The first point of contact for any member should be their respective Local. A list of Locals can be found under the “Locals” menu of this website. This section of the website is dedicated to the grievance process for our Local Executives and Shop Stewards. All grievances should be submitted with their supporting documentation and evidence using the UPCE Grievance Form and the UPCE Grievance Checklist.
If you have any questions regarding the documents above and any of the associated processes below, please contact Marc Rousseau, National Labour Relations Advisor, by email: firstname.lastname@example.org, or by phone: (613) 560-5501
The UPCE strongly recommends discussing an issue with the employer prior to filing a grievance. This can be done while still keeping the collective agreement grievance timelines in mind. As an example, the employee and or Union Representative can speak with the immediate supervisor, manager, and Labour Relations Officer. As a best practice, it is recommended to have an extension of the timelines, in writing, from the employer when discussing a possible grievance resolution. Agreements and resolutions at a Local and early stage of the process can benefit both the Union and the member.
For Canada Post employees, the complete grievance procedure is covered under article 19 of the PSAC-Canada Post collective agreement. The Alliance’s Representative will meet with the griever and discuss the issue. If the grievance has merit, and if supporting documentation is available, a grievance can be filed. We strongly recommend for the Local Executives and/or Shop Steward to contact Marc Rousseau, National Labour Relations Advisor, prior to filing a grievance. In most cases, a grievance may be submitted to Canada Post no later than 25 days after the date on which the griever or the Alliance was notified or first became aware of the action or the circumstances giving rise to the grievance. Both parties can ask and must agree to extend the time limits. The corporation must hold a hearing within 20 days following receipt of the grievance, unless the parties agree to extend the time limits. The grievance should be referred to the UPCE National Office for review if the grievance is denied, or if Canada Post fails to hold a hearing within 20 days.
For Purolator employees, the complete grievance procedure is covered under article 6 of the PSAC-Purolator collective agreement. Any employee having a problem that may give rise to a grievance has 15 days to submit a written grievance from the date on which the employee becomes aware of the circumstances giving rise to the grievance. However, before submitting a grievance (Written Step), the employee should first discuss the issue with her immediate supervisor or manager. If the griever decides to continue because the issue remains unresolved, then the member shall bring the matter to the attention of a Shop Steward. The Steward shall schedule a meeting with the manager, which will be held within 5 days following the notice from the Shop Steward. The manager must provide their answer within 5 days. The period between the steward’s initial contact with the manager and the manager’s final answer, shall not count as elapsed time for the purpose of the grievance time limit of 15 days. It is recommended that the Local contact Marc Rousseau, UPCE National Labour Relations Advisor, when filing a Local written grievance. Once a grievance is filed, the parties will discuss the matter at a monthly meeting established between parties. The company will meet with the Union to discuss and attempt to resolve the grievance. The company will provide its response to the grievance in writing within 10 days. If unresolved, the Union will inform the company of its decision to refer the grievance to arbitration in the thirty days following the meeting with the company. Time limits can be extended by mutual consent. The grievance with the supporting documentation can be forwarded to the UPCE National Office for review.