Serving Alva, Bokeelia, Bonita Springs, Captiva, Chokoloskee, Estero, Fort Myers, Fort Myers Beach, Immokalee, Labelle, Lehigh, Marco Island, Naples, Placida, Punta Gorda, Port Charlotte, Saint James City, and Sanibel
NEXT UNION MEETING
February 26, 2012
9:30am
11000 Metro Parkway. Suite 8
Fort Myers, FL 33966
Office (239) 275-1007
Fax (239) 275-3687
February 26, 2012
9:30am
11000 Metro Parkway. Suite 8
Fort Myers, FL 33966
Office (239) 275-1007
Fax (239) 275-3687
This website has been designed for all APWU members and working families. The blue tabs (left side) are the SWFAL-APWU created pages that contain valuable postal information such as Postal Forms (PS, FMLA, OWCP, etc.). There are must see pages like:
1) Discount-Savings where families can find coupons, discounts, freebies, financial tools, cheapest gas prices, online banking and bill reduction sites.
2) Student Resources where students can go to find fun sites with games, homework help, college prep and find scholarships for college.
3) Veterans Websites where veterans can find lots of useful information, benefits, and members can help our troops and veterans.
The red tabs (left side - below the blue tabs) are Union and postal related links. Enjoy!
1) Discount-Savings where families can find coupons, discounts, freebies, financial tools, cheapest gas prices, online banking and bill reduction sites.
2) Student Resources where students can go to find fun sites with games, homework help, college prep and find scholarships for college.
3) Veterans Websites where veterans can find lots of useful information, benefits, and members can help our troops and veterans.
The red tabs (left side - below the blue tabs) are Union and postal related links. Enjoy!
8/24/2011
FEDERAL EMPLOYEE GROUP LIFE INSURANCE (FEGLI)
I have put together some information that may be interesting for many employees. Most employees have no idea what they are currently paying for life insurance or whether or not those rates will change over time. Once they elect to take the amount of coverage that they wanted, they fail to look into what they are paying and how those rates will change over the course of their career, nor do they comparison shop for better rates.
During orientation, the U.S. Postal Service provides employees the option to select health and life insurance for self and family through the Federal Employee Health Benefits (FEHB) and the Federal Employee Group Life Insurance (FEGLI). Most employees are aware that in order to carry your (FEHB) and (FEGLI) benefits into retirement, you have to be enrolled for the five-years immediately preceding retirement (with a few exceptions), but there are also differences between the two. The main difference is that you can enroll in the FEHB every year, but the FEGLI open season varies depending on when the Office of Personnel Management (OPM) announces it.
I have researched the current FEGLI rates. The rates listed below are for an employee at Level 6 Step O and was calculated on January 24, 2010 through the OPM web site.
Your Basic coverage as an employee is $56,000 and at no cost to you.
NOTE: Employees under 45 receive extra monetary benefit based on age.
The Extra Benefit in addition to the $56,000.00 base on age is:
35 and Under $56,000.00
36 $50,400.00
37 $44,800.00
38 $39,200.00
39 $33,600.00
40 $28,000.00
41 $22,400.00
42 $16,800.00
43 $11,200.00
44 $5,600.00
FEGLI has three options to chose from:
Option A - Standard (Gives an additional $10,000.00 of coverage)
Under 35 $0.30 Per Pay Period
Age 35-39 $0.40 Per Pay Period
Age 40-44 $0.60 Per Pay Period
Age 45-49 $0.90 Per Pay Period
Age 50-54 $1.40 Per Pay Period
Age 55-59 $2.70 Per Pay Period
Age 60-64 $6.00 Per Pay Period
Age 65-69 $6.00 Per Pay Period
Age 70-74 $6.00 Per Pay Period
Age 75-79 $6.00 Per Pay Period
Over 80 $6.00 Per Pay Period
Option B - Additional (Number of Multiples = 5, Gives an additional $270,000.00 of coverage)
Under 35 $8.10 Per Pay Period
Age 35-39 $10.80 Per Pay Period
Age 40-45 $16.20 Per Pay Period
Age 45-49 $24.30 Per Pay Period
Age 50-54 $37.80 Per Pay Period
Age 55-59 $75.60 Per Pay Period
Age 60-64 $162.00 Per Pay Period
Age 65-69 $194.40 Per Pay Period
Age 70-74 $324.00 Per Pay Period
Age 75-79 $486.00 Per Pay Period
Over 80 $648.00 Per Pay Period
Option C - Family Coverage (Number of Multiples = 5, Gives $25,000.00 for spouse, $12,500.00 for eligible children)
Under 35 $1.35 Per Pay Period
Age 35-39 $1.70 Per Pay Period
Age 40-45 $2.30 Per Pay Period
Age 45-49 $3.00 Per Pay Period
Age 50-54 $4.50 Per Pay Period
Age 55-59 $7.25 Per Pay Period
Age 60-64 $13.00 Per Pay Period
Age 65-69 $15.00 Per Pay Period
Age 70-74 $17.00 Per Pay Period
Age 75-79 $22.50 Per Pay Period
Over 80 $30.00 Per Pay Period
You can carry over the coverage when you retire as long as you have had the current level of multiples for 5 years.
If you have no idea of what coverage you currently have, you can find it by looking on your pay stub for IN _ _ _ and this will show exactly the amount that you are paying each pay period for this insurance.
Understand, the older you get, your premiums will become more expensive per pay period. Will you be able to afford those premiums or will you have to reduce the amount of coverage? Will you be able to cover the premiums upon retirement?
I suggest that all employees look for other life insurance alternatives that may save them money. Some policies build up a cash value or give yearly rebate checks. Shopping around for a private term insurance policy could be much less expensive as long as you are insurable.
I have found a couple of places to begin your search for better rates.
1) WAEPA - Their web site offers quotes versus FEGLI at http://www.waepa.org/
2) SAMBA - Their prices per $1000 of coverage is on their web site at http://www.sambaplans.com/life.shtml
You may cancel or drop your FEGLI coverage at any time. How do you cancel your FEGLI insurance after you find a better plan? You have to fill out form SF 2817 and you can find this form at http://www.opm.gov/forms/pdf_fill/sf2817.pdf
Good luck in your search!
Sam Wood
President - Southwest Florida Area Local / APWU
FEDERAL EMPLOYEE GROUP LIFE INSURANCE (FEGLI)
I have put together some information that may be interesting for many employees. Most employees have no idea what they are currently paying for life insurance or whether or not those rates will change over time. Once they elect to take the amount of coverage that they wanted, they fail to look into what they are paying and how those rates will change over the course of their career, nor do they comparison shop for better rates.
During orientation, the U.S. Postal Service provides employees the option to select health and life insurance for self and family through the Federal Employee Health Benefits (FEHB) and the Federal Employee Group Life Insurance (FEGLI). Most employees are aware that in order to carry your (FEHB) and (FEGLI) benefits into retirement, you have to be enrolled for the five-years immediately preceding retirement (with a few exceptions), but there are also differences between the two. The main difference is that you can enroll in the FEHB every year, but the FEGLI open season varies depending on when the Office of Personnel Management (OPM) announces it.
I have researched the current FEGLI rates. The rates listed below are for an employee at Level 6 Step O and was calculated on January 24, 2010 through the OPM web site.
Your Basic coverage as an employee is $56,000 and at no cost to you.
NOTE: Employees under 45 receive extra monetary benefit based on age.
The Extra Benefit in addition to the $56,000.00 base on age is:
35 and Under $56,000.00
36 $50,400.00
37 $44,800.00
38 $39,200.00
39 $33,600.00
40 $28,000.00
41 $22,400.00
42 $16,800.00
43 $11,200.00
44 $5,600.00
FEGLI has three options to chose from:
Option A - Standard (Gives an additional $10,000.00 of coverage)
Under 35 $0.30 Per Pay Period
Age 35-39 $0.40 Per Pay Period
Age 40-44 $0.60 Per Pay Period
Age 45-49 $0.90 Per Pay Period
Age 50-54 $1.40 Per Pay Period
Age 55-59 $2.70 Per Pay Period
Age 60-64 $6.00 Per Pay Period
Age 65-69 $6.00 Per Pay Period
Age 70-74 $6.00 Per Pay Period
Age 75-79 $6.00 Per Pay Period
Over 80 $6.00 Per Pay Period
Option B - Additional (Number of Multiples = 5, Gives an additional $270,000.00 of coverage)
Under 35 $8.10 Per Pay Period
Age 35-39 $10.80 Per Pay Period
Age 40-45 $16.20 Per Pay Period
Age 45-49 $24.30 Per Pay Period
Age 50-54 $37.80 Per Pay Period
Age 55-59 $75.60 Per Pay Period
Age 60-64 $162.00 Per Pay Period
Age 65-69 $194.40 Per Pay Period
Age 70-74 $324.00 Per Pay Period
Age 75-79 $486.00 Per Pay Period
Over 80 $648.00 Per Pay Period
Option C - Family Coverage (Number of Multiples = 5, Gives $25,000.00 for spouse, $12,500.00 for eligible children)
Under 35 $1.35 Per Pay Period
Age 35-39 $1.70 Per Pay Period
Age 40-45 $2.30 Per Pay Period
Age 45-49 $3.00 Per Pay Period
Age 50-54 $4.50 Per Pay Period
Age 55-59 $7.25 Per Pay Period
Age 60-64 $13.00 Per Pay Period
Age 65-69 $15.00 Per Pay Period
Age 70-74 $17.00 Per Pay Period
Age 75-79 $22.50 Per Pay Period
Over 80 $30.00 Per Pay Period
You can carry over the coverage when you retire as long as you have had the current level of multiples for 5 years.
If you have no idea of what coverage you currently have, you can find it by looking on your pay stub for IN _ _ _ and this will show exactly the amount that you are paying each pay period for this insurance.
Understand, the older you get, your premiums will become more expensive per pay period. Will you be able to afford those premiums or will you have to reduce the amount of coverage? Will you be able to cover the premiums upon retirement?
I suggest that all employees look for other life insurance alternatives that may save them money. Some policies build up a cash value or give yearly rebate checks. Shopping around for a private term insurance policy could be much less expensive as long as you are insurable.
I have found a couple of places to begin your search for better rates.
1) WAEPA - Their web site offers quotes versus FEGLI at http://www.waepa.org/
2) SAMBA - Their prices per $1000 of coverage is on their web site at http://www.sambaplans.com/life.shtml
You may cancel or drop your FEGLI coverage at any time. How do you cancel your FEGLI insurance after you find a better plan? You have to fill out form SF 2817 and you can find this form at http://www.opm.gov/forms/pdf_fill/sf2817.pdf
Good luck in your search!
Sam Wood
President - Southwest Florida Area Local / APWU
5/7/2011
THANKS TO THE FOLLOWING SOUTHWEST FLORIDA AREA LOCAL MEMBERS WHO HAVE DONATED TO COPA SO FAR IN 2011
David Azzopardi
Tammy Baisden
Sandra Beckler
Lyle Bowen
Thomas Branch
Robert Brazzel
Shantel Burdette
Daniel Carinci
Jamie Carr
Wally Cascio
James Chiarella
Samuel Clinton
Cathy Cobb
Lori Connor
Kathleen Cook
Scott Cooper
Lynne Cram
Ben Deguzman
Eileen Dimase
Jaudon Dinkins
James Edwards
William Faulkner
Vivianne Finley
Christina Forte
Patricia Fraser
Anthony Genovese
David Gilbert
Christine Girard
Rodney Gleason
Felicia Gluhareff
Luis Gonzalez
Dave Grant
Dan Gray
Al Grebey
Kay Grebey
Anthony Griggs
Lisa Griswold
William Grout
Mark Hamilton
Ed Hardiman
Patrick Hardiman
James Hartley
Robert Hofer
Helen Hoover
Darla Howard
Sue Johnson
Eileen Johnston
Joyce Kelly
Alice Kersey
David Kirkwood
Mark Kyllo
Pat Lane
Mark Larue
Aaron Lee
Joselyn Leobrera
Steve Lewis
Virginia Linger
Andrea Lobianco
Sharlene London
Fred Maier
Debbie Maros
William Masten
Paul Mc Avoy
Keith McGee
Kevin McLain
Kathleen Mikovich
Gail Miller
Lenna Miller
Jennifer Mitchell
Kathleen Moyer
Wayne Nichols
Robert Nowall
Angel Nunez-Lopez
Jeffery Nunn
Debbie O'Neill
Sharon Oplinger
Jim Overhultz
Eric Palm
Pat Pendarvis
George Petrillo
Tom Phister
Felicia Pitasi
Pierce Powers
Gary Rickman
George Rivera
Jamie Robertson
Karen Rock
Daniel Rupp
Vanessa Russell
Lucille Sacco
Charles Schaeffer
Candace Shultes
Wendy Skaff
Helen Skinner
David Slattery
John Stafford
Duane Summa
Michelle Szymonik
Deborah Thompson
Mike Treanor
David Truett
Doreen Waggoner
David Wallace
Rosemary Waterman
Timothy Watters
James Weaver
Kimberly Wildroudt
Daniel Williamson
Robert Winston
Scott Wiser
Kim Wolfe
Sam Wood
Isaac Yost
John Zmijewski
THANKS TO THE FOLLOWING SOUTHWEST FLORIDA AREA LOCAL MEMBERS WHO HAVE DONATED TO COPA SO FAR IN 2011
David Azzopardi
Tammy Baisden
Sandra Beckler
Lyle Bowen
Thomas Branch
Robert Brazzel
Shantel Burdette
Daniel Carinci
Jamie Carr
Wally Cascio
James Chiarella
Samuel Clinton
Cathy Cobb
Lori Connor
Kathleen Cook
Scott Cooper
Lynne Cram
Ben Deguzman
Eileen Dimase
Jaudon Dinkins
James Edwards
William Faulkner
Vivianne Finley
Christina Forte
Patricia Fraser
Anthony Genovese
David Gilbert
Christine Girard
Rodney Gleason
Felicia Gluhareff
Luis Gonzalez
Dave Grant
Dan Gray
Al Grebey
Kay Grebey
Anthony Griggs
Lisa Griswold
William Grout
Mark Hamilton
Ed Hardiman
Patrick Hardiman
James Hartley
Robert Hofer
Helen Hoover
Darla Howard
Sue Johnson
Eileen Johnston
Joyce Kelly
Alice Kersey
David Kirkwood
Mark Kyllo
Pat Lane
Mark Larue
Aaron Lee
Joselyn Leobrera
Steve Lewis
Virginia Linger
Andrea Lobianco
Sharlene London
Fred Maier
Debbie Maros
William Masten
Paul Mc Avoy
Keith McGee
Kevin McLain
Kathleen Mikovich
Gail Miller
Lenna Miller
Jennifer Mitchell
Kathleen Moyer
Wayne Nichols
Robert Nowall
Angel Nunez-Lopez
Jeffery Nunn
Debbie O'Neill
Sharon Oplinger
Jim Overhultz
Eric Palm
Pat Pendarvis
George Petrillo
Tom Phister
Felicia Pitasi
Pierce Powers
Gary Rickman
George Rivera
Jamie Robertson
Karen Rock
Daniel Rupp
Vanessa Russell
Lucille Sacco
Charles Schaeffer
Candace Shultes
Wendy Skaff
Helen Skinner
David Slattery
John Stafford
Duane Summa
Michelle Szymonik
Deborah Thompson
Mike Treanor
David Truett
Doreen Waggoner
David Wallace
Rosemary Waterman
Timothy Watters
James Weaver
Kimberly Wildroudt
Daniel Williamson
Robert Winston
Scott Wiser
Kim Wolfe
Sam Wood
Isaac Yost
John Zmijewski
3/20/2011
APWU & USPS AGREE TO A TENTATIVE CONTRACT AGREEMENT
On March 14, 2011 the American Postal Workers Union (APWU) and the United States Postal Service (USPS) announced that they had reached a tentative contract agreement. On March 16, 2011 the APWU Rank-and-File Bargaining Advisory Committee voted unanimously to approve the Tentative Agreement. Now, a copy of the Tentative Agreement will be sent out to each APWU member along with a voting ballot.
APWU President Cliff Guffey stated, "I am hopeful and remain confident that the members will endorse this agreement."
Highlights of the New Collective Bargaining Agreement
Below are key components of the tentative agreement between the U.S. Postal Service and the American Postal Workers Union for the 2010-2015 Collective Bargaining Agreement. The four-and-half year contract, which will expire at midnight on May 20, 2015, must be ratified by members of the APWU.
Wages
There will be across-the-board pay increases of 3.5 percent over the life of the contract.
Nov. 17, 2012 – 1% increase
Nov. 16, 2013 – 1.5% increase
Nov. 15, 2014 – 1% increase
Cost-of-Living Adjustments
Cost-of-living increases will continue and will be “back-loaded.” COLAs for 2011 were waived, and COLAs for 2012 are deferred until 2013.
A March 2012 COLA will become effective in March 2013, together with a March 2013 COLA.
A September 2012 COLA will become effective in September 2013, together with a September 2013 COLA.
Cost-of-Living Adjustments will be made in March and September 2013.
Cost-of-Living Adjustments will be made in March and September 2014.
A Cost-of-Living Adjustment will be made in March 2015.
New Entry-Level Steps
Additional steps will be added to the pay scale for new employees in Levels 3through 8, with lower starting salaries. Future employees will progress through the new steps onto the current pay scale, but will not be eligible to progress to the current top step.
Health Benefits
There will be no changes to the healthcare benefits of APWU members in 2012. Each year from 2013 through 2016 there will be a slight shift in employees’ share of contributions toward healthcare coverage. This will amount to an increase of several dollars per pay period each year. (Similar changes were made in the last contract.)
Limits on Excessing
The agreement limits excessing outside of an installation or craft to no more than 40 miles from the installation in most cases and to no more than 50 miles in any case. If management cannot place employees within 50 miles, the parties will jointly determine what steps may be taken.
Employees will not be required to retreat to crafts they were excessed from if the crafts are represented by the APWU.
There will be designated “moving days” no more frequently than once every three months for excessing from postal installations. This will strengthen seniority when excessing occurs in multiple installations within a geographic area.
Jobs and Job Security
Protection against layoffs continues for all career employees who were on the rolls as of Nov. 20, 2010. The language of Article 6, which governs layoffs and reductions-in-force, remains unchanged.
New provisions on subcontracting give the APWU the opportunity to develop proposals to compete with subcontractors for work, and stipulate that if APWU-represented employees can perform the work less expensively than the subcontractors, the work must be performed by APWU-represented employees.
The tentative agreement protects jobs with a provision that stipulates that the APWU will retain jurisdiction if the duties of union members are moved to facilities that are not currently represented by the APWU.
Jobs in the Clerk Craft
No fewer than 1,100 Call Center jobs that had been contracted out will be returned to the APWU bargaining unit. The Call Center locations will become part of the installation of the nearest Processing & Distribution Center, so that APWU members can bid on these positions.
A minimum of 800 positions will be created in the Clerk Craft to perform administrative and technical duties that are currently performed by EAS personnel.
Lead Clerk, PS-7, positions will be created in mail processing and in retail to perform administrative duties.
At least one Lead Clerk position will be established in any office where there is no supervisor.
At least one Lead Clerk position will be established in any Customer Service office with five or more Clerk Craft employees.
Ratios for the establishment of Lead Clerk positions in mail processing will be as follows :
# Clerks # Lead Clerks
5-491
50-992
100-1993
200-4994
500 or more 5, plus one for each 100 clerks
204Bs will be eliminated from offices with supervisors, except to fill absences of more than 14 days and vacant assignments of more than 14 days.
Jobs in the Maintenance Craft
There will be a joint audit of maintenance work currently performed by contractors to identify duties that can be assigned to the Maintenance Craft where it is cost effective.
Custodial staffing will be established on an installation-wide basis rather than on a facility-wide basis.
Initially 1,500 custodial positions that were contracted out will be returned to the bargaining unit.
Help Desk positions at the MTSC (Maintenance Technical Support Center) in Norman, OK, will be assigned to the bargaining unit.
There will be an audit of EAS positions to determine if non-supervisory duties are being performed. Bargaining unit duties derived from the audit will be returned to the bargaining unit and a minimum of 60 bargaining unit positions will be established.
All in-craft promotions will be on the basis of installation seniority within a “banded” score.
Jobs in the Motor Vehicle Craft
Approximately 740 Vehicle Maintenance Facility positions will be created to perform work that is currently performed by subcontractors. The jobs will be created as follows:
219 Level 8 Technicians
459 Level 9 Lead Technicians
62 Level 10 Lead Technicians
A minimum of 600 Highway Contract Routes (HCRs) will be converted to Postal Vehicle Service (PVS) routes, with a minimum of 25% of the duty assignments given to career employees
The APWU will have the opportunity to review approximately 8,000 additional HCRs, and will have the opportunity to submit proposals for the work.
There will be an audit of EAS positions to determine if non-supervisory duties are being performed. Bargaining unit duties derived from the audit will be returned to the bargaining unit and a minimum of 60 bargaining unit positions will be established.
Part-Time Flexible and Part-Time Regular positions will be eliminated from the MVS Craft.
New, Non-Traditional Positions
The tentative agreement changes the definition of “full-time” in a way that gives the Postal Service and our members greater flexibility.
The “full-time” designation will apply to any position of 30 or more hours per week and to any position of 48 hours or less per week
No current employees can be forced into a full-time position of less than 40 hours per week or more than 44 hours per week.
These provisions will allow for the creation of many non-traditional full-time schedules, including four 10-hour days, three 12-hour days, and four 11-hour days.
There will be no mandatory overtime for employees in non-traditional assignments or in functional areas that utilize non-traditional full-time assignments.
To provide the USPS with flexibility, the parties agreed to create a new position for Non-Career Assistants, who will comprise up to 20 percent of the workforce in most functional areas of the Clerk Craft and up to 10 percent in both the Maintenance and Motor Vehicle Crafts. These employees will be paid lower wages than career employees, but higher wages than Transitional Employees and Casuals. They will be part of the APWU bargaining unit and will receive raises, health benefits, and leave. Non-Career Assistants will have access to the grievance procedure, and they will have the opportunity to join the ranks of the permanent, career workforce by seniority.
Transitional Employees and Casuals will be eliminated as workforce categories. Employees who are currently serving as TEs or Casuals will be eligible for conversion to Non-Career Assistants if they have passed the appropriate tests.
Small Offices
There will be no Part-Time Flexibles in Level 21 and above offices. Positions will be staffed with Full-Time Regulars (including non-traditional assignments) and Non-Career Assistants.
In Level 20 and below offices, wherever the union can demonstrate the existence of 30-hour duty assignments, management must create them.
Restrictions will be placed on the amount of bargaining unit work that may be performed by supervisory personnel in small offices. The formula is as follows:
Level 20 offices and above - No bargaining work by supervisors allowed
Level 18 offices - 15 hours per week
Level 15 and 16 offices - 25 hours per week
Many Contract Postal Units (CPUs) will be returned to the APWU bargaining unit; others will be closed, and a system will be established to evaluate additional CPUs for return to the bargaining unit or closure.
Bidding
Employees will enjoy unlimited bidding on jobs that do not require training or a deferment period. Such bids will not count toward an employee’s allowed number of bids.
Light & Limited Duty
The union’s proposals regarding light- and limited-duty positions will proceed to arbitration. Our proposals are intended to protect seniority rights and to provide fair opportunities for accommodation for employees that need it.
APWU & USPS AGREE TO A TENTATIVE CONTRACT AGREEMENT
On March 14, 2011 the American Postal Workers Union (APWU) and the United States Postal Service (USPS) announced that they had reached a tentative contract agreement. On March 16, 2011 the APWU Rank-and-File Bargaining Advisory Committee voted unanimously to approve the Tentative Agreement. Now, a copy of the Tentative Agreement will be sent out to each APWU member along with a voting ballot.
APWU President Cliff Guffey stated, "I am hopeful and remain confident that the members will endorse this agreement."
Highlights of the New Collective Bargaining Agreement
Below are key components of the tentative agreement between the U.S. Postal Service and the American Postal Workers Union for the 2010-2015 Collective Bargaining Agreement. The four-and-half year contract, which will expire at midnight on May 20, 2015, must be ratified by members of the APWU.
Wages
There will be across-the-board pay increases of 3.5 percent over the life of the contract.
Nov. 17, 2012 – 1% increase
Nov. 16, 2013 – 1.5% increase
Nov. 15, 2014 – 1% increase
Cost-of-Living Adjustments
Cost-of-living increases will continue and will be “back-loaded.” COLAs for 2011 were waived, and COLAs for 2012 are deferred until 2013.
A March 2012 COLA will become effective in March 2013, together with a March 2013 COLA.
A September 2012 COLA will become effective in September 2013, together with a September 2013 COLA.
Cost-of-Living Adjustments will be made in March and September 2013.
Cost-of-Living Adjustments will be made in March and September 2014.
A Cost-of-Living Adjustment will be made in March 2015.
New Entry-Level Steps
Additional steps will be added to the pay scale for new employees in Levels 3through 8, with lower starting salaries. Future employees will progress through the new steps onto the current pay scale, but will not be eligible to progress to the current top step.
Health Benefits
There will be no changes to the healthcare benefits of APWU members in 2012. Each year from 2013 through 2016 there will be a slight shift in employees’ share of contributions toward healthcare coverage. This will amount to an increase of several dollars per pay period each year. (Similar changes were made in the last contract.)
Limits on Excessing
The agreement limits excessing outside of an installation or craft to no more than 40 miles from the installation in most cases and to no more than 50 miles in any case. If management cannot place employees within 50 miles, the parties will jointly determine what steps may be taken.
Employees will not be required to retreat to crafts they were excessed from if the crafts are represented by the APWU.
There will be designated “moving days” no more frequently than once every three months for excessing from postal installations. This will strengthen seniority when excessing occurs in multiple installations within a geographic area.
Jobs and Job Security
Protection against layoffs continues for all career employees who were on the rolls as of Nov. 20, 2010. The language of Article 6, which governs layoffs and reductions-in-force, remains unchanged.
New provisions on subcontracting give the APWU the opportunity to develop proposals to compete with subcontractors for work, and stipulate that if APWU-represented employees can perform the work less expensively than the subcontractors, the work must be performed by APWU-represented employees.
The tentative agreement protects jobs with a provision that stipulates that the APWU will retain jurisdiction if the duties of union members are moved to facilities that are not currently represented by the APWU.
Jobs in the Clerk Craft
No fewer than 1,100 Call Center jobs that had been contracted out will be returned to the APWU bargaining unit. The Call Center locations will become part of the installation of the nearest Processing & Distribution Center, so that APWU members can bid on these positions.
A minimum of 800 positions will be created in the Clerk Craft to perform administrative and technical duties that are currently performed by EAS personnel.
Lead Clerk, PS-7, positions will be created in mail processing and in retail to perform administrative duties.
At least one Lead Clerk position will be established in any office where there is no supervisor.
At least one Lead Clerk position will be established in any Customer Service office with five or more Clerk Craft employees.
Ratios for the establishment of Lead Clerk positions in mail processing will be as follows :
# Clerks # Lead Clerks
5-491
50-992
100-1993
200-4994
500 or more 5, plus one for each 100 clerks
204Bs will be eliminated from offices with supervisors, except to fill absences of more than 14 days and vacant assignments of more than 14 days.
Jobs in the Maintenance Craft
There will be a joint audit of maintenance work currently performed by contractors to identify duties that can be assigned to the Maintenance Craft where it is cost effective.
Custodial staffing will be established on an installation-wide basis rather than on a facility-wide basis.
Initially 1,500 custodial positions that were contracted out will be returned to the bargaining unit.
Help Desk positions at the MTSC (Maintenance Technical Support Center) in Norman, OK, will be assigned to the bargaining unit.
There will be an audit of EAS positions to determine if non-supervisory duties are being performed. Bargaining unit duties derived from the audit will be returned to the bargaining unit and a minimum of 60 bargaining unit positions will be established.
All in-craft promotions will be on the basis of installation seniority within a “banded” score.
Jobs in the Motor Vehicle Craft
Approximately 740 Vehicle Maintenance Facility positions will be created to perform work that is currently performed by subcontractors. The jobs will be created as follows:
219 Level 8 Technicians
459 Level 9 Lead Technicians
62 Level 10 Lead Technicians
A minimum of 600 Highway Contract Routes (HCRs) will be converted to Postal Vehicle Service (PVS) routes, with a minimum of 25% of the duty assignments given to career employees
The APWU will have the opportunity to review approximately 8,000 additional HCRs, and will have the opportunity to submit proposals for the work.
There will be an audit of EAS positions to determine if non-supervisory duties are being performed. Bargaining unit duties derived from the audit will be returned to the bargaining unit and a minimum of 60 bargaining unit positions will be established.
Part-Time Flexible and Part-Time Regular positions will be eliminated from the MVS Craft.
New, Non-Traditional Positions
The tentative agreement changes the definition of “full-time” in a way that gives the Postal Service and our members greater flexibility.
The “full-time” designation will apply to any position of 30 or more hours per week and to any position of 48 hours or less per week
No current employees can be forced into a full-time position of less than 40 hours per week or more than 44 hours per week.
These provisions will allow for the creation of many non-traditional full-time schedules, including four 10-hour days, three 12-hour days, and four 11-hour days.
There will be no mandatory overtime for employees in non-traditional assignments or in functional areas that utilize non-traditional full-time assignments.
To provide the USPS with flexibility, the parties agreed to create a new position for Non-Career Assistants, who will comprise up to 20 percent of the workforce in most functional areas of the Clerk Craft and up to 10 percent in both the Maintenance and Motor Vehicle Crafts. These employees will be paid lower wages than career employees, but higher wages than Transitional Employees and Casuals. They will be part of the APWU bargaining unit and will receive raises, health benefits, and leave. Non-Career Assistants will have access to the grievance procedure, and they will have the opportunity to join the ranks of the permanent, career workforce by seniority.
Transitional Employees and Casuals will be eliminated as workforce categories. Employees who are currently serving as TEs or Casuals will be eligible for conversion to Non-Career Assistants if they have passed the appropriate tests.
Small Offices
There will be no Part-Time Flexibles in Level 21 and above offices. Positions will be staffed with Full-Time Regulars (including non-traditional assignments) and Non-Career Assistants.
In Level 20 and below offices, wherever the union can demonstrate the existence of 30-hour duty assignments, management must create them.
Restrictions will be placed on the amount of bargaining unit work that may be performed by supervisory personnel in small offices. The formula is as follows:
Level 20 offices and above - No bargaining work by supervisors allowed
Level 18 offices - 15 hours per week
Level 15 and 16 offices - 25 hours per week
Many Contract Postal Units (CPUs) will be returned to the APWU bargaining unit; others will be closed, and a system will be established to evaluate additional CPUs for return to the bargaining unit or closure.
Bidding
Employees will enjoy unlimited bidding on jobs that do not require training or a deferment period. Such bids will not count toward an employee’s allowed number of bids.
Light & Limited Duty
The union’s proposals regarding light- and limited-duty positions will proceed to arbitration. Our proposals are intended to protect seniority rights and to provide fair opportunities for accommodation for employees that need it.
5/11/2011
APWU MEMBERS RATIFY CONTRACT
With over 50% of the membership voting, the contract was ratified today by the membership with over 75% APWU members voting "YES" to ratification. Only 40% of the membership voted in the 2006-2010 contract ratification process.
The final vote tally:
69,451 Yes
22,351 No
64.49% of the Southwest Florida Area Local Membership Voted with 87.53% of those voting YES on the Tentative Agreement.
79.97% of Florida voted Yes, Thanks to all of our members who voted.
APWU MEMBERS RATIFY CONTRACT
With over 50% of the membership voting, the contract was ratified today by the membership with over 75% APWU members voting "YES" to ratification. Only 40% of the membership voted in the 2006-2010 contract ratification process.
The final vote tally:
69,451 Yes
22,351 No
64.49% of the Southwest Florida Area Local Membership Voted with 87.53% of those voting YES on the Tentative Agreement.
79.97% of Florida voted Yes, Thanks to all of our members who voted.
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
7/17/2011
LMOU NEGOTIATIONS TO BEGIN IN AUGUST
This is your last chance to submit your ideas for local negotiations. All Ideas should be submitted by July 29, 2011. Ideas should be in written form and submitted to the Union Office on Metro Parkway. Thanks to everyone who have already submitted their requests.
LMOU NEGOTIATIONS TO BEGIN IN AUGUST
This is your last chance to submit your ideas for local negotiations. All Ideas should be submitted by July 29, 2011. Ideas should be in written form and submitted to the Union Office on Metro Parkway. Thanks to everyone who have already submitted their requests.
7/23/2011
BEWARE FILLING OUT VOE SURVEYS
This week, while visiting one our local offices (Bonita Springs, Fl), Clerks and Letter Carriers informed President Wood that employees who had filled out the last batch of Voice of the Employee Surveys had been taken aside by the Postmaster and asked if they had marked in their surveys that they had been "Sexually Harrassed" or "Discriminated Against". What seems interesting is that a Postmaster would be allowed to know specific results and be able to attempt to find the person who felt this way. Clearly, this is not supposed to be the intent of the VOE Surveys but are being used in devious ways as with contract negotiations back in the 1990's. This is why our local has a $5 bounty on VOE Surveys. These surveys serve no purpose. When Postmasters and Supervisors are using surveys in the way that the Bonita Spring Postmaster is using them, this is proof that the VOE is a total JOKE.
CLERK CRAFT EMPLOYEES BEING DETAILED TO THE LETTER CARRIER CRAFT
Management in both Fort Myers and St Petersburg, Florida have decided to detail employees (very soon) who management has been putting on standby time to the Letter Carrier Craft. They will be taking volunteers (both unassigned and those with duty assignments) and allowing them to take these details at 30 day at a time. Both local APWU and NALC representatives are in opposition in Ft. Myers, stating some of the following:
1) Article 7.2B (which management is stating as the prevailing language) is not what they are doing correctly.
2) According to the National MOU on Principal Assignment Area, junior employees are the ones to be removed from the section, and senior employees have no right to select to go in lieu of (as management wants). Article 12 has the senior in lieu of provisions.
3) The NALC stated their employees will stand against those employees who come over improperly to work in their craft and essentially getting paid an additional 50% while their craft loses their right to overtime work.
4) There are no residual jobs in the Ft. Myers Carrier Craft (only 1 vacant job and many sick leave employees as is the same in the Clerk Craft). So why are Clerks not being utilized during the daytime in these Clerk jobs that have daily vacancies? St. Pete has 5 residuals and are supposed to detail 12 Clerks to the Carrier Craft.
5) There are many stations within the 40 mile radius who have similar Clerk Craft Vacancies where Clerks could be placed (Including those offices where management has consistently been performing Clerk Craft duties along with Lobby Director work). Stating the obvious available work within the Clerk Craft.
6) The Detailed Clerk employees would not receive any uniform allowances (just given a hat).
7) Management provided no documentation whatsoever at this meeting to prove the need to detail Clerk Craft employees into the Carrier Craft.
8) Management is using this process to circumvent the moratorium on excessing.
9) Management stated that Clerks volunteers would have rotating days off and may not be consecutive, which the APWU objected to (due to it violating our contract (LMOU).
Suncoast District Management used the argument that they (Labor Relation Manager Keith Stanton) had spoken to an NBA and specifically one NBA with no "Pushback from the APWU whatsoever". The NALC NBA and Local NALC President looked at both local APWU officials like "WHAT?" The APWU challenged management and asked for specifics regarding this "NBA Conversation", but little was revealed.
NOTE: This is just relating what was said by management in the last sentence, we don't believe or do we hope that this was the truth.
Both the Local NALC and APWU both promised that grievances will be forthcoming due to management's refusal to follow the contract correctly. Management will be having "Stand Up" talks with employees in Fort Myers on Monday afternoon and evening. At that time they will be issuing letters to them so they can state their preferred office to volunteer for and be detailed as a Letter Carrier.
PTF CONVERSIONS
The APWU and USPS have agreed to convert PTF's as per the new ratified CBA effective on August 27, 2011 due to the 27th being the first day of the pay period.
BEWARE FILLING OUT VOE SURVEYS
This week, while visiting one our local offices (Bonita Springs, Fl), Clerks and Letter Carriers informed President Wood that employees who had filled out the last batch of Voice of the Employee Surveys had been taken aside by the Postmaster and asked if they had marked in their surveys that they had been "Sexually Harrassed" or "Discriminated Against". What seems interesting is that a Postmaster would be allowed to know specific results and be able to attempt to find the person who felt this way. Clearly, this is not supposed to be the intent of the VOE Surveys but are being used in devious ways as with contract negotiations back in the 1990's. This is why our local has a $5 bounty on VOE Surveys. These surveys serve no purpose. When Postmasters and Supervisors are using surveys in the way that the Bonita Spring Postmaster is using them, this is proof that the VOE is a total JOKE.
CLERK CRAFT EMPLOYEES BEING DETAILED TO THE LETTER CARRIER CRAFT
Management in both Fort Myers and St Petersburg, Florida have decided to detail employees (very soon) who management has been putting on standby time to the Letter Carrier Craft. They will be taking volunteers (both unassigned and those with duty assignments) and allowing them to take these details at 30 day at a time. Both local APWU and NALC representatives are in opposition in Ft. Myers, stating some of the following:
1) Article 7.2B (which management is stating as the prevailing language) is not what they are doing correctly.
2) According to the National MOU on Principal Assignment Area, junior employees are the ones to be removed from the section, and senior employees have no right to select to go in lieu of (as management wants). Article 12 has the senior in lieu of provisions.
3) The NALC stated their employees will stand against those employees who come over improperly to work in their craft and essentially getting paid an additional 50% while their craft loses their right to overtime work.
4) There are no residual jobs in the Ft. Myers Carrier Craft (only 1 vacant job and many sick leave employees as is the same in the Clerk Craft). So why are Clerks not being utilized during the daytime in these Clerk jobs that have daily vacancies? St. Pete has 5 residuals and are supposed to detail 12 Clerks to the Carrier Craft.
5) There are many stations within the 40 mile radius who have similar Clerk Craft Vacancies where Clerks could be placed (Including those offices where management has consistently been performing Clerk Craft duties along with Lobby Director work). Stating the obvious available work within the Clerk Craft.
6) The Detailed Clerk employees would not receive any uniform allowances (just given a hat).
7) Management provided no documentation whatsoever at this meeting to prove the need to detail Clerk Craft employees into the Carrier Craft.
8) Management is using this process to circumvent the moratorium on excessing.
9) Management stated that Clerks volunteers would have rotating days off and may not be consecutive, which the APWU objected to (due to it violating our contract (LMOU).
Suncoast District Management used the argument that they (Labor Relation Manager Keith Stanton) had spoken to an NBA and specifically one NBA with no "Pushback from the APWU whatsoever". The NALC NBA and Local NALC President looked at both local APWU officials like "WHAT?" The APWU challenged management and asked for specifics regarding this "NBA Conversation", but little was revealed.
NOTE: This is just relating what was said by management in the last sentence, we don't believe or do we hope that this was the truth.
Both the Local NALC and APWU both promised that grievances will be forthcoming due to management's refusal to follow the contract correctly. Management will be having "Stand Up" talks with employees in Fort Myers on Monday afternoon and evening. At that time they will be issuing letters to them so they can state their preferred office to volunteer for and be detailed as a Letter Carrier.
PTF CONVERSIONS
The APWU and USPS have agreed to convert PTF's as per the new ratified CBA effective on August 27, 2011 due to the 27th being the first day of the pay period.
7/26/2011
PALMDALE (33944) POST OFFICE ON USPS EXPANDED STUDY LIST
Out of 34 Florida Post Offices that were added to the USPS expanded study list for possible closing, the only office targeted in Southwest Florida is the Palmdale Post Office. This comes as good news for our Local as there are no Clerk Craft Employees in that office and the Labelle Post Office has Clerks in the office that stands to gain customers if the Palmdale Office is to close. The SWFAL-APWU does not agree with any closures, but the impact on Southwest Florida could have been much worse at this point.
PALMDALE (33944) POST OFFICE ON USPS EXPANDED STUDY LIST
Out of 34 Florida Post Offices that were added to the USPS expanded study list for possible closing, the only office targeted in Southwest Florida is the Palmdale Post Office. This comes as good news for our Local as there are no Clerk Craft Employees in that office and the Labelle Post Office has Clerks in the office that stands to gain customers if the Palmdale Office is to close. The SWFAL-APWU does not agree with any closures, but the impact on Southwest Florida could have been much worse at this point.
8/24/2011
This Saturday, August 27, 2011, USPS management will begin converting the appropriate PTR's and PTF's to Full Time Status. Most, if not all of these conversions will be done improperly. Many of these employees will actually lose hours due to these conversions being done improperly. The APWU Headquarters initiated Step 4 Disputes on these improper conversions on August 17, 2011.
We will attempt (below) to go through what management will be doing step by step and utilize the appropriate contract language. The 2010 - 2015 New Contract Language will be highlighted in YELLOW below. APWU & USPS Question and Answer Language will be highlighted in GREEN below.
Beginning Saturday August 27, 2011 there will no longer be PTR's in the Clerk and Motor Vehicle Crafts.
Clerk Craft: There will no longer be Part-Time Regular (PTR) employees in the clerk craft.
Motor Vehicle Craft: There will no longer be Part-Time Regular (PTR) and Part-Time Flexible (PTF) employees in the motor vehicle craft. Management may create Flexible Non- Traditional Duty assignments to replace PTR and PTF duty assignments.
Beginning Saturday August 27, 2011, PTR's as stated above will not be a part of both the Clerk and Motor Vehicle Craft. Also, on the same day, PTF's in the Clerk Craft in Function 1 or Level 21 and above Post Offices will be converted to Full Time Status (below).
Memorandum of Understanding on Non-Traditional Full-Time (NTFT) Duty Assignments:
There will no longer be Part-Time Flexible (PTF) employees working in Function 1 or in post offices Level 21 and above.
Management has no intentions of following the contract language that they have agreed to. There are now two different kinds of Full Time Duty Assignments (Traditional and Non Traditional). Both of these "Duty Assignments" must be posted for bid. We have not heard of any office that has posted Non Traditional Full Time Duty Assignments, therefore, there is no such thing yet as per the Collective Bargaining Agreement. Management will not have the majority of Non Traditional Duty Assignment's posted until the end of September or later. Since new or residual NTFT Duty Assignment's must be posted for bid, management cannot just create out of thin air what they call NTFT positions to place these converted employees into. It is clearly improper!
Answer #30: NTFT duty assignments are full-time duty assignments. All of the reposting rules for full-time assignments in Article 37.3.A.4 and in Article 39.2.A including Article 39.2.A.6, 7 and 8 apply to NTFT duty assignments. The assignment must also be reposted when the total hours in the workweek of a NTFT duty assignment are changed.
Clerk Craft: Any occupied traditional full-time regular duty assignment which is converted to a non-traditional fulltime assignment shall be reposted. Any occupied non-traditional full-time regular duty assignment which is converted to a traditional full-time assignment shall be reposted.
Clerk Craft: When the total hours in the workweek of a non-traditional full-time assignment are changed, the assignment shall be reposted.
Motor Vehicle: All vacant or newly established craft duty assignments shall be posted or reverted within 28 days. When an assignment is reverted, a notice shall be posted immediately, indicating the action taken and the reason therefor. The local Union shall be given a copy of the notice.
Since Non Traditional Full Time Duty Assignments are New to every USPS Installation and there are currently only Traditional Full Time Duty Assignments, should NTFT Duty assignments be posted for bid?
Answer #32: In this situation if the duty assignment is changed sufficiently that Article 37.3.A.4 (and the LMOU) require reposting the duty assignment would be posted installation wide.
USPS Management failed to post any NTFT Duty Assignments, so, there is no such position in most if not all USPS facilities. So, these converted PTR and PTF Employees being converted, MUST be converted to a Traditional eight (8) hours a day, five (5) days a week, Full Time Position. If management fails to convert these employees as stated above, grievances must be filed for whichever of the following apply:
1) The hours not worked daily (up to 8 hours).
2) Hours worked over eight should be paid as a traditional duty assignment is paid.
3) OTDL bypass grievances may apply to the new Full Time and current OTDL employees.
4) Hours worked on their sixth (6) day should be paid at the appropriate overtime rate.
5) Hours not worked on their sixth (6th) day up to 8 hours at the appropriate overtime rate (Guaranteed Time).
6) Hours not worked for the week (up to forty (40) hours).
7) Consecutive days off in offices of over 200 man years.
8) Retreat right violations to employees who have those rights and have not been allowed to come back.
9) Grievances should be filed on weekly changes to the converted employees hours as they should be unassigned employees under Article 37 (below).
Clerk Craft Article 37.4.B: An employee who becomes an unassigned regular will continue to work the same hours and scheduled days the employee worked immediately prior to becoming unassigned unless notified of a change in work schedule before expiration of the first 28 days after the date on which the employee became unassigned. Additional work schedule changes may be made, provided that such change cannot be made effective until 180 days after the effective date of any previous change.
Employees can file Class Action grievances and make them ongoing to ensure that converted employees are covered until management properly post NTFT Duty Assignments later this year. Remember, employees converted to Full Time AFTER May 23, 2011 can be placed into Residual NTFT Duty Assignments from 30-48 hours.
This Saturday, August 27, 2011, USPS management will begin converting the appropriate PTR's and PTF's to Full Time Status. Most, if not all of these conversions will be done improperly. Many of these employees will actually lose hours due to these conversions being done improperly. The APWU Headquarters initiated Step 4 Disputes on these improper conversions on August 17, 2011.
We will attempt (below) to go through what management will be doing step by step and utilize the appropriate contract language. The 2010 - 2015 New Contract Language will be highlighted in YELLOW below. APWU & USPS Question and Answer Language will be highlighted in GREEN below.
Beginning Saturday August 27, 2011 there will no longer be PTR's in the Clerk and Motor Vehicle Crafts.
Clerk Craft: There will no longer be Part-Time Regular (PTR) employees in the clerk craft.
Motor Vehicle Craft: There will no longer be Part-Time Regular (PTR) and Part-Time Flexible (PTF) employees in the motor vehicle craft. Management may create Flexible Non- Traditional Duty assignments to replace PTR and PTF duty assignments.
Beginning Saturday August 27, 2011, PTR's as stated above will not be a part of both the Clerk and Motor Vehicle Craft. Also, on the same day, PTF's in the Clerk Craft in Function 1 or Level 21 and above Post Offices will be converted to Full Time Status (below).
Memorandum of Understanding on Non-Traditional Full-Time (NTFT) Duty Assignments:
There will no longer be Part-Time Flexible (PTF) employees working in Function 1 or in post offices Level 21 and above.
Management has no intentions of following the contract language that they have agreed to. There are now two different kinds of Full Time Duty Assignments (Traditional and Non Traditional). Both of these "Duty Assignments" must be posted for bid. We have not heard of any office that has posted Non Traditional Full Time Duty Assignments, therefore, there is no such thing yet as per the Collective Bargaining Agreement. Management will not have the majority of Non Traditional Duty Assignment's posted until the end of September or later. Since new or residual NTFT Duty Assignment's must be posted for bid, management cannot just create out of thin air what they call NTFT positions to place these converted employees into. It is clearly improper!
Answer #30: NTFT duty assignments are full-time duty assignments. All of the reposting rules for full-time assignments in Article 37.3.A.4 and in Article 39.2.A including Article 39.2.A.6, 7 and 8 apply to NTFT duty assignments. The assignment must also be reposted when the total hours in the workweek of a NTFT duty assignment are changed.
Clerk Craft: Any occupied traditional full-time regular duty assignment which is converted to a non-traditional fulltime assignment shall be reposted. Any occupied non-traditional full-time regular duty assignment which is converted to a traditional full-time assignment shall be reposted.
Clerk Craft: When the total hours in the workweek of a non-traditional full-time assignment are changed, the assignment shall be reposted.
Motor Vehicle: All vacant or newly established craft duty assignments shall be posted or reverted within 28 days. When an assignment is reverted, a notice shall be posted immediately, indicating the action taken and the reason therefor. The local Union shall be given a copy of the notice.
Since Non Traditional Full Time Duty Assignments are New to every USPS Installation and there are currently only Traditional Full Time Duty Assignments, should NTFT Duty assignments be posted for bid?
Answer #32: In this situation if the duty assignment is changed sufficiently that Article 37.3.A.4 (and the LMOU) require reposting the duty assignment would be posted installation wide.
USPS Management failed to post any NTFT Duty Assignments, so, there is no such position in most if not all USPS facilities. So, these converted PTR and PTF Employees being converted, MUST be converted to a Traditional eight (8) hours a day, five (5) days a week, Full Time Position. If management fails to convert these employees as stated above, grievances must be filed for whichever of the following apply:
1) The hours not worked daily (up to 8 hours).
2) Hours worked over eight should be paid as a traditional duty assignment is paid.
3) OTDL bypass grievances may apply to the new Full Time and current OTDL employees.
4) Hours worked on their sixth (6) day should be paid at the appropriate overtime rate.
5) Hours not worked on their sixth (6th) day up to 8 hours at the appropriate overtime rate (Guaranteed Time).
6) Hours not worked for the week (up to forty (40) hours).
7) Consecutive days off in offices of over 200 man years.
8) Retreat right violations to employees who have those rights and have not been allowed to come back.
9) Grievances should be filed on weekly changes to the converted employees hours as they should be unassigned employees under Article 37 (below).
Clerk Craft Article 37.4.B: An employee who becomes an unassigned regular will continue to work the same hours and scheduled days the employee worked immediately prior to becoming unassigned unless notified of a change in work schedule before expiration of the first 28 days after the date on which the employee became unassigned. Additional work schedule changes may be made, provided that such change cannot be made effective until 180 days after the effective date of any previous change.
Employees can file Class Action grievances and make them ongoing to ensure that converted employees are covered until management properly post NTFT Duty Assignments later this year. Remember, employees converted to Full Time AFTER May 23, 2011 can be placed into Residual NTFT Duty Assignments from 30-48 hours.
9/14/2011
Postal Unions Join Forces To Save America’s Postal Service
We need everyone's help on this:
On September 27, 2011, ALL United States Postal Unions (Including Management Associations) will have a Rally from 4:00-5:30pm in front of Congressman Connie Mack's Office at:
804 Nicholas Parkway East
Suite 1 Cape Coral, FL 33990
This Rally will be about convincing Congressman Mack to sign on to H.R. 1351 and to gain public and congressional support for the passage of this bill. With the USPS's in dire financial shape, with potential Station, Branch, and Plant Closings, not to mention attacks on our wages, benefits, no lay-off clause, and collective bargaining rights, we all need to get involved. No one should be standing on the sidelines. There media will be in attendance along with other local Unions supporting "OUR CAUSE". T-shirts, signs and other hand out materials will be provided by the Union. Members and their families and friends are encouraged to come get involved. The Cape Coral Police Department has given us permission to park on the vacant lot in the surrounding area.
Don't want to wait to get started? Please go to: saveamericaspostalservice.org and print out petitions for your friends and family to sign prior to attending the rally. We want as many of our local voters to sign these petitions.
Please set aside this date and time to attend this important event. We will have an APWU sign up sheet on site to thank those of you who came out to support our cause.
NOW IS THE TIME THAT WE NEED EVERYONE!
Postal Unions Join Forces To Save America’s Postal Service
We need everyone's help on this:
On September 27, 2011, ALL United States Postal Unions (Including Management Associations) will have a Rally from 4:00-5:30pm in front of Congressman Connie Mack's Office at:
804 Nicholas Parkway East
Suite 1 Cape Coral, FL 33990
This Rally will be about convincing Congressman Mack to sign on to H.R. 1351 and to gain public and congressional support for the passage of this bill. With the USPS's in dire financial shape, with potential Station, Branch, and Plant Closings, not to mention attacks on our wages, benefits, no lay-off clause, and collective bargaining rights, we all need to get involved. No one should be standing on the sidelines. There media will be in attendance along with other local Unions supporting "OUR CAUSE". T-shirts, signs and other hand out materials will be provided by the Union. Members and their families and friends are encouraged to come get involved. The Cape Coral Police Department has given us permission to park on the vacant lot in the surrounding area.
Don't want to wait to get started? Please go to: saveamericaspostalservice.org and print out petitions for your friends and family to sign prior to attending the rally. We want as many of our local voters to sign these petitions.
Please set aside this date and time to attend this important event. We will have an APWU sign up sheet on site to thank those of you who came out to support our cause.
NOW IS THE TIME THAT WE NEED EVERYONE!
9/17/2011
FOX 4's (Southwest Florida) Colleen Hogan did a great job in her interview with Southwest Florida Area Local - American Postal Workers Union President Sam Wood. She stated the facts concerning the current USPS financial situation.
Click the tab to see the story -------------->
Congress needs to fix the situation they created in 2006 by passing H.R. 1351 as soon as possible. The USPS has been forced to pre-fund current and future employees retirement and has overpaid this fund by $85 billion.
FOX 4's (Southwest Florida) Colleen Hogan did a great job in her interview with Southwest Florida Area Local - American Postal Workers Union President Sam Wood. She stated the facts concerning the current USPS financial situation.
Click the tab to see the story -------------->
Congress needs to fix the situation they created in 2006 by passing H.R. 1351 as soon as possible. The USPS has been forced to pre-fund current and future employees retirement and has overpaid this fund by $85 billion.
 |
9/22/2011
Southwest Florida's WFTX FOX-4 News Reporter Gabrielle Sarann did another great story today on the American Postal Workers Union's new commercial being broadcast all over the United States. This is the second story she has done. Like Colleen Hogan, Gabrielle's news reporting was very accurate, to the point, and very informative for the little time they get to tell their story. Here are the links to Gabrielle's videos:
We suggest watching WFTX FOX 4 in Southwest Florida for the facts in reporting local news in Southwest Florida. They care about getting their facts correct prior to airing a story. If you need to report a story contact Gabrielle Sarann at: gsarann@fox4now.com and Colleen Hogan at: chogan@fox4now.com
Southwest Florida's WFTX FOX-4 News Reporter Gabrielle Sarann did another great story today on the American Postal Workers Union's new commercial being broadcast all over the United States. This is the second story she has done. Like Colleen Hogan, Gabrielle's news reporting was very accurate, to the point, and very informative for the little time they get to tell their story. Here are the links to Gabrielle's videos:
We suggest watching WFTX FOX 4 in Southwest Florida for the facts in reporting local news in Southwest Florida. They care about getting their facts correct prior to airing a story. If you need to report a story contact Gabrielle Sarann at: gsarann@fox4now.com and Colleen Hogan at: chogan@fox4now.com
 |
 |
12/4/2011
PUBLIC MEETING
RE: Transferring of Mail Processing Operations from the Fort Myers P&DC to the Manasota and Tampa P&DC
**Thursday December 15, 2011 at 6:00 pm**
Edison State College
Walker Hall, Bldg. AA, Room 177
8099 College Parkway
Fort Myers, FL 33907
The United States Postal Service (USPS) is in the process of making changes that could possibly cause an adverse effect on local mail service by dismantling the Fort Myers Processing and Distribution Center (P&DC) and transferring the processing of the mail to both the Manasota and Tampa Processing and Distribution Center. The USPS has stated that their initial results support the case for consolidation.
This would create several problems, including, but not limited to:
· Increased distance for mail to travel and increased fuel transportation costs.
· Loss of Southwest Florida Postmark unless requested to be hand cancelled.
· Delays of time sensitive mailings, medications, bills, checks, etc.
· Potential loss of approximately 400+ Southwest Florida Postal jobs.
· Additional local jobs losses that provide services to the U.S.P.S.
· Local businesses would not receive current mailing discounts.
· Local collection box pick-up times would be changed.
· Local business mail acceptance times would be changed.
· Election results could be negatively affected by the delay in mail.
· Will adversely affect our already struggling local economy and tax base.
· Overnight delivery would only be available at Express Mail Rates.
· Local businesses and non-profits would see further delays in local mailings.
The Fort Myers Post Office has long served our community with outstanding service and this is a tradition that must be continued. Please help fight to keep jobs in Southwest Florida and avoid delays in mail service in Charlotte, Lee, and Collier Counties by the proposed consolidation of the Fort Myers P&DC into the Manasota and Tampa P&DC’s.
Please attend the public meeting and let your voice be heard!!
PUBLIC MEETING
RE: Transferring of Mail Processing Operations from the Fort Myers P&DC to the Manasota and Tampa P&DC
**Thursday December 15, 2011 at 6:00 pm**
Edison State College
Walker Hall, Bldg. AA, Room 177
8099 College Parkway
Fort Myers, FL 33907
The United States Postal Service (USPS) is in the process of making changes that could possibly cause an adverse effect on local mail service by dismantling the Fort Myers Processing and Distribution Center (P&DC) and transferring the processing of the mail to both the Manasota and Tampa Processing and Distribution Center. The USPS has stated that their initial results support the case for consolidation.
This would create several problems, including, but not limited to:
· Increased distance for mail to travel and increased fuel transportation costs.
· Loss of Southwest Florida Postmark unless requested to be hand cancelled.
· Delays of time sensitive mailings, medications, bills, checks, etc.
· Potential loss of approximately 400+ Southwest Florida Postal jobs.
· Additional local jobs losses that provide services to the U.S.P.S.
· Local businesses would not receive current mailing discounts.
· Local collection box pick-up times would be changed.
· Local business mail acceptance times would be changed.
· Election results could be negatively affected by the delay in mail.
· Will adversely affect our already struggling local economy and tax base.
· Overnight delivery would only be available at Express Mail Rates.
· Local businesses and non-profits would see further delays in local mailings.
The Fort Myers Post Office has long served our community with outstanding service and this is a tradition that must be continued. Please help fight to keep jobs in Southwest Florida and avoid delays in mail service in Charlotte, Lee, and Collier Counties by the proposed consolidation of the Fort Myers P&DC into the Manasota and Tampa P&DC’s.
Please attend the public meeting and let your voice be heard!!