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 and elections – for the position of

Acting E.S.S. – W/A Clerks

h)            Notice of Motions

i)               Unfinished Business

j)              New Business

k)             Adjournment

In Solidarity,

Abdi Hagi Yusuf                                                                 

Secretary- Treasurer,                                                                                                     

CUPW Toronto Local

AHY:w

August 19, 2026                      

Sisters and Brothers:

The Toronto Local, along with other Labour Unions will be marching in the Toronto Labour Day Parade.     The Local assembly will be in section 8, which is both sides the East side (Blvd) on University Avenue, south from Dundas St. W. and halfway down to Armoury Street.

FOLLOWING ARE THE DETAILS:

LOCATION:                           SECTION 8 (PLEASE SEE MAP ON THE BACK)

ARRIVAL:                     8:00 A.M.

MARCH:                      STARTS AT 9:30 SHARP

Come out with your family members to show your support and please remember to wear COMFORTABLE SHOES AND COMFORTABLE CLOTHING!!   Wristbands will be issued to marchers only.   The wristband is your admission to the C.N.E.    They are not to be given/traded to people who are not marching.  Please make sure you bring your identification (preferably your Union Card) or one showing you work at Canada Post.   T-Shirts  and wristbands will be handed out on first come first serve basis and must be marching in the parade.

In Solidarity,

Jane Marsh,

4^th Vice-President,

CUPW Toronto Local                                                             (PLEASE TURN OVER)                                                                                                                                                     August 18, 2026                                                                                                                                                    

In mid-July, Canada Post informed the Toronto Local that there would be a 354 employee surplus throughout the Toronto Local.

These proposed changes appear to stem from Canada Post’s transformation plan, submitted to the Minister responsible for Canada Post, Joel Lightbound, in November 2025.

CUPW believes that the modernization of Canada Post must not come at your expense and protecting your Job is our number one priority.

With the support of the National, Regional, and Toronto Local, we have reached a Memorandum of Agreement (MOA) that protects your rights and livelihood.

By negotiating and signing this MOA, the Union is acting in the best interests of its members and working to safeguard their rights, interests, and well-being.

Time line as followed

August 17 -25 2026

First communication on article 13 regarding transfers

Toronto Local Members Seeking a Transfer

Members of the Toronto Local who wish to transfer to another post office within the MAPP should take the following steps:

1. Submit a valid transfer request immediately You may request a transfer to any post office within the MAPP, including locations in either the Toronto Local or Scarborough Local.
2. You can also transfer any location outside of the MAPP area.
3. Post offices within the Toronto Local include:
   • Metro Toronto C&D West/Retail Post Office,
   • West Transportation Post Office
   • South Central Letter Processing Plant (SCLPP)
   • Gateway Post Office
4. Post offices within the Scarborough Local include:
   • Metro Toronto C&D East/Retail Post Office,
   • East Transportation Post Office
   • Albert Jackson Processing Centre (AJPC)
   • Unidentified Mail Office (UMO)

The available classification is on the back of the transfer form. The new part-time classification for weekend delivery is PDPT.

Members are strongly encouraged to review their current transfer requests and ensure that they accurately reflect the positions and locations they are prepared to accept.

ACT NOW. If you want to protect your options, make sure your transfer request is valid and up to date.

The deadline to submit your transfer application for the exercise is August 25 2026

August 26-27 2026

Article 13 staffing results

Reporting date to be decided on case-by-case basis

August 28- September 8 2026

Gateway Plant Wide Bid

Timeline for execution of Gateway plant wide bid including the temporary Gateway attrition relief assignments as well as reaching out to employees that are out of work.

September 9 - 11 2026

Identify TSOS assignments to be backfilled by attrition relief in Gateway and offer them by seniority

September 14 - 16th 2026

Posting Gateway Plant bid Results

Meet with surplus employees (from Gateway, WPDH and MSC)

Post the results

September 19, 2026

Staff all vacant remaining positions in the MAPP with surplus employees

Staff all remaining vacant positions as per Part 9 of the MOA with surplus employees

Including Article 54 processes

Reporting date to be decided on case-by-case basis

September 20, 2026

Implement Gateway new staffing profile

To be determined, pending consultation

Complete South-Central section bid for VES & SLB sections

Once South-Central positions have been staffed and after section bid has concluded for VES and SLB, section bid to be conducted in Mech section

Once Metro West PO4 positions have been staffed, section bid to be conducted in Metro West Post Office by classification including retail.

Once the bid is concluded for Metro West PO4 Identify TSOS assignments to be backfilled by attrition relief in Metro West PO4 C&D and offer them by seniority

Identify training needs and proceed to training

Surplus position approximately

Gateway

28 full-time PO5,

27 full-time PO4

100 part-time P04

WPDH

33 full-time MSC

48 part-time MSC

WPDH PDSL

20 full-time PO4

25 part-time P04

Brampton North

2 full-time PO4

Brampton South

2 full-time PO4

Mississauga delivery Centre

3 full-time PO4

Mississauga dept 4

2 full-time PO4

Etobicoke delivery Centre

2 full-time PO4

Total # of FT Positions To Be Surplussed 119

Total # of PT Positions To Be Surplussed 186

Total # of Positions To Be Surplussed 305

Vacant positions approximately

South Central Letter mail consolidation

45 full-time PO4

Weekend delivery Locations as follows 145 Westmall, 600 Commissioners and 280 Progess Ave

23 part-time P04

122 PDPT Group 2 part time delivery position

Brampton North

4 part-time PO4

Brampton South

4 part-time PO4

Mississauga delivery Centre

4 part-time PO4

Mississauga dept 4

2 part-time PO4

East transportation

8 part time MSC Scarborough local

Total # of FT Vacant Positions 45

Total # of PT Vacant Positions 168

Total # of Vacant Positions 213

Corporation agrees to temporarily create 48 additional full-time Group 1 positions in the Gateway Post Office to replace long-term absences. Which is classified as Attrition Relief Assignments

Metro West Temporary Full-Time P04

11 Full-Time P04 classified as Attrition Relief

Metro West Temporary Full-Time Relief Letter Carrier Positions / Full-Time Letter

Carrier Attrition Relief assignments 15 full-time LC Relief positions in Metro West Post Office.

Employees Requiring Accommodation under Article 54 Accommodation issues will be addressed at the same time as the staffing exercise. The Management and CUPW agree to establish a committee, with appropriate representatives from both Parties,

The Toronto Local would like to extend our sincere thanks to Brother Carl Girouard, National Grievance Officer, and Brother Martin Champagne, 4th National Vice-President, for taking time away from their families to come to Toronto and assist us over the past few days.

I would also like to thank all of the Regional Officers and our entire Local Executive for your hard work, dedication, and continued support. Your efforts are greatly appreciated.

Remember in every adversity there’s an opportunity and we need to be united more than ever.

In solidarity,

Zach Avdelopoulos

President

CUPW Toronto Local

Canadian Union of Postal Workers (CUPW) – Toronto Local

Our union is built on solidarity, mutual respect, and the collective strength of our membership. Every member has the right to ask questions, raise concerns, challenge decisions, and hold elected officers accountable. At the same time, all interactions should remain respectful and constructive.

Members Can Expect:

• To be treated fairly, respectfully, and without discrimination or harassment.
• Timely responses to questions and concerns whenever possible.
• Representation that is consistent with the CUPW Constitution, Local Bylaws, and Collective Agreement.
• Confidentiality when discussing personal or workplace matters, where appropriate.

The Local Executive Can Expect:

• Respectful communication from members, whether in person, by telephone, email, or on social media.
• A workplace free from abusive, threatening, intimidating, or harassing behaviour.
• Reasonable opportunities to investigate concerns before providing responses or taking action.
• Recognition that Executive members often balance union responsibilities with their regular employment and other obligations.

Working Together

Constructive dialogue is essential to resolving issues. Disagreements are a normal part of a democratic union, but they should never become personal attacks.

We encourage all members to:

• Speak respectfully, even when opinions differ.
• Focus on the issue, not the individual.
• Allow each person the opportunity to speak without interruption.
• Refrain from abusive language, threats, intimidation, or harassment.
• Follow the appropriate union processes when raising concerns or filing complaints.

Our Commitment

The Toronto Local Executive is committed to serving the membership with professionalism, integrity, and respect. We ask that members extend that same respect to elected representatives so that we can continue working together to protect members’ rights and strengthen our union.

Solidarity is built on respect. Together, we are stronger.

In Solidarity.

Zach Avdelopoulos,                                                                                                               Stacey Pritchard,

President,                                                                                                                                        1^st Vice-President,

CUPW Toronto Local.                                                                      

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

JUNE 16, 2026 AT

7:00 P.M. IN PERSON

Sisters and Brothers,

On June 16, 2026, Toronto Local is scheduling the regular membership monthly meeting in person.

DISCLAIMER FOR THE MEETING:

It is important that we continue to respect the privacy of every member including, but not limited to all the activists, Shop Stewards and Union officers.  By participating in the meeting, you agree to the following:

You must not record, share or post the meeting documents or any photos from this meeting without prior permission from Toronto Local

Toronto Local officer (Recording Secretary or any other officer or member that the Local assigned for this duty) will be the only authorized person to take the General Membership minutes for the Local records and usage.  The General Membership meeting will facilitate under the Toronto Local By-Laws and the National Constitution.  All participants must treat each other with respect during the meeting.

Attention: E.S.S. and Shop Stewards

Please share and post all the Union Literatures and notices that you receive on the Union boards, as per the By-Laws.

In Solidarity,

Abdi Hagi Yusuf,

Secretary-Treasurer,

CUPW Toronto Local

May 21, 2026.

MAY 19, 2026

12:00 NOON

UNION HALL

47 DENSLEY AVENUE,

TORONTO, ONTARIO.