APWU 7043
   American Postal Workers Union Local 7043: A Brotherhood of American Postal Workers
May 20, 2012
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ARTICLE 1

UNION RECOGNITION

Section 1. Union

The Employer recognizes the Union designated below as the exclusive bargaining representative of all employees in the bargaining unit for which each has been recognized and certified at the national level:

American Postal Workers Union, AFL-CIO- Maintenance Employees

American Postal Workers Union, AFL-CIO MotorVehicle Employees

American Postal Workers Union, AFL-CIO-Postal Clerks

- The Special Delivery Messengers were merged into the Clerk Craft by Memorandum of Understanding dated November 20, 1997.

American Postal Workers Union, AFL-CIO-Mail Equipment Shops Employees

American Postal Workers Union, AFL-CIO-Material Distribution Centers Employees

What's New at APWU 7043
Save the Post Office

Posted On: Jan 24, 2012 (07:48:51)

A post office worth preserving

January 18, 2012

BY MARK JAMISON

[Mr. Jamison serves the town of Webster in the mountains of North Carolina as its postmaster.  He has written extensively on postal issues.  In keeping with the USPS Administrative Support Manual, Mr. Jamison does not "speak for or act on behalf of the Postal Service."  These are his thoughts on where things stand and where we ought to be headed.  Mr. Jamison can be reached at Mij455@gmail.com. —Ed.]

FOR MANY MONTHS NOW, postal management and a chorus of pundits have delivered one message: Out-of-control deficits are dooming the Postal Service, and it will survive only if management is given the authority to radically downsize the system.  Half the country's post offices and processing plants must close, Saturday delivery must go, service must be reduced, and over two hundred thousand jobs must be cut.  

These steps, however, will not ensure the survival of the Postal Service.  This is not a vision for the future.  It's an invitation to a funeral.  

After Postmaster General Patrick Donahoe spoke at the National Press Club at the end of November, it should have been clear to anyone following the trials and tribulations of the USPS exactly what vision postal senior management had for the future of the institution.  Mr.  Donahoe stated that it was his goal to wring $20 billion of costs out of the system within the next few years.  He essentially demanded free rein from Congress to disassemble the postal network as we know it.

The vision expressed by Mr. Donahoe was one of declining mail volumes, an entity that had outlived its relevancy in a technological age, and the need for a business model which transformed an institution of national infrastructure into simply another player in the mailing and delivery business.  He spoke of a future that consigned the purpose and the past of a national treasure to the dustbin of failed business models, right next to the graveyard of buggy whip makers.

The plans advanced by senior postal management involve shedding much of the current retail network and well over half of the plant facility network.  In addition, the service standards that have made the Postal Service useful and reliable were to be revised downward in what appeared to be a relentless quest for mediocrity.

The plans also involved eliminating tens of thousands of good, middle-class jobs and replacing many more with low-wage casual workers, while also dismantling retirement and health benefit systems that have served generations of workers well.

What Mr. Donahoe offered was a vision that has become popular among a small segment of the American political class.   It is a vision of an impotent public sector, a downsized, out-sourced, minimum-wage work force, and it shows a complete disregard for infrastructure.   It is a view of globalization come full circle, America as a third-world country.

Not long after Mr. Donahoe’s speech, several members of Congress awoke from their slumber and began seeing the future Mr. Donahoe proposed.  As calls from their communities became more alarming, telling of closed post offices and shuttered plant facilities, and as it became apparent that the proposed changes were not merely a matter of rightsizing postal operations but dismantling them and denigrating service, Congress began showing heightened interest, eventually demanding a moratorium on some of the proposed changes.

Yet even after agreeing to a moratorium on plant and post office closings, the Postal Service continued with the procedures and steps needed to close facilities.  Even after the Postal Regulatory Commission (PRC) found in its Advisory Opinion on the Retail Access Optimization Initiative (RAOI) that the Postal Service’s plans to rationalize the network had very little foundation, the Postal Service continued with requests for vendors to take over the hub-and-spoke operations that would be eliminated by plant closings.

The fact is the PRC found, as many of us have been saying all along, that the Postal Service’s plans were less about finding a successful business model than they were about simply carving up the postal network into bite-size chunks.  The RAOI decision returned to many of the same points raised in previous decisions, like the exigent rate case and the five-day delivery case — primarily that the Postal Service’s plans lacked substance. 

The plans espoused by the management of the Postal Service appear less the articulation of a successful outcome, the re-envisioning of a successful business model, than they are the actions a vulture capital firm might undertake when dissolving a business by extracting whatever value might exist and leaving the rest to “creative destruction.”  No one from the Postal Service has yet offered a picture of what a successful outcome might be.  Actually that isn’t terribly astonishing since it would be awfully hard to describe success when your every action is built towards taking the enterprise apart.

 

AT THIS POINT, the story is clear in terms of what got the Postal Service in these straits.  We know the excessive extraction of funds from the Postal Service by the poorly conceived 2006 Postal Accountability and Enhancement Act (PAEA) has resulted in non-operational deficits.  We know too that various retirement accounts have been over subscribed and that other accounting devices, like accounting for workman’s compensation obligations, have been rigged to transfer funds from the Postal Service to the Treasury.

We know too that volumes have dropped, and while some of that may be due to changing technology, a good bit is due to the ongoing recession and some may even be due to the continual atmosphere of crisis that the postal management has ginned up.

But we also know that the Postal Service is essential infrastructure.  We know the postal network has provided the pathways that have not only connected Americans and bound them together but also given many businesses and industries an affordable and reliable delivery network.  The direct mail and marketing industries exist because of the reach and viability of the postal network.  Parcel delivery companies are more profitable and can provide better service because the universal service mandate has led to the development of a robust last-mile network.  We know that the Postal Service delivers nearly half the world’s mail and does so at the lowest prices of any developed nation.  And it does this while providing solid middle-class employment to hundreds of thousands, not at the cheapest wages possible but at good living wages with good benefits.

And we know that without the excessive demands that have been placed on this venerable institution that its model is sustainable and offers promise for providing essential services to the American people.

Postal management says it has a plan.  We know about the parts of the plan that include closing post offices and plants while reducing service.  What about the other elements of the plan?  How do they describe a successful future?

Last year at this time the Postmaster General announced what was termed a major restructuring of senior management.  The ensuing changes resulted in the elimination of one area office and the consolidation of a few district offices but there was very little change in the actual structure of the organization.  No layers of management were eliminated.  There are still 38 vice-president positions that pay in excess of $200,000 per year.  In what is undeniably a top-down, rigidly autocratic system, there are still multiple layers of senior managers.

While the senior structure of the organization hasn’t changed much, we are repeatedly treated to stories in the media of mail carriers delivering mail at night with the aid of miner’s lamps.  All across the country small town postmaster positions remain vacant, filled by casual or temporary employees, many of whom are unable to complete even basic transactions.  This appears to be a plan designed to ensure irrelevancy.

The Postmaster General has spoken often of declining mail volumes.  Under the circumstances one would expect that the visionaries in charge of the organization would seek alternate means of keeping the institution relevant.  There are two answers to declining mail volumes.  One would be to seek to increase volumes, but the very arguments made by senior management that mail is increasingly endangered by technology would seem to make that approach a fool’s game.  The other answer to declining mail volumes would be to seek areas where the postal network could be utilized to provide other services that sustain its universal character and maintain its relevancy to the American people.

What has the Postal Service offered? The big product offering of the last year has been Every Door Direct Mail.  This is a product that allows anyone to become a saturation mailer just like Val-Pak.  However, unlike the big mailers who pay millions of dollars in permit fees, the little guy can walk into his local post office and with very little effort and fourteen cents per piece he can paper everybody in town.

Millions of dollars have been spent promoting this product, thousands of hours have been spent bringing employees up to speed on this magnificent marketing tool, and a great deal of effort has been put forth in developing web sites and support partnerships with those in the advertising community.  An early success story that was circulated shortly after the product’s introduction told of a young man who brought a poster of Spot, the missing family pet, into the post office asking if he could hang it on the bulletin board.  The alert Sales and Service Associate saw this for the opportunity it was, and soon the young man had forked over fifty dollars to put Spot’s poster in each of the office’s post office boxes.  Spot was found, thus proving that heartwarming stories and commerce can intersect.

Now you can’t deny that this product might have some utility for a small businessman or the owner of a lost dog, but it does undercut those already in the mailing industry, and at a few cents a piece, this doesn’t sound like the fundamental paradigm shift that is going to ensure postal sustainability.

Another of the new services being promoted is the Competitive Post Office Box.  Now your local post office can act more like a Mail Boxes Etc., and for many more dollars you can get a few extra services like an e-mail each day telling you there’s mail in your box.

The answer, it appears, is rather simple — take apart the network, make what’s left give less service for higher prices, and get rid of as many employees as possible.  It shouldn’t take a Board of Governors, a Postmaster General, and thirty-eight vice-presidents to come up with that plan.

 

THERE IS A BETTER VISION for the United States Postal Service.  There is a future and a vision for this important institution that builds on the extensive investment in infrastructure that we already have, that recognizes the value of people, that understands that universal service is not a burden but an opportunity.

First we must withdraw from this continual crisis mode.  The burdens created by PAEA may be at the bottom of the crisis, but the facilitator of our current problems is a postal management that has become sclerotic and blinded by its obsession with evading the promise of the institution in favor of withdrawal.

The finances of the Postal Service are not nearly in as bad a shape as some would have us believe.  Absent the mandated retiree health payment, there are no deficits.  There seems to be consensus in Congress that FECA must be addressed.  There is also consensus that there are at least $11 billion of over payments into the FERS fund and possibly over payments into CSRS.

Address those issues and the immediate financial stability of the Postal Service is assured.

A couple of years ago Ruth Goldway, chairman of the Postal Regulatory Commission, issued a call for a national conversation on the future of postal services in this country.  It was a wise and thoughtful idea.  For too long, about the only people talking about the future of the Postal Service were the ideologues obsessed with shrinking government to the size of a bathtub and the usual suspects who keep designing “the solution.”  Now that the problems of the Postal Service have attracted the attention of many in Congress, maybe we can actually have that conversation.

Maybe it’s time we reminded ourselves why our forefathers banded together to found this nation.  Maybe it’s time we recognized that government has a valid role in promoting the general welfare.  The Founders created the role of the post office and gave it importance because they saw the need for both physical and intellectual infrastructure.  The Postal Service is an institution that serves both those roles, and it has done so brilliantly.  The problem now is not a failure in that original ideal or that changing technology has made it irrelevant.  Good ideas do not lose relevance.

So let’s have that conversation.  Let’s understand both the value of universal service and that it comes with a cost.  Let’s remember that county newspapers rely on that service and the postal network, and that they are still an essential part of sustaining our democratic ideals.  Let’s remember that we give non-profits a discount for a reason and that we give special treatment to media mail because it says something very important about what we hold important.  We’ve given special treatment to several classes of mail for various reasons, most of them good.  The direction we’re headed will change that and may bring the death of a type of intercourse that comes through periodicals and books, and that would be unfortunate.

So, yes, let’s have that conversation and let’s find out if we still understand what binding the nation together means.  I wonder, can we still talk to each other?  Because at its essence that is what is meant by binding the nation together.

I think if we have that conversation, we’ll find that not every idea or concept can be shoehorned into a successful business model.  The Postal Service began as a government entity because it fulfilled an essential role in a neutral manner that was equally essential.  Infrastructure must be sustainable, viable, and cost effective, but there is an essential character to infrastructure that simply does not lend itself to a solely competitive business-oriented model.

We have a basic structure that works well.  We’ve developed a useful network that has provided huge and profitable opportunity for commercial enterprises while at the same time providing broad universal access.  Rather than find ways to shrink that asset, we must find ways to adapt it.  We also should marvel at the ability the network has had to enhance people and human capital.  Not many years ago, there were 800,000 postal workers.  They were paid, not through taxes, but through the efficient operation of the system.  Their wages were solidly middle class, allowing them to participate in and enhance the economies of their communities.  They earned, and earned is an essentially important word, they earned benefits that were a model, benefits that allowed them to face illness and old age with dignity, as still valued members of the economies of their communities.

 

WHAT CHANGED THAT IDEA?  What made it outmoded or out of date?  Technology reduced the volume of mail but that really isn’t what changed.  Something else happened.  As a society we’ve begun looking at the world with a jaundiced eye.  Anytime we find the idea of employing people profitably and usefully to be unsound, then we must be jaundiced.  In the 1980’s, we stopped paying for the costs of universal service and those important things that we understood were necessary for the Postal Service to provide.  Prior to that time reasonable contributions of about a half billion dollars per year paid for that broad service and those special rates.  Maybe it’s time we began paying for the things that are important to us.

When the Postal Service became nothing other than a business proposition, it began thinking differently.  That’s how we came up with a rate system with thousands of rates and a complexity that breeds both obfuscation and limited advantage.  It’s also how we lost sight of the idea of bringing service to the American public.  Today our best new ideas for the Postal Service are for more saturation mail, but what if we allowed ourselves to have better ideas?

The Postal Service has thousands of trucks on the road.  Many papers have been written about the benefits of equipping these vehicles with sensors to collect data or perhaps read meters for utilities.

The Postal Service has thousands of locations in small towns and urban communities across the country.  In many cases these are the only places people actually connect with their government.  Why can’t we get a hunting license or a fishing license or download a form or connect with our state and local governments through these facilities we trust and appreciate?

They say mail is dying but like notices of Mark Twain’s death that may be a premature judgment.  Many localities are moving towards voting by mail, which saves gas and congestion and conceivably saves local governments money.  Why can’t the Postal Service work more closely with local governments to assist in tasks of this nature?  Surely we can find a mutually beneficial financial arrangement that actually saves taxpayers money.

The Census Bureau mails out millions of forms, many of which are returned as undeliverable.  Why can’t the census work more closely with the Postal Service?  Maybe, given the fact that the Postal Service has the largest address database in the world, the census ought to be part of the Postal Service?

Up until the late 1960’s there was a postal bank.  Today more than nine million people at the edge of society do without banking services.  Thirty million more need better, simpler services.  With thousands of locations in nearly every community, why can’t the Postal Service provide this service?  

Millions don’t have access to the internet but would benefit from it.  The Postal Service has a huge data presence.  Why can’t it find a cost-effective way to help these folks into the internet age?

Millions of people buy postal money orders to pay bills.  Many are the same ones that don’t have or don’t use the internet.  Surely we can devise a profitable system where folks receive their utility bills electronically through an e-mail address maintained by the Postal Service so they can pay those bills electronically through the Postal Service.  A smaller model of that same system works in every post office to pay the office’s bills.  A bill-presentment-and-payment system would save consumers and businesses millions of dollars while letting the Postal Service take advantage of the very trends that are supposed to be the cause of its death.

 

I'VE BEEN A POSTMASTER in a small rural community for the last sixteen years.  I’ve worked in larger urban settings and in plant settings as well, but for the last several years I’ve had the honor to serve a small community.  

I think this idea of serving the community is valid in virtually any setting, and I’ve seen the same thing when I worked in an urban community or among friends who were city carriers.  Maybe it’s just easier to associate these kinds of ideas with small town rural America. 

In the last three months I’ve been to three funerals for elderly patrons who have passed away.  The most recent was like the others.  Family members who had come from all over the country were introduced to me.  They heard my name and shook my hand without recognition but when the person doing the introduction would add, “He’s the postmaster,” the person would react often with a hug and often repeating some kindness I had done for their loved one.  People know the postmaster.

I'm not a very sociable person, and while I take care of the folks in my community, I am neither unique nor extraordinary among my colleagues, some of whom are much more involved and go much further than I do.  It's virtually impossible to quantify what the job of postmaster does to people, what it does to those in the community who rely on their local post office and to those who hold the job and perhaps become better than they ever thought they could be because of the faith and trust and need their neighbors place upon them.  It's not just postmasters either.  I've seen the same with both rural and city carriers — “He's the mailman,” or “She's the mail lady.”

The Postal Service has people in every town, street, and borough in this country.  Some of them just go to work and pick up a paycheck.  Lately, as the Postal Service has relied more on casual labor and contractors, there may not be as much connection with community, but that connection, that very important relationship, is still there for many.  The Postal Service has an immense reserve of human capital and surely that tremendous asset is worth preserving and putting to use.

Yes, there’s a conversation we ought to have about postal services in this country.  There are a hundred positive ways to use the assets we’ve built and fix the current problems we have.  That seems like a hard thing to do, but there is not only appreciable economic potential in the postal network — there is also a value that speaks to our identity as a people and a nation.

The hard part of fixing the post office is in the conversation we must have.  It’s becoming harder and harder to talk to each other in this country.  It’s easier to take things apart, to make “business” decisions.  That may be so but we don’t seem to be getting much for all our cynical efficiency, regardless of what the spreadsheets are coaxed into reporting.

Calvin Coolidge is quoted as saying, "The business of America is business" and that seems to be the ethic we are striving towards, a cold approximation of risk and reward, profit and loss.  We are, I think, more than that, or at least we used to be.  Jacques Barzun's famous quote, “Whoever wants to know the heart and mind of America had better learn baseball” could just as easily have been recast as, Whoever wants to know the heart and mind (and soul) of America should go to the post office.

We have something in the post office that is worth fixing.

 “When the post office is closed, the flag comes down. When the human side of government closes its doors, we’re all in trouble.”

— Jennings Randolph, U.S. Senator from West Virginia, 1958-85

Postal Service uses no Tax dollars

Posted On: Jan 09, 2012 (09:32:30)

· The USPS receives NO TAX DOLLARS! The USPS is financially independent from the rest of the federal government, generating all of its own revenues with no subsidies from American taxpayers.

· Has one of the lowest First Class Postage rates in the world.

· Provides affordable shipping alternatives to small businesses and individuals who rely on competition.

· In 2010, the USPS recognized 239 employee heroes, by saving the lives of the customers they served, even at the risk of their own lives.

· Over 1.3 million people visit usps.com each day.

· Accepted 6.7 million passport applications in 2010

· Issued 123.6 million money orders in 2010

· In 2010 the USPS held mail safely for more than 10 million customers while away from home.

· The USPS is the #1 choice of eBay shippers.

· Since 1971, postage rates as measured by both the Producer Price Index and Consumer Price Index have increased less than consumer prices in general.

· For six straight years, United States Postal Employees have been rated the most trusted federal employees.

· The USPS delivers more items in one day than Federal Express does in a year and more items in one week than United Parcel Service does in a year.

· More than 53,000 postal employees have joined the National Marrow Donor Program and have made life saving donations.

· Postal employees pledge yearly an average of $38 million to charities by using the Combined Federal Campaign.

· Postal employees hold the nation’s largest one day food drive every year. More than 1.1 billion pounds of food has been collected since the program began in 1993.

· The USPS has risen over $71.7 million in voluntary contributions from the sale of Breast Cancer Research semi-postal stamps since 1998.

· 149 missing children have been found and reunited with their families due to the “Have You Seen Me” campaign (as of December 2010).

· Competitors of the Postal Service use the USPS for rural deliveries.

· Each year the USPS sponsors National Dog Bite Prevention Week to raise public awareness concerning animal attacks.

· The USPS handles more than 40% of the world’s mail volume and more than five times the next largest carrier of letter mail.

· The USPS operates the largest fleet of commercial vehicles in the United States.

· The USPS is the 2nd largest civilian employer in the United States.

· The USPS has the world’s largest network of post offices (31,871).

· The USPS supports a $900 billion mailing industry that employs almost 8 million people.

· Since 1995, the USPS has won more than 75 major environmental awards.

· In 2010 the USPS received the Environmental Protection Agency’s WasteWise Federal Government Partner of the Year Award.

· The USPS generated over $13 million in revenue in 2010 through aggressive recycling and waste prevention.

· The USPS has achieved a 24% reduction in energy use due to building upgrades.

· The USPS has the world’s third largest computing infrastructure and maintains one of the world’s largest intranets.

· The USPS has more than 17 petabytes of storage capacity, equivalent to more than 46,000 years of songs on an MP3 player with no repeats.

· The USPS is the world leader in optical character recognition technology; its machines read 93% of all hand addressed letter mail.

· In 2010 the USPS Postal Inspectors discovered 199 improvised explosive devices (IED’s).

· In 2010 the USPS Postal Inspectors seized from the mail $7.7 million in proceeds related to illegal drugs.

· Largest Post Office – James A. Farley Post Office, New York, NY (393,000 square feet).

· Smallest Post Office – Ochopee Main Post Office, Ochopee, Fl (61.3 square feet).

· USPS has America’s largest retail network.

· The USPS moves mail using planes, trains, trucks, cars, boats, ferries, helicopters, subways, float planes, hovercrafts, T-3’s, street cars, mules, snowmobiles, bicycles and feet.

· In December, 2011 a review of the performance of universal postal service providers by the Oxford Strategic Consulting (OSC) firm named USPS the best postal service within the world’s top 20 largest economies for access to services, resource efficiency and public trust.

PSE

Posted On: Jan 08, 2012 (08:15:10)

Module 1:        Roles and Responsibilities of a Postal Support Employee (PSE)

Objective:

The participant will be able to:

·        Define the scope and responsibilities and explain the role of the Postal Support Employee (PSE) position

·        Describe the Wage structure of the PSE position

·        Describe the policy on annual leave accrual, vacation choice, and cashing in unused leave

·        Describe the benefits as they relate to the PSE

Time Allocated for Module:       

·        30 minutes

Instructional Methods:

·        Lecture

·        Group Discussion

Summary:

·        Overview

·        Wages

·        Leave        

·        Scheduling

·        Benefits

Participant Material Used:

·        Participant Guide

Media Required:

·        Computer

For Further Information

·        Contact your local supervisor


Overview

You are our most important resource. Much of our success, of course, rests on hiring the right people with the right skills are in the right places at the right time just like you--intelligent and energetic. By joining our team you become a member of one of the largest service organizations in the world. You will help us provide universal mail service throughout the country while remaining a viable Postal Service for decades to come.

The changing face of the Postal Service makes workforce changes inevitable. A smaller workforce is being achieved through attrition and working with postal unions and management associations to optimize the workforce.

Positive customer experiences and efficiency remain critical to the success of the Postal Service. Providing the Postal Service with increased workforce flexibility will help it maintain service levels while reducing costs.

The Postal Service believes that the recent negotiated Collective Bargaining Agreement (CBA) with the American Postal Workers Union (APWU) will provide the needed operational flexibility going forward.  Establishment of the Postal Support Employee (PSE) position was a major achievement in the 2010 CBA.

This module / session will provide an overview of the Postal Support Employee (PSE) position and will address your rights and benefits as a PSE.

A PSE is defined as a non-career, bargaining unit employee, established to work within APWU bargaining units.  PSEs will be hired for a term not to exceed 360 calendar days and will have a break in service of at least 5 days, if reappointed.


Wages

As a PSE you earn an hourly wage, and may be entitled to a night differential rate based on your work schedule.  Contractually, you will receive periodic wage increases. This section will also cover higher level pay and overtime provisions.

Hourly Wage

The hourly rates for PSEs have been established and are based on the grade level of the position that the PSE was hired to fill.

Grade               Hourly Rate

3                                  $12.00

4                                  $12.38

5                                  $13.74

6                                  $14.60

7                                  $15.52

8                                  $15.85

 

Night Differential

Night differential is paid for time worked between the hours of 6:00 p.m. and 6:00 am in addition to your hourly rate.

Grade              Hourly Rate

3                                  $.92

4                                  $.93

5                                  $1.05

6                                  $1.12

7                                  $1.19

8                                  $1.21

Contractual Wage Increases

Hourly rates for PSEs will increase based on the APWU & USPS agreement.

Work Hour Guarantees

PSEs have no daily or weekly work hour guarantees. However, any PSE who is scheduled to work and who reports will be guaranteed two (2) hours of work or pay.

Higher Level Pay

PSEs may have the opportunity to be temporarily assigned to a higher level position. Higher level pay will be paid for assignments to higher level positions within the bargaining unit.

However, when the opportunity exists for higher level assignment, preference will be awarded to career employees.  PSE’s will not be assigned to higher level assignments in Function 4 except when no career employee is available.  Examples of higher level function 4 positions are as follows:

·        Lead Sales and Service Associates (LSSA)

·        Bulk Mail Techs

·        Special Postal Clerks

·        Lead Clerks

Overtime Provisions

Once the provisions of the APWU & USPS agreement have been met, and it has been determined that a PSE is needed for overtime work, the employee will be paid overtime for work performed in excess of forty (40) work hours in any one service week. Overtime pay for PSEs is at the rate of one and one-half (1-1/2) times the basic hourly straight time rate.

Leave

This section covers authorizing annual leave, annual leave accrual, payment for accumulated annual leave, and vacation choice.

Annual Leave

PSEs are provided annual leave for rest, recreation, emergency purposes, and illness or injury. PSEs earn annual leave based on the number of hours in which they are in a pay status in each pay period.

Authorizing Annual Leave

Except for emergencies, annual leave must be requested on Form 3971, Request for or Notification of Absence, and approved in advance by the supervisor.  PSE employees are expected to maintain their assigned schedule and must make every effort to avoid unscheduled absences. In addition, PSE employees must provide acceptable evidence for absences when required.

Emergencies and Illness or Injury.

An exception to the advance approval requirement is made for emergencies and illness or injury; however, in these situations, the PSE employee must notify appropriate postal authorities as soon as possible as to the emergency or illness/injury and the expected duration of the absence. As soon as possible after return to duty, PSE employees must submit Form 3971 and explain the reason for the emergency or illness/injury to their supervisor. Supervisors approve or disapprove the leave request.

Annual Leave Accural

Rate of Accrual          Hours in Pay Status   Hours of Annual Leave

                                                                        Earned Per Pay Period

1 hour for each                       20                                1

unit of 20 hours                      40                                2         

in pay status in                       60                                3

each pay period                      80                                4 (max.)

Annual leave accrues and is credited in whole hours at the end of each biweekly pay period.  An employee must earn annual leave hours prior to use and must not exceed number of hours accrued.

Employees with an appointment after the first Monday of a pay period do not receive leave credit for service performed during that pay period. 


Payment for Accumulated Annual Leave

A separating PSE employee may receive a lump-sum payment for accumulated annual leave subject to the following condition:

A PSE whose separation is effective before the last Friday of a pay period does not receive credit or terminal leave payment for the leave that would have accrued during that pay period.

Vacation Choice

Career employees are given preference over PSEs when scheduling annual leave. Scheduling of annual leave and vacation choice is done on a tour-by-tour basis and employee skills are a determining factor in scheduling vacation.

Scheduling

Weekly Scheduling

PSEs should see their assigned Supervisor for information on how their weekly schedule will be assigned.  PSE schedules are subject to change on a day to day basis.

Holiday Scheduling

PSEs will be scheduled for work on a holiday after all full-time volunteers are scheduled to work on their holiday. Local Memorandum of Understanding will apply if there have been locally negotiated pecking orders.

Benefits

Health Benefits after One Year

PSEs will be eligible to participate in the Federal Employees Health Benefits (FEHB) program if they meet the following requirements:

(1) An initial 360-day appointment as a PSE and reappointment to another 360-day appointment without a break in service of more than five days; 

(2) Have a regular scheduled tour of duty, arranged in advance and expected to last for at least six months, and

(3) Maintain sufficient earnings each biweekly pay period to have the total cost of premiums withheld from pay after mandatory deductions for Social Security, Medicare and federal tax.

 

Any eligible, non-career PSEs who want to participate in the FEHB program will be able to participate on a pretax basis if the PSE completes PS Form 8202, Pre-Tax Health Insurance Premium Election/Waiver Form for NonCareer Employees, at their first opportunity to enroll, during open season or in the event of a qualifying life event. The total cost of health insurance is the responsibility of the PSE, except as provided below.

APWU PSEs will be eligible for the 75% USPS premium contribution to the APWU Consumer Driven Health Plan (CDHP) upon reassignment to a 360-day appointment after an initial appointment of 360 days. A previous appointment as an APWU transitional employee or APWU career employee prior to reassignment into a PSE position will count toward the 360 days required for eligibility for the 75% USPS premium contribution to the APWU CDHP disregarding breaks in service of 5 days or less.

PSEs who are eligible for FEHB and eligible for the 75% USPS premium contribution who enroll in the APWU CDHP will pay 25% of the total premium and the Postal Service will contribute 75% of the total premium.

PSEs who become eligible for FEHB have the option to enroll in any other FEHB plan; however; they will pay 100% of the total premium cost.

If at any time PSEs experience a break in service of more than 5 days, eligibility for FEHB and for the 75% USPS premium contribution to the APWU CDHP will end and the PSE will have to again satisfy the requirements for FEHB enrollment and the 75% USPS premium contribution.

Reappointment

The separation of PSEs upon completion of their 360-day term and the decision to not reappoint PSE employees to a new term are not grievable. PSEs may be separated for lack of work at any time.  PSEs separated for lack of work before the end of their term will be given preference for reappointment ahead of other applicants who have not served as PSEs if the need for hiring arises within one (1) year of their separation.

Career Conversion

When the Postal Service determines in accordance with contractual provisions that it has needs to fill vacancies with new career employees, available and qualified PSEs will be converted to fill such vacancies based on their standing on the roll.

Family and Medical Leave Act

The Family and Medical Leave Act (FMLA) is a federal law that entitles eligible employees to take job-protected leave to attend to certain serious health and family matters.  The FMLA also provides protected leave to assist employees with issues arising from a family member’s military deployment abroad and leave to care for a service member who suffered an injury or illness in the line of duty.

To be eligible for FMLA-protected leave, an employee must have worked for the Postal Service for at least 12 months, and must have worked at least 1250 hours during the year preceding the start of his/her leave. The 12 months of postal employment includes any work occurring in the past 7 years. However, the 1250 hours of work includes only hours actually "worked" in the year preceding the leave and does not include leave taken, layoffs, or jury duty.

PSE

Posted On: Jul 17, 2011 (03:54:23)
  • All APWU Casuals and TE must be off the rolls by August 23, 2011
  • Page 167 Appendix A PSE Memoranda
  • PSE is non-career
  • PSE’s terms will not exceed 360 calendar days
  • 5 day break in service prior to reappointment
  • PSE percentage allowances in Article 7.1.B
  • Mail Processing F-1 PSE’s will not exceed 20 % of the total number of career employees within the District
  • Retail/Customer Service F-4 PSE’s will not exceed 20 % of the total number of career retail/customer service employees within the District
  • The number of PSE’s derived from retail/customer service may be used in F-1 and will not count against the 20 % mail processing F-1 cap
  • Level 22 and above, PSE’s in retail/customer service F-4 who work the window will not exceed 10% of the career clerks in that installation  whose duties include working the window.  Rounding up applies .5 & above.
  • Level 21 and below, PSE’s in retain/customer service F-4 who work the window will not exceed 20% of the career retail clerks in that installation whose duties include working the window.  Rounding up applies .5 & above.
  • Maintenance PSE’s used within the District will not exceed 10% of the total number of career maintenance craft employees within the District
  • Motor Vehicle Craft PSE’s used within the District will not exceed 10% of the total number of career motor vehicle craft employees within the District.
  • Any APWU non-bargaining unit employee on light or limited duty in a APWU craft or on rehabilitation assignments who does not hold a bid will not be counted as career employees for the purpose of determining the # of PSE’s.
2011 - 2015 A

Posted On: Jun 06, 2011 (04:28:40)

2010 – 2015 National Agreement Articles/MOU’s

Contract Language

Effective Date

Article 1.3 - Facility Exclusions

However, work performed by bargaining unit employees as

05/23/11

of [the effective date of this agreement] will not be covered

by the facility exclusion solely due to moving the work into

an excluded facility.

Article 7.1.B.3 Postal Support

Conversion of PTR/PTF to Full-Time

8/23/2011

Employees (PSEs) and PSE MOU

In the Clerk Craft, the total number of PSEs

5/23/2011

used in mail processing (function one) within

a District, will not exceed 20% of the total

number of career mail processing (function

one) clerk craft employees within that District,

except in accounting periods 3 and 4, beginning

two (2) years from the effective date of the

contract.

In the Motor Vehicle Craft, the total number

5/23/2011

of PSEs used within a District will not exceed

10% of the total number of career motor vehicle

craft employees within that District, except in

accounting periods 3 and 4, beginning two (2)

years from the effective date of the contract.

Postal Support Employee MOU

The transitional employee and casual category

23-Aug-11

of supplemental employees will be eliminated

within three (3) months of the effective date of this

Agreement.

Clerk Craft Jobs MOU

Corporate Call Center Staffing

11-May-13

All Corporate Call Center locations shall be staffed

by Clerk Craft employees no later than two (2) years

from the ratification of the 2010 National Agreement.

The Employer shall staff Call Center locations with

no fewer than a total of 1,100 Clerk Craft duty assignments

during the term of the 2010 Agreement. These

       

 

duty assignments will be filled by a mix of 70% career

and 30% rehabilitation status employees. Each call

center location shall become part of the bid cluster

for the nearest postal installation. The appropriate

administrative process will be followed by the Employer

during the transition.

Lead Clerk

5/23/2012

In order to ensure the orderly establishment of the

new Lead Clerk position, the Employer will have

1 year from the signing of this memorandum to

develop the Lead Clerk senior qualified job descriptions

and any training program that may be

necessary, post and fill the positions and complete

any other relevant activities.

204B

6/1/2012

Not later than June 1, 2012,

the Employer will eliminate the usage of 204-B’s

except in the absence or vacancy of a supervisor

for 14 days or more. The usage of a 204-B in this

exception is limited to no more than 90 days.

Audit of EAS Jobs

6/23/2011

The parties shall meet within 30 days of the execution

of this Agreement to review the audits and career position

descriptions.

Maintenance Craft Jobs MOU

Custodial

5/23/2013

Custodial duties currently performed by contractors

in 1,500 designated Post Offices will be

assigned to Maintenance Craft Postal Support

Employees (PSEs). The 1,500 duty assignments

will be added to the Maintenance Craft as each

current vendor contract expires, but no later than

two (2) years from signing this MOU and provided

the work can be performed by maintenance craft

employees at a cost equal to the cost of the contract

service.

MTSC Help Desk

5/23/2012

The tier 1 duties currently performed by contract

help desk call agents at the Maintenance Technical

Support Center (MTSC) shall be assigned to

Maintenance Craft employees as the current vendor

contract expires but no later than one (1) year

       

 

signing this MOU.

Audit of EAS Jobs

6/23/2011

The parties shall meet within 30 days of the execution

of this Agreement to review the audits and

career position descriptions.

Motor Vehicle Craft Jobs

Motor Vehicle Services

5/11/2011

The Postal Service will provide each individual

HCR contract to the APWU upon ratification.

Audit of EAS Jobs

6/23/2011

The parties shall meet within 30 days of the execution

of this Agreement to review the audits and

career position descriptions.

Article 1.6 MOU

Q06C-4Q-C 10005587 GLOBAL SETTLEMENT

11/21/2010

The parties agree that grievance Q06C-4Q-C 10005587 will

be resolved effective with the signing of this settlement. The

parties further understand that any cases held in abeyance

pending the outcome of this case will be affected by this

settlement. Those cases will be returned to the level they

were held for further processing.

Non-Traditional Full-Time

Posting of NTFT Duty Assignments

7/23/2011

Employee (NTFT) MOU

Note: The process should begin by this date. It will be rolled

out from HQ with local opportunity for input so it will be a

Non-Traditional Full-Time

gradual process

(NTFT) Duty Assignment MOU

No Clerk or MVS employee who at the signing of this Agreement, has a full-time regular work schedule of 40

5/23/2011

hours a week will be involuntarily reassigned to occupy

a NTFT duty assignment of less than 40 hours a week.

However, such employees may be reassigned to occupy a

NTFT duty assignments of 40-44 hours a week, so long as

those assignments have at least two (2) scheduled off days,

with no scheduled work days of less than six (6) hours or

more than ten (10) hours. All other employees, including

current PTR’s, PTF’s, and any career employees hired


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