Use of OCREs in MUCs

In the last round of bargaining, a major improvement was incorporated into Appendix “E” of the RSMC collective agreement concerning the use of on call relief employees (OCREs) in major urban centres (MUCs).

This change requires CPC to use OCREs in major urban centres to cover all RSMC absences that are recognized under the collective agreement.

OCREs to be used to cover any leave recognized under the collective agreement

Paragraph 5 of Appendix “E” states the following: “As soon as possible, but by no later than July 1, 2009, the Corporation agrees to utilize on call relief employees to cover all types of leave recognized under the collective agreement for employees in the following major urban centres.” [emphasis added]

The names of the 21 major urban centres are listed in paragraph 5(a).  All the postal installations where RSMCs will be entitled to use OCREs to cover any leave that is recognized under the collective agreement are listed on the back of this bulletin.

Creation of new OCRE positions in the MUCs

CPC has ignored the actual needs of RSMCs and unilaterally created 258 new OCRE positions nationally (see update on positions allocated as of March 27, 2009). These positions will be allocated throughout the postal installations included in the MUCs.

On July 26, 2006, when we introduced the first 300 OCRE positions provided for under paragraphs 1, 2 and 3 of Appendix “E”, the Transition Committee agreed, with both CUPW and CPC approval, to develop criteria for determining the number of OCREs required to cover all annual leave and other RSMC absences set out in the collective agreement. The following criteria was developed:

• 6 to 9 RSMCs = 1 OCRE
• 10 to 21 RSMCs = 2 OCREs
• 22 to 31 RSMCs = 3 OCREs
• 32 to 41 RSMCs = 4 OCREs
• Etc.

We believe these criteria can continue to be used to determine the number of required OCREs.  For example, under these criteria, a postal installation with 41 RSMCs should have 4 OCREs. With each RSMC getting a maximum of three weeks of annual leave, for a total of 123 weeks/year, this means an average of 31 weeks/year of guaranteed work per OCRE. This leaves an average of 21 weeks left to cover other types of leave.

National and Local Consultation

To implement this new provision of the collective agreement, we have held union-management consultation meetings. We ask all CUPW locals with postal installations in the MUCs indicated on the above-mentioned list to immediately undertake discussions with local CPC management, to schedule these discussions for union-management meetings in accordance with Article 7 of the RSMC collective agreement and to make sure that the results of these discussions are accurately reflected in the minutes. You should ask local management to advise you of the steps it takes to fill these vacant positions. We will be sending you additional information shortly.

If you have trouble getting CPC to follow through on the above, please ask your regional office for help in determining if a grievance should be filed.