How many times at Canada Post have you heard this from your supervisor at work? With its Modern Post plan, Canada Post is now in “change” mode.  But one thing hasn’t changed, and that’s its habit of unilaterally deciding how you do your work. In fact, the Corporation is acting more and more as if the Union didn’t even exist, trying every way it can to bypass your representatives and talking directly to members in the workplace.

The job of the National Joint Health and Safety Committee (sometimes referred to as the “health and safety policy committee”) is described in section 134.1 of Part II of the Canada Labour Code. Among other things, it’s supposed to:

• participate in the development of health and safety policies and programs;
• participate in the development and monitoring of a program for the prevention of hazards in the work place that also provides for the education of employees in health and safety matters;
• participate in the development and monitoring of a program for the provision of personal protective equipment, clothing, devices or materials;
• participate in the planning of the implementation and in the implementation of changes that might affect occupational health and safety, including work processes and procedures.

Generally, this means that any change to work methods that affect health and safety, whether its mail delivery or sorting and forwarding mail, must be discussed by the National Joint Health and Safety Committee (NJHSC). This also applies to any new equipment introduced into the workplace, for example, forklifts, stands and sortation cases. Any protective equipment, like cleats or boots for Group 2 members, also has to be discussed by the NJHSC.

Now more than ever, we’re noticing how often Canada Post representatives are telling members “It’s all right, your union’s okay with it,” when in fact, it isn’t at all.

If you notice new equipment or work methods being implemented in your work place that might affect your health and safety, and the boss tells you “It’s all right, your union’s okay with it,” go see your union steward.  He or she is your contact with the union and can tell you or find out what’s really going on. And if you’re the steward, and the boss is giving you the same line, contact your local. Your local can then get in touch with the regional or national level of the union to set things straight.

We want to be able to give you the right information on any negative effect that new equipment or work methods might have on your health and safety. So when management tells you “Your union’s okay with it,” don’t take it at its word.  Knowing about something is one thing – agreeing with is quite another.