Do you wish your checks had more money? Through the National Agreement there is a simple solution to get more money, in this case free money. Below is from Article 1, when you see anyone from management doing craft employees work be it carriers, clerks, mail handlers, or VMF work report it to all the stewards at your station no matter which craft they are the steward of, and please be willing to give signed written statements. This way our esteemed leaders in NAPS, can be held accountable.
If a management type is bring mail to you on the route it is a grievance. If a management type is casing mail it could be a grievance. If a management type (cough cough Splinter) is delivering mail it’s a grievance. There is already nationally agreed to settlement http://mseries.nalc.org/M00206.pdf . If there are broken boxes on the route you carry waiting to be fixed this mail being handled by a management type is a grievance. Management types must give the work from the broken boxes to a carrier craft employee, anyone else touching this mail generates a grievance. Ideally, the carrier who carries the route should be handling the mail once they come back from delivering the route. It is a street function, or should be anyway. If you are told to move to a different code ask for steward time immediately, it could be all or some of the following Articles 3, 5, 8, 19, and 41.
Always remember the only person who can stop the abuse of you, is you. Put in a steward time request, and let the management type know it’s at least Article 19. You need not tell them anything other than that. Your steward will handle the rest, and the management type will learn everything they need to know when the steward submits the information and/or interview request.
Remember each and every discipline MUST be fought, you have 14 days to notify your steward, or contact NALC Branch 231 to get a steward, if your station does not have one. After 14 days the discipline will be stuck on your record for 2 years. Some management types like to mail discipline in an attempt to run out the 14 day clock, while this is very underhanded and disgusting it seemingly is allowed. So, after your investigative interview check your mail daily for at least a month, or a couple days after the investigative interview grab your steward as a witness, and ask management straight up if discipline is being issued. Management doesn’t care about fairness, or your rights. They are mailing you it just to stick it to you plain and simple. When it comes to discipline, make sure you’re asking the steward about it. I personally, keep the carrier advised what I am doing every couple days, and let them know what day I am meeting the management type at the informal.
If you know any USPS employee who is or may become pregnant here is some very important information. https://thejohnsonblog.net/if-you-are-pregnant-you-have-rights Please share it with everyone, we must stop the abuse of our sisters.
Article 1 Union Recognition
1.6.A
The prohibition against supervisors performing bargaining unit work also applies to acting supervisors (204b). The PS Form 1723, which shows the times and dates of the 204b detail, is the controlling document for determining whether an employee is in a 204b status. A separate PS Form 1723 is used for each detail. A single detail may not be broken up on multiple PS Forms 1723 for the purpose of using a 204b on overtime in lieu of a bargaining unit employee. Article 41.1.A.2 requires that a copy of the PS Form 1723 be provided to the union at the local level.
An acting supervisor (204b) may not be used in lieu of a bargaining unit employee for the purpose of bargaining unit overtime. An employee detailed to an acting supervisory position will not perform bargaining unit overtime immediately prior to or immediately after such detail on the day he/she was in a 204b status unless all available bargaining unit employees are utilized. However, an employee may work bargaining unit overtime, otherwise consistent with the provisions of Article 8, on the day before or the day after a 204b detail (Step 4, H0N-5R-C 13315, August 30, 1993, M-01177). http://mseries.nalc.org/M01177.pdf
Branches that wish to determine whether a post office has 100 or more bargaining unit employees should contact their national business agent. The Settlement Agreement NC-E-4716, November 24, 1978 (M-00206) between the NALC and USPS, which was intended to be of general application, provides that “where additional work hours would have been assigned to employees but for a violation of Article 1.6.A, and where such work hours are not de minimis, the employee(s) whom management would have assigned the work, shall be paid for the time involved at the applicable rate.” (de minimis means trifling, unimportant, inconsequential.)
An emergency is defined in Article 3.F as “an unforeseen circumstance or a combination of circumstances which calls for immediate action in a situation which is not expected to be of a recurring nature.”
Know your rights:
https://www.nlrb.gov/about-nlrb/rights-we-protect/your-rights/weingarten-rights
http://mseries.nalc.org/M01242.pdf
http://mseries.nalc.org/M00341.pdf
http://mseries.nalc.org/M00972.pdf
http://mseries.nalc.org/M00994.pdf
http://mseries.nalc.org/M00458.pdf
http://mseries.nalc.org/M00111.pdf
http://mseries.nalc.org/M00833.pdf
https://www.law.cornell.edu/uscode/text/29/158
NLRB link to file
https://www.nalc.org/workplace-issues/resources/body/MI-EL-670-2021-4.pdf
https://www.nalc.org/workplace-issues/contract-administration-unit/fmla
Here in Fresno, management types seem to like to complain that some stewards are being “difficult”. To this I say we are the least “difficult” bunch around, if you treat the City Letter Carrier humanely.
Go Go Chiefs the Super Bowl Champions, isn’t Chiefs red so beautiful.