New global offer for employees in the RSMC unit

Higher wage increases

• We’ve increased our wage offer: 6.0% 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).

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.
• The COLA trigger will be adjusted to 13.59%.

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 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.

Permanent Relief Employees (PREs)

• To help build more flexibility into our delivery model, PRE positions will become Permanent Flex Employees (PFEs).
• We’ll increase the minimum guaranteed hours for PFEs to 20 hours per week.
• 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.

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.
• Existing OCREs will remain at the minimum value of the 5-step wage grid.

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.

On call relief employees (OCREs)

• Current on call relief employees (OCREs) who become regular employees after the signing of the new collective agreement will be entitled to the same provisions as current regular employees.
• These benefits include the defined benefit pension, health benefits, COLA, job security, 13 personal days, pre-retirement leave, and up to 7 weeks of vacation.
• OCREs who complete their probationary period will be eligible for uniform entitlements.

Future employees

• Future employees (hired after the signing of the collective agreements) will receive health and pension benefits after 6 months of regular employment.
• They will receive the defined benefit pension and competitive wages on the same grid as other regular employees.