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

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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

Mark Lavinsky, CPA

rlhpcpa.com

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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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Notice Of Election

Trenton Metro Area Local

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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

 

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Union Meeting

November 8, 2014

In Case of inclement weather call 609-631-7745

 

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First Period Annual Leave for 2015 covers 

January 2, through March 6, 2015.

Solicitation period begins 

November 1 through November 14, 2014.

Official Notice

Form 1547

PS 3971


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Upcoming APWU Holidays

 

Veteran's Day

Holiday Period

November 9-11, 2014

 

Thanksgiving

Holiday Period

November 25-27, 2-14

 

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Clerk Bids

 

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.

 

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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

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.  

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

 

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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U.S. Mail Is Not For Sale!

Staples attacks good jobs and public post offices.

Staples and the U.S. Postal Service have cut a deal that jeopardizes your mail service and your local post office. In fact, post offices across the country are at risk – along with thousands of good jobs. The Staples deal will replace full-service U.S. Post Offices with knock-off post offices in Staples stores that are not staffed with U.S. Postal Service employees.

Store Staples.com

 

Sign Online Petition 

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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Postal Service to reduce workforce by 10,000

The Postal Service plans to shrink its workforce by 10,000 positions in fiscal 2015, according to Postmaster General Patrick Donahoe.

 

Stop Staples’ Campaign
(03/10/14) The National Postal Mail Handlers Union (NPMHU) is offering “wholehearted support” for the ‘Stop Staples’ campaign, the union has announced. In a memorandum to the field, NPMHU President John Hegarty wrote that the union is joining with the APWU “in fighting the Postal Service’s decision to subcontract certain retail services at Staples office-supply stores.” [full story]

 

 

Postal Retail Units
(01/06/14) Local, state and retiree chapter presidents across the country are preparing to send delegations to Staples stores in their communities to protest the establishment of postal retail units staffed by low-wage, non-union, non-postal employees. The delegations will present letters of protest to store managers by Jan. 18. “I urge APWU members to participate,” said President Mark Dimondstein. [full story]

State AFL-CIO Federations to Staples:
Postal Workers and Customers Deserve Better
(01/16/14) Local union leaders are winning allies for the union’s campaign against a pilot program that placed postal retail centers in more than 80 Staples stores, reports Northeast Region Coordinator John Dirzius. Jim Bertolone, president of the Rochester Area Local, and Mike Dennehy, director of the Connecticut State APWU, asked their state AFL-CIO federations to send letters to Staples stores to express displeasure with the decision to staff postal counters with non-postal employees.
[full story]

 

Members of Trenton Metro Area Local # 1020

 

 

 

The store manager told them they had to leave.

 

 

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The Great Postal Giveaway
USPS Sends Jobs, Work to Staples

(11/26/13) On Nov. 10, in a deal that has been in the works at least since March, the USPS announced it was launching a pilot program to put postal retail units in Staples stores across the country. Some sites opened quietly in October and others have opened in the last two weeks, including some where ribbon-cutting ceremonies were held. Staples is the largest retailer of office supplies in the country, with almost 1,600 stores. [full story].

‘Lose a Life
To Save a Dollar’

(11/26/13) The APWU family is deeply saddened by the death of Tyson Barnette, the 26 year old Maryland Letter Carrier who was killed while delivering mail on Saturday, Nov. 22, well after dark. We extend our deepest sympathies to his family. The night after the shooting, approximately 150 Letter Carriers attended a vigil to pay respects to their fallen co-worker. APWU President Mark Dimondstein, Executive Vice President Debby Szeredy and Clerk Craft Director Clint Burelson attended in solidarity with our brothers and sisters in the National Association of Letter Carriers.
[full story]

APWU President Dimondstein:

‘Don’t Believe the Type’

(11/15/13) “Headlines across the country are shouting that the USPS lost billions of dollars again this year, but that’s a fallacy,” APWU President Mark Dimondstein said after the USPS released financial information for fiscal year 2013. “If it weren’t for the congressional mandate to pre-fund health benefits for future retirees, the USPS would have shown a surplus of $600 million.” [full story]

$125K reward offered in fatal 

shooting of postal worker (Video)

 

U.S. Postal Service worker fatally 

shot in Prince George’s County

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Pay Raise Set for Nov. 16


(Corrected 11/04/13) APWU-represented postal employees will receive an increase in their annual salaries effective Nov. 16, which will be reflected in paychecks dated Dec. 6. The increase will apply to employees covered by the APWU-USPS 2010-2015 Collective Bargaining Agreement. Beginning Nov. 16, career employees will receive an increase of 1.5 percent of the salary that was in place on the effective date of the agreement. PSEs (who are not eligible for cost-of-living increases) will receive a raise of 2.5 percent. [full story]

 

$937 Cost-of-Living Raise Set for September

(08/15/13) Career APWU members will receive a $937 annual increase in pay in September, APWU President Cliff Guffey has announced. “This substantial raise is the result of the 2010-2015 Collective Bargaining Agreement, which preserved cost-of-living adjustments for our members,” he said. The raise will be effective Sept. 7 and will be reflected in Sept. 27 paychecks. [full story]

 

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US Department of Labor and US Postal Service
agree to terms on improving worker safety at postal facilities

 

 

GAO: USPS Healthcare Plan Would Hurt Medicare, Postal Workers

(08/20/13) A report by the Government Accountability Office (GAO) confirms it: The Postal Service’s proposal to take postal workers out of the Federal Employees Health Benefits Program would weaken Medicare and would result in reduced coverage and increased costs for postal workers. “The American Postal Workers Union vehemently opposes the Postal Service’s proposal to remove postal workers from the Federal Employees Health Benefits Program,” President Cliff Guffey said in a press statement following the release of a GAO report on the plan. [full story]

First 399 Clerk Craft PSEs To be Converted To Career Status

(08/16/13) In response to demands from the APWU, the Postal Service agreed on Aug. 14 to convert 399 Clerk Craft Postal Support Employees (PSEs) to career status. The conversions will be the first in mail processing. The conversions will occur primarily in districts where the number of PSEs exceeds the 20 percent district-wide cap outlined in the 2010-2015 Collective Bargaining Agreement, and will take place within 60 days of the signing of the agreement. [full story]

Agreement Strengthens, Clarifies PSE Seniority

(08/14/13) The APWU achieved a significant victory on Aug. 13, with the signing a Memorandum of Understanding that strengthens and clarifies the seniority rights of Postal Support Employees, Industrial Relations Director Mike Morris has announced. The Memorandum stipulates that after their break in service, PSE reappointments must be based solely on the PSEs’ relative standing — their seniority — on the installation’s PSE rolls. [full story]

Union, Management Clarify Diabetes Policy

(01/28/13) The Joint Labor Management Safety and Health Committee (JLMSHC) has agreed that the Postal Service must accommodate diabetic employees, including, if necessary, with “a private area to test blood-sugar levels or to take insulin.” [read more]

 

APWU, Labor Department, USPS Settle 

Nationwide Electrical Safety Complaints (07/01/13) 

The union has signed an unprecedented nationwide agreement with the Department of Labor and the Postal Service that settles a series of OSHA complaints initiated by the APWU regarding violations of safe electrical work practices. [full story]

 

 

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

 

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:

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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_____________________________

 

 

 

 

 

 

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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.

 

_____________________________

 

 

 

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. 

  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

 

duo

 


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