Sisters, Brothers, Cousins:
The Corporation is not negotiating in good faith with the National CUPW Negotiators. In simple terms they have not agreed to any clauses in the Collective Agreement. We cannot sit back and avoid a strike if Canada Post does not continue to negotiate, not this time. Every member has to come out to vote to protect all of our rights.
The Corporation wants flexibility in every work place with the percentage of part time work increasing drastically. The ratio of part time positions would be increased and they would be assigned to any overtime that occurs in every section of Canada Post. Nobody would ever get overtime, it would be a thing of the past.
In the 90’s we went on strike for our temporary workers to get similar rates of pay to regular members, and to have seniority rights for hiring and job offers. Keep in mind we had temp workers who worked for up to 16 years without pension or benefits. Management only hired their favorite people and there was a lot of nepotism. We also did the same for the RSMC’s when we organized them into the Union. They worked for contractors with hardly any pay and absolutely no benefits, not WSIB or EI sick benefits, they were also fired without notice on a regular basis. If we can’t stand together and raise all workers up to our level, then we are not trade unionists.
What is at stake?
Two-Tier benefits for new hires, flex benefits so that they pay more for services, it would be at a much higher cost to members. Our families would suffer! Also that retiree’s pay 100% of their benefits at retirement, as it is now we pay 35% of the cost about $115.00 for family, in future it would be over $345.00 a month. It would be triple the amount. That is a serious roll back that affects all members. So nobody can sit back and say this won’t affect them. Two-Tier pension for new hires as well with a contributed pension plan not defined, which could weaken the pension for everyone in the future, and even worse when the money that you contributed runs out you have no more pension.
Route ownership to be taken out with letter carriers no longer working on a fixed delivery route. Also flexibility so that if you finish your route early you will be assigned more work. Getting rid of Appendix CC allowing management to make changes to route measurement and MSCWSS without Union involvement. A new classification POL6 which is group 1 and includes clerks, LCA’s and day or night routers.
Getting rid of double time overtime after the 3rd hour of overtime, getting rid of marriage leave, along with less vacation for new hires and a deletion of the 7th week annual for everyone else. Deleting night recovery and pre-retirement for everyone.
Getting rid of the protection of Retail Counters and using more part time.
Getting rid of the 5 minute wash-up, and nothing to increase wages?
They do not want to give anything in this round, we have to stand up in Solidarity and fight.
I ask all the time if these are not good issues to support our National negotiators then what would be. Those who say they cannot afford to strike I will tell you that you cannot afford not to. A no vote would mean you agree with the Corporations demands and we lose everything we fought for before this. You save nothing because when you retire instead of 115.00 for family benefits you will pay 345.00 for the rest of your life. Every single member loses something in their demands.
We are asking that you stand up in Solidarity and support our National negotiators with a strong YES vote, just like the other union members as an example TTC. When management knows that the membership are behind the Union they see the power of the workers which enables us to get a fair collective agreement.
We had the best Public Service Canada had to offer our Postal Service. It looks like management sat at home all during covid and did nothing to secure contracts and bring in more business. Shame on them! CUPW members went to work every day and sorted and delivered mail to the public because they were unable to work. We did that tirelessly, and without complaint. Postal Workers were the real hero’s.
We changed the National constitution so that we get paid strike pay from day one, no more waiting for 5 days that will help members who join the picket lines. It also includes lock outs. You are expected to picket at least 4 hours a day 5 days per week.
We need a strong mandate for a strike vote, we cannot accept these outrageous roll backs when you mark your ballot vote YES!
In Solidarity
Jane Marsh Abdi Hagi Yusuf
4th VP Organization Officer Secretary Treasurer
CUPW Toronto Local
September 13, 2024
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
