On Friday, September 7, Canada Post tabled an offer with your Union that provides wage increases in every year of the proposed four-year contract and makes improvements to your benefits.

The offer recognizes your positive contribution to the company’s success and sets a new, collaborative path forward.
Jessica McDonald, our Chair of the Board and Interim President and CEO, outlines what this offer means to you and your colleagues in a letter, below.

Negotiations began at the end of 2017 and the parties have been in facilitated talks for more than eight months. The conciliation phase ended at midnight on September 4, 2018 and we are now in a 21-day cooling-off period that ends at midnight, September 25, 2018. Meanwhile, negotiations are ongoing.

The collective agreement between Canada Post and CUPW-Urban expired January 31, 2018 but the terms and conditions continue to apply, in accordance with the Canada Labour Code.

We will continue to keep you informed of key developments through your team leaders and the Negotiations Hub.

Read here the detailed summary of the offer tabled with your Union.

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Negotiators for Canada Post and the Canadian Union of Postal Workers (CUPW) have reached the halfway point in the ongoing 60-day conciliation process.

Canada Post continues to focus on finding the common ground needed to resolve issues and reach new deals that will allow our customers, employees and the company to succeed.

As previously communicated, there is a mandatory 21-day cooling off period if the conciliation process ends without a deal. The earliest a legal work disruption can occur is at day’s end September 25, 2018.

The collective agreement between Canada Post and CUPW-Urban expired January 31, 2018 but the terms and conditions of the agreement continue to apply, in accordance with the Canada Labour Code.

We will continue to keep you informed of developments through your team leaders and the online Negotiations Hub.

Today, the federal Minister of Human Resources and Skills Development notified both parties that conciliators have been appointed in the ongoing negotiations with the Canadian Union of Postal Workers. This follows a request last Friday from CUPW.

We understand that quickly resolving negotiations is in the best interest of our customers and are hopeful this process will help both parties get there. We understand that our employees and customers are looking for certainty.

Under the Canada Labour Code, there can be no legal work disruption for roughly three months after initiating the conciliation process.

The conciliation process is a normal phase of negotiations and we remain committed to work with CUPW to resolve issues and find the common ground needed to reach a deal that sets up our customers and Canada Post for future success.

Next steps:

• Conciliators now have 60 days to build consensus and help broker a deal.

• After the 60-day conciliation process concludes, a mandatory 21-day cooling off period follows before any legal work disruption may occur. A 72-hour notice must also be filed before there can be a legal interruption in work.

• Under that scenario, the earliest a work disruption could occur is at the end of the day, Tuesday September 25, 2018.

We will continue to keep you informed of key developments in negotiations through your team leaders and here on the Negotiations Hub.

Today, the Canadian Union of Postal Workers (CUPW) asked the Minister of Labour for conciliation assistance in ongoing negotiations with Canada Post.

The conciliation process is a normal phase of negotiations and we are hopeful it will help the parties reach a timely settlement with CUPW-Urban. We are working hard to find common ground and believe that a quick resolution to negotiations is in the best interest of our customers and employees.

Under the conciliation process, the Minister is expected to appoint a conciliator within 15 days. Once appointed, the conciliator will focus on helping the parties resolve outstanding issues. There can be no legal work disruption for roughly three months after initiating the conciliation process.

The collective agreement between Canada Post and CUPW-Urban expired January 31, 2018 but the terms and conditions of the agreement continue to apply, in accordance with the Canada Labour Code.

We will continue to keep you informed of key developments in negotiations through your team leaders and the online Negotiations Hub.

The negotiations teams for Canada Post and the Canadian Union of Postal Workers (CUPW) have agreed to move formal collective bargaining discussions to an off-site location in Ottawa starting June 4, 2018.

This follows several months of constructive dialogue facilitated by a mediator. Moving offsite will allow the parties to meet several times a day and to have more comprehensive discussions. The mediator will still be involved.

Reaching an early agreement is in the best interest of our employees, our mailing and shipping customers and the countless Canadians who rely on our service.

In a letter to all CUPW-represented employees, Jessica L. McDonald, Chair of the Board of Directors and Interim President and CEO of Canada Post, expresses optimism that both parties will spare no effort to reach a fair deal as soon as possible.

Letter

The collective agreement with CUPW-Urban expired on January 31, 2018 but its terms and conditions continue to apply, in accordance with the Canada Labour Code.

We will keep you informed through your team leaders and here on the Negotiations Hub.

Negotiating teams from Canada Post and the Canadian Union of Postal Workers have begun formal negotiations with the help of mediators from the Federal Mediation and Conciliation Service.

The parties agreed to adopt a problem-solving approach to start this round of negotiations. Mediators are helping the parties collaborate to define issues and brainstorm solutions.

The parties met last week and are scheduled to meet frequently in coming weeks.

In November 2017, CUPW requested the help of mediators from the outset of talks and Canada Post agreed. It is our hope that mediators will help the parties reach a settlement in a timely manner through facilitated negotiation.

The involvement of mediators does not trigger any countdown to the right to strike or lockout.

The collective agreement with CUPW-Urban expires on January 31, 2018 but will continue to apply, in accordance with the Canada Labour Code.

We will continue to keep you informed through your team leaders and here on the Negotiations Hub.

The Canadian Union of Postal Workers (CUPW) has asked for the appointment of a mediator at the outset of negotiations with CUPW-Urban. The Corporation supports the request.

CUPW filed a Notice to Bargain for Urban employees on November 14, 2017. The same day, the Union advised that it had submitted a written request for negotiations assistance to The Honourable Patricia Hajdu, Minister of Employment, Workforce Development and Labour.

We welcome support that allows the parties to work together to solve issues at the table and help the parties reach a negotiated settlement in a timely manner.

The decision to appoint a mediator rests with the Minister; she can appoint a mediator at any time in the collective bargaining process.

The request does not trigger any countdown to the right to strike or lockout.

The collective agreement with CUPW-Urban is due to expire on January 31, 2018; when it does, it will continue to apply, in accordance with the Canada Labour Code.

We will continue to keep you informed through your team leaders and here on the Negotiations Hub.

Today, Canada Post received a Notice to Bargain from the Canadian Union of Postal Workers, representing Urban employees (CUPW-Urban).

The collective agreement for CUPW-Urban is due to expire on January 31, 2018.

A Notice to Bargain is the routine, initial stage of a labour negotiations process. Once filed, talks must begin within 20 days.

While the parties will meet before Christmas, we don’t expect negotiations to begin in earnest until the New Year. Over the coming weeks, the parties will identify issues to be addressed through negotiations, which typically last months.

Upon expiry, the current collective agreement will continue to apply in accordance with the Canada Labour Code.

We will keep you informed of key developments through your team leaders and here on the Negotiations Hub.

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