CUPW Edmonton

2011-03-11T18:48:00.000-08:00

The following are recent events that are escalating plans that will impact Edmonton in the CPC plan for Postal Transformation.

• January 24th, 2011: Restructure schedule provided to National Union. (One page is blank and no sites in Edmonton are on list)
• February 28th, 2011: leaked restructure schedule provided to National union. (Eight Depots are targeted in Edmonton)
• March 4, 2011: Art. 29.03 notice (Tech change) was provided to the Union. This notice is to inform the union that in Edmonton RSMC routes in Depot 2 and Depot 6 will be affected by the plans for sequencing. As a result there is a projected loss of 7 RSMC routes (4 @ Depot 6 and 3 @ Depot 2)
• March 8th, 2011: CPC notifies the local union that the regular scheduled Postal Transformation Consultation meeting for March9ht is cancelled.
• March 11th, 2011: CPC provide a copy of notice published on March 10th announcing the planned construction of two NEW Letter Carrier Depots in Edmonton. “ A four-acre site located at 9325 62nd Avenue, and a vacant 1.93 acres of land located in St. Albert’s Campbell Business Park have been secured for two new delivery facilities in the Edmonton area. “
• On January 25th and March 6th, 2011: CPC provides notice of deletion of FT PO$ positions @ EMPP totaling the elimination of 17 FT Permanent Positions.
• March 11th, 2011: CUPW tipped off to a hiring blitz for 150+ PO4 Temps positions @ the EMPP. A secret site is identified 17418-108 Avenue…. (Scab training ground????)
• March 11th, 2011: 3rd restructure schedule is provided to the local union office. (It contradicts the first two received. Instead of 8 depots identified there are now only 6. However, the changes suggest that St. Albert is the first to be hit with a Volume Count starting in May 2011, with proposed implementation date of October , 2011.
• March 11th, 2011: CUPW notified that in last Letter Carrier training school CPC failed 4 trainees even though they reduced the training process to get people out sooner.

This is only a snapshot of the local landscape of postal transformation in Edmonton. Keep in mind that at the same time CPC has not been willing to negotiate on key issues to secure a collective agreement.

• MARK YOUR CALENDARS!!!! MARCH 30TH IS AN IMPORTANT DAY FOR ALL OF US AS WORKERS. STRIKE VOTES SCHEDULED IN EDMONTON

• CUPW HAS A PROUD HISTORY IN THE LABOUR MOVEMENT AND THIS MOVEMENT RELYS ON US.

• CUPW HAS PUSHED THE RIGID BOUNDARIES IN THE PAST AND MADE HISTROICAL GAINS THAT ALL CANADIANS HAVE BENEFITTED FROM

o (30TH ANNIVERISARY THIS YEAR WHEN CUPW WON THE RIGHTS FOR PAID MATERNITY LEAVE FOR WOMEN!)

• CUPW MUST HOLD THE LINE FOR ALL WORKERS RIGHTS, THE FUTURE OF LABOUR IN CANADA IS IN OUR HANDS!
All eyes are on Wisconsin, but make no mistake the deliberate attack on workers and labour is upon us!!! We will stand and fight with our sisters and brothers for the future of our friends, family, sons and daughters and dour communities!

DIVIDED WE BEG…. TOGETHER WE UNITE FOR A FUTURE WORTH FIGHTING FOR!

Bev Ray
President, CUPW Edmonton Local
(780) 423-9000 (Ext 223)
e-mail: union@cupwedm.net

Canada Post finally agrees to meet with Union over problems with Service Delivery

2011-02-03T15:06:00.000-08:00

After a 7 month public campaign by the Canadian Union of Postal Workers Edmonton Local 730, focusing on Canada Post’s refusal to address staffing issues that have left Edmontonians with sporadic mail delivery, the Director of Edmonton Collection & Delivery (Richard Thorson) has agreed to meet with Union Representatives. On Friday February 4th, 2011 @ 1:30 pm Bev Ray, Local President, will be accompanied with local union officers to attend a meeting at the Edmonton Mail Processing Plant to address the adverse affects that Canada Post’s strategy is having on both the public and overburdened letter carriers.

Bev Ray, local President says that the slow reaction by Canada Post to hire enough letter carriers to maintain 5 day per week service delivery is one in a series of strategies being quietly implemented that directly attacks the Canadian Postal Service Charter. Last summer, Canada Post removed over 200 Street Letter Boxes from City Streets, and now with the absence of necessary letter carrier positions to maintain service delivery, and rural post office closures across the country, the public’s access to a publicly funded post office is in jeopardy.

Canadian Union of Postal Workers is currently in contract negotiations with Canada Post. The union’s program of demands clearly identifies the Union’s position that Canada Post must invest the profits back into public postal service improvements and working conditions for the more than 50,000 employees across the Country. “With Canada Post recording profits for the past 15 years, why shouldn’t Canadian’s expect to benefit from improved Postal Services?” says Bev Ray.

Since the fall of 2010, communities throughout Edmonton and the Greater Edmonton area have not been receiving daily mail service.

For more information contact Bev Ray, President @ 780) 423-9000, ext. 223 or (780) 719-4555

Negotiations...wht possible timing for a strike?

2011-02-03T15:00:00.000-08:00

Question: Our Urban Ops collective agreement expired January 31, 2011. What happens now?

Answer: The answer is found in article 43 of the collective agreement and in the Canada Labour Code. The present collective agreement remains in ‘full force and effect’ until a new collective agreement is signed, or, until ‘…the requirements of section 89(1) of the Canada Labour Code have been met…’

Under Section 89.1 of the Canada Labour Code, if negotiations are not successful either the Union or Canada Post may give notice to the Minister that the parties have failed to agree on a collective agreement. The Union gave notice to the Minister on Friday, January 21, 2011.

On January 31st, 2011, the Minister appointed a conciliation officer. The officer has begun meeting with the parties and reports to the Minister within 14 days. This time period may be extended by the Minister to no more than 60 days. However, both parties could agree to extend it further.

As soon as the Minister receives the conciliation report, there are 21 days to go before the right to strike\lockout is in effect.

In other words, the present collective agreement is in effect, remains the same and cannot be changed until the Union has the right to strike or Canada Post has the right to lockout.

Question: How Soon Could We Be in a Strike\Lockout Position?

Answer: The date that the Union has the right to strike or that Canada Post has the right to lockout would be somewhere between 35 days to 81 days* following the appointment of the conciliator, Jacques Lessard, on January 31st, 2011. If the parties agree to an extension of the time limits, this date could be later. (*between March 7th and April 22nd , or later if the parties agree to continue the conciliation process)

Strike Vote

The legislation requires a secret ballot strike vote be conducted by the Union amongst all the employees of the bargaining unit before we can go on strike. A majority of those voting must be in favour of a strike in order for a strike to be called by the Union. The strike vote is valid for a maximum of 60 days. The Union is planning on conducting strike votes in late March\ early April.

Notice of Strike Date

The Union must give 72 hours advance notice to the Minister and Canada Post of the date we intend to go on strike. If that date passes and we do not go on strike, another 72 hours advance notice is required.

Notice of Lockout Date

Canada Post may lockout with 72 hours advance notice to the Minister and the Union. If that date passes and there is no lockout, another 72 hours advance notice is required. If Canada Post locks us out, the Union can call a strike without a strike vote and without 72 hours notice.

Federal Election Could Affect Right to Strike or Lockout

If Parliament is dissolved for an election, the Governor in Council may order a strike or lockout to be deferred until 21 days following the date fixed for the election results to be returned to the Governor in Council.

We Could Be Ordered To Vote on Canada Post’s Last Offer According to section 108.1 of the Canada Labour Code, the Minister has the right to order us, the employees of the bargaining unit, to vote on the employer’s last offer.

It is very important to stay informed and ready for action at this point in negotiations. Things could happen very quickly!

Phone Tree Growing

Get on a Phone Tree!...you need to feel sure that you will be aware of what is happening, and it could be happening with short notice!...(information sessions, strike votes, contract votes) make sure you and your correct number are on a phone tree! Contact Greg McMaster or Bev Ray to confirm you are ‘in’!

The local is preparing weekly bulletins on Negotiations 2011. Got a question you would like answered? Let us know. 780-423-9000 or 1-877-423-cupw, ext 223 Bev\President

30 YEAR ANNIVERSARY CELEBRATES 1981 CUPW STRIKE THAT WON MATERNITY RIGHTS FOR WOMEN

2011-01-14T14:49:00.000-08:00

The Family Leave Project (FLP)

Update 6

23rd. December, 2010
See the FLP trailer on YouTube
The English trailer for the FLP documentary directed by Aaron Floresco is now on YouTube!

Go to: http://www.youtube.com/watch?v=LH9MkmyVDOo

Marion Pollock, feminist, activist and CUPW staff representative, appears in the English trailer for the Family Leave video. You can see it now on YouTube.

The 3-minute trailer features interviews with former CUPW President Jean-Claude Parrot and CUPW staff representative Marion Pollack. It includes photographs of the 1981 Canadian Union of Postal Workers’ historic strike which played such a key role in persuading Canadians that maternity leave is a reasonable benefit that workers should be entitled to.

This is one of several inspiring stories that will be featured in Aaron Floresco’s documentary.

Award-winning director Aaron Floresco is directing the FLP documentary. Visit Aaron’s website: pastperfectpro.com

Fund-raising begins
To complete the Family Leave documentary, we are seeking financial support. Individuals and groups can make cheques payable to Past Perfect Productions, and mail them to:

FLP documentary
c/o Hatfield
143 David Drive, Nepean, ON,
K2G 2N6

Workers’ History Museum
The FLP travelling exhibit is being sponsored by the newly incorporated Workers’ History Museum (WHM). WHM Executive members Bob Hatfield, Naomi Gadbois, Barry Parkinson and Ken Clavette invite you to the WHM’s Founding Membership Meeting at 7:00 pm on January 10 at the Public Service Alliance of Canada, 233 Gilmour Street, Ottawa.

Any suggestions?

If you have any suggestions, or know anyone who might be interested in participating in the project or supporting it, please contact us at:

Tel.: 613 228 7082

Email: bobandgill@sympatico.ca

Public Campaign targets working conditions of Postal Workers

2011-01-14T09:19:00.000-08:00

CUPW kicks off PorchLights for Posties Campaign

2010-11-25T08:45:00.000-08:00

Postal Workers in Edmonton will be taking to the streets on November 25th to kick off a door to door Campaign Porchlights for Posties . “It is time to raise community awareness of the problems facing Postal Workers and our customers.” said CUPW Local President Bev Ray.” Ray also stated that an example of this is 92 letters carriers on Tuesday across the city being forced to work on uncovered letter carrier routes as well as Rural & Suburban (RSMC) routes not even being delivered, which resulted in over 7,000 homes in Edmonton not receiving mail.

Edmontonians have noticed recently that their mail is now arriving much later than previously. Some residents have reported receiving their mail as late as 8:00 p.m. or later. Many small businesses, schools and banks are reporting receiving their mail after business hours, negatively impacting their business. This deterioration of service is the result of changes made by Canada Post to its delivery method. It is part of the Crown Corporation’s move to further mechanize postal operations.

Canada Post has been a profitable crown corporation for the past 15 years, paying hundreds of millions of dollars in dividends to the Federal Government and hundreds of millions more in taxes over that period. We believe that Canadians deserve to see these profits translate into improved services and expansion by providing new services.

Canada Post used to ensure that there were sufficient letter carriers to cover all letter carrier routes. Now they have reduced staffing to a minimum resulting in letter carriers delivering as much as 4 – 6 hours in the dark. Many letter carriers have family responsibilities ( i.e. grandparents, parents with young children, caring for aging parents, etc.,) and are forced to work for as many as 15 hours in a day or face discipline up to and including losing their job if they refuse.

Postal Workers have tried reasoning with Canada Post over the unsafe delivery method, late night delivery and deterioration of service, to no avail. The Canadian Union of Postal Workers has proposed reasonable alternatives and ways to expand postal services for Canadians that make economic sense. Canada Post chooses instead to reduce services to Canadians. This has included closing rural and small post offices, cutting hours of customer counters, not providing sufficient letter carrier staffing to cover all routes, changing starting times for letter carriers, and removing street letter boxes. Where will it end?

How can we help each other? Please take the time to call your MP or call Canada Post toll free at 1-866-267-1177

You can contact Bev Ray, President-Canadian Union of Postal Workers, through our website union@cupwedm.net or call 780-423-9000 for more information.

Canada Post Rams Through the Postal Transformation Plan at EMPP

2010-11-12T09:56:00.000-08:00

On Thursday November 4th, local union representatives were involved in the National Consultation on Postal Transformation. The presentation provided by CPC outlined all the planned changes for the EMPP in Edmonton.
CUPW is outraged at the lack of consultation and information provided in advance and the ability to schedule local consultations to ensure that the member’s rights are protected. The following is a brief summary of what the plans for November & December are:

• Ads & Pubs to move to off-site location (effective December, 2010) which will require changes to 5 ton shuttles.

• Install exterior fence in parking lot (this will remove over 100 employee parking stalls and reduce 5 ton and trailer parking)

• Relocate Employee Entrance (involves Asbestos removal)

• Relocate Priority courier conveyor belt (this will include combining DCF finals for parcel sort, premium sort to smaller offices. Reported that only 1 bag sent will be to smaller offices)

• Relocate PDSL Keying & Staging

• Move current RVU Staging & Scale and office, MT Equip.

• Demolish existing mezzanine/office & Employee entrance

• Move RVU staging next to “new” RVU office by the high dock

• Begin Demolition of NE Corner of the Building (involves Asbestos removal)

Changes will not end there but continue right through until September 2012. The changes will include moving sections and equipment in the plant every 2-3 months, VES installed where the current exercise room is, moving Depot 4 and 8 City Finals back to Whitemud South, new MLOCR’s installed, removal of old machines & equipment deletion of some current sections (ie: Priority Courier).

We will be providing a more detailed slide presentation at the local GMM Sunday November 7th, 2010. This meeting will be @ 6:00 pm at the Lion’s Senior’s Centre located at 11113 – 111 Avenue.

CPC MAINTAINS THAT ALL OF THE CHANGES DO NOT CONSITUTE TECHNOLOGICAL CHANGE NOTICE (29.03(b)).

THE UNION DOES NOT SUPPORT THIS POSITION AND HAS DEMANDED LOCAL CONSULTATIONS BE SCHEDULED IMMEDIATELY!

In solidarity,

Bev Ray

Why Postal Workers Should Defend a Public Postal Service

2010-11-12T09:46:00.000-08:00

The right to earn a fair wage is under attack and Canada Post has decided to lead the Attack. In Canada the Canadian Union of Postal Workers has had a long tradition to improve the living wages of labour workers and benefits that all Canadians have benefited from.

If it was not for Postal Workers fighting for Maternity Benefits no Woman in Canada would now have the ability to have paid leave while they were pregnant and stay at home to care for their newborn children.

It it was not for the Postal Workers fighting for the right to work an 8 hour day, national, provincial and municipal standards would not protect workers rights to an 8 hour work day.

Today Canada Post wants to make workers and the public believe that there needs to be fundamental changes that would see a dramatic backslide in workers rights to earn a “living wage.”

• Do you want to give up your seniority rights?

• Do you want to have the pre-retirement benefits removed?

• Do you want to have changes that allow Canada Post to have others do your work?

• Do you want to have your Sick Leave Benefits disappear?

• Do you want to have to deliver 100% of householders in 1 day?

• Do you want to be forced to deliver mail using your own vehicle?

• Do you want to earn a lower wage for doing the same work because you are a new employee?

• Do you want CPC to not have to pay you when you get injured at work?

• Do you want to not get paid for overtime worked?

Canada Post has forgotten that they are still a Crown Corporation and fall under federal legislation. There are services that all Canadians should be secure in knowing that their elected government will protect and provide. A PUBLIC POSTAL SERVICE IS ONE OF THOSE SERVICES!

2011 Negotiations are well under way and it is necessary for CUPW members to defend our Program of Demands.

Bev Ray

PRESIDENT Edmonton CUPW

2010-11-12T09:36:00.000-08:00

NEGOTIATIONS 2011 – IT IS ON!

Canada Post Corporation shows their “LEMON” Proposal for Negotiations!

It is evident after reading the CPC agenda for negotiations that their interest lies solely in increasing profit by attacking Pensions, Sick Leave, Vacation and removing language from the collective agreement that protects CUPW members.

Some of the highlights of what they have put on the table include:

• Defined contribution pension plan

• Short term disability program

• Elimination of 7th week of vacation for current employees with less than 28 years service

• Revise criteria for Night worker recovery leave.

• More flexibility in sizes & delivery spans for Householders

• Changes to of staffing for retail, Group 1 and Group 2

• Increase use of private vehicles

• Retain seniority rights for employees “Acting Supervisor” for 6 months

• Revised job security

• Changes to have work done by both Group 1 and Group 2 employees and other bargaining units.

This is not a complete list of their agenda. Copies of the CPC proposal are available at the Union Office and will also be made available on the union website. The Strength of our Union has had a long history of taking on CPC to fight for our rights as workers! THE TIME IS NOW TO SHOW CPC THAT CUPW members WILL NOT BACK DOWN !!!!! GET INVOLVED!!!!!!

Bev Ray

President October 22, 2010

Street Letter Boxes at Risk!

2010-06-16T08:29:00.000-07:00

Disappearing SLB Alert ! !

Management advised the Local CUPW, at a meeting on new SLB clearance procedures on Friday afternoon June 11, that they would be starting a volume sampling of Street Letter Boxes across the city on Monday June 14. They said this would allow them to “rationalize” their network.

Can anyone remember the last time boxes were added in heavy volume areas??!! To any postie this “sampling”, as we move toward the “Modern Post” restructures, is a clear danger of reduction of mailboxes, meaning service and jobs!

They provide lists of boxes to be sampled, both for the 17:00 MSC clearance and the A.M. MLC clearance. The 17:00 MSC list includes 79 boxes, with sampling scheduled over 2 weeks June 14-25.

The Letter Carrier list includes almost every box in the city, 205 in all!! No time frame is provided.

Canada Post Must Not Be Allowed to Reduce Jobs & Service in Edmonton and Sherwood Park !

Bev Ray, President

Edmonton CUPW

June 15 2010

CONTEST WINNER ANNOUNCED!!

2010-02-08T12:29:00.000-08:00

CUPW Edmonton President Bev Ray has conducted the draw for the earings previously offered as a draw prize to celebrate the launch of "The President's Blog". The WINNER is Sister Joanne Banack, a long-time CUPW Shop Steward in Camrose. Congratulations Joanne!!

And as one potentially-disgruntled contestant from the EMPP Parcel Hub put it, "Well if I can't win at least it's a Shop Steward!"

"Modern Post" (Postal Transformation) in Edmonton

2010-01-29T09:38:00.000-08:00

Canada Post held an initial information meeting with the Local Union January 26. Their local planning is only in the initial stages and so most of their information was either very general, tentative, or not yet available. As in Winnipeg the project will be phased in, starting with the Plant, looking to be completed in 2012. They expect at least 6 new MLOCRs, an upgraded FSM, with all of City Finals returning to the EMPP. They plan a centralized computer system, integrating processing and delivery data.

Letter Carrier restructures will then be phased in, to reflect machine-sequenced mail and the shifting of parcels, customer pick-ups and SLB/RPO clearances from the Parcel Hub to Motorized Letter Carriers. They are looking at completing this in 2013.

They have not yet decided if mail will be sequenced for urban RSMCs. The project is, so far at least, “urban only” and so they say that outlying offices should not be affected; e.g. Letter Carriers and RRs in Camrose would not have their mail arriving sequenced.

The Union raised concerns about management personnel spreading alarmist rumours. Official communications on this project will come from a designated management group, to be unveiled shortly, and of course from the Union. Full detailed information on the effects must be provided through National Notice to the Union, under Article 29 Tech. Change.

We also raised the need for ergonomic studies on new equipment and involvement of the Local Joint Health & Safety Committees at all affected facilities; Maintenance facility shop space & Automotive Services; contracting-in Highway Services to MSCs; dedicated flyer collating; accommodation of modified employees and massive staff re-deployment affecting PO4s, PO5s, Tech Services, MSCs and Letter Carriers (Article 53 Job Security), and Temporary Employees.

PARCEL HUB MSC RESTRUCTURE UNDERWAY

The MSC Restructure of Parcel Hub routes is continuing at Delivery Services by CPC Route Measurement Officer(s), with our Union Observer Todd Brooks. After the results of the delivery rate sampling were produced, a preparatory meeting was held with the Local on January 12 2010.

The parcel volume base for 2009, excluding July, August and December, is UP from 14,239 per week to 14,882 per week, and needs further adjustment up to account for late Priorities and Xpresspost (TPS).

Delivery rates (Stops per hour) will change as follows:

Route Type Old New

Res (RSD) 16.2 15.43

Hi-Rise (RHR) 13.53 14.78

Res-Comb 15.78 15.96

Bus (WEM) 14.52 10.71

Res-Bus 12.32 12.42

Volumes appear to have flattened out after Mondays, so they are looking at the same start times Tuesday to Friday. Mondays may be able to be reduced somewhat but will still be over 8 hours.

Operations Management have declared they want to eliminate weekend MSC work completely. Moving parcel delivery to weekdays should gain us more Full Time routes, but elimination of weekend clearances would raise issues of service and security of the mail, plus overfilling RPOs and overburdening Motorized Letter Carriers and/or MSCs clearing RPOs on Monday.

"Interim Assignments"

2009-12-31T12:05:00.000-08:00

WHAT ARE “INTERIM” ASSIGNMENTS? Dec. 31, 2009

Group 1 (Internal) and Group 2 (External) URBAN

SENIORITY RULES!

In the monthly posted bids for permanent assignments, the assignment goes to the most senior employee in that classification and Post Office who bid. This means that new junior permanent employees without assignments, might not get assignments in the monthly bid. In addition, at shift bid time for EMPP Internal employees, staffing adjustments by the employer may leave some employees without permanent assignments after the annual shift bid. These are permanent employees without assignments until they obtain one either in the next monthly bids or by appointment under Article 13.18 (f).

Permanent employees without assignments sometimes, by their own choice, do not bid for all permanent assignments that are open to them in the monthly bids. Some permanent assignments may be left vacant at the end of the monthly permanent assignment bids. Employees without permanent assignments at the end of the monthly bid will either be

1) Eligible to bid on ‘interim’ assignments or

2) Placed into permanent assignments that were left vacant after the last monthly bid.

What’s an ‘interim’ assignment? When senior employees move around and obtain new assignments in the monthly bids, their old assignments are filled on an ‘interim’ basis until the assignments are posted for bidding in the next monthly bid. There is a time gap, of about 4 weeks, between the date the senior employee moves to their new assignment and the staffing of their old assignment via the next monthly assignment bid. During this 4 week period the old assignment is offered to permanent employees without assignments on an ‘interim’ basis. These 4 week assignments are called ‘interim’ assignments.

Everything is Done by Seniority. Employees without assignments can bid on these interim assignments by seniority. In C&D these ‘interim’ assignments are posted for bidding in the information books. In Group 1 EMPP, they are normally offered by phone by seniority.

If, however, there were leftover permanent assignments from the last monthly bid, the employer can place the most junior employees without assignments into the unstaffed permanent assignments (Article 13.18 (f). In Group 2 these assignments are re-posted for final bidding by seniority by employees without assignments, in Group 1 employees are normally offered these by seniority by phone.

If you have any questions, call. 780-423-9000 Ext. 224. Solidarity, Carol Read, Grievance Officer, CUPW Edmonton

Xmas News: EMPP & Parcel Hub

2009-12-24T09:51:00.000-08:00

Outgoing EMPP Director T. Dixon advised CUPW President Bev Bay before Christmas that management are increasing the number of new Part Time PO4 positions to be added with the Annual Bid changeover in January. The increase will now be a total of 33.

The Parcel Hub MSC restructure is resuming, following the Parcel Delivery Rate sampling in September-October. Results show the new rates will be similar or better (for us) than the current ones, and management states that parcel volumes from the PDSL keying stations over the past year (excluding July, August and December) are actually up! (This despite months of moaning and groaning from Operations management about routes going out under-capacity).

The Local will be consulting with the employer in January on the new delivery rates and the parcel volume base. Union Observer for the restructure will be Todd Brooks.

Greg McMaster, for Bev Ray

PSAC Members on strike since September

2009-12-02T13:05:00.000-08:00

PSAC members at the Canadian Museum of Civilization and War Museum in Ottawa have been on strike since September. After weeks without any meetings, then a week of unproductive meetings, the 420 strikers have asked that the dispute be settled by a neutral third party.

But the museum management has refused. With enough public pressure, we can make them change their minds.

Send a letter to Museum CEO Victor Rabinovitch here: http://www.facebook.com/l/f7e14;petition.web.net/psac/node/34

2009-11-25T15:03:00.000-08:00

UNION MOURNS THE LOSS OF BROTHER TOM OLENUK

Born September 9, 1952. Died November 19, 2009

It is with a profound sense of loss that the family of Tom Olenuk and the Edmonton and District Labour Council wish to inform you of his sudden passing.

Tom Olenuk was a union activist since 1978 when he was involved with labour disputes at Canada Post. Tom served as Secretary-Treasurer of the EDLC for 14 years prior to being elected President in October 2003. He was on the Executive of the EDLC since 1986. He was a member of CUPW Edmonton where he spent 11 years working full-time as President, Secretary-Treasurer and Grievance Officer. Most recently he served on the AFL Executive Council, the Environment Committee of the AFL, as Secretary-Treasurer and Director of the Alberta Environment Network, the Campaign Cabinet for the United Way of the Alberta Capital Region, the Leadership Council of Vibrant Communities Edmonton and the Governance Committee of the Edmonton Community Foundation.

He was forthright, outspoken and unwavering once he had made up his mind. Solid believer in the rights of all workers, a defender of any kind of discrimination. Tom was a wonderful mentor to new activists and he was possessed of an in depth knowledge of parliamentary procedure. Personally as a friend he was, loyal, generous and in possession of an often times outrageous sense of humor. Tom loved to have his friends over so he could offer them the hospitality of his table, share a class of wine and regale them with stories opinions and most importantly the gift of friendship.

Tom will be deeply missed by all that knew him. The Edmonton labour community has lost a truly committed trade unionist. Tom’s struggles for equity crossed all barriers include his most recent events at save the Medicare rallies and the City of Edmonton Proclamation against Family Violence. Tom’s dedication and devotion to the cause of those in need will be deeply missed.

He is survived by his brother Brian, his sister Diane Rudrum, her husband Les, and nieces Alana, Tyree, Tasha and Jasmine.

There will be a celebration of Tom’s life on Saturday November 28th, 2009 at

Nor Quest College 10215 108 Street
Cafeteria from 1 PM to 2 Pm

Please join us for this celebration of Tom’s life.

2009-11-25T13:42:00.000-08:00

EMPP - Holiday Board Consultations

On November 24 the Union had an all day consultation meeting with the Employer regarding 2010/2011 Holiday board for the City Finals and the Plant. Consultation was well represented by Shop Stewards from all sections. They raised very good arguments about opening more holiday blocks.

ER was unwilling to make any change to the City Finals but inside the Plant, Shop Stewards from several sections were able to convince the ER for a need for more openings on the boards. However, the ER was unwilling to budge on Parcels shift 1, Dock shift 1 and Dock shift 2 which was a big disappointment. They have however agreed to revisit in May/10 for possibilities of opening more blocks.

One other change made was to the start times for Direct Marketing Part time shift 3, and the ER agreed that as of December 6/09 the shift hours will be 16:00-21:00.

SINGLE DAY ANNUAL AGREEMENT

There was also a request from the ER to reopen discussion on single day annuals. They were looking for five days notice for our members wanting to take single days during the week and base it on operational requirements only. But after a strong argument put forward by the Union it was decided that there will be no change to the single day agreement in the City Finals and the Plant.

An important note to Shop Stewards in each section:

A Shop Steward from the section should sign the Holiday Board at the start of the holiday bids and then again sign and date at the completion of the bids in the section.

For further information please communicate with Shop Stewards in your section

In Solidarity,
Raj Sharma, Laure Lucyk & Asma Burney
The Struggle Continues......

BEWARE! FACEBOOK USED TO MONITOR EMPLOYEES

2009-11-20T10:47:00.000-08:00

In recent developments members are being disciplined as a result of employers and Manulife tracking employees on Facebook. Facebook has been used by thousands of people as a social site to keep in touch, post information and comment on friends sites about many aspects of their life. What many people fail to realize is that Facebook is for the most part a VERY PUBLIC SOCIAL NETWORK.

On November 19th, 2009 CBC News reported on “Depressed woman loses benefits over Facebook photos”. A Quebec woman on long-term sick leave is fighting to have her benefits reinstated after her employer’s insurance company (Manulife) cut them, she says because of photos posted on Facebook. Manulife confirmed that it uses the popular social networking site to investigate clients. I caution everyone to consider what they post on their Facebook site (including comments, photos, and personal information).

The only way to protect your privacy is by being in complete control of it. REMEMBER BIG BROTHER IS WATCHING AND YOU MAY NOT KNOW WHO THEY ARE!!!

In solidarity, Bev Ray
President CUPW Edmonton Local
November 20th, 2009

2009-11-18T14:19:00.000-08:00

PARENTS WITH SONS AND DAUGHTERS WHO HAVE SPECIAL NEEDS

COME OUT TO AN EVENING WITH JAMIE KASS NATIONAL CHILDCARE COORDINATOR

NOVEMBER 25TH, 2009
6:30 PM
UNION OFFICE
11001-107 STREET

WE WELCOME THE OPPORTUNITY TO MEET WITH FAMILIES, SHARE OUR EXPERIENCES WITH ONE ANOTHER AND TO CELEBRATE OUR SONS AND DAUGHTERS!

COME FIND OUT MORE ABOUT THE SPECIAL NEEDS PROJECT AND MOVING ON PROJECT! CALL IF YOU REQUIRE CHILDCARE/CAREGIVER SUPPORT. (780 423-9000 Ext.223)

IN SOLIDARITY, BEV RAY

PRESIDENT

LETTER CARRIER FORCEBACK SEASONAL ALERT

2009-11-18T14:06:00.001-08:00

LETTER CARRIER FORCEBACK SEASONAL ALERT!

THE FORCEBACK SEASON IS UPON US AND UNLIKE OTHER VIRUSES (H1N1) THERE IS NO VACCINE! THE ONLY PROTECTION FOR THE FORCEBACK SEASONAL VIRUS IS TO HAVE CLEAR DOCUMENTATION AND FILE GRIEVANCES! IT IS IMPORTANT FOR ALL LETTER CARRIERS TO SHARE THE RESPONSIBILITY OF COLLECTING IMPORTANT INFORMATION. IN ORDER TO PROTECT OURSELVES FROM THE FORCEBACK VIRUS MAKE SURE YOU FOLLOW THE PRESCRIPTION AS FOLLOWS:

- Names of employees and Depot that were forced back;

- Date that Force back occurred;

- Written statement from employee that was forced back;

- Copy of Compulsory Overtime (Force back) List;

- Specific statements from Shop Stewards or others to attest to the fact that the employer did not attempt to contact Temp. Letter Carriers that are on the call in list;

- Any written statements from Temps. that confirm they were not contacted to come to work on the dates that there was force back and if contacted they would have worked;

In Solidarity,

Bev Ray

November 18th, 2009

Temporary Workers - Permanent Rights!

2009-11-09T12:33:00.000-08:00

FOCUS: TEMPORARY WORKERS (CUPW URBAN)

At the recent Edmonton local Temporary Rights Meeting, it was suggested that we publish some of the achievements by the Union for Temporary workers. As our newest members, some Temps may not be aware of the struggles that took place by the union membership in the past to acquire what we now have.

WAGES The Union achieved the same base wage for Temporary workers and over many years has obtained wage increases for all the workforce. CPC, like most businesses, wants to get as much work out of the workforce for as little remuneration as possible. Compare your wage to that of workers doing similar work in non-unionized workplaces. You deserve every penny of your wage, and more. But without the CUPW (and previously the LCUC and other unions) and past struggles, we would NOT be paid the wage we now get.

The Union was strongly opposed to the Corporate Team Incentive, but we ended up with it. The employer, not the Union, wanted the CTI. The CUPW tries to get straight up increases in the hourly rate instead of ‘incentives’ or ‘signing bonuses’. Why? A wage increase is permanently there, to be built upon in the next round of negotiations - and is shared by temporary and permanent workers alike. Productivity bonuses (and the way the employer introduces them) can pit worker against worker.

PERMANENT JOB CREATION The aim of the Union has always been to get more permanent jobs for Temporary workers. Large numbers of Temporary workers have transfers in to become permanent. It is the Union, not CPC, who fights for permanent jobs for Temporary workers. The Union also opposes the contracting out of work.

The Union has negotiated into the contract measures to create and maintain permanent jobs. For example, Appendix P sets out a system for job creation by defining a national ratio of hours of work by the Temp, Part-time and Full-time Group 1 (internal) workforce. If the hours of work of Temporary and Part-time workers rises too high, CPC MUST turn some of those hours into permanent Full-time jobs. This clause has created hundreds of permanent jobs for Part-time and Temporary workers! On the External side (Group 2) the employer must fill vacant positions with permanent staff. The overtime payment provisions are really aimed at job creation. If the employer has to pay a high premium for overtime work, the hope is that they will instead create permanent jobs. In fact, in bargaining, the Union calculates just about everything in terms of permanent job creation. An increase in time off for the permanent staff, such as pre-retirement leave, results in additional need for a larger permanent workforce - that is, more jobs for Temps.

USE OF SENIORITY FOR WORK. The right to be offered work (income) based on seniority was negotiated by the Union. This is an extremely important right, because it eliminates nepotism and favouritism. Temps are offered work assignments based on seniority - not on relationships with management. If the assignment ends, senior Temps can bump (Article 44.15).

USE OF SENIORITY FOR PERMANENT JOBS. Prior to 1995, the employer could pick and chose who got permanent jobs from the Temp workforce, and they did that! The Union sought and acquired the right for Temps to be hired to permanent jobs by seniority.

PAID LUNCH BREAK, etc. The permanent workforce and the temp workforce have paid lunch breaks - thanks to the Union. Read Article 44.17 and see the long list of rights that Temps share with permanent staff. Each one of these rights was added by the Union, not the employer! Paid coffee breaks, wash-up times, overtime rates of pay, protections against unjust discipline and discharge, to name a few.

RIGHT TO TRANSFER - AND TO RETAIN SENIORITY. The Union very recently achieved the right of Temps to transfer and retain their seniority. CPC opposes all such rights. Why? It costs CPC money to administer transfer programs and if they make a mistake, a grievance can be filed.

RIGHT TO FILE A GRIEVANCE. Maybe you have never filed one, and perhaps you will be one of the rarest of all postal workers and never have to file one, but the very fact that you can file a grievance keeps the employer in check. The threat of a grievance, and eventual financial penalty, makes the employer do all kinds of things they would prefer not to bother with. Such as? All of the seniority provisions! The fact that you can file a grievance for unjust dismissal, protects your job, too. There are many rights in the contract working behind the scenes that affect you positively on an ongoing basis.

PAID BEREAVEMENT LEAVE, 4% ADDITIONAL PAY, UNIFORMS, BOOT AND GLOVE, 5 DAY WORK WEEK…

It was the determination and solidarity of the CUPW membership who bargained and sometimes went on strike for all this. We were challenged every step of the way by Canada Post. This has been a long and ongoing process. We will have to fight to retain what we have and to achieve more.

WHERE DO YOU STAND? PARTICIPATE NOW!

So, what role will you play in future struggles? Are you staying informed, attending meetings, supporting your shop stewards? Are you actively asserting your rights at work, treating your co-workers well, and seeing the bigger picture? Next time you hear a co-worker trashing the union, remind them of what we have achieved. Our history shows the success we can have when we are united, determined and organized.

Carol Read, Grievance Officer, CUPW Edmonton.

1,000 Protest Health Care Cuts At Conservative Conference in Red Deer

2009-11-09T10:27:00.000-08:00

Close to 1,000 protesters picketed the Conservative Party Conference in Red Deer November 7, against health care cuts, in particular the closing of Alberta Hospital and the H1N1 vaccination fiasco in Alberta. Unionists, seniors and many others united in the biggest protest Red Deer has ever seen, organized by the Friends of Medicare and Alberta Union of Provincial Employees, who both provided buses from Edmonton and Calgary. United Nurses, CUPE and CEP also had large contingents, and CUPW was there as well, with Brian Henderson, Greg McMaster, and Trish Schlag carrying the flags, along with friends. Picketers broke through police lines at the Conference hotel, the Capri, to march through the parking lot, briefly blocking the entrance way (thanks CEP!) before a strategic retreat to a nearby park, where speeches were delivered before the march.

ANNUAL SHIFT BID INFORMATION

2009-11-05T08:49:00.000-08:00

ANNUAL SHIFT BID CONSULTATION

On October 28th, 2009 Union executive members (Bev Ray-President, Raj Sharma-Vice President, and Laure Lucyk-Chief Steward – Bulk) were joined by shop stewards and members from sections at the EMPP and City Finals to discuss the proposals by Canada Post Corporation for the Annual Shift Bid. We were first informed that there would be no changes to City Finals. However, the day before our consultations we were made aware of changes to Depot 6 , Depot 9. Then in consultation the zone manager for Depot 4 informed us that they will also be changing Depot 4(Move to the EMPP).
The Union opposed:
- Move of Shift 3 City Finals Depot 11 (boxes) to Shift 1.
- Change in F/T start times Depot 6 City Finals to start @ 22:00 leaving the individual working alone;
- Change in P/T start time Depot 6 City Finals staggered start times 23:00, 01:00 and 02:00. Concerns access to public transportation & walking alone to work from bus stop @ WEM.
- Additional “U” day for P/T Depot 9 City Finals not realistic; causes overburdening; and inability to complete scheduled duties if request to come in by CPC is declined by P/T. Also reduction in current scheduled hours.
- Loss of 8 F/T positions in Premium shift 1 (moved to Parcels Shift 1, 2 and 3).
The union representatives expressed satisfaction with some changes to scheduled hours in specific sections, and status quo for some sections. However, there are still outstanding issues that were raised about staffing in certain sections, scheduled hours of work and RDO’s, as well as covering TSOS assignments.
Canada Post has agreed to consult again on Wednesday November 4th, 2009 to try to resolve the outstanding issues.
We will be attempting to resolve the issues on the proposed changes to Premium shift 1; Parcels Shift 1, 2 and 3; Dock Shift 3, City Finals-Depot 4, 6, 9 and 11(boxes).
The Good News is that Canada Post Corporation has confirmed that there will be an increase in the number of permanent P/T positions at the EMPP with the addition of 16 new positions! .
In Solidarity,
Bev Ray, President October 29th, 2009

CONTEST

2009-11-04T03:50:00.000-08:00

To celebrate the Local President's new publication, members of the CUPW Edmonton Local are invited to enter a free draw for one pair of handcrafted sterling silver, labradorite earrings. To enter submit your name and work location to carol@cupwedm.net subject "Contest" by December 31, 2009. (Or drop the same off on a piece of paper at the union office). One entry per member of CUPW Edmonton, please. The draw will be held in early January and the winner will be contacted, and also announced on this website. Good Luck!

LC Start Times

2009-11-03T10:43:00.000-08:00

CONSULTATION DOES NOT = AGREEMENT FROM THE UNION!

CHANGES TO BE IMPLEMENTED FOR LETTER CARRIER START TIMES
On Tuesday October 27th, consultation was held with the Union at the employer’s request to change the start times for letter carriers in all depots within Edmonton Collection & Delivery. At this meeting Canada Post claimed the change to start times is necessitated by “LATE MAIL RECEIPTS WE TRADITIONALLY EXPERIENCE DURING WINTER MONTHS”. They went on to explain that this was due to weather, late freighters and delay in highway services trucks from Calgary.

ALL LETTER CARRIER START TIMES WILL BE MOVED BACK BY ½ HOUR! That means if you currently start at 7:30 a.m. you will now start at 8:00 a.m. This will be effective November 16th, 2009. The change WILL NOT be implemented at Depot 11. They have also now informed the union after consultation that they will be changing the Registration Clerk start times at Sherwood Park and Depot 6. All other Registration Clerk start times will remain status quo. This was not part of the original consultation and we will be demanding consultation on their change to the Registration Clerks start times.

THE UNION DISAGREES WITH THE CHANGE TO START TIMES!!!!!
We argued the following points:
- Letter Carriers will be out on the street later, and in winter months this means working in the dark; HEALTH & SAFETY ISSUE!
- Increase in FORCEBACK. Fewer letter carriers will volunteer to work in the dark!
- Increase in PM priorities for MLCs that is not included in their evaluated times for their routes (Special Allowance sheet). Make sure YOU document your number of daily PM priorities and request additional time be added to your special allowance sheet. If denied then file a grievance;
- Individuals with family responsibilities (ie: dependant children that have to pick up from school) are impacted by the change;
- Individuals with other responsibilities (other job, school, etc.,) will affect the letter carrier’s ability to maintain their outside commitments.
- Impact on business residential customers that are reliant on scheduled delivery time with no notice of change being provided;
*Note: The employer claims that they will consider not changing your start time on an individual case by case basis (Demonstrated need to keep start time because of family, school, and other work commitments). The bottom line is that the union sees this as Canada Post’s refusal to approve overtime as a result constant bag delays because of late arrivals of priorities to the depots.

IN SOLIDARITY BEV RAY, PRESIDENT October 29th, 2009

MSC Shuttle Unit 5-ton Victory!

2009-11-03T08:55:00.000-08:00

Union Victories!!

MSC Shuttle Unit (5-ton)
The original restructure proposal, responding to changes in Airline and City Finals despatches, would have deleted 7 FT routes, including all 6 on Afternoons, replacing them with 5 Part Time, in violation of contractual requirements to maximize Full Time. At the time we said we would fight this restructure, which would have seen at least 4 senior MSCs surplused, “with every means available”.
On the morning of the scheduled Consultation, they phoned up Local President Bev Ray and stated that they had looked at it again and would convert 4 of the 5 proposed new Part Time into Full Time. In the consultation they additionally agreed to leave the Relief complement status quo for a year. As a result, when the restructure is implemented January 15, 2010, no MSCs will be displaced!
They also agreed to conduct numerous timings requested by the Union. Thanks to our Union Observers Ray Fitzgerald and Tony Pagnotta for a job well done!

Grievance-Arbitration
The Local had 7 arbitration dates in October, including 4 discharge cases that were successfully resolved by our Regional Grievance Officer, Tom Gollan. Thanks to Asma Burney and Raj Sharma for their help in the numerous other files that were successfully resolved, too.

Stony Plain RSMCs
Management combined the old Stony Plain and Spruce Grove Post Offices into a new facility in Spruce, opening mid-October. They planned to unilaterally change the Stony Plain RSMC routes, in some cases slashing their hours drastically. But the Local Union went to the National level and put a stop to the change indefinitely, to the great chagrin of Delivery Services in Edmonton.
Stony Plain RSMCs responded with a thank-you card and a plaque, presented to Local President Bev Ray and other Executive members outside the Stony Plain P.O. in mid-October.

Greg McMaster, Chief Steward Transportation October 29 2009