DECEMBER 2002

Good service comes from happy employees, not computers 

Before I started with the post office, I had quite a few jobs of various descriptions. My longest stint was working in a fast food restaurant for five years.  

In those five years, I saw many managers come and go. Initially there were no computers in the office; the paperwork was all done manually on charts. The managers walked about the store, sometimes charts in hand; they had a feel for the pulse of the day to day activity of the restaurant. 

One day, a computer arrived and like children at Christmas or a birthday party everyone became fascinated by the new toy. Gradually those managers became less mobile in the store and began spending more and more time glued to the computer monitor. They thought they were doing a great job amassing spreadsheets upon spreadsheets of data for the company. It was easy to pinpoint critical areas of the day to day goings on of the store. 

Succession after succession of managers and experts roamed the premises year after year compiling their results in front of the computer. You could see the atmosphere of the place slipping further and further into a general malaise. Managers became impersonal, withdrawn, often times isolated from everyone, including the customer. 

The company put their entire faith in the computer. The compilation of data became everything to the organization. 

Jim, once an excellent worker, became tardy and lethargic when he noticed his favourite manager spending more and more time in the office on the computer. Jim started becoming a statistical dream, three sick days a month, flagged by the computer for an attendance review, and eventually discipline. Jim didn’t last too much longer, he left the store. 

Janice, after being one of the best workers and employee of the month three times in one year, all of a sudden began having discrepancies in her paycheck. Somehow the hours didn’t match her records, the data was all wrong. In frustration, one day she stormed out of work. A file was started. She didn’t get that raise she had hoped for. There was gossip about fraternization. 

Management, in a desperate attempt to raise morale and rally the troops, held a meeting with managers and employees. There was free coffee and donuts, videos, and a guest speaker. Some questions were raised and answers provided. The mood seemed upbeat, things improved somewhat, until everything died down. 

The computer needed more data, the scribes poured over the keyboards and the cycle began to repeat itself once again. Employees and managers came and went; the store got new fixtures and paint. Everything became the same as it ever was, the same as it ever was. 

Bill Slater, MSC @ YDC 

What I’ve learned about Health and Safety issues since April 

Around the end of April, the Scarborough Local Executive asked me if I wanted to be the Acting co-chair of the Joint Health and Safety Committee while Sister Munday took over the duties that normally would be handled by Rick Panetta. I told them that I felt that I could handle that job. I wasn't quite sure what responsibilities the position entailed, but I knew that it would definitely put me on "the learning curve". It has certainly done that. 

Every station in this Local; and the York Distribution Centre, has Health and Safety Representatives who are responsible to ensure that at least once a month (prior to the tenth of the month), an inspection is carried out in each station. The purpose of this inspection is to check that safety standards and health concerns are being addressed by the employer. Once the concerns have been noted by the Health and Safety Representative, it becomes the responsibility of the employer to contact the appropriate agency to correct the shortcomings indicated. Once a month, the Committee meets with Carla Ciallella, Ken Thorne and Terry Alexopolous (in relation to the stations); and Peter Brennan (Y.D.C.) to monitor the progress of the inspections and get updates on improvements. 

I am pleased to report that; along with Roberto Perez, Sam Harper, Jacqui Daigle, Harry Leslie, Learie Charles, and Bill Slater, our Joint Committee has been able to achieve the tangible improvements that are happening across this Local in all the facilities.  

Our ability to continue to correct problems that need to be corrected will only be effective with your input. If you have any concerns that relate to the health; safety; possibility of injury or accidents; workplace violence; vehicle maintenance affecting health or safety; or improper procedures concerning how accident investigations are being carried out, contact your facility Health and Safety Representative. They are: Markham-Walter Ross, Malvern-Doug Barnes, 280 Progress-Terry Barker, Willowdale "B"-Jack Kelly, Willowdale "D"-Gerry Kehoe, Jim Stewart, and “Raj” Thambirajah, Willowdale Depot 2-Roberto Perez, Willowdale Depot 3-Sonny Caputo, Thornhill-Dave Osgood, Richmond Hill-Donna Carr, Scarborough "F"-Patti Huard, Scarborough Depot 11-Mike Frankland, Ajax-John LeBlanc, Pickering-Sam Harper, and at the Y.D.C., Harry Leslie and Learie Charles. 

I don't know how long I will continue to be Acting Co-Chair of this Committee, but one of the "pluses" of this experience has been the privilege of working with all of the above to improve the quality of our workplace. I say, without reservation, if you have any concerns, take those concerns to these people, and we will do the best we can to correct the problem as soon as possible. 

  Dean Roosevelt, MSC @ YDC, 

is acting co-chair of the Joint Health and Safety Committee 

Movie review: 

Bowling for Columbine, by Michael Moore is a must see for all. My wife and I went to Kennedy Commons to see it and had a thoroughly enjoyable time. Ever wondered why Americans love guns, kill each other at much higher rates than all other developed countries, and are hated in many parts of the world. Get thought provoking answers to all these questions in an entertaining package. Lots of footage and references about Canada too. 

Robert Lo Presti, MSC @ YDC 

CUPW education program 

(part 2 of 3) 

In July of 1992, CUPW became the 2^nd union in North America to have an article included in its Collective Agreement which dealt with a Union Education Fund. 

This article is currently listed as Appendix “U” in our collective agreement. In layperson’s terms, the Union Education Fund is an employer-paid, worker-controlled education fund. The employer is obligated to pay to the Union 3¢ per hour for each hour worked by CUPW-STTP members. This money is placed into a trust fund administered by the union; with the employer having the right to have the books audited by 3^rd party should they feel the need. 

Currently the Union Education Fund generates approximately $2.5 million dollars annually. This fund is separate from the general fund of the union, and its sole purpose is for education of CUPW-STTP members who are employed by Canada Post. Let’s do some math. If we take the $2.5 million dollars per year, and divide it by the # of employee’s in CUPW-STTP, you should get approximately $53.19 for each member per year. Divide that value by 26 {the number of pay periods in a year} and you should get approximately $2.05 per cheque before taxes. 

Do you think that this money—which I might add, is not part of your union dues but rather a benefit that has been negotiated on your behalf—is worth spending educating members who want to make a difference in the Union? The next time you hear someone using the guise that union education is a “poor investment of my union dues”, you now know the truth...it isn’t anyone’s union dues, but rather a negotiated benefit which has been made a reality because of a negotiated article contained within our Collective Agreement.  

There is this considerable amount of money called the Union Education Fund, what now? How do we proceed to effectively develop an Education Plan?  

(In the next issue, part 3 of this article will explain the different types of Union Educationals) 

Michael J. Troop, Letter Carrier @ Don Mills 

MSC tour structure 

MSC tours which deliver parcels out of YDC are undergoing a restructure. The tour structuring process will be based on the MSCWSS. That is, the “Mail Service Courier Workload Structuring System”. The manuals, which are used to time certain job functions, are not "in" the contract, but they are an "official" part of the contract.  

The tours will be structured based on LDU. LDU is the last three digits of a postal code. By looking at the LDU, one can determine which tour the parcel, or other item, belongs to for delivery. An item cannot "belong" to any other tour. When MSCs sort for delivery it is easy to determine who gets which items for delivery.  

After an MSC has the quota for their tour, additional items above the quota are offered by the "incentive" process. Under this process, extra parcels are offered at a rate of 15 or 20 parcels for an additional hour of pay—20 parcels if the items are in the FSA (the first three digits of a postal code the tour delivers in) 15 if in another FSA.  

Sometimes supervisory staff will use the fact that MSC’s don’t know these facts to get MSCs to do more than they are required to.  

While many people feel like they are being "good" employees by doing extra, they are in fact, taking away an opportunity for another employee to get extra pay. 

Learning the work rules can take time and Canada Post management staff usually doesn’t know the work rules, or if they do, they don't teach them to their MSCs. I suggest that every MSC learn to protect themselves from violations by learning as much as they can about quotas, work rules and related tour structuring as soon as possible. 

Harry Leslie, MSC @ YDC 

The importance of local educationals 

On Saturday November 2nd, the Scarborough CUPW Local had a one-day educational at the Local office at Unit 12 - 130 Dynamic Drive. The subject matter of the course was 038's and how to understand them. We had a full turnout, and thanks to the excellent instructional ability of John LeBlanc (ably assisted by Steve Chapman), we got a lot of positive feedback from the people who attended. 

It has always been evident to me that it’s the same group of thirty or forty people who attend the monthly meetings at 975 Kennedy Road. Due to the Local Bylaw requirements of a 50% attendance record to qualify for the three-day and five-day educational seminars throughout the Ontario Region, 97% of the people can only attend if the necessary number of people with 50% attendance don’t want to go to these educationals. Consequently, most people never go. 

It became obvious to me as soon as I became part of this Local Executive (and started visiting all the stations on a regular basis) that the desire to learn does exist. One of the reasons I ran for this position of 2nd Vice President was because it involved the Local Education portfolio. The purpose of these Local Educationals is to bring the level of knowledge to the people who want to acquire it. When I started working for Canada Post in 1983, it was obvious that, unless you learned what your rights were under the Collective Agreement, there were a number of unscrupulous supervisors who "would eat you alive". It was at that point that I started studying the Collective Agreement seriously. 

While I don't expect everybody to share my apprehensions or my interest in the Collective Agreement, I do expect that anybody who has found himself taken advantage of by a system he or she doesn't understand will want to learn better how that system works both for them and against them. If this can't be done by attending Regional Educationals, then it is my hope that Local Educationals (at least three per year) will become both well-attended, and beneficial to the members. 

The next projected Local Educational will be on February 8^th, 2003. It will be about temporary employee rights. Sister Kate Munday and Brother Jack Kelly have agreed to jointly conduct the educational. Bulletins will be posted by all the Shop Stewards in mid-January soliciting names of those interested.  

I think those of you who attend will find it interesting, informative, and a perfect opportunity to have a lot of questions answered about what your rights are as temporary employees. (We also serve doughnuts and pizza!) 

Dean Roosevelt, MSC @ YDC 

2nd Vice President, Scarborough Local CUPW

Book review: 

911, by Noam Chomsky is a must read if you want to understand why the US was attacked on September 11^th, 2001. Written in an easy to understand, intriguing and common sense format. It is currently on the best seller list. Noam Chomsky is an American linguistics professor from MIT. He has written many books on politics for the average citizen. If you think the US was attacked because “foreigners” hate the US’ freedom, democracy, and liberty, you may want to compare that to the facts Mr. Chomsky presents clearly, forcefully and with abundant and irrefutable references. ($13.50) 

Robert Lo Presti, MSC @ YDC 

Are you a union member or just a dues contributor under the Rand Formula? 

Every so often the local will ask Union Stewards to locate workers at their installation and ask them to join the Union. When workers are approached by their Union Steward and told that they aren’t members of the CUPW, disbelief and resentment are often the result. 

The almost universal response is: “how can I not be in the Union, the Union is taking my dues off my cheque every other pay?” The reason you must pay union dues is that the Rand formula requires it. Whether you are in the Union or not, you will get representation by the Union. However, you can only access the additional benefits and democratic functions of the union by signing a union card and joining. 

By doing this your local also gets more funds to do its job on your behalf. The national Union sends locals funds based on the number of members, not workers, in a local. 

    What is the Rand Formula? 

A landmark legal decision followed a strike in Windsor, Ontario involving 17,000 Ford workers (1945). Justice Ivan Rand granted the union, as part of the settlement, the compulsory check-off of union dues. Rand ruled that all workers in a bargaining unit benefited from a union-negotiated contract. Therefore, he reasoned they must pay union dues, although they did not have to join the union. This decision meant a degree of financial stability for unions never previously enjoyed. 

From the website www.civilization.ca 

Union democracy and benefits 

You can vote in elections, run for the executive, run for committees, and participate in any of the conferences, conventions, and other democratic processes that the Union has established. 

The Union also offers benefits to members. Free basic life insurance coverage for you and your family ($8k member, $4k spouse, $2k children). Free Union funded or negotiated educational seminars, labour scholarships, and leadership training. 

If you are not a member and want to join, speak to your union steward. There is a one-time $5 fee required by labour law when joining. 

  Robert Lo Presti, MSC @ YDC 

Local office bought and almost paid for 

In August of 1999, our local purchased an industrial unit at 130 Dynamic Drive, near Markham and Finch. At the time there were many critics who feared the worst. What if we can’t afford it? What if our membership declines and hence our revenues? What if, what if…  

Luckily, those who saw more positive in the move than negative won the day, and the new building was purchased. If you haven’t seen it, you should drop by when you get a chance. The unit has two floors completely finished, including offices, bathrooms, two storey lobby with windows, skylights, boardroom with kitchenette and even a shower. 

Before any readers start thinking the local blew the budget, consider this. The building was owned by a doctor’s practice. They blew the budget on the upgrades, not the local. Not sure what happened to their business, but they wanted out and no one wanted to pay their asking price. In fact, the first building committee (which I was on) passed on this same building because of the high price. By the time the second building committee (which I was not on) started looking again, the price was much more negotiable and more reasonable. Final cost including some minor renovations was $190k. 

Our talented Secretary Treasurer, Angelo Colacci, was able to make due with a $100k mortgage from the United Employees Credit Union by putting a hefty down payment from available funds. I am happy to report that thanks to an aggressive repayment plan the mortgage is on schedule to be burned this summer. 

During the November general membership meeting where Ken McFarland (the local’s chartered accountant) presented his Auditor’s Report, it was revealed that the building is currently worth $250k. 

Robert Lo Presti, MSC @ YDC 

Member Feedback 

  This is a new and vital section of our redesigned newsletter, but only if you help us make it so. We want you, the members of Scarborough Local, to communicate with us. This isn’t a one way street where we tell you what to think and you keep your opinions to yourself. There’s enough of that going on in all the major media, we don’t need it here too. 

Do you want to know what’s going on with a particular issue? Have a question for the executive? Perhaps you have a comment, criticism, or complaint that you want to be heard? This is the place to send it. 

We want you to communicate with: the newsletter committee, your fellow members, the local executive or even management, through us, Scarborough Speaks. 

Send your feedback to: 

Email: scarbspeaks@hotmail.com 

(please enter Feedback in the subject of the email) 

Fax: 416-412-7887 

Mail: Unit 12 – 130 Dynamic Drive,  

Scarborough, ON  M1V 5C9 

Other events 

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