of 2010-2015 Collective Bargaining Agreement
Copy of Local
Memorandum of Understanding
Trenton Metro Area Local's
PO Box 8011
Trenton NJ 08650
US Post Office
680 Highway 130
Trenton, NJ 08650
Listing of Officers
List of the Office
Bidding Phone #
From The Past
from the past
Motor Vehicle Issues
and FERS Handbook for Personnel and Payroll Offices
on Small Offices
A report I prepared for the stewards to
assist them in protecting our work.
Christmas Holiday Facts
The following Christmas Holiday facts are for APWU members of the
Trenton Metro Area Local and the information contained in the article
is from the APWU Collective Bargaining Agreement. I would like to
share with everyone the questions and my responses to many questions
relating to the upcoming Christmas Holiday.
When is my Holiday?
This year Christmas Day, December 25, 2013, falls on a Wednesday. If Wednesday
is your normally scheduled workday then your holiday will be observed
on Wednesday, December 25. If Wednesday is your non-scheduled day then
your holiday will be Tuesday, December 24 and if Tuesday and
Wednesday are your non-scheduled days then your holiday is Monday,
December 23, 2013.
The 3-day holiday period for Christmas is December 23, 24 & 25.
The holiday schedule must be posted by December 17, 2013. This posting
is mandated by article 11.6.A. The Employer will determine the number
and categories of employees needed for holiday work and a schedule
shall be posted as of the Tuesday preceding the service week in which
the holiday falls.
Do I get paid time and one half if my holiday is other then Wednesday?
All full time /part time regular employees who work on the
Christmas Holiday or the designated holiday will receive one
and one half times (1 1/2) the base hourly straight time rate for each
hour worked. A part-time flexible (ptf) employee, who works on
December 25, shall be paid in addition to the employee’s regular
straight time hourly rate, one-half (l/2) times the employee’s
regular straight time hourly rate for each hour worked up to eight (8)
Do I receive an extra half (½) of day annual leave if I work the
No, if you elect to be credited with annual leave instead of the
holiday pay you will be credited with up to 8 hours of annual leave.
All this provision of the contract does is allow you to switch the
holiday leave pay for annual leave; you still get paid for the holiday
Traditional Full Time
employees in NTFT duty assignments, since the designated holiday
could potentially fall several
days prior to the actual holiday, and/or in the previous schedule
week, the actual holiday scheduling, for volunteer purposes, could be
by several days, and may require earlier than normal posting of the
employee in a NTFT duty assignment, who works on a holiday or a day
designated as the employee’s holiday, is guaranteed the number of
work hours, or pay in lieu thereof, at the straight time rate, up to
the employee’s regular schedulefor that day. An employee in a NTFT
duty assignment normally scheduled for less than 8 hours, will only be
required to work beyond their normal schedule in an emergency, and
will be compensated with out of schedule premium for such hours up to
8 hours in the day.
Health Plan, FSA
Dental & Vision
Monday November 11, 2013 -
Monday December 9, 2013
Open Season Information
Resources for Open Season
January 11, 2014
In Case of inclement weather call
December 23 thru
December 25, 2013
Clerk Posting 73788 Results (12-5-13)
Clerk Posting 73788 (11-14-13)
Clerk Posting 72420
Clerk Posting 72420
Posting 71047 Results (10-9-13)
Clerk Posting 71047
68208 Results (8-14-13)
Posting 68208 (7-26-13)
Posting 66800 (6-27-13)
Posting 65404 (5-30-13)
Posting 64027 Results (5-21-13)
Posting 62720 Results
Clerk Posting 62720 (4-4-13)
Clerk Posting 61679
Clerk Posting 61679 (3-8-13)
60229 Results (3-1-13)
Clerk Posting 60229
Clerk Posting 59320
Clerk Posting 59320 (1-24-13)
Clerk Posting 58937
Clerk Posting 58937 (1-11-13)
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
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.
Great Postal Giveaway
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
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.
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
reward offered in fatal
of postal worker (Video)
Postal Service worker fatally
in Prince George’s County
(10/21/13) In accordance with Article 8 of the Collective
Bargaining Agreement, penalty overtime regulations are not applicable for a
four-week period each year during December. This year, the period begins with
Pay Period 26-13 (Nov. 30, 2013), and ends at the conclusion of Pay Period 01-14
(Dec. 27, 2013). [full
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
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
Department of Labor and US Postal Service
agree to terms on improving worker safety at postal facilities
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
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
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
Union, Management Clarify
(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
Labor Department, USPS Settle
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
EMPLOYEE'S RIGHT TO UNION REPRESENTATION
/ Biological Agents in the Mail
we as a union prepared to assist our members?
An Article I wrote
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
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
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
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
Management System jobs being designated as clerk craft work.
Read the attached
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
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
Relations Powerpoint Presentation on Lead Clerks (5-23-12)
Questions & Answers
Service Clerk Qual Standard
Lead MPC Qual
Annual Leave Changes in the Local
Copy of Local
Memorandum of Understanding
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 &
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.
– not less than 2
Station C – not less than 1
Villa Park – not less than 1
Downtown – not less than 2
Mercerville – not less than 1
Circle Branch – not less than 2
Lawrenceville – not less than 1
West Trenton – not less than 1
Ft. Dix/McGuire – not less than 1
10) Hamilton Annex – not less than 4
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
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%
Motor Vehicle Drivers
also had an increase in the Percentage from 16% to 17%.
had no changes in the number of employees being granted.
is 17 percent with no change.
Other changes in
the provisions of the LMOU pertaining to annual leave.
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
||Clerk Craft Director
||Sgt at Arms
EMPLOYEE'S RIGHT TO UNION REPRESENTATION
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.
have Weingarten rights only during investigatory interviews:
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.
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.
is not required to inform the employee of his/her Weingarten
rights; it is the employees responsibility to know and request.
the employee makes the request for a union representative to be present
management has three options:
can stop questioning until the representative arrives.
can call off the interview or,
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.)
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.
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.
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.
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.
to Say if Management Asks Questions That Could Lead to Discipline:
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."
it’s important to know what your Weingarten rights are, it is also
important to know the limits.
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
- 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.
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
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.
Off The Plank
Omar M Gonzalez, Regional
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
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.
JERSEY STATE POSTAL WORKERS UNION
Metro Area Local
STATES POSTAL SERVICE
AND MEDICAL LEAVE INFORMATION
are the new phone numbers and mailing address to use to reach the
Area FMLA Department.
#5, then #6
– FMLA EASTERN
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.
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
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.’”
You have a right to seek medical treatment from a physician of
You have a right to decline medical treatment from the UPSP
Traumatic injury – medical condition occurred within a single work shift –
immediately complete Form CA-1.
– medical condition caused or aggravated by work environment over a
period longer than one work shift – complete Form CA-2.
– 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
– Form the USPS and physician fill out detailing your physical
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
The employer must allow injured workers 10 days to submit medical
documentation supporting their absence before they can interrupt COP.
WLC – Wage Loss
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.
& 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
days, sick leave and LWOP can be used to satisfy the waiting
periods are waived when there are 14 days of cumulative work
OWCP Claim approval is not required for COP to
but subsequently denied claims will be subject to
|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
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.
few tidbits you need to know once you have been injured on duty:
Recommendations for Family Medical Leave
|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.
Filtration System VFS
in Trenton P&DC Main Office Window
Re-Hab or District employee will scab our work?
this be the first grievance when the building reopens?
following information is provided to assist locals
Administrative Leave grievances.
Work Limitations and the
Remedy for Exceeding the Ceiling