Rural and Suburban Mail Carriers have the right to a harassment-free work environment. It does not matter if the harasser is a postmaster, co-worker, supervisor or member of the public. Here is why:

1. Article 5.01 in the RSMC Collective Agreement says:

“There shall be no discrimination, interference, restriction, coercion, harassment, intimidation, or stronger disciplinary action exercised or practiced with respect to an employee by reason of age, race, creed, colour, national origin, political or religious affiliation, sex, physical or emotional handicap, sexual orientation, marital status, family status, conviction for an offence for which a pardon has been received, or membership or activity in the Union.”

This requires Canada Post to make every effort to ensure the workplace is free from:

1. • sexual harassment;
   • racial discrimination;
   • gender bias;
   • harassment and discrimination against workers who are physically, mentally, or emotionally differently-abled;
   • religious discrimination;
   • prejudice on the basis of family or marital status.
     
     
2. The Violence Prevention in the Workplace regulations, under the Canada Labour Code applies to Canada Post. This means RSMCs are covered by this new law.

Violence is defined as any “action, conduct, threat or gesture of a person towards an employee in their work place that can be reasonably expected to cause harm, injury or illness to that employee”.

This includes bullying, teasing, isolating people, abusive, and other aggressive behaviour.

3. Canada Post and postal workers, including RSMCs are covered by the provisions of the Canadian Human Rights Act. This law prohibits discrimination on 11 grounds, including disability, race, sex, religion, colour, and sexual orientation.

The law means RSMCs have the right to a harassment-free workplace. It also requires Canada Post to accommodate differently-abled RSMCs to the point of “undue hardship”

4. Canada Post also has their own internal policies banning harassment, and violence

Steps an RSMC should take if she/he is harassed or bullied

1. Contact a CUPW Union Representative or a shop steward for assistance.
2. If you are able, tell the person harassing or bullying you that their behaviour is unacceptable.
3. Keep a record of the harassment or bullying and how it is making you feel.
4. Discuss strategy with your shop steward. Should you or your shop steward talk to the harasser/bullier directly? Should you make a complaint directly to CPC management? Should you file a grievance? These are just some of your options.

Remember

1. No one has to put up with sexual or other forms of harassment or bullying.
2. Harassment and bullying are not your fault. You did not ask to be harassed.
3. If physical assault occurs, or if there is a threat of physical assault you may want to call the police.

Everyone has a role in stopping harassment

If you see sexual harassment, bullying, hear inappropriate jokes, or feel uncomfortable about the way someone is being treated, we are encouraging you to speak up. We cannot rely on the person being harassed to stop harassment, or bullying. This is all of our responsibility.