CUPW received the decision of arbitrator Elizabeth MacPherson regarding collective agreements for our two bargaining units at The Canada Post: Urban Operations and Rural and Suburban Mail Carriers. Decisions that influence our work and our future should not have been referred to an arbitrator from the outset. Workers have the right to free and fair collective bargaining and, if our right is denied, deprives us of our ability to negotiate solutions to the problems we face in the workplace. In 2003, CUPW successfully concluded the organization of approximately 6,000 Countries and Sub-Urban Mail Carriers (RSMC) in the Union and won a first collective agreement for these workers. This collective agreement is separate from the CUPW collective agreement. There are big differences between the two collective agreements. These differences are due to the fact that CSRs were previously contractors and not employees of Canada Post. For example, in a contract system, CSRs are paid hourly, CSRs are generally expected to find their own replacement during absences, and CSMS can hire assistants who are not employed by Canada Post. It was also in 2003 that the first of many backtrackings of the Urban Postal Unit took place, when the contract concluded included the abolition of severance pay. Members ratified the urban mail operating agreement with 65.4% approval.   This course provides an overview of the RSMC collective agreement. Participants check the entire RSMC collective agreement.
An in-depth review of restructuring and compensation is included. Reintroduction of the two collective agreements with CUPW, including all workers` benefits, for the duration of the cooling-off period; CUPW`s last collective agreement was signed in 2012 and expired on January 31, 2016. RSMC`s collective agreement expired in December 2015. In addition, the two new collective agreements (Urban and RSMC) are in effect for four years, until December 31, 2021 (RSMC) and January 31, 2022 (Urban). The first major CUPW strike was an illegal strike of feral cats in 1965 (before public sector employees had the right to strike or even create unions) and was the largest illegal strike involving government employees. The action has earned the right to collective bargaining for all public sector employees. A strike in 1968 and a campaign of resignations in 1970, which led to above-average wage increases, were also strike actions. Other strikes in 1974 and 1975 helped to gain job security in light of new postal technologies. A 1978 strike led CUPW President Jean-Claude Parrot to be jailed when the union opposed laws passed by the Canadian Parliament. The failure to comply with THE CUPW Act created a temporary gap between him and the more conservative Canadian Labour Party convention.
In 1981, after another strike, cupW was the first federal public service union in Canada to win the right to maternity leave for its members. The last agreement between the Canada Post Corporation and the Canadian Union of Postal Workers, Urban Postal Operations, expired on January 31, 2018. A collective agreement is a written law contract covering workers grouped into a bargaining unit. The contract is concluded through collective bargaining between the union and the employer. Collective agreements generally include wages and benefits. They also contain job descriptions and classifications, as well as a dispute resolution procedure (usually an appeal and arbitration procedure). In the absence of a new agreement, the union began a series of rotating strikes across the country on 22 October 2018.  The application of a collective agreement goes a long way to protecting workers from unfair treatment.