Roll-Backs, Lockout, Benefit Cuts, and Now They are Happy to See Us

June 28, 2011 - 18:45

Urban Postal Unit Negotiations (2011) / Bulletin

Negotiations Bulletin no. 78

After 12 days of one-day rotating strikes and 13 days of a full-scale national lockout, CPC CEO Deepak Chopra and CPC Chief Operating Officer Jacques Côté are happy to see us. Or so they say in their latest message to employees. Chopra and Côté claim to know that this has been a "very difficult and stressful time" for us and our families. They should know, they did everything possible to make it difficult and stressful.

First, they came with a massive program of rollbacks including the elimination of top-up pay for injured workers, an attack on retiree benefits and the elimination of our sick leave plan. Then, after we had no choice but to issue our 72-hour strike notice, they cut off all drug benefit coverage for everyone including workers on disability insurance. Then, after a period of one-day rotating strikes, they initiated a national lockout to provoke the Harper government to attack our rights with back-to-work legislation. Yes, they have been very successful in making this time difficult and stressful for us.

Change in Delivery Policy Delays Resumption of Mail Delivery

Not content to attack postal workers, CPC has also initiated a change in delivery policy which will adversely affect the public. In Montreal, Windsor, Hamilton, Scarborough and Kitchener and many other locations, letter carriers reporting for duty were instructed to return all their undelivered mail to their originating office after eight hours of work. This new policy will further hold up mail delivery, which was shut down by Canada Post on June 15^th.

Time for Truth and Responsibility

It is time that senior management of Canada Post admits that their entire negotiations strategy was a complete and utter failure. From the beginning they made demands for rollbacks that no union could agree to. Their refusal to accept CUPW's offer to return to work and their decision to initiate a national lock-out has cost CPC millions of dollars and many parcel delivery contracts. They issued public statements that distorted our bargaining positions and lied about the costs of our demands. Their decision to cut off drug benefits to all workers including those on sick leave and disability insurance caused enormous hardship and stress. Now they say they are happy to see us back at work so we can make them more profits. It is time they started telling the truth. It is time they take responsibility for their actions.

In solidarity,

Denis Lemelin
National President and Chief Negotiator

June 26, 2011 - 20:45

Strike / Negotiations Alert

Bill C-6 was passed today by the Senate and was given Royal Assent at 8:30 p.m. EDT. This means that the law comes into effect 24 hours later at 8:30 p.m. Monday, June 27, 2011.

All members who would not normally be at work at this time should report for their next shift.

All members who would normally be at work at 8:30 p.m. EDT, should report to work at the normal starting time for their shift. CPC has made a commitment that the collective agreement will apply for the entire shift.

All members should contact their local executive, or picket captain, to learn about any back-to-work activities that may be planned.

Postal Workers Can Be Very Proud

All CUPW members can go back to work with our heads held high. Throughout this struggle, we showed unprecedented strength, solidarity, determination and courage.

Just as we were united on the picket lines, we need to be united and strong when we are back in the workplace. We need to send a strong message to Canada Post that the lockout was wrong, and that their reliance on legislation is shameful.

We need to support our shop stewards and local union representatives who will be on the front line in our struggles with management.

The Struggle Continues.

June 12, 2011 - 19:05

Strike / Negotiations Alert

At 10:00 p.m. EDT, the following locals will commence 24-hour strike action. These locals were chosen to highlight the negative impact of unnecessary service cutbacks introduced by Canada Post Corporation.

Breton, NS (Sydney, North Sydney, Sydney Mines, New Waterford and Glace Bay)
Fredericton, NB
Mauricie, QC
Sherbrooke, QC
Corner Brook, NL
Cornwall, ON
Windsor, ON
Niagara Falls, ON
Regina, SK
Nanaimo, BC (10:00 p.m. local time).

Tonight, the Red Deer local will return to work ending its 48-hour walkout

June 11, 2011 - 16:35

Strike / Negotiations Alert

Red Deer CUPW members remain on strike. Reports indicate good public support.

Meetings Continue

Last night and today, meetings continued with the participation of both chief negotiators and the mediator. Issues discussed included Group 2 work methods and the methodology used in costing the wage proposals.

CPC Continues to Reject CUPW's Offer to Suspend Strike, Provided Contract in Effect

CPC has refused to comply with the Labour Minister's request to provide five-day delivery and has rejected CUPW's offer to suspend our strike, provided the collective agreement is put back into force.

CPC Moving Backwards Quickly

Last night, CPC issued a statement claiming that the Union wanted to "start over" negotiations. The recent record shows clearly it is CPC management who is trying to start over from the beginning. In the past few days, CPC has withdrawn the following proposals they had previously tabled:

Calculation of bar charts
Heavy duty truck mechanics
Mechanism to convert group 1 part-time hours into full-time positions
(900 hours averaged over 30 weeks)
Time values for admail
Joint study of banking and financial services

NEB Planning Strategy

The National Executive Board is in Ottawa and will be meeting to plan our strategy

May 30, 2011 Bulletin No. 53

YOUR RIGHTS UNDER THE CANADA LABOUR CODE

CUPW has served the 72-hour strike notice

required under the Canada Labour Code.

Canada Post’s response was to inform

CUPW that the terms and conditions have

changed for Urban Operations members.

According to CPC the Urban Operations

Collective Agreement will no longer be in

full force and effect, and therefore members

including temporary workers, will be

covered by the Canada Labour Code. We

have notified CPC that we disagree with

their position and believe the collective

agreement continues to apply. However

members should know their rights under the

Code.

The Canada Labour Code contains the

following rights:

Hours of Work: The definition of a work

day and work week is the same as the

collective agreement 8 hours a day and

40 hours per week. Hours worked in excess

of 40 hours per week shall be paid at a rate

of not less than one and one-half times the

regular rate of pay. No employee shall be

required to work more than 48 hours per

week.

Days of Rest: The Canada Labour Code

provides for at least one full day of rest per

week.

Dismissal/ Termination of Employment:

CPC can terminate you for just cause,

without notice. If this happens you will

need to file a grievance and talk with your

Local union representative about other

options. One of these options is to file a

complaint to Labour Canada under

Section 240 of the Canada Labour Code

for unjust dismissal. Your Local will assist

you with the filing of a complaint.

Sick Leave: The Canada Labour Code

provides protection against dismissal, layoff

or suspension because of an absence

due to illness or injury. You are protected

for absences not exceeding 12 weeks. The

Employer will require you to provide a

medical certificate after you have returned

to work.

Layoffs: Under the Canada Labour Code

you could be laid off due to lack of work. If

this happens, please contact a member of

your Local Executive who will contact

strike headquarters immediately.

Bulletin no 425 2

May 30, 2011

Sexual Harassment: It is prohibited under

the Canada Labour Code. Other forms of

discrimination are prohibited by the

Canadian Human Rights Act.

Health and Safety: You have the right to

know about known or foreseeable hazards

in the work place and to be provided with

the information, instruction, training and

supervision necessary to protect your health

and safety.

Right to refuse: You have the right to

refuse dangerous work if you have

reasonable cause to believe that the use or

operation of a machine or thing presents a

danger to you or a co-worker; or that a

condition exists at work that presents a

danger to him or herself. In order to be

protected by the Code when exercising this

right, you must follow the proper

procedure. Please talk to your shop steward

or health and safety representative about the

procedure.

Reporting pay: The employer shall pay a

minimum of 3 hours of regular pay to any

employee reporting to work, at the request

of the employer, even if there is no work to

perform.

Statutory holidays: Employees are entitled

to 9 paid statutory holidays per year; the

next statutory holiday will be Canada Day.

Bereavement leave: When a member of

your immediate family dies, you are

entitled to paid leave for any scheduled

working day that falls within the three-day

period immediately following the day when

the death occurred.

Maternity Leave: You are entitled to up to

17 weeks of maternity leave if you have

completed six consecutive months of

continuous employment. You can take this

leave any time during the period that begins

11 weeks before the expected date of

delivery and ends 17 weeks after the actual

delivery date.

Parental leave: Up to 37 weeks that can be

shared between parents.

Compassionate care leave: Up to 8 weeks.

CUPW is advising all Urban Operations

bargaining unit members to continue to file

grievances for violations of the Collective

Agreement as if it were in effect.

The RSMC Collective Agreement will

continue to be in full force and effect.

It is important that we understand our rights

under the Canada Labour Code. If there is

something that you are unsure of, contact

your local union.

As the employer provokes members on the

work floor, it is essential that we stand

together and exhibit discipline. Don’t take

the employer’s “bait”.

The struggle continues.

Denis Lemelin

National President and Chief Negotiator

2008-2011 - Bulletin No. 425

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out by signing up for the eDigest: cupw.ca/edigest

dn cope225

May 30, 2011 - 10:00

Urban Postal Unit Negotiations (2011) / Media Release

For Immediate Release

The Canadian Union of Postal Workers (CUPW) has made a final offer to Canada Post in
the hopes of negotiating a settlement.

The offer includes several important amendments and clarifications to our positions and we are confident this offer can be accepted by CPC as the basis of a settlement.

CUPW has also given the notice, required by the Canada Labour Code, of its intent to strike if there is no settlement flowing from its final offer. The union will be in a legal position to strike on Thursday, June 2, 2011, at 11:59 p.m. EDT. The union said the notice puts pressure on Canada Post to actually negotiate.

“Striking is our only real bargaining lever with Canada Post and we have concluded that we must give notice that we are willing to use our legal right to strike to get a decent contract that meets the needs of our members and preserves public postal service,” said CUPW National President Denis Lemelin.

“After seven months of negotiations, Canada Post continues to demand major concessions, including unsafe work methods, a 22 per cent wage reduction for new hires and the elimination of a sick leave plan that members have had for over 40 years,” said Lemelin.

“Canada Post’s intransigence at the bargaining table has left the union with little choice but to accept unsafe and unfair conditions or strike. But we hope it won’t come to that.”

Lemelin said the union is willing to bargain right up to the strike deadline to get a contract based on its final offer, which means that a work disruption could still be averted even though the union has given notice of its intent to strike.

The Canadian Union of Postal Workers represents 48,000 members in its urban operations bargaining unit, including full-time, part-time, and temporary workers. It also represents another 7000 rural and suburban mail carriers at Canada Post who are part of another bargaining unit.

May 11, 2011 - 15:45

Urban Postal Unit Negotiations (2011) / Bulletin

Negotiations Bulletin no. 39

Following the announcement of the results of the strike vote, the negotiations have picked up the pace. While there are no major breakthroughs to report, there has been some movement on several issues and no movement on others.

No Movement on Sick Leave

Canada Post continues to demand the elimination of our sick leave benefit and its replacement with a short term disability plan (STDP) administered by Manulife. CUPW’s bargaining committee has made it clear to the Employer that our sick leave plan is satisfactory and we will not agree to the STDP.

Wages, Benefits and New Hires

The employer continues to demand a drastic reduction in wages, reduced benefits, and inferior job security for all new employees hired after the date of signing. (Not including current temporary employees). However, on the issue of pensions of future employees, CPC has shifted its emphasis from a defined contribution plan and is now focused on a proposal that would provide full indexation of benefits, but would also reduce the early retirement provisions of the plan for future employees. For all employees, CPC has dropped its demand to increase the CTI from 3% to 3.5%. CPC is maintaining its demand for the elimination of the 7^th week of vacation for everyone not currently eligible for this benefit and their demand for a reduction of injury-on-duty pay from 100% to 75% of pay.

Internal Staffing

The parties are discussing a comprehensive approach to internal staffing that would update the provisions in the current ratio and also provide mechanisms to guarantee the creation of positions when temporary employees work 1,000 or more hours during a 12-month period and when part‑time employees work at least 30 hours per week for a 30-week period.

External Workers

We are discussing improvements that can be made to Appendices “V” and “CC” that govern the letter carrier and MSC work measurement systems, as well as changes to the bar charts.

Stay Involved: Make Your Voice Heard

The strong strike vote with the very large turnout of members certainly got the attention of CPC management. Your negotiating committee is determined to obtain a collective agreement that meets the needs of postal workers. Keep putting pressure on the employer. Stay active and participate in all of the union’s activities. Show management where you stand!

The struggle continues.

In solidarity,

Denis Lemelin
National President and Chief Negotiator

February 15, 2011 - 14:00

Urban Postal Unit Negotiations (2011) / Bulletin

Negotiations Bulletin no. 17

Starting on Tuesday, February 22, 2011 the negotiating committees will begin intensive negotiations at a hotel in Ottawa. The decision to enter into intensive negotiations was taken after a week when CPC finally started to address some of the union’s preoccupations. Although there have been no major breakthroughs there has been indications of potential movement. With little more than two months remaining until the parties obtain the right to strike and lockout the union's negotiating committee is determined to do everything possible to negotiate a collective agreement that meets our needs.

Moving negotiations to the hotel, instead of continuing at CPC headquarters, will enable us to focus our energies, hold more meetings, both internally and with the employer and also increase our contact with the conciliator who will also be working out of the hotel.

The Employer Is Watching You

In negotiations the employer representatives may be talking to your negotiating committee but they are also closely watching and listening to the membership so they can evaluate the strength of the membership and the support for the union's demands. Negotiations are about power. Even the best prepared and most capable union negotiating committee cannot do it on their own. They need you to convince the employer to take us seriously.

Show Them Where You Stand

There are many ways you can play a role in the current negotiations.

Participate in your local activities during the union's upcoming Day of Action.
Read the union's communications and talk to your fellow members.
If, as expected, we have to conduct a strike vote in early April, attend the meeting and encourage all of your co-workers to do likewise.
If you have any questions or concerns be sure to ask your shop steward or local executive. An informed membership is a strong membership.
Send your Negotiating Committee a message of support.

Let's stick together and obtain a contract that provides respect, equality and a share of the benefits of automation.

In solidarity,

Denis Lemelin
National President and Chief Negotiator

January 2011 Updates

Questions CPC dares not to ask ...

1.	Asma has 147 days of sick leave credits. In February she is sick and off work for eight days. She uses up all of her seven personal days and one day of Short Term Disability which is “topped up” to 100% pay. In November she is sick again for three days. How much pay will she receive for the three days she is off work? a) Three days at 70% b) Three days topped up to 100% c) Nothing
2.	On what grounds can an employee be refused pay under the Short Term Disability Program? Not providing required forms within 14 days. Not maintaining direct contact with the Manulife case manager. Not engaging in active evidence based treatment. Not participating in a graduated return to work program when requested by Manulife. Not participating in an independent medical evaluation (IME) or functional abilities evaluation (FAE) when requested by Manulife. Any of the above.
3.	CPC says “how the personal days are used is up to each employee”. For non urgent use, does this really mean: Your request can be refused by management due to operational requirements. You have to submit your request in writing. You have to make your request three days in advance. All of the above.
4.	Under the STD, employees will have to pay back to CPC their borrowed sick leave. How many employees will be required to immediately begin to repay CPC for their borrowed sick leave credits? a) 150 b) 540 c) 1,200 d) 4,000
5.	CPC estimates it will save millions of dollars as a result of the Short Term Disability Program. Where will the savings come from? Employees going to work when they are sick. Employees only receiving 70% of wages. Claims being denied by Manulife. Employees not being eligible because they are not off on sick leave for eight consecutive days. Manulife ordering employees to return to work before they should. All of the above. None of the above.
6.	CPC says healthy people are needed at work. So why are they trying to force unhealthy people to come to work and infect others? All they care about is profits. They believe that CUPW members are always faking their illnesses. They believe employees’ doctors fraudulently authorize certified sick leave. All of the above. None of the above.
7.	True or false. The use of casual sick leave by CUPW members is lower now than at any time during the past four years. a) True b) False
8.	True or false. During the past four years, the amount of time off per employee as a result of injury on duty went up twice as much as the amount of sick leave per employee. a) True b) False
9.	Asma has 147 days of sick leave credits. How much money will she receive from CPC as Recognition Payments? a) $3,000.00 b) $2,000.00 c) $500.00 d) $1,200.00 e) $100.00 f) Nothing
10.	What % of CUPW members will not receive any Recognition Payment from CPC as part of the Short Term Disability Program? a) 40.2% b) 62.5% c) 33.5% d) 74.1%

More to come.

The struggle continues.

November 19, 2010 - 16:00

Urban Postal Unit Negotiations (2011) / Bulletin

Urban Negotiations 2010-2011/7

As you already know, this round of negotiations is based on three major principles: respect, equality and sharing the benefits of new technologies. Let’s talk about the principle of equality. In our Program of Demands, we say we are totally opposed to creating two kinds of workers: those who have rights, and those who don’t.

A Two-Tier System

A lot of employers are exploiting the current economic and financial crises to negotiate “two-tier” systems. Canada Post wants to do the same. So it’s really important for us to know what a two-tier system means. This is the definition of the two-tier system Canada Post wants to create:

A system where new employees will permanently
have sub‑standard working conditions,
based on the date they are hired.

Just Imagine

Right now, all urban unit members know their rights and obligations under the collective agreement. But imagine someone hired later on coming to work beside you. That person will not get the same pay, the same benefits or the same pension plan as you for as long as he or she works at Canada ost – all the while knowing that the cost of living is the same for everyone.

That’s the real meaning of “Divide and conquer.” We can’t agree to such a system.

Two-Tier Systems Go Against Union Principles

Creating two classes of workers violates our union principles. It also goes against “Equal pay for equal work.” It also discriminates against new employees, including young workers. We know the long-term impact: wages and working conditions will get worse for everyone. It amounts to a cheap labour policy.

A two-tier system also violates the principle of union solidarity. We are negotiating a collective agreement, not individual contracts.

The Fight For Full Equality

We’ve been very clear in meetings with the employer: this is not the way to go and is out of the question. We insist on full equality for all workers at Canada Post, both for those who are there now and those who will be in the future. Canada Post should understand this once and for all.

The Struggle continues.

In solidarity,

Denis Lemelin
National President and Chief Negotiator