Trenton Metro Area Local

American Postal Workers Union

AFL-CIO

President Bill Lewis

 

 

Bill's Resource Page

Phone Numbers, Forms & Links 

Steward's Resource Page  

       new information added daily

 

The Struggle Still Continues

 

 

 

Copy of 2010-2015 Collective Bargaining Agreement

 

Copy of Local Memorandum of Understanding

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Mailing Address

Trenton Metro Area Local's

PO Box 8011

Trenton NJ 08650

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Main Office

Trenton Metro Area Local

2382 Whitehorse-Mercerville Rd

Hamilton, NJ 08619

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609-631-7745

Fax 609-631-7747

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Steward's Office   

 609-581-8118  

Fax 609-581-0340

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US Post Office

680 Highway 130 

Trenton, NJ 08650

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Local Page

Listing of Officers

List of the Office

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Employees Assistance 

Program  

1-800-EAP-4-YOU
(1-800-327-4968)
TTY 1-877-492-7341
www.eap4you.com

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Clerk's Bidding Phone #

Local's Information Page

Address Change

Legislative 

Solidarity 

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Local's Attorney

Mark Belland, Esq.

OBBLAW.com

 

Local's Accountant

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From The Past

Lab Rat Corner 

Trenton P&DC  

New Building   POAC  

Updates from the past

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Maintenance Issues

Clerk Issues

Motor Vehicle Issues

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Annual Leave

Sick Leave Issues

FMLA Issues

Deems Desirable

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 CSRS and FERS Handbook for Personnel and Payroll Offices

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Union Meeting

May 14,, 2016

Union Hall 7 PM

 

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 NJ State Convention

June 20-22, 2016

Bally's Atlantic City, NJ

2016 Convention Agenda 

 

APWU National Convention & Craft Conference

August 20 - 25, 2016

Swan & Dolphin

Orlando FL

 

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2016 Leave Chart

The 2016 leave year begins on January 9, 2016.  

You may begin using you new annual leave on the 9th.

 

2016 Pay Period Calendar

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Upcoming APWU Holidays

 

Memorial Day

Holiday Period

May 28 -30, 2015

 

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Clerk Bids

 

Clerk Posting CL126121(4-28-16)

Clerk Posting CL124533 Results

Clerk Posting CL124533 (4-1-16)

Clerk Posting CL122621 Results

Clerk Posting CL122621

Clerk Posting CL 120873 Results

Clerk Posting CL 120873 (2-5-16)

Clerk Posting CL 118923 Results

Clerk Posting CL 118923 (1-8-16)

Clerk Posting CL115915 Results

Clerk Posting CL115915 (11-13-15)

Clerk Posting 114130 Results

Clerk Posting CL114130 (10-15-15)

Clerk Posting CL112245 Results

Clerk Posting CL112245 (9-18-15)

Clerk Posting CL 110573 Results

Clerk Posting CL 110573 (8-21-15)

Clerk Posting 108704 Results

Clerk Posting 108704 (7-24-15)

Clerk Posting 106869 (7-15-15)

Clerk Posting 106869 (6-26-15)

Clerk Posting 105020 Results

Clerk Posting 105020 (5-29-15)

Clerk Posting 103428 Results

Clerk Posting 103428 (5-1-15)

Clerk Posting 101702 Results

Clerk Posting 101702 (4-3-15)

Clerk Posting 100076 (Results)

Clerk Posting 100076 (3-6-15)

Clerk Posting 98400 (Results)

Clerk Posting 98400 (2-6-15)

Clerk Posting 96720 (Results)

Clerk Posting 96720 (1-9-15)

 

10 Day Letter

As per Article 37: "When an employee is designated as successful bidder and remains a live bidder on other bids, the employee shall notify management in writing within ten days of his/her election to remain a bidder on one or more assignments. The notice shall identify the assignment(s) by job and posting number. Failure to notify within ten days will cancel such other bids."
 
In plain language; if you bid on a job with qualifications, such as SPBS keyer or window clerk, and are not the senior bidder, you remain live for a pass down in the event the senior bidder fails training, up until a successful bidder is named. The only deviation to the rule is that you need to remain in the same exact position you were in on the date of the original posting if you want to be considered for the position. If you subsequently bid, prior to a senior successful bidder being named, you must write a letter to management within 10 days of being identified as a senior successful bidder or you will forfeit your pass down rights.

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Contract Arbitration Update

 03/11/2016 - Three more days of hearings in the arbitration for a new contract wrapped up on March 10.

In testimony that lasted most of the day on March 8, union economist Kathryn Kobe reviewed a series of graphs and charts illustrating the current state of the workforce and supporting the union’s proposals for wages increases, retaining cost-of-living allowances (COLAs), and other monetary matters.

On March 9, Professor Jeffrey H. Keefe of Rutgers University offered supporting testimony, which compared postal jobs with similar jobs in the private sector.

Later that day, a union attorney dissected the problems caused by multi-tiered workforces. Jennifer Kelly of the United Auto Workers union outlined the detrimental effects multiple pay and benefit structures had on employee morale in the auto industry. They were eliminated from recent contracts, she pointed out.

On March 10, nine Postal Support Employees (PSEs) from the Clerk, Maintenance and Motor Vehicle Service Crafts offered emotional testimony, telling compelling stories about the devastating effect low wages have on every aspect of their lives.

“I salute the PSEs for their willingness to come forward and give honest and forthright testimony,” said APWU President Mark Dimondstein. “They shared their real-life stories in an effort to improve conditions for themselves and all workers. I’m confident that their testimony will have a positive impact on the arbitration panel.

“The most important witnesses throughout the proceedings have been the workers themselves – the PSEs who spoke this week and the career employees who testified in the first round of hearings,” he said. Seventeen career employees testified in six separate panels about their working conditions on Feb. 18 and 19.

The union and management have agreed that the new contract should have a three-year term, which would run from May 21, 2015, when the last contract expired, through May 20, 2018. Hearings will resume on April 5.

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Four Clerk Craft Issues Resolved

 

204-B detail assignment exceeds the 90 day limit

The dispute was whether the Clerk Craft Jobs, Section 2.D of the MOU of the 2010-2015 USPS/APWU CBA requires that if a 204-B detail assignment exceeds the 90 day limit, the supervisory worked by the 204-B, on the 91st day and beyond, must be considered bargaining unit work.

Lead Clerk Performing TACs

All Clerk Craft employees occupying Lead Clerk duty assignments will be provided the required training for the Lead Clerk Clock Office role in TACS. At facilities where there are Lead Clerks, a minimum of one will be assigned to perform the duties. This settlement is also applicable in POStPlan offices where there are Lead Clerks. Please read the settlement in its entirety.

Clerk Craft Day to Day Seniority

The parties have resolved a dispute dating back to 2002 involving Day-to-Day Seniority in mail processing. There are currently 591 cases involving this issue in the grievance/arbitration procedure.  

Accordingly, the parties agreed that any case held pending this national dispute will be resolved in accordance with the attached agreement and local fact circumstances. If the parties are unable to resolve the cases held in accordance with this settlement agreement because they contain issues not covered by this agreement, they may continue through the Article 15 grievance/arbitration.  

Please meet with your USPS counterpart to review your cases held pending this settlement.  

This was a welcome resolve for employees holding bid duty assignments who were displaced by light/limited duty employees not qualified because of their physical limitations.

Two Hours or Less Custodian Work

The parties resolved the case via Questions and Answers for the Clerk Craft and is applicable when the two hours or less custodial work cannot be combined with other maintenance duties to create a duty assignment.  

The parties have agreed the custodial duties will be additional time and recorded under the maintenance LDC 38 and the applicable operation number (747 or 748). The additional time allowed will be based on Line H of the MS-47. They will receive OSHA training based on the duties expected to be performed. Clerk will not be required to perform the duties between waiting on customers. When the duties can’t be added on an existing duty assignment, the PTF or PSE assigned to the facility can perform the duties. Please request the Form 4852 to find out the Line H allowable time for your facility from your installation head.

 

 

 

Custodian Higher Level Remains Intact

This February 4, 2016 Step 4 settlement (Q10T-4Q-C 16070841) is intended to put to rest an

issue that comes up at times, usually from management types that are new to labor relations

issues or just like to engage in games of gotcha.

Custodians were always entitled to higher level pay for operating motorized powered

industrial equipment, driving, etc. When the entire craft was upgraded in 2008 a concern

was raised about old step 4 settlements that made a specific reference to a job title and pay

grade. An example is case H1T-5H-C 29378 which stated that:

 

Arbitrator Hammers USPS in Maintenance Staffing Case

10/20/2015 - The APWU won an important grievance involving Maintenance Craft staffing at Bulk Mail Centers on Oct. 19, when Arbitrator Ira Jaffe issued a stinging rebuke to the Postal Service.

- See more at: http://www.apwu.org/departments-divisions/maintenance#sthash.n43POQkx.dpuf

Arbitrator Hammers USPS in Maintenance Staffing Case

10/20/2015 - The APWU won an important grievance involving Maintenance Craft staffing at Bulk Mail Centers on Oct. 19, when Arbitrator Ira Jaffe issued a stinging rebuke to the Postal Service.

- See more at: http://www.apwu.org/departments-divisions/maintenance#sthash.n43POQkx.dpuf

Arbitrator Hammers USPS in Maintenance Staffing Case

10/20/2015 - The APWU won an important grievance involving Maintenance Craft staffing at Bulk Mail Centers on Oct. 19, when Arbitrator Ira Jaffe issued a stinging rebuke to the Postal Service.

- See more at: http://www.apwu.org/departments-divisions/maintenance#sthash.n43POQkx.dpuf
Swan & Dolphin Hotels
Orlando, FL

 

 

 

   In 2014, more than 36,000 postal workers were injured or sickened at work. At least 10 suffered fatalities.

Here’s the simple truth: If we want a safe workplace, we have to work together to make it happen.

Please join this important effort. A safe workplace must be the right of every worker!

Click Here

 

In 2014, more than 36,000 postal workers were injured or sickened at work. At least 10 suffered fatalities.

Here’s the simple truth: If we want a safe workplace, we have to work together to make it happen.

Please join this important effort. A safe workplace must be the right of every worker!  

- See more at: http://www.apwu.org/issues/safe-jobs#sthash.gi3jai2s.dpuf

 

 

Elimination of All Schemes/Dexterity Training/SONIKS

Itis very important that local grievances are filed and documented when distribution of the mail is being performed that requires scheme knowledge.

These grievances should NOT be held at step one or two pending the outcome of the national dispute.

The remedy should be a cease and desist of the violation, to pay the available employee(s) with the necessary skills in accordance with Article 8 and to make the craft whole to include but not limited to any monetary remedies.

If it is an ongoing violation involving 30 hours or more of scheme knowledge per accounting period it could require the posting of a duty assignment with a scheme requirement.

Grievances should be filed on the USPS' unilateral changing of the dexterity training on EACH job posting.

Please request all the bids for each posting and that the remedy be for each employee to be able to receive the job they would have received if the jobs were properly posted. Each employee could be entitled to an out-of-schedule monetary remedy.

If an employee failed and was denied a bid or was fired or etc, an individual grievance should be filed and a make whole remedy requested.

The local union has a right to file a Class Action grievance on each posting and awarding of duty assignment postings involving the unilateral change.

Do NOT file the grievances as a continuing violation because it will hard to determine the proper remedy once settled either via a settlement or an arbitration award.

If you are denied union time in accordance with Article 17 and the 2010 JCIM Q and As, file a separation.

If repeatedly denied, file local Unfair Labor Charges with the NLRB.

Please contact your NBAs for guidance if necessary.

Do NOT try to place two or three issues within a grievance, make each a subject of a separate grievance.

The USPS days of repeatedly violating the contract with no consequences is over.

If local unions fail to do their part, they could possibly be omitted from any national remedy at their own peril.

Please review the national dispute on the SONIKS/Elimination of All Schemes dispute on the APWU website or contact your NBA.

Distribution via the PASS is NOT scheme required distribution, however the distribution of the parcels that could not be identified properly with the PASS is scheme distribution work.

Letter carriers performing distribution is clerk work rather it is on the PASS or not. The remedy should be to make the Craft whole for all hours worked performing the distribution. Currently work in the registry section is for career clerks.

An argument can be made that if a PSE is performing work on the PASS and an employee has to work in the registry section, then that employee MUST be a career clerk based on the USPS own 15 day statement on the DM-901 national dispute.

We have challenged all pilot programs in the Sales Retention Team national dispute. All of the disputes can be found on the APWU website or by contacting your NBA. Amazon/Same Day Delivery mail distribution on the PASS was nationally assigned to PSEs by the Postal Service. We challenged pilot programs as not being a part of the CBA.

I will not be responding to e-mails, text or telephone calls until January 4th, the day I return from annual leave.

If you do your part, I can assure you the USPS will come to the table or it will cost the USPS in a mighty way.

The longer they violate the contract, the more I will demand.

The longer they delay resolving the issue, the more costly it will be for them at arbitration.

For those who do not want to step up and do the work, I respectfully ask that you get out of the way and let someone else do it.

We can NOT continue to stand by and talk while the USPS continue to violation the APWU contract at their leisure.

Please share with your APWU local/state officers and stewards.

In union solidarity, the struggle continues,

Lamont Brooks
Assistant Director
Clerk Division
American Postal Workers Union, AFL-CIO

 

 

OWCP Tidbits

1.      You have a right to seek medical treatment from a physician of your choice.

2.      You have a right to decline medical treatment from the UPSP provider.

3.      Traumatic injury – medical condition occurred within a single work shift – immediately complete Form CA-1.

4.      Occupational disease – medical condition caused or aggravated by work environment over a period longer than one work shift – complete Form CA-2.

5.      Form CA-16 – USPS issues this form to you before you seek medical treatment from a health care provider of your choice.  This form guarantees payment for most medical treatments for up to 60 days as long as the injury was reported within seven days of occurrence.

6.      CA-17 – Form the USPS and physician fill out detailing your physical limitations. 

7.      COP – Continuation of Pay: Make sure you indicate COP when you complete form CA-1.  Form CA-1 must be completed within 30 days of the traumatic injury, and the first day of work stoppage must have occurred within 45 days of the injury.  Time lost on the date of the injury is charged to administrative leave.  Employees are eligible up to 45 calendar days, which includes non-scheduled days and holidays when medical evidence indicates that disability exists during those time periods. COP entitlement does not pertain to an occupational disease, and you must utilize LWOP, Sick Leave or Annual Leave until your claim is accepted by the Department of Labor.

8.      The employer must allow injured workers 10 days to submit medical documentation supporting their absence before they can interrupt COP.

9.      WLC – Wage Loss Compensation:  Form CA-7 must be completed to claim WLC.  Upon receipt, the employer has five working days to complete its portion of the form and submit it to OWCP. 

  1. COP & WLC – A three-day (3) waiting period, which begins on the first day of disability, must be satisfied before an employee can receive COP or WLC.  Non-scheduled days, sick leave and LWOP can be used to satisfy the waiting periods.  Waiting periods are waived when there are 14 days of cumulative work stoppage.

OWCP Claim approval is not required for COP to begin, 

but subsequently denied claims will be subject to repayment.

 

 

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Arbitrator Hammers USPS in Maintenance Staffing Case

10/20/2015 - The APWU won an important grievance involving Maintenance Craft staffing at Bulk Mail Centers on Oct. 19, when Arbitrator Ira Jaffe issued a stinging rebuke to the Postal Service.

Management’s New BEM Motto: Run to Failure!

10/26/2015 - The Postal Service has notified the APWU of management’s intent to move forward with proposed changes to the MS-1 Handbook, which identifies the duties and establishes the staffing for the “building side” of Maintenance Craft work.

In revising the MS-1 Handbook, Operation and Maintenance of Real Property, management is attempting to eliminate a substantial number of Maintenance Craft jobs. In the process, it will make the postal facilities less safe, less comfortable, and less efficient.

It Could Be a Matter of Life and Death

Ramping Up for Safety Campaign

10/05/2015 - Declaring that “there are far too mmany serious safety problems at post offices and facilities,” APWU President Mark Dimondstein and Industrial Relations Director Tony D. McKinnon Sr. are calling on union members across the country to launch a Safety Awareness and Enforcement Campaign in mid-October. “Even the Postal Regulatory Commission recently reported that USPS management failed to meet its performance goal to ‘Ensure a Safe Workplace and Engaged Workforce,’” they wrote in a letter to local and state presidents. The Aug. 28 letter called on local unions, state organizations and Contract Action Teams (CATs) to enhance safety education among union members and take the necessary steps to ensure that unhealthy and unsafe conditions are corrected.   

 

 

 

 

 

07/01/2015 - In a major blow to the Postal Service’s deal with Staples, Region 5 of the National Labor Relations Board (NLRB) has issued a complaint charging that the USPS illegally subcontracted work to the office-supply chain and ordering the agency to return the work that existed on July 31, 2014, to the APWU bargaining unit. A hearing is scheduled before an NLRB Administrative Law Judge on Aug. 17.

If the NLRB sustains the allegations in the complaint, it could effectively end Staples’ foray into the mail business.

“In the meantime, the boycott of Staples and its online subsidiary, Quill.com, is still on,” APWU President Mark Dimondstein declared. "Let's turn up the heat!" 

Contract Negotiations Update

 

 

Contract Talks Hit Impasse

USPS Demands Cuts in Pay, Benefits, Job Security

05/28/2015 - Contract negotiations between the AAmerican Postal Workers Union and the U.S. Postal Service ended without an agreement on May 27.

The USPS scuttled any prospect of reaching a deal by insisting on severe cuts in pay and benefits, despite the fact that progress had been made on many non-economic issues, President Mark Dimondstein reported. “Management’s economic demands and proposed changes to the workforce structure were completely unacceptable,” he said.

 

The Postal Service proposals include:

  • Eliminate cost-of-living adjustments as we know them;

  • Increase employees’ contributions to healthcare coverage;

  • Create a new, permanent lower payscale for future career employees with reduced benefits;

  • Increase the percentage of non-career employees,  

  • Weaken protection against layoffs.

News Bulletin 09-2015 (69.41 KB)

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What Can Union Members Do? 

Post Cards are available in stewards room

contact your steward

05/28/2015 -

“Our fight for a good contract now enters a new stage, but the role of rank-and-file union members remains critical,” President Dimondstein said. The union is calling on APWU members to make sure management sees our union strength by wearing union gear every Thursday, beginning on June 4. “This is a simple way that we can continue to demonstrate solidarity and build our campaign for a good contract,” he said.  “The ‘I Stand with Postal Workers’ postcards are an excellent way to let Postmaster General Megan Brennan know that the people of the country want what we want: Good Postal Service! Good Jobs! Good Contract! It’s important that we continue to collect signatures to keep the pressure on management,” Dimondstein said. 

Clerk Officers Outline Criteria for Disbursement of $56 Million Payout for ‘Global Settlement’ of Violations of Article 1.6.B

08/31/2015 - In a conference call with local and state presidents, the APWU’s Clerk Division officers outlined the criteria for distributing the $56 million lump-sum penalty portion of the settlement that resolves a decades-long dispute over postmasters and supervisors in small offices performing Clerk Craft work. Read more

 

 

 

 

Statement provided to the union by the employer

Good afternoon,

Wanted to provide an update regarding the current information I have received regarding the Trenton Carrier Annex. Air quality testing was completed by both the Hamilton Township Hazmat Team as well as the NJ State Police. Postal Inspectors were also involved. At this time the building was cleared for re-entry. All employees were cleared as well. Only one employee requested additional medical attention and it is my understanding that he was transported to the hospital by the EMT’s that were on site.  

A Postal Inspector is scheduled to be on-site again tomorrow to explain the results of the testing that was completed today. If you have any questions please feel free to contact me on my cell as I will be out of the office next week.

 Thank you. 

A.J. Andrioli

Manager, Labor Relations

United States Postal Service

 

Trenton Annex Evacuated

A dangerous hazmat situation at the Trenton Annex, several employees have fallen sick.  Hazmat teams on the scene.  Some employees have been taken to the hospital.

 

Possible hazmat situation at NJ postal facility

The New Jersey State Police hazmat unit has been called in to bring additional - and more sensitive - equipment.

1 passes out, 12 ill amid hazmat situation at NJ postal facility

Worker Passes Out From ‘Syrup-Like’ Smell At NJ Postal Facility

 

  

 

 

 

 

The Trenton Plant has been provided a timeline for miscellaneous construction projects within the Trenton P&DC. 

Specifically:  

·         Conversion of former Credit Union trailer to Administrative space -  Project underway

·         Construction of new docks – west side of building

·         Removal of 2 restrooms (old carrier section) – impact to existing swing room (increase space, temporary closure) - project underway

·         Demo of offices outside Maintenance (Tour Clerks)  – create new Maintenance break room

The old maintenance swing room will become the new north side break area.

 

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Attendance Articles

Deems Desirable

Sick Leave Issues

Administrative Leave

 The following information is provided to assist locals 

in documenting Administrative Leave grievances.

 

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New House Resolution Takes Aim at Delayed Mail

01/28/2015 - Just weeks into the 114th Congress, a new bipartisan coalition of eight U.S. representatives is taking a stand for prompt, reliable mail service.

With a ‘Golden Parachute’ in Hand, Donahoe Opposes Retirement for Young Workers

01/26/2015 - When Postmaster General Patrick Donnahoe retires at the end of the week, he’ll get a retirement package of more than $4 million.  Not bad for a “civil servant.”  But in his controversial farewell address to reporters at the National Press Club on Jan. 6, Donahoe made clear that he doesn’t think the union’s newest members deserve any postal retirement at all.

 

Dimondstein Statement on Postmaster General’s Remarks to the National Press Club and his Verbal Attack on APWU

01/06/2015 - The nation will benefit from the deeparture of Postmaster General Patrick Donahoe. In his short tenure, Donahoe has led an all-out assault on the nation’s Postal Service. He has shuttered hundreds of mail processing facilities, slashed hours at thousands of neighborhood post offices, and sold priceless postal real estate. Just this week, he implemented service cuts that will virtually eliminate overnight delivery of first-class mail and slow all mail throughout the country. Patrick Donahoe has run the service into the ground.  

America needs a Postmaster General who will enhance and expand service. There is great potential. The USPS is uniquely positioned to serve the booming market for package delivery created by the ecommerce revolution. And the Postal Service, which already processes more money orders than any other institution, should expand its array of financial services. The USPS Inspector General has reported that this would benefit millions of Americans, especially those who don’t have bank accounts, while generating annual revenues of $9 billion for the Postal Service.

Instead, Donahoe has outsourced work and sent its customers to private companies such as Staples, which uses poorly paid and largely untrained workers. The APWU has opposed the no-bid deal with Staples and cuts in service, and for this Donahoe calls us “narrow-minded.”

We aren’t narrow-minded; we are single-minded in our belief that the Postal Service is a national treasure. It belongs to the people and benefits our entire nation. We call on incoming Postmaster General Megan Brennan to reverse the destructive policies of her predecessor and champion this great American institution.

Read more

Postal Chief Says Congress and Unions Block Progress

WASHINGTON — Critical changes needed to turn around the financially troubled United States Postal Service have been held up by Congress and by opposition from postal labor unions that want to preserve jobs and benefits, the postmaster general said Tuesday.

 

Dimondstein Statement on Lower Service 

Standards This Week

For Immediate Release

01/05/2015 - Where is it? Why hasn’t it arrived??  Beginning this week, these questions will be asked by millions of Americans who will wonder why their prescription drugs, their church bulletin, their paycheck, and other important correspondence haven’t been delivered. The lowering of service standards by the United States Postal Service, effective today, will cause unnecessary hardships for the public and small businesses. It also will severely damage the world’s most efficient and affordable delivery network by driving away mail volume and revenue.

Postal customers may unfairly blame their letter carrier or their local post office, but the culpability rests with Postmaster General Patrick Donahoe. The elimination of overnight delivery of first-class mail and the delay of mail throughout the country is part of the same flawed strategy that’s behind efforts to end Saturday and door-to-door deliveries, close post offices, cut back hours, and make other reductions in mail service.

The travesty is that the cuts are absolutely unnecessary – because postal operations are profitable. The Postal Service recently announced its most profitable quarter in seven years. In fiscal years 2014 and 2013, the USPS enjoyed an operating profit of $1.4 billion and more than $600 million, respectively.

As of last month, 51 senators and 160 House members had called for a one-year moratorium on the reduction in service and the closure of the mail processing centers to allow Congress time to enact postal legislation that would improve, not degrade, postal service. The Postmaster General and USPS Board of Governors should honor their request. They should stop delaying America’s mail.

 

Postal Service poised to begin controversial plant closures next week

The U.S. Postal Service next week plans to begin a new round of plant closings and consolidations that will affect dozens of mail-processing centers, despite calls from more than half the members of the outgoing Senate to postpone the changes.

 

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National Rationalization

Trenton P&DC Plan

 

 Realignment of DBCS operations. 

 Re-establish Mail Processing DBCS operations on Tour 2.

 DBCS Start Time will be 8 am. 

 All mail must be here by 8 am.  

 Transportation network will be realigned to meet the 8:00 am critical entry time for all first class mail at the   destinating-processing center

 This mail will be cleared by 12 noon and then DPS processing begin,

 Collection mail - Blue Box will remain the same late afternoon tour 3

 Tour 3 will begin operation at 16:00 (4 PM.)

     Tour 2 Picture 

 Tour 2 will have 31 mail processing positions.  DBCS operations. 

 Currently we have 2-mail processors on tour 2. 

 Their hours are being changed. 

 There are 7 Mail Processors with retreat rights back to tour 2 automation. 

 The remaining positions will be posted for bid on November 14, 2014. 

    Tour 3 Picture 

 The 12 O’clock (Noon) DBCS operations will be eliminated. 

 Mail processor duty assignments will be reposted with a 16:00 start time. 

  28 Mail Processor positions will be reposted. In accordance with Article 37.3.A4. 

 Additional reposting /abolishment with 16:00 due to changes in drop days possible. 

 The 15:00 DBCS operations will have a 1 hour change in duty assignment to 16:00. 

 All positions on tour 3 will have a 16:00 start time except 9 afcs 200  operation who will remain at15:00.

  These re-posted positions will be posted for bid on  12-5-14.

   Tour 1 Picture 

 22:00 start time for DBCS operation. 

 30 positions will be abolished and the junior employees will be excessed to the needs of the section..  

  9 Duty assignment will be reposted within the section.

 All duty assignments  from the senior employee who duty assignment is abolished will be reposted.

  In section bidding will be posted on 12-2-14.

 Machine Reduction

 7 DBCS will be removed.

   Express Mail 

  November 17, 2014, additional express mail which will result in 1 additional position on tour 3. 

    Maintenance 

  DBCS Preventive Maintenance windows will be changed. 

  Movement of maintenance duty assignment to tour 1. 

  Change in duty assignment to an 8 am, 4 Pm and a 12am start time. 

  ETs, MPEs, MM and Custodians could be excessed to tour 1 

  A reduction in duty assignments as a result of the reduction in machine. 

  2 ET’s 2 MPE’s and 2 MM’s

  Motor Vehicle

  No Info provided 

  They claim no changes.

 

 

 

The Postal Service's Union-Busting Law Firm
The Postal Service's Union-Busting Law Firm
The Postal Service's Union-Busting Law Firm
The Postal Service's Union-Busting Law Firm

Future generations will judge how we act in the next few months. Will we sit down and be quiet or will we stand up and fight?

We have the power. We just have to use it.

- See more at: http://www.apwu.org/news/deptdiv-news-article/postal-services-union-busting-law-firm#sthash.Kzn47C5r.dpuf

Trenton Metro Area Local's

 Executive Board

 

Bill Lewis President 
Bev Fletcher Executive Vice President 
Bernadette Seaman Industrial Relations Director 
Donna Reel Executive Secretary 
Thelma Myers Treasurer 
Elena White Clerk Craft Director
Steve Duckworth Maintenance Craft Director
Mike Strano Motor Vehicle Craft  Director
Suzanne LaShure Human Relations Director 
Dave Seaman Sgt at Arms 
Sandra Arakelian Trustee
Ken Wall Trustee
Michael Hughes Trustee

 

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Notification of cyber intrusion and employee data compromise

 

The Postal Service recently learned of a cyber intrusion into some of its information systems and an investigation began as soon as the intrusion was discovered. Steps already have been taken to strengthen the security of USPS systems and there will be additional measures in the coming days and weeks.

PMG's Video  youtube.com/user/uspstv

USPS NewsBreak

USPS Cyber Intrusion and Employee Data Compromise Q&As

Statement to APWU Members from President Mark Dimondstein

Re: USPS Cyber Security Breach

 

 

Pecking Order for Newly Created Positions in POStPlan Installations.  

Post Plan Questions and Answers

The parties agreed to release the document at 9:00 a.m. today.  The pecking order agreed upon by the APWU and the USPS was based on the National Arbitration award for the POStPlan grievance, the subsequent MOU, and what the parties could agree to in a very short time frame. 

In general, the union attempted to come up with a clean and quick pecking order that would place bargaining unit employees from the area into the positions as soon as possible and make it easier for the locals and state organizations to manage the staffing process.

Given the 2,000 or so jobs expected to be filled in the 6 hour RMPOs (Remote Managed Post Offices) and the almost 12,000 PTFs in the bargaining unit, the majority of the jobs are expected to go to PTFs within the installation (bid cluster) and/or in a 50 mile radius from the APO (Administrative Post Office).  This will be a good opportunity for many PTFs to increase their hours and improve their high three for retirement.

As a result of the PTFs filling the positions in the 6 hour RMPOs, it is then expected that the PSEs will get converted to career by filling the vacant PTF positions.  The PSEs are also expected to fill the jobs in the 4 hour offices where they will be able to move to career as future vacancies come up in the installation (bid cluster).

The employee in the 6 and 4 hour RMPOs will be the only person working in their respective offices and will have the opportunity and responsibility to help preserve the post office for their community.   The APWU is working to gather the resources to help employees, locals, and state organizations preserve and enhance living wage jobs and good public service for our communities. 

 

 

Union Disposes of Another 'Red Herring'

Maintenance Defeats Improper Excessing

10/14/2014 - Maintenance craft officers recently settled an important dispute, stipulating that the Postal Service cannot declare an installation “non-maintenance capable” and then use the designation to justify excessing Maintenance Craft employees who work on Building Equipment. The work at issue was primarily that of Building Equipment Mechanics (BEMs), although occasionally the duties are performed by other occupational groups, such as Level 7 Maintenance Mechanics (MM-7s) and Level 5 Building Maintenance Custodians.

 

It Could Be a Matter of Life and Death

Ramping Up for Safety Campaign

10/05/2015 - Declaring that “there are far too many serious safety problems at post offices and facilities,” APWU President Mark Dimondstein and Industrial Relations Director Tony D. McKinnon Sr. are calling on union members across the country to launch a Safety Awareness and Enforcement Campaign in mid-Octobe

Clerk Bids

 

 

Clerk Posting CL 118923 (1-8-16)

 Posting #118923 will be open for bids on 1/8/2016 and close on 1/20/2016 due to a HCES system outage.

Swan & Dolphin Hotels
Orlando, FL
Swan & Dolphin Hotels
Orlando, FL
Swan & Dolphin Hotels
Orlando, FL


Clerk Posting CL115915 Results

Clerk Posting CL115915 (11-13-15)

Clerk Posting 114130 Results

Clerk Posting CL114130 (10-15-15)

Clerk Posting CL112245 Results

Clerk Posting CL112245 (9-18-15)

Clerk Posting CL 110573 Results

Clerk Posting CL 110573 (8-21-15)

Clerk Posting 108704 Results

Clerk Posting 108704 (7-24-15)

Clerk Posting 106869 (7-15-15)

Clerk Posting 106869 (6-26-15)

Clerk Posting 105020 Results

Clerk Posting 105020 (5-29-15)

Clerk Posting 103428 Results

Clerk Posting 103428 (5-1-15)

Clerk Posting 101702 Results

Clerk Posting 101702 (4-3-15)

Clerk Posting 100076 (Results)

Clerk Posting 100076 (3-6-15)

Clerk Posting 98400 (Results)

Clerk Posting 98400 (2-6-15)

Clerk Posting 96720 (Results)

Clerk Posting 96720 (1-9-15)

 

10 Day Letter

As per Article 37: "When an employee is designated as successful bidder and remains a live bidder on other bids, the employee shall notify management in writing within ten days of his/her election to remain a bidder on one or more assignments. The notice shall identify the assignment(s) by job and posting number. Failure to notify within ten days will cancel such other bids."
 
In plain language; if you bid on a job with qualifications, such as SPBS keyer or window clerk, and are not the senior bidder, you remain live for a pass down in the event the senior bidder fails training, up until a successful bidder is named. The only deviation to the rule is that you need to remain in the same exact position you were in on the date of the original posting if you want to be considered for the position. If you subsequently bid, prior to a senior successful bidder being named, you must write a letter to management within 10 days of being identified as a senior successful bidder or you will forfeit your pass down rights.

- See more at: http://www.apwu.org/news#sthash.KLjzXXOO.dpuf

 

Union Disposes of Another 'Red Herring'

Maintenance Defeats Improper Excessing

10/14/2014 - Maintenance craft officers recently settled an important dispute, stipulating that the Postal Service cannot declare an installation “non-maintenance capable” and then use the designation to justify excessing Maintenance Craft employees who work on Building Equipment. The work at issue was primarily that of Building 

See more at: http://www.apwu.org/news#sthash.KLjzXXOO.dpuf

 

Union Disposes of Another 'Red Herring'

Maintenance Defeats Improper Excessing

10/14/2014 - Maintenance craft officers recently settled an important dispute, stipulating that the Postal Service cannot declare an installation “non-maintenance capable” and then use the designation to justify excessing Maintenance Craft employees who work on Building Equipment. The work at issue was primarily that of Building  

 See more at: http://www.apwu.org/news#sthash.KLjzXXOO.dpuf

The Postal Service's Union-Busting Law Firm

Union Disposes of Another 'Red Herring'

Maintenance Defeats Improper Excessing

10/14/2014 - Maintenance craft officers recently settled an important dispute, stipulating that the Postal Service cannot declare an installation “non-maintenance capable” and then use the designation to justify excessing Maintenance Craft employees who work on Building Equipment. The work at issue was primarily that of Building Equipment Mechanics (BEMs), although occasionally the duties are performed by other occupational groups, such as Level 7 Maintenance Mechanics (MM-7s) and Level 5 Building Maintenance Custodians.

Maintenance

Important Alert 

Enforcing the MS-47 MOU

A message which responds to inquiries that have come in on the work hour comparison of item 6 of the July 9, 2014 MOU. It’s intended to help out those Locals who may need some assurance they are on the right track.

Maintenance Craft Settles 

Dispute on Custodial Staffing; 

Will Convert More Than 3,150 PSEs

07/11/2014 - The APWU and USPS signed a major settlement July 9 that resolves a long-standing dispute over custodial staffing and results in the conversion to career of all Maintenance Craft Postal Support Employees, Maintenance Craft Director Steve Raymer has announced.

 MOU Maintenance PSE Conversion

 

MOU: Filling of Residual Vacancies

This memo will lead to the conversion of a significant number of PTFs to full-time and PSE to career.  

APWU, USPS Reach Agreement
On Filling Residual Vacancies
Settlement Will Result in PSE, PTF Conversions

(03/24/14) An important March 20 agreement between the APWU and USPS outlines a procedure for filling residual vacancies in the Clerk, Maintenance and Motor Vehicle Crafts, and will result in the conversion of Postal Support Employees to career status and the conversion of Part-Time Flexible Clerks to full-time, APWU President Mark Dimondstein has announced. “Establishing a fair procedure for converting Clerk Craft PSEs to career is a major accomplishment,” he said. “In addition, the settlement protects the contractual rights of career employees, ensuring that workers who were excessed are given the right to retreat into residual assignments, where they are eligible. It also will give mobility to unassigned full-time employees and to part-time flexibles who are converted,” he said.  

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The Attack on Small Offices

A report I prepared for the stewards to assist them in protecting our work.

Bill Lewis

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Trenton P&DC 204B Arbitration Award

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Weingarten Rights

EMPLOYEE'S RIGHT TO UNION REPRESENTATION  

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Chemical / Biological Agents in the Mail

Who is next?

Are we as a union prepared to assist our members?

An Article I wrote years ago

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Postal Employee's Relief Fund 

Please Donate Now

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APWU Retirement Information

 

For only $36 per year (which can be deducted in $3 increments from your monthly annuity check), your membership entitles you to a voice in union affairs and to participate in:

You will also receive a certificate for a free $5,000 Accidental Death and Dismemberment Insurance policy (up to age 80), a continuing subscription to The American Postal Worker magazine, and access to the Members Only pages on the APWU Web site.

Click here for a kit [PDF] that further describes these and the many other great benefits that come with being an APWU Retirees Department member.

Joining the APWU Retirees Department is also a great way to stay in touch with old friends and make new ones! Participating in union activities is a great way to get involved. Click here for a list of chapters and information about how to form a chapter

Join Now

Download Form

APWU Retiree's Tool Kit

 

 

 

 

 

Labor Relations Powerpoint Presentation on Lead Clerks (5-23-12)

 

  Lead  Clerk Questions & Answers

  Lead Customer Service Clerk Qual Standard

  Lead MPC Qual Standard

  LSSA Standard Position Description 

 

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  Annual Leave Changes in the Local

  Copy of Local Memorandum of Understanding

 

 

  Annual Leave 

There has been a major change in the Local Memorandum of Understanding regarding Annual Leave and the number of employees who will be granted annual leave in both the Plant and Stations & Branches. 

Trenton Stations & Branches

Clerk Craft 

The former LMOU had set percentages and placed all employees in Stations & Branches into one pool. This mechanism was totally unreasonable.  If an employee were granted annual in the Downtown Station an employee in MOWs would be denied leave because the leave quota was met. 

Now we have a set number of employees who will be permitted off in each station.  The number of employees granted annual leave would remain the same all year. The whole year is now considered choice vacation period.  The submission periods will remain the same. 

1) MOWS – not less than 2

2) Station C – not less than 1

3) Villa Park – not less than 1

4) Downtown – not less than 2

5) Mercerville – not less than 1

6) Circle Branch – not less than 2

7) Lawrenceville – not less than 1

8) West Trenton – not less than 1

9) Ft. Dix/McGuire – not less than 1

10) Hamilton Annex – not less than 4 

Trenton P&DC

Clerk Craft 

The plant also has had an increase in the number of employees who will be granted annual leave.  From April 1st thru September 30th the percentage changed to 16 percent.    

During the months of April and May the percent went from 8% to 16%. 

During the months June and September the percent went from 12% to 16% 

During the months of July and August the percentage went from 13% to 16%

MVS Craft 

Motor Vehicle Drivers also had an increase in the Percentage from 16% to 17%.

The VMF had no changes in the number of employees being granted. 

Maintenance Craft is 17 percent with no change.    

Other changes in the provisions of the LMOU pertaining to annual leave. 

Requests for full weeks will take precedence over requests for single days; single days over partial days. 

All craft employees not receiving their annual leave selection will be placed on a leave waiting list, to be posted with the annual leave listing, with a copy mailed to the local president.  Updated annual leave postings shall be provided to the local president as changes occur, but no less than bi-weekly.  

PLANT ONLY - Any approved annual leave period in excess of 3 consecutive weeks will not be counted against the negotiated quota for that portion of the time exceeding 3 weeks, up to three additional leave slots. 

PSE’s in all crafts will be included in assigned sections according to tour, and/or grade level and occupational group 

Incidental requests of more than three consecutive days of leave, not submitted by the Wednesday prior to the service week of the leave, are not subject to leave percentages and will be considered on a case by case basis. Incidental leave requests of more than three days made prior to Wednesday will be granted up to the percentages.

  

 

Know Your Rights 

  

 

Weingarten Rights

EMPLOYEE'S RIGHT TO UNION REPRESENTATION

The rights of unionized employees to have present a union representative during investigatory interviews were announced by the U.S. Supreme Court in a 1975 case (NLRB vs. Weingarten, Inc. 420 U.S. 251, 88 LRRM 2689). These rights have become known as the Weingarten rights.

Employees have Weingarten rights only during investigatory interviews:

An investigatory interview occurs when a supervisor questions an employee to obtain information, which could be used as a basis for discipline or asks an employee to defend his or her conduct.

If an employee has a reasonable belief that discipline or other adverse consequences may result from what he or she says, the employee has the right to request union representation.

Management is not required to inform the employee of his/her Weingarten rights; it is the employees responsibility to know and request.

When the employee makes the request for a union representative to be present management has three options:

(1) it can stop questioning until the representative arrives.

(2) it can call off the interview or,

(3) it can tell the employee that it will call off the interview unless the employee voluntarily gives up his/her rights to a union representative (an option the employee should always refuse.)

Once you’ve asked for union representation, any attempt by management to continue asking questions before a union representative gets there is ILLEGAL. If supervisors pressure you by telling you that "you’re only making things worse for yourself" by asking for union representation, that’s against the law too.

Employers will often assert that the only role of a union representative in an investigatory interview is to observe the discussion. The Supreme Court, however, clearly acknowledges a representative's right to assist and counsel workers during the interview.

The Supreme Court has also ruled that during an investigatory interview management must inform the union representative of the subject of the interrogation. The representative must also be allowed to speak privately with the employee before the interview. During the questioning, the representative can interrupt to clarify a question or to object to confusing or intimidating tactics.

While the interview is in progress the representative can not tell the employee what to say but he may advise them on how to answer a question. At the end of the interview the union representative can add information to support the employee's case.

What to Say if Management Asks Questions That Could Lead to Discipline:

"If this discussion could in anyway lead to my being disciplined or terminated, or affect my personal working conditions, I request that my union representative, officer, or steward by present at the meeting. Without representation, I choose not to answer any questions."

Know the limits:

Just as it’s important to know what your Weingarten rights are, it is also important to know the limits.

You are not entitled to have a steward present every time a supervisor wants to talk to you. Remember, if the discussion begins to change into questioning that could lead to discipline, you have the right to ask for representation before the conversation goes any further. If you are called into the supervisor’s office for an investigation, you can’t refuse to go without your steward. All you can do is refuse to answer questions until your union representative (or steward) gets there and you’ve had a chance to talk things over. 

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Rights Before Postal Inspectors & OIG Agents

 

If questioned by a U.S. Postal Inspector, even if you believe you are not guilty of any wrong doing, it is suggested that you:

  • Remain calm;
  • Correctly identify yourself;
  • Do not physically resist an arrest or a search of your person or property;
  • Read aloud to the Postal Inspectors the statement; listed below,
  • Remain silent until you have consulted with your APWU representative or attorney, as appropriate.

This is not complete legal advise.  Always consult with a lawyer.

 

Statement

I request the presence of my APWU representative.  If I am a suspect in a criminal matter, please so advise me.  If so, I wish to contact my attorney.

His/Her name is _______________________________________

Telephone number _____________________________________

If I am under arrest, I request you to so advise me and to inform me of the reason or reasons.

I do not consent to a search of my person or property.  If you have a search warrant, I request to see it at this time.

I do not waive any of my rights, including my right to remain silent.  I will not sign a waiver-of-rights form, nor admit or deny any allegation, nor make any written or oral statement unless my attorney is personally present and so advises me.

 

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HUMAN RELATIONS DEPARTMENT

NEW JERSEY STATE POSTAL WORKERS UNION

Trenton Metro Area Local

 

UNITED STATES POSTAL SERVICE 

EASTERN REGION

FAMILY AND MEDICAL LEAVE INFORMATION  

 

Here are the new phone numbers and mailing address to use to reach the 

Eastern Area FMLA Department.

 

PHONE :  1-(877)-477-3273, 

Option #5, then #6

 

FAX:  1-(651)-456-6041 

 

HRSSC – FMLA EASTERN

PO Box 970905

Greensboro, NC 27497

 

As your New Jersey State Director of Human Relations Director, I STRONGLY urge you to submit your FMLA paperwork to your via Certified Mail with Return Receipt, (green card) or by using the USPS Delivery Confirmation.  This will provide you with proof that your paperwork was received within the FMLA designated time limits.  

Remember, you only have 15 days to submit supporting Medical Documentation of your qualifying FMLA condition.  That 15-day period starts from the date of your absence.  This 15-day period will be stated on the WH-380 package you will receive in the mail from the USPS Topeka, Kansas Employee Service Center.  That Topeka, Kansas mail piece is automatically generated when you report off work on the Postal Ease Employee Call-out Number (1-877-477-3273 or for TTY users 1-866-833-8777), using Option #4 for Unscheduled Leave.  The Postal Service issued Topeka packet usually arrives in less than one week of your FMLA Call-off request.  

For more information feel free to call the TMAL Steward’s Office at (609)-581-8118 and we can help steer you in the right direction, if needed, when it comes to the Federal Family and Medical Leave Act..     

 

Updated: 10/11/11

 

 

 

OWCP Tidbits

1.      You have a right to seek medical treatment from a physician of your choice.

2.      You have a right to decline medical treatment from the UPSP provider.

3.      Traumatic injury – medical condition occurred within a single work shift – immediately complete Form CA-1.

4.      Occupational disease – medical condition caused or aggravated by work environment over a period longer than one work shift – complete Form CA-2.

5.      Form CA-16 – USPS issues this form to you before you seek medical treatment from a health care provider of your choice.  This form guarantees payment for most medical treatments for up to 60 days as long as the injury was reported within seven days of occurrence.

6.      CA-17 – Form the USPS and physician fill out detailing your physical limitations. 

7.      COP – Continuation of Pay: Make sure you indicate COP when you complete form CA-1.  Form CA-1 must be completed within 30 days of the traumatic injury, and the first day of work stoppage must have occurred within 45 days of the injury.  Time lost on the date of the injury is charged to administrative leave.  Employees are eligible up to 45 calendar days, which includes non-scheduled days and holidays when medical evidence indicates that disability exists during those time periods. COP entitlement does not pertain to an occupational disease, and you must utilize LWOP, Sick Leave or Annual Leave until your claim is accepted by the Department of Labor.

8.      The employer must allow injured workers 10 days to submit medical documentation supporting their absence before they can interrupt COP.

9.      WLC – Wage Loss Compensation:  Form CA-7 must be completed to claim WLC.  Upon receipt, the employer has five working days to complete its portion of the form and submit it to OWCP. 

  1. COP & WLC – A three-day (3) waiting period, which begins on the first day of disability, must be satisfied before an employee can receive COP or WLC.  Non-scheduled days, sick leave and LWOP can be used to satisfy the waiting periods.  Waiting periods are waived when there are 14 days of cumulative work stoppage.

OWCP Claim approval is not required for COP to begin, 

but subsequently denied claims will be subject to repayment.

 

 

Have you checked your eOPF 

The Official Personnel Folder, or OPF, documents the employment history of individuals employed by the federal government.  An OPF is established and maintained for each Postal Service employee regardless of appointment type or duration.  The OPF also includes all discipline issued within the ‘last’ two years.  After two years the discipline should be removed from the file. 

All USPS Official Personnel Folders for active employees have been converted to electronic official personnel folders-eOPFs.  The deadline for converting all files was August 1, 2008.  If you have been unable to access your file, try again.  Files can be accessed on a non-postal computer at http://liteblue.usps.gov.  You will need your eight-digit employee LD number and four-digit password. 

It is very important to check your file for accuracy.  Problems have been reported nationwide.  Individuals have logged on and discovered someone else’s OPF.  That’s a whole lot of personnel information for someone to steal.  So log on, make sure the file is your own and check all the dates for accuracy.  Also any discipline that is over two years old should be removed.

Unknown Author

 

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A few tidbits you need to know once you have been injured on duty: 

 

Recommendations for Family Medical Leave Documentation: 

Deems Desirable

By 

 

Due to several recent incidents and inquiries, it’s necessary to remind everyone about the three day waiting period you must endure when suffering a work related injury. 

Injuries that result from work activity occurring over more than one day, occupational injuries, have a three-day waiting period before OWCP wage loss compensation will be paid. The employee must be in a non-pay status for the first three days. No leave may be used, but if the inability to work exceeds fourteen calendar days, compensation will be paid for any wage loss during the three-day waiting period. These rules are unchanged. 

Thanks to President Bush signing the “Postal Accountability and Enhancement Act” into law, as of December 20, 2006, there is now a three day waiting period before continuation of pay (COP) is paid for traumatic injuries. Traumatic injuries occur in a single day or shift. This new rule applies to USPS employees only. 

During the first three-day period of a traumatic injury, you may choose to use annual leave, sick leave or leave without pay. If the disability exceeds fourteen days, or is followed by permanent disability, any leave that was used will be restored, if LWOP was used, the employee will be paid.

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Articles

Ventilation Filtration System VFS

By Gary Kloepfer

 

Automated Postal Centers

Installed in  Trenton P&DC Main Office Window 

Which Re-Hab or District employee will scab our work?

Could this be the first grievance when the building reopens?

 

Administrative Leave

 The following information is provided to assist locals 

in documenting Administrative Leave grievances.

 

12/60 Work Limitations and the

Appropriate Remedy for Exceeding the Ceiling

 

 


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