2019 Annual Election Results

President – Chris Zukowsky

2nd Vice President – Nick Aubichon

#1 shift Chief Shop Steward – There will be a “run-off” election as per 9.6 H of the Local’s By-laws as no candidate secured 1/2 of the ballots cast. More information to follow.

The bulletin and the results of the shop steward elections will be posted later in the week.

Thank you to everyone that put their name forward and congratulations to those elected.

We would also like to thank the members of the balloting committee for all the work you have done and to the volunteers that assisted with the count last night.

In Solidarity,

Jennifer Savage
President
CUPW Vancouver

HARASSMENT – KNOW YOUR RIGHTS

SEXUAL HARASSMENT

Sexual harassment at work is unacceptable. The Law defines sexual harassment as unwelcome verbal,non-verbal or physical conduct of sexual nature or based on someone’s sex that affects working conditions or creates hostile work environment. Unwelcome means unwanted. For this reason it is important to communicate to the harasser that the conduct makes you feel uncomfortable and YOU WANT IT TO STOP!

Verbal and nonverbal conduct of sexual nature or based on sex. Here are some examples

Commenting about persons clothing, personal behavior, personal relationships or body.

  • Making sexual or sex based jokes or innuendos.
  • Requesting sexual favors or interactions.
  • Spreading rumors about a person’s personal or sexual life.
  • Threatening a person for rejecting or refusing sexual advances.
  • Looking up and down or staring/leering at a person’s body.
  • Making derogatory gestures or facial expressions of sexual nature.
  • Following person around at work.

RUMORS AT WORKPLACE; ANOTHER FORM OF HARASSMENT

Spreading rumors at work about your coworkers creates conflict and harmful work environment. When we work together we need to keep in mind that rumors can harm others and effect lives. Rumors do not make anyone’s working relationship better. So is participating. Your coworkers may lose trust in you if it doesn’t stop. Whether a rumor is true or not, the outcome of spreading it can be damaging. Employers have a responsibility to try to control the spread of workplace rumors to ensure that the working environment is a respectful and safe place for all employees. Rumors are often spread due to a lack of communication, ignorance and unhealthy competition between employees. We all need to take serious steps to stop the gossip and rumors on the work floor to make our work place better for everyone.

WHAT YOU CAN DO:

When you decide to take stand against any harassment, remember that every situation is different, and the outcome can be different then you had expected. There are many ways to report harassment. Reporting to your Union representative or supervisor is the first step. Your Union representative will help guide you towards the right direction and help you go through the appropriate steps.

A FEW THINGS TO REMEMBER IN THE EVENT YOU HAVE TO MAKE A COMPLAINT

  • Tell the person him/her that their behavior offends you and it needs to stop.
  • Write down what happened as soon as you experience any kind of harassment.
  • Write down dates times and possible witnesses.
  • Report the harassment if it’s possible for you, tell your Union representative and employer.
  • Start paper trail; write down everything.

ALWAYS REMEMBER;if you are experiencing, or witness, Sexual harassment or any other form of harassment at work, speak up! All matters will be dealt in confidentiality. No one should be subject to harassment at their workplace whether it comes from a coworker or the employer.

In Solidarity,

 

Anju Parmar

3rd Vice President            

RACE FOR THE SPACE: PPC SAFETY: AMBASSADOR DANGEROUSLY BLOCKS AN EMPLOYEE’S CAR.

Recently, I was informed by a member, about their unpleasant interaction with Mr. Dorian, Superintendent Shift 1, in the PPC parking lot.

Mr. Dorian who was awarded the title of Safety Ambassador and a coveted parking spot, acted disrespectfully during his interaction with a member. Mr. Dorian not only approached this member who had parked in the designated parking spot in an aggressive & unprofessional manner, but also blocked the member’s car with his car so they could not leave. Mr. Dorian who “supposedly” won the Safety Ambassador Program should have been promoting safety, rather than focusing their energy towards the CONVENIENCE OF A PARKING SPOT!”  In saying that, the safety ambassador became the BULLY standing and berating our member in public, rather than acting as an ambassador of safety – could the contest be rigged?

Following the altercation the member was visually shaken up. It didn’t stop there, this so called Ambassador of Safety directed shift 3 management to intervene and give this member a 24 hour notice of interview to discuss the member’s alleged disrespectful behavior. Proving once again that CPC management have little understanding surrounding safety and bullying.

I the undersigned, brought this issue to PPC director Laura Liberty. She agreed to meet with this member and myself to discuss this issue further. Ms. Liberty suggested a meeting with Mr. Dorian, to which this member agreed. In the meeting, the Corporation did not offer Union representation and stacked the room with 3 members of Management. The Corporation later stated that they wanted this matter to be resolved by way of the member accepting responsibility for their behavior and offering an apology. Mr. Dorian was directed by his bosses to reciprocate. CPC also stated that the member would not have a letter for the incident placed on their file. This incident reminds us all that PPC management, rather than promoting safety they made the issue about the parking spot.

I would like to remind everyone the Union does not support the Safety Ambassador Program at the PPC. This was initiated by a PPC Management and has been opposed by both the National and Local LJOSH committees.  PPC Management unilaterally decided to carry on with this program! This incident demonstrates yet again, that safety takes a back seat to pride, accolades and even ideology. The Union takes the health and safety of its members seriously. We advocate for safe working conditions aimed at improving our work environment not degrading it. We are all Safety ambassadors. If they want to reward safety then they must reward all of us equally because only together are we safe!

In Solidarity

Anju Parmar
3rd Vice President

Shop Steward Elections

Nominations for Shop Stewards are now open. The deadline for nominations to be returned to the Union Hall is Friday January 11, 2019.

Any Member in Good Standing is entitled to run for the position of Shop Steward. Nominators must also be Members in Good Standing.

Stewards who were elected in January 2017 need to run for re-election, as their two (2) year term is coming to an end.

Stewards who were elected in the February 2018 Steward elections do not have to run in this election because they are only one (1) year into their two (2) year term.

Any Stewards who were appointed by the Local Executive Committee since the last annual election must also run for election this January in order to maintain their position.

Elections will take place in every installation during the annual elections to be held in January 2019.The Balloting Committee will issue a bulletin with the balloting schedule in the near future.

Nomination and acceptance forms are available from the Union Hall. These may be faxed to this office at 604-685-4931.

In Solidarity,

Jennifer Savage
President

The following shop stewards were elected in February 2018 and DO NOT need to run for election.

PPC #1: PPC #2:
Arico-Pucovsky, Maria Calamos, Jacklyn
Azzuolo, Wesley Chan, Sai
Dela Rosa, Ana Marie Chen, Maureen
Etuk, Edem Dosanjh, Sukhjinder
Eugenio, Allan Jaromamay, Andrew
Garcia, Zenaida  Jiminez, Marion
Henderson McCance, Joseph Murugiah, Sanchika
Jones, Gladys Parmar-Urie, Anju
 Singh, Daljit
McKenzie, Murray  Singh Srow, Varinderjit
Michalski, Paul Tweed, John
Nagrani, Narinder Wong, Wilson
Pagtakhan, Andrew Wu, Alvin
Ron, Jesus Barone, Val 
Sandhu, Baltej Sharma, Yogesh
Sandhu, Randy  
 Santiago, Agnes  
Siu, Terrence LCD 1 and 2
Tarce, Grace Aubichon, Nick
Tee, Maria Frymire, Ed
 Waraich, Navreet McGowan, Felix
Palesch, Kris
NVDD CDC
 Ocol, Jerry Baur, Werner
 Vaillencourt, Arlene
   
NFDC:  
McCurrach, Jim  
PPC #3: PPC MSCs:
Alcantara, Angelo Barran, Steve
Murugiah, Sanchika Dobbs, Allan
Dhillon, Kamaljit Eberhardt, Doug
Heer, Karamjit Seney, Michael
Karki, Pawitra Tesar, Ernie
Ng, Paul Christian  
Ragabinia, Afshin TECH SERVICES
Rathod, Chirag Schuck, Bryan
 Salvo, Stephen Sidhu, Parvinder
Sarmiento, Rolando PIF 
Horan, Bonnie  
Sidhu, Surinder MacLennan, Cristina  
 Trocio II, Galileo
Vimalendiran, Vim
Jiminez, Marion RETAIL
GLEN DRIVE
 
NBDC: SVDC:
Irons, Gina Papamichael, Chris
Mayo, Trevor Ramos, Joevani 
Zerr, Dale RDC:
Gorsuch, Sean
   
ANNEX Stn. F 
Darabna, Maharuk Jacobs, Sharon
Jacinto, Diana Nichols, Gordon
 Kao, Jeremy  Quattrocchi, Lisa
Reyes, Jonathan  
Sangha, Damanpreet  


O

Grievance News – December 11, 2018

As you are aware, Canada Post implemented changes to the terms and conditions of our employment on October 22, 2018 when it announced that it would be reverting to the statutory minimum conditions established under the Canada Labour Code. This decision by the Corporation to stop honoring the terms and conditions of our Collective Agreement has revealed its true colours. This decision has made it very clear that it places little value on the hard work that each and every one of you performs on a daily basis to make Canada Post the successful public service that it is, and shows a complete lack of respect for the postal workers that make Canada Post’s profits on their shoulders, backs, arms, and legs –literally! Shame on you Canada Post, we deserve better.

Consequently, the Union has recently filed National Grievance N00-16-00008 concerning Canada Post changing the terms and conditions of our employment when the Union began legal job action on October 22, 2018.

The Vancouver Local has also submitted local grievances on behalf of all affected members concerning the changes to our working conditions. Grievances have been submitted concerning the following issues:

  • Canada Post failing to properly compensate employees for various premiums and/or allowances (including but not limited to shift and weekend premiums, rest period allowances, boot and glove allowance,etc)
  • Canada Post failing to properly compensate employees for overtime worked effective October 22, 2018
  • Canada Post improperly reducing employee’s vacation leave entitlements
  • Canada Post improperly refusing to grant various forms of paid leave (including but not limited to personal leave, bereavement leave, special leave, compensatory leave, night workers leave, etc)
  • Canada Post improperly reducing employee’s personal day entitlements
  • Canada Post improperly cancelling all STDP payment and/or benefits
  • Canada Post failing to allow employees to accumulate night workers leave
  • Canada Post improperly recovering or clawing back payment that employees have received for vacation leave and/or personal days that were previously used earlier in the leave year
  • Canada Post improperly denying access to injury on duty leave and/or payment
  • Canada Post failing to properly compensate employees for the Remembrance Day designated paid holiday
  • Canada Post improperly cancelling all annual leave for all employees and requiring that pre-bid annual leave be taken as leave without pay

Specialized grievance investigation forms have been created for each of the specific issues that have been grieved. These forms can be obtained from a shop steward. Shop stewards can also assist you in completing the forms and obtaining any necessary documentation that is in possession of the Corporation.

If any of the issues have impacted you, you must complete the corresponding grievance investigation form, attach the necessary supporting documents that are specified on each of the forms, and submit it to the Union hall. If you do not complete and submit the appropriate form with the necessary documentation, it will be very difficult for the Union to pursue these grievances on your behalf.

If you have been impacted by the Corporation’s decision to change the terms and conditions of employment in a way other than one of those listed above, please see a shop steward as soon as possible and submit a grievance investigation form regarding the issue that you have experienced.

The struggle continues!

In solidarity,

Erin Collins
Grievance Officer

Nominations are now closed

2019 Annual Elections
Nominations have now closed for the following positions on the Local Executive Committee:


Nominated

Full-Time Officers
President
Kelly Westhaver
Chris Zukowsky

2nd Vice-President
Nick Aubichon
Colin Kemble

Chief Shop Stewards
PPC Internal #1 shift/Wickets/Group 1 Chief Shop Steward
Zenaida Garcia
Gurinderjit Gill
Perry Kumar

Nominated and Acclaimed

Full-Time Officers
Grievance Officer
Erin Collins

Part-Time Officers
Secretary-Treasurer
Michael Seney

Table Officers
Education Director
Stefanie Neumann
Organization Director/Tyler
Jim McCurrach

Chief Shop Stewards
External LC & MSC Chief Shop Stewards
Blair Bancroft(LC)
G.L.T.(Groups 3 & 4)/Glen Drive
Raj Deo

The schedule for the 2019 annual election will be presented in a future bulletin. Congratulations to those acclaimed to a position and good luck to those nominated.

In Solidarity,


Jennifer Savage
President

GET YOUR EYE GLASSES BY DECEMBER 31, 2018.

If you or any of your eligible dependents (your spouse, or your children under 18, or 18-25 year of age, full time at post secondary education) need glasses, get them now. This is because the current four year period for our vision plan ends on December 31, 2018.   If you have not used your entitlement for this current four year period it will evaporate. Continue reading “GET YOUR EYE GLASSES BY DECEMBER 31, 2018.”