National Grievance File

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.

The Canada Post Corporation (CPC) is violating the provisions of the collective agreement by not including, in its route assessments, the preparation of oversize householders, pick-up at relay boxes and mail processing.

In a letter dated March 9, 2009, which was received by the Union on March 11, 2009, the employer advised the Union that it intended to amend the collective agreement and the current practice in relation to the boot allowance for employees of the Rural and Suburban Mail Carriers’ (RSMC) unit, as set out in clause 24.03 of the RSMC collective agreement. The employer has decided to stop paying the boot allowance to employees who have been inactive for a year. This constitutes a violation of the collective agreement.

The employer informed the Union that it was implementing a “Frequently Injured Employee Process,” commencing in April 2009. This employer program is a violation of the collective agreement.

The employer informed the Union that it was implementing a “Frequently Injured Employee Process,” commencing in April 2009. This employer program is a violation of the collective agreement.

The employer is violating the provisions of the Collective Agreement when maintaining that the allowance for the pilot project on right-hand drive (RHD) vehicles and all related training costs will be charged to the financial cap.

Canada Post is failing to abide by the commitment it made to the Union in a letter dated September 30, 2003 sent by Mary Traversy to Lynn Bue. The Union notes that the employer is violating the collective agreement by failing to remit the householder delivery payment to letter carriers on each pay and, accordingly, to include it in the itemized statement of income and deductions.

Although the employer recognizes the need for a more effective way of understanding the hours worked by its employees, it refuses to consider the best means of collecting and using the available information. In so doing, the employer is violating the provisions of the Collective Agreement.

Annual RSMC compensation currently comprises the employees’ wages as such on the one hand and vehicle expenses on the other hand. The employer has advised the union that as part of its implementation of a bi-weekly pay system, wages will be paid with a two-week time lag. This is contrary to established practice and will result in changing the employees’ annual revenue. The employer is violating the provisions of the collective agreement and the Canada Labour Code.

The employer has failed to abide by the collective agreement by obstructing the right of its employees to apply on an informed basis for vacant positions in a postal installation within a 50-kilometre radius of their current postal installation. The information indicated on the posting of vacant routes is incomplete and does not enable employees to make an informed decision, and they may suffer adverse effects as a result. Furthermore, the employer is not posting vacant routes in all of its postal installations and is only posting these on the internet or Intr@post. The employer is therefore failing in its contractual obligations.

The Canadian Union of Postal Workers finds that the Corporation has failed to abide by Appendix “P” of the collective agreement by not maintaining the ratio of regular full-time employees at 78 %, in violation of paragraph 1 (b) of this Appendix, and by not creating the required number of regular full-time employees, as set out in paragraph 2 (d). Without limiting the generality of the foregoing, CUPW further submits that the employer calculated the adjustment rate and the adjustment factor as described in sub-paragraphs 1 a) v) and vi) incorrectly and in a manner inconsistent with past practice and inconsistent with representations made to the Union in past rounds of bargaining when the Appendix P ratio was negotiated and renewed. CUPW maintains that these are deliberate violations of the collective agreement. The Corporation’s actions also violate clauses 39.02, 39.03 and 39.06 of the collective agreement.

In a letter dated December 31, 2008, the employer informed the Union that it doesn’t intend to reimburse CUPW for all expense claims submitted to Canada Post. The employer is refusing to reimburse the Union for all expenses incurred in relation to the work and activities of the union members of the Transition Committee, in accordance with Article 34 and others of the collective agreement, as well as all related agreements and/or policies. The employer is violating the provisions of the collective agreement and related agreements.