The Committee members shall develop a yearly work plan to ensure the activities identified by the Committee are fulfilled. All protocols, processes and standardized reports approved by the National Joint Health and Safety Committee shall form part of the Committee’s work plan. As well, the following list details some of the functions of the local Committees:

(i) hold meetings at regular intervals;

(ii) receive and settle employees’ complaints;

(iii) maintain records of the complaints presented;

(iv) examine the reports concerning the conditions within the workplace and the reports on the safety officers’ directives;

(v) co-operate with professional health services;

(vi) establish and support educational programs dealing with health and safety;

(vii) participate in investigations and inspections relating to health and safety;

(viii) develop and maintain related programs and protective measures;

(ix) ensure that related programs are followed;

(x) ensure that accurate records of work accidents are maintained, etc.;

(xi) co-operate with government safety officers;

(xii) study information on the actual or possible risks associated with equipment or work methods;

(xiii) study all the Corporation’s reports concerning the health and safety of employees within the bargaining unit;

(xiv) establish a list of suitable candidates to receive training and become competent first aid attendants from employees proposed by both parties;

(xv) perform any other function that the National Joint Health and Safety Committee deems appropriate with a view to improving the administration of the health and safety policy in the workplace;

(xvi) shall participate in the implementation of changes that may affect occupational health and safety, including work processes and procedures.

YOUR HEALTH AND SAFETY MATTERS!

The Local Joint Health and Safety Committee plays a vital role in ensuring a safe and healthy workplace for all employees. If you have a health and safety concern, report it through the appropriate channels so it can be reviewed and addressed in accordance with the Terms of Reference.

WORKING TOGETHER FOR A SAFER WORKPLACE.

 In Solidarity,

Stacey Pritchard,

1^st Vice-President,

CUPW Toronto Local.

June 16, 2026

CANADIAN UNION OF POSTAL WORKERS

Understanding your rights and responsibilities under W.S.I.B (Workplace Safety Insurance Board) is essential for protecting your health, safety, and income after a workplace injury or illness.

WHAT W.S.I.B PROVIDES

Loss of Earnings (LOE) Benefits

Wage replacement benefits if you are unable to work due to a workplace injury or illness.

Health Care Coverage

Coverage for medical treatment, physiotherapy, medications, and recovery supports related to your workplace injury.

Return-to-Work (RTW) Support

Assistance with safe and appropriate reintegration into the workplace.

Permanent Impairment Awards

Compensation for permanent workplace injuries or lasting impairments, where applicable.

Survivor Benefits

Support for surviving family members in cases involving fatal workplace incidents.

WORKER RESPONSIBILITIES

Workers should:

• Report workplace injuries or illnesses to their employer as soon as possible
• Seek medical attention and clearly state the injury is work-related
• Cooperate in safe return-to-work planning
• Stay in communication with W.S.I.B and provide requested information

EMPLOYER RESPONSIBILITIES

Employers are required to:

• Report workplace injuries within 3 days using Form 7
• Offer suitable and safe modified work when appropriate
• Maintain communication with the injured worker
• Never discourage, interfere with, or retaliate against a worker for filing a claim

KEY W.S.I.B FORMS

Form 6 -        Worker’s Report of Injury/Disease

Form 7 -        Employer’s Report of Injury/Disease

Form 8 -        Health Care Provider’s Report

RETURN TO WORK (RTW) BASICS

The goal of RTW is a safe and timely return to work.

Any modified duties must be:

• Suitable
• Safe
• Within medical restrictions

Workers and the union have input in the RTW process.

Unsafe or inappropriate RTW plans can and should be challenged.

IMPORTANT WORKER RIGHTS

Every worker has the right to:

• File a W.S.I.B claim
• Refuse unsafe work (separate but related right)
• Appeal W.S.I.B decisions
• Be protected from reprisals or retaliation

COMMON ISSUES TO WATCH FOR

Be alert for:

• Injuries not being reported or delayed reporting
• Pressure to return before medically ready
• Unsafe modified duties
• Claims denied without complete information or documentation

REPORT IT. DOCUMENT IT. PROTECT YOUR RIGHTS.

Always involve your local union representative or LJOSH representative early.

Document everything, including:

• Dates
• Symptoms
• Conversations
• Medical information
• Workplace interactions

Trusting you will find this bulletin informative and have a better understanding of W.S.I.B.  If you need support or assistance, contact your local union representative or LJOSH committee member.

In Solidarity,

Stacey Pritchard,

1^st Vice-President,

CUPW Toronto Local.

SP:w

June 3, 2026

Sisters and Brothers,

For years, there has been an ongoing issue with P04 employees being assigned driving duties and, as a result, displacing P05 employees from their scheduled rotations. This situation occurs because P04’s are not trained in certain functions.  PO5’s are trained in certain areas such as dock operations and dispatching.

I personally experienced this while working on the East Docks during a midnight shift. I had waited nearly three months for a specific assignment that would have provided a welcome break from my previous, highly stressful duties. When the assignment finally became available, I was informed that I could not perform it and that a P04 employee would be taking my place.

As expected, I was told there was nothing I could do except accept the decision and file a grievance regarding my removal and replacement. However, I was not prepared to simply accept the situation. I stood my ground and refused to leave my assigned post. After approximately an hour of discussions, management ultimately allowed me to remain in the assignment.

Another concern is that when a P04 employee leaves their regular work location to perform driving duties, management often does not provide a replacement. As a result, the remaining employees are required to absorb the additional workload, creating the potential for overburdening staff and negatively impacting workplace efficiency and morale.  Furthermore, P04s aren’t being compensated for driving at P05 pay rate and are working for less.

I’m officially asking P04s working at Gateway, South Central, and the Toronto Local delivery depot to stop driving voluntarily. If management truly cares about your health and safety, they’ll promote you.  As a P05 you will officially be given the compensation you’re entitled to, and you’ll be fully trained to perform all duties.  This will also free up a vacancy as a PO4 and allow promotion and allowing your coworkers to work harmoniously and minimize the stress and health and safety concerns that arise from your absence.

 Ø  We need to stay united more than ever now.

Ø  Past practice isn’t our future practice.  Our future practice is to do things the right way and be fair to others. We must adhere to our collective agreement and national constitution.  Violating these could lead to Article 8 of the constitution.

Ø  The harsh reality is that management is trying to make us work harder for less.  By doing so, we demonstrate our ability to make things work through compensation for health and safety, respecting boundaries, and so on.  Then, they simply delete your job.  Upper management enjoys the bonuses they receive from your labour.

By working together and respecting one another, we can improve our working conditions and foster a sense of unity.

In Solidarity,

__________________________

Zach Avdelopoulos

President

CUPW Toronto Local                                                                                      

June 17, 2026