Boy what a week brothers and sisters, at Hughes I did actually find 2 routes that are just slightly over 8 hours in zone 5, probably by around 15-30 minutes, or so. It was like being on vacation compared to a bunch of the others that are 1-2+ hours over 8 hours. You know management will try to eliminate a route still, even with most of them being so long.
The funniest(saddest) part is there are some carriers/CCAs that complain about the length of the routes they are carrying for USPS, but are working off the clock to avoid being bullied, or for favors. They are working 10-25 minutes a day that we can all witness for free. Of course management will ignore Article 41.3.k, but the violation should be filed daily. When management has to start paying carriers 10-25 minutes of OT/Penalty daily. For example, for a Step P carrier working 25 minutes off the clock, that is equivalent to walking in every morning and dropping a $30 gift on the managers desk………. I just realized, maybe someone should look at this, as I am pretty sure gifting management $150-$180 a week, is way over the gift limit management is allowed to accept. If you’re a CCA that is the equivalent to gifting management $75-$110 weekly for working off the clock around 25 minutes…. hmmmm So, the question is now that we have the “gifting” to management a bunch of free labor(ie unpaid wages) what is being received in return? I have not witnessed them being bullied, harassed, and persecuted like those of us that actually follow the rules….. so maybe that is it. We know management gets their bonuses too.
At Cedar, management always told us not to call off or use eLRA, and to call them directly, so they could “take care of it”. By way of having the employee either put in a 3971 for “scheduled leave” upon return or by doing a 3189 to change their NSD. This was always done fairly and equally. I always kept an eye on it when I was in 6/25. This may have changed though, now I am receiving reports that certain management types are letting some in their zone continue this practice, but denying the same option to employees they dislike, and want to persecute by instructing them to call the hotline. Luckily for those that management is persecuting we have the M-39 115.1 “Basic Principle – In the administration of discipline, a basic principle must be that discipline should be corrective in nature, rather than punitive. No employee may be disciplined or discharged except for just cause. The delivery manager must make every effort to correct a situation before resorting to disciplinary measures.”, and Article 16.1 which states in part “Is the rule consistently and equitably enforced? A rule must be applied fairly and without discrimination. Consistent and equitable enforcement is a critical factor….. Singling out employees for discipline is usually improper. If several similarly situated employees commit an offense, it would not be equitable to discipline only one.”
So, we “know” that management is continuing to let those who are favorites(ie work off the clock) continue to use 3971/3189 to avoid attendance issues, but now for the ones they suddenly started disliking are now making them use eLRA or call the hotline, so their is “proof” of unscheduled leave being used. Do not let management do this to you. It is a violation of M-39 115.4 and M-01242, call the branch, and request a steward. Do not wait until discipline is issued to file this violation, the 14-Day limit from Article 15 very much applies.
There are a bunch of great articles in the October newsletter, make sure you read them, and come to the branch meeting this Tuesday(10-10-2023 at 7:00pm)
Go Go Chiefs!!!!!