The first major CUPW strike was an illegal strike of feral cats in 1965 (before public sector employees had the right to strike or even create unions) and was the largest illegal strike involving government employees. The action has earned the right to collective bargaining for all public sector employees. A strike in 1968 and a campaign of resignations in 1970, which led to above-average wage increases, were also strike actions. Other strikes in 1974 and 1975 helped to gain job security in light of new postal technologies. A 1978 strike led CUPW President Jean-Claude Parrot to be jailed when the union opposed laws passed by the Canadian Parliament. The failure to comply with THE CUPW Act created a temporary gap between him and the more conservative Canadian Labour Party convention. In 1981, after another strike, cupW was the first federal public service union in Canada to win the right to maternity leave for its members. Collective agreements generally include wages and benefits. They also contain job descriptions and classifications, as well as a dispute resolution procedure (usually an appeal and arbitration procedure). CUPW received the decision of arbitrator Elizabeth MacPherson regarding collective agreements for our two bargaining units at The Canada Post: Urban Operations and Rural and Suburban Mail Carriers.
The line of application to protect workers from unfair treatment, to have a collective agreement. It gives us a say in the workplace, allows us to improve our working conditions and provides us with a fair way to address and solve problems in the workplace. Sometimes we just need a little help from each other to find our way down this path. In recent weeks, a number of people have sent me an email about the impact of the new business conditions on them. As you know, with the withdrawal of work, whether because of work stoppages or overtime bans or other measures, collective agreements no longer apply and conditions of employment are lagging behind the Canadian Labour Code. We have made a number of specific exceptions, such as the continuation of prescription drug coverage and the creation of a compassionate clause in which individuals can continue to receive benefits in exturing circumstances. One of the consequences of the strikes was that the benefits such as holidays and personal days are no longer to be done. Reintroduction of the two collective agreements with CUPW, including all workers` benefits, for the duration of the cooling-off period; Also in 2018, the September arbitration verdict put in place a major closure on the key issue of pay equity. As I said, gender equality is a fundamental human right, and that judgment is fundamental to the way we pay for RSMCs. The RSMCs will see their salary increases from the January 2019 judgment. The full vote and payment will be made in the fall of 2019, retroactive to January 2016, in accordance with the judgment and agreements reached by the parties.