The Union grieves on behalf of all affected employees that the employer has violated articles 2, 3, 6, 7, 8, the Canada Labour Code and all other provisions of the collective agreement. Recently, the Divisional General Manager of Canada Post, Atlantic Division, Niki Forest, as well as the Director of Mail Operations, Nova Scotia / Prince Edward Island, Tony O’Keefe, exceeded their rights as managers and failed in their obligation to recognize the Union as the sole and exclusive bargaining agent for all employees covered under the bargaining certificate issued to the union by the Canada Industrial Relations Board, while conducting ‘’tours’’ to various facilities throughout the Atlantic Region. These individuals, among other violations, consulted directly with members of the bargaining unit concerning various working conditions covered under the collective agreement, including but not limited to, health and safety issues, uniforms, start and finish times, accommodation issues and the LCRMS.

The Union grieves on behalf of all affected employees that the employer has violated Articles 2, 3, 6, 7 and 8, the Canada Labour Code and all other provisions of the Collective Agreement. In a September letter to employees on Unaddressed Admail, Canada Post exceeded their rights and failed in their obligation to recognize the Union as the sole and exclusive bargaining agent for all employees covered under the bargaining certificate issued to the Union by the Canada Industrial Relations Board.

CUPW grieves that on or about July 13, 2009 and ongoing in Halifax, the Corporation interfered in the representation of employees by CUPW and violated the provisions of clauses 3.01, 3.02, 3.04, 5.01, and others of the Collective Agreement and the provisions of the Canada Labour Code in denying the President of the Nova Local, Lori Stacey, access to the Halifax Metro Postal Plant.

The Canadian Union of Postal Workers grieves that the Corporation, through the actions of certain representatives and through the issuance of various publications, including but not limited to the October 3, 2003 issue of Internal News and the October/November issue of Performance, is in violation of articles 3, 14, 33, 48, appendix 19 (BB) and other applicable articles and appendices of the collective agreement.

The Canadian Union of Postal Workers grieves that the Corporation is in violation of Articles 2, 3, 8, 29 and other applicable articles and appendices of the Collective Agreement in that it has implemented a number of initiatives, for example, the Revenue Protection Project in Winnipeg, the Global Positioning System in Scarborough and changes to the isolated post allowance entitlements in a number of locations, without consulting or negotiating with the Union at the national level.

The Canadian Union of Postal Workers grieves that the employer is in violation of articles 3, 5, 33, 54 and other applicable provisions of the collective agreement in that it is, among other things, requiring employees to attend medical examinations in contravention of the collective agreement, requiring employees to return to work in violation of article 54, requiring employees to have their physicians complete the Acquisition of Medical Information (AMI) form or otherwise have the employees physicians provide medical information to which the employer is not entitled.

The Canadian Union of Postal Workers grieves that the Corporation is in violation of Article 3 and other applicable provisions of the Collective Agreement in that they have created/implemented an attendance recognition program.

On June 3, 2008, the Union received a letter dated May 30, 2008 in which the employer informed the Union of its intent to introduce unilaterally an “Employee Referral Program.” This program consists in paying $500.00 to any employee who refers someone for a position in the RSMC bargaining unit. The employer is violating the provisions of the collective agreement.

The Union grieves on behalf of all affected employees that the employer has violated articles 2, 3, 6, 7, 8, the Canada Labour Code and all other provisions of the collective agreement. Recently, the Divisional General Manager of Canada Post, Atlantic Division, Niki Forest, as well as the Director of Mail Operations, Nova Scotia / Prince Edward Island, Tony O’Keefe, exceeded their rights as managers and failed in their obligation to recognize the Union as the sole and exclusive bargaining agent for all employees covered under the bargaining certificate issued to the union by the Canada Industrial Relations Board, while conducting ‘’tours’’ to various facilities throughout the Atlantic Region. These individuals, among other violations, consulted directly with members of the bargaining unit concerning various working conditions covered under the collective agreement, including but not limited to, health and safety issues, uniforms, start and finish times, accommodation issues and the LCRMS.

The Union grieves on behalf of all affected employees that the employer has violated Articles 2, 3, 6, 7 and 8, the Canada Labour Code and all other provisions of the Collective Agreement. In a September letter to employees on Unaddressed Admail, Canada Post exceeded their rights and failed in their obligation to recognize the Union as the sole and exclusive bargaining agent for all employees covered under the bargaining certificate issued to the Union by the Canada Industrial Relations Board.

The Canada Post Corporation (CPC) is organizing meetings with the employees during working hours. At these meetings, the employer is encouraging discussions and is discussing working conditions with the employees in the bargaining unit. The employer is violating Article 3 and others of the collective agreement as well as the relevant legislation.

CUPW grieves that, in Vancouver and Richmond on June 25th and June 26th, 2009, the Corporation interfered in the representation of employees by CUPW and violated the provisions of clauses 3.01, 3.02, 3.04, 5.01, and others of the Collective Agreement in engaging in discussions with employees regarding working conditions, in denying CUPW representatives access to postal installation, in discriminating against them by reason of activities in the Union and by physically assaulting them.

CUPW grieves that, in Vancouver and Richmond, on June 25th and 26th, 2009, the Corporation interfered in the representation of employees by CUPW and violated the provisions of clauses 3.01, 3.02, 3.04, 5.01, and others of the Collective Agreement in engaging in discussions with employees regarding working conditions and benefits, in denying CUPW representatives the right to participate in such discussions, in denying CUPW representatives access to such discussions and postal installations in which they were held, by discriminating against them by reason of activity in the Union and by physically assaulting them.

CUPW grieves that on or about July 13, 2009 and ongoing in Halifax, the Corporation interfered in the representation of employees by CUPW and violated the provisions of clauses 3.01, 3.02, 3.04, 5.01, and others of the Collective Agreement and the provisions of the Canada Labour Code in denying the President of the Nova Local, Lori Stacey, access to the Halifax Metro Postal Plant.

The Canadian Union of Postal Workers grieves that the employer is in violation of articles 3, 5, 33, 54 and other applicable provisions of the collective agreement in that it is, among other things, requiring employees to attend medical examinations in contravention of the collective agreement, requiring employees to return to work in violation of article 54, requiring employees to have their physicians complete the Acquisition of Medical Information (AMI) form or otherwise have the employees physicians provide medical information to which the employer is not entitled.

The Board of Directors of the Canada Post Corporation (the “Board”) has decided not to pay the Corporate Team Incentive (CTI) to all employees in the Urban Operations Bargaining Unit. The Board’s decision violates Article 5 and other provisions of the collective agreement, as well as relevant legislation.

CUPW grieves that, in Vancouver and Richmond on June 25th and June 26th, 2009, the Corporation interfered in the representation of employees by CUPW and violated the provisions of clauses 3.01, 3.02, 3.04, 5.01, and others of the Collective Agreement in engaging in discussions with employees regarding working conditions, in denying CUPW representatives access to postal installation, in discriminating against them by reason of activities in the Union and by physically assaulting them.

CUPW grieves that, in Vancouver and Richmond, on June 25th and 26th, 2009, the Corporation interfered in the representation of employees by CUPW and violated the provisions of clauses 3.01, 3.02, 3.04, 5.01, and others of the Collective Agreement in engaging in discussions with employees regarding working conditions and benefits, in denying CUPW representatives the right to participate in such discussions, in denying CUPW representatives access to such discussions and postal installations in which they were held, by discriminating against them by reason of activity in the Union and by physically assaulting them.

CUPW grieves that on or about July 13, 2009 and ongoing in Halifax, the Corporation interfered in the representation of employees by CUPW and violated the provisions of clauses 3.01, 3.02, 3.04, 5.01, and others of the Collective Agreement and the provisions of the Canada Labour Code in denying the President of the Nova Local, Lori Stacey, access to the Halifax Metro Postal Plant.

The Union grieves on behalf of all affected employees that the employer has violated articles 2, 3, 6, 7, 8, the Canada Labour Code and all other provisions of the collective agreement. Recently, the Divisional General Manager of Canada Post, Atlantic Division, Niki Forest, as well as the Director of Mail Operations, Nova Scotia / Prince Edward Island, Tony O’Keefe, exceeded their rights as managers and failed in their obligation to recognize the Union as the sole and exclusive bargaining agent for all employees covered under the bargaining certificate issued to the union by the Canada Industrial Relations Board, while conducting ‘’tours’’ to various facilities throughout the Atlantic Region. These individuals, among other violations, consulted directly with members of the bargaining unit concerning various working conditions covered under the collective agreement, including but not limited to, health and safety issues, uniforms, start and finish times, accommodation issues and the LCRMS.

The Union grieves on behalf of all affected employees that the employer has violated Articles 2, 3, 6, 7 and 8, the Canada Labour Code and all other provisions of the Collective Agreement. In a September letter to employees on Unaddressed Admail, Canada Post exceeded their rights and failed in their obligation to recognize the Union as the sole and exclusive bargaining agent for all employees covered under the bargaining certificate issued to the Union by the Canada Industrial Relations Board.

The Canadian Union of Postal Workers grieves that the Corporation has violated articles 9, 50 and other applicable articles and appendices of the collective agreement in that it has adopted and maintained a policy that has verifications conducted under article 50 carried out over a five (5)-day period.

The employer has issued guidelines concerning the application of Article 54 of the collective agreement. These guidelines were sent to all CPC representatives for implementation. The guidelines concerning Article 54 and other provisions are contrary to the collective agreement. Therefore, the employer is in violation of the collective agreement.

The employer is refusing to abide by many provisions of the collective agreement for the period of May 30, 2011 to June 27, 2011, in violation of the collective agreement extended as of February 1st, 2011 by the Act to provide for the resumption and continuation of postal services (Bill C-6). More specifically, and without limiting the generality of the above, the Corporation failed to apply Articles 4, 9, 10, 11, 13, 14, 15, 17, 19, 20, 27, 30, 33, 39, 40, 46 and 48, based on information received by the Union. The employer is violating both the collective agreement and this legislation.

The employer is refusing to abide by many provisions of the collective agreement for the period of May 30, 2011 to June 27, 2011, in violation of the collective agreement extended as of February 1st, 2011 by the Act to provide for the resumption and continuation of postal services (Bill C-6). More specifically, and without limiting the generality of the above, the Corporation failed to apply Articles 4, 9, 10, 11, 13, 14, 15, 17, 19, 20, 27, 30, 33, 39, 40, 46 and 48, based on information received by the Union. The employer is violating both the collective agreement and this legislation.

The employer is refusing to abide by many provisions of the collective agreement for the period of May 30, 2011 to June 27, 2011, in violation of the collective agreement extended as of February 1st, 2011 by the Act to provide for the resumption and continuation of postal services (Bill C-6). More specifically, and without limiting the generality of the above, the Corporation failed to apply Articles 4, 9, 10, 11, 13, 14, 15, 17, 19, 20, 27, 30, 33, 39, 40, 46 and 48, based on information received by the Union. The employer is violating both the collective agreement and this legislation.

The employer’s Labour Relations branch has issued a policy/directive that violates the collective agreement. In its policy/directive, the employer states that employees who volunteer to work overtime can use their seniority to select a portion of the route prior to those who have been asked to work overtime in accordance with clause 15.14 of the collective agreement.

The Canadian Union of Postal Workers grieves the Canada Post Corporation's actions with regard to compulsory overtime for Group 2 employees. Contrary to the provisions of clause 15.14 of the collective agreement, the Corporation has not taken any steps to minimize the amount of overtime employees are forced to work.

The employer is refusing to abide by many provisions of the collective agreement for the period of May 30, 2011 to June 27, 2011, in violation of the collective agreement extended as of February 1st, 2011 by the Act to provide for the resumption and continuation of postal services (Bill C-6). More specifically, and without limiting the generality of the above, the Corporation failed to apply Articles 4, 9, 10, 11, 13, 14, 15, 17, 19, 20, 27, 30, 33, 39, 40, 46 and 48, based on information received by the Union. The employer is violating both the collective agreement and this legislation.

The employer is refusing to abide by many provisions of the collective agreement for the period of May 30, 2011 to June 27, 2011, in violation of the collective agreement extended as of February 1st, 2011 by the Act to provide for the resumption and continuation of postal services (Bill C-6). More specifically, and without limiting the generality of the above, the Corporation failed to apply Articles 4, 9, 10, 11, 13, 14, 15, 17, 19, 20, 27, 30, 33, 39, 40, 46 and 48, based on information received by the Union. The employer is violating both the collective agreement and this legislation.

The employer is refusing to abide by many provisions of the collective agreement for the period of May 30, 2011 to June 27, 2011, in violation of the collective agreement extended as of February 1st, 2011 by the Act to provide for the resumption and continuation of postal services (Bill C-6). More specifically, and without limiting the generality of the above, the Corporation failed to apply Articles 4, 9, 10, 11, 13, 14, 15, 17, 19, 20, 27, 30, 33, 39, 40, 46 and 48, based on information received by the Union. The employer is violating both the collective agreement and this legislation.

The Canadian Union of Postal Workers grieves that the Corporation is in violation of Articles 2, 3, 8, 29 and other applicable articles and appendices of the Collective Agreement in that it has implemented a number of initiatives, for example, the Revenue Protection Project in Winnipeg, the Global Positioning System in Scarborough and changes to the isolated post allowance entitlements in a number of locations, without consulting or negotiating with the Union at the national level.

On July 14, 2005, the Corporation informed CUPW that it had decided to "review its national network" and that "the matter of the Quebec mechanized plant would be the first." This notice was allegedly submitted under clause 29.03 (a).

On August 3, 2005, the Corporation submitted a new notice allegedly under clause 29.03 (b) providing some information regarding the closure of the Quebec sortation centre, the transfer of the work to Montreal and the elimination of positions.

The information contained in the August 3, 2005 letter and other information obtained afterwards by CUPW show that the Corporation began reviewing this project long before July 14. Accordingly, the notice submitted on that date is late and is not consistent with the letter and spirit of clause 29.03 (a), particularly with regard to the other installations that might be involved in the review of the national network announced by the Corporation.

The Corporation's failure to meet its obligations under clause 29.03 (a) prevents CUPW from intervening in a timely manner and stating its position before the Corporation makes a final decision.

In addition, the August 3, 2005 notice is also not consistent with the letter and spirit of clause 29.03 (b) and clause 29.04 because it was submitted late and does not contain the information required under the collective agreement, particularly with regard to what will happen to the employees adversely affected by the changes that were announced.

The Union grieves the employer has failed to provide the Union with proper notice as required under clauses 29.03 and 29.04 of the collective agreement in respect of a technological change entitled “Modern Post”.

The Canada Post Corporation (CPC) has increased the number of bar code sorters (BCS) at the Vancouver Plant without first providing the Canadian Union of Postal Workers (CUPW) with the notices outlined in clause 29.03. The Union hasn't received relevant information on the nature of the change, the date on which the Corporation proposes to implement the change, the approximate number, type and location of employees likely to be affected by the change, the effects the change may be expected to have on the employees' working conditions and terms of employment and all other relevant data relating to the anticipated effects on employees.

The Canada Post Corporation informed the Union that it intends to provide/create a DRS-RTS centralization located in the Vancouver Mail Processing Plant (VMPP) and reserves the right to exercise its option of expanding to centralize DRS-RTS work in other areas of BC operations. The DRS-RTS Centralization Project 2011 is a technological change within the meaning of Article 29 of the collective agreement. The employer refuses to abide by the provisions of Article 29 and, more specifically, to provide the information that the Union is entitled to receive under clauses 29.03 and 29.04, which triggers the process specified at Article 29, and to recognize the protection under this Article. The employer is violating the provisions of the collective agreement.

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Canada Post is failing to abide by the commitment it made to the Union in a letter dated September 30, 2003 sent by Mary Traversy to Lynn Bue. The Union notes that the employer is violating the collective agreement by failing to remit the householder delivery payment to letter carriers on each pay and, accordingly, to include it in the itemized statement of income and deductions.

The employer is refusing to abide by many provisions of the collective agreement for the period of May 30, 2011 to June 27, 2011, in violation of the collective agreement extended as of February 1st, 2011 by the Act to provide for the resumption and continuation of postal services (Bill C-6). More specifically, and without limiting the generality of the above, the Corporation failed to apply Articles 4, 9, 10, 11, 13, 14, 15, 17, 19, 20, 27, 30, 33, 39, 40, 46 and 48, based on information received by the Union. The employer is violating both the collective agreement and this legislation.

The employer is refusing to abide by many provisions of the collective agreement for the period of May 30, 2011 to June 27, 2011, in violation of the collective agreement extended as of February 1st, 2011 by the Act to provide for the resumption and continuation of postal services (Bill C-6). More specifically, and without limiting the generality of the above, the Corporation failed to apply Articles 4, 9, 10, 11, 13, 14, 15, 17, 19, 20, 27, 30, 33, 39, 40, 46 and 48, based on information received by the Union. The employer is violating both the collective agreement and this legislation.

The Canadian Union of Postal Workers grieves that the Corporation, through the actions of certain representatives and through the issuance of various publications, including but not limited to the October 3, 2003 issue of Internal News and the October/November issue of Performance, is in violation of articles 3, 14, 33, 48, appendix 19 (BB) and other applicable articles and appendices of the collective agreement.

The Canadian Union of Postal Workers grieves that the employer has violated articles 47, 48, appendix "CC" and other provisions of the Urban Operations Collective Agreement in that it has inserted language into the Letter Carrier Route Measurement System (LCRMS) Manual that is contrary to the provisions of clause 48.04 of the collective agreement.

The Canadian Union of Postal Workers grieves that the employer has violated articles 14, 47, 48, 50, Appendix "V" and other provisions of the collective agreement in that it is failing to include over-assessed routes in restructuring exercises when minor or major restructures are occurring.

The employer is refusing to abide by many provisions of the collective agreement for the period of May 30, 2011 to June 27, 2011, in violation of the collective agreement extended as of February 1st, 2011 by the Act to provide for the resumption and continuation of postal services (Bill C-6). More specifically, and without limiting the generality of the above, the Corporation failed to apply Articles 4, 9, 10, 11, 13, 14, 15, 17, 19, 20, 27, 30, 33, 39, 40, 46 and 48, based on information received by the Union. The employer is violating both the collective agreement and this legislation.

The Canadian Union of Postal Workers grieves that the employer is in violation of articles 3, 5, 33, 54 and other applicable provisions of the collective agreement in that it is, among other things, requiring employees to attend medical examinations in contravention of the collective agreement, requiring employees to return to work in violation of article 54, requiring employees to have their physicians complete the Acquisition of Medical Information (AMI) form or otherwise have the employees physicians provide medical information to which the employer is not entitled.

The employer has issued guidelines concerning the application of Article 54 of the collective agreement. These guidelines were sent to all CPC representatives for implementation. The guidelines concerning Article 54 and other provisions are contrary to the collective agreement. Therefore, the employer is in violation of the collective agreement.

The Canadian Union of Postal Workers grieves that the employer has violated articles 47, 48, appendix "CC" and other provisions of the Urban Operations Collective Agreement in that it has inserted language into the Letter Carrier Route Measurement System (LCRMS) Manual that is contrary to the provisions of clause 48.04 of the collective agreement.

The CUPW grieves that Canada Post is violating Articles 47, the Letter Carrier Route Measurement System (LCRMS) Manual, Appendix V, Appendix CC, and to the extent that it applies, the Mail Services Courier Workload Structuring System (MSCWSS) Manual, as well as all other applicable Articles and Appendices of the Urban Operations Agreement. The Corporation is calculating travel time to, from, within, and between different functions on motorized and other letter carrier routes in a manner that is not correct and not consistent with the Urban Operations Collective agreement and the LCRMS and MSCWSS Manuals.

The Canadian Union of Postal Workers grieves that the employer is in violation of Appendix "FF", articles 8 and 33 and other applicable provisions of the collective agreement in that it is not paying wages or providing other benefits to the members of the Night/Shift Working Committees in Montreal, Quebec City, St. John and Moncton while these members are performing functions and tasks associated with the Working Committees.

The Canadian Union of Postal Workers grieves that the employer has violated Appendix "FF" and other applicable provisions of the Collective Agreement in that it has failed to allow the working committees in Montreal and other locations to develop alternative schedules for the night shift and forward these schedules to the Steering Committee. It has also prevented the Steering Committee from reviewing and testing these proposed schedules. Finally, it has prevented the working committees from performing the activities specified in point 4 of Appendix "FF".

The employer violated the provisions of the CUPW-CPC collective agreement, including, but not limited to, Appendix “MM,” when the definition of seniority was amended to add to the seniority already recognized, the length of continuous service within the Post Office Department or the Canada Post Corporation between the first date of hiring to carry out bargaining unit work and the date on which the employee became a regular employee. On or about December 12, 2007, when the new seniority lists were established and posted, CUPW members noticed that the employer had granted periods of seniority that had already been lost to employees who had worked in other bargaining units. This constitutes a serious violation of the collective agreement and is prejudicial to the Union and its members.

In implementing Appendix “MM” and the new rules for the calculation of seniority, Canada Post assigned a random number to employees who have the same continuous service date in order to determine their ranking on the seniority list. By doing so, the Corporation is changing the ranking based on the employee with the lowest random number. The implementation of this rule or policy, unilaterally introduced by Canada Post, has, amongst other things, caused some employees who had a higher ranking on the seniority list relative to others who became regular employees at a later date, to have a lower ranking than some other employees with the same continuous service date.

The Canadian Union of Postal Workers grieves that the Corporation has violated Appendices "I" and "T" and other applicable articles and appendices of the collective agreement in that it has contracted out parcel delivery work in the locations of Belleville, Ontario, North Bay, Ontario, Trenton, Ontario and St. Jean, Québec.

The Canadian Union of Postal Workers grieves that the employer's decision to discontinue the monotainer repair operations in Winnipeg, Montreal and Toronto, as stipulated in a letter dated December 30, 2004 is in violation of Appendix "T" and other applicable provisions of the Urban Operations collective agreement.

The Canadian Union of Postal Worker grieves that the closures of Station B Saint-John, Cap de la Madeleine, Québec, St-Hubert, Delorimier, Hamilton CSC LCD4 and Kamloops Station A are in violation of Appendices "I", "T" and other applicable provisions of the collective agreement

On or about August 17, 2005, the Service Expansion and Innovation and Change Committee, in accordance with Appendix "T" of the collective agreement, approved the implementation of a pilot project for the repair of monotainers in Montreal and Toronto. Since then, Canada Post has refused or failed to implement this pilot project and, in doing so, is violating the mandatory provisions of Appendix "T" of the collective agreement.

On or about July 28, 2010, the Corporation informed CUPW of its decision to definitely close the postal outlet located at 1479 Youville Drive, in Ottawa. Since that date, the Corporation has been directing the customers of this outlet to privately-operated post offices. As a result, work belonging to the bargaining unit will be done outside the unit. In so doing, the Corporation is violating the provisions of Appendix "I" and Appendix "T" of the Urban Unit Collective Agreement.

The CUPW grieves that Canada Post is violating Articles 47, the Letter Carrier Route Measurement System (LCRMS) Manual, Appendix V, Appendix CC, and to the extent that it applies, the Mail Services Courier Workload Structuring System (MSCWSS) Manual, as well as all other applicable Articles and Appendices of the Urban Operations Agreement. The Corporation is calculating travel time to, from, within, and between different functions on motorized and other letter carrier routes in a manner that is not correct and not consistent with the Urban Operations Collective agreement and the LCRMS and MSCWSS Manuals.

The CUPW grieves that Canada Post is violating Articles 47, the Letter Carrier Route Measurement System (LCRMS) Manual, Appendix V, Appendix CC, and to the extent that it applies, the Mail Services Courier Workload Structuring System (MSCWSS) Manual, as well as all other applicable Articles and Appendices of the Urban Operations Agreement. The Corporation is calculating travel time to, from, within, and between different functions on motorized and other letter carrier routes in a manner that is not correct and not consistent with the Urban Operations Collective agreement and the LCRMS and MSCWSS Manuals.