As indicated in a previous bulletin the interest arbitrator appointed during the previous negotiations awarded the Union’s proposal concerning the staffing of vacant routes. Included in the new language that was to be incorporated into the collective agreement was a stipulation that the Union and the employer consult at the national level prior to the implementation of the new staffing process. That consultation has now occurred, as the parties have had two meetings at which the new staffing process was discussed. Consequently, any vacant routes that occur on or after January 23, 2012 should be filled in accordance with the procedure summarized below...

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The draft collective agreement includes the amendments to the collective agreement resulting from the awards of the interest arbitrator and three letters provided by the employer to the Union during the negotiation/arbitration processes. The three letters included provide information about specific portions of the collective agreement.

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As you know the arbitrator appointed to resolve the differences between the parties in the 2009 round of negotiations has issued awards dated September 29, 2011 and October 26, 2011. In these two awards the interest arbitrator made a number of changes to the RSMC collective agreement. This document will provide a summary of the changes made to the agreement, provides details about some of the changes and identify actions that members will need to take in order to become entitled to some of the awarded benefits. The summary will follow the same order of presentation as found in the two awards. Please note that a copy of both of the arbitration awards may be found on the Union’s website.

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In preparation for the upcoming meeting between the parties, the Union has identified the following items that require discussions between the parties. The list of identified items may not be complete; however, the union believes that the providing of at least a partial list of issues will allow the parties to do the necessary preliminary work to ensure that the identified issues may be resolved as quickly as possible. If the employer has any items it wishes to add to the list, it would be appreciated if you could identify those additions to me.

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The Union has recently received the interest arbitrator’s final decision concerning the negotiations between the parties under the terms of the initial collective agreement. In his award the arbitrator made the following rulings:

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Representatives of the Union and the employer met on October 6, 2011 to discuss the impact Arbitrator Keller’s interim decision of September 29, 2011 would have on the financial cap. During these discussions the parties agreed on the following ...

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In an interim award dated September 29, 2011 the interest arbitrator has distributed some of the monies available from the financial cap for 2010 and 2011, as follows...

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The lengthy negotiations for the final re-opener of the RSMC collective agreement, which began in October 2009, ended on September 17, 2011 with the Union and the employer making their final arguments to the interest arbitrator. The negotiations period was unnecessarily long primarily because of the unreasonable and intransigent positions taken by the employer.

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In their continued efforts to discredit the Union, Canada Post sent out a package to all RSMC employees. It contained their Global Offer of June 12, 2011. When the union negotiators received the employer offer we felt it was a base we could build on. So we decided to submit a counter proposal (on CUPW website) on June 23. We must remember that until mediation began and this offer was made CPC had agreed to none of our demands. At this point the union had agreed to every one of CPC demands in whole or in part.

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CUPW makes the following comprehensive global offer concerning all issues identified below. Issues not addressed below will remain status quo, in accordance with the language already contained in the collective agreement between the parties that expires on December 31, 2011. As this offer is a global offer, no single item or group of items may be accepted without the acceptance of all other items in the global offer. As well as providing a summary of the Union’s positions this global offer also contains proposed contractual language, side letters and costing information. It is understood that these latter documents shall have precedence over the summary at all times. It is also understood that the dates contained in this global offer are subject to change as required. If the parties are unable to reach a negotiated settlement this offer, in its entirety, may be withdrawn by the Union.

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