The PSAC-UPCE’s primary focus was to ensure that Canada Post continued to make its pay equity adjustments for discriminatory wages paid from August 24, 1982 to June 2, 2002. The Pay Equity Project on the Canada Post side is now winding down and we started an internal project to review our members’ eligibility to a pay equity adjustment from the Union.
Just as it is the responsibility of Canada Post to pay the amount of the wage gap while a member was working for them, it is the Union’s responsibility to pay the amount of the wage gap for times a member was working for or attending Union functions. For example, it could be leave without pay for meetings or conventions during which a member received a cheque for salary reimbursement directly from the Union.
Canada Post has now implemented a two tier pay system, one for existing employees, one for new employees. Your bargaining team voiced their objection to this during the last round of negotiations. As of May 12, 2014, Canada Post will now be paying new employees 15% less as a starting wage.
Your union provided a "head's up" to Canada Post that, once this two-tier system kicks in, there will be issues with the pay of Volume Counters. Canada Post ignored our concerns.
We are pleased to announce that an MOA has been signed between UPCE/PSAC and the Canada Post Corporation regarding pro-rated dues for part-time members and volume counters. As I’m sure you aware we have been manually processing submitted claims for Volume Counters back to April 2012. A copy of the original communication to Volume Counters can be found as a Special Communiqué under the Communiqués section.