Changes to the Collective Bargaining Agreement- A comprehensive overview of new CBA language and enforcement strategies of the contract. This program will include PSEs and NTFTs. All crafts will find this program very informative.

Wednesday, June 27, 2012 – 9am to 11:30

Advance grievance handling. This program will provide insight to all aspects of the grievance process.

Instructors: NBAs Jeff Kehlert, John Jackson, Bob Romanowski, & Ken Prinz

More info

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Union Meeting

June 9, 2012

In Case of inclement weather call 609-631-7745

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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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Clerk Posting CL 49704Results (5-23-12)

Clerk Posting CL 49704 (5-4-12)

Clerk Posting CL 46489 (3-9-12)

Clerk Posting CL 45333Results(2-29-12)

Clerk Posting CL 45333 (2-10-12)

Clerk Posting CL 44369 Results (2-1-12)

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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Management has announced that the Monmouth P&DC will be closing. Monmouth's APWU employees will be excessed on June 30, 2012. A regional excessing meeting is scheduled for March 19, 2012. At this meeting management must provide the union with an Article 12 impact statement. This statement must inform the union who is impacted and where the residual vacancies are located. These vacancies can be in other crafts. Clearly there are insufficient landing spots for all the impacted employees.

In order for management to move the remaining Monmouth mail to the Trenton P&DC they must create additional positions. As we were told at our standup meeting new positions will be posted on tour 2. In the clerk craft, Tour 2 still has retreat rights in two sections, automation and flat sorter. The correct procedure is the new jobs must be posted for in-section bidding first. This could take several rounds of bidding before all the residual vacancies shake out and we begin the process of exercising retreat rights back to these sections. At the conclusion of that long drawn out process the bids are placed up for bid for the whole facility. Even then it will take several rounds of bidding before all the residuals will be available for impacted employees.

Management stated that the process of moving the Monmouth mail would not begin until the end of May.

The master plan in Trenton is to realign tour 3 and tour 1 and the creation of new tour 2 clerk positions. I have requested a meeting to review the actual plans. At the stand up meeting there was very little information about realigning maintenance.

Discussions were held with bargaining unit employees about excessing to the needs of the section and the needs of the installation. All I can say is there has been no discussion with the local regarding excessing. After March 19, 2012, I will update you on the excessing of the bargaining unit employees.

Bill Lewis

APWU Members Must Continue the Fight!

Of 264 facilities studied for closure, 223 were approved for consolidation.

Six are still being studied. Only 35 consolidations were disapproved – at this time.

(02/23/12) The Postal Service’s announcement on Feb. 23 that it has approved 223 mail processing plants for consolidation leaves union members just one option, APWU President Cliff Guffey said: We must continue the fight! “That means getting Congress to act now to Save America’s Postal Service,” he said. In “stand-up talks” with employees on Feb. 22, managers emphasized that consolidations would not take place until after May 15, when a six-month moratorium on consolidations expires. The moratorium was intended to give Congress “the opportunity to enact an alternate plan,” postal officials pointed out. [full story

List of approved AMPS provided to President Guffey. 2-23-12

USPS Plans to Close the Doors on Service

Mail Handlers Union: “we also are working to negotiate a retirement program that will provide an incentive to mail handlers who choose to retire or resign..”

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Postal Service again eyes buyouts, early retirements

APWU's Radical Network Realignment Briefing

According to a HQ level briefing the APWU received yesterday, the Postal Service expects to make their decision on pending AMPs by the end of the month. This is a short overview so that you have information regarding what the USPS’s plans are on network realignment. The phasing in of the proposed network realignment, assuming things go according to plan, starts now through 2015.

The Service anticipates eventually impacting 461 present day mail processing sites by reducing that number to around 200.

· Short version of network mail flow: Remaining P&Ds would DPS all mail; transport to several ‘Hub’s for dock transfer; truck to delivery units.

The Service projects a potential impact on 21,888 APWU represented employees (Clerk 13,787; MV 1,153; Maint 6,948)

The Service plans to change the Plant Operations window (hours of operation):

· Equipment down time from 0400 – 0800 (PM window).

· Incoming Primary hours: 0800-1200

· Outgoing Operations hours: 1700 – 0030

· DPS/Secondary hours: noon – 0400

· BMEU hours: 0800 - 1900

The above is predicated on the Service changing their service standards for mail delivery. Large reduction in overnight delivery and increases in 2 and 3 day delivery standards will make the change in operations feasible.

The anticipation is that the Service Standard Change final rule will be published in mid-April with implementation occurring after May 15.

The Network Realignment AMP decisions are due by the end of February with the overall realignment beginning after May 15. There will be no major changes during the Fall peak mailing season.

Steve Raymer

Maintenance Craft Director

USPS Power Point Presentation that the USPS presented to our

APWU national officers regarding the AMP consolidations

Toward financial stability

Restructure expert validates plan

Feb. 17, 2012

USPS has released an important update to its business plan for returning to profitability and long-term financial stability. While fundamentally consistent with the approach advanced by the Postal Service over the past year, the update incorporates important refinements of financial projections and recommended legislative reforms.

“The plan we have developed requires a combination of aggressive cost reduction, rethinking the way we manage our health care costs, and comprehensive legislation to reform the business model of the Postal Service,” said PMG Pat Donahoe. “If provided the flexibility to quickly implement this plan, we can return to profitability and better serve the American public. If not, we risk becoming a significant burden to the American taxpayer.”

At its core, the plan requires the reduction of annual costs by at least $20 billion by 2015, rising to more than $22 billion by 2016. This cost reduction is necessary given projected declines in First-Class Mail volume, which already has dropped by 25 percent since 2006. However, the Postal Service can achieve only a portion of these reductions under current business model constraints; legislative changes are needed to achieve the full $20 billion in cost reductions.

In the absence of legislative reform that quickly enables meaningful operational changes and cost reductions, the Postal Service could incur annual losses as great as $18.2 billion by 2015, and accumulate a total debt of $92 billion by 2016. “These prospective losses would be unsustainable and highly undesirable,” said Donahoe. “Fortunately, as our plan demonstrates, such an outcome is entirely avoidable; the Postal Service can be profitable over the long term and not require taxpayer support.”

The Postal Service is a self-financing federal entity that generates its operating revenue from the sale of postal products and services.

The comprehensive 5-year plan provides an achievable roadmap to long-term financial stability and independence from taxpayer support. It also provides for full repayment of $12.9 billion in debt USPS currently owes the U.S. Treasury.

A central tenet of the plan is that success is not dependent upon achieving a mix or subset of reforms. The scale of the financial challenge requires that all the major elements be pursued concurrently and fully executed within a short window of opportunity.

Among the major legislative reforms recommended, the most significant include enabling the Postal Service to provide employee health benefits independent of federal programs ($7.1 billion annual cost reduction), and transitioning to a national five-day delivery schedule ($2.7 billion annual cost reduction).

The Postal Service also is aggressively pursuing the realignment of its mail processing, retail and delivery operations, which is expected to yield more than $8.1 billion in annual cost reduction. Additionally, the Postal Service is seeking other significant cost reductions and is continuing efforts to grow or retain revenues within its current business model.

The plan has been independently reviewed and analyzed by Evercore Partners, one of the nation’s leading independent investment banks and a prominent financial advisor on major corporate restructurings. Evercore Partners played an important role in analyzing Postal Service models and assumptions and validating the approach taken by management to develop the plan. The plan also reflects prior business model analysis from McKinsey & Company and revenue projections from the Boston Consulting Group.

“We have set out a roadmap to put our current financial crisis behind us and we are highly confident that it is achievable,” said Donahoe. “However, our success depends on whether we can quickly implement proposed changes, and that depends on whether we can gain the necessary legislative reforms we need to move ahead.”

The Postal Service is a vital part of the nation’s economic infrastructure, providing a reliable, secure, and affordable delivery platform that sustains a $900 billion mailing industry employing 8 million people.

Click here to read the 5-year business plan.

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Postal Service again eyes buyouts, early retirements

Haven't Contacted Congress?
It Only Takes a Few Clicks
(02/13/12) If you haven’t done so already, now is definitely the time to contact your senators and representatives and let them know where you stand on critical legislation affecting APWU members, said President Cliff Guffey. “We encourage union members to call, write, and visit their legislators,” the union president said. “There is also an easy, online way to express your views.” All it takes is a few clicks. [full story]

Is it to Late???

Senators Seeks Changes to Postal Bill
(02/15/12) Twenty-seven senators have signed a letter to the sponsors of the 21st Century Postal Service Act (S. 1789) asking them to approve amendments to the legislation that the APWU supports. The bill – which the APWU says is “unacceptable in its current form” – is expected to be brought to the Senate floor for a vote in the next few weeks. APWU President Cliff Guffey is asking union members to contact their senators and urge them to support the amendments to S. 1789 that are outlined in the letter.
[full story]

House Members Seek Moratorium on USPS Plans To Close Post Offices
(02/14/12) More than 100 members of the House of Representatives have signed a letter to Postmaster General Patrick R. Donahoe asking him to place a moratorium on plans to consolidate thousands of post offices “until the USPS resolves the numerous problems” identified by the Postal Regulatory Commission in a Dec. 23, 2011, advisory opinion. [full story]

Obama Urges End to U.S. Postal Service Saturday Mail Delivery

“Bold action is needed to ensure that USPS can continue to operate in the short run and achieve viability in the long run,” Obama wrote in the budget.

ACTION NEEDED

House Panel Approves Bill To Cut Postal, Federal Pensions

(02/09/12) A House committee approved legislation on Feb. 7 that would cut pensions for postal and federal employees, while increasing the contributions the workers must make toward their retirement. The party-line vote was 22-16, with Republicans voting in favor of the retirement cuts and Democrats voting against. “This bill is an outrageous attack on postal and federal employees,” said APWU President Cliff Guffey. “Some politicians are quick to cut benefits for middle-class workers, but they fight to the death to protect tax breaks for the super-rich.” [full story]

APWU Members Urged To Take Action as Senate Considers Postal Reform
(02/06/12) Postal reform is a hot topic in Congress as the Senate prepares to vote on the 21st Century Postal Service Act, and APWU President Cliff Guffey is urging union members to contact their senators and let them know: Senate bill 1789 is unacceptable in its current form. As lawmakers review the bill, Guffey is asking union members to let their senators know that S. 1789 must be amended. [full story]

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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
Dave Skilton	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

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Postal Workers Have the Right To Speak Out Against Facility Closures

(01/18/12) Recent notices posted by management have generated questions about APWU members’ right to participate in activities opposing the closure of postal facilities. Off-the-clock, postal employees have the right to: circulate petitions, participate in public meetings, encourage others to attend public meetings, encourage local merchants and business organizations to speak out against postal closings, and to contact elected officials to urge them to oppose postal closings. [full story]

APWU Warns Members:

Beware of Risks in USPS Campaign for Voluntary Transfers to Letter Carrier
(01/13/12) The APWU is warning union members of risks associated with a management campaign to encourage career Clerk, Maintenance and Motor Vehicle Craft employees to volunteer for reassignments to the Letter Carrier Craft. [full story]

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Upcoming APWU Holidays

Presidents' Day

February 20, 2012

Holiday Period February 18-20 , 2012

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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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Local Union Presidents, NALC John Clark, APWU Bill Lewis and NPMHU Mark Adamchak

TAKE ACTION NOW

DON'T DELAY
MAIL YOUR POST CARD

The pamphlet includes a postcard recipients can sign and mail to legislators to make sure members of Congress get our message. The postcards will include the appropriate name and mailing address of each union member’s U.S. representative. Every APWU member should fill it out, affix a 44-cent stamp, and send it in.

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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