Note: The following does not apply to temporary employees who are hired “for the sole purpose of fulfilling Christmas period requirements”.
Most of the provisions that apply to temporary workers are found under Article 44 of the CPC-CUPW contract. A summary follows:
New Employees
The union has the right to meet with new employees for fifteen minutes during work time (Article 44.31 of CPC-CUPW contract). During this meeting, a union steward or representative will provide you with basic information about the CUPW and invite you to play an active role in the union. They will also ensure that you have filled out the application form for becoming a CUPW member and paid the membership fee of $5.00. Membership is mandatory under the CPC-CUPW contract.
Probation
Temporary employees are on probation for 480 hours. Canada Post evaluates work performance during probation. It may terminate your employment during this period if you do not meet the requirements of the job. You may grieve any decision to terminate if it was made without just cause.
There is no probation for temporary employees who move to regular positions provided they have worked 480 hours. If temporary employees have not worked for 480 hours, the probationary period is equal to the difference between the time they have worked as a temporary and 480 hours. (Article 55.02 of CPC-CUPW contract).
Discipline and rights (after probation)
Canada Post must give an employee including temporary workers 24 hours notice of an interview related to discipline or attendance. The notice must give the reasons for the interview and whether it involves the employee’s personal file. It must also notify the employee of his or her right to be accompanied by a union representative. Do not go into any interview without a union steward or representative. If you don not know who the shop stewards are in your workplace contact the Local Office at 204-942-6323 and we will be able to connect you with one.
Training
Canada Post must provide any newly hired temporary employee with sufficient training. As well, the corporation has to train any temporary that is assigned to duties requiring new knowledge. Talk to your union steward if you don’t think you have received proper training.
Wages and Hours
Pay
You get paid the minimum hourly rate for the work you are performing (see Appendix A of CPC-CUPW contract). You should keep track of the different kinds of work you do and the length of time you work so that you know what Canada Post owes you.
As soon as you reach 1,000 hours of work in a year (January 1st to December 31st), you will progress to the next pay increment starting with the next pay period. The pay increments are listed in Appendix A of the Collective Agreement.
Overtime
You get paid time-and-a-half (fifty per cent more than the normal rate) for all hours worked in excess of eight hours and double-time (double the normal rate) for all hours worked in excess of ten. If you work on your day off, you get double-time. You need a supervisor’s permission to work overtime.
Shift and Weekend Premiums
You are entitled to additional money (premiums) for working on afternoon shifts, midnight shifts and on the weekend. See Article 16 for more details.
Rest Periods
You are entitled to paid breaks. You can find out when your breaks are by looking at your schedule or the header boards on your letter carrier case if you are working as a carrier. You can also ask your union steward.
Internal Temporary Workers:
Working 5 hours or less, a 15 minute paid break. (All breaks should be a close to middle of shift or hours worked as possible).
Working 5 – 7 hours, 30 minutes lunch (15 minutes unpaid) + 15 minute paid break.
Working 7 – 8 hours, 30 minutes lunch (15 minutes unpaid) + 2 paid 15 minute breaks.
Working 8 hours, 30 minutes paid lunch + 2 paid 15 minutes breaks.
External Temporary Workers:
Working 6+ hours, 30 minute paid lunch + 1 paid 10 minute break, Working less than 6 hours, 1 paid
10 minute break. *All breaks should be taken.
Working 8 hours, 30 minutes paid lunch + 2 paid 10 minutes breaks. (One during the am the other during the pm portions).
Five-day work week
If you work more than five days in the same week (Sunday to Saturday), Canada Post has to pay you double time (double the normal rate) for all hours worked on the on the sixth or seventh day. But you cannot be forced to work for more than five days in a week (Sunday to Saturday) barring exceptional circumstances.
Seniority and Work
Seniority (article 44.01)
Seniority is used to accommodate employees’ preferences such as bidding on assignments, bidding for vacation, picking overtime portions etc. Your seniority as a temporary worker is based on your first date-of-hire as an employee within the CUPW bargaining unit. You use your seniority to get work and permanent positions.
Getting work as a temporary
Your name and the names of other temporary workers are kept on a call-in list in order of seniority. The more senior qualified temporary employees are called in for work before less senior qualified employees. In some locations, there is one call-in list while there are three or more lists in other locations (See additional information below under ‘Less than 20 days of work’, ‘20 days or more of work’, ‘Work and bumping rights’).
Moving from one list to another or one city to another
You can move from one call-in list to another if Canada Post requires additional employees on a list. You can move from one city to another if the Canada Post requires additional employees in a city. You have to make your request to move to a list in writing and you must stay on this list for 12 months. If the number of temporary workers applying to be on a list exceeds the need, the most senior employees will be placed on the list.
Less than 20 days of work
Canada Post has to offer this work, in order of seniority, to unassigned temporary employees on a call-in list. (See additional information under ‘Getting Work as a Temporary’). You must have the appropriate qualifications for some work. If you are not qualified to do a work assignment, the employer will offer the work to the next unassigned qualified employee on the call-in list.
20 days or more of work
Canada Post has to offer this work, in order of seniority, to qualified temporary employees on a call-in list. You can use your seniority to obtain a work assignment of 20 days or more, even if you already have an assignment.
Changing assignments
If you get a new assignment in the middle of one week, it will start at the beginning of the next week.
Work and bumping rights
When your assignment is finished you can use your seniority to bump the most junior employee on the call-in list (but not the 2nd, 3rd most junior, etc.). That is, you can use your seniority to get his or her assignment as long as you are qualified. This practice is commonly referred to as bumping.
Getting work as a regular employee
If there’s a vacancy for a regular position and no regular employee is interested, a temporary will be offered the position based on their seniority. You will not be appointed a permanent position unless you have submitted an application to become permanent. If there are several temporary call-in lists in your location, the lists will be merged to form a master hiring list. You have to have worked at least once during a 12 month period to maintain your status on a call-in list.
Temp Availability & Job loss (article 44.11)
You may lose your temporary position if you haven’t worked for 12 months. You may also lose your position if Canada Post can demonstrate that you have not “demonstrated reasonable availability” for any six-month period.
Holidays, Leave and Benefits
Paid Holidays (article 44.19)
You will be paid for the holidays that are outlined in Article 18.01 of the CPC-CUPW contract at the rate of 1/20 of the regular wages you earned during the last two complete pay periods (preceding the holiday).
Bereavement Leave (article 44.22)
You have the right to take bereavement leave if a member of your immediate family dies (see Article 21.02 of CPC-CUPW contract). Payment for this leave is calculated at the rate of 1/20 of the regular wages you earned during the last two complete pay periods immediately preceding the leave.
Vacation Pay (article 44.23)
Temporary employees shall receive vacation leave pay equal to six percent (6%) of the total of his or her previous vacation year’s earnings extending from April 1 to March 31. Such an employee shall receive his or her vacation pay prior to the last Friday of June of each year.
Supplement in lieu of benefits (article 44.24)
You get a supplement of four per cent of your basic hourly rate in lieu of insurance plans and paid leaves. This supplement is added to your paycheque.
Sick leave
Under Bill C-3 as of December 1, 2022, all temp LCs, PO4s, MSCs, OCREs after completing 30 days of continuous employment with Canada Post are entitled to 3 paid sick days. You accumulate 1 sick day each month of continuous employment until you reach 10. They carry over to the following year, but you cannot use more than 10 in one calendar year.
To take this leave you need to have an assignment. An assignment can be one day, 5 days, 20+ days, etc. Using an unpaid leave day after accepting a one-day assignment may seem unnecessary, but by taking leave this day will not be counted against you as an absence in terms of your attendance. So, for a one day assignment, you must first receive a call from Eclipse or a supervisor and accept the assignment, then you need to inform management that you will be taking one of your CLC sick days.
Leave codes Urban CUPW 9052
Health and Well-being
Health and safety
You have a right to work in a safe and healthy environment. You have all rights under Article 33 of the CPC-CUPW contract, with the exception of night workers’ leave. See your steward if you have concerns about your health or safety.
Injured at work
Immediately report any injury to your supervisor and shop steward. You may be entitled to workers’ compensation.
Uniforms
Once you have passed probation, you have a right to an initial issue of clothing if your job requires clothing. See Article 34.01 of the CPC-CUPW contract. You must submit a written request for clothing.
If you have not passed your probation, you still have a right to job appropriate apparel. Canada Post has to give you access to clothing at work, including aprons, rain capes, rain suits, quilted jackets and insulated jackets. This clothing must be returned at the end of your shift
Boot and glove allowance
If you are working as a letter carrier, mail service courier, mailhandler or mail despatcher, you are entitled to a boot and glove allowance of 13 cents per hour. If you are not working in one of the aforementioned classifications but are working in an area requiring steel-toed boots, you are entitled to an allowance of 12 cents per hour.
Note: See Article 44.17 for a list of additional contract provisions that apply to temporary employees.
Note Temporary Employees in Group 3: All the provisions