I’m thrilled to share some fantastic news! Our former Grievance Officer, a dedicated advocate for our members of the Toronto Local for many years, has been honored as a trailblazing woman by our National Union. Below, you’ll find the inspiring article from CUPW National celebrating Sister Joanne Leader’s remarkable achievements. Let’s give her the recognition she truly deserves! “Joanne Leader began working for the post office in 1974.
In 1975, she walked her first picket line and has walked every one since then. Joanne became a shop steward in 1976, proudly fighting management on the work floor. In 1981, she participated in the strike that won maternity rights. Thanks to the hard work of our Union and Sisters like Joanne Leader, maternity leave became law. In the violent 1987 strike, a then pregnant Sister Leader, stood toe to toe against police on the front lines. In 1988, she became recording secretary in the Toronto Local, and she held this position with dignity and pride.
In 1990, Joanne Leader was elected as the second vice- president of the Toronto Local, a role she would hold until 2019. It was in this position that she truly distinguished herself as someone special. Very quickly into her new role, she battled the local executive in hopes of forming a local women’s committee. Sister Leader succeeded and the first ever Toronto Local Women’s committee was formed. Delegates to the 1990 national convention voted overwhelmingly to create a National Women’s committee which Sister Leader was elected to. By the 1993 convention, delegates voted to make local women’s committee’s mandatory and approved article 7.59 of the National Constitution, which provided for funding for Sisters to participate in Union educational and other events.
Joanne has always been generous with her time and knowledge, she readily mentors’ members, shop stewards, and elected officers who are eager to learn more about the Union and collective agreement. To this day, members know that Sister Leader is only a phone call away.
Joanne had a vision for the grievance department to streamline the process and be able to readily access crucial information. Joanne spearheaded a database that allowed for grievance searches based on dates, contract changes and even shop stewards. This forward thinking forever changed the grievance department and was commonly requested by locals around the country.
In 2019, Joanne Leader was elected to the Toronto Regional office as the regional grievance officer. She was re-elected once again to the position in 2023. Sister Leader continues to defend the membership, fight against injustice, and exemplify the actions of a true activist.
Sister Leader is the longest serving elected officer in CUPW history, and it’s easy to see why. We thank her for her steadfast commitment, her courage, and her dedication to this Union and all our members. Sister Leader is the true definition of a trailblazer and we are so proud that she hails from the Toronto Local.”
In solidarity
Mark Lubinski
President
Toronto Local CUPW
JULY 18, 2026
9:00 A.M.
UNION HALL
AGENDA
a) Roll Call of Officers
b) Acceptance of Members in Good Standing
c) Reading and Adoption of Minutes
d) Reading of Correspondence
e) Bills and Accounts
f) Reports of Officers and Committees
g) Nominations & Elections – for three (3) members for
the bi-election for E.S.S. – S/A Clerks
h) Notice of Motion – M/S - S.Sundaralingam/
B. Christopher – Requesting a shift bid for SCLPP Maintenance 2026
i) Unfinished Business
j) New Business
k) Adjournment
In Solidarity,
Abdi Hagi Yusuf,
Secretary- Treasurer,
CUPW Toronto Local
AHY: w
June 23, 2026
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,
1st 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:
EMPLOYER RESPONSIBILITIES
Employers are required to:
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:
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:
COMMON ISSUES TO WATCH FOR
Be alert for:
REPORT IT. DOCUMENT IT. PROTECT YOUR RIGHTS.
Always involve your local union representative or LJOSH representative early.
Document everything, including:
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,
1st 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
