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Postal Unions at a Glance |
Cost of Living Adjustment (COLA) Update
For Employees Covered by the National Agreement and the Operating Services Agreement:
(06/17/09) In May, the Consumer Price Index (CPI-W) rose to 621.875, still well below the July 2008 index of 644.303 (upon which our last COLA increase was based). The CPI-W must rise above 644.303 before another COLA is due. After the fourth month of the six-month measuring period, and assuming the adjustment were based on the May index, the sixth COLA under the 2006 National Agreement and the Operating Services Agreement would be zero. However, the next COLA will be based on the July 2009 index point and will be effective Aug. 29, 2009 (pay period 19-09, pay date Sept. 18, 2009)
The fifth COLA, which would have been effective March 14, 2009, was zero.
Effective with the fifth COLA, under the 2006 National Agreement and Operating Services Agreement, employees will have so far received the following cost-of-living adjustments totaling $2,642: $0 (effective March 17, 2007, pay period 07-2007, pay date April 6, 2007; $686 (effective Sept. 1, 2007, pay period 19-2007, pay date Sept. 21, 2007); $479 (effective March 15, 2008, pay period 07-2008, pay date April 4, 2008); $1,477 (effective Aug. 30, 2008, pay period 19-2008, pay date Sept. 19, 2008); and $0 (effective March 14, 2009, pay period 07-2009, pay date April 2, 2009).
Click here for a table of historical pay changes.
COLA Update for Employees Covered by the Information Technology/Accounting Services Agreement:
(Updated 06/17/09) - In May, the Consumer Price Index (CPI-W) rose to 621.875, well below the Sept. 2008 index of 640.226, upon which the fourth COLA was based. The CPI-W must rise above 640.226 before another COLA is due. After the second month of the six month measuring period for the sixth cost of living adjustment, the COLA would be zero based on the May index. However, the sixth COLA under the IT/AS Agreement will be based on the September 2009 index point, and will be effective Nov. 7, 2009 (pay period 24-2009, pay date Nov. 26, 2009).
The fifth COLA which would have been effective May 9, 2009, was zero.
Effective with the fifth COLA, under the 2007 IT/AS Agreement, employees will have received the following cost-of-living adjustments totaling $2,558: $333 (effective May 12, 2007, pay period 11-2007, pay date June 1, 2007); $499 effective Nov. 10, 2007 (pay period 24-2007, pay date Nov. 30, 2007); $811 (effective May 10, 2008, pay period 11-2008, pay date May 30, 2008); $915 (effective Nov. 8, 2008 (pay period 24-2008, pay date Nov. 28, 2008); $0 (effective May 9, 2009 (pay period 11-2009, pay date May 29, 2009).
Click here for the current IT/ASC payscale (effective Jan. 17, 2009) [pdf]
(Updated 04/20/09) - The CSRS retiree COLA is based on the increase in the third quarter (July, August, September) average of the CPI-W over the same quarterly average from the previous year. After the second quarter (Q1 of 2009) of the 2010 adjustment period, the CPI quarterly average fell 4.2%. Note: The 2009 CSRS Retiree COLA was 5.8% effective with the January 2009 payment.
For FERS retirees:
(Updated 04/20/09) - The FERS retiree COLA is based on the increase in the third quarter average of the CPI-W over the same quarterly average from the previous year. However, if the CPI-W quarterly average increases three percent or more, the COLA is the increase less one percent. If the quarterly average increase is between two percent and three percent, the COLA is two percent. If the quarterly average increase is two percent or less, the COLA is equal to the quarterly average increase. After the second quarter (Q1 of 2009) of the 2010 adjustment period, the CPI quarterly average fell 4.2%. Note: The 2009 FERS Retiree COLA was 4.8% effective with the January 2009 payment.
For Social Security recipients:
(Updated 04/20/09) - The Social Security COLA is based on the increase in the third quarter average of the CPI-W over the same quarterly average from the previous year. After the second quarter (Q1 of 2009) of the 2010 adjustment period, the CPI quarterly average fell 4.2%. Note: The 2009 Social Security Retiree COLA was 5.8% effective with the January 2009 payment.
For FECA employees:
(Updated 06/17/09) - The percentage increase in the December CPI-W index from year to year determines the FECA COLA increase. After the fifth month of the measuring period for the 2010 FECA COLA, the CPI-W has risen 1.9%. Note: the 2009 FECA COLA was $1 reflected in payments beginning in April 2009. The December 2008 index was 0.5% below December 2007, but the law does not permit negative adjustments and requires a COLA of at least $1.00.
Leave Accrual
Employees earn sick and annual leave in accordance with postal regulations found in Subchapter 510 of the Employee and Labor Relations Manual (ELM). Article 10, Section 2, of the National Agreement provides that "The leave regulations in Subchapter 510 of the [ELM], insofar as such regulations establish wages, hours or working conditions of employees covered by this Agreement, shall remain in effect for the life of this Agreement."
Annual Leave
Full-time career employees earn annual leave based on their number of creditable years of service in accordance with the following accrual chart:
Leave Category |
Creditable Service |
Maximum Leave Per Year |
4 |
Less than 3 years |
4 hours for each full biweekly pay period; i.e., 104 hours (13 days) per 26-period leave year. |
6 |
3 years but less than 15 years |
6 hours for each full biweekly pay period plus 4 hours in last full pay period in calendar year; i.e., 160 hours (20 days) per 26-period leave year. |
8 |
15 years or more. |
8 hours for each full biweekly pay period; i.e., 208 hours (26 days) per 26-period leave year. |
Part-time employees earn annual leave based on their hours worked in
accordance with the following chart:
Leave Category |
Years of |
Maximum Leave per Year |
Rate of Accrual |
Hours in Pay Status |
Hours of |
4 |
Less than |
104 hours, or 13 days per 26-period leave year or 4 hours for each biweekly pay period. |
1 hour for each unit of 20 hours pay in status. |
20 |
1 |
6 |
3 years |
160 hours, or 20 days per 26-period leave year or 6 hours for each full biweekly pay period.* |
1 hour for each uni of 13 hours in a pay status. |
13 |
1 |
8 |
15 years |
208 hours, or 26 days per 26-period leave year or 8 hours for each full biweekly pay period. |
1 hour for each unit of 10 hours in pay status. |
10 |
1 |
*Except that the accrual for the last pay period of the calendar year may be 10 hours, provided the employee has the 130 creditable hours or more in a pay status in the leave year for leave purposes. |
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Sick Leave
Sick leave for all career employees is accrued as follows:
Employee Category |
Time Accrued |
Full-time employees |
4 hours for each full biweekly pay period - i.e., 13 days (104 hours) per 26-period leave year. |
Part-time employees |
1 hour for each unit of 20 hours in pay status up to 104 hours (13 days) per 26-period leave year. |
Click here for a copy of
ELM Subchapter 510
Promotion Chart
(Updated 02/14/08) This chart [pdf] answers the question: Upon promotion, what pay step in the promoted grade will I get?
How to Use This Chart:
1. In the shaded 'From Grade' sections, find the grade and step from which the employee is being promoted.
2. In the shaded 'To Grade' section immediately below the section identified above, move down to the grade to which the employee is being promoted.
3. Move across to the right from the grade to which promoted, and down from the step from which promoted, and assign the intersecting step. Example, an employee is promoted from a grade 4, step H in schedule-2 to a grade 6 in schedule-2. Go to the section marked "From Grade 4" and move across to step H. Next go down to grade 6 in the light shaded section, and move across to until to come to the intersection at step H. Assign step H as the step to which promoted.
ABOUT THE INDUSTRIAL RELATIONS DEPARTMENT
Greg Bell, Director
Phone: 202-842-4273
Fax: 202-371-0992
The Industrial Relations Department is charged with responsibility for labor management, national negotiations, mechanization, safety and health for all divisions of the union, and the administration of the collective bargaining agreement…
