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.

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 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 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.

On or about February 27, 2008, the Union was informed that the employer is implementing a policy/directive entitled “Managing Medical Certificates” by Manulife Financial. This policy/directive violates the provisions of the collective agreement, more specifically Article 10.

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.

On October 26, 2009, the employer advised the Union that all employees who are hired by Canada Post on or after November 1, 2009 and who later meet the eligibility criteria will be required to pay for 100% of the premiums for the retiree dental plan. In addition, effective November 1, 2009, all employees who are hired by Canada Post on or after November 1, 2009 who are residents of British Columbia (BC) will no longer be reimbursed for the BC provincial Medical Insurance Plan Premium (Medical Services Plan of British Columbia) once they retire. The employer is violating the provisions of the collective agreement and/or the relevant laws and regulations.

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.

As of May 30, 2011, the Corporation has stopped applying the collective agreement, has denied employees in the bargaining unit rights they are entitled to, has denied the right to union representation and the right to present a grievance, and has unilaterally imposed several less favourable working conditions than those outlined in the collective agreement. These actions by the Corporation violate clause 43.02 and most other articles, clauses and appendix of the collective agreement.

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.

CUPW has learned that the Corporation is violating sub-paragraph 7.2 (d) (ii) of Appendix “D” of the collective agreement by refusing to pay 2.3 ¢ for each piece of householder mail on a compressed delivery schedule, and, more specifically, for all householders intended for same-day delivery.

CUPW has learned that the Corporation is violating sub-paragraphs 7.1 (b) and 7.2 (d) (ii) of Appendix “D” of the collective agreement by refusing to pay 2.3 ¢ for each piece of householder mail on a compressed delivery schedule, and, more specifically, for all householders intended for same-day delivery.

The Canada Post Corporation (CPC) is violating the provisions of the collective agreement by not including, in its route assessments, the preparation of oversize householders, pick-up at relay boxes and mail processing.

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.

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.