Violation of Collective Agreement by #1 shift Superintendent
We are continuing to experience problems on #1 shift. Supervisors on #1 shift are constantly changing. There has been an influx of new supervisors who lack training and knowledge. While all supervisors must go through a learning curve, some of our current supervisors seem to lack people skills. Many of our members have been treated with disrespect and have been openly abused in front of their co-workers. For example, incidents of shouting are not uncommon especially when it comes to our vulnerable Temps. Temps are constantly been told by the shift Superintendent that in case of any work related injury CPC does not accommodate any casuals. In one incident one of our Temps was refused an accommodation, and after a grievance was filed on her behalf, VPDC manager signed off on a memorandum at first level and compensated her for almost $3000 for her missed opportunities to work at VPDC.
In addition to the disrespect, certain supervisors have ignored health & safety concerns and requests from our members to meet with their shop stewards. Union has filed a number of grievances regarding Article 9, but still after signing off a number of memorandums with respect to Article 9, the shift Superintendent still refuses to acknowledge shop steward rights and our Collective Agreement. The Collective Agreement clearly states that if a member requests to see a Shop Steward, that CPC must provide access to a shop steward on the same day, or if not, then the first thing on the next working day. In some cases members have waited up to five days to meet with their shop steward. A Supervisor cannot impede a shop steward from performing their duties. Recently, we have filed additional grievances regarding Article 9 from #1 shift.
VPDC Manager and Plant Director have been made aware of the circumstances, and complaints have been brought to their attention. Unfortunately, our repeated attempts to correct the ongoing problems on #1 shift have become very frustrating. As a result of management’s new attitude, our work floor has become much more stressful. Several of our members have been suffering at work in this environment, and in some cases had to move to other shifts.
Our shift superintendent has displayed little interest in resolving workplace concerns.We can protect ourselves by standing on our rights. In situations where there is a reasonable perception of potential danger, employees can exercise their right of refusal. Under the terms of our Collective Agreement, Canada Post cannot discipline an employee for exercising his or her right of refusal unless it can be shown that the employee exercised that right for frivolous reason.
Cases of bullying and abuse must be documented through grievances. There is no justification for workplace bullying. Supervisors who shout at employees will continue to do so until one of their superiors takes action. To pursue these types of incidents and make abusive supervisors responsible for their behaviour, we need documentation. Please see your shop steward if you find yourself being abused by your supervisor. You are entitled to be treated with respect. Do not accept anything less.
In any case, if you have any questions or concerns do not hesitate to ask for any shop steward.
In Solidarity,
Anju Parmar
Chief Shop Steward
la/CUPE-3338