President's Message April 2012
Members received a letter from Canada Post dated March 23, 2012, from management representative, Jacques Cote, Group President, Physical Delivery Network, explaining among other things that, “In some locations, we are also aligning hours through a shift bid that will, unfortunately, mean more night shift work for some.” The employer announced to the Local at our March 6, 2012, monthly consultation their plan for a staffing re-alignment at the Hamilton Mail Processing Plant (HMPP). The Local asked for hours worked in the last year and mail volumes information before consultation. The Union met with Canada Post on March 26, 2012, and fought fiercely against management's proposal.
The Local was against the changes in Manual, Mech, and on the Docks. The hours provided to the Union showed on all three shifts additional positions could be realized. This includes Finals & Induction. The employer would not budge on its position sighting their national strategy. They also claimed that the plant was not meeting commitments times for mail processing. We made a counter proposal for a new 11 am – 7 pm schedule in Mech but employer was only willing to move less of the full timers as a compromise. The employer accepted the Union's other counter proposal to leave the Docks and let upcoming retirements resolve the changes there.
The Union has been telling CPC since 2010 that the MLOCR's need more staff to operate. The Corporation now realizes this but is moving positions from day shift, and other sections, instead of adding more jobs. The Local will be filing a grievance regarding the increase in part time positions to day shift in the Mech section at the expense of full time. The Local has requested a monthly list of hours worked in Mech to monitor extensions, overtime, and temporary hours. The employer has agreed to provide this information.
The new amalgamated Oakville letter carrier depot implemented their Postal Transformation restructure on March 19, 2012. The same problems occurring in previous sequencing restructures are still taking place, i,e. scanning errors, route information problems, space requirements, etc. There are remaining problems with parking and in particular with the available spaces for the RSMC's. The surplus clerks from the Oakville finals operations are now unassigned at the HMPP. They will have to bid in the monthly assignment bid to secure a permanent assignment in the Hamilton Post Office.
With the recent changes in the plant and the letter carrier depots the issue of work place accommodations has been contentious. Understandably some members are frustrated by the reduction of assignments they can choose from. Some members are venting their frustration towards injured workers and shop stewards instead of at Canada Post. The change to Art. 54 in the 2007 collective agreement simplified the accommodation process. Either a member's seniority would take them to an accommodation [art. 54.01 (b)], or the parties, “agree to designate and reserve certain assignments for employee requiring accommodation” [Art. 54.01(f)]. The 2007 collective agreement was accepted by the majority of the membership, including in Hamilton, in spite of an Executive recommendation to reject. We are now seeing the negative results of accepting a bonus at the expense of jobs. We must avoid scapegoating of injured workers and the hypocrisy of some who are fanning the flames of prejudice towards the disabled for their own agendas.
The Local had regular arbitration dates in February and March of this year and was successful in a number of the files. We won files regarding shop stewards rights, modified duties, exclusive bargaining unit rights and route over assessments. Unlike our predecessors, on top of filing grievances, the Local has been arguing and winning our own grievances in front of arbitrator's since early last year. The Local is utilizing members as witnesses in their own cases and will continue to do so.
The National Union is reporting that the employer made a global offer to the Union's bargaining committee for the RSMC's negotiations. While there were some improvements the worst part of the offer was the pay increases would be different from region to region. The employer knows the Union and its members will never accept regional pay rates. RSMC's do the same job everywhere and must be compensated the same across the country. They have not seen the same benefits as Urban Operations even though they do the same job. Please show support for the RSMC's during their negotiations.
In solidarity,
Mark Platt
President