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CUPW 2011
Links to CPC Householder Values and Walks by
FSA
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2003-07-27 After eight months of intense bargaining, the Canadian Union of Postal Workers (CUPW) has reached a negotiated settlement with Canada Post Corporation (CPC). The process was long and extremely difficult. The tentative collective agreement with Canada Post provides full job security for all regular employees and many other very positive improvements that will benefit postal workers for years to come. The agreement to contract-in Urban Expedited Parcels (UEP), with the new delivery model, will create hundreds of full-time positions and will enable the post office to greatly expand its parcel service. With the new staffing process we are finally achieving our goal of eliminating the many barriers that prevented the full use of seniority in obtaining positions. The agreement also includes some changes that the union had initially resisted. We believe that the numerous benefits of the contract far outweigh any negative aspects. At the upcoming ratification votes, all members will be provided with a complete draft collective agreement and full information concerning all of the changes. Prior to the meeting, you will receive more information through bulletins. At that time, you will be able to find detailed and specialized background information on the CUPW national web site at: www.cupw-sttp.org. We have great news regarding our demand to contract in Rural and Suburban Mail Carriers (RSMCs). CUPW has reached an agreement with CPC to contract-in the 6,000 RSMCs and provide them with employee status. The eight-year agreement provides guaranteed funding to finance increased wages and benefits, and improved working conditions. The contract also provides rights and protections, including union representation. The agreement covering the RSMCs does not form part of the mail operations contract and will be voted on separately by the members of the RSMC bargaining unit. There is no doubt that the achievement of our demand #20, for employee status for 6,000 rural and suburban mail carriers will directly benefit all postal workers for decades to come. Major Changes to the Collective Agreement As mentioned, a complete draft of the tentative agreement will be available to all members at upcoming ratification vote meetings in late August. To help you become familiar with our tentative agreement with CPC, the following is an overview of the proposed changes. GENERAL Duration: The agreement is a four-year collective agreement beginning February 1, 2003 and ending January 31, 2007. WAGES, COLA AND BENEFITS Wage increases: The agreement contains wage increases of $0.58 per hour effective January 31, 2003, $0.60 per hour effective January 31, 2004, $0.62 per hour effective January 31, 2005, and $0.63 per hour effective January 31, 2006. (For letter carriers and postal clerks this amounts to 3% each year or 12.5% over the 4 years.) Retroactivity: The agreement includes full retroactivity for the period between February 1, 2003 and the date of implementation of the new wage rates. New wage rates in Appendix "A" will be paid within 90 days after the collective agreement is signed. This will include all current members who are employed at the date of signing of the collective agreement and those who retired or died on or after February 1, 2003. For retirees the pension will be adjusted accordingly. Cost of Living Allowance (COLA): In the last three years of the agreement, a COLA is provided and is triggered after inflation reaches a 9% total over the three-year period. Severance pay: The agreement includes a payout of accumulated severance pay based on continuous service, including temporary service, and covers employees with less than 10 years service and the elimination of the benefit in the future. Members will have the option to receive their entitlement now or to leave the money in until retirement when it will be paid out based on the salary in effect at retirement. For both options, the number of weeks of entitlement will be based on continuous service up to a maximum of 28 years. Effective February 1, 2007, a 1% pay increase upon completion of 28 full years of indeterminate service will be given to employees on strength as of the date of signing. Dental Plan fee schedules: Effective sixty days from the date of signing of the agreement, the 2002 dental fee schedule shall apply. Effective April 1, 2004, the 2003 dental fee schedule shall apply. Effective April 1, 2005, the 2004 dental fee schedule shall apply. Effective April 1, 2006, the 2005 dental fee schedule shall apply. Effective April 1, 2007, the 2006 dental fee schedule shall apply. Dental Plan premiums and deductibles: Effective January 1, 2004, the agreement establishes a monthly premium based on 5% of the annual cost of the plan. For 2004 this will be $1.38 per month for single coverage and $3.16 per month for family coverage. The current annual deductibles of $50.00 and $80.00 will remain. The premium will remain at 5% but the amount of payment will be adjusted annually to reflect changes in the cost of the plan. CUPW will have access to data necessary to confirm the costs. Extended Health Care Plan (EHCP) and co-ordination of benefits: The agreement provides the entitlement to co-ordination of benefits for CUPW members with a spouse who is covered by the Extended Health Care Plan (EHCP). Extended Health Care Plan (EHCP) and paramedical services: The agreement adds social worker and acupuncturist to paramedical services. Extended Health Care Plan and premiums and deductibles for active employees: Effective January 1, 2004, the agreement establishes a monthly premium based on 5% of the annual cost of the plan. For 2004, this will be $3.03 per month for single coverage and $5.85 per month for family coverage. The current annual deductibles of $50.00 and $80.00 will be eliminated. The premium will remain at 5% but the payment amount will be adjusted annually to reflect changes in the cost of the plan. CUPW will have access to data necessary to confirm the costs. Extended Health Care Plan premiums and deductibles for retirees: Under the current collective agreement, retirees pay a premium of 20% and have annual deductibles of $50.00 and $80.00. The monthly premiums have not been adjusted for many years. They will be adjusted to $20.51 and $37.25 as of September 1, 2003 for current retirees. This adjustment only brings the premiums to the rate of 20% and is totally independent of these negotiations. For current retirees, the premium will remain at 20%. For future retirees, the premium will be 25%. The increase in the premium from 20% to 25% will result in a monthly increase of $5.02 for single and $9.12 for family coverage. The current annual deductibles of $50.00 and $80.00 will be eliminated. The premium will remain at 25%, but the amount of payment will be adjusted annually to reflect changes in the cost of the plan. CUPW will have access to the necessary data to confirm the costs. Extended Health Care Plan and Optional Hospital Expense Benefits for premium holiday and benefit improvement: The agreement provides two options. In Option A, the benefits will be improved to $70.00 per day from $40.00 and in Option B, the benefit will rise to $140.00 per day from $90.00 per day. For current participants, including retirees, there will be a premium holiday effective September 1, 2003 until the end of the collective agreement. For current retirees, the current monthly premiums of $16.29 for Option A and $39.46 for Option B will be reduced to $0.00. For current participants who are active employees, the current monthly premiums of $1.23 (single) and $3.66 (family) for Option A and $4.68 (single) and $9.48 (family) for Option B will be reduced to $0.00. For new participants who are active employees, the current monthly premiums of $1.23 (single) and $3.66 (family) for Option A will be reduced to $0.99 and $2.48. For new participants who are active employees, the current monthly premiums of $4.68 (single) and $9.48 (family) for Option B will be reduced to $3.29 and $8.22. For new participants in the retiree plan, the current monthly premiums will be reduced from $16.29 to $2.43 (single) and $4.86 (family) for Option A and from $39.46 to $9.35 (single) and $18.70 (family) for Option B. Extended Health Care Plan Pilot Project: The agreement will create a Benefit Pilot Project to improve the health of employees and reduce health care benefit costs. CPC will fund the project to a maximum of $100,000.00 per year. Naturopathic remedies shall be paid at 80% and will be subject to an annual maximum of $500.00 per employee. Extended Health Care Plan and the Drug Plan Formulary: The agreement will introduce a three-tier payment schedule for the drug plan. The current reimbursement of 80% will be maintained for Base Drug expenses and new rates of 50% will be used for Supplementary Drug expenses. Drugs not included as Base Drugs, but covered by the RAMQ (Quebec's public drug plan), will be reimbursed at the RAMQ rate, which is now 72%. All diseases and afflictions will have medication reimbursed at the highest level. In this way, no member will lose coverage or have to pay more out of their pocket unless they choose to use a more expensive medicine. Also, in the event that members cannot use drugs at the higher level, they will be able to use drugs from the lower tier and still be reimbursed at the higher level. Prescribed drugs taken to deal with the adverse side effects of life-sustaining drugs, appliances and equipment necessary for the administration of life-sustaining drugs, and medically necessary vitamins for special needs children will be reimbursed at the highest level. There will be annual caps of $500.00 for "lifestyle" categories such as smoking cessation, weight loss and erectile dysfunction, and a lifetime cap of $5,000.00 for fertility treatments. Isolated post allowance: The agreement will update rates in accordance with Treasury Board policy. JOB SECURITY Full Job Security: The agreement provides full job security, within a 40-kilometer radius, for all regular employees effective on the date of signing. This extends job security to an additional 4,500 workers. Contracting in of Urban Expedited Parcels (UEP): CPC estimates this measure will create 347 full-time equivalent positions. The agreement includes a schedule for the implementation of the new delivery model, which alternates between locations that would have the work contracted in and other locations where CUPW members already perform the work. Implementation will begin in 2004 and conclude in 2007. No contracting out - Appendix "I": Under the agreement, new national equipment will be included in list of equipment for which maintenance work is protected. Conveyance is removed for "buddy" in MMC sites. Retail: Under the agreement, the number of part-time employees performing wicket duties in staff offices grades 9 and up may not exceed 10% of the number of full-time wicket employees, on a national basis. Part-time employees shall be scheduled only to cover peak periods and extended hours. STAFFING, WORK SCHEDULING AND ASSIGNMENTS Filling vacant positions (Staffing process): Under the agreement, bidding for positions will be done on the basis of seniority except where qualifications are required. This will enhance the ability to move between and within groups. The process will allow people to obtain their new position faster. The process is modeled after Group 2 staffing, where the position and assignment are separate. Position is defined as classification and post office. For Group 1, the assignment is section and work schedule and for Group 2, the assignment is unit and route. For Groups 3 and 4, qualifications remain a major factor. Rotating shifts for Group 4: The agreement will eliminate rotating shifts for Group 4 and a fixed-shift system will be introduced. Bar Charts: The agreement provides an annual adjustment process for relief in Group 2. Bar charts will be done by unit and installation. Assignment of overtime - Clause 15.08: Under the agreement, CPC's policy will be to offer overtime on a voluntary basis to other letter carriers prior to requiring that the employee work overtime on her/his route. WORK RULES AND WORK METHODS New parcel delivery model: Through the agreement, local committees in each location will be established to oversee the changes involving loops, stop based, variable delivery rates, meal on route, and staffing formula to guarantee maximum full-time staffing. All part-time Mail Service Couriers (MSCs) will have a workweek of a minimum of 20 hours with the exception of weekend only part-time routes, which may be structured for 16 hours per week, for a maximum of 8 hours per day if needed to maximize full-time routes. A new PO4 Parcel Support job description will apply in the model to allow sequencing, loading and moving of vehicles. PO5s in Parcel Support will be deemed to be covered by the new PO4 job description. A National Parcel Project Committee will be established with a steering committee and a working committee. Each party will have two representatives on each committee. This National Committee will oversee the conversion of the current MSC operations to the new model. It will also conduct and oversee the pilot projects on parcel rates. Appendixes "V" and "CC": In the agreement, Appendixes "V" and "CC" are renewed status quo. Private vehicles and mileage allowance: Under the agreement, mileage allowance will increase to the corporate rate applicable in each province and territory. Although CUPW recognizes the right of letter carriers to voluntarily use their own private vehicles under the provisions of clause 32.06, the union will reserve the right to educate its members about the implications of private vehicle use on their workload. Appendix "AA": The agreement will renew the joint committee with a mandate to complete evaluations, complete two health and safety studies, conduct a pilot project concerning oversize householders and create other projects, as may be mutually agreed by the parties. Appendix "AA" Kelowna Pilot: The agreement will maintain the contracting-in of the Combined Urban Services (CUS) work after the pilot. Modes of transportation: The agreement states that the 70-minute rule is exempted when a route is converted to corporate vehicle. Natural walk pattern appeal: As per the agreement, CUPW will withdraw the appeal currently before the courts. Mail mobile stop: The agreement contains a 0.65 minute/stop interim standard for all routes. It will be implemented for routes where 0.2851 was being used before using the 0.65 standard for other routes, except sites where the parcel model is being introduced. There is an agreement to develop a permanent standard within six months. (DRS) Standard: The agreement provides for the implementation of a new standard in subsequent route assessments with or without volume counts. Meal on Route Motorized Letter Carriers and "Buddies": In the agreement, motorized routes and "buddies" may be structured to have their meal at a designated spot other than their home depot. The designated meal location must meet cleanliness and hygiene standards. If the carriers are required to purchase a beverage at this location, they are entitled to a daily beverage allowance of $2.50, adjusted upwards to compensate for sales tax. The time of meal on route for motorized letter carriers is scheduled to start between 3-5 hours. The time of meal on route for "buddies" and motorized letter carriers with buddies is scheduled to start between 4-5 hours. Householders - Appendix "D": The agreement provides for the simplification of charts concerning weight and size. There is no requirement to carry oversize householders unless there is agreement from the appropriate level of the union. There is an overall slight financial benefit with the new charts. Protocol on Letter Carrier meal period: The agreement establishes that letter carriers, whose routes are structured so that they return to the depot to have their meal, may choose not to return and to take their meal elsewhere. The routes shall continue to be structured on the basis of the rules set out in the LCRMS, and Articles 14 and 48 of the collective agreement. The productivity of any letter carrier who chooses not to return to the installation for lunch will not be used for comparison purposes with other letter carriers. Early starts: The contract language remains status quo and the parties agree to avoid workplace conflict on this issue. Union observers: Under the agreement, paid union observers will be used for each group of routes being simultaneously restructured for both MSCs and letter carriers. Union paid observers will be used in the preparation and assessment phases for letter carrier restructures. Relay bundle delivery: The agreement establishes that work must be organized so that bundles are available when letter carriers reach their relay box. Bilingual positions: Under the agreement, employees completing bilingual training must remain in a bilingual position for 12 months after training Volume electronic mail: The agreement deletes Appendix Y. MEMBERSHIP SERVICES FUNDS Childcare fund: The agreement extends the fund to cover adult children with special needs and dependent grandchildren. There is also an increase in funding by $200,000.00 per year and an increase from three-tenths (3/10) to five-tenths (5/10) of net operating profits. Appendix "T": The agreement provides additional one time funding of $1 million in year 1 and 3 of the agreement. There are new financial procedures to ensure that the expenditures from the Appendix "T" fund reflect the actual expenses to the corporation incurred as a result of pilot projects. There are also new accounting rules and formula for the apprenticeship program that will provide more resources for projects. A list of pilot projects will be included, for which the working committee will develop business cases and submit to the steering committee. HEALTH AND SAFETY Day-shift pilot projects: The agreement includes pilot projects to study operations and reorganize work to maximize day shift work in Montreal, Quebec 300 St. Paul, Moncton and Saint John, N.B. Four-Day workweek for night workers pilot projects: The agreement includes pilot projects to study the impact of a four-day workweek for night workers in Montreal, Quebec 300 St. Paul, Moncton and Saint John, N.B. There is no change in yearly worked hours and paid hours. It is agreed there will be no increase in the annual hours worked (including the impact of night recovery leave), and no reduction in annual regular hours paid. Health and safety training and studies: The parties have agreed to most of the substantial issues concerning the demand of the union. Training will be developed through the National Joint Health and Safety Committee. The committee shall develop training modules for employees and members of the local joint committees. All regular employees shall receive one day of training over the next three years. All members of the local joint committees shall receive three days of training. Four hours shall be reserved for the union to meet exclusively with the union members of the joint committees. Health and safety studies: The agreement provides a fund of $200,000.00 per year, controlled by the National Joint Health and Safety Committee. It will be used to finance studies focusing on improvement of health and safety, the development of training materials, and the elimination of workplace hazards. Job rotation: The agreement adds loose loading to rotation of duties. Reduced weight limit: The agreement reduces the maximum weight for lifting alone to 22.7 kilograms (50 lbs.). Uniforms: The agreement will include new tables reflecting the point system. PENSIONS Pension coverage for part-time employees: The agreement establishes that actual regular part-time hours will count as pensionable service, including extended hours. Pension coverage for temporary employees: In the agreement, temporary employees, who have an assignment of six months or more, will be covered by the pension plan. Pension plan representation and involvement: The agreement introduces one additional union representative on the Investment Committee, to be appointed by the unions. Investment-related questions, proposed by the Pension Advisory Council, will be included in the next Employee Satisfaction Index survey to solicit worker feedback on investment policies. Pension surplus: The agreement establishes that CPC is prohibited from using any portion of any surplus attributable to CUPW members. HUMAN RIGHTS Marriage leave: The agreement provides marriage leave for same sex couples. Harassment and violence: The agreement expands the definition of harassment and will include a definition of workplace violence. The agreement guarantees Union participation in investigations and improvements in the investigations process. The union and CPC must consult and agree on the duration of temporary assignments. Human Rights Training: The agreement establishes an employer-paid half-day training session for all new employees and in various workplaces for other employees. Human Rights Committee: The agreement includes the creation of a Joint National Human Rights Committee with both parties to appoint a minimum of one woman on the Committee. TEMPORARY EMPLOYEES Temporary employees transfer rights: The agreement gives temporary employees the right to transfer, without loss of seniority, from one list to another including to a new post office or MAPP. Temporary employees who transfer will remain on that list for 12 months unless they are hired as regular employees. Temporary employees and burden of proof for discharge: Under the agreement, the employer will have the burden of proof in arbitrations dealing with the discharge of all temporary employees including those on probation. Temporary employees master hiring list: The agreement creates a master-hiring list for Toronto and Montreal. Temporary employees and termination for lack of work: Under the agreement, temporary employees shall be terminated if they have not worked during a period of 12 consecutive months, excluding the period of time from December 1 to December 24, or if they have not demonstrated reasonable availability during any period of six consecutive months. This does not apply to any period, in which an employee is disabled, on maternity, parental, adoption or union leave, as long as written notice has been provided. PAID LEAVE Sabbatical leave: Under the agreement, CUPW members will be entitled to the Self-Funded Leave as per the Corporate Work Options Program. Part-time vacation pay: The agreement provides for reconciliation of the financial year and the vacation year to eliminate the problem of overpayments. Pay for designated holidays for part-time: The agreement establishes that pay will not be less than scheduled hours. Deduction of sick leave credits: Under the agreement, the deduction of sick leave credits will take place on a "real time" basis. An exception applies to members who work fewer than eight hours per day as part of a progressive reintegration program supported by a medical certificate. Day in lieu - Clause 18.02: The agreement establishes that between December 15 and January 15, all requests will be granted unless more than 25% of the number of employees in letter carrier routes in an installation request the same day in lieu. In this case, CPC may refuse the additional requests in reverse order of seniority. USE OF SENIORITY Annual shift bid: Under the agreement, Group 4 will now be included in the annual shift bid. EMPLOYER ROLLBACKS…GONE !! Why do we still need our right to strike? A strike mandate is the union's most powerful tool to maintain our rights and secure our future. Here's the proof - after CUPW served its eight-day strike notice, many of these potential rollbacks were taken off the table: * Elimination of the half-hour paid meal period for MSCs…GONE!! * Elimination of the commitment to keep open a specified number of retail outlets (Appendix "I", 3)…GONE!! * Reduce protections against contracting out of MSC work…GONE!! * Routes structured so that letter carriers take their meal after 2.5 hours of work before they leave the depot to start delivering…GONE!! * Letter carriers required to deliver for 5 hours continuously…GONE!! * Change public transportation routes to either taxi or private vehicle routes…GONE!! * $1200 per year to use private vehicle, part-timers get half…GONE!! * Private vehicles; $1200 per year to deliver relays, part-timers get half…GONE!! * Eliminate preferred assignments in depots as part of a general conversion of all PO4s, letter carrier assistants, and night routers into one new function called "Delivery Support" GONE!! * Increase the maximum size and weight (including odd shapes) for householders and reduce the number of days for delivery …GONE!! * Eliminate seniority as the sole criteria for filling lead hand positions…GONE!! * Major reduction in night recovery leave for Group 1, 3, and 4 workers…GONE!! * Eliminate obligations for day-shift studies…GONE!! * Eliminate the long established practice of assigning cases to national arbitrators on a rotating basis…GONE!! * CPC use of "non practicing" lawyers for regular arbitrations…GONE!!! * Elimination of right to file grievances on matters that have no financial impact on employees…GONE!! * Surplus employees from other bargaining units, including APOC, to be hired into permanent positions before CUPW temporary employees are hired into regular positions…GONE!! * Supervisors, acting or permanent, shall be able to return into the bargaining unit without loss of seniority…GONE!! * Major change in the definition of technological change…GONE!! * Corporation to have the right to implement any change to the route measurement manuals prior to an arbitral decision…GONE! * Elimination of vacation pay advance under clause 19.11…GONE!! * No super-imposed vacation for Group 2 ….GONE!! * Many negative changes to Appendix "V"…GONE!! Bulletin no.: 2002-2005/129 In solidarity,
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