Let’s be clear

July 23, 2025, 08:35 pm 11 comments

The voting period on Canada Post’s final offers is now open for all CUPW-represented employees.

Your vote is important and confidential. Here are some key facts to help with questions or statements you may be hearing. It’s your decision.

1. What am I voting on?

• Employees are voting on Canada Post’s best and final offers presented to CUPW for the Urban and RSMC bargaining units on May 28, 2025. These final offers protect the things you value most, including your defined benefit pension, health benefits and industry-leading job security.
• Employees are not voting on future rounds of bargaining. Any changes to future collective agreements would be negotiated between Canada Post and CUPW.

BOTTOM LINE: This vote is about the offers, nothing else. The choice is yours.

2. What happens if a majority of employees vote to accept the offer?

• If a majority of employees vote to accept their bargaining unit’s offer, the new four-year collective agreement would be automatically ratified and in effect for that bargaining unit until January 31, 2028.

BOTTOM LINE: If approved, our final offers will become employees’ new collective agreements.

3. What if a majority of employees vote to reject the offer?

• If a majority of employees vote to reject the offers, CUPW and Canada Post will continue to be without new agreements in place.

BOTTOM LINE: If a majority of employees vote to reject the offers, the uncertainty will continue. Beyond that, we cannot speculate on what will happen.

4. What if there’s a “yes” vote for one bargaining unit, and a “no” vote for the other?

• It’s possible that one bargaining unit could accept their offer, while the other rejects theirs. This would mean one bargaining unit would have a new collective agreement and the other would not.

BOTTOM LINE: In this case, the offer that is accepted would take immediate effect. We cannot speculate on what would happen for the other bargaining unit.

5. Is it true that current part-time employees will get fewer hours?

• No. In fact, under the new collective agreement, the minimum number of hours for Group 2 part-time employees will increase from 13 1/3 hours to 15 hours per week.
• The number of scheduled hours will not change for part-time employees in other groups.
• Current part-time employees will also continue to be part of the solicitation process for extra hours.

BOTTOM LINE: The minimum number of hours for current part-time employees (Group 2) will increase.

6. Is it true that all national policy grievances will be withdrawn if the offers are accepted?

• No. Only those national policy grievances (NPGs) that are listed in Canada Post’s final global offers will be resolved because these NPGs are specifically tied to Canada Post proposals.
• It is quite common to resolve grievances as part of collective bargaining.

BOTTOM LINE: The National Policy Grievances that are not listed in the final offers remain in effect and will be resolved according to the existing process.

7. Will I still be able to file a grievance?

• Yes. The final offers propose no changes to the grievance process.

BOTTOM LINE: Employees will continue to follow the same grievance process.

8. If Dynamic Routing is implemented at my facility, will I need to bid on a new route every day?

• No. Under the Dynamic Routing model, employees will select, by seniority, a work schedule within a consistent delivery area.
• Dynamic Routing will be implemented at no more than 3% of delivery facilities – or 10 facilities – for initial testing and validation.
• Read the Dynamic Routing fact sheet to learn more.

BOTTOM LINE: Employees will not bid on new routes every day. Employees using Dynamic Routing will bid on a work schedule and a delivery area.

9. When it comes to load leveling, is it true my supervisor could reassign work at anytime throughout my shift?

• No. In a side letter of the Urban offer, on page 201, Canada Post commits to only reassigning work before letter carriers leave the depot in the morning. Current practices for on-demand pickups will be maintained.
• View the Load Leveling fact sheets to learn more: Urban / RSMC

BOTTOM LINE: Work will only be reassigned in the morning, using a national, standardized approach.

10. Will my job security be affected?

• You will keep your industry-leading job security.
• There are no changes to the Urban bargaining unit’s job security. The offer for the RSMC unit provides enhancements to job security.

BOTTOM LINE: Your job security is protected.

11. Will my DB pension and post-retirement benefits be affected?

• No. The final offers do not propose any changes to the DB pension or to post-retirement benefits.
• Future employees will also be on the DB pension after six months of regular employment.

BOTTOM LINE: Your DB pension and post-retirement benefits will be preserved.

12. If the offers are rejected and uncertainty continues, what will happen with our customers?

• According to data released by the Canadian Federation of Independent Business (CFIB) on Monday, July 21, a postal strike could push nearly two in three (63%) small businesses to walk away from Canada Post permanently. “Yo-yoing in and out of strike mandates is causing Canada’s small businesses – one of Canada Post’s last groups of profitable customers – to leave for good…Small business owners and other consumers need certainty.”

BOTTOM LINE: Customers need certainty before they come back to Canada Post.

Cast your vote

This vote is important and confidential. Make sure to have your say before the voting period ends on August 1 at 5 p.m. ET.

You can vote in one of two ways:

• Online at cirb-ccri.simplyvoting.com
• By phone at 1-877-271-9530

If you would like to review Canada Post’s final offer for your bargaining unit, please visit either canadapost.ca/offers or the CIRB website where both offers are posted.

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