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CUPW 2011
Links to CPC Householder Values and Walks by
FSA
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MINUTES OF MONTHLY CONSULTATION
BETWEEN
GTA-DELIVERY-TORONTO EAST
AND
CUPW-SCARBOROUGH LOCAL
JANUARY 16, 2008
In Attendance:
J. Wineck M. Duquette J. Coe L. Charles S. Hardy E. Sigouin C. Samonite D. Roosevelt K. Burtt K. Davidson L. Waine K. Munday
AIR TESTING DON MILLS, AJAX, 280 PROGRESS 7 DEPOT 11
Depot 11
Management stated that pricing has been obtained to conduct tests @ 280 and Depot 11, process is continuing. The testing requested is not normally performed. Filters are changed quarterly.
Investigation was conducted @ Depot 11 for mold reported report to be forwarded.
RLC’S WORKING IN STATIONS
The union stated that postal unit F still reflects a split as sortation, Unionville splits are improper, only those with high sortation that were addressed are in agreement for a sort split.
Management stated that Unionville was updated; discussion occurred with several routes where the inside duties represent in some cases one to two portions of a split, this was discussed with K. Davidson. Sort splits were discussed with the local union representative.
The union stated that the local union representative was involved; however, this did not apply to all routes. The union’s position that sort can not be a split; every postal unit is configured this way with the exception of depot 11.
Management stated that in most situations the employees will decide amongst themselves how to split the route, which may involve one doing the sort.
The union (K. Davidson) stated that he personally would go to each station and verify their system, then advise of his results.
The union stated that in cases of priority assignments, a relief should be removed from their assignment to perform the route, their route to be covered under article 17. Management stated that this is not always possible given 04:00 hour starts.
WSIB-PRODUCTION BONUSES
Management stated that they have been advised that the WSIB utilizes the previous four week period to determine bonuses. WSIB pays 85%, with CPC paying 100%, only the difference if greater would be paid to the employee.
The union disputes, contact with B. Rovazzi reflects that 85% of the production bonus is to be paid directly to the employee, 100% of salary immaterial, an example is the grievance filed by J. Mathews. The union questioned that if an employee’s route is over assessed by 30 minutes, what is paid, 480 minutes or 520 minutes. The union requests A. Ackerman’s original response promised by management.
Management responded that they would escalate for a reply, will obtain A. Ackerman’s original response.
The union stated that dependent on the reply, a grievance may be presented.
UAD SPLITS-MUNICIPAL BOUNDARIES
UADs are sold as requested by the mailer. It is known that federal boundaries are reflected; however there may be an issue with provincial boundaries, there is a need to address.
The union questioned that if the 7P identified the POC, what are employees to do, are they subject to discipline if improperly delivered. Management stated that employees are to follow the 7P, unless instructed differently; employees would not be disciplined for following the 7P.
MALVERN-APP AA PROJECT
The union stated that the national committee was visiting Malvern tomorrow; the union had advised national representatives of their tour.
On March 18, 2008 the facility returns to its previous route holders that held routes prior to this project. C. Samonite advised that the monthly postings have identified changes, the union stating that one employee who had bid out, only to return forfeited their prior bidding rights.
Health & Safety-Cleats
Management has obtained a supply of replacement cleats. Previously they were backordered.
WSIB JOINT TRAINING
Management stated that any WSIB forms training would be conducted by A. Ackerman as it is a management function. When a training exercise is conducted, WSIB can be invited to attend.
The union stated that the reviews conducted by M. Duquette reveal late reporting incidents, have been awaiting a reply for an extended period. M. Greene promotes H&S; here is an opportunity to put into practice. The union wishes that this subject be revisited.
Management stated they would review.
WILLOWDALE DEPOT 3
Issue was addressed, senior part time employee owed damages. The union stated that they believed the employee’s hours have been reduced; this would be in violation of 39:07, management to review.
MANULIFE-CALL/VISITS-UNION REPRESENTATION
Management stated that if Manulife contacts an employee, that employee has the right to request that a union representative join the call, the employee’s absence from the workplace immaterial to the above.
HRSDC-COMMITTEES
Management will forward a list of members to G. Tomaszewski; the union will furnish their named representatives as well.
APP. DD TRAINING
The union complained that Scarborough local members were receiving training by Toronto union representatives given that training sessions are conducted in Toronto due to lack of boardroom space in Scarborough. This course is over a three day period, it is difficult to obtain space for three days. Management stated they would review.
SCARBOROUGH F-CASE STRIPS
Management stated that follow up will occur to determine if completed. The union stated that in some cases the clerks sortation sheets were inaccurate.
ROTATION DUTIES-RICH HILL
The parties were addressing, need to verify if process completed.
REMOVAL 29 B
The union was provided a copy of the national consultation minutes, the union stating that a national grievance had been submitted, a local grievance will be filed as well. Management stated they would arrange local consultation, in the interim, clerks who have had duties removed will be provided other assignments within their job description.
RETAIL POSITION SCAR D NOT POSTED
Management stated that the position will be retained, will be posted next posting.
SENIORITY LISTS
The union stated that there are a number of errors, they have been provided to J. Best. Some errors have been adjusted, several remain outstanding. This is problematic given vacation and monthly postings are ongoing. The local union has been advised to file individual grievances in each case. One employee has been credited with 14 years improperly. The union was advised nationally that SAP would identify APOC and PSAC instances, it has not.
Management stated that it is their understanding that only the national union can adjust dates, until that authorization is received, lists can not be altered and that until completed, no liability exists. M. Duquette was requested to review this with his national counterpart, there is conflicting information.
FINAL SORT CHANGES
The union stated that consultation was conducted in November and December, 2007 concerning changes in zones 5, 6, and 7. Zone 6 was to be implemented in January, it has not, there has been no profile forwarded from zone 7.
S. Hardy and K. Munday are addressing several issues involving zone 6, those instances will be withheld from the bid, others where there is no issue, can be posted. Zone 7 changes will be forwarded and consulted on.
NEW BUSINESS
BURGER KING HH
M. Duquette has received the MOA, will adjust, sign and forward, rate is identified as 5 cents.
ARTILCE 54-ACCOMMODATION-USE OF TEMPORARY EMPLOYEES
Further to the August, 2007 monthly consultation, and a recent regular arbitration the union states that they believe any regular employee requiring accommodation, and where accommodation can not be provided, and where an employee is being sent home, then prior to placing temporary employees into assignments under article 39:07 or 17:06, those employees should be provided the opportunity to backfill prior to placing the temporary employee.
Management stated that this is not in compliance with the collective agreement, national agreement would be required. Management can understand the union’s concern of an employee not having the ability to have earnings; however, management of the process would be difficult to ensure there are no instances of claimed bypasses. Further discussion would be necessary; escalation to the national level will have to be sought first.
UNIONVILLE
The union stated that earlier this week, APOC performed sortation of 18 monos of product.
Management stated that a late truck arrived with premium product, hours were extended, however, supervisors did distribute product to rovers in violation of the collective agreement. Where owed, employees will be compensated.
In another instance a temporary employee assigned to a group 1 assignment was told to perform sortation of a walk, the supervisor believing that a temporary employee could be instructed to perform any duties. The union will advise management of their name for review.
SCAR F DEPARTURE TIMES
The union stated they had received an email in relation to the above, requests that management commence the 30 day monitoring process, to be followed by consultation.
Management stated that an invitation to consult will be extended.
TERMINATION OF TEMPORARY EMPLOYEE’S ASSIGNMENT UNDER 39:07
The union stated that a temporary employee who is performing an assignment obtained under 339:07 has had his assignment ended when the absence remains.
Management will review.
TEMPORARY EMPLOYEE LISTS
The union stated that the employer was required to provide the lists every 6 months and in the interim as names are added or removed under article 44:08, however, by agreement in the past were to be provided the local union monthly. This is not occurring.
Management stated that PC&R produce, L. Waine to review with P. Scott to have sent.
OUTSTANDING LEVEL 1 GRIEVANCE HEARINGS
The union stated that zone 9 Retail and Stouffville have outstanding grievances to be heard, however, the manager’s are not appearing for the hearings.
Management stated that they would address and arrange a hearing.
DON MILLS-EMPLOYEE UTIZILING HAND CART
The union stated that an employee requiring a hand cart due to a temporary restriction has been advised that she is to receive right hand vehicle training as she will be removed from her assignment. There is an outstanding article 50 assessment that may explain the time required to complete the route.
Management stated that it intended to address with the union at this meeting. The employee whose temporary restriction requires her to return to the elevator on each floor in the walk-through delivery building is requiring 2 to 3 hours of overtime daily to complete her assignment. There is an outstanding article 50; however, previous to utilizing the hand cart little overtime was required, normally on a Monday. This excessive overtime for a temporary accommodation is a hardship and we are considering a route that will be more compatible with her restrictions, walk 57. The employee’s temporary restrictions are to be reassessed at the end of February, 2008. The route is a mobile whereby the employee can self load weight bearing of product.
The union requested a separate consultation with the H&S union representative present, including overtime totals, restrictions. Management agreed and will arrange separate consultation with documentation.
RETAIL
The union stated that Stouffville employee names are not on the seniority list. Issue will be resolved.
Next meeting February 13, 2008.
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