11/02/2018 - (This article first appeared in the November/December 2018 issue of the American Postal Worker magazine)
By Western Regional Coordinator Omar Gonzalez
33,400+ employees are absent daily claims management, triggering their Attendance Control Employee Availability (AC/EA) crackdown while they impose so-called “Dynamic Scheduling.”
Leave rules in CBA Article 10 and the Employee & Labor Relations Manual (ELM) Chapter 510 have existed for 40 years. ACEA can’t change those rules. ELM 665.11 requires you to be regular in attendance. However, ELM 511.1 requires management to administer leave on an equitable basis for all employees considering a) the needs of the service b) the welfare of the individual employee.
Too often management imposes discipline using select rules and dictates, such as, three (3) absences in 90 days requires discipline. This dictate violates the contract. “It is the supervisor’s review of the attendance record in light of all relevant evidence, NOT any set number of absences that determines whether corrective action is warranted.” [Article 10.1; 10.2 JCIM].
10/19/2018 - Under Articles 17 and 31 of the Collective Bargaining Agreement, management has the obligation to provide documentation when the union has requested it for the enforcement, administration, or interpretation of the contract. This includes information necessary to determine whether or not to file or to continue the processing of a grievance.
In a January 2010 letter, current Vice-President of Labor-Relations, Doug Tulino, wrote the following to all managers and supervisors:
Responding to Information Requests
When you receive a request for information from a union representative, you must act promptly after receiving the request. There is no specific statutory time target, but a good rule of thumb for routine requests is to respond within five days of receiving the request. Do not wait until you have all the information if some information can be supplied quickly, but other information will take much longer to provide. If you need assistance in responding to a request, immediately contact District Labor Relations for help. Do not ignore requests or assume that you can wait a week or tow to work on the request before responding.
If management does not provide the requested information, one tool you have at your disposal is to file charges against the Postal Service through the National Labor Relations Board (NLRB).
10/03/2018 - (This article first appeared in the September/October 2018 issue of the American Postal Worker magazine)
By Support Services Division Director Steve Brooks
You may be, or have been, an employee whose postal employment was in jeopardy due to a disciplinary action. I know employees in this circumstance can find the process of getting your case heard time consuming and frustrating, whether it is through arbitration or pre-arbitration.
If you have an agreement, or have won a case in which the settlement is to bring you back to work with backpay, I’m sure you have realized the Postal Service is in no hurry to get you the pay and benefits you deserve. Furthermore, they are not trained properly when it comes to completing necessary back-pay forms.
09/27/2018 - After decades of jurisdictional disputes, the American Postal Workers Union (APWU) reached agreement with the National Postal Mail Handlers Union (NPMHU) and the Postal Service on an updated RI-399 procedure for jurisdictional work assignments to Clerks and Mail Handlers.
09/21/2018 - APWU President Mark Dimondstein has announced that the union and the Postal Service have agreed to extend negotiations for a new collective bargaining agreement for 30 days.
Our current union contract between the American Postal Workers Union and the United States Postal Service covers the wages, hours and working conditions of 200,000 postal workers. The current Collective Bargaining Agreement expired Thursday, September 20, 2018...
All the rights, benefits and provisions of our existing union contract remain in place, and are fully enforceable during the 30-day extension of negotiations.
09/10/2018 - September 20, 2018 marks the expiration of our Collective Bargaining Agreement between the APWU and the USPS. There is much at stake for members of the American Postal Workers Union as your negotiating committee is fighting to protect job security, win fair wage increases, maintain our COLA, expand rights of PTFs and PSEs alike, seek to end the divisive multi-tier wage structure and expand postal services.
This Thursday, Sept. 13 and Thursday, Sept. 20 are the last two Union Gear Thursdays before our contract expires.
Make sure to ‘Gear Up!’ Coast-to-coast – Hawaii to Maine, Florida to Alaska – as we show the Postal Service that we are one, we are strong, we are united.
Put on your buttons, wristbands, stickers, shirts, hats and other union gear!
Tag #APWUnited on social media, send us your images to firstname.lastname@example.org, and proudly display our solidarity!
As our struggle for a good contract continues, let’s show management our union strength by rocking APWU gear. Wear APWU T-shirts, Hats, Buttons, Wristbands, etc. every Thursday to show management that we are #APWUnited!
Click here to download a Gear Day flyer and spread the word.
08/13/2018 - The APWU and the Postal Service have agreed to a moratorium on grievances, disciplinary actions and arbitration hearings at the national, regional, state and local levels from Aug. 13 until Aug. 27 due to the 2018 APWU Biennial Convention, Industrial Relations Director Vance Zimmerman has announced. The period spans a total of 15 days.