1975 – A 42 day strike by CUPW resulted in fairer disciplinary procedures, guarantees on employment, classification, pay, retraining and a clear definition of “technological change”.
1974 – a two week illegal strike
1974 – A two week “illegal” strike saw Coders have “manual sortation” added to their job description which resulted in a wage increase comparable to manual sorters.
1976 – women’s committee
1976 – The first CUPW local union women’s committee was formed, in Vancouver.
1970 – Rotating Strikes
1970 – Rotating strikes won overtime pay after 8 hours for Letter Carriers, shift premiums, increased vacation and the guarantee of job security for all full-time workers.
1968 – a three week strike
1968 – A three week strike provided for better wages and the introduction of “consulting” with the Union on issues. A grievance procedure was put in place which allowed Workers to deal with workplace issues.
It’s Special Leave Season!
It’s Special Leave Season!
Article 21.03 of our Collective Agreement provides for wage loss protection when circumstances not directly attributable to an employee prevent his or her reporting for duty. Article 21.03 states as follows:
Where conditions warrant it, special leave with pay may be granted when circumstances not directly attributable to the employee, including but not limited to illness in the family, as defined in clause 21.02, prevent his or her reporting for duty. Special leave shall not be unreasonably withheld.
Special leave is a discretionary leave, which simply means that management has the discretion of granting it. However, Article 21.03 states that special leave shall not be unreasonably withheld. Therefore, a grievance may be filed if the Union feels that the Corporation was unreasonable in denying a special leave application. Continue reading “It’s Special Leave Season!”
Arbitrator Finds Canada Post Guilty of Discriminating against Disabled Employees
Arbitrator Finds Canada Post Guilty of Discriminating against Disabled Employees
“I want to focus first on the area of accommodating disabilities, because the burdensome consequences of these laws and policies are being borne on the shop floor in companies like ours” -MOYA GREENE, October 28, 2008
The marginalization of disabled employees at Canada Post takes many forms. One of the ways that disabled employees have been marginalized is by their exclusion from Canada Post’s covert attendance reward programs, which are designed to reward employees who are capable of achieving perfect attendance.
Employees who are subject to graduated return to work plans, modified duties, or restricted hours as a result of illness or injury are automatically disqualified from the reward program.
Continue reading “Arbitrator Finds Canada Post Guilty of Discriminating against Disabled Employees”