• If no agreement has been reached by 31 January, the Ombudsman would make recommendations for an agreement. If they are not accepted by the parties, a binding arbitration procedure would be established. In accordance with the agreement of the parties, this will be a 4-year collective agreement that will expire on January 31, 2022. • reinstatement of the two collective agreements with CUPW, including all workers` benefits, for the duration of the cooling-off period; We have made many efforts to resolve these negotiations and return to normal functioning. We have had to find a difficult balance, because we also have an obligation to keep the postal service strong and financially viable, not only for today, but also for future generations. In our efforts to find the right balance necessary to reach an agreement, we have done everything in our power to be fair to the staff while being accountable. A collective agreement makes a significant contribution to protecting workers from unfair treatment. This gives us a say in the workplace, allows us to improve our working conditions and provides us with a fair way to address and resolve problems in the workplace. If we look at 2019, I think of my first year in Canada post. I realize that this great company has a strong future serving Canadians. But to succeed, we need to find new ways to work together, listen to each other, and be open to new solutions. I am committed to finding that way forward. As the CUPW collective agreement process now moves to arbitration, much more needs to be done from January on or after January to redefine our shared future.
From 1 January 2020, urban workers will be protected against inflation. This protection is granted during the last two years of the collective agreement. If the cost of living increases by more than 5.33% during these two years, COLA protection will be triggered. A collective agreement is a written legal contract that includes workers grouped into a single bargaining unit. The contract will be concluded through collective bargaining between the union and the employer. Prior to the arbitration, the parties had agreed on a number of issues that will also be included in the collective agreement, and they are as follows: also in 2018, the September arbitration award reached an important conclusion on the central issue of pay equity. As I said, gender equality is a central human right and this judgment is fundamental to the way we pay MSRs. RSMCs will see their salary increases from the January 2019 judgment. The full comparison and full payment are made until autumn 2019, with retroactive effect until January 2016, in accordance with the judgment and the agreements concluded by the parties. We had a difficult year in which we worked on all these topics. While we were on a positive financial path in the first half of the year, we have lost a significant portion of our customer base since then and parcel volume has not continued to increase as expected.
Instead, the quantities of packages during the holiday period were lower than in the previous year. Across the company, a huge amount of work has been done to be covered by the backlogs and I would like to thank everyone for their contribution to these efforts. . . .