Trenton Metro Area Local

American Postal Workers Union

AFL-CIO

President Bill Lewis

 

 

Bill's Resource Page

Phone Numbers, Forms & Links 

 

 

 

 

 

Copy of 2010-2015 Collective Bargaining Agreement

 

Copy of Local Memorandum of Understanding

_________

Mailing Address

Trenton Metro Area Local's

PO Box 8011

Trenton NJ 08650

___________

Main Office

Trenton Metro Area Local

2382 Whitehorse-Mercerville Rd

Hamilton, NJ 08619

________

609-631-7745

Fax 609-631-7747

___________

Steward's Office   

 609-581-8118  

Fax 609-581-0340

________

US Post Office

680 Highway 130 

Trenton, NJ 08650

________

Local Page

Listing of Officers

List of the Office

_________

Employees Assistance 

Program  

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

_______________

Clerk's Bidding Phone #

Local's Information Page

Address Change

Legislative 

Solidarity 

_______________

Local's Attorney

Mark Belland, Esq.

OBBLAW.com

 

Local's Accountant

Mark Lavinsky, CPA

rlhpcpa.com

_______________

From The Past

Lab Rat Corner 

Trenton P&DC  

New Building   POAC  

Updates from the past

_________________

Maintenance Issues

Clerk Issues

Motor Vehicle Issues

_________________

Annual Leave

Sick Leave Issues

FMLA Issues

Deems Desirable

_________________

 CSRS and FERS Handbook for Personnel and Payroll Offices

_________________

 

 

 

 


 

Join us on Facebook Click Like

Feel Free to Leave Comments

 

 

Trenton Metro Area Local's

 Executive Board

All Positions were unopposed 

 

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

 

**************************

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

 

 

 

Postmaster General Donahoe to Retire February 2015; Megan Brennan named successor

USPS Board of Governors Appointment Megan J. Brennan, the current chief operating officer of the Postal Service, as the 74th Postmaster General and CEO

Statement by APWU President Mark Dimondstein on Announcement That Patrick Donahoe Is Stepping Down as Postmaster General of the United States

For Immediate Release

11/14/2014 - Today’s announcement that Postmasster General Patrick Donahoe is stepping down is welcome news. Over the summer, delegates to the American Postal Workers Union national convention voted unanimously for his resignation. 

We hope that the next Postmaster General will reverse Donahoe’s policies of lowering standards, reducing hours, outsourcing work and diminishing a great American institution.

We call on USPS’ Board of Governors to immediately freeze Donahoe’s policies and to do no more harm.

 

 

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.  The position will now be posted on December 5, 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.

 

 

Penalty Overtime Exclusion Period

 Beginning   December 6, 2014 - PP 26-2014, Week 2, Day 8

Ending    January 2, 2015 - PP 02-2015, Week 1, Day 7

 

The 2014 Open Season 

 Health BenefitsDental & Vision Insurance and Flexible Spending Accounts will be held from 

November 10, 2014 to December 8, 2014

Open Season - Office of Personnel Management

Beginning this Open Season, the following Guides will be available for download on Liteblue:

  • Guide to Benefits for Career USPS Employees

  • Guide to Federal Employees  Dental and Vision Insurance Progarm

The guides will no longer be automatically mailed

 

**************************

Union Meeting

January 10, 2015

In Case of inclement weather call 609-631-7745

 

**************************

 

Upcoming APWU Holidays

 

 

Christmas

Holiday Period

December 23-25. 2014

 

New Year

Holiday Period

December 30, 2014 -January 1, 2015

 

**************************

 

Clerk Bids

 

Clerk Posting 95003 (12-5-14)

Management has canceled Clerk Posting 3924 

and the positions will be reposted on December 5, 2014.

 

Canceled Clerk Posting 93924 (11-14-14)

Clerk Posting 92331 (Results)

Clerk Posting 92331 (10-17-14)

Clerk Posting 90678 (Results)

 Clerk Posting 90678 (9-19-14)

Clerk Posting 89043 (Results)  

Clerk Posting 89043 (8-22-14)

Clerk Posting 87400 (Results)

Clerk Posting 85688

Clerk Posting 83948 (Results)

Clerk Posting 83948 (5-30-14)

  Clerk Posting 82297 (Results)

Clerk Posting 82297 (5-2-14)

  Clerk Posting 80641 (4-4-14)

Clerk Posting 79615 Result (3-25-14)

Clerk Posting 79615 (3-11-14)

Clerk Posting 77522 Results (2-27-14)

Clerk Posting CL 77522 (2-7-14)

Clerk Posting 76059 Results (1-28-14)

  Clerk Posting 76059 (1-10-14)

  Clerk Posting 73788 Results (12-5-13)

Clerk Posting 73788 (11-14-13)

Clerk Posting 72420 Results (11-7-13)

 Clerk Posting 72420 (10-17-13)

Clerk Posting 71047 Results (10-9-13)

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.

 

**************************

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

 

 

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.

- 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.  

******************************

The Attack on Small Offices

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

Bill Lewis

******************************

Trenton P&DC 204B Arbitration Award

**************************

 

Weingarten Rights

EMPLOYEE'S RIGHT TO UNION REPRESENTATION  

**************************

 

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

**************************

 

 

Postal Employee's Relief Fund 

Please Donate Now

**************************

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 

 

**********************************

 

  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. 

**************************

 

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.

 

**************************

 

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

 

____________________________

 

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.

_____________________________

    

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

 

 


Hosting by Yahoo!