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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Postal Employee's Relief Fund

Please Donate Now

Sadly, the Postal Employees' Relief Fund has reported thus far only $5,763 has been received in response to Hurricane Sandy; that equates to one average grant. Biggest contributors Ohio State Postal Workers Union, APWU $1,111.00 and 604-605 Area Local (La Grange, IL) $300.00. We now have 150 new cases pending from Hurricane Isaac; and received 1 new house fire application and 36 Hurricane Sandy grant requests.

In an effort to boost contributions and raise desperately needed funds for PERF, the Human Relations Department has designed a fundraising campaign poster. Copies of the poster are being mailed to every APWU local and state organization to post on union bulletin boards and in union offices. I am also mailing hard copies to all NBA offices and making a distribution to all resident officers. The number of copies received will depend on membership size / number of officers in an office. More will be sent upon request. I'm hoping everyone will receive their packet no later than Monday, November 26th.

Please continue your efforts - urging donations to PERF and reminding everyone they can easily make a $10 donation by simply texting PERF to 50555. Text donors can make a one-time donation once every 30 days.

In the interim please circulate the attached poster to your email distribution list with a personal plea to make and encourage donations. Coworkers devastated by Hurricane Sandy and other disasters are counting on us.

Have a wonderful Thanksgiving. - Sue

Susan M. Carney

Address Management System jobs being designated as clerk craft work.

Read the attached link

APWU Clerk Craft Wins Jurisdiction On New AFCS 200 Operator Position

The Clerk Craft will be the primary craft for the operator position on the new Advanced Facer Canceller System (AFCS), the Postal Service has announced. In a letter dated Sept. 28, 2012, [PDF] the Postal Service wrote, “After reviewing the input from the APWU and the National Postal Mail Handlers Union … the Postal Service has determined that on the AFCS 200, the duties performed by the operator are similar to the duties performed by a Mail Processing Clerk Read Letter

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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:

The APWU Health Plan
The APWU Mastercard
Voluntary Benefits Plan programs
(Including Group Legal Services, Hospital Indemnity Insurance, and the Basic Care Hospital Plan).
APWU Accident Benefit Association protection against temporary disability, dismemberment, or death as a result of a covered accident. Remember, Accidents Never Retire!
Union Plus discounts and services

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

POStPlan in Direct Conflict With APWU Contract

(07/02/12) The APWU has put the Postal Service on notice that their plan to replace Postmasters at small, rural post offices with Postmaster Reliefs (PMRs) is a direct violation of our 2010 Collective Bargaining Agreement. The USPS announced their POStPlan (Post Office Structure Plan) on May 9, 2012. The plan calls for reduced staffing and work hours at 13,900 small post offices, moving the Postmasters in these offices to an Administrative Post Office to manage their former post office remotely, and replacing the postmasters in those reduced-hour offices with PMRs. [full story]

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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.

Trenton Metro Area Local's

Executive Board

Bill Lewis	President
Bev Fletcher	Executive Vice President
Bernadette Seaman	Industrial Relation
Vacant	Executive Secretary
Thelma Myers	Treasurer
Elena White	Clerk Craft Director
Steve Duckworth	Maintenance Craft Director
Mike Strano	Motor Vehicle Craft Director
Bill Coleman	Human Relations Director
Dave Seaman	Sgt at Arms
Stan Jablonski	Trustee
Terrie Bouchard	Trustee
Suzanne LaShure	Trustee

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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Jumping Off The Plank

Omar M Gonzalez, Regional Coordinator

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Union Denounces USPS Plans to Dismantle Mail Processing Network
(09/15/11) APWU President Cliff Guffey condemned USPS plans to study 252 mail processing facilities for possible closure, saying widespread closures would “dismantle the mail-processing network.” On Sept. 14, the USPS released a list of offices where studies will take place. [full story]

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POSTAL NEWS

Boycott the "Voice of the Employee Survey"

The USPS recently notified us of a new employee survey that they are conducting. We do not believe that it is a coincidence that this survey is being conducted just as contract negotiations are about to begin. In the past, the Postal Service has used these surveys to undermine the union in collective bargaining, and we have every reason to believe they will attempt the same trick again.

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BILL COLEMAN

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

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Excessing: Know Your Rights

(05/14/09) In an effort to reduce the employee complement, postal management seems intent on compelling employees to resign, APWU President William Burrus said in an Update for union members. “To combat this coercion, the union advises employees who are notified that they are excess to their craft or installation to make sure they are knowledgeable of all of their contractual rights and to demand specific information from management about their ‘new assignments.’” [full story]

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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.

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

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