We continue to meet regularly with Canada Post to resolve more issues pertaining to the 2011 Lockout. CPC will issue another payment on October 2, 2019, Pay Period 20, to those affected members who have not been paid for their entitlement under Article 21 (special leaves) of the collective agreement. CPC will not be sending out a letter of notification with an explanation for these payments.
On July 4, CUPW and the employer signed a Memorandum of Agreement to establish a committee to review the collective agreement articles concerning Groups 3 and 4. We need two (2) union representatives on this committee. Its mandate will be to review all the articles concerning Groups 3 and 4 in order to reach, if possible, an agreement to standardize these provisions. Its mandate will also be to develop a job description for the new Lead Hand classification in Groups 3 and 4.
Sisters and Brothers: The federal government, through Employment and Social Development Canada, announced changes to Part III of the Canada Labour Code (CLC). Among other things, these changes deal with flexible work arrangements and personal leave, extended bereavement leave, leave to support victims of family violence, leave for traditional indigenous practices, the right to refuse overtime to carry out family responsibilities and a thirty (30) minute break for every five consecutive hours of work.
We have signed two memorandums of agreement (MOA) with Canada Post that define the timelines to implement the language that has been agreed to and signed during this round of negotiations. We also signed a MOA that will update all expiry dates in the Urban collective agreement to the date of signing of the new collective agreement.
Union Completes Evidence - Day 20 started with the cross examination of Nancy Beauchamp, Chief Negotiator RSMC. She reaffirmed the reasons why we must have language, in the collective agreement, to maintain Pay Equity.
In the current round of negotiations, the parties (CUPW and CPC) agreed to create a new classification in Group 3 (VHE-10 Full-Service Vehicle Mechanic) and to form a committee to study and implement changes in an effort to streamline the roles in Groups 3 and 4. The committee will begin its work as soon as possible and any changes, if agreed upon, will be implemented during the life of the new collective agreement.
On Day 18, Cathy Kennedy, member of the negotiating committee, testified to our demands to increase the amount of injury on duty pay for both bargaining units and to have RSMCs who are injured at work be paid directly by Canada Post. This would give RSMCs equality with Urban.
On Day 15, Toni MacAfee – Atlantic Regional Education and Organization Officer testified about negative, non-medical comments that Canada Post management was telling Great-West Life/Morneau Shepell Case Managers to enter in employees’ STDP files. After that, Geoff Bickerton – Director of Research testified on the history of Group 1 staffing and how we have fought for many years to maximize full-time employment and how important this issue is to us.
We’ve been participating in the arbitration process set down by Bill C-89, the back-to-work legislation that passed last November. Although we believe the law is unconstitutional and violates our charter rights, we will abide by it while we challenge it in the courts. That’s why you’re currently working under the terms of the expired contracts, and that’s why we are in this arbitration process.
We began this hearing with the continued testimony of Geoff Bickerton on the history of RSMC negotiations. The hearing continued with committee member, Cathy Kennedy testifying about the pay equity process and Arbitrator Maureen Flynn’s decisions on pay equity.
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