UNDERSTANDING OUR GLOBAL OFFERS
Our global offers
On May 28, Canada Post presented final global offers to the Canadian Union of Postal Workers (CUPW) to reach negotiated agreements with both the Urban and RSMC (Rural and Suburban Mail Carriers) bargaining units. This site will help you understand the offers and how they would affect you.
How our final offers would affect you
Mail processing
Regular full-time and part-time employees in mail processing (Group 1)
Mail processing
What our final offer means for regular full-time and part-time employees in mail processing (Group 1)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.
Letter carriers
Regular full-time and part-time employees in the letter carrier classification (Group 2)
Letter carriers
What our final offer means for regular full-time and part-time employees in the letter carrier classification (Group 2)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.
Retail
Regular full-time and part-time employees in retail (Group 1)
Retail
What our final offer means for regular full-time and part-time employees in retail (Group 1)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.
Fleet and maintenance
Regular employees in fleet and maintenance (Groups 3 & 4)
Fleet and maintenance
What our final offer means for regular employees in fleet and maintenance (Groups 3 and 4)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.
MSCs
Regular full-time and part-time Mail Service Couriers (MSCs) (Group 2)
MSCs
What our final offer means for regular full-time and part-time Mail Service Couriers (MSCs) in Group 2Offer 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.
Temporary employees
Temporary employees (Groups 1, 2 & 3)
Temporary employees
What our final offer means for temporary employees (Groups 1, 2 & 3)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.
Future employees
Employees hired after the signing of the new collective agreement
Future employees
What our final offers mean for employees who are hired after the signing of the new collective agreementsOffer 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.
Route holders
Route holders in the RSMC bargaining unit
Route holders
What our final offer means for route holders in the RSMC bargaining unitOffer 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.
PREs
Permanent relief employees (PREs) in the RSMC bargaining unit
PREs
What our final offer means for permanent relief employees (PREs)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.
OCREs
On call relief employees (OCREs) in the RSMC bargaining unit
OCREs
What our final offer means for on call relief employees (OCREs)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.
Future employees
Employees hired after the signing of the new collective agreement
Future employees
What our final offers mean for employees who are hired after the signing of the new collective agreementsOffer 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.
Highlights and details of our final offers
Urban unit: Final offer
RSMC unit: Final offer
Understanding the offers: fact sheets and videos
Urban: Dynamic Routing
Understanding the offer: Dynamic Routing
Evolving our delivery model with Dynamic Routing technology-
Only a small portion of collection and delivery is affected. For the duration of the collective agreement, Dynamic Routing will be implemented at no more than 10 facilities (3% of delivery facilities) for initial testing and validation.
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Letter carriers will deliver in the same area each day. Your delivery area will be familiar and consistent every day.
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Letter carriers will have the same schedule every day. You will start your shift at the same time and same depot every day.
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Volumes will be distributed to create manageable workdays. You will continue to have a manageable eight-hour workday and a regular schedule. Letter carriers who complete their work earlier than planned will still be paid for their scheduled hours.
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Seniority will still matter. You will continue to have a structured bidding process to select your work schedule and your delivery area.
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Dynamic Routing will not roll out overnight. Changes to our delivery model will be tested, validated, and rolled out over time. We will work with our bargaining agents as we make changes to improve our delivery model.
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Neighbourhood Mail per-piece rates will be maintained until 2030. Letter carriers 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.
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Overtime will still be available. Dynamic Routing may reduce the need for overtime but will not eliminate opportunities for overtime.
What is Dynamic Routing?
Canada Post will incorporate smart technology into its delivery model, just like every other major courier. Each day, the technology will create an efficient route within your delivery area, based on the day’s volumes and points of call. Software on the PDTs will provide user-friendly navigation and instructions for deliveries, pickups and the stop sequence. Load leveling will not apply in facilities where Dynamic Routing is in place.
Urban: Load leveling
Understanding the offer: Load leveling
Using load leveling to balance the work and avoid overburdening employees-
Letter carriers will continue to deliver on their route. Under load leveling, you will continue to have the same route and start times day-to-day. Load leveling may reassign some of your work or give you work from another route, based on time values and the day’s volumes.
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Work will only be reassigned before letter carriers leave the depot. Additional work cannot be reassigned if you complete your work early and return to the depot. Letter carriers who complete their work earlier than planned will still be paid for their scheduled hours.
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Work will be reassigned based on a national, standardized approach. Work will be reassigned in the morning using a national, standardized approach that will be consulted on with the union. Reassigning will be based on the day’s volumes and the time values for each route.
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Load leveling will not be introduced overnight. We will work with our bargaining agents to implement these changes over time.
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Per piece payments will continue for Neighbourhood Mail. Under load leveling, letter carriers who deliver Neighbourhood Mail will continue to receive their per piece payments.
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Seniority will still matter. You will continue to bid on your work schedule and your route.
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Overtime will continue to be available. Load leveling may reduce the need for overtime but will not eliminate opportunities for overtime.
What is load leveling?
Before letter carriers leave the depot at the start of the day, operations leaders will determine any redistribution of work that’s needed, using a national, standardized approach. Reassigned work may include customer pickups, clearances, deliveries or Neighbourhood Mail prep. The goal is to avoid the overburdening of some routes and create a more balanced and predictable workload for letter carriers. Letter carriers who complete their work earlier than planned will still be paid for their scheduled hours. Load leveling will not apply in facilities where Dynamic Routing is in place.
Urban: Part-time delivery support
Understanding the offer: Part-time delivery support
Building delivery flexibility with two new part-time roles: Parcel Delivery Part Time (weekends) and Part Time Flex (weekdays)-
Parcel Delivery Part Time employees will ensure letter carriers keep their Monday to Friday schedules. Parcel Delivery Part Time employees will be the company’s main weekend parcel delivery workforce. This approach ensures letter carriers will not be required to work weekends.
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Part Time Flex employees will support delivery operations during the week. Part Time Flex employees will work during the week to support mail and parcel delivery. They will help to fill gaps in workloads or cover absences, supplementing the existing workforce.
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Part Time Flex positions will be capped, protecting full-time positions. Part Time Flex positions cannot exceed 15% of full-time letter carrier assignments in a postal unit or installation.
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Part-time positions will provide more opportunities for temporary employees. The new part-time roles will create regular positions with predictable schedules, opening more opportunities for temporary employees to become regular and receive the same benefits and entitlements as current regular employees.
What are the proposed part-time positions?
Parcel Delivery Part Time is a new classification within Group 2. These employees will work primarily in weekend parcel delivery, ensuring letter carriers will not be required to work weekend shifts. The role will provide a minimum of 15 hours per week with two consecutive days of rest – and will be implemented in locations where weekend delivery is required.
Part Time Flex is a new function within the existing Letter Carrier Part Time classification in Group 2. These employees will help the company fill gaps in mail and parcel delivery operations during the week. Part Time Flex roles will be capped, protecting full-time positions. Part Time Flex employees will be guaranteed a weekly schedule of 20 hours per week (Monday to Friday). They must be available to work up to an additional 10 hours per week.
Both roles come with health and pension benefits and uniform allowances for deliveries.
Urban: Total compensation and benefits
Understanding the offer: Your total compensation and benefits (Urban)
Protecting what you value most-
Employees will receive wage increases each year.You’ll receive a wage increase of 6% in year one (including the 5% paid in December 2024), 3% in year two, and 2% in each of years three and four. This is a compounded total of 13.59% over four years.
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All employees will receive a signing bonus.Full-time employees will receive $1,000; all other employees, including temporary employees, will receive $500.
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Leave, pensions and post-retirement benefits, and health benefits won’t change.Regular employees will still receive up to seven weeks of vacation. Pre-retirement leave entitlements and cost-sharing for post-retirement benefits will not change. Current regular employees will continue to have the defined benefit pension plan without changes. Current temporary employees who become regular will have the defined benefit pension plan without changes. Your Extended Health Care Plan — including prescription drug coverage — stays as is. Dental, vision and hearing benefits also won’t change.
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COLA payments give greater income protection against inflation.Cost-of-living allowance payments — triggered when inflation exceeds a set threshold — would start if cumulative inflation surpasses 7.16% between February 2025 and January 2028.
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Industry-leading job security will continue to be protected.Regular employees will continue to benefit from industry-leading job security provisions.
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Enhanced STDP coverage means stronger financial support when you need it most. Short-term disability will increase from 70% to 80% of regular wages for up to 30 weeks. You can use top-up credits to receive up to 95% while on EI benefits, and up to 100% after EI ends.
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Additional Personal Days and Compensatory Time The number of personal days in the collective agreement will increase from 7 to 13 days and employees can choose to carry over up to 10 days of compensatory time (currently 5 days).
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What this offer means for temporary and future employeesTemporary employees currently working for Canada Post who become regular employees after the new agreement is signed will receive the same health and pension benefits as current regular employees.
Employees hired after the signing of the collective agreement will get the same health benefits and defined benefit pension as current employees after six months of regular employment.
RSMC: Load leveling
Understanding the offer: Load leveling (RSMC)
Using load leveling to balance the work and avoid overburdening employees-
Route holders will continue to deliver on their route. Under load leveling, you will continue to have the same route and start times day-to-day, and work out of the same facility. Load leveling may reassign some of your work or give you work from another route, based on time values and the day’s volumes.
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Load leveling will not change a route holder’s schedule or the volume assessment for their route. Your scheduled hours of work won’t change. Additionally, the reassignment of work will not affect the annual volume assessment of your route.
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Work will be reassigned based on a national, standardized approach. Work may be reassigned based on a national, standardized approach that will be consulted on with the union.
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Load leveling will not be introduced overnight. We will work with our bargaining agents to implement these changes over time. Load leveling will only be introduced after the new work measurement and hourly pay model is in place.
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Seniority will still matter. You will continue to bid on your work schedule and your route.
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Overtime will continue to be available. Load leveling may reduce the need for overtime but will not eliminate opportunities for overtime.
What is load leveling?
Where there is an operations leader on site, they may reassign work – such as customer pickups, clearances, or deliveries – based on the day’s volumes and the time values for each route. The goal is to avoid the overburdening of some routes due to fluctuations in volumes and create a more balanced and predictable workload for route holders.
RSMC: Total compensation and benefits
Understanding the offer: Your total compensation and benefits (RSMC)
Protecting what you value most-
Employees will receive wage increases each year.You’ll receive an increase to your activity values and variable activities of 6% in year one (including the 5% paid in December 2024), 3% in year two, and 2% in each of years three and four. This is a compounded total of 13.59% over four years. These increases will apply to hourly rates once implemented. The per-piece parcel payment will be increased from $2.00 to $2.25.
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All employees will receive a signing bonus.RSMCs with 6 or more scheduled hours per day will receive $1,000; all other employees, including OCREs, will receive $500.
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Leave, pensions, post-retirement benefits, and health benefits won’t change.Vacation and pre-retirement leave entitlements and cost-sharing for post-retirement benefits will not change. Current regular employees will continue to have the defined benefit pension plan without changes. Current OCREs who become regular will have the defined benefit pension plan without changes. Your Extended Health Care Plan, including prescription drug coverage, dental, vision, and hearing benefits also won’t change.
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COLA payments give greater income protection against inflation.Cost-of-living allowance payments — triggered when inflation exceeds a set threshold — would start if cumulative inflation surpasses 7.16% between February 2025 and January 2028.
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Improved job security will provide more protection.RSMC job security provisions are improving, and all current regular employees will have access to job security provisions. Additionally, the radius for a displaced employee will be reduced (from 75 to 60 kilometers) and the duration an employee can remain on the recall list will increase (from 12 to 24 months).
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Enhanced STDP coverage means stronger financial support when you need it most. Short-term disability will increase from 70% to 80% of regular wages for up to 30 weeks. Top-up credits can be used to receive up to 95% while on EI benefits, and up to 100% after EI ends.
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Additional Personal Days and Compensatory Time The number of personal days in the collective agreement will increase from 7 to 13 days. RSMCs will now have access to compensatory time and the option to carry over up to 10 days.
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What this offer means for OCREs and future employeesOCREs currently working for Canada Post who become regular employees after the new agreement is signed will receive the same health and pension benefits as current regular employees.
Employees hired after the signing of the collective agreement will get the same health benefits and defined benefit pension as current employees after six months of regular employment.
RSMC: Hourly rate of pay
Understanding the offer: Hourly rate of pay
Providing predictable pay and schedules with hourly rates of pay-
Routes will be restructured before hourly pay is introduced. Employees will move to an hourly rate of pay after routes are restructured under the new RSMC workload measurement system (RSMC-WMS). Route restructures will be based on a similar time value approach used for letter carriers in the Urban bargaining unit.
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Routes will be restructured under the new workload measurement system over the next few years.Route restructures will be done in phases over a number of years. Once an employee’s office is restructured, they will use the current bidding process to bid on routes and positions.
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Hourly rate of pay will correspond to the route holder’s current pay progression level. Once your office is restructured under the new workload measurement system, your hourly rate of pay will correspond to your current pay progression level. Like today, on call relief employees (OCREs) will continue to remain at the minimum wage progression level.
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Route holders will have schedules with regular start and end times.Employees will have schedules with regular start and end times and scheduled rest and meal periods, as applicable. Employees who work more than their daily scheduled hours will be paid for time worked above their scheduled hours, including at overtime rates, as applicable.
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Routes will be designed to maximize a 40-hour work week. As much as we can, we’ll build routes that maximize a 40-hour weekly schedule. Also, in offices with 10 or more RSMC routes, a calculation criterion will be used to build an identified number of routes with a guaranteed schedule of 40 hours per week.
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Employees will continue to receive variable allowances. Your pay will continue to include variable allowances for Neighbourhood Mail, Knowledge Sort and civic addressing, special allowances and rest periods, as applicable.
How will this change be implemented?
Canada Post will use a phased implementation to restructure routes under the new workload measurement system. Offices will be restructured in phases, with employees converted to hourly pay. Once you’re moved to hourly pay, new collective agreement rules will be in place to support the new hourly rate of pay system. Employees will receive overtime pay for any hours worked beyond their daily scheduled hours. This phased transition period is expected to take a number of years.
Watch the videos on YouTube
Urban: Dynamic Routing
Urban: Load leveling
Urban: Part-time delivery support
Urban: Total compensation and benefits
RSMC: Load leveling
RSMC: Total compensation and benefits
RSMC: Hourly rate of pay
Frequently asked questions (FAQs)
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Canada Post has presented its best and final offers for employees in the Urban and RSMC bargaining units. The offers have been enhanced since the Corporation’s last offers presented on May 21.
In the Urban offer, the latest changes are:
- Employees will receive a signing bonus ($1,000 for full-time; $500 for all others, including temporary employees)
- COLA payments would be triggered at a lower threshold (7.16% instead of 13.59%) to provide better inflation protection from February 2025 to January 2028
- For letter carriers using the Dynamic Routing delivery model, Neighbourhood Mail per-piece rates will be maintained – and paid on top of time values – until January 1, 2030
- Compulsory overtime will be removed
In the RSMC offer , the latest changes are:
- Employees will receive a signing bonus ($1,000 for employees with 6 or more scheduled hours per day; $500 for all others, including OCREs)
- COLA payments would be triggered at a lower threshold (7.16% instead of 13.59%) to provide better inflation protection from February 2025 to January 2028
Prior to this final offer, Canada Post had also moved on other items. We had raised our wage offer and increased the amount of compensatory time (in lieu of overtime pay) that employees can carry over to the following year. We had also taken items off the table: we’re no longer proposing changes to post-retirement benefits; a new health benefits plan; or enrolling future employees in the defined contribution pension.
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Our final offer proposes a signing bonus for all employees.
In the Urban offer :
- $1,000 for full-time employees; $500 for all others, including temporary employees
In the RSMC offer :
- $1,000 for employees with 6 or more scheduled hours per day; $500 for all others, including OCREs
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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.
Dynamic Routing provides a predictable workday and work week for letter carriers. Letter carriers will continue to deliver in the same areas with manageable workloads, helping to improve health and safety.
Under Dynamic Routing, a depot’s geography is 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. When a letter carrier bids on an assignment, they bid on a loop and a work schedule.
Neighbourhood Mail per-piece rates will be maintained until January 1, 2030. This means letter carriers 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.
To provide a smooth transition and ensure the new model is tested and validated, we will limit the implementation to 10 facilities during the life of the collective agreement.
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While letter mail remains important, the line of business is in decline. Parcel delivery is where the growth is, with the Canadian ecommerce market expected to double over the next decade. However, Canada Post has quickly fallen behind over the last few years after competition in parcel delivery exploded during the pandemic ecommerce boom. The competition is now faster, flexible and meeting customer demand by delivering on weekends.
Canada Post needs a steady stream of parcels to make up for the decline of letter mail. The parcel delivery business is intensely competitive, and we haven’t had the flexibility we need to be able to go head-to-head with the competition. Delivering 7 days a week will allow us to meet the ecommerce needs of Canadians and help us return to financial sustainability.
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No. The change for future employees would not apply for any current employees, including current temporary or on call relief employees who become regular employees after the signing of the collective agreements.
Temporary or on call relief employees who move into regular positions will have access to the same benefits as current regular employees, including the defined benefit pension, health benefits, cost of living allowance (COLA), job security, 13 personal days, pre-retirement leave, and up to 7 weeks of vacation.
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This is part of a range of changes necessary to help ensure the long-term sustainability of the company. The modest change we propose for future employees – health and pension benefits after six months of regular employment – will not affect any current employees.
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We will create stable and predictable part-time jobs for people who are looking for flexible positions. These part-time positions will provide health and pension benefits and scheduled and guaranteed hours (15 to 40 hours of work per week, depending on the role and demand).
The creation of part-time jobs, to help us deliver on weekends, ensures consistency for all current full-time and part-time regular employees. Our approach means letter carriers won’t be required to work weekend shifts.
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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. This vote is about the offers, nothing else. The choice is yours.
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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. If approved, our final offers will become employees’ new collective agreements.
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If a majority of employees vote to reject the offers, CUPW and Canada Post will continue to be without new agreements in place and the uncertainty will continue. Beyond that, we cannot speculate on what will happen.
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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. In this case, the offer that is accepted would take immediate effect. We cannot speculate on what would happen for the other bargaining unit.
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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.
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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. The National Policy Grievances that are not listed in the final offers remain in effect and will be resolved according to the existing process.
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Yes. The final offers propose no changes to the grievance process. Employees will continue to follow the same grievance process.
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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.
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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. Work will only be reassigned in the morning, using a national, standardized approach.
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You will keep your industry-leading job security. There are no changes to the Urban bargaining unit’s job security and the offer for the RSMC unit provides enhancements to job security. Your job security is protected.
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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. Your DB pension and post-retirement benefits will be preserved.
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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.” Customers need certainty before they come back to Canada Post.
