The Canadian Union of Postal Workers supports the students of Québec in their struggle for accessible and affordable education for all. We join people across the country in condemning the shameful and disgusting legislation brought against the striking students by the Charest government. This legislation shows that they do not respect basic human rights. They are unfit to govern free people.

Postal workers also recently faced such an unjust law. Last summer, the federal government’s back-to-work legislation stripped us of our right to strike and threatened us with similarly punitive measures if we did not comply. We applaud the courage of the students and pledge the solidarity of thousands of postal workers.

Here is a media release by the National Chairperson of the Canadian Federation of Students.

Students condemn Charest’s abuse of power and affront to basic rights

RSMC Work Under a Work Measurement System

The system is identified as the Route Management System (RMS). It is to be used during all restructuring under article 11; except clause 11.02 when only one route is affected.

The time values are listed below.

As one can see from the delivery time values for RMB at 16.8 seconds vs CMB at 8.4 seconds, we lose time, money and jobs every time Canada Post converts RMB delivery to centralized delivery. We also lose kilometres and vehicle stop times.

The restructure process includes the obligation of CPC to negotiate remuneration with the national union. This process is described in Article 11 of the RSMC collective agreement (CA) and is the mandate of the Transition Committee. The union negotiates the value for these changes based on an equal principle of hourly rate. To determine the hourly rate, the parties determine a base wage.

Another aspect of a restructure is the application of 34.03 (c) giving the parties an opportunity, when a new route is created, to redistribute the annual pay to routes with less compensation in the installation.

The RMS time values must be used during route restructures that impact more than one route; and appendix A per piece payments can only be used when only one route is impacted as per clauses 11.02 and 33.03.

If management is using appendix A per piece payments when more than one route is impacted grievances must be filed.

Fill Out the Workplace Violence Survey

Dear Sisters/Brothers:

This bulletin is to advise all RSMC and Urban members about employer intimidation tactics when members file complaints about workplace violence.

If you decide to file an official complaint about workplace violence or harassment, CPC may hand you a ‘Confidentiality Agreement’ to sign. This document asks complainants to keep confidential everything that is said during a meeting with an employer representative regarding the matter. The confidentiality also applies to your union representative who accompanies you. Signing this document could lead to disciplinary measures, up to and including discharge. See the bottom of this bulletin for the type of wording it uses.

Do not sign your rights away! The Union strongly advises you NOT to sign this statement and asks that you talk to your Local representatives immediately.

On March 8^th, the Union filed a national complaint with Human Resources and Skills Development Canada (HRSDC) under Section XX of the Occupational Health and Safety Regulations. Under Section XX, the employer is obliged to take measures to prevent workplace violence, defined as “any action, conduct, threat or gesture of a person towards an employee in their work place that can reasonably be expected to cause harm, injury or illness to that employee.”

We filed this complaint because Canada Post has been unilaterally deciding what measures against workplace violence it will take, without proper consultation with the appropriate committees and without proper training. We are not getting enough input or information.

Because your Union wants to make sure that our voices get heard when we speak out against workplace violence, an anonymous survey is being circulated to all Local Presidents for distribution. Please take a moment to fill out this short survey, seal it in an envelope and return it to your Local.

Your participation in this survey will help us to confront the employer and show CPC that postal workers will not be silenced when it comes to our right to a healthy, safe and violence-free workplace.

CONFIDENTIALITY AGREEMENT*

By signing below, I confirm having been advised that I must maintain the confidentiality of everything that is brought up at the meeting with ______. I understand that maintaining confidentiality includes not only the purpose of the discussion, but also the specific questions I am asked. I also recognize that failure to maintain confidentiality could subject me to disciplinary sanctions, up to and including discharge.

If, following the meeting, I am aware that I have already discussed the matter in question with someone, I will provide the particulars of such discussion to ______ (management representative).

I was reminded of my right to be accompanied by a representative at this meeting. If I chose to attend this meeting by myself, it means that I have waived this right. If my union representative is present, it means that by signing below, he or she also agrees to be covered by the above-mentioned terms of confidentiality.

On May 11, 2012 the Federal Court of Canada ordered a stay of proceedings in the final offer interest arbitration for urban postal workers. Federal Court, Judge François Lemieux, ordered the arbitrator, Guy Dufort, to stay the interest arbitration proceedings until the Federal Court has rendered its final decision on CUPW’s application for judicial review of Labour Minister Raitt’s appointment of Dufort. CUPW is challenging the appointment on the basis that he is involved with the Federal Conservative Party and that he had been previously employed by Canada Post for several years and was heavily involved in the PSAC/CPC pay equity case. The judicial review is scheduled to be heard by the Federal Court on July 25, 2012.

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