Greg Bell, Director
(11/17/09) A recent national arbitration award by Arbitrator Linda Byars found that the Postal Service does not have an obligation to combine the hours of all non-full-time employees, i.e. part-time regular, part-time flexible, transitional and/or casual employees, as well as the regularly scheduled overtime hours of full-time employees, in order to maximize full-time positions pursuant to Article 7.3.B of the National Agreement. The arbitrator found that this provision “applies only to the relationship between full-time employees and part-time employees with no fixed work schedule.” (USPS #Q94C-4Q-C 96096822 and 96096823, 11/11/2009.
(11/12/09) In accordance with Arbitrator Byar's award in Case Number Q98C-4QC
00062970, the MOU Re: Annual Leave Exchange Option applies to APWU-represented part-time flexible (PTF) employees, in addition to all full-time employees. Although the parties have been unsuccessful so far in reaching a mutually agreeable remedy for alleged missed opportunities for PTFs in prior years, the Postal Service has provided advance notification of the manner in which it intends to implement the Annual Leave Exchange Option for APWU-represented PTF employees for leave year 2010. Specifically, eligible PTF employees will be afforded the opportunity to receive a lump sum payment in exchange for a portion of the annual leave the PTF employee is expected to earn in leave year 2010. Eligible PTF employees will be sent a letter about the Annual Leave Exchange Option prior to the 2010 Open Season period. This letter will explain, among other things, the terms and conditions for participation, including the eligibility criteria, allowable amounts for leave exchange, and deadlines for participation.
(10/27/09) The APWU has sent a letter to local presidents in regard to electrical hazards related to the Postal Service's failure to comply with OSHA Subpart S Electrical Standards. The letter explains the Union's efforts to force the Postal Service to comply with these standards, and includes a complaint package that contains everything locals need to file OSHA complaints regarding these hazards. The union is urging locals whose members are exposed to these hazards to file complaints with their local OSHA offices.
(10/22/09) Article 7.1.B.5 of the 2006 National Agreement provides exceptions to the six percent and 11 percent casual caps during accounting periods 3 and 4. For Fiscal Year 2010, the casual exception period will be from Nov. 21, 2009 through Jan. 15, 2010.
(10/22/09) The December period referenced in Article 8, Sections 4 and 5, of the National Agreement, during which penalty overtime regulations are not applicable, consists of four consecutive service weeks. (See Why Is the Penalty Overtime Exclusion Period Only 28 Days?) This year the period begins Pay Period 26-09, Week 1 (Dec. 5, 2009) and ends Pay Period 1-10, Week 2 (Jan. 1, 2010).
(10/19/2009) Postal employees covered under the APWU-USPS 2006-2010 Collective Bargaining Agreement and the 2006-2010 Operating Services Agreement will receive a 1.2 percent increase in annual salaries effective Nov. 21, based on the grades and levels that were in effect on Sept. 6, 2006. The raise will be reflected in paychecks issued Dec. 11.
(10/14/2009) The union has sent a follow up letter to the Postal Service about APWU bargaining unit employees being reassigned to city letter carrier positions for which they did not meet the qualification requirements. The main purpose of the letter is to further articulate the APWU’s position and to reference other relevant regulations in support of the APWU’s position. More information will be provided as it becomes available. In the meantime, grievances should continue to be filed at the local level when an APWU employee is reassigned across crafts before meeting the qualifications for the new assignment.
(10/7/2009) It has been brought to the union's attention that APWU bargaining unit employees may have been improperly reassigned to city letter carrier positions for which they did not meet the minimum qualifications (driving test), and may have been subsequently disciplined for failing to meet those qualifications. It is the Union's position that an APWU bargaining unit employee must meet the minimum qualifications before being reassigned to a letter carrier position. Below is a link to a letter sent to the Postal Service seeking assistance in resolving this issue, and to determine whether there is a disagreement between the parties regarding Article 12.5.C.5.a(4) and similar provisions of the National Agreement. Where a violation occurs, local grievances should be filed.