August 9, 2003

OVERVIEW

GENERAL

The Scarborough Local Executive has not established a position on the two (2) tentative agreements. The Local Executive will meet on August 18, 2003 and I will inform you of the position of the Local Executive. The Traditional CUPW member Ratification Vote is on September 3, 2003. The RR and SS will have a separate meeting on their Collective Agreement, Location, date and time, are still to be confirmed.

There are National Directors, Regions and Locals recommending rejection of the Tentative Agreement for different reasons, due to National or Local concerns and/or impact. There is serious debate amongst the Scarborough Local Executive as to the Pro’s and Con’s of the Tentative Agreement. There are clearly gains and clearly losses.

You, the members will decide, by exercising your right to vote. You are encouraged to attend, listen to the issues and vote

I have reviewed some draft language and letters of understanding concerning the Tentative Agreement, and I have tried to present the significant changes that impact the Local below. I have included gains and losses. This Bulletin is for information only, and is not the position of the executive on any particular issue.

Your should read all aspects of the Bulletin regardless of your current job, as the jobs are going to change in some locations and staffing will change in all locations. 

This is an extremely long Bulletin, hence it’s Newspaper format. It will be provided to every employee in a Newspaper Format. It will also be available on the Local Website. It is not an issue of Scarborough Speaks, the Locals Newspaper as per the Local bylaws.

SEVERANCE PAY (THE CARROT)

Many employees have asked about the Severance Pay Out / Sell Out and when can they get the cheque, others ask about the provisions, full week per year, over or under 10 years service, etc. Many junior members also ask, why do I have to lose 2% a year for an unknown number of years?

The Severance Pay Out applies to all Regular Indeterminate Employees on employed on September 1, 2003. The payment will be based on your maximum entitlement on December 31, 2003. Part Time and Casual time will be prorated. The employer must provide the payment by July 1, 2004.

Regular Indeterminate Employees have two options, accept the pay out in 2004 at your rate of pay on December 31, 2003, or defer the payment until retirement.

If you defer until retirement, the number of weeks will not increase beyond your entitlement on December 31, 2003, but the payout will be at the your rate of pay in your last week prior to retirement.

A Senior FT LC with the equivalent of 23 years of service on December 31, 2003 could opt for:

Immediate Payment of:                             $18,376 (19.92 x 40 x 23)

2006(Retirement), Payment of:                $20,028 (21.77 x 40 x 23)

2014(Retirement), Payment of:                $24,297 (26.41 x 40 x 23) (58cts increase each year)

Immediate Payout vs. (2014)Retirement: $05,921 Loss

The same employee is currently entitled to the following amount under the current contract:

2014(Retirement), Current Contract        $29,579 (26.41 x 40 x 28) (58cts increase each year)

Maximum Loss / Immediate Pay Out:        $11, 203 Loss

A Junior FT LC with the equivalent of 5 years of service on December 31, 2003 could opt for: 

Bottom Rate (min)

Immediate Payment of:                             $3, 776 (18.88 x 40 x 5)

Top Rate (yr 5)

Immediate Payment of:                             $3, 984 (19.92 x 40 x 5)

2026(Retirement), Payment of                 $7,298 (36.49 x 40 x 5) (58cts increase each year)

Immediate Payout vs. (2026)Retirement: $03,522 Loss 

The same employee is currently entitled to the following amount under the current contract: 

2026(Retirement), Current Contract:       $40,868 (36.49 x 40 x 28) (58cts increase each year)

Maximum Loss / Immediate Pay Out:        $37,092 Loss

The employee would have this off set by a projected $748.80 per year starting in 2025.

There is no indication in the words of the Tentative Collective Agreement as to the tax status / shelter of this payment. We must await National Information or Revenue Canada Information to be provided. 

Temporary employees who currently would receive severance pay when they promote and meet the current qualifications years of service / age, are not covered by this change and will lose the benefit.

GROUP 2, LC & MSC, STAFFING

There are drastic changes to the staffing procedures for Group 2, Letter Carriers (PO LC-01 or 2), Mail Service Couriers (PO MSC-01 or 2), and Heavy Vehicle Mail Service Couriers (PO MSC-03). 

Currently the monthly Walk and Tour bids are for “Assignments” and are conducted by “Component”. The Component concept has been removed from the Tentative Agreement and the Monthly Walk and Tour Bids will be done on a “Post Office” wide basis (i.e. the Local). This will likely solve the inconsistent posting in some locations and was a contract demand to reduce the barriers to the use of seniority. Promotions from PT to FT will now be on a Post Office or Local basis. Assignments will be posted monthly and will continue to be posted until bid upon as they are now. 

When the number of employees is less than the number of positions, there is a vacancy which needs to be filled. Vacant positions are filled by Seniority regardless of Group, Class, FT or PT, in the Post Office or MAPP, or across the nation. This applies to all vacancies in all Groups with qualifications still in place in the G.L.T. (Mechanics) positions. A FT P04 with more seniority can transfer directly to a vacant FT PO LC-01 position over a PT PO LC-01 and A FT PO LC-01 with more seniority can transfer directly to a vacant FT P04 position over a PT P04. If you cross groups, you are locked into the new Group for 1 year. 

The employer will establish NEW “Composite Positions” at the YDC in line with the New Delivery Model to be implemented at the YDC in 2004. These positions will combine Group 1 work and Group 2 work, sortation, racking and alignment. 

When a restructure takes places, all assignments will be up for bid, not just the walks, and all holders of assignments on the day the volume count starts will bid First Round. This includes Relief, LCA and DRS, with Article 54 placements taken into account. The Second Round will be by Post Office. 

Currently, transfer / promotion / demotion applications are good for 1 year and must be renewed; now they will be perpetual, until filled, refused or revoked by the employee. Employees must be careful of the applications they submit. Employees who submit applications or transfers within a Post Office or MAPP (Scarborough Local and Toronto Local) will not have the option of declining. You will receive reporting instructions instead of an offer. You have the option of removing the application for transfer, the onus being on the employee.

GROUP 1, CLERKS, STAFFING

There are drastic changes to the staffing procedures for Group 1, Mail Handlers(PO 2), Postal Clerks(PO 4), and Despatchers(PO 5). 

The special bidding procedures for Preferred Assignments under Article 13.20 has been eliminated, which will allow more movement based on seniority within a Post Office and crossing Post Offices. The Group 2 concept of “position” and “assignment” has been extended to Group 1, for the purpose of staffing vacancies under Article 13, allowing the transfer / promotion of an employee prior to the exact vacant position being identified. Positions will be posted monthly and will continue to be posted until bid upon, where now they are posted once and then go to the transfer list. 

When the number of employees is less than the number of positions, there is a “vacancy” which needs to be filled, this a change from the current contract. Vacant positions are filled by Seniority regardless of Group, Class, FT or PT, in the Post Office or MAPP, or across the nation. This applies to all vacancies in all Groups with qualifications still in place in the G.L.T. (Mechanics) positions. A FT PO LC-01 with more seniority can transfer directly to a vacant FT PO 4 position over a PT PO 4 promoting. A FT PO 4 with more seniority can transfer directly to a vacant FT PO LC-01 position over a PT PO LC-01 being promoted.

The employer may establish “NEW” PT Retail Positions, without eliminating FT Positions with a National Cap on the percentage of positions. 

There is no longer a “section” preference in the staffing of assignments, allowing a C&D employee on Midnights to bid on a Retail position on Days or vice a versa crossing the current sections. This would also apply moving from station to station with the Local, with the exception of the YDC, UMO and the ERVU. YDC, UMO and the ERVU can transfer to the stations and use their seniority to obtain assignments. 

Currently, some employees who transfer into the Post Office / Local are required to remain in the Post Office for 1 year, this provision has been removed, and you can transfer to your hearts content. On the other hand, if you cross groups, you are locked into the new Group for 1 year before you can switch back. 

Employees who bid into Bilingual positions in Pickering or Don Mills will be required to remain in those positions for 12 months after their training, not to exceed 24 months in total. Employees unassigned and placed into these positions by the employer are not locked in, but may still have to take the training. 

Currently, transfer / promotion / demotion applications are good for 1 year and must be renewed; now they will be perpetual, until filled, refused or revoked by the employee. Employees must be careful of the applications they submit. Employees who submit applications or transfers within a Post Office or MAPP (Scarborough Local and Toronto Local) will not have the option of declining. You will receive reporting instructions instead of an offer. You have the option of removing the application for transfer, the onus being on the employee. 

If you have multiple transfers, you must rank them in your order of preference “Win”, “Place” or “Show” like a horse race, as you will be assigned without further notice. For transfers to all other locations in Canada except Scarborough Local and Toronto Local, you will have 24 hours to accept or decline. 

Currently, the employer must fill Group 1 vacancies as they occur which prevents the elimination of positions in some cases. This provision has been removed, and the employer no longer has to fill vacant positions as they occur. They can leave it vacant and delete it later. 

Currently, the Local can file grievances on Group 1 staffing, and argue the conversion of Part Time to Full Time under Articles 39 and Appendix “P”. Appendix “P” has been altered and the Local cannot file the same kind of staffing grievances anymore.

TEMPORARY EMPLOYEES

Many Temporary Employees have asked about the changes to their working conditions. 

Temporary Employees can now cross Post Offices / MAPP’s without losing their seniority amongst temporary employees. They must still remain on the new list for a year before transferring again. This does not affect the right to promote. 

Currently, the employer must canvas Temporary Employees and offer them a promotion to indeterminate status. This has changed, and the onus will be on the Temporary Employees to submit an application to promote. 

Currently, the employer offers a promotion to Temporary Employees on a “Post Office” basis, which is the same as the Scarborough Local. Temporary Employees will be able to submit applications to promote into Toronto or the Plants and be placed on that Promotion list by their Temporary Employee Seniority. At the same time, this also allows Temporary Employees from Toronto and the Plants to submit applications to promote into positions in the Scarborough Local. This is likely to lead to many positions in Scarborough being filled from these other locations, as they generally have more seniority due to slower staffing. 

This will require maintaining new temporary employee promotion lists that cross Locals and Regions and this may have administrative problems. 

Group 2 Part Time Letter Carrier and Mail Service Courier positions must now be a minimum of 20 hours per week instead of the current 13 &1/3 Hours. This will result in temps being guarantied a minimum also of 20 hours per week instead of the current 13 &1/3 Hours. 

SOME Temporary Employees maybe able to contribute to the Pension Plan after January 1, 2004, most will not be able to contribute. After January 1, 2004 if you get a single six-month or more assignment you will participate in the Pension Plan. You do not qualify if you work multiple assignments but still continually for six months. In effect you cannot link assignments like “Tang Temps” did in the 1990’s to get status and to get benefits (prior arbitration award). If you start a six-month or more assignment in December 2003 it will not count towards the pension plan, you start the assignment after January 1, 2004.

 

GROUP 1, CLERKS, Y.D.C

There are drastic changes coming to the work performed by Postal Clerks at the Y.D.C. The existing Full Time and Part Time PO 4’s will be reclassified into Parcel Support Clerks with a new Job Description. There is an expected increase in the number of Group 1 positions given the new duties added. This is all part of the new Parcel Delivery Model, to be implement in the Fall of 2004 at the Y.D.C. 

Clerks will now do the sortation of parcels onto racks in a predetermined sequence (Line of Route) which is computer generated based on the tour’s Loop. Clerks will also load the vehicles with the full racks. If the Vehicle is not at the dock, the clerk will obtain the vehicle, drive it to the dock, load the vehicle and return it to the parking lot. Postal Clerks at the Y.D.C will require a CPC V.O.P. (Vehicle Operator Permit) and a valid Provincial Drivers License. CPC will have to provide training to existing employees to obtain a CPC V.O.P. (Vehicle Operator Permit) and a valid Provincial Drivers License if they do not already have them. The clerks will be required to manifest the cargo and provide the MSC’s with the appropriate paperwork. The clerk will also be responsible for some aspects of unloading vehicles. 

Clerks who do not wish to perform this kind of work will be able to transfer to the stations under improved staffing provisions and the removal of the Preferred Assignment bidding procedure. 

There are many changes coming to Y.D.C., and the staffing process for these jobs will also change significantly. You should refer to the two Sections on Staffing in both groups.

GROUP 2, MSC’S, Y.D.C

There are drastic changes coming to the work performed by Mail Service Couriers at the Y.D.C. This is all part of the new Parcel Delivery Model, to be implement in the Fall of 2004 at the Y.D.C. 

Currently MSC’s Rack and Load their own trucks, and go out under quota. This will all change by the Fall of 2004 when Maritime Ontario loses its contract with CPC and all the Urban Expedited Contractor (U.E.C.) delivery items are contracted back in. The Local believes that this will increase the number of jobs by the Fall of 2004 and increase the potential for more growth in the future. 

Be very clear, it will have a drastic change on how we do our jobs and the functions we do, and any such large change will have problems. 

There will be a transition committee in the Local of at least two (2) CUPW representatives and two (2) CPC representatives in additional to Local Full Time Officers. There is also National Committee to resolve problems from the field. The employer will pay for the members of the Committee(s) from the workfloor but not Full Time Officers of the Union. 

Currently MSC tours have a quota that is the same on Monday to Friday, July and December, based on averages. The new process will bring the daily quota more in line with the actual daily volumes. The tour will fluctuate daily based on volumes and density. Rather than covering an FSA or portion of an FSA, the tours will be based on “Loops”. The Loops can cross FSA’s and the tours are structured by specific LDU’s. When delivering in a Residential area, you will receive the Residential Rate, even if the FSA is currently Business.  

Full Time MSC tours will be structured at forty (40) hours per week with a Maximum of ten (10) hours or a Minimum of six (6) hours over five (5) days. Most likely a ten (10) hour Monday and six (6) hours on another day of the week. Hours worked in excess of the schedule each day will be paid at premium rates.  

There will also be increased weekend options with CPC allowed to schedule Sunday Parcel delivery in the new delivery model as part of a regular schedule.  

The employer will introduce a new “Flex” Part Time MSC whose minimum hours are guaranteed, but would have additional paid hours assigned on a day-by-day basis depending on volumes. This will be part of the restructuring process at the YDC. 

There will be some additional Annual Leave available in the summer time in the second year of the project and thereafter, linked to the “Flex” Part Time MSC and “Trap Time”. Quite frankly, I need it explained to me, as the contractual language is confusing. 

MSC’s will be structured to take their meal on route if possible, rather than return to a postal facility. Suitable facilities will be identified in the restructure process, and values given to drive and park at the facility.  

With the contracting in of U.E.C. work, volumes at Y.D.C. will increase dramatically and drivers will be taking out quota in the fall of 2004 based on the new system. It is anticipated that the increase in parcels will offset the changes in the delivery model resulting in increased FT MSC positions at the Y.D.C.  

There are also drastic changes coming to the work performed by Postal Clerks at the Y.D.C. This will also impact on your daily duties, which will consist of more delivery and less time in the building. 

The existing Full Time and Part Time PO 4’s will be reclassified into Parcel Support Clerks with a new Job Description. There is an expected increase in the number of Group 1 positions given the new duties added.  

The Clerks will now do the sortation of parcels onto racks in a predetermined sequence (Line of Route) which is computer generated based on the tour’s Loop. Clerks will also load the vehicles with the full racks. If the Vehicle is not at the dock, the clerk will obtain the vehicle, drive it to the dock, load the vehicle and return it to the parking lot. The clerks will be required to manifest the cargo and provide the MSC’s with the appropriate paperwork. The clerk will also be responsible for some aspects of unloading vehicles. This is the same system in place at Purolator. The driver arrives to a fully loaded vehicle and performs deliveries, pick ups and returns, and the vehicle is unload by someone else and parked. 

There are many changes coming to Y.D.C., and the staffing process for these jobs will also change significantly. You should refer to the two Bulletins / Sections on Staffing in both groups.

Full Time MSC(Relief) in the Stations

The Scarborough Local Executive fought to get FT Relief MSC's into the Stations to cover the Annual Leave and other absences of the PT Station MSC's. The employer then combined the PT Station MSC's onto combined Annual Leave lists for the 2003 / 2004 Annual Leave Draw. This resulted in fewer choices for the PT MSC's in the Annual Leave Draw and fewer FT MSC(R) being created. For example Ajax and Pickering PT MSC's drew their annual leave together(sic), and there is one (1) FT MSC(R) to cover both stations. 

The Bar Chart process has been clarified and the 12-month period used will be from September 1, 2002 to August 31, 2003, and every year thereafter. The parties will meet in October to review the Bar Charts and add MSC(R). The Bar Charts must be done by the "Unit", Ajax and Pickering cannot be combined. Pickering will get a new FT MSC(R). This will also impact the Willowdale Stations, Richmond Hill, West Beaver Creek, and the Scarborough Stations.

Early Starts & Straight Throughs

The Scarborough Local Executive has fought Early Starts and Straight Through Delivery for a number of years, as has the Region and the National Union. There are Health & Safety and Job Creation / Job Saving issues involved. Its enforcement is unequal across the Country or even the Local. The National Union has agreed to Meal Offsite for Letter Carriers only, it does not apply to MSC’s or other Groups.

A Letter Carrier can opt to take a Straight Through Delivery, take their PM Carry out with them and not return for the day unless portal to portal. The travel time will not be removed from the walk during the life of the Tentative Agreement, which expires in 2007. You can be sure that the employer will want to remove that time in the next contract.  If this time is removed in the next round of bargaining, this local will lose at least 100 FT Routes.

Other employees will not have to alter their work schedules as a result of a Letter Carrier choosing to eat off site. Other Letter Carriers or Relief employees will not be required to eat off site and their work and overtime paid will not be compared.

The information on the Early Starts is not as clear, the parties are directed to try and resolve identified problems by looking at the route structure.

PRIVATE VEHICLE USE

The Scarborough Local Executive has fought the Use of Private Vehicles in the Restructure Process. The Local has enforced Article 32.06(k), not allowing PV walk holders accepting payment to bid off the walk. There has been no change to Article 32.06(k), but there has been a change to Article 35.07, which determines the rate of pay.

It was fixed and 26cts per Kilometer across the Country. It will now fluctuate across the country and will be determined by the National CPC policy in place. That currently is at a low of 25cts in Saskatchewan over 12,900km per year or a high of 42.5cts in the Yukon under 12,900km per year. The Current Ontario rate is 38.5cts under 12,900km per year, and 28.5cts over 12,900km per year.

ARTICLE 54 PLACEMENTS

Currently positions used for Article 54 Placements are LCA(Floor), DRS, certain CMB routes, and positions left vacant after applying Article 13.20 to 13.14(b) in Group 1. In addition in each station restructure, employees needing accommodation are identified and arrangements are made based on restrictions. At the same time LCA and DRS positions are not up for bid.

The Tentative Agreement radically alters Article 13 voiding the current practice of bidding a position in the Local, then applying Article 54 as a general rule. Now that the monthly LC and MSC “assignment” bids will be across the Local and filling of “vacant positions” will be Nation Wide, there will be changes in the Accommodation Process for Temporary and Permanent Requests once the new staffing provisions kick into place in January 2004. At the same time LCA and DRS positions will now be up for bid in a restructure.

The main change will be from considering a position that is vacant after a specific staffing step to any position vacant during all aspects of staffing. This is likely to see an increase in Article 54 placements in Retail Positions.

Their needs to be clarification on these changes, information will be supplied when it is available. There will be no change until January 2004, as the changes in Article 13 are not effective until then.

HEALTH & SAFETY

There are achievements in the area of Health & Safety in the Tentative Agreement that are beneficial to CUPW members. There will be additional training for members of the Joint Health and Safety Committees and for all the employees. In addition to “Job Training” employees will receive “Health and Safety Training” with Union input.

The weight required to lift has been reduced from 55 LBS to 50 LBS, this may also affect the “Push/Pull” factor for mobile equipment on flat and angled surfaces. The requirement to carry is still 35 LBS. CPC still accepts items up to 66 LBS. Employees required to move objects over 35 LBS still require assistance and / or equipment.

There are pilot projects outside the Local on Night Shift work and a four (4) day week for Night Shift employees. It is not likely these projects will be implement across the country in the near future, if at all.

SABBATICAL LEAVE

There is a provision for Self Funded Sabbatical Leave but there is no information as to the length or provisions of this plan, it is per the CPC Corporate Policy as amended from time to time.

OVER ASSESSED ROUTE PAYMENTS

Employees will receive payment for each full minute over 480 minutes, once the 485 trigger is reached. When the payment is trigger, the payment will be retroactive for six (6) months. The payment will be made to each employee who works on the route, Relief, temp, PT acting FT. Payment will be bi-weekly.

MANPOWER AGREEMENTS

Most Manpower Agreements are Null and Void, save a handful now specifically listed in the Collective Agreement. 

BI WEEKLY PAY

The Bi Weekly Pay will now include the Overtime Pay, Householder Pay, Lead Hand Pay (GLT), weekend premium, mileage allowance, over assessed route payment and rest period allowance. There will no longer be a check on the 15th of each month as it will be on each bi - weekly cheque. There will no longer be a “Turkey Money Cheque” prior to Christmas as it will be on each bi-weekly check. 

LIEU DAYS,18.02(a)(ii)

In the period from December 15 to January 15 of each year Letter Carriers will be restricted to a maximum of 25% of the employees off due to pre - scheduled leave including leave under 18.02(a)(ii). This restriction does not apply to LCA’s, DRS, MSC’s and Clerks in C&D or Retail. At this time we are unable to determine based on past Bar Chart info if this is even a factor in the Local. 

R.R. & S.S.

This is a fantastic and great achievement for R.R. & S.S. employees, to be recognized as C.P.C. employees. Imagine getting a CPC cheque, deductions at source, access to WSIB benefits and Annual Leave!

While traditional C.U.P.W. members may have concerns over their Tentative Agreement, one must temper this with the working conditions of the R.R. & S.S. members who will now get two weeks of paid annual leave per year in 2004 and three weeks in 2005.

The R.R. & S.S. employees in Malvern, Richmond Hill, Thornhill, Unionville, Markham, Gormley, Brougham, Stouffville, Pickering and Ajax, will also get unpaid sick leave and 3 days paid bereavement leave. There are 112 R.R. & S.S. routes in these Locations. This does not equate to the number of R.R. & S.S. employees, given their assignments that cross routes, and there can be more than one employee per route (helpers).

S.S. sub contractors will no longer have to deal with Master Contract Holders or the various CPC representatives they now deal with, after January 1, 2004. This area will be governed by the CUPW / CPC agreement concerning R.R. & S.S.

The employer will have to provide through “Status Change Forms” (Paper or Electronic Transfer Information), give R.R. & S.S. employees a copy of their Contract, and introduce them to the CUPW Steward. R.R. & S.S. members must sign a membership card and join the Union to maintain employment.

The current Local Health & Safety Committee for the Stations will represent the R.R. & S.S. employees on Health & Safety issues.

R.R. & S.S. employees will receive a wage increase on January 1, 2004 ($225.00 per scheduled hour in a day) and on January 1, 2005 and amount to be determined. To determine the amount, the scheduled hours in a week are divided by 5, and then multiplied by $225.00. A route that is structured at 5 hours would see an annual increase of $1125.00 (5 x $225). Wages and vehicle allowance will be paid monthly by direct deposit. Routes that change by more than 5%( increase or decrease.) will be adjusted. A route that has a 4% change will not trigger a reassessment of payment. R.R. & S.S. employees who meet the eligibility requirements of the CPC Pension Plan shall participate in it.

Many issues are still to be clarified; we will supply more information as soon as possible.  

You, the members will decide, by exercising your right to vote. You are encouraged to attend, listen to the issues and vote!

In Solidarity

Mike Duquette
President
Scarborough Local