Sisters, Brothers, Cousins:
First of all the Local would like to thank you for all your hard work, especially during the Covid period where you worked tirelessly to ensure that Canadians who were at home received their essential items every day. You are the Corporations greatest assets! Too bad they don’t realize that.
A No vote is an acceptance of management’s demands, it weakens negotiations and takes away power of the Union to fight to keep our rights. The Unions who were negotiating with a high strike mandate were able to achieve a negotiated collective agreement, TTC workers, Life Lab workers, and more recently Air Canada workers. It was not an accident that they achieved a negotiated collective agreement, it was the power of the workers who stood up and voted yes to a strong strike vote.
Do the membership want to lose Night Recovery Leave, Marriage Leave, the 7th week of annual leave, Pre-Retirement leave, if the answer is no then come out to vote YES for a strike mandate. Do the membership want to lose route ownership, being assigned extra work, route measurement changes without Union involvement or even changing classifications for LCA and day or night routers to go to group one? Then you should vote YES to a strong vote mandate.
Do future retiree’s want to pay $345.00 a month for benefits on a pension salary instead of family benefits being approximately $115.00 a month then you should vote YES.
Do workers want to see every work location with up to 30% more unassigned part time to go to the sections or routes with overtime so that there is no overtime for anyone including RDO, then you should vote YES.
If the membership believe that we deserve a better wage scale, a decent wage and no two tier for anything including wages, pension and benefits for new hires, then you should vote YES.
The Local Executive is asking for a strong YES vote and are willing to stand up and fight for our rights, rights achieved through many struggles that are worth keeping. We are asking that the membership come out in large numbers to vote YES to protect our jobs and benefits. This is the time to vote YES!
On another note, since when is building a state of the art sortation plant a deficit, since when is having 2 million dollars in electric vehicles a deficit? They are assets. But management at all levels who received a risk pay bonus is a deficit and they should be ashamed giving that bonus if the Corporation is in such a dire financial situation. Shame on Canada Post!
Watch the Union Boards for the meetings that you are able to attend to stand strong and vote YES, every YES vote counts, there are many locations and times for the membership to vote. They are posted on your bulletin boards and on the local website Cupw Toronto local under bulletins.
In Solidarity
Jane Marsh Abdi Hagi Yusuf 4th VP Secretary Treasurer
CUPW Toronto Local
September 24, 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
