Today we received the first global offers from Canada Post Corporation for the Urban and RSMC units. By refusing to establish an hourly rate of pay and provide equity with urban workers, the offer does not meet the most basic requirements for RSMCs. For urban workers there are significant rollbacks, no real improvements, and sub-inflation wage increases.
Major proposals of CPC are as follows. More detailed explanations will be provided by CUPW in future bulletins.
Urban: Four-year agreement. 0% in the first year. 1.0% in each of the next three years. Lump sum payment of $1200.00 for full-time, $600.00 for part-time and $300.00 for eligible temporary employees. Cost of living allowance to become effective if inflation is more than 8% during the final three years of the contract.
VHE-9, MAM-10, MAM-11 and EL-5 employees to receive a one-time adjustment of $0.50 per hour effective January 1, 2017. This adjustment to be reduced by $0.05 for each year employees are below the maximum pay scale.
RSMC: No hourly wage. Addition of new activity values and increases to existing activity values and conditional increases to per-piece payments. Changes in driving time. Reduction in sorting value for sequenced mail. No lump sum. No cost of living allowance. Thousands of routes will lose compensation.
RSMC: No job security protection.
Urban: Employees hired as a regular employee prior to the date of signing eligible for
40 KM protection once they have five years of service. Employees hired on or after the date of signing require ten years of service to obtain 40 KM protection. This offer of job security is conditional on CPC obtaining the right not to fill vacant positions.
Urban and RSMC: No change in pension for current employees. Defined Contribution pension for all future regular employees hired on or after the date of signing.
RSMC: No retiree benefits
Urban: Contribution rate for medical portion of EHCP to increase from 35% to 50% for employees retiring on or after January 1, 2018.
Urban: Maximum for major dental expenses to increase from $1,500.00 to $2,000.00. Dental fee guide of the previous year shall apply on April 1st each year.
RSMC: Maximum for major dental expenses to increase from $1,500.00 to $2,000.00. Dental fee guide of the previous year shall apply on January 1st each year.
RSMC and Urban: Physiotherapy coverage will be reduced from unlimited to a maximum of $1250.00 per year effective January 1, 2017. Hearing aid coverage increase to $1,000.00. Out-of-country travel insurance to increase from $100,000.00 to $250,000.00. RSMCs to receive the same coverage as Urban for all paramedical services (acupuncturists, chiropractors, electrologists, massage therapists, midwives, naturopaths, osteopaths, physiotherapists, podiatrists, chiropodists, psychologists/social workers, speech therapists and speech language pathologists) effective January 1, 2017.
Urban: Eliminate the paid wash-up time.
RSMC: No wash-up time.
RSMC: No details of the Plan are included in the collective agreement.
Urban: CPC rejects CUPW proposal to reinstate sick leave plan. Instead they propose the following: All recovery of overpayments to be made at 10% of employee’s pay in each pay period. If required documentation is received within 14 days there will be no interruption in pay. If submitted later and claim is approved employee to be eligible for benefits from the date of initial absence. If no agreement on the choice of independent medical practitioner then parties at the national level alternate selection.
Urban and RSMC: GPS shall not be used to impose discipline. Pre-established time scales for the execution of tasks in Groups 3 and 4, such as Maximo, also shall not be used for discipline. (This provision is agreed)
Urban and RSMC: The allotment of personal days shall be July 1st of each year. Transition language provides for no loss.
Only time as an On Call Relief (OCRE) shall be recognized for seniority purposes once an OCRE becomes a route holder or obtains a permanent relief position. No change for time worked prior to January 1, 2004.
Vacant routes and permanent relief positions will first be offered by seniority to employees within 75 km and then offered by seniority to any other route holder or permanent relief employee who has applied.
Provides a model for seven (7) day parcel delivery operation including weekends, mornings and evenings. Includes a new job title and job description for Part-Time Delivery Relief Employee.
Provides for flexibility when the number of parcels exceeds the capacity of the model. For all locations provides for an overtime rate of time and a half instead of double time.
Use of Temporary employees from November 1st to February 15, to deliver parcels without offering overtime to regular Group 2 employees.
An overtime rate of time and a half instead of double time for 15 weekends during the year in addition to the peak period of November 1st to February 15.
Eliminate provision requiring equitable allocation of weekend work. Eliminate apprenticeship program and replace it with scholarship fund with no guarantee of pay during training.
Reduce the full-time ratio from 78% to 72% over the life of the collective agreement. Exclude November and December from the calculation. By maintaining the current adjustment factor and excluding November and December CPC could operate at an effective full-time ratio of 62%.
A conversion formula to be introduced to create full-time positions in installations once a part-time employee has surpassed a specified number of hours. Likewise part-time positions will be created when the hours of a temporary employee are at a minimum of 20 hours per week for 46 weeks during a year.
When there is a lack of work for temporary employees in Group 1 the hours of assignment shall be reduced by reverse order of seniority.
The proportion of part-time employees at the wickets to be increased from 10% to 30%.
Eliminate protection of the 493 Corporate Offices permitting CPC to close all corporate retail facilities.
Urban: Unpaid compassionate care leave to be increased to 28 weeks.
RSMC: No provision in the collective agreement.
Urban: Reduce 8 hours in-class health and safety training to 2 hours classroom and
1.5 hours digital training. Increase human rights training from 4 hours to 5.5 hours.
RSMC: No specific time provisions for health and safety or human rights training in the collective agreement.
Urban: Changes to the sizes and weights of householder mail. Increase in the time allowances. Changes in the per-piece payments, including increases and decreases. Overall gain for the bargaining unit. (We have a conditional agreement with CPC on this issue).
RSMC: No change.
Effective the first pay in 2018 the pay calendar for full-time employees will be reset to pay employees two weeks in arrears. A one-time advance of two weeks’ pay will be made to ensure there is no interruption of pay. Employees shall reimburse this pay advance when they receive their final pay. This system is already in effect for part-time and temporary urban employees and RSMCs.
Urban: Employees hired after the date of signing, will be entitled to less vacation leave and no pre-retirement leave.
CPC wants to eliminate Appendix “T” which promotes new services including contracting-in of work.
CPC wants a joint committee to promote a positive working relationship. There is a condition that the union representatives would be required to believe in the importance of the committee.
Your Negotiating Committee Remains Determined.
Despite the obvious inadequacy of this offer, we remain determined to negotiate a collective agreement which meets the needs of all postal workers. With your support we can do it.