First off is the Union statement
CUPW Issues 72-Hour Strike Notice: A Call for Fair Negotiation
Tuesday May 20 2025
2023-2027/251
No. 83 - AMENDED
On Monday, May 19, CUPW issued a 72-hour strike notice to Canada Post. This action was not taken lightly, but it was done for several reasons.
The collective agreements for the Urban Postal Operations and the Rural and Suburban Mail Carriers bargaining units, which were extended by the Government in December 2024, are set to expire Friday, May 23 at midnight.
CUPW negotiators met with Canada Post over several days at the end of April and early May, with the goal of resolving our bargaining dispute and achieving new collective agreements for both bargaining units.
Last week, Canada Post walked away from the bargaining table for the third time, telling the Union it would return with new comprehensive offers. A week has passed. With the expiry of our collective agreements drawing closer by the day, we are still waiting. The clock is ticking, and so far, Canada Post has yet to deliver.
The day after Canada Post walked away and paused bargaining, it fired another shot, by threatening to unilaterally change your working conditions and suspend employee benefits if new agreements aren’t reached. This aggressive move undermines good faith bargaining and the stability of our public postal service. It had to be met with strong resistance. Postal workers won’t be threatened or coerced into accepting offers that will gut our collective agreements and undermine good, stable jobs.
Our right to strike was taken away from us and put on “a time out” by former Minister of Labour Steven MacKinnon’s orders and the Canada Industrial Relations Board in December 2024. By issuing this notice, we are simply announcing our intention to continue our legal strike that was put on pause by the CIRB.
The Work Continues
Although we have served notices, there is still time for negotiations to take place. We remain committed to achieving negotiated collective agreements. Your National Executive Board and Negotiating Committees urge Canada Post to return to the bargaining table with real offers that protect the health and well-being of postal workers, support the communities we serve, and ensure a strong and sustainable public postal service for all.
In solidarity,
Jan Simpson
National President
CPC Reveals Its Plans for 2028 Negotiations - Rollbacks and More Rollbacks
Thursday June 19 2025
2023-2027/276
No. 102
In its efforts to convince postal workers to accept its so called “best and final offer”, Canada Post claims to have dropped many of its original proposals for rollbacks. It says it no longer has plans to put all new employees on defined contribution pensions. It says its proposals will not end route ownership for letter carriers and RSMCs. It says it is not attacking job security. It even says it is no longer demanding higher premiums for retiree benefits.
What it does not say is that it has plans to bring every one of these rollbacks back to the negotiating table.
CPC’s Public Statement: In 2028 All the Rollbacks are Coming Back – and More!
In its submission to the Industrial Inquiry Commission (IIC) under William Kaplan,
CPC publicly stated that in upcoming negotiations, it plans to introduce new rollbacks for all CUPW members, bring back what it dropped in 2025 and adding new ones.
See pages 48 and 49 of the Canada Post Submission at: https://infopost.ca/wp-c/u/2025/02/iic_cpc_feb14-e.pdf.
Rollbacks it intends to impose include:
- Management to unilaterally determine all staffing of operations;
- End route and work ownership for RSMCs and letter carriers;
- Management to have the power to unilaterally “right-size the workforce”(Translation:“layoffs”);
- Management to arbitrarily determine “the mix of part-time and full-time jobs”;
- Management to have “freedom to explore alternative service delivery” (Translation: “contracting out”);
- Reduce leave entitlements;
- Remove double-time overtime premiums;
- Increase employee premiums for post-retirement benefits;
- Place future hires on a Defined Contribution pension.
Reduced Benefits and “Moderate Wages”
In terms of wages and benefits, the document says CPC wants to “align the productive hourly rates payable to employees in the CUPW bargaining units with those of Canada Post’s key unionized competitors.” According to CPC’s calculations, this would mean cutting the labour costs of a 15-year CUPW Group 1 worker by either 31.5% (compared to Purolator), or 27.1% (DHL) or 29.2% (UPS).
CPC is Planning a Massive Attack
There is no doubt that the current attack on postal workers is only the beginning.
CPC is stating publicly, for everyone to see, that it plans to attack the full-time jobs, pensions, benefits, pay, job security, vacation leave, night workers leave and virtually everything CUPW has achieved through decades of struggle.
Voting for our Future
Your vote on the so-called “best and final” offer is an opportunity to send the Employer a message. CPC will interpret any yes votes as a green light to implement its stated plans. But you have the option to send CPC a very clear message that you are not going to accept the elimination of your rights, benefits and security. We have the opportunity to stand together and tell CPC – “NO”.
NO to benefit cuts
NO to the elimination of full-time jobs.
NO to insecurity and unemployment.
Let’s all vote for our future – let’s vote NO
In solidarity
Jan Simpson
National President
Canada Post Message
Why the vote and why change is needed
As we’ve shared before, our preference has always been to reach agreements with CUPW and have it proceed to an employee ratification vote. After a year and a half of discussions, the assistance of established mediators, four global offers and an Industrial Inquiry Commission hearing and report, the parties unfortunately remain at a major impasse.
Another path to a resolution vote in the Canada Labour Code is for the Minister of Jobs and Families to direct that a vote be held on the employer’s latest offer, when they believe that it’s in the public interest for employees to be given that opportunity.
We requested a vote from the Minister because it was clear that there was no path to resolution through further negotiations. This allows employees to vote and decide whether to accept or reject an agreement. It gives employees the opportunity to have a voice, especially as we begin to implement needed changes.
What it means for you
As a CUPW-represented employee, you will now have the opportunity to vote on the offer that applies to you (CUPW-Urban or CUPW-RSMC). If approved, the offer would become your new collective agreement.
Why change our delivery model?
To be competitive in the parcel delivery market, we must evolve our delivery model. Our current approach is no longer suited to the demands of today’s customers, and is not aligned with where the market is headed. If we’re serious about reclaiming our position as Canada’s leading parcel delivery company, we need to act now.
Declining parcel volumes over the past few years have made this challenge even more urgent. You’ve seen this reality firsthand, and it was a key point during recent negotiations.
We’ve proposed phased, gradual changes designed to help us rebuild and grow our parcel business. This is not just essential to improving our service offering, it is essential to sustain the improvements we’ve made – such as wage increases and signing bonuses – and to safeguard the benefits, job security, and pensions included in our offers.
As outlined in our full offers to CUPW, our goal is to preserve a national public service, protect jobs, and responsibly adapt to the evolving landscape.
What to expect
The Minister’s directive sets clear expectations for both parties during the vote. Both parties shall cooperate to establish the voting list, make information on the offers available to eligible voters and participate in “any manner the CIRB deems necessary to facilitate the conduct of the votes.”
We will continue to provide clear and factual information on the offers to help you understand their contents, and how it would impact you if ratified through a vote.
More information
- Visit canadapost.ca/offers to learn about the offers.
- Read the Dynamic Routing fact sheet.
- Read the load leveling fact sheet.
- Read the full contractual language of the offer for the Urban bargaining unit and the full contractual language of the offer for the RSMC bargaining unit.
- Read the Minister’s directive to the CIRB.
Stay informed
We’re working to provide employees with the information they need to make an informed choice when they vote.
Final Offer Votes: Update on CIRB Meeting
Friday June 20 2025
2023-2027/277
No. 103
Today, June 20th, 2025, we had our first meeting with the Canadian Industrial Relations Board (CIRB) to discuss details of the upcoming government-imposed vote on Canada Post’s May 28th, 2025 final offers for both postal bargaining units. The meeting was virtual and hosted by the CIRB and lasted about one and a half hours.
This meeting was scheduled for preliminary discussions to address some aspects of the process regarding the way the vote would be conducted. The subject identified by the CIRB to be on the agenda were as follows:
- The distribution of the Employer’s final offers
- The distribution and posting of the CIRB Notices for the Vote
- List of eligible voters
- Distribution of the personal identification number (PIN) necessary to vote
No decisions were made by the CIRB at this meeting nor did the Union commit to any parameters. The goal was to hear the parties’ perspectives on these issues. The CIRB will issue a summary of these discussions in writing at the beginning of next week and the parties will have further opportunity to comment or respond to these concerns in writing.
Vote Online or By Phone
The CIRB stated that this vote would be an electronic one and that there would be a phone-in option for those who cannot or prefer not to vote online. The Board also expressed that they were contemplating distributing material via emails to the majority of our members.
Section 108.1 (4) of the Canada Labour Code states:
- “The Board or other person or body in charge of conducting the vote shall determine any question that arises under this section, including any question relating to the conduct of the vote or the determination of its result.”
During the meeting, the Union raised concerns, for example about the distribution of the materials such as the PIN and the Employer’s Offers for those who don’t have internet access or a known email address. We also raised issues and discrepancies about the list of employees provided by Canada Post.
The Union, by an initial verification of the list has been able to identify a number of Members that seem to be missing from the list and a number of people that should no longer be on the list.
At this time, no dates have been decided for when the vote will take place.
Further information will be provided as the situation evolves. We will communicate any decisions made by the CIRB and useful details in the near future.
Our national overtime ban remains in effect during this process.
In solidarity,
Carl Girouard
National Grievance Officer
@reallynicestamps wrote:I've never had a job with easy days.
Does your job have you on your feet dealing with the public all day?
Does your job have you carrying 25kg sacks of paper outdoors in any weather?
Does your workplace look like this?
Most of the CUPW workers are doing physical labour which wears the body down.
Ask a carpenter or an electrician if he thinks he can work at the same pace past 50 or even 40. My SIL and my nephew who have those professions are moving away from the physical parts of their work as much as possible and into contracting and supervising.
Calgary has had community mail boxes for going on 10 years. I believe most of AB as well. Unsure where they left off for rest of Canada. According to my driver he has 40 stops to make on his shift. He box is probably 2 mins drive max in his heated/ a/c van. A box might take 10 mins to handle. From passenger side to box is maybe 4 feet so not really much heavy lifting.
So when in doubt, check with AI. Here is what it had to say.
📊 Likelihood of Canada Post Workers Accepting the Offer (Not Just CUPW Leadership)
Based on current signals and recent labor history:
✅ Estimated Likelihood of Acceptance by Workers: 40–50%
This is close to a toss-up, with a slight lean toward rejection — but worker sentiment is more divided than leadership’s hardline stance.
🔍 Why Workers Might Accept:
Strike fatigue: After last year's 32-day rotating strike, many workers may not want to go through it again — especially if the gains are modest.
Financial pressure: Inflation and cost-of-living concerns might make even a modest raise feel “good enough” for some.
Risk aversion: Some may fear losing public support or facing government-imposed back-to-work legislation.
Split sentiment: Not all postal workers are militant — urban vs rural, new vs long-tenured workers often have different priorities.
❌ Why Workers Might Reject:
Offer seen as weak: A ~3% annual raise (spread over years) doesn't beat inflation or match other public sector settlements.
No union endorsement: CUPW hasn't recommended a "yes" vote — that influences many members.
Overtime ban = momentum: It's already in place, showing workers are willing to act.
Expectation of more: If they believe a better deal is possible, rejection is more likely.
📌 What Makes This Unpredictable:
CUPW is a democratic union, so workers get a direct vote.
Worker turnout and mood vary greatly by region and job type.
In past disputes (like 2011 or 2016), similar final offers were rejected before further pressure led to better deals.
🧭 Bottom Line:
While leadership is likely to oppose the offer, worker acceptance remains possible but not probable — especially if they feel empowered by current public or media sentiment.
Negotiations Update: CPC’s Wage Offer for Year One: When 6% is not 6%
Monday June 23 2025
2023-2027/278
No. 104
Canada Post says its wage offer provides for a pay increase of 6% in the first year followed by increases of 3%, 2% and 2% in subsequent years. CUPW says CPC’s offer for the first year does not come close to being a pay increase of 6%.
Who is telling the truth?
RSMCs
- Fact #1: The RSMC collective agreement expired on December 31, 2023.
- Fact #2: At the end of this agreement RSMCs received a maximum derived hourly pay rate of $30.36 per hour and a Cost of Living Allowance (COLA) payment of $1.48 per hour for a total hourly pay of $31.84.
- Fact #3: CPC’s offer of an increase of 6%, effective January 1, 2024, only applies to the derived hourly pay. For the first year, the total hourly pay offered by CPC is a maximum derived hourly pay rate of $32.18.
- Fact #4: $32.18 is 1.1% greater than the $31.84 per hour RSMCs were already receiving – not even close to 6%.
Urban Workers
(Using the maximum pay rate for postal clerks and letter carriers)
- Fact #1: The Urban collective agreement expired on January 31, 2024.
- Fact #2: At the end of this agreement, postal clerks and letter carriers received a maximum regular hourly pay rate of $30.36 per hour and a Cost of Living Allowance (COLA) payment of $1.05 per hour for a total hourly pay of $31.41
- Fact #3: CPC’s offer of an increase of 6%, effective January 1, 2024, only applies to the regular hourly pay. For the first year the total hourly pay offered by CPC is a maximum regular hourly pay rate of $32.18.
- Fact #4: $32.18 is 2.46% greater than the $31.41 per hour letter carriers and postal clerks were already receiving – not even close to 6%.
Conclusion
Canada Post has been exaggerating the actual amount of pay increase it is offering to RSMCs and to Urban workers for year one.
Note Regarding Benefit Costs
Converting COLA payments into regular wages will result in a slight increase in some benefit costs for CPC. For example, COLA payments are not pensionable. But this increase will not result in CPC’s costs increasing anything like the 6% it is claiming.
Should We Trust Canada Post?
If, for any reason, you shake hands with someone from CPC management who works on finances – remember to count your fingers afterwards.
Send Canada Post a very clear message that you are not going to accept the elimination of your rights, benefits and security.
Let’s Stand Together for Our Future and VOTE NO!
In Solidarity,
Jan Simpson
National President
