As reported in bulletin # 5 the Negotiating Committees of the Union and the employer met for the first time on October 23, 2009 in order to exchange their respective negotiation demand packages.

As part of its presentation the employer projected that there was $15M and $18.6M available in 2010 and 2011 respectively to improve the wages and benefits of RSMC members. However, it also proposed that an unspecified portion of the monies available in 2011 be set aside to ensure that the financial cap is not exceeded. Although the figures provided by the employer have to be reviewed by the Union the amount of money being projected by the employer is significantly greater than that available in the last re-opener and should allow the Union to achieve significant improvements in wages and benefits.

Employer Proposals

A summary of the employer proposals are found below.

• it agrees with the Union demand that the wages of lower paid workers should be increased; however, it wants other wage increases to be based on the “market realities” within each region;
• the introduction of a “short term disability program”;
• the application of the Corporate Team Incentive Plan (CTI) to RSMC members;
• the inclusion of route holders in the drug plan subject to eligibility requirements and the payment of premiums;
• changes to Appendix “A” to “better reflect changes to an employee’s route”, although this proposal is contingent on the elimination of the Transition Committee;
• improvements to the dental, hearing and vision plans;
• providing incentives to relief employees in order to have them remain in their “substantive position”;
• the introduction of collective agreement language to maintain respect and civility in the workplace;
• a requirement that all complaints be discussed with an employer representative prior to the submission of a grievance;
• housekeeping and minor issues including but not limited to the deletion of Appendices “F” and “H” and the removal of other portions of the collective agreement that may have become unnecessary due to the passage of time.

Although some portions of the employer’s proposals may be acceptable to the Union, subject to further explanations being received, the employer’s insistence on placing certain conditions on the achievement of a collective agreement may not bode well for the success of negotiations. These conditions include the introduction of a short term disability plan, the elimination of the Transition Committee, a focusing by the parties on wage issues (to the neglect of other important Union demands) and the mandatory achievement of a collective agreement within the sixty day period provided for in the collective agreement.

The Union’s Negotiating Committee will be studying the employer proposals and will meet with the employer beginning this week to present its response to the employer’s proposals and to provide further explanations of its own demands. Those responses will primarily be made through the work of sub-committees, with the parties agreeing to be available at least three days per week during the negotiations period.

Membership Must Rally Behind Their Demands

Even though the employer’s initial presentation of demands fails to address many of the concerns of the membership, the Union intends to use the negotiation process to attempt to improve the lives of the Union’s membership. The members of the Union’s Negotiating Committee are committed to meeting with the employer as often and as long as necessary to push for improvements to the collective agreement. This work by the Negotiating Committee must be supported by the membership if the Union is to negotiate an improved collective agreement. Members must stay involved by being well-informed and by letting the employer at the local level know that they want and deserve improvements in their working lives.