The tentative agreement currently under consideration comes after a prolonged and challenging period for our membership. Our Collective Agreement expired on January 31, 2022, and since that time, postal workers have experienced significant changes in the nature of our work. This has included seven weeks on the picket line—an action taken not only to send a message to Canada Post but also to highlight broader concerns about the treatment of workers across the country.
The Local Executive met on March 31, 2026, to review the agreement and discuss whether to put forward a recommendation. After lengthy debate and careful consideration, it was decided to recommend a NO vote on the tentative agreement being brought forward for ratification. We want to emphasize, however, that this is not a directive. Each member must make their own decision, and our role is to provide information, share our perspective, and offer our recommendation so that members can make an informed choice.
In reviewing the tentative agreement, several concerns became apparent. The proposed wage increases do not appear to keep pace with the rising cost of living. Of particular note, the final two years of wage adjustments are tied to the Consumer Price Index (CPI). While this approach may seem responsive to inflation, it introduces uncertainty and shifts responsibility away from the employer to ensure wages consistently reflect both the demands of the job and broader economic realities. There is a real risk that inflation could outpace wage growth, which would erode members’ purchasing power over time.
Concerns around shift premiums also remain. The union had advocated for improvements to recognize the challenges associated with non-standard working hours and to bring them more in line with comparable bargaining units within Canada Post. Unfortunately, these issues are not meaningfully addressed in the tentative agreement.
The physical demands of postal work are well known, and many members rely on benefits such as physiotherapy and massage therapy to maintain their health, continue working safely, and sustain long-term employment. Yet the tentative agreement provides no substantial improvements to benefits, including dental and medical coverage. Caps on coverage remain outdated, which increases out-of-pocket costs, and the introduction of a prescription dispensing fee, capped at $9.00, adds an additional financial burden for members.
Job security is another area of concern. The tentative agreement allows for the expansion of undefined part-time positions, raising serious questions about the future of stable, full-time work. While Article 53 remains in place, public statements by CEO Doug Ettinger outlining potential workforce reductions—up to 16,000 jobs over five years and as many as 30,000 over ten years—create significant uncertainty. These concerns are reinforced by already planned retail job cuts. Taken together, these developments signal a shift away from secure employment, which the agreement does not adequately address or safeguard against.
Finally, the tentative agreement is tied to the withdrawal of grievances related to personal days and the judicial review of SSD. This effectively removes the Corporation’s accountability in these areas and could result in members losing important entitlements.
When considered as a whole, the tentative agreement appears to largely maintain the status quo, with some areas potentially representing setbacks rather than meaningful progress. Again, it is important to stress that this is not a directive on how to vote. We encourage all members to carefully review the full details of the agreement, reflect on their own priorities and experiences, and make the decision they believe is best.
In Solidarity,
Vancouver 846 Local Executive Committee
