CUPW grieves the employer's decision, announced in a letter dated August

The Canadian Union of Postal Workers (CUPW) is challenging the Canada Post Corporation (CPC) policy of prohibiting bargaining unit employees from wearing a button or other insignia to promote Canada’s public postal service. CUPW also challenges CPC’s policy of disciplining employees who refuse to obey the policy directive or an order to remove such buttons or insignia.

The Canadian Union of Postal Workers (CUPW) is challenging the Canada Post Corporation (CPC) policy of prohibiting bargaining unit employees from wearing a button or other insignia to promote Canada’s public postal service. CUPW also challenges CPC’s policy of disciplining employees who refuse to obey the policy directive or an order to remove such buttons or insignia.

The employer is structuring routes of more than forty (40) hours of work per week, which is a violation of the Rural and Suburban Mail Carriers (RSMC) collective agreement, more specifically clause 11.04.

Canada Post has altered the duties of the Rural and Suburban Mail Carriers (RSMC) by ordering the delivery of personal contacts items (PCI) and (CMB) lock and key replacement delivery notice cards (DNC) to points of call located at more than 0.5 km off the line of travel.

The employer is no longer providing the Union with the useful and essential information

In the verification of data related to one or more routes, the Canada Post Corporation has failed to implement appropriate and effective measures to ensure that employees receive the correct annual pay for their route. The employer is altering working conditions, i.e. Articles 11 and 35, Appendix “A” and other provisions of the collective agreement. Employees have been unjustly deprived of the payment they are entitled to under Article 33. This constitutes a violation of the collective agreement.

Canada Post has altered the duties of the Rural and Suburban Mail Carriers (RSMC) by ordering the delivery of personal contacts items (PCI) and (CMB) lock and key replacement delivery notice cards (DNC) to points of call located at more than 0.5 km off the line of travel.

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.

In the verification of data related to one or more routes, the Canada Post Corporation has failed to implement appropriate and effective measures to ensure that employees receive the correct annual pay for their route. The employer is altering working conditions, i.e. Articles 11 and 35, Appendix “A” and other provisions of the collective agreement. Employees have been unjustly deprived of the payment they are entitled to under Article 33. This constitutes a violation of the collective agreement.

On February 18, 2010, John Thomas, CPC Manager, Labour Relations, in Ottawa, informed the Union that the Corporation did not intend to return to the financial cap the amounts deducted for a hand sanitizer provided to Rural and Suburban Mail Carriers in 2009 to help prevent the H1N1 virus, as well as the seasonal flu. The employer has violated the collective agreement.

The employer has violated the provisions of Article 35 and others of the collective agreement by advising the Union of its intention to apply $6M to the financial cap. The employer alleges that transactions made by the Transition Committee as a result of route restructurings and the fair and equitable redistribution of remuneration had not been factored into the costs to be charged to the financial cap since 2004.

In the verification of data related to one or more routes, the Canada Post Corporation has failed to implement appropriate and effective measures to ensure that employees receive the correct annual pay for their route. The employer is altering working conditions, i.e. Articles 11 and 35, Appendix “A” and other provisions of the collective agreement. Employees have been unjustly deprived of the payment they are entitled to under Article 33. This constitutes a violation of the collective agreement.

The Canada Post Corporation informed the Union of its intention to unilaterally introduce right-hand drive vehicles (RHD) on RSMC routes. The Corporation also informed the Union of its intention to charge to the RSMC financial cap the costs associated with its decision.

Canada Post has altered the duties of the Rural and Suburban Mail Carriers (RSMC) by ordering the delivery of personal contacts items (PCI) and (CMB) lock and key replacement delivery notice cards (DNC) to points of call located at more than 0.5 km off the line of travel.

In the verification of data related to one or more routes, the Canada Post Corporation has failed to implement appropriate and effective measures to ensure that employees receive the correct annual pay for their route. The employer is altering working conditions, i.e. Articles 11 and 35, Appendix “A” and other provisions of the collective agreement. Employees have been unjustly deprived of the payment they are entitled to under Article 33. This constitutes a violation of the collective agreement.