National Grievance File
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The Corporation is amending or intends to amend the criteria used for determining “business directs” and the monetary or other values that are provided for in the activity component of Appendix ’’A’’ of the collective agreement. In so doing, the Corporation is assigning a value not consistent with the activity component for certain types of business direct deliveries. The employer is making this change to working conditions in violation of the provisions of the collective agreement.
The Corporation is unilaterally amending the work method by adding a new function for RSMC use to scan the barcode on the Delivery Control Slip (DCS) with no amendment to the monetary or other values that are provided for in the activity component of Appendix “A” of the collective agreement. In so doing, the Corporation is not recognizing or compensating the new activity component in the Appendix “A”. The employer is making this change to working conditions in violation of the provisions of the collective agreement.
The Canadian Union of Postal Workers submits that the Corporation has failed to abide by Appendix “P” of the collective agreement by not maintaining the ratio of regular full-time hours in violation of paragraph 1 (b) of this Appendix.
Further, the Corporation failed to create and maintain the required number of regular full-time positions, as set out in paragraph 2 (d), to achieve, and then maintain, the aforementioned ratio.
The CUPW submits that this was a deliberate and calculated violation of the collective agreement by the employer intended to thwart the intent and spirit of Appendix “P” and clauses 39.02, 39.03 and 39.06 of the collective agreement.
The Canadian Union of Postal Workers submits that the Corporation has failed to abide by Appendix “P” of the collective agreement by not maintaining the ratio of regular full-time hours in violation of paragraph 1 (b) of this Appendix.
Further, the Corporation failed to create and maintain the required number of regular full-time positions, as set out in paragraph 2 (d), to achieve, and then maintain, the aforementioned ratio.
The CUPW submits that this was a deliberate and calculated violation of the collective agreement by the employer intended to thwart the intent and spirit of Appendix “P” and clauses 39.02, 39.03 and 39.06 of the collective agreement.
Canada Post advised the Canadian Union of Postal Workers that they were unilaterally cancelling the intake for the 2015 Apprenticeship program under Article 40 and Appendix T. The cancellation occurred very late in the process and with grossly inadequate evidence being provided to CUPW to justify this action and no meaningful consultation occurring to allow the parties to discuss the issue with the goal of preventing the cancellation from occurring.
In doing so Canada Post violated the collective agreement as any decisions to modify or cancel any part of the program need to be by consent and the deadline to cancel the 2015 intake had long passed.
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.
Canada Post has been organizing and holding meetings with some of CUPW’s members, in certain cities throughout the country, without the Union’s participation and consent, to discuss their working conditions.
This is being done in violation of Article 3 and other applicable provisions of the collective agreement and is viewed as attempting to destabilize the union at this critical period just in advance of negotiations.
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.
The Canadian Union of Postal Workers grieves that Canada Post has established a post office consisting of two installations that are greater than 40 km from each other. This is in violation of Article 6, 53 and applicable provisions of the collective agreement and the historic practice of the parties in the application of Article 6.05.
When an employee who is granted injury-on-duty leave with pay has top-up credits as defined in clause 20.08 of the collective agreement, the Corporation uses these top-up credits to make up the difference between 75% of the regular salary and the minimal amount the Corporation has to pay under the Government Employees Compensation Act and the applicable provincial legislation. In doing so, the Corporation is violating the provisions of the collective agreement and of the said acts.
Commercial Pickups
In restructuring the routes of motorized letter carriers who perform commercial pickup duties, the Corporation is violating the provisions of the collective agreement.
Specifically, contrary to the provisions of the collective agreement, and more specifically those of Chapters 7 and 16 of the LCRMS and Chapter 5 of the MSCWSS, the Corporation is failing, in the case of certain routes, to combine scheduled commercial pickups and on-demand commercial pickups within a daily delivery window.
Further, contrary to the provisions of the collective agreement, and more specifically those of Chapters 7 and 16 of the LCRMS and Chapter 5 of the MSCWSS, the Corporation is assigning on-demand commercial pickups to certain routes without assigning the scheduled commercial pick-ups to those same routes.
In addition, contrary to the provisions of the collective agreement and, more specifically, to those of Chapters 7 and 16 of the LCRMS and Chapter 5 of the MSCWSS, the Corporation is not evaluating the service time allowance for on-demand commercial pickups using data from a 12-month volume base (excluding July, August and December) obtained from the “PICK” system, but is only using data from the two-week sampling.
Further, contrary to the provisions of the collective agreement and, more specifically, to those of Chapters 7 and 16 of the LCRMS and Chapter 5 of the MSCWSS, the Corporation, in the case of some routes, is determining time values for on-demand commercial pickups based on pickup time data for the entire installation, rather than data from the route.
Finally, contrary to the provisions of the collective agreement and, more specifically, to those of Chapters 7 and 16 of the LCRMS and Chapter 5 of the MSCWSS, the Corporation, in the case of certain routes, is not allocating unscheduled working time.