YOUR FUTURE.
YOUR VOTE.

Offer highlights

Our best and final offer provides wage increases and protects what you value most

To protect what you value most and secure our future moving forward, our offer contains some needed changes.

What you keep

• Your defined benefit pension
• Your job security provisions
• Your health benefits and post-retirement benefits
• Your vacation and pre-retirement leave
• Your cost of living allowance (COLA)
• Your schedule

What you gain

• Higher wages: 6.0% in year one; 3.0% in year two; 2.0% in year three; 2.0% in year four
• NEW Signing bonus
• Better income replacement for leave under the STDP
• 6 added personal days locked into the collective agreement
• More compensatory time can be carried over (in lieu of overtime pay)

Other important items in our final offer

• NEW Employees will receive a signing bonus ($1,000 for full-time; $500 for all other employees)
• NEW COLA payments would be triggered at a lower threshold (7.16% instead of 13.59%), providing inflation protection from February 2025 to January 2028
• NEW Compulsory overtime will be removed
• We’re no longer proposing changes to post-retirement benefits; a new health benefits plan; or enrolling future employees in the defined contribution pension

Operational changes

• We’re removing the 5-minute wash-up time before the meal period
• This final offer does not propose other operational changes for employees in mail processing

Offer details

Higher wage increases

• We’ve maintained our wage offer: 6.0% increase in year one; 3.0% in year two; 2.0% in year three; 2.0% in year four.
  • This amounts to a compounded wage increase of 13.59% over 4 years.
  • Wage increases are retroactive to February 1, 2024 (year one will account for the 5% wage increase already provided in December 2024).

Signing bonus

• $1,000 for full-time employees; $500 for all others, including temporary employees

Defined benefit pension

• Your defined benefit pension is safe and protected.

Job security

• You keep your industry leading job security.

Health benefits

• There are no changes to your health benefits plan.
• The proposal for a change to your health benefits plan was taken off the table.

Post-retirement benefits

• There are no changes to employees’ post-retirement benefits.
• The proposal to change cost sharing for post-retirement benefits was taken off the table.

Vacation and pre-retirement leave

• Regular employees will continue to have up to 7 weeks of vacation and keep their pre-retirement leave entitlements.

Cost of living allowance (COLA)

• Your wages will be protected against the effects of unforeseen inflation.
• COLA payments would be triggered at a threshold of 7.16% to provide inflation protection from February 2025 to January 2028.

Short-term disability program (STDP)

• Leave under the STDP will be enhanced with improved income replacement.
  • Employees approved for short-term disability benefits would receive a minimum of 80% of their regular wages for up to 30 weeks.
  • Employees will be able to use top-up credits to 95% of their regular wages while receiving EI benefits, and up to 100% after their EI benefits end.

Personal days

• We’ll build 13 multi-use personal days into the collective agreements (currently, the 6 added personal days are not locked in).

Compensatory time

• We’ll increase the number of days that can be carried over for compensatory time (from 5 days to 10 days)

Compulsory overtime

• Compulsory overtime will be removed, meaning the Corporation can no longer require employees to work mandatory overtime (clause 15.14 of the Collective Agreement will be removed).

5-minute wash-up time

• We’ll remove the 5-minute wash-up time before the meal period (i.e., employees will now have to work these 5 minutes).
• This will not affect employees’ pay.

Offer highlights

Our best and final offer provides wage increases and protects what you value most

To protect what you value most and secure our future moving forward, our offer contains some needed changes.

What you keep

• Your defined benefit pension
• Your job security provisions
• Your health benefits and post-retirement benefits
• Your vacation and pre-retirement leave
• Your cost of living allowance (COLA)
• Your schedule (you will not be required to work weekends)

What you gain

• Higher wages: 6.0% in year one; 3.0% in year two; 2.0% in year three; 2.0% in year four
• NEW Signing bonus
• Better income replacement for leave under the STDP
• 6 added personal days locked into the collective agreement
• More compensatory time can be carried over (in lieu of overtime pay)
• Minimum guarantee of 15 hours per week for part-time employees in Group 2

Other important items in our final offer

• NEW Employees will receive a signing bonus ($1,000 for full-time; $500 for all other employees)
• NEW COLA payments would be triggered at a lower threshold (7.16% instead of 13.59%), providing inflation protection from February 2025 to January 2028
• NEW Employees using Dynamic Routing will continue to receive a per-piece payment – on top of the actual time value – for the delivery of Neighbourhood Mail until January 1, 2030
• NEW Compulsory overtime will be removed
• We’re no longer proposing changes to post-retirement benefits; a new health benefits plan; or enrolling future employees in the defined contribution pension

Changes to our delivery model and operations

• Two new types of roles (Part Time Flex and Parcel Delivery Part Time) will support delivery flexibility and help the company compete in parcel delivery 7 days a week
• Load leveling will address the gaps between route workloads due to natural fluctuations in volumes
• We’re proposing an initial, limited implementation (10 facilities) of Dynamic Routing, a best practice and industry standard used by all other major couriers
• Relief employees will cover all absence assignments based on seniority
• We’re proposing new calculations to proactively determine the base requirement for relief employees and how to adjust for changes in absences
• We’re removing the 5-minute wash-up time before the meal period

Offer details

Higher wage increases

• We’ve maintained our wage offer: 6.0% increase in year one; 3.0% in year two; 2.0% in year three; 2.0% in year four.
  • This amounts to a compounded wage increase of 13.59% over 4 years.
  • Wage increases are retroactive to February 1, 2024 (year one will account for the 5% wage increase already provided in December 2024).

Signing bonus

• $1,000 for full-time employees; $500 for all others, including temporary employees.

Defined benefit pension

• Your defined benefit pension is safe and protected.

Job security

• You keep your industry leading job security.

Health benefits

• There are no changes to your health benefits plan.
• The proposal for a change to your health benefits plan was taken off the table.

Post-retirement benefits

• There are no changes to employees’ post-retirement benefits.
• The proposal to change cost sharing for post-retirement benefits was taken off the table.

Vacation and pre-retirement leave

• Regular employees will continue to have up to 7 weeks of vacation and keep their pre-retirement leave entitlements.

Cost of living allowance (COLA)

• Your wages will be protected against the effects of unforeseen inflation.
• COLA payments would be triggered at a threshold of 7.16% to provide inflation protection from February 2025 to January 2028.

Short-term disability program (STDP)

• Leave under the STDP will be enhanced with improved income replacement.
  • Employees approved for short-term disability benefits would receive a minimum of 80% of their regular wages for up to 30 weeks.
  • Employees will be able to use top-up credits to 95% of their regular wages while receiving EI benefits, and up to 100% after their EI benefits end.

Personal days

• We’ll build 13 multi-use personal days into the collective agreement (currently, the 6 added personal days are not locked in).

Compensatory time

• We’ll increase the number of days that can be carried over for compensatory time (from 5 days to 10 days).

Compulsory overtime

• Compulsory overtime will be removed, meaning the Corporation can no longer require employees to work mandatory overtime (clause 15.14 of the Collective Agreement will be removed).

Relief employees

• Relief employees will cover all absence assignments based on seniority, regardless of the type of absence.
• We’re proposing new calculations to proactively determine the base requirement for relief employees and how to adjust for changes in absences (quarterly instead of annually).

Weekend delivery

• We’ll create a new Parcel Delivery Part Time employee classification in Group 2, to help the company compete in parcel delivery 7 days a week.
• This approach ensures consistency for existing full-time and part-time regular employees.
• It means letter carriers won’t be required to work weekend shifts.
• Parcel Delivery Part Time employees will be scheduled for a minimum of 15 hours per week, primarily on weekends.
• They can work up to a daily maximum of 8 hours and a weekly maximum of 40 hours.
• Parcel Delivery Part Time employees will be entitled to 2 consecutive days of rest.
• This new classification will only exist apply where the weekend parcel delivery model has been implemented.

Flex staffing

• We’ll create a new Part Time Flex employee function (within the Letter Carrier Part Time classification) to support delivery flexibility and better service for customers.
• Part Time Flex employees will be guaranteed a minimum of 20 hours per week.
• They must be available for up to 30 hours per week and can voluntarily work up to 40 hours per week.
• They can work up to a daily maximum of 8 hours and a weekly maximum of 40 hours.
• Part Time Flex positions cannot exceed 15% of full-time letter carrier assignments in a postal unit or installation.

Group 2 part-time employees

• Group 2 part-time employees’ normal work weeks will be increased to a 15-hour minimum schedule.

Load leveling

• We recognize that employees value predictability and consistency in their work. We’re committed to maintaining that predictability.
• Load leveling addresses the gaps between route workloads and the natural volume fluctuations that happen with shifts in demand throughout the year.
• Since route designs are based on average volumes, daily volume fluctuations can cause imbalances between routes. To manage these day-to-day fluctuations, small daily adjustments are necessary.
• The goal is to avoid the overburdening of some routes and ensure a more balanced workload among letter carriers.
• Load leveling would redistribute work between routes that have imbalances.
• Before letter carriers leave the depot at the start of the day, data will be used to support the redistribution of some activities.
• Letter carriers will continue to have the same route day-to-day. Load leveling may remove some work from your route or add some work from another route, but for the most part, your route will remain unchanged.

Dynamic Routing

• Canada Post proposes to “soft launch” a Dynamic Routing delivery model, a best practice and industry standard used by all other major couriers.
• Dynamic Routing is a delivery model where routes are planned and optimized daily to align workloads, prevent the overburdening of employees with volumes, and help create more consistent, predictable service for customers.
• To provide a smooth transition and ensure the new model is tested and validated, the Corporation will limit the implementation to 10 facilities during the life of the collective agreement.
• Under Dynamic Routing, a depot’s geography will be divided into smaller fixed areas called “loops,” with each loop containing a set number of routes.
• Routes are designed using the Letter Carrier Route Measurement System (LCRMS) and are optimized based on the day’s delivery activities within each loop.
• Neighbourhood Mail per-piece rates will be maintained until January 1, 2030. This means employees using Dynamic Routing delivery models will continue to receive a per-piece payment – on top of the actual time value – for the delivery of Neighbourhood Mail until January 1, 2030.
• When a letter carrier bids on an assignment, they bid on a loop and a work schedule.

Separate Sort from Delivery (SSD)

• CUPW has raised concerns about SSD, a model we’ve been implementing to help optimize floor space and asset utilization, while increasing capacity for parcel volumes.
• We’ve proposed to work with CUPW to address a number of specific issues and improve the employee experience with SSD.
• For example, start times will be reviewed and a time allowance will be included for reviewing letter mail.

5-minute wash-up time

• We’ll remove the 5-minute wash-up time before the meal period (i.e., employees will now have to work these 5 minutes).
• This will not affect employees’ pay.

Offer highlights

Our best and final offer provides wage increases and protects what you value most

To protect what you value most and secure our future moving forward, our offer contains some needed changes.

What you keep

• Your defined benefit pension
• Your job security provisions
• Your health benefits and post-retirement benefits
• Your vacation and pre-retirement leave
• Your cost of living allowance (COLA)
• Your schedule

What you gain

• Higher wages: 6.0% in year one; 3.0% in year two; 2.0% in year three; 2.0% in year four
• NEW Signing bonus
• Better income replacement for leave under the STDP
• 6 added personal days locked into the collective agreement
• More compensatory time can be carried over (in lieu of overtime pay)

Other important items in our final offer

• NEW Employees will receive a signing bonus ($1,000 for full-time; $500 for all other employees)
• NEW COLA payments would be triggered at a lower threshold (7.16% instead of 13.59%), providing inflation protection from February 2025 to January 2028
• NEW Compulsory overtime will be removed
• We’re no longer proposing changes to post-retirement benefits; a new health benefits plan; or enrolling future employees in the defined contribution pension

Operational changes

• We’re removing the 5-minute wash-up time before the meal period
• This final global offer does not propose other operational changes for employees in retail

Offer details

Higher wage increases

• We’ve maintained our wage offer: 6.0% increase in year one; 3.0% in year two; 2.0% in year three; 2.0% in year four.
  • This amounts to a compounded wage increase of 13.59% over 4 years.
  • Wage increases are retroactive to February 1, 2024 (year one will account for the 5% wage increase already provided in December 2024).

Signing bonus

• $1,000 for full-time employees; $500 for all others, including temporary employees.

Defined benefit pension

• Your defined benefit pension is safe and protected.

Job security

• You keep your industry leading job security.

Health benefits

• There are no changes to your health benefits plan.
• The proposal for a change to your health benefits plan was taken off the table.

Post-retirement benefits

• There are no changes to employees’ post-retirement benefits.
• The proposal to change cost sharing for post-retirement benefits was taken off the table.

Vacation and pre-retirement leave

• Regular employees will continue to have up to 7 weeks of vacation and keep their pre-retirement leave entitlements.

Cost of living allowance (COLA)

• Your wages will be protected against the effects of unforeseen inflation.
• COLA payments would be triggered at a threshold of 7.16% to provide inflation protection from February 2025 to January 2028.

Short-term disability program (STDP)

• Leave under the STDP will be enhanced with improved income replacement.
  • Employees approved for short-term disability benefits would receive a minimum of 80% of their regular wages for up to 30 weeks.
  • Employees will be able to use top-up credits to 95% of their regular wages while receiving EI benefits, and up to 100% after their EI benefits end.

Personal days

• We’ll build 13 multi-use personal days into the collective agreement (currently, the 6 added personal days are not locked in).

Compensatory time

• We’ll increase the number of days that can be carried over for compensatory time (from 5 days to 10 days)

Compulsory overtime

• Compulsory overtime will be removed, meaning the Corporation can no longer require employees to work mandatory overtime (clause 15.14 of the Collective Agreement will be removed).

5-minute wash-up time

• We’ll remove the 5-minute wash-up time before the meal period (i.e., employees will now have to work these 5 minutes).
• This will not affect employees’ pay.

Offer highlights

Our best and final offer provides wage increases and protects what you value most

To protect what you value most and secure our future moving forward, our offer contains some needed changes.

What you keep

• Your defined benefit pension
• Your job security provisions
• Your health benefits and post-retirement benefits
• Your vacation and pre-retirement leave
• Your cost of living allowance (COLA)
• Your schedule

What you gain

• Higher wages: 6.0% in year one; 3.0% in year two; 2.0% in year three; 2.0% in year four
• NEW Signing bonus
• Better income replacement for leave under the STDP
• 6 added personal days locked into the collective agreement

Other important items in our final offer

• NEW Employees will receive a signing bonus ($1,000 for full-time; $500 for all other employees)
• NEW COLA payments would be triggered at a lower threshold (7.16% instead of 13.59%), providing inflation protection from February 2025 to January 2028
• NEW Compulsory overtime will be removed
• We’re no longer proposing changes to post-retirement benefits; a new health benefits plan; or enrolling future employees in the defined contribution pension

Operational changes

• We’re removing the 5-minute wash-up time before the meal period
• We’ll better align some maintenance employee classifications on a volunteer basis

Offer details

Higher wage increases

• We’ve maintained our wage offer: 6.0% increase in year one; 3.0% in year two; 2.0% in year three; 2.0% in year four.
  • This amounts to a compounded wage increase of 13.59% over 4 years.
  • Wage increases are retroactive to February 1, 2024 (year one will account for the 5% wage increase already provided in December 2024).

Signing bonus

• $1,000 for full-time employees; $500 for all others, including temporary employees.

Defined benefit pension

• Your defined benefit pension is safe and protected.

Job security

• You keep your industry leading job security.

Health benefits

• There are no changes to your health benefits plan.
• The proposal for a change to your health benefits plan was taken off the table.

Post-retirement benefits

• There are no changes to employees’ post-retirement benefits.
• The proposal to change cost sharing for post-retirement benefits was taken off the table.

Vacation and pre-retirement leave

• Regular employees will continue to have up to 7 weeks of vacation and keep their pre-retirement leave entitlements.

Cost of living allowance (COLA)

• Your wages will be protected against the effects of unforeseen inflation.
• COLA payments would be triggered at a threshold of 7.16% to provide inflation protection from February 2025 to January 2028.

Short-term disability program (STDP)

• Leave under the STDP will be enhanced with improved income replacement.
  • Employees approved for short-term disability benefits would receive a minimum of 80% of their regular wages for up to 30 weeks.
  • Employees will be able to use top-up credits to 95% of their regular wages while receiving EI benefits, and up to 100% after their EI benefits end.

Personal days

• We’ll build 13 multi-use personal days into the collective agreement (currently, the 6 added personal days are not locked in).

Compulsory overtime 

• Compulsory overtime will be removed, meaning the Corporation can no longer require employees to work mandatory overtime (clause 15.14 of the Collective Agreement will be removed).

Fleet and maintenance employees

• To help the company modernize its operations and better align skill sets to work requirements, the company will change some employee classifications on a volunteer basis, while providing the same pay scales. We will:
  • Provide voluntary transfer opportunities for electromechanical specialists (MAM-10) and electronics specialists (MAM-11) into maintenance helper/cleaner roles (ELE-3), while maintaining the MAM-10 and MAM-11 salary scales, subject to certain conditions.
  • Make wage adjustments for the maintenance helper/cleaner classification.
  • Create additional electrician (EIM10) positions based on a revised job description and statement of qualifications.
• To support career growth and development, we will introduce a light vehicle mechanic (VHE9) apprenticeship program.

5-minute wash-up time

• We’ll remove the 5-minute wash-up time before the meal period (i.e., employees will now have to work these 5 minutes).
• This will not affect employees’ pay.

Offer highlights

Our best and final offer provides wage increases and protects what you value most

To protect what you value most and secure our future moving forward, our offer contains some needed changes.

What you keep

• Your defined benefit pension
• Your job security provisions
• Your health benefits and post-retirement benefits
• Your vacation and pre-retirement leave
• Your cost of living allowance (COLA)
• Your schedule

What you gain

• Higher wages: 6.0% in year one; 3.0% in year two; 2.0% in year three; 2.0% in year four
• NEW Signing bonus
• Better income replacement for leave under the STDP
• 6 added personal days locked into the collective agreement
• More compensatory time can be carried over (in lieu of overtime pay)
• Minimum guarantee of 15 hours per week for part-time employees in Group 2

Other important items in our final offer

• NEW Employees will receive a signing bonus ($1,000 for full-time; $500 for all other employees)
• NEW COLA payments would be triggered at a lower threshold (7.16% instead of 13.59%), providing inflation protection from February 2025 to January 2028
• NEW Compulsory overtime will be removed
• We’re no longer proposing changes to post-retirement benefits; a new health benefits plan; or enrolling future employees in the defined contribution pension

Operational changes

• We’re removing the 5-minute wash-up time before the meal period
• Relief employees will cover all absence assignments based on seniority
• We’re proposing new calculations to proactively determine the base requirement for relief employees and how to adjust for changes in absences

Offer details

Higher wage increases

• We’ve maintained our wage offer: 6.0% increase in year one; 3.0% in year two; 2.0% in year three; 2.0% in year four.
  • This amounts to a compounded wage increase of 13.59% over 4 years.
  • Wage increases are retroactive to February 1, 2024 (year one will account for the 5% wage increase already provided in December 2024).

Signing bonus 

• $1,000 for full-time employees; $500 for all others, including temporary employees.

Defined benefit pension

• Your defined benefit pension is safe and protected.

Job security

• You keep your industry leading job security.

Health benefits

• There are no changes to your health benefits plan.
• The proposal for a change to your health benefits plan was taken off the table.

Post-retirement benefits

• There are no changes to employees’ post-retirement benefits.
• The proposal to change cost sharing for post-retirement benefits was taken off the table.

Vacation and pre-retirement leave

• Regular employees will continue to have up to 7 weeks of vacation and keep their pre-retirement leave entitlements.

Cost of living allowance (COLA)

• Your wages will be protected against the effects of unforeseen inflation.
• COLA payments would be triggered at a threshold of 7.16% to provide inflation protection from February 2025 to January 2028

Short-term disability program (STDP)

• Leave under the STDP will be enhanced with improved income replacement.
  • Employees approved for short-term disability benefits would receive a minimum of 80% of their regular wages for up to 30 weeks.
  • Employees will be able to use top-up credits to 95% of their regular wages while receiving EI benefits, and up to 100% after their EI benefits end.

Personal days

• We’ll build 13 multi-use personal days into the collective agreement (currently, the 6 added personal days are not locked in).

Compulsory overtime 

• Compulsory overtime will be removed, meaning the Corporation can no longer require employees to work mandatory overtime (clause 15.14 of the Collective Agreement will be removed).

Compensatory time

• We’ll increase the number of days that can be carried over for compensatory time (from 5 days to 10 days)

Relief employees

• Relief employees will cover all absence assignments based on seniority, regardless of the type of absence
• We’re proposing new calculations to proactively determine the base requirement for relief employees and how to adjust for changes in absences (quarterly instead of annually).

Group 2 part-time employees

• Group 2 part-time employees’ normal work weeks will be increased to a 15-hour minimum schedule.

5-minute wash-up time

• We’ll remove the 5-minute wash-up time before the meal period (i.e., employees will now have to work these 5 minutes).
• This will not affect employees’ pay.

More opportunities for temporary employees to become regular employees.

This offer creates new Parcel Delivery Part Time and Part Time Flex positions that will create permanent jobs with schedules. These positions will open more opportunities for temporary employees to become regular and receive the same benefits and entitlements as current regular employees.

Signing bonus

Our final offer provides a signing bonus of $500 for temporary employees.

Current temporary employees who become regular full-time or part-time employees will get the same entitlements as current regular employees

• The same job security provisions
• The same defined benefit pension
• The same health benefits and post-retirement benefits
• The same vacation (up to 7 weeks) and pre-retirement leave
• The same cost of living allowance (COLA)
• The same wage grid
• The same income replacement for leave under the STDP
• The same leave provisions and 13 personal days

Current employees are not affected by changes for future employees

Our final offer proposes some changes for future employees that do not affect any current temporary employees.

Are you a temporary employee? If yes, the proposed changes for future employees do not apply to you. If you become a regular employee in the future, you’ll receive the same benefits and entitlements as current regular employees.

Offer highlights

Future employees will get the same entitlements as current regular employees

• The same defined benefit pension
• The same job security provisions
• The same health benefits and post-retirement benefits
• The same vacation and pre-retirement leave
• The same cost of living allowance (COLA)
• The same wage grid
• The same income replacement for leave under the STDP
• The same leave provisions and personal days

Changes for future employees

Future employees will receive health and pension benefits after 6 months of regular employment.

Note: This change does not affect any current employees, including current temporary employees who become regular employees after the signing of the collective agreements.

Offer highlights

This offer provides wage increases and protects what you value most

To protect what you value most and secure our future moving forward, our offer contains some needed changes.

What you keep

• Your defined benefit pension (for route holders with schedules of 12 or more hours per week)
• Your job security provisions, with enhancements
• Your health benefits and post-retirement benefits (for route holders with schedules of 12 or more hours per week)
• Your vacation and pre-retirement leave
• Your cost of living allowance (COLA)

What you gain

• Higher wages: 6.0% in year one; 3.0% in year two; 2.0% in year three; 2.0% in year four
• NEW Signing bonus
• An hourly rate of pay system, with breaks, lunches and daily overtime as needed
• More routes that maximize a 40-hour weekly schedule
• Enhancements to pensionable service
• Better income replacement for leave under the STDP
• No more recovery of overpayments related to personal contact items (PCIs)
• 6 added personal days locked into the collective agreement
• Compensatory time off can be used in lieu of overtime pay

Other important items in our final offer

• NEW Employees will receive a signing bonus ($1,000 for employees with 6 or more scheduled hours per day; $500 for all others)
• NEW COLA payments would be triggered at a lower threshold (7.16% instead of 13.59%), providing inflation protection from February 2025 to January 2028
• We’re no longer proposing changes to post-retirement benefits; a new health benefits plan; or enrolling future employees in the defined contribution pension

Changes to our delivery model

• We’re streamlining our staffing model to support 7-day delivery. Route holders will still work Monday to Friday.
• Load leveling will introduce more flexibility to manage workloads and increase efficiency in our delivery operations. Route holders will still have a route and a schedule.

Offer details

Higher wage increases

• We’ve maintained our wage offer: 6.0% increase in year one; 3.0% in year two; 2.0% in year three; 2.0% in year four.
  • This amounts to a compounded wage increase of 13.59% over 4 years.
  • Wage increases are retroactive to January 1, 2024 (year one will account for the 5% wage increase already provided in December 2024).

Signing bonus

• $1,000 for employees with 6 or more scheduled hours per day; $500 for all others.

Defined benefit pension

• Your defined benefit pension is safe and protected.
• For employees with work schedules of 12 or more hours per week, all straight time hours will be counted as pensionable service.

Job security

• Your job security is maintained and enhanced.
  • All regular employees will have access to full job security.
  • We’ll reduce the kilometre radius for the displacement of surplus employees.
  • We’ll increase the duration an employee can remain on the recall list if laid off.

Health benefits

• There are no changes to your health benefits plan.
• The proposal for a change to your health benefits plan was taken off the table.

Post-retirement benefits

• There are no changes to employees’ post-retirement benefits.
• The proposal to change cost sharing for post-retirement benefits was taken off the table.

Vacation and pre-retirement leave

• Regular employees will continue to have up to 7 weeks of vacation and keep their pre-retirement leave entitlements.

Cost of living allowance (COLA)

• Your wages will be protected against the effects of unforeseen inflation.
• COLA payments would be triggered at a threshold of 7.16% to provide inflation protection from February 2025 to January 2028.

Short-term disability program (STDP)

• Leave under the STDP will be enhanced with improved income replacement.
  • Employees approved for short-term disability benefits would receive a minimum of 80% of their regular wages for up to 30 weeks.
  • Employees will be able to use top-up credits to 95% of their regular wages while receiving EI benefits, and up to 100% after their EI benefits end.

Personal days

• We’ll build 13 multi-use personal days into the collective agreements (currently, the 6 added personal days are not locked in).

Compensatory time

• We’ll introduce compensatory time off (can be used in lieu of overtime pay).
• Up to 10 days of compensatory time off can be carried over into the following year.

Weekend delivery

• We’re streamlining our staffing model to support 7-day delivery.
• Route holders will still work Monday to Friday.
• We’ll create a weekend Permanent Flex Employee (PFE) position, primarily to perform weekend parcel delivery.

Moving to an hourly rate of pay

• Employees will move to an hourly rate of pay after routes are restructured under the new RSMC work measurement system.
• As much as we can, we’ll build routes that maximize a 40-hour weekly schedule.
• Schedules will include paid breaks and lunches (as applicable), and daily overtime as needed.

Wage progression

• All employees will move to a 7-step wage grid, with current employees moving to the next higher step.

CRA automobile allowance rates

• Adjustments to the Canada Revenue Agency automobile allowance rates will be retroactive to the effective date of the rate change.

Covering temporary absences

• We’ve proposed to establish a process to cover temporary absences.
• Depending on the duration of the absence, employees will be given the opportunity to exercise their seniority to cover absences on routes of higher value.

PCI-related overpayments

• Canada Post will no longer recover overpayments related to the annualized total of personal contact items (PCIs).

Load leveling

• We recognize that employees value predictability and consistency in their work. We’re committed to maintaining that predictability.
• Load leveling will introduce more flexibility to manage workloads and increase efficiency in our delivery operations. Route holders will still have a route and a schedule.

Offer highlights

Our best and final offer provides wage increases and protects what you value most

To protect what you value most and secure our future moving forward, our offer contains some needed changes.

What you keep

• Your defined benefit pension
• Your job security provisions, with enhancements
• Your health benefits and post-retirement benefits
• Your vacation and pre-retirement leave
• Your cost of living allowance (COLA)

What you gain

• Higher wages: 6.0% in year one; 3.0% in year two; 2.0% in year three; 2.0% in year four
• NEW Signing bonus
• Minimum guarantee of 20 hours per week for permanent relief employees
• An hourly rate of pay system, with breaks, lunches and daily overtime as needed
• More routes that maximize a 40-hour weekly schedule
• Enhancements to pensionable service
• Better income replacement for leave under the STDP
• No more recovery of overpayments related to personal contact items (PCIs)
• 6 added personal days locked into the collective agreement
• Compensatory time off can be used in lieu of overtime pay

Other important items in our final offer

• NEW Employees will receive a signing bonus ($1,000 for employees with 6 or more scheduled hours per day; $500 for all others)
• NEW COLA payments would be triggered at a lower threshold (7.16% instead of 13.59%), providing inflation protection from February 2025 to January 2028
• We’re no longer proposing changes to post-retirement benefits; a new health benefits plan; or enrolling future employees in the defined contribution pension

Changes to our delivery model

• We’re streamlining our staffing model to support 7-day delivery.
• To support this change, Permanent Relief Employees (PREs) will become known as Permanent Flex Employees (PFEs).
• PFEs will continue to provide weekday route coverage, with some new schedules introduced for Saturday and Sunday deliveries. PFEs will continue to have at least 2 consecutive days off per week.
• Load leveling will introduce more flexibility to manage workloads and increase efficiency in our delivery operations.

Offer details

Higher wage increases

• We’ve maintained our wage offer: 6.0% increase in year one; 3.0% in year two; 2.0% in year three; 2.0% in year four.
  • This amounts to a compounded wage increase of 13.59% over 4 years.
  • Wage increases are retroactive to January 1, 2024 (year one will account for the 5% wage increase already provided in December 2024).

Signing bonus

• $1,000 for employees with 6 or more scheduled hours per day; $500 for all others.

Defined benefit pension

• Your defined benefit pension is safe and protected.
• For employees with work schedules of 12 or more hours per week, all straight time hours will be counted as pensionable service.

Job security

• Your job security is maintained and enhanced.
  • All regular employees will have access to full job security.
  • We’ll reduce the kilometre radius for the displacement of surplus employees.
  • We’ll increase the duration an employee can remain on the recall list if laid off.

Health benefits

• There are no changes to your health benefits plan.
• The proposal for a change to your health benefits plan was taken off the table.

Post-retirement benefits

• There are no changes to employees’ post-retirement benefits.
• The proposal to change cost sharing for post-retirement benefits was taken off the table.

Vacation and pre-retirement leave

• Regular employees will continue to have up to 7 weeks of vacation and keep their pre-retirement leave entitlements.

Cost of living allowance (COLA)

• Your wages will be protected against the effects of unforeseen inflation.
• COLA payments would be triggered at a threshold of 7.16% to provide inflation protection from February 2025 to January 2028.

Short-term disability program (STDP)

• Leave under the STDP will be enhanced with improved income replacement.
  • Employees approved for short-term disability benefits would receive a minimum of 80% of their regular wages for up to 30 weeks.
  • Employees will be able to use top-up credits to 95% of their regular wages while receiving EI benefits, and up to 100% after their EI benefits end.

Personal days

• We’ll build 13 multi-use personal days into the collective agreements (currently, the 6 added personal days are not locked in).

Compensatory time

• We’ll introduce compensatory time off (can be used in lieu of overtime pay).
• Up to 10 days of compensatory time off can be carried over into the following year.

Weekend delivery

• We’re streamlining our staffing model to support 7-day delivery.
• Route holders will still work Monday to Friday.
• We’ll create a weekend Permanent Flex Employee (PFE) position, primarily to perform weekend parcel delivery.

Moving to an hourly rate of pay

• Employees will move to an hourly rate of pay after all routes in an office have been restructured under the new RSMC work measurement system.
• As much as we can, we’ll build routes that maximize a 40-hour weekly schedule.
• Schedules will include paid breaks and lunches (as applicable), and daily overtime as needed.

Wage progression

• All employees will move to a 7-step wage grid, with current employees moving to the next higher step.

CRA automobile allowance rates

• Adjustments to the Canada Revenue Agency automobile allowance rates will be retroactive to the effective date of the rate change.

Covering temporary absences

• We’ve proposed to establish a process to cover temporary absences.
• Depending on the duration of the absence, employees will be given the opportunity to exercise their seniority to cover absences on routes of higher value.

PCI-related overpayments

• Canada Post will no longer recover overpayments related to the annualized total of personal contact items (PCIs).

Load leveling

• We recognize that employees value predictability and consistency in their work. We’re committed to maintaining that predictability.
• Load leveling will introduce more flexibility to manage workloads and increase efficiency in our delivery operations.

If you become a regular employee in the future, you’ll receive the same benefits and entitlements as current regular employees.

What you gain

• Signing bonus of $500
• The same uniform entitlements as regular employees (following probationary period)
• An hourly rate of pay system, with breaks, lunches and daily overtime as needed
• Opportunities for long-term coverage of absences

Changes to our delivery model

• We’re streamlining our staffing model to support 7-day delivery. You will not be required to work more than 5 days per week
• Employees will move to an hourly rate of pay after all routes in an office have been restructured under the new RSMC work measurement system

Current OCREs who become regular employees will get the same entitlements as current regular employees

• The same job security provisions
• The same defined benefit pension (for route holders with schedules of 12 or more hours per week)
• The same health benefits and post-retirement benefits (for route holders with schedules of 12 or more hours per week)
• The same vacation (up to 7 weeks) and pre-retirement leave
• The same cost of living allowance (COLA)
• The same wage grid
• The same income replacement for leave under the STDP
• The same leave provisions and 13 personal days

Current employees are not affected by changes for future employees

Our final offer proposes a change for future employees that does not affect any current OCREs.

Are you an on call relief employee? If yes, the proposed change for future employees does not apply to you. If you become a regular employee in the future, you’ll receive the same benefits and entitlements as current regular employees.

Offer highlights

Future employees will get the same entitlements as current regular employees

• The same defined benefit pension
• The same job security provisions
• The same health benefits and post-retirement benefits (for employees with schedules of 12 or more hours per week)
• The same vacation and pre-retirement leave (for employees with schedules of 12 or more hours per week)
• The same cost of living allowance (COLA)
• The same wage grid
• The same income replacement for leave under the STDP
• The same leave provisions and personal days

Changes for future employees

Future employees will receive health and pension benefits after 6 months of regular employment.

Note: This change does not affect any current employees, including current on call relief employees who become regular employees after the signing of the collective agreements.