National Grievance File

The Canadian Union of Postal Workers grieves that the Corporation, through the actions of certain representatives and through the issuance of various publications, including but not limited to the October 3, 2003 issue of Internal News and the October/November issue of Performance, is in violation of articles 3, 14, 33, 48, appendix 19 (BB) and other applicable articles and appendices of the collective agreement.

The Canadian Union of Postal Workers grieves that the employer is in violation of Appendix "E" and other portions of the RSMC collective agreement in that its representatives on the Transition Committee have failed to meet their obligations under Appendix "E".

On or about February 27, 2008, the Union was informed that the employer is implementing a policy/directive entitled “Managing Medical Certificates” by Manulife Financial. This policy/directive violates the provisions of the collective agreement, more specifically Article 10.

The Board of Directors of the Canada Post Corporation (the “Board”) has decided not to pay the Corporate Team Incentive (CTI) to all employees in the Urban Operations Bargaining Unit. The Board’s decision violates Article 5 and other provisions of the collective agreement, as well as relevant legislation.

On Thursday, April 9, 2009, the Union learned through its members that the employer had given employees of the rural and suburban mail carriers (RSMC) unit a $50 gift card. The employer did this in such a way as to avoid consulting the Union. As a result, Canada Post has violated the RSMC collective agreement, and, specifically but not exclusively, Articles 3 and 7 of the RSMC collective agreement

The Canada Post Corporation (CPC) is organizing meetings with the employees during working hours. At these meetings, the employer is encouraging discussions and is discussing working conditions with the employees in the bargaining unit. The employer is violating Article 3 and others of the collective agreement as well as the relevant legislation.

CUPW grieves that on or about July 13, 2009 and ongoing in Halifax, the Corporation interfered in the representation of employees by CUPW and violated the provisions of clauses 3.01, 3.02, 3.04, 5.01, and others of the Collective Agreement and the provisions of the Canada Labour Code in denying the President of the Nova Local, Lori Stacey, access to the Halifax Metro Postal Plant. In addition, the interference by the Corporation in the representation of employees is also in violation of previous and binding arbitral awards between the parties.

On February 18, 2010, John Thomas, CPC Manager, Labour Relations, in Ottawa, informed the Union that the Corporation did not intend to return to the financial cap the amounts deducted for a hand sanitizer provided to Rural and Suburban Mail Carriers in 2009 to help prevent the H1N1 virus, as well as the seasonal flu. The employer has violated the collective agreement.

Following several meetings between the parties, the employer informed the Union on or about February 9, 2015 of an erroneous definition/interpretation it intended to apply to the Short-Term Disability Insurance Plan (STDP) in relation to the definitions of accident and hospitalization when applying Article 17 of the collective agreement.

Furthermore, as part of the final appeal process, the employer is imposing a time limit on the union representatives for submitting their arguments at the final level on behalf of an employee, failing which the employer is instructing the independent medical physician to render his or her decision without the Union’s input or arguments.

The Canadian Union of Postal Workers grieves the employer’s violation of Article 30, Appendix N and all other applicable articles and appendices of the collective agreement.

The employer’s long term disability management provider, Sun Life, advised the union that, as of September 1, 2015 there would be charges levied against the union and/or its members for “Access to Personal Information Requests.” This constitutes a change of practice that was not implemented uniformly and changes the access and appeal process agreed to by the parties in the collective agreement, which is a violation.

On or about February 18, 2016, CUPW was informed that the Canada Post Corporation has been failing to abide by its obligation under Article 12 of the collective agreement by having a higher number of part-time positions than allowed in the wicket/counter sections of urban offices. This constitutes a violation of the collective agreement, which is prejudicial to the Union and the employees.