CUPW – STTP
Canadian Union of Postal Workers – Edmonton Local
18121 – 107 Avenue Edmonton Alberta T5S 1K4
Ph: 780-423-9000 Fax: 780-423-2883

November 9th, 2018

Hi All,

A lot of questions have been coming forward about working when there is a Statutory Holiday, such as this weekend with Remembrance Day and how our Overtime Ban plays into it. The Overtime ban talks of 8 hours/day and 40 hours/week. With that it is implied that we only work when we can and do receive only our regular rate of pay, we work on regularly scheduled days only.

Remembrance Day is a Stat holiday and paid at more than our regular rate of pay so that means we cannot work that day if we do not want to violate our Overtime Ban.

If our normal working day is Sunday, November 11th, we will have that day off as our Stat day.

If our normal day off is Sunday, we will have that day off as our Stat and our day off will move to Monday. So now we have Sunday and Monday off and both days are covered under our OT Ban, meaning we cannot work.

If our normal days off are Sunday and Monday, we will have Sunday off as our Stat and our days off will now be Monday and Tuesday. This time all three days are covered under our OT Ban, meaning we cannot work.

For RSMCs it becomes a bit trickier. While RSMCs are not on an hourly rate the OT ban does still apply. The limit is 8 hours a day, 40 hours a week, CPC does not pay RSMCs OT after 8 or 40 but CPC also does not pay RSMCs for all hours worked. This leads us to working on our days off, Saturday or Sunday. For an Urban member they would automatically be paid at a higher rate of pay if their work schedule is Monday – Friday, but with RSMCs, Canada Post does not pay OT on the weekends, only the per piece rate for parcel delivery, with mileage and travel rate. CUPW has grieved that RSMCs should be paid OT for working on their day of rest. And that is where the catch comes for our OT ban. Working on the weekend, Saturday or Sunday, is not a normally scheduled ‘working day’ for an RSMC. Working on the weekend should also be paid at an Overtime rate as far as CUPW is concerned. Given those two points, we are asking that RSMCs do not go into work on the weekends to do parcel delivery as this would violate the Overtime Ban.

I know many RSMCs, just like Letter carriers, are worried about the mail piling up for your routes. Having the 8 hour maximum for work helps keep you safe from discipline that Canada Post may try to impose, as our OT ban is a legal strike action that provides protection. If your route is piling up and you are bringing back mail, please do ask your supervisors for help to get that mail out. Maybe there are some relief, PREs or OCREs that can help, or maybe Canada Post can pay someone with a smaller route to help take some of the extra work out.

I fully acknowledge and understand the fact that many RSMCs, like our Urban members, are feeling the pinch of lost time and are without the ability to pick up extra work. Most of you may have counted on being able to do the extra weekend day to help bring in a little bit more. Believe me, I know this is a big ask, just as it has been for our Urban members, but I thank all of you for your understanding and help. It is my hope that by keeping the pressure on we can get Canada Post to address our needs at the bargaining table. It is difficult now but I am hopeful we will see the payoff for our hard work soon.

We have been hearing a lot of reports of backlogged mail, so that tells me what we are doing is working. Many members of the Public are speaking out in support of our actions and appreciate that we are keeping the mail moving. They realize it is not as fast moving as usual but they are still sending their items through the mail. Supporting our customers and still receiving pay for the days we are not on strike is a win/win situation for us and a losing one for the corporation. This is a very good thing! With all of us supporting our Negotiators and holding our lines, we will get through this!

We will do this and we will do it together!

In respect and solidarity!

Nancy

P.S. Someone asked me the other day if those that are working full time for our Union get paid when we go out on Strike. Nope. All of us are on strike and without pay, just like everyone else.

 

No Power Greater – Votre Force

Terms and conditions without a collective agreement

CUPW – STTP
Canadian Union of Postal Workers – Edmonton Local
18121 – 107 Avenue Edmonton Alberta T5S 1K4
Ph: 780-423-9000 Fax: 780-423-2883

November 1, 2018

Dear Members:

Canada Post did away with our Collective Agreements once we started our rotating strikes on October 22nd. We have been answering many questions about our new terms of employment since then. Some things to keep in mind:

  • Pay – Remains the same rate as it was before we went out. RSMC – this includes all other allowances. URBAN – the onlyallowances that will continue will be that of lead hand, meal and beverage, on-call/standby, private vehicle kilometres, HH bonuses and over-assessed route.
  • Benefits – Extended Health Care Plan (including prescription coverage), Dental, Vision, Hearing, will all continue. URBAN – Disability Insurance and Life Insurance – new claims occurring after any strike action will be discontinued.
  • Pension – no time will accumulate when not working, such as when out on the strike line
  • Vacation – all vacation leave is cancelled, even previously approved. Employees must obtain approval to remain off and if approval granted, leave will be unpaid.
  • Other leave – All other forms of paid leave, either new or pre-approved, will be subject to management approval and will be without pay.
  • Staffing – the corporation may staff to meet customer needs – (Please remember that our seniority, schedules of work, rotation of duties and overtime lists are all bargained-for benefits)
  • STDP – Payments have stopped – if you are off of work due to non-work related reasons please do apply for medical EI right away. Please contact Access HR for your Record of Employment 1-877-807-9090. Please contact Rashpal Sehmby 780-423-9000 ext. 4 if you have any questions on this.
  • Adoption & Maternity Leave – Top ups have stopped – only the EI Maternity base rate will be paid.

As our Rotating Strikes continue, it is very important that you do keep informed by keeping an eye on your CUPW bulletin boards, cupw.ca or our local website, http://www.cupwedm.net. We will be keeping our local office phone message updated with information when we are called out again, and will be staffing our local office for the full 24 hours during any 24 hour strike rotation we may be called on to do. All picket line information is now up on our local website http://www.cupwedm.net, this information is specific to picket line protocol and Picket Captain Duties; please feel free to read any or all of the information and offer help on the line where you can. Now more than ever it is important to present a respectful public face for all to see. Please do not talk to any media. This is for your protection as CPC will hold you accountable for anything you say. Please remember, when we are on the picket lines we are representing all of our Brothers and Sisters across the country, let’s do them PROUD!!

When we are called out for our next rotation turn it is very important that you show up for the time you signed up to walk the line and that you sign in with your Picket Captain. If you would like to picket longer than your assigned picket time or would like to picket at other picket locations as well your work location picket, you are most welcome to do so. After our designated time on the line has passed we must return to work on our next scheduled shift. Please plan accordingly.

I would like to thank everyone for doing such a fantastic job holding our lines!!!

When I say holding our line, it is not just the actual Strike line or holding to the 8 hour day. We also hold our line by maintaining our discipline, showing up to work and working in a safe manner every day while not knowing when our next turn on the Strike line will come. Working in offices that are filled with uncertainty and rife with rumours adds to the stressful time we are now undergoing. Thank you to all of you that are doing your best to stop the rumour mill and keep things on an even keel for those that are struggling.

I know the overtime ban is a difficult strike action for some, but by keeping ourselves to a maximum 8 hour day we prove the corporation that we need better staffing solutions and that we need safe working conditions.

It is my hope that when all this is said and done, we will have a fairly negotiated Collective Agreement for all. If we keep holding our lines we stand a very good chance of getting what we need. We will get through this and we will do it together. In Solidarity!

Nancy Dodsworth, President, CUPW Local 730 Edmonton

No Power Greater – Votre Force

About overtime and what’s at stake

 

CUPW – STTP
Canadian Union of Postal Workers – Edmonton Local
18121 – 107 Avenue Edmonton Alberta T5S 1K4
Ph: 780-423-9000 Fax: 780-423-2883

 

November 2, 2018

Hi All,

Below is a letter written by Steve Cowtan, our CSS of Stations and Depots. The letter was written to Letter Carriers but I think it applies just as equally to inside workers. I have added a few inside worker specific points to it in blue italic writing.

Sol, Nancy

Attention Depots:

Yesterday’s announcement of strike action on overtime has led to a fair bit of debate across the city. Most people understand that our end goal is a negotiated contract. If CPC will not agree to a fair contract, then we obviously apply pressure on them until they do, strikes are the most obvious example. They of course, apply pressure on us until we capitulate, the elimination of benefits being a good example.

Rotating Strikes

One of the main goals of rotating strikes is to make a media statement in every little town and large city across the country. This strategy has been very successful and as many front line workers can attest to, we have huge public support. People on my route have exclaimed in shock, “you can be forced to do overtime?!”, or “men and woman not getting the same pay… come on this is 2018!”

For the employer, rotating strikes also create logistical difficulties, extra shipping costs, and storage costs as trucks are held up at picket lines and entire processing plants are brought to a standstill. The employer has been responding to this strategy with one of their own. They are moving mail, parcels, etc between large centres for processing in other cities. (All members need to be aware that under the Canada Labour code we do not have to process struck work. Contact the union office for info). They do this of course to avoid at all costs the backlog that rotating strikes can and do cause. We bring the mail to a halt, filling storage sites, trucks, the processing plants and the depots and we shut the post office down while still collecting a pay cheque.

Overtime Strike

Overtime strikes are essentially a slowdown. Even if CPC throws in temps, they can still not provide the delivery numbers that a regular route owner could, or process the mail like regular workers do in the processing plant.

This is where the two strategies meet. Backlog of mail that will grow and grow and grow.

We have no idea what the strategy out of national will be next, but we can see that this is a game of high stakes chess, and we are pieces on the board. The question is will we be able to trust the National Executive Board, enough to be those pieces? So far so good. Yesterday’s overtime ban raises some concerns that I want to address.

Remember what’s on the table

RSMCs need to realize that the pay equity decision was an award.  It does not necessarily by default become contractual language. That means that the union has won a settlement between two points in time and CPC will do everything in its power to wiggle out of their obligations. One way they will do that is by not completely honouring the award by placing it into your contract. Equality has not yet been achieved.

Letter Carriers have expressed the desire to work overtime and today’s announcement on an overtime strike, some have felt penalized by the union. So let’s explore that. If we work overtime now we are working against the strategies listed above. We want to backlog the corporation to the extreme, and by starting early and running through our day we are working against our own interests. Let’s remember what the employer has on the negation table, the right to use additional temporary employees during the period of November to January. These temporary employees would be utilized as acting part-time relief letter carriers and would be assigned work prior to full-time and part-time letter carriers getting voluntary overtime. If the employer is successful, you and I will not only NOT have any overtime at all during peak season, and this will spread to other busy times of the year. They are reserving the right to have everyone work an 8 hour day and have non completed delivery done by a new group of temporary employees. No overtime during the week, no double time on weekends and no triple time on statutory holidays. Say goodbye. And once we loose that, they will then use the same strategy for the rest of the year. Overtime will be a thing of the past. I guarantee it.

Group 1 workers (PO4s PT/FT, PO5s ) and Group 3 & 4 (Maintenance Plant and Vehicle) – are not exempt from CPCs plans to change how they staff extra work, such as extensions and overtime. It is important to realize that our CA has a bargained for process on how and when CPC can use Temp workers. With CPCs proposals we could see all of what we have now change. We all know CPC has brought in Temporary workers incorrectly in the past and has ignored the process of our CA, many of us have won money back from the grievances filed on that. CPC would like to see that part of our CA disappear. For our maintenance groups CPC has often talked of contracting out and has changed a lot of the maintenance processes without meaningful consultation, if we don’t stand against them on this they will continue this and increase the impact. If we do not stand strong and fight for what we have on the table now and against what CPC is proposing we stand to lose all our extensions and overtime in the future too.

And here’s the real kicker. As the cost of living continues to outpace our wages, we will continue to become a more and more desperate workforce. Desperation hands the power over to the employer. The more desperate we are, the more power they have, and today that is showing more than ever as some workers are debating the merits of breaking rank and doing overtime either before or after shift or on the weekend. This would be devastating to our union’s strategy. The employer knows this and I also guarantee they will be not only be offering overtime work on weekends, very soon, but they will up the ante and offer double time pay. They are already getting a deal at time and one half, but the double time or even triple time comes with the bonus of breaking the union and forcing us into a full blown strike.

Full Blown Strike

As our workforce loses pace with the cost of living we become increasingly desperate. Nothing wreaks of desperation more than no income applied to 50’000 workers after 2 weeks on the line, or 3 weeks, or 4 weeks. Who do you think has the larger defence fund, the union or the corporation backed by the government? And you think they will honour their current offer of the insulting 1.5%? No way. They will claim that the work disruption caused financial stress on the company and they are now only offering 1%, or .5% or 0% to recoup their losses. Again I guarantee it.

Resolve, Dedication and Solidarity to win

We must not fight about decisions the National Executive board makes in front of the employer, in the depots, any of our workfloors, or on social media, as we reveal our desperations and our weakness and our vulnerabilities, we must be smarter than that. Yes debate is completely acceptable, but let’s meet at the union office or in the parking lot or elsewhere. We must communicate our concerns with each other respectfully and learn from our more knowledgeable and experienced community members. We have to learn to be quick to listen, and slow to respond, to one other. We have to dig deep to win, fight the long fight and stick together. We have to be prepared to sacrifice to make gains. And we have to win this. We have to win this fight or I fear for postal workers and their future. Our current trend cannot continue. We must win, and we must win now. Please think deeply on what I have written here. And please let’s stick together.

Solidarity,

Steven Cowtan

Chief Steward Depots/Stations

No Power Greater – Votre Force

Overtime Ban

CUPW – STTP
Canadian Union of Postal Workers – Edmonton Local
18121 – 107 Avenue Edmonton Alberta T5S 1K4
Ph: 780-423-9000 Fax: 780-423-2883

November 1, 2018

RE: National Overtime Ban

Dear Members:

As of November 1stour National Union has implemented another step in our Legal Strike Actions by calling for a nationwide overtime ban. Working over 8 hours a day or over 40 hours a week is now considered the same as crossing our picket lines.

I believe they have done this for several reasons:

  • Workers were already refusing overtime in many work locations, both inside and outside workers. To prevent the employer from disciplining members for their commendable actions in support of those on the strike lines and those of our members that have been ruthlessly cut off of STDP, our National Union moved it to be a Legal Strike action, removing the threat of discipline.
  • The corporation still has not addressed the major issues of:overburdening, overtime, overwork, all hours worked are all hours paid. We all know that we continuously make things work for the corporation in order to support our customers. With us continuing to uphold our dedication to our customers by working overtime we are not able to clearly show the underlying issue of inadequate staffing levels, improperly built routes and the continuously increasing workload created by the exponential growth in parcel processing and delivery.
  • The uncertainty of our current negotiations with an employer that has continuously refused to bargain fairly has caused much frustration amongst us. Some believe we should not impede those that need extra income from working overtime; others believe that by doing overtime we are only prolonging our time on the line. By moving to a National Overtime ban, our Union has taken steps to stop conflict between members on the work floor.
  • Once we began our strike actions the corporation could now pick and choose who gets the overtime…. All of our overtime lists and seniority are a benefit bargained for within our collective agreements… that Canada Post has decided to no longer honour. If we don’t do overtime, Canada Post cannot use this to divide us.

I know this ban will be difficult for some, but please do keep in mind that working 8 hours a day is something that will help us demonstrate to the corporation how important it is to have proper staffing and properly built routes for both Urban and RSMC members. Many of us have made our jobs work for so long in order to support our customers that we have forgotten what it is like to take our breaks, work at a safe pace, and only work 8 hours to get the mail processed and delivered. Many of us have grown used to going home sore and exhausted.

Now is the time to support and stand by each other. It will be difficult for many of us when we want to take that extra step for our customers, something that the employer has relied on for far too long, but we must stop making it work. We must do this for each other and for all those that will come after us.

In Respect and Solidarity

Nancy Dodsworth, President, CUPW Local 730 Edmonton

No Power Greater – Votre Force

General Membership Meeting

CUPW Edmonton Local

GENERAL MEMBERSHIP MEETING

Saturday Nov 3rd, 2018

11:00 AM – 1:00 PM Union Office

18121 – 107 Ave. Edmonton

Agenda

Auditors report for the 2017 -2018 Fiscal year

Floor Nomination/Election – Chief Steward of Shift 1 – April 2020

5.14In the Event of a Vacancy on the Executive Committee, a replacement will be elected at a General Membership Meeting no later than Eights (8) weeks following the date the resignation is received.

5.15Election of Officers shall be the first order of business at the Election Meeting. The normal business of the April General meeting may proceed while ballots are counted, with the exception that items of “New Business” other than excusing members from meetings and waiving of dues, “Unfinished Business” and “Elections” still may not proceed until the members and alternates of the Committee have finished their work.

5.16For all other elections not specifically provided for in these By-laws, the following procedures will apply:

5.16.1Notice for election must form part of the General Meeting notice. 5.16.2 Candidates and their nominators must be members-in-good standing.

5.16.3In the event that a member nominated is not present at the time of the election, he/she must have indicated, in writing their willingness to stand for election. This procedure shall be noted on the notice of the General Meeting.

Vote on Motion served during the Oct 14th, 2018 GMM:

Notice of motion:

Whereas our Union would never adhere to disallow any member form working another job.

Whereas we would never discourage any member to provide for their family and children’s need.

Whereas article 7.13.5 of our local bylaws is a violation of the Canadian Charter of Rights and Freedoms. In particular to Right to move and gain livelihood. (2) Every citizen of Canada and every person who has the status of a permanent resident of Canada has the right (a)| to move and take up residence in any province; and (b) to pursue the gaining of a livelihood in any province.

Also, Life, Liberty and security of a person. Everyone has the right to life, liberty and security of the person and the right not to be deprived thereof except in accordance with the principles of fundamental justice.

Therefore be it resolved that Article 7.13.5 be removed from the Edmonton Local Bylaws.

Be it further resolved that the enforcement of guaranteed rights and freedoms be adhered to by the Canadian Charter of Rights and Freedoms as per 24 (1), Anyone whose right or freedoms, as guaranteed by this Charter, have been infringed or denied may apply to a court of competent jurisdiction to obtain such remedy as the court considers appropriate and just in circumstances.

Motion by: R. Sehmby

 

Committee & Delegate Elections

Executive ReformationCommittee:9 core members(no more than 3 executive & 6 members from the floor. As well as equal representation specifically between, RSMC’s, Letter Carriers, members from the EMPP.) (7 have been chosen so far, 3 executives and 1 from RSMC, 2 Letter Carrier and 1 EMPP)

By-Laws Committee 2 alternates (to Feb 2020)

Education Committee 5 members (to Nov 2020)

Election Committee 2 alternates (to Dec 2018)

Environment Committee 5 members (to May 2019)

Human Rights Committee 1 members (to May 2019)

Inside Out Committee 4 members (to Nov 2020)

First Nation Sub-Committee 1 members (to May 2019)

Organizing Committee 10 members (to Sept 2020)

Social Committee 5 members (to Nov 2020)

Temp Rights Committee 2 members (to Mar 2019)

Trustee Committee 2 members (to Sep 2019)

In the event that a member nominated is not present at the time of election, he/she must have indicated, in writing in advance, their willingness to stand for election.