Just when you think Canada Post can’t go any further, it keeps adding to its already long list of demands for rollbacks.
The current employment security language in the Urban Operations collective agreement protects regular employees with 5 or more years of continuous employment from being displaced further than 40 km or being laid-off. The employer is proposing to increase the continuous employment requirement from 5 to 10 years to qualify for employment security protections. This means that if you don’t have 10 years of continuous employment you could be displaced to anywhere in the country.
But that’s not all! The employer is also proposing to eliminate the 40 km radius and force employees to be displaced to anywhere within their province of employment.
Do you have a map of your Province so that the employer can understand the impact of their demands?
For the RSMC members, the employer is offering NOTHING. The employer stated that they would not even discuss any demand that included job security for RSMCs.
What a way to show their appreciation for your loyal service and for your families, who could be uprooted from their community, school, relatives and friends. This could actually break up families.
In addition to attacking our job security and our benefits (to name just 2 of the many attacks), the employer is also showing its lack of appreciation with a full frontal attack on our right to a decent retirement.
The employer wants all future service for current and future members to be covered by a defined contribution pension plan instead of the current defined benefit plan. This means that your retirement income would depend on market fluctuations and Canada Post’s ability to grow YOUR MONEY.
Canada Post would be released from any financial obligation if the plan’s performance is not up to par. This plan will not impact the pension deficit issues at all. This is just a punitive attack on our members.
Thank you for all your years of loyal service!
The employer says there are too many grievances. How they propose to resolve this is by no longer allowing stewards to conduct grievance investigations during working hours. Would this proposal stop the employer from violating the collective agreements? Quite the opposite.
Instead, the employer should take a serious look at the reasons why there are so many grievances and address the root cause of the problems. The employer must understand that the only way to reduce grievances is to follow the collective agreements and treat our members with respect.
These are a few of the new rollbacks the employer has recently put forward. There are many more, which will be outlined in future bulletins. The message we get from Canada Post is that recognition and respect are just empty words. You are Canada Post’s strength and the reason for its success, and should be proud of the service you provide the public, but in the employer’s opinion you don’t deserve to keep decent working conditions, let alone obtain improvements.
Our message is that we do not deserve to be treated with such contempt. We deserve better. We demand respect and recognition, and that means negotiations focused on growing the Corporation through service improvements and the addition of new revenue-generating services, not an all-out attack on employees. We are not here to negotiate rollbacks, we are here to negotiate equality and respect for all of our members.
With your support, your Negotiating Committee will continue making sure
Canada Post gets the message.