CANADA POST SEEKS TWO-TIER LABOUR GHETTO!
As part of its ongoing initiative to convince the CUPW membership of the need for cutbacks, Canada Post is in the process of sending out carefully-worded pamphlets directly to CUPW members throughout Canada. The purpose for this initiative is to undermine the collective bargaining process by selling a program of cutbacks directly to employees instead of authorized CUPW bargaining unit representatives. As such, this initiative is completely unethical and represents another in a long string of insidious attacks on bargaining unit rights.
The pamphlets are strategically designed to convince CUPW members that changes are needed. To that end, Canada Post seeks to promote the Short Term Disability plan (STD), which would cut short-term sick leave wage loss benefits in half, and various other cutbacks including the introduction of a two-tier wage and benefit structure. As part of the initiative, Canada Post supervisors have been provided with carefully scripted “fact sheets” designed to promote the benefits of Canada Post’s program of cutbacks. Supervisors have been instructed to promote cutbacks that they would likely refuse to accept themselves:
Two-Tier Wages: Canada Post is attempting to introduce a two-tier wage structure which would apply to current temporary employees and all future employees, effective upon the date of the new collective agreement. Canada Post has confirmed that if the two-tier wage structure is implemented, all current temporary employees would immediately have their wages reduced as soon as the new collective agreement takes effect! Further, all future employees would start at a lower wage rate with smaller pay increments that would prolong the number of years of service required to reach the maximum wage rates of current regular employees.
Two-Tier Meal Breaks: As part of its two-tier system, Canada Post seeks to deny temporary and future employees the paid lunch period to which current employees are entitled. The right to a paid lunch period would be phased in over several years.
Two-Tier Seniority Rights: Under the current collective agreement, temporary employees are promoted to indeterminate employment on the basis of seniority. This language was negotiated over twenty years ago to ensure that promotions would not be offered on the basis of favoritism. Canada Post seeks changes that would allow it to return to the past and cherry-pick the employees to whom promotions will be offered, regardless of one’s service and contributions to Canada Post’s success.
Two-Tier Pension and “Flexible” Job Security: As part of its two tier initiative, Canada Post seeks to introduce a defined contribution pension for future employees instead of the defined benefit plan which is currently in place and which is considered by financial specialists to be more stable. Canada Post also seeks more “flexible job security, which is a code word for less job security.
Two-Tier Ghetto of the Future?
Canada Post has presented an onerous package of cutbacks, a year after posting a record profit of $281 million and following the mass pay-out of CTI bonuses to CUPW members throughout Canada (excluding temporary employees and RSMCs, who are already treated as second-class citizens). In coming weeks, supervisors will attempt to employ the traditional threats of competition, declining mail volumes, and diminished revenues in order to convince CUPW members that it has now become necessary to accept cutbacks.
As per their marching orders, supervisors will claim that in order to maintain our current wages and benefits, we must turn our backs on temporary employees and our future co-workers (and their families) by agreeing to a two-tier wage and benefit structure. Canada Post is offering forbidden fruit. Canada Post may not be the Garden of Eden, but this is no place for a workplace ghetto.
In Solidarity,
Ken Mooney
Regional Grievance Officer