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.
