Education Seminar

CUPW Prairie Region

Education Seminar

DATE: March 1, 2 and 3, 2019

LOCATION: Edmonton Alberta
Chateau Lacombe Hotel
10111 Bellamy Hill
COURSES:

1. Solidarity Skills Level 2 (Urban or RSMC/PSBU)

This course builds on what participants learned in the Level 1 course about dealing with conflict in the union and familiarizes participants with the fundamentals of conflict mediation, providing an opportunity to practice dealing with a conflict from beginning to final resolution. It also explores and discusses other conflict resolution models such as community circles (also known as restorative circles)

2. Social Steward (Urban or RSMC/PSBU)

Social Stewards are resource people who assist co-workers experiencing personal problems. They listen to people, help them identify their concerns and find solutions, and refer them to appropriate resources. As set out in D-32 of the constitution, social stewards are part of a network the union is building across the country.
This course is for members who wish to become social stewards. During this course, participants become familiar with the role of the social steward through small group work, discussions and role-plays. They learn ways to support members, how to approach workplace problems, and the preventative union approach. Participants also look at how to gather and share information on the resources available to deal with members’ problems.

3. Updating Routes and Basic LCRMS (Urban or RSMC)
In this participatory course, members new to LCRMS learn its basics and gain an understanding of the factors used to update letter carrier routes.

4. Basic Shop Steward (Urban or RSMC/PSBU)

This course aims to provide new stewards with basic training, knowledge and confidence. Topics include the different roles of the shop steward, how to investigate and file a grievance, communication skills, shop steward rights, the role of a steward as organizer/mobilizer and key provisions of our Urban RSMC and Private Sector Bargaining Units.

 

Interested members should be made aware that all sessions of the courses are mandatory. Pleases instruct participants to inform the REOO of any medical conditions that must be considered and ask participants to refrain from wearing any fragrances during the sessions to protect those with fragrance sensitivity allergies.

Participants are expected to share accommodations, any change must be authorized by the Regional Office before hand.

Registration deadline for locals to send in participant applications to your Local union Office by February 1, 2019 (no exceptions).

This education program falls under Article 11.06 of the National Constitution and expenses for delegates are paid under Article 7.42, which include meals, transportation and accommodation. Reimbursement for childcare expenses is also available. The Union encourages all members to access this right of membership and learn how to make your own working life and that of your co-workers better.

For more information contact your shop steward, local education officer or executive member

The Struggle Continues….

Todd Jarema Ajay Sharma
Regional Education & Organization Officer Edmonton Local Education Officer

 

Application form

Educational Opportunity

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

Hello everyone

Edmonton Local will be holding following courses in coming months. If you are interested in applying for one or all of these courses please have your application into the Edmonton Local Union Office before the dead line due to the tight timelines, late applications may not be considered.

The courses being offered are:

  1. Welcome to CUPW

This 3 day courseis for new members. During this interactive Course participants learn about the Union and find their place in it. Topics include CUPW History and Constitution, how to write a resolution, Union vs Employer Values, Understanding Power and the many faces of activism.

COURSE DATE: January 27, 28 and 29 2019

LAST DATE FOR APPLYING: January 17 2019

  1. Basic Shop Steward (Urban/RSMC)

This 3 day courseis designed for interested members who are looking at becoming Shop Stewards or are new Shop Stewards. Participants will become more familiar with the CUPW Constitution and their Collective Agreements. The course will focus on the role of the Shop Steward to enforce the Collective Agreements, deal with the Constitution and familiarize members with the struggles of CUPW.

COURSE DATE: February 8, 9 and 10 2019

LAST DATE FOR APPLYING: January 30 2019

  1. Advance Shop Steward (Urban/RSMC)

This 5 day courseis for the Shop Stewards are interested to increase their knowledge and skills as shop steward. The course will focus on the role of the Shop Steward to enforce the Collective Agreements, deal with the Constitution and familiarize members with the struggles of CUPW.

COURSE DATE: March 10,11,12,13 and 14 2019

LAST DATE FOR APPLYING: February 27 2019

**NOTE**Please be advised that all sessions of the courses are mandatory. Please refrain from wearing any fragrances during the sessions in order to protect those with fragrance sensitivity allergies.

The Union encourages all members to access this right of membership and learn how to make your own working life and that of your co-workers better.

All courses will held in local union office 18121 – 107ave Edmonton.

If you have any further questions, please do not hesitate to contact a member of the Education/Executive Committee.

NOTE: PLEASE FILL SEPARATE APPLICATION FOR EACH COURSE IF YOU ARE APPLYING FOR MORE THAN ONE COURSE.

In Respect and Solidarity,

Ajay Sharma

Education Officer

 

Application Form

HUMAN RIGHTS COMMITTEE MEETING

Wednesday January 16, 2019 7:00 pm -9:00 pm

Meeting to be held at our local office 18121-107 Avenue

Agenda:

Persons with Disabilities (update) Anti bullying Day (Feb)
Black History Month (Feb) International Womens Day (Mar) Asian Heritage Month (May) Pride (June)

National Indigenous Day(June) Articles for the Inside Out Future meeting dates
Any other Human Rights issues

The HUMAN RIGHTS COMMITTEE is an open committee, everyone is welcome

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