steps to reduce workplace injuries. Meatpacking plants must provide workers training on how to safely perform all tasks they’re responsible for as well as the hazards associated with it. Workers must also receive training on how to identify the early signs of musculoskeletal injuries and how to report them.

Workers would be allowed to refuse work they reasonably believe is dangerous, and meat processing plants would have to continue paying employees for missed hours until the hazard has been addressed.

The state Department of Labor and Industry will also hire a meatpacking industry worker rights coordinator.

State will create first-of-its-kind ergonomics requirement

The state will fund a first-in-the-nation state ergonomics requirement, mandating that large warehouse distribution centers, meatpacking plants and health care facilities create programs to reduce the risk of repetitive strain injuries.

The ergonomics programs must include assessing risks and training employees on how to avoid injury and recognize early symptoms of musculoskeletal disorders. Employers must also establish a process for employees to report injuries and recommend possible solutions to reduce risks.

The state Department of Labor and Industry will provide grants to employers to make ergonomic improvements.https://minnesotareformer.com/2023/05/17/labor-victory-minnesota-lawmakers-approve-9-major-worker-friendly-changes/

02/20/2023 - 9:43am

 Due to the predicted winter storm, the February 2023 Minneapolis Membership Meeting has been postponed and rescheduled for Tuesday February 28th at 5:30 pm.

BCTGM Ingredion Members On Strike
08/16/2022 - 7:43am

 4 Ways to Support the #IngredionStrike

On August 1, BCTGM members of Local 100G in Cedar Rapids, Iowa went on STRIKE against Ingredion, Inc. As of December 2, 2022 the Strike is 124 days long and counting.

Strike issues include:

  • the outsourcing of the bargaining unit jobs,
  • diminished seniority rights
  • the elimination of guaranteed days off,
  • an expanded management rights clause, and
  • a wage scale that will move many members’ wages backwards.   


Like our BCTGM strikes of 2021, Local 100G is fighting to end a 2-tier wage system and to provide significant wage increases for all employees (not bonuses).

Here are FOUR ways you can help them HOLD THE LINE:

1) Join the picket line or drop off food/drinks/supplies.

Workers have a picket set up outside the main gate of their workplace:

1001 1st Street, SW, Cedar Rapids, IA 52404


2) Send a solidarity letter.

Email letters of encouragement directly to the strikeline organizer, Jason Davis, so he can share them with the workers: jmdavisbctgm@gmail.com

3) Donate to their Strike Fund

The Strike Fund is helping workers meet basic needs and supply their strike line so they can remain steadfast in their mission for a fair contract.

Click here to donate to their GoFundMe page!

4) Help us spread the word on Social Media!

Make sure you’re following all our social media pages and help us re-share daily #IngredionStrike photos, news articles, podcasts and videos.

04/07/2022 - 11:08am




Report Discrimination / Minnesota.gov (mn.gov)


02/01/2022 - 8:52am


Throughout the last several months of contract negotiations, BCTGM Local 22 in Minneapolis, Minn. has been fighting back demands by UNFI/Cub Foods to take away workers' retirement and health care benefits.

Despite Local 22's attempts to negotiate a fair contract, UNFI continues to insist that the workers sacrifice their union negotiated health care benefits and accept an inferior plan that could cost them thousands more per year in out-of-pocket costs.

Additionally, despite UNFI’s record profits, the company's proposals would strip union members of their pension benefits.

If that isn’t bad enough, they are also holding firm on taking away daily time and a half pay. The company further wants to change the contract language that would allow them to randomly alter work hours and enforce other proposals that negatively impact union members.

visit this website link below to see how you can directly impact this campaign:


Not all Cub locations are owned by UNFI. The following locations are owned by companies that have given our members fair contracts. Please recognize these locations and their management as supporters of our union benefits programs:

 Minneapolis Membership Meeting Has Been Canceled

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Special Announcements

10/16/2019 - 8:31am



International Solidarity for the Cargill 14
09/06/2019 - 11:36am

 The IUF is leading a mass rally in Istanbul today that brings together trade unions and their political and civic allies in support of a long-running fight against worker rights abuses at Cargill Turkey.

In April last year 14 workers were dismissed after they joined a union at the company’s starch and sugar factory in Bursa-Orhangazi – a Cargill facility where Turkish courts have confirmed a history of repeated firings for union activity. Cargill, it seems, does not want these workers to be represented by a union.

 In July, a court determined that the workers were all dismissed solely as a consequence of their union activity – confirming what the IUF and Turkish union Tekgıda-İş have claimed since Cargill brutally dismissed the 14 workers 16 months ago. Cargill has appealed the decision – and workers at Cargill Turkey are still waiting for their rights.

The BCTGM as a member of the IUF, joins with the entire
international labor movement in calling on Cargill to reinstate the 14 workers with full back pay. We are also urging the company to ensure that all workers at Cargill Turkey can freely exercise their right to join a union going forward.
Cargill has been repeatedly informed of these blatant rights violations by the IUF, however, has failed to take any action to remedy the abuses.

The BCTGM is fully committed to supporting global solidarity
efforts that advance human rights. The BCTGM together with the IUF and other affiliated unions will continue to take action until a positive resolution is achieved at Cargill-Turkey.




BCTGM Stands in Solidarity With The Cargill 14: BCTGM International Secretary-Treasurer Jethro Head and members of BCTGM Local 115G send solidarity wishes to the Turkish Cargill workers from the Cargill facility in Paris, Illinois.BCTGM Stands in Solidarity With The Cargill 14:





BCTGM International Secretary-Treasurer Jethro Head and members of BCTGM Local 115G send solidarity wishes to the Turkish Cargill workers from the Cargill facility in Paris, Illinois.








Know Your Weingarten Rights
01/21/2019 - 11:10am

Weingarten Rights-Your Right to Union RepresentationWeingarten Rights:

Your Right to Union Representation 

When your employer brings you in for a discussion that may lead to discipline, you have the right to have a steward or a member present if a steward is not available to witness the meeting. The key is that you must make the request to have someone present.

Your employer is not in violation of your Weingarten rights if they schedule the meeting with you without a steward present. It is always a good idea to ensure you have a witness to the conversation, and an even better idea to ensure that they are taking notes.

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