APWU             St. Paul , MN Area Local               APWU

Pat McCann, President                                                            8/16/07

www.StPaulAPWU.org                                                  651-778-1637

 

Non-Member List

Clerk Craft

M.O. Box – PL 110

Allan Swanson

Randall Starr

PL 125 Mailing Div

Timothy Dwyer

Pouch Rack – 129

David Giles  

OCR – PL 130-132

Glen Anderson

Dawn Furrer

Robert Hodgkins

Donald Borash

Peggy Hoffman

Renee Katchmark

Thomas Kirshling

Chantel Larson

P. Lewandowski

Randy Mathisen

Wayne Nedry

Donna Norberg

Rafael Ruiz

Luann Schowalter

Thomas Schwandt

Brenda Swanson

Denise Danielson

Edward Parsons

PL 135

Sandra Brylski  

FSM – PL 145

Mark Karels

FSM PL 146

Ken Bertozzi

Barbara Starr

James Wolter

Box Section -  PL 210

Curtis Cormier

John Lecher

Robin Jasperson

OCR – PL 230

Thomas Hjelmgren

PL 231

Wendy Militano

Lance Schurhamer

Carl Seltz

Elizabeth Weiser

PL 237

Kelly Vezner

PL 245

William Selbitschka

PL 246

Kim Hjelmgren

Laurie Hjelmgren

Mailing Div– PL 324

Richard Hanson

Rodney Fredrick

PL 325

Sharon Amorosa

Young Lee

Thomas Lingenfelter

Pouch Rack -  PL 329

George Finn, Jr

Jane Garrity

John Garrity

Automation Pl 331

Christine King

Larry Jacoway

Elizabeth Mathew

Scott West

PL 333

Georgia LaPierre

PL 334

Cathryn Meili

PL 345- FSM

Camila Maruska

Khamsuke Mua

Phan Mua

La Vang

PL 347

James Peterson

PL 338

Renee Ryan

PL 422

Mark Bye

PL 452- MO Windows

Kathleen Hebert

PL 550

Mary Stock

AMC – PL 601-603

Peggy Hoffman 

Donald Koukal

Cheryl Lang

Dennis Ross

Victor Balagot

David Sax

Donald Stoc

PL 605

Czer Yang

PL 800

Sharon Bakka

Judy Ellsworth

MRC – PL 902 – 903

Terry Buetow

Thomas Haider

Elizabeth Haas

Bettie McGovern

Debra Peters

Judith Stevenson

Ray St. Germain

PL 002 – Uptown

Susan Boxrud

Como Station – PL 908

Annette Edeburn

White Bear Lake - 910

Patricia Gilpin

PL 918 - W. St. Paul

Michael Nilsson

Kerry Leier

Arlene Halverson

PL 919 – Eastern Heights

Joanne Weishaar

PL 921- Eagan

Gerald Brylski

PL 924

Thomas Ryan

Woodbury -925

Dan Berends

Michael Diaz

Michael Egge

Robert Gipple

Ron Scott

Shirley Klancke

PL927 – Vadnais Heights

Carol Rosengren

Associate Office

Non-Members

Afton - 260050

100% Members

Amery – 560200

100% Members

Bayport – 260630

100% Members

Bethel - 260830

Virginia Schulze

Braham -261090

100% Members

Cambridge - 261450

100% Members

Cannon Falls – 261480

100% Members

Cedar – 261580

100% Members

Circle Pines – 261710

100% Members

Cottage Grove

100% Members

Ellsworth – 562660      

Brenda Schuster

Farmington - 263130

100% Members

Forest Lake – 263320

Jill Anderson

Glenwood City – 563260

Julie Pfendler

Hastings – 264230

100% Members

Hudson – 563960

100% Members

Hugo – 264650

100% members

Isanti – 264780

100% Members

Lakeville – 265330

100 % Members

Lindstrom – 265590

100% Members

Marine on St. Croix - 266100

Sandra Neutgens

Mora – 266500

Barbara Engebretsen

Teri Krier                      

Linda Olson

New Richmond – 565950

100% Members

North Branch – 266890

100% Members

Northfield   - 266910

100% Members

Owatonna – 267230

James Lageson

Pine City -267450

100% Members

Red Wing – 267840

100% Members

River Falls – 567120

Rita Marrinan

Rich Timmerman

Rosemount – 268080

John Klaus

Rush City – 268150

Trudy Kruse

Scandia – 268510

100% Members

Somerset – 567690

100% Members

South St. Paul – 268800

100 % Members

St. Paul Park – 268370

100% Members

Stacy – 268890

Chevez Sandey

Sharon Brownfield

Stillwater – 268980

Jon Aton

Randall Boyle

Eva Lubke

Bradley Meinke

Jeffrey Olson

Dwight Roehl

Willernie – 269745

100% Members

Wyoming – 269860

Dorothy Spanovich

MOTOR VEHICLE CRAFT

Vernon Bakke

Michael Balzano

 Robert Bukowski

Mark Kaufmann

Michael Kleman

William McDowell

Terry Neal

Lawrence Peters

Wayne Peters

Michael Santema

Gary Schwitzer

Mark Thorson

Bruce VonWald

Justin Paulson

Gary Zerwas

 

MAINTENANCE CRAFT

John Anderson

Doug Bifulk

Bernard Bjornsen

Donald Burbach

Greg Connell

Richard Dian

Mark Halfen

Dana Hebert

Richard Hassinger

Richard Hix

Robert Kane

Ronald Kjellman

Lark King

Michael Kobes

Jim Laughlin

Jeanette Melgard

Ken Nesheim

Thomas Novak

Tim Orlando

Greg Paulsen

Jean Sandberg

Peter Spinks

Paul Stegar

Jamey Theis

Gerald Turnquist

Tom West        

 

If you feel your name is on this list in error, please contact the Union Office at 651-778-1637

 

 

 

APWU              St. Paul , MN Area Local        APWU

Pat McCann, President                August 2, 2007

www.StPaulAPWU.org       651-778-1637

 

BOUNTY ON VOE’S INCREASES WITH MORE OPPORTUNITIES TO WIN

          For each quarter, the union will draw one $150.00 and seven $50.00 winners to those members who turn their VOE surveys into the union for the drawing.  In addition, you may also turn in the in house surveys, doubling your chance to win. 

If you have any problems with management not allowing you to take your survey with you, immediately request a steward. The survey is yours to do with as you see fit. Management CAN NOT force you to do otherwise.

COPA DRAWING TO BEGIN

          Starting with 3rd quarter (July, August, September 2007) those members contributing to COPA through Postal Ease or electronic fund transfer biweekly will be eligible for the drawing.  The drawing will consist of three prizes, one $100.00 winner and two $75.00 winners.

          If you haven’t signed up to contribute to COPA through Postal Ease or electronic funds transfer, now is the time to do so.  Once you sign up through Postal Ease or electronic funds transfer for a continuous contribution, you become eligible for this and future quarterly drawings.

A REMINDER

          Those full time and PTFS employees who have not utilized their administrative leave for President Ford’s National Day of Observance (National Day of Mourning) have until the end of the Postal fiscal year (Sept 30th, 2007) to utilize the administrative leave.  if your Postmaster/Manager or supervisor denies your request for the administrative leave, please request to speak with a steward.

TWINS NIGHT OUT

          The Local is sponsoring APWU Night Out at the Twins Game, Friday night, September 14, 2007, Twins versus the Detroit Tigers. Come out and have a fun filled evening watching Twins Baseball!

We will be sitting in Section 116, rows 30 and 32, lower level by the visitor bullpen.  Tickets are 23.00 apiece.  We only have 25 tickets, so signup early. 

This is open to members and their families.  If you are interested stop by or call the union office at 651-778-1637 to reserve a ticket. 

 

 

APWU              St. Paul , MN Area Local        APWU

Pat McCann, President                June 12, 2007

www.StPaulAPWU.org       651-778-1637

 

Support the Employee Free Choice Act

 

The APWU stands in solidarity with millions of American workers who want union representation but find that the deck is stacked in favor of employers who intimidate, harass, coerce and even fire workers who try to form unions. The EFCA, now pending on Congress, would give workers a fair chance to form unions and improve their lives.

 

 

Join the Employee Free Choice Act

National Call-In Week

 

It’s Employee Free Choice Act National Call-In Week, and we need you to join with working families from across the country in calling U.S. senators today.

Sen. Norm Coleman still hasn’t said whether or not he supports the legislation—and there are only a few weeks left until he will vote on the bill.

 

Sen. Coleman needs to hear from you. We need his support in order to pass the Employee Free Choice Act (S. 1041).

 

Our goal is to have thousands of workers call the Senate as the vote approaches.

Together, we can help get this important legislation through Congress

 

 

Please take a few minutes to call Sen. Coleman toll-free now:
1-800-774-8941  or  651-645-0323

 

Tell him to support the Employee Free Choice Act that would put workers on a more level playing field and allow them to more easily form unions.

Thank you for continuing the fight for the Employee Free Choice Act.

In solidarity,

 

Working Families e-Activist Network, AFL-CIO

 

·        You can stay informed about votes on this bill and all bills affecting postal workers by signing up for Mega-Vote at our national website: apwu.org  (click on "locate your legislators" under "shortcuts" - you'll find Mega-Vote at the bottom of our Congressional Information Center page.

 

***Action to Defend the Middle Class***

 

 Stewards and Activists Hold Last-Minute Statewide Events!!!

 

Minnesota union members countered misinformation being distributed by a business lobbying group (Federation of Independent Businesses) in statewide events this week. The NFIB is visiting several cities in Minnesota to drum up support for its efforts to block the Employee Free Choice Act (EFCA). The group is part of the misnamed "Coalition for a Democratic Workplace," whose membership consists of deep pocketed national business groups and their affiliates.

 

At events held statewide Local activists and union stewards drew attention to the fact that the American middle class is under attack by corporate interests and the best defense working families have is to organize for a voice on the job.

 

Help support their efforts. Contact Sen. Coleman at 1-800-774-8941 and tell him to vote for the Employee Free Choice Act.

 

MN AFL-CIO, 6-5-07

 

 

Top Three Reasons Congress Should Pass

The Employee Free Choice Act

 

1)    Most working Americans want to join a union. Six out of ten say they would join a union tomorrow if given the chance.  The EFCA would reverse the trend of declining union membership and give more people the freedom to improve their lives through collective bargaining.

 

2)    The current system does not protect worker's rights to organize.  Employees are fired in one-quarter of private sector organizing campaigns and 78% of private employers require supervisors to deliver anti-union messages to their workers.  Even after workers successfully form a union, one-third of the time they are not able to get a contract.

 

3)    The Employees Free Choice Act levels the playing field.  If passed, the new law would hold companies accountable for illegally coercing or intimidating employees.  It would bring in a neutral third party to settle a contract when a company and a newly certified union cannot agree on a contract after 90 days.  And it would establish a majority sign-up or card check, meaning that if a majority of the employees sign union authorization cards, their employer must recognize the union.

 

      Union Advocate

 

 

 

 

APWU                                                                     APWU

Pat McCann, President      St. Paul, MN Area Local                   April 16, 2007

www.St. PaulAPWU.org                                                                    651-778-1637

 

 

THE ELECTION IS OVER – THE WINNERS ARE:

 

UNCONTESTED POSITIONS

 

President                                                                                 Vice President

Pat McCann                                                                             Dawn Ecker

 

Industrial Relations Director                                                  Treasurer

Judy Fricke                                                                              Dave Westgard

 

Trustee Chairman                                                                    Clerk Craft Director

Bruce Gutzke                                                                           Jerry Jacobson

 

Maintenance Craft Director                                                    Motor Vehicle Craft Director

Roderick Renner                                                                     Chris Stage

 

Motor Vehicle Craft Trustee

Dave Cook

 

ELECTED AS SECRETARY                                                           

            Jesse Lopez                                                   _____286________

          Tina Jesinski                                                   _____251________

                            

 

ELECTED AS CLERK CRAFT TRUSTEE

            Karen Reynolds                                               _____236________

          Tom (Suds) Edwards                                        _____193________

 

 

ELECTED AS MAINTENANCE CRAFT TRUSTEE:                                   

            Joe Vogel                                                          _____25________

          Jim Pierce                                                      __     31________

          Karen Volkman                                                _____41________

                                                         

DELEGATES TO CONVENTIONS:            

  

Karen Reynolds                                  ____313____  1

Bruce Gutzke                                      ____188_____11

Jesse Lopez                                        ____285_____3

Ray Moore                                         ____164_____14

Tom (Suds) Edwards                           ____278_______4

Karen Volkman                                   ____181_______13

Keith W. Landsman                             ____112_______17

Dave Westgard                                   ____288_______2

Jim Pierce                                          ____140_______16

Rob Vance                                         ____231_______8

Billie Dunn                                         ____241_______6

Jodi France                                                ____183_______12

Todd M. Elkerton                                        ____256_______5

Terri Griner                                                ____146_______15

Tina Jesinski                                       ____239_______7

Mike Mazurkiewicz                               ____202_______10

Mary Kinser                                        ____208______9

 

 

 

 

BALLOTS SENT AND RETURNED:                                                Sent                            Returned

Motor Vehicle Services                                                     _____81____                 ___28_______

Maintenance                                                                   _____210____               ___97______

Clerks                                                                            _____1157____             ___430_______

                                                                                               

TOTALS                                                                                   

Spoiled:  ___7____                    

 

THANKS TO THE ELECTION COMMITTEE CHAIRMAN AND COMMITTEE:

            Co-Chairmen:         Mark Sanchez, Pat Hawkins

 

Committee           Tim Strong, Stacie Gorman, John Footh, Theresa Helsper, Jim Kendall, Kim Olsen Gina Damiani, Kathy Fausone, Craig Carroll

 

 

 

 

APWU                                           APWU

Pat McCann, President          St. Paul , MN Area Local                  March 29, 2007

            www.StPaulAPWU.org                                                      651-778-1637

   

BALLOTS FOR THE LOCAL ELECTION WERE MAILED OUT MARCH 28, 2007.

 

 

IF YOU DO NOT RECEIVE A BALLOT BY APRIL 3RD, CONTACT THE UNION OFFICE AT 651-778-1637 TO REQUEST A

DUPLICATE BALLOT

 

 

NO ONE MAY REQUEST A BALLOT FOR YOU!

 

 

IN ORDER TO BE COUNTED, BALLOTS MUST BE RECEIVED AT THE DESIGNATED POST OFFICE

NO LATER THAN

APRIL 14TH, 2007 AT 8:00 A.M.

------

 

 

 

 

 

APWU              St. Paul, MN Area Local                   APWU

Pat McCann, President                              March 16, 2007

        www.StPaulAPWU.org                        651-778-1637

 

 

--REMINDER—

 

CHOICE VACATION FORM 1547 DUE

 

Note:  If you have not yet received your Form 1547 for selecting choice vacation, please request to see a steward.

 

 

          It’s that time of year again.  You all should have received your vacation period selection forms.  The following is information taken from the Local Memorandum of Understanding and a few reminders on completing your Form 1547:

 

          “Periods for  requesting choice vacation will commence no later than March 1 of each year.  Employees must submit their Form 5147 to management no later than March 21st.  Normally, management will complete and return Form 1547 to the employee no later than March 31st of each year.”

 

          Section 3.B.  “During the months of January, February, March, April, the first 21 days of May, September, October and those dates in November not covered in Section C. 10% of the complement will be scheduled on annual leave in each section or unit.”

 

          Section 3.C.  “From May 22nd and including June, July and August, and the 1st Saturday in November and continuing for a total of 21 calendar days, 14% of the complement will be scheduled on annual leave in each section or unit.”

 

          “Choice vacation period shall begin with the new leave year and end on the last Friday in November.”

 

          “It is agreed that all employees shall be granted 2 (two) selections as their first choice during the choice vacation periods.  If an eligible employee requests 15 (fifteen) continuous days of annual leave, such request will be counted as 2 (two) selections.”

 

          “In the clerk craft, part time flexibles are considered part of their assigned section for leave purposes.  Also, when a PTF requests choice vacation, the vacation will be in 40 hour increments with at least 2 scheduled days off.”

 

          “Employees changing their assignments shall have their vacation periods honored in the new assignment, and such annual shall not be part of the quota of the gaining section or unit for choice vacation.”

 

          “No exchange shall be permitted of vacation choices.”

 

          When filling out your 1547, make sure you enter under “First Choice” all weeks that you want annual leave.  “Second” and “Third” choice areas are for designating and alternate choice if you are not able to receive the leave requested under “first” choice.

 

          These forms also ask for “inclusive dates”.  This means to include all days that you want, including days off and holidays.

 

          “The vacation period shall start on the first day of the employee’s basic work week”, unless otherwise agreed upon and in 40 hour increments.  After this basic requirement is met and management has reviewed all 1547’s they can go back and review 1547’s for dates that are in conjunction with the choice week but beyond the service week and less than 40 hours (e.g. 40 hours plus 8 hours).  This leave can be approved as long as it does not prevent anyone from receiving their 40 hour choice vacation period.

 

Pat McCann

President

 

 

 

APWU                                                                                               APWU

Pat McCann, President                                                        March 9, 2007

www.StPaulAPWU.org                     651-778-1637

 

 

ATTENTION!!  ATTENTION!!  ATTENTION!!

 

THE ELECTION COMMITTEE HAS STOPPED THE BALLOTING PROCESS.

 

        A problem has occurred with the “Ballot Only” envelope. The label containing your name and address from another envelope imprinted your name and address onto the ‘Ballot Only” envelope during processing.  This, thereby, compromised the secrecy of your ballot, and it will be necessary to conduct the balloting process again.

 

If you have not voted, please destroy all material from the first balloting.  If you have already mailed your ballot, the Election Committee will collect and destroy the sealed ballots at a time and date selected by the Election Committee.  In order for your vote to count, you must use the new ballots.

 

            BALLOTS WILL BE MAILED ON:

            Date:              Wednesday, March 28, 2007

            Time:              Approximately 4:00 p.m.

 

            BALLOTS WILL BE DUE BACK AND PICKED UP ON:

            Date:              Saturday, April 14, 2007

Time:              8:00 a.m    (Picked up by Election Committee Chairman at 8:30 a.m.)

 

BALLOTS WILL BE COUNTED ON:

Date:              Saturday, April 14, 2007

Time:              Approximately 9:00 a.m.

Location:       St. Paul , MN Area Local

                        654 East 6th Street     St. Paul , Minnesota

 

 

            If you do not receive a ballot by April 3, 2007 contact the Union Office at 651-778-1637 to request a duplicate ballot.  No one may request a ballot for you.

 

Pat Hawkins, Election Committee Co-Chairman

Mark Sanchez, Election Committee Co-Chairman

 

           

 

 

 

 

APWU                                                              APWU     

Pat McCann, President      St. Paul, MN Area Local    February 28, 2007

            www.stpaulapwu.org                                            651-778-1637       

 

ST. PAUL , MN AREA LOCAL ELECTIONS

2007

 

        The following are the results of the nominations for Local Office which took place at the February 27, 2007 General Membership Meeting.  Ballots are to be mailed out by the Election Committee on March 7, 2007.

 

        The following offices had only one candidate nominated and, therefore, those candidates are duly elected:

 

        PRESIDENT          ……………………………………………   Patrick McCann

          VICE PRESIDENT …………………………………….  Dawn D. Ecker

          INDUSTRIAL RELATIONS DIRECTOR ……….....  Judy Fricke

          TREASURER         …………………………………....  Dave Westgard

          TRUSTEE CHAIRMAN    ……………………….......   Bruce Gutzke

          CLERK CRAFT DIRECTOR       ……………............ Jerry Jacobson

          MAINTENANCE CRAFT DIRECTOR ………........   Roderick Renner

          MOTOR VEHICLE CRAFT DIRECTOR …………..   Chris Stage

          MOTOR VEHICLE CRAFT TRUSTEE  …………..    Dave Cook

 

 

THE FOLLOWING ARE CONTESTED POSITIONS:

SECRETARY:  Tina Jesinski; Jesse Lopez

 

CLERK CRAFT TRUSTEE:  Karen Reynolds; Tom (Suds) Edwards

 

MAINTENANCE CRAFT TRUSTEE:  Joe Vogel; Jim Pierce; Karen Volkman

 

DELEGATES TO CONVENTIONS:  Karen Reynolds; Bruce Gutzke; Jesse Lopez; Ray Moore; Tom (Suds) Edwards; Karen Volkman; Keith W. Landsman; Dave Westgard; Jim Pierce; Rob Vance; Billie Dunn; Jodi France; Todd M. Elkerton; Terri Griner; Tina Jesinski; Mike Mazurkiewicz; Mary Kinser

 

Congratulations to those who were elected.

 

Good luck to the candidates.

 

 

 

 

APWU              St. Paul , MN Area Local        APWU

Pat McCann, President                February 1, 2007

www.StPaulAPWU.org       651-778-1637

 

 

CASUAL SETTLEMENT UPDATE

          On Friday, January 26, 2007, I received confirmation that our casual payout spreadsheet had reached the Accounting Services Center for processing.  If everything goes well, payment should be on either the PP 3 or PP 4 checks.

          It also looks as though two $25,000 grievance settlements that were resolved during pre-arbitration meetings will be reflected on either the PP 3 or PP 4 checks.  The Local distributed the funds from these settlements in the same fashion as the casual settlement, which will result in about a $40.00 total payout to those eligible.

AMC CLOSING?

          I have received some inquiries from members in regards to the status of the Air Mail Center .  The inquiries appear to be driven by a letter received by the Mailhandlers from Western Area Labor Representative Dan Foster that listed a number of Air Mail Centers scheduled to be closed.  The St. Paul AMC was not on that schedule, but it did make it appear as though Headquarters (USPS) may be considering a scheduled date for closing in the future. 

          I have made several inquiries both to management and the National APWU in an attempt to determine whether or not the St. Paul AMC is being considered for closure.  The inquiries produced no solid answers.  What I did find out is that management is studying all AMC’s for possible closure.  Management has not made a decision on the St. Paul AMC to date. 

 

          Until the Union receives formal notices, which we will share with you, everything you are hearing is pure speculation which in the end, may or may not become reality.

 

 

THREE DAY WAIT FOR CONTINUATION OF PAY (COP)

 

          As part of the new Postal Reform Act signed into law by President Bush on December 20, 2006, employees who suffer a traumatic injury will have to wait a period of three days before Continuation of Pay (COP) will be paid.  COP is paid only for traumatic injuries (i.e. injuries that occur on a single day or workshift).  A COP eligible employee may use annual leave, sick leave, or LWOP during the three-day period.  If the inability to work extends beyond 14 calendar days, any leave will be restored, or if LWOP was used, the employee will be paid.

 

          The rules relating to occupational injuries (i.e. injuries that result from work activity occurring over more than one day) remain unchanged.

 

          The effective date for the new COP policy was December 20, 2006, the day the law was signed.

 

 

USPS NATIONAL REASSESSMENT PROCESS PHASE TO BEGIN

 

          The Postal Service “National Reassessment Process” (previously called ‘outplacement’) was implemented nationwide effective November 6, 2006.  Supposedly all USPS Districts are currently in Phase 1 of this National expansion.

 

          I recently spoke with the Plant Manager in regard to Phase 1.  It appears that St. Paul is a few weeks from beginning Phase 1.

 

          Phase 1 consists of the following:  Establishing a light duty sop; identifying all limited duty/rehab employees; updating medical information as necessary and verifying that the current written job offer accurately reflects the work being performed.

 

          After the Phase 1 process is completed, Phase 2 will begin.  I expect Phase 2 will begin sometime in 2007.  Phase 2 consists of the following:  Evaluating “the necessity” of specific job duties, interviewing the partially recovered employee and then either reviewing their existing job offer, providing a new job offer or referring the employee to OWCP.

 

          In a nutshell, the USPS appears to be poised to start placing injured on duty employees for which they believe they can’t find work into the OWCP’s Vocational Rehabilitation program for re-employment into another federal agency or most probably, the private sector.

 

          As you can see, the Post Office appears to be heading in the direction of ‘out placement’ of injured on duty employees.  We will be actively monitoring the reassessment process for violation of the Contract and/or handbook language.  If you have questions about the process, please ask to speak with a steward.

 

 

 

 

 

APWU                                            APWU 

St. Paul , MN Area Local                      February 6, 2007

LOCAL ELECTION CALL

FOR LOCAL OFFICERS

AND

DELEGATES TO CONVENTIONS

OF THE

ST. PAUL , MINNESOTA AREA LOCAL APWU AFL-CIO

Nominations for the following positions will be accepted at the Tuesday, February 27, 2007 General Membership Meeting.  The General Membership Meeting will be held at 6:45 p.m. at the Labor Center ( 411 Main Street in St. Paul ):

*PRESIDENT

*VICE PRESIDENT

*DIRECTOR OF INDUSTRIAL RELATIONS

*SECRETARY

*TREASURER

*CLERK CRAFT DIRECTOR

*MAINTENANCE CRAFT DIRECTOR

*MOTOR VEHICLE CRAFT DIRECTOR

*TRUSTEE CHAIRPERSON

CLERK CRAFT TRUSTEE

MAINTENANCE CRAFT TRUSTEE

MOTOR VEHICLE CRAFT TRUSTEE

DELEGATES TO CONVENTIONS

 (*Positions serve on the Local’s Executive Board)

            THE PRESIDENT, VICE PRESIDENT, DIRECTOR OF INDUSTRIAL RELATIONS, CRAFT DIRECTORS AND CRAFT TRUSTEES ARE AUTOMATIC DELEGATES TO STATE AND NATIONAL CONVENTIONS. 

           

PLEASE NOTE:  PER THE LOCAL CONSTITUTION, THE MEMBERS AT THE JANUARY, 2007 GENERAL MEMBERSHIP MEETING PASSED A MOTION TO SEND A TOTAL OF TWENTY (20), (9 BY VIRTUE OF OFFICE, 11 AT LARGE) DELEGATES TO THE 2008 STATE CONVENTION AND FIFTEEN (15), (9 BY VIRTUE OF OFFICE, 6 AT LARGE) DELEGATES TO THE 2008 NATIONAL CONVENTION. 

 

            AT LARGE DELEGATES WILL BE ELECTED FROM LOCAL MEMBERS IN GOOD STANDING FOR THE 2008 CONVENTIONS.

 

Excerpts from the Constitution of the St. Paul , MN Area Local APWU AFL-CIO are printed below in order to assist candidates and voters in understanding the election procedure.

ARTICLE IX

ELECTIONS

            Section 1.  The election of Officers, Trustees, and Delegates to Conventions of this Local shall be by the referendum system of balloting, and shall be elected by a plurality vote.

            The elections shall be under the direction of an Election Committee appointed by the President consisting of a Chairman, and not less than five (5) nor more than ten (10) members  immediately following nominations.  Each candidate shall be entitled to an observer of their choice.  No member of the Election Board shall be a candidate for Office or for Delegate to Conventions.  Each craft should be represented on the Election Board.

            Section 2.  All Officers and Delegates to Conventions of this Local shall be elected for a term of two (2) years.

            Three (3) Trustees shall be elected for a term of two (2) years.

            Section 3.  Nominations from the floor for Candidates for Office and candidates for Delegates to Conventions shall be held at the February Membership Meeting in odd-numbered years, and be eligible to hold Office and be Convention Delegates if they are in good standing, subject to the provisions of Article 10, Section 2 of the National APWU Constitution.

            Candidates for any craft position must be members of the Craft in which they seek such a position, and they are to be elected only by members of that Craft.

            At least fifteen (15) days prior to the February Membership Meeting, the Secretary shall post a call for nominations for Local Officers and Delegates to State and National Conventions.  The posting shall include the date, time and place of the election of officers, the positions to be filled, length of term and any eligibility requirements.

            No nominated member shall be a candidate for, or hold more than one (1) elected office in this Local.

            Any member may nominate any eligible member as a candidate by; a verbal nomination from the floor at the February Membership Meeting, or signed, written notice to the Secretary at any time after the call for nominations and before the close of nominations for the desired position at the February Membership meeting, stating the position desired.  The notice shall be read at the February Membership Meeting, and this shall constitute a nomination from the floor. 

 

Those candidates nominated from the floor at the February Membership Meeting in odd-numbered years must be present to accept or reject said nomination or must have submitted a written acceptance in advance of the close of nominations in order to be eligible.

            The Election Committee shall prepare a ballot for each member in good standing, and mail on or before the fifteenth (15th) day following the February nominating meeting, together with two (2) envelopes.  The position on this ballot bearing the names of all regularly nominated candidates for each Office, for Trustee, and for Delegates to Conventions, shall be determined by placing the names of the nominees to each position in a container and candidates’ names shall appear on the ballot in the same order in which the names are drawn from the container.   The smaller of the two (2) envelopes shall bear the words “BALLOT ONLY”, in which the ballot, when voted shall be placed.  The smaller envelope containing the voted ballot, shall be placed in the larger envelope, which shall be a stamped envelope, and returned to the Chairman of the Election Board in care of a Post Office Box rented for and by the Election Board.  The voter should place their name in the upper left-hand corner of the larger envelope following the words, “BALLOT OF…”  The balloting shall close at eight a.m. (8:00 a.m.) of the Saturday preceding the meeting in March of the odd-numbered years.

            After the Election Committee has checked the returned ballots for eligibility, they shall mix the smaller envelopes and conduct the canvassing in such a way as to guarantee a secret ballot.  After the tabulation and canvass of the ballots, the Committee shall prepare three (3) copies of their certification of the results of the Election; one (1) copy for the Local President; one (1) copy for the Secretary; and the third copy to be enclosed in the package containing the returned and counted ballots; envelopes used to mail in marked ballots’ tally sheets; and all related election documents must be kept for one (1) year.

            Candidates for Delegates receiving the highest respective votes as to number to be elected shall be elected as such.  In the event of a tie vote, candidates tied shall cast lots for the position.  In the event of a tie vote involving a General Officer, Craft Officer or Trustee, a run-off election by referendum ballot shall be conducted, involving only those candidates that were tied.

            No member shall vote by proxy, nor shall write-in votes be valid, considered or counted.

            In the event of any unopposed candidates duly qualified for Office, after nominations have been closed for Office, the Secretary shall be instructed to cast a unanimous ballot for that candidate and that person shall be declared elected, and that candidate’s name and Office shall be so noted on an informational part of the General Ballot.

            Successful candidates shall be sworn in at the regular March Membership Meeting and shall assume the duties of their respective offices on April 1st of the election years.

            Section 6.  All elections shall be decided by a plurality of all votes legally cast.  Convention Delegate candidates standing next to highest to the winning candidates for Delegate shall be declared the Alternate Delegate.

            Section 7.  Candidates are subject to Article 10 of the APWU National Constitution and subsequent amendments thereto.

            No member shall accept nomination for Office or Delegate whose name appears on a list of supervisor eligibles, unless the member has requested in writing, to be removed from such a list and a copy of such request has been furnished to the union prior to accepting the nomination.  At the March meeting of an election year, either in person or in writing, the newly elected Officers and Delegates shall make the following pledge to the membership:

            “IN RECOGNITION OF THE HONOR AND TRUST THAT THE MEMBERSHIP BESTOWS UPON ITS ELECTED REPRESENTATIVES, I PLEDGE THAT FOR THE OFFICIAL TERM OF THIS OFFICE TO WHICH I HAVE BEEN ELECTED, I SHALL ABSTAIN FROM SEEKING PROMOTION TO A SUPERVISORY POSITION, AND SHALL REFUSE TO ACCEPT SUCH A PROMOTION IF IT IS OFFERED.  I WILL NOT RESIGN TO TAKE ANY EXAMINATION WHICH WOULD PLACE ME ON THE LIST OF SUPERVISOR CANDIDATES, BUT WILL DEVOTE MY EFFORTS TO THE OFFICE TO WHICH I HAVE BEEN ELECTED.

            For the purpose of this Article, a supervisor position shall be any position as defined by the National Labor Relations Board.

            NOTE:  This is to apply to all elections and vacancies following the 1972 General Elections.

CONSTITUTION AND BY-LAWS

AMERICAN POSTAL WORKERS UNION

ARTICLE 10

Eligibility to Run and Hold National, State or Local Office

            Section 2(b.)  Any employee eligible to be a member of the American Postal Workers Union who voluntarily holds a managerial, supervisory or EAS position with responsibility for issuing or recommending discipline, or applying or interpreting the National Agreement for the equivalent of a two-week period in a year shall be ineligible to hold office at any level of the APWU or to be a delegate to any convention held by the APWU or any subordinate body of the APWU, so long as the employee continues to serve in such position and for a period of one (1) year from the time the employee vacates such position.

            Any member who has submitted an application to a managerial, supervisory or EAS position with responsibility for issuing or recommending discipline or for applying or interpreting the National Agreement shall withdraw such application prior to acceptance of nomination for any office in the APWU.

            Section c.  Any member who voluntarily, after August 31, 1984, holds, accepts, or applies for any managerial or supervisory position, EAS position or the PASS Program or any supervisory program, for any period of time, whether one (1) day or a fraction thereof, either detailed, acting, probationary or permanently after being elected or appointed to any office, shall immediately vacate any office held by that member in the national, local, area local, district council, state or regional organization, any department of the APWU, the Postal Press Association, or any subordinate body of the APWU which receives financial support or uses the name of the American Postal Workers Union.

 

 

 

APWU                                           APWU

Pat McCann, President                St. Paul, MN Area Local                         February 1, 2007

ATTENTION MEMBERS –

SCHOLARSHIP APPLICATIONS

The St. Paul Area Local has the following scholarship opportunities available to its members.  Applications are available in the Union Office on 6th Street , the 5th Floor Union Office or contact us at 651-778-1637 and we will mail them to you.

                Also search over 100 union sponsored scholarships at this website:  www.unionplus.org/benefits/education/scholarships.

ST. PAUL , MN AREA LOCAL APWU

HARRY WILLIAMS MEMORIAL SCHOLARSHIP

                Three $1000.00 scholarships to be awarded to son or daughter of an active, retired or deceased member of the St. Paul , MN Area Local American Postal Workers Union.  Rules and application form printed in the January and February issues of the ‘Postmark’ or call the Union Office (651) 778-1637.  Application must be postmarked by February 28, 2007.

MN AFL-CIO SCHOLARSHIPS

                Information and forms for these scholarships can be obtained at the Union Office (651)778-1637, the fifth floor office, or at the MN AFL-CIO web site (www.mnaflcio.org).  Deadline for scholarship application is May 1, 2007.  These scholarships are for high school seniors graduating in 2007 with at least a “B” average.

bulletDavid K. Roe Scholarship

(Two $1000.00 scholarships awarded for a post-secondary institution (within the State of Minnesota ).

bulletHubert H. Humphrey Memorial Award

(Two $1000.00 scholarships awarded for post-secondary institution (within the State of  Minnesota ).

bulletDonald Pilla Memorial Award

(One $1000.00 scholarship awarded for vocational/technical school (within the State of Minnesota ).

MARTIN DUFFY ADULT LEARNER SCHOLARSHIP

                Two $500.00 scholarships.  Winners to be selected by lot.  Scholarships awarded to union members affiliated with the MN AFL-CIO not high school graduating dependents.)  Deadline April 30, 2007.

APWU SCHOLARSHIPS

bulletE.C. Hallbeck Memorial Scholarship
bulletVocational Scholarship

$1000.00  awarded to high school seniors of APWU members.  Applications must be received by March 15, 2007.   There are new forms this year – only forms marked ‘2007’ on the top will be accepted.  Applications and further information may also be obtained at the National APWU website at www.apwu.org.

NELLIE STONE JOHNSON SCHOLARSHIP

                Scholarships available for racial minority union member or child, grandchild or spouse of a union member.  Deadline is April 1st, 2007 

APWU ACCIDENT BENEFIT ASSOCIATION SCHOLARSHIP

One $1,000.00 scholarship.  Entrants must be a graduating high school senior.  Winner is selected by luck of the draw.  Deadline May 15, 2007.

 

APWU              St. Paul , MN Area Local        APWU

Pat McCann, President                February 1, 2007

www.StPaulAPWU.org       651-778-1637

CASUAL SETTLEMENT UPDATE

          On Friday, January 26, 2007, I received confirmation that our casual payout spreadsheet had reached the Accounting Services Center for processing.  If everything goes well, payment should be on either the PP 3 or PP 4 checks.

 

          It also looks as though two $25,000 grievance settlements that were resolved during pre-arbitration meetings will be reflected on either the PP 3 or PP 4 checks.  The Local distributed the funds from these settlements in the same fashion as the casual settlement, which will result in about a $40.00 total payout to those eligible.

 

AMC CLOSING?

          I have received some inquiries from members in regards to the status of the Air Mail Center .  The inquiries appear to be driven by a letter received by the Mailhandlers from Western Area Labor Representative Dan Foster that listed a number of Air Mail Centers scheduled to be closed.  The St. Paul AMC was not on that schedule, but it did make it appear as though Headquarters (USPS) may be considering a scheduled date for closing in the future. 

 

          I have made several inquiries both to management and the National APWU in an attempt to determine whether or not the St. Paul AMC is being considered for closure.  The inquiries produced no solid answers.  What I did find out is that management is studying all AMC’s for possible closure.  Management has not made a decision on the St. Paul AMC to date. 

          Until the Union receives formal notices, which we will share with you, everything you are hearing is pure speculation which in the end, may or may not become reality.

 

THREE DAY WAIT FOR CONTINUATION OF PAY (COP)

 

          As part of the new Postal Reform Act signed into law by President Bush on December 20, 2006, employees who suffer a traumatic injury will have to wait a period of three days before Continuation of Pay (COP) will be paid.  COP is paid only for traumatic injuries (i.e. injuries that occur on a single day or workshift).  A COP eligible employee may use annual leave, sick leave, or LWOP during the three-day period.  If the inability to work extends beyond 14 calendar days, any leave will be restored, or if LWOP was used, the employee will be paid.

          The rules relating to occupational injuries (i.e. injuries that result from work activity occurring over more than one day) remain unchanged.

          The effective date for the new COP policy was December 20, 2006, the day the law was signed.

 

USPS NATIONAL REASSESSMENT PROCESS PHASE TO BEGIN

 

          The Postal Service “National Reassessment Process” (previously called ‘outplacement’) was implemented nationwide effective November 6, 2006.  Supposedly all USPS Districts are currently in Phase 1 of this National expansion.

 

          I recently spoke with the Plant Manager in regard to Phase 1.  It appears that St. Paul is a few weeks from beginning Phase 1.

 

          Phase 1 consists of the following:  Establishing a light duty sop; identifying all limited duty/rehab employees; updating medical information as necessary and verifying that the current written job offer accurately reflects the work being performed.

 

          After the Phase 1 process is completed, Phase 2 will begin.  I expect Phase 2 will begin sometime in 2007.  Phase 2 consists of the following:  Evaluating “the necessity” of specific job duties, interviewing the partially recovered employee and then either reviewing their existing job offer, providing a new job offer or referring the employee to OWCP.

 

          In a nutshell, the USPS appears to be poised to start placing injured on duty employees for which they believe they can’t find work into the OWCP’s Vocational Rehabilitation program for re-employment into another federal agency or most probably, the private sector.

 

          As you can see, the Post Office appears to be heading in the direction of ‘out placement’ of injured on duty employees.  We will be actively monitoring the reassessment process for violation of the Contract and/or handbook language.  If you have questions about the process, please ask to speak with a steward.

 

 

 

 

 

APWU              St. Paul , MN Area Local        APWU

Pat McCann, President                December 26, 2006

www.StPaulAPWU.org       651-778-1637

 

 

 

Attention!!!

 

 

          Personnel Services for the Northland District, which handles the bidding procedure for the St. Paul , MN Installation is permanently moving to Shared Services in North Carolina .  Along with the move, the bidding process will be further affected because the current way bids are tracked by personnel will be integrated into a new software program.  The end result of this action will be that the bid sheets for January 2007 and February 2007 will be at a different time then normal.  The revised dates are as follows:

 

CL 0307 (January bid sheet)

 

Opening Date

Closing Date

Award Notice

Effective Date

January 2, 2007

January 12, 2007

January 16, 2007

January 20, 2007

 

 

CL 0807 (February bid sheet)

 

Opening Date

Closing Date

Award Notice

Effective Date

February 13, 2007

February 23, 2007

February 27, 2007

March 3, 2007

 

 

          Lastly, with the integration to the new software, the system will not allow any “personnel action” to be effective February 3, 2007, therefore there will be grievances initiated for employee actions that should have been effective February 3, 2007.

 

 

 

 

APWU              St. Paul , MN Area Local        APWU

Pat McCann, President                December 21, 2006

www.StPaulAPWU.org       651-778-1637

 

TENTATIVE CONTRACT UPDATE

 

            The referendum mailing to APWU members will take place December 18-20.  Returned ballots must be received by 9:00 a.m. on Thursday, January 9, 2007.  If you have not received a ballot by December 26, 2006, contact the American Arbitration Administration at 1-800-529-5218 to request a duplicate (you also may make the request via email to apwu@adr.org).  Provide your name, the last four digits of your social security number, your craft and your mailing address.

 

            Many of you have asked officers and stewards if this is a good contract.  The Local’s Executive Board discussed the proposed contract at the December Executive Board meeting.  After reviewing the tentative agreement and listening to President Burrus and the other members of the negotiating team explain the tentative agreement via a teleconference, the Local Executive Board believes this to be a good contract.

 

            As always in this democratic union, you have the right to vote yes or no to this contract.  So please read information provided with your ballot and make an informed decision on the contract.

 

            Note – informational material about the contract is also posted on the bulletin boards, or you can go to the APWU website at apwu.org for information on the contract.

 

*****

 

 

 

CASUAL SETTLEMENT UPDATE

 

            On Friday, December 15, 2006 the Union provided management at the District level with a list of employees eligible for payment, with the amount to be distributed to each employee.  The entire amount of the award was distributed to those eligible.  The amount of money each employee is receiving before taxes are deducted will be available to view in the union office in the Post Office.

 

            The payment will be made on your payroll check.  My best estimate for payment is late January, 2007 or early February, 2007 if everything goes well.

 

            Thanks for your patience.

 

******

 

 

 

 

UPCOMING NATIONAL APWU  ORGANIZING CONFERENCE

 

            The APWU will be conducting a National Organizing Conference in Minneapolis at the

 

Holiday Inn Minneapolis Metrodome.  The Conference begins on 1/18/07 and concludes on 1/21/07.

 

This event is being sponsored by APWU Support Services Division and the Labor Education Service of the University of Minnesota .  The conference is hosted by the APWU St. Paul and Minneapolis and the Twin Cities PDC Local.

 

            Summary of topics to be covered:

 

·         Globalization – Privatization (“The Big Picture”)

 

·         Understanding the Mail/Package Sort and Delivery Industries

 

·         APWU Objectives and Goals- Targeting Companies and Strategic Organizing

 

·         APWU History – Lessons Learned

 

·         Anatomy of a Campaign – AFL-CIO Organizing Institute

 

·         Internal Organizing – Building an Organizing Model for Locals

 

·         Private Sector Organizing – Tactics, Strategies, Process

 

·         Workers’ Rights under the Law

 

·         Bust the Busters – Understanding and Winning against Anti-Union Campaigns

 

·         Community Campaigns  (legislative, coalition-building with central labor bodes, State AFL-CIO, religious/labor networks)

 

·         Media and Labor’s Voice

 

The Local’s membership at the November Membership Meeting authorized up to 30 members to attend this conference.  The local is also looking for volunteers to help host this event.  If you are interested in attending the workshops at the conference and utilizing what you learn from the workshops to further the good of the Local, please contact me at 651-778-1637 by Friday, December 29, 2006.

           

If you are just interested in volunteering to help in hosting the event, contact me at 651-778-1637 by Friday, December 29th.

 

******

 

 

APWU                                                                                      APWU        

Pat McCann, President                                                 December 8, 2006

www.StPaulAPWU.org                                                        651-778-1637

Rank-and-File Bargaining Committee
Approves Tentative Contract Agreement

Union Members to Vote on Ratification

APWU Web News Article #82-06, Dec. 7, 2006

(12/07/06) The APWU Rank-and-File Bargaining Advisory Committee voted unanimously to approve the union’s tentative 2006 Collective Bargaining Agreement on Dec. 7 at a meeting in Washington DC . The agreement will be sent to union members for a ratification vote, which the committee will supervise.

The four-year tentative agreement provides for two wage increases and an upgrade for all APWU-represented employees, in addition to Cost-of-Living Adjustments (COLAs) twice per year.

It also provides for the elimination of part-time flexibles as a workforce category in large offices, no later than Dec. 1, 2007. All PTFs in offices of 200 man-years or more will be converted to full-time regular by that date. (See below for an explanation of “200 man-year offices.”)

The Postal Service will pay 95 percent of healthcare premiums for employees enrolled in the APWU Consumer Driven Health Plan; for workers enrolled in other health plans, the employees’ share of premiums will increase 1 percent per year for four years, beginning in 2008.

Agreements specific to each craft (Clerk, Maintenance, Motor Vehicle Services, and Support Services) were negotiated as well.

“This agreement will make fundamental changes to postal employment because the American Postal Workers Union dared to challenge the past,” Burrus said. “We refused to accept the premise that ‘the way it has always been’ is good enough.

“The result is that if the contract is ratified, all present and future APWU-represented employees will experience vastly improved wages, benefits, and conditions of employment. This is an excellent agreement that protects the rights and interests of postal workers as well as the American people,” he said.

Burrus and other officers briefed the Rank-and-File Committee on Dec. 7; deliberations began immediately after.

“I am most pleased by the elimination of part-time flexibles from the workforce in 200 man-year offices,” Burrus said. “That has been our objective for generations – and finally we have made significant progress. In 1993 all PTFs on the rolls were converted to regular, but, of course, when new hiring was done, PTFs were back in business. This time, PTFs will be converted and new hiring will be as full-time regulars.

“This is truly a major achievement,” he said. “Of course, winning across-the-board upgrades is no small matter either.”

Princella Vogel, chairperson of the Rank-and-File Committee, said, “We are making history with some of the innovations in this agreement – the elimination of part-time flexies in 200 man-year offices is a major, major accomplishment.

“We understood that we would have to make some sacrifices in health benefits, but we feel the overall package is a good one. We kept the ‘No Layoff’ clause, and we retained the COLAs. These were both very important.”

A Long Road

“The collective bargaining process is expected to be controversial and difficult,” Burrus said, “so APWU negotiators were not surprised that postal management was not immediately receptive to our bargaining demands. We have been able to work through our disagreements because we approached bargaining without consideration of what other postal unions may or may not achieve, and because we began to explore significant changes long before the opening of formal bargaining.

“Six months prior to the opening of negotiations, we requested that management consider changes on important issues.  These advance discussions permitted postal officials to consider the affects certain changes would have on their ability to manage the Postal Service,” the union president noted. “In the final analysis, they have agreed with the union that modifications are appropriate for the employees and the public we serve.”

 

The Terms of the Agreement
The Four-Year Tentative Agreement Provides for the Following:

Wages, Upgrades, COLAs:

·    There will be a 1.3 percent raise, effective Nov. 25, 2006;

·    All APWU-represented employees will receive an upgrade of one level, effective Feb. 16, 2008, implemented by the adoption of a new pay scale;

·    Transitional Employees (TEs) will be upgraded as well;

·    There will be a 1.2 percent raise, effective Nov. 21, 2009;

·    Cost-of-Living-Adjustments will be made in March and September each year, with a base index of July 2006;

Healthcare Premiums:

·    The Postal Service will pay 95 percent of premiums for employees enrolled in the APWU Consumer Driven Health Plan, effective in 2008;

·    To be eligible, employees must have been members of a Federal Employee Health Benefit Plan (FEHBP) for a minimum of one year;

·    Employees’ share of healthcare premium costs will increase 1 percent each year for employees enrolled in other plans, in 2008, 2009, 2010, and 2011;

Workforce Issues:

·    PTFs will be eliminated as a workforce category in offices of 200 man-years or more, effective Dec. 1, 2007;

·    All Clerk Craft part-time flexible employees in offices of 200 man-years or more in the regular workforce will be converted to regular, no later than Dec. 1, 2007;

·    Except for reporting periods 3 and 4 (December), the limit on the number of casual employees the Postal Service may hire within a district will be decreased from 15 percent to 6 percent of the total number of career employees in the district;

·    The number of casuals that may be hired nationwide within the APWU bargaining unit will be increased from 5.9 percent to 6 percent;

·    Except for reporting period 3 and 4, the number of casuals that may be employed within an installation in any reporting period shall not exceed 11 percent of the total number of Clerk Craft employees within that installation. (Previous contracts did not limit the number of casuals within an installation);

·    Full-time regular Clerk Craft employees on the Overtime Desired List (ODL) will be given priority scheduling for overtime work over casuals doing overtime work;

·    The total number of part-time regular employees shall not exceed 2.5 percent of the total number of employees in the Clerk, Maintenance, and Motor Vehicle Crafts;

·    In offices of 200 man years or more in the regular work force, career Clerk Craft employees will have consecutive scheduled days off, unless otherwise agreed to by the local parties;

·    In offices of 200 man years or more, casuals will not be assigned to Tour 2 unless there are no career Clerk Craft employees assigned to Tour 1 or Tour 3;

·    Casuals in offices of 200 man-years or more will be limited to assignments that do not require training or testing;

·    Casual employees will have a 360-day period of employment;

·    Casual employment will not be considered “in lieu of full or part-time employees” in installations of 200 man-year or greater;

·    Existing PTF maximization/conversion rules will remain unchanged for other crafts;

·    The full-time to part-time ratio in the Motor Vehicle Craft will continue at the same percentage as exists on Nov. 20, 2006;

Retail Sales Task Force

·    A task force will be convened to establish a Retail Sales Associate program in commercial establishments;

·    The program will include the union providing lists of prospective workers to the Postal Service to perform retail sales in commercial establishments;

·    The task force will begin meeting no later than Feb. 7, 2007, and conclude by May 1, 2007;

Uniform Allowances

·    There will be a 2.5 percent increase in uniform and work clothes allowances in each year of the contract;

 Leave, Holiday Provisions

·    At the option of the local parties, the union may assume responsibility for the administration of scheduling overtime, choice vacation periods, and/or holiday work;

·    APWU-represented employees will be automatically granted up to three days of leave (from annual leave, sick leave, or leave without pay) due to the death of a family member, with additional leave subject to normal leave provisions;

·    Up to seven days of administrative leave per year may be granted for donations of bone marrow, stem cells, and blood platelets, with up to 30 days for organ donations:

Light/Limited Duty Assignments

·    Management will give advance written notification to the local union president when it plans to reassign an ill or injured light- or limited-duty employee from a non-APWU-represented craft into an APWU-represented craft;

·    The reassignment or re-employment of light- or limited-duty employees from other crafts to perform APWU bargaining unit work must be made in accordance with the provisions of Article 13 of the National Agreement;

Safety and Health

·    A Memorandum of Understanding (MOU) affirms that safe and healthful working conditions must be provided for postal employees who perform duties at non-postal facilities through engineering and administrative controls, personal protective equipment, enforcement of safe work practices, withdrawal of employees from the private-sector facility, and, if necessary, curtailment of mail;

·    An implementation process will be created to ensure employees in offsite locations are protected by the Postal Service’s safety and health program;

Local Implementation

·    The parties agree to jointly develop a model “Local Memorandum of Understanding” within 90 days from effective date of agreement, which will be applied in those offices not covered by any LMOU because of the absence of a local union structure.

Miscellaneous Topics

·    Social Security numbers will be removed from postal forms where the number is not necessary for processing;

·    The parties agree to develop a means to provide for the electronic inspection and review of documents, files, and records necessary for processing grievances;

·    When a decision has been made at the field level to subcontract bargaining unit work, the union at the local level will be given notification;

·    Memoranda of Understanding were renewed or modified governing Deaf/Hard of Hearing; No Layoff Protection; Enhancing Career Opportunities for TEs; Crossing Craft Assignments; Annual Leave Exchange; Sick Leave for Dependent Care; Leave Sharing; PTF Reassignment Opportunities; Timeliness Regarding Step 2 Appeals; and Local Implementation

Details of the craft items will be posted soon, along with plans for the ratification process.

______________

* Offices of 200 man years or more are determined by adding all paid hours for USPS career employees in crafts represented by the APWU, the National Association of Letter Carriers, and the National Postal Mail Handlers Union, and dividing by 2,080. If the result is 200 or more, the office qualifies as a 200 man-year office. The measure is based on the 12-months preceding the beginning of a new Collective Bargaining Agreement. The determination remains in effect throughout the life of the agreement. Paid hours include work hours, overtime, and leave. A list of 200 man-year offices for the 2006 agreement will be posted at www.apwu.org once it is received from the USPS.

 

 

 

 

 

 

APWU              St. Paul , MN Area Local        APWU

Pat McCann, President                December 7, 2006

www.StPaulAPWU.org       651-778-1637

 

APWU, USPS Reach Tentative Agreement
Rank-and-File Bargaining Committee to Review Contract Proposal

APWU Web News Article #81-06, Dec. 6, 2006

Negotiators for the APWU and U.S. Postal Service have reached a tentative four-year contract agreement, APWU President William Burrus has announced.

“This is an outstanding agreement that protects the rights and interests of postal workers and the American people,” he said.

“The new contract will be presented to the Rank-and-File Bargaining Committee on Thursday, Dec. 7. Upon their approval, specific terms of the agreement will be announced,” the union president said.  Under the terms of the APWU Constitution, a majority of the committee must approve any tentative agreement before it can be sent to union members for a ratification vote.

“I want to publicly thank the members of the APWU bargaining committee, including Craft Directors McCarthy, Raymer, and Pritchard; the Industrial Relations Department, under the direction of Director Greg Bell, and Executive Vice President Cliff Guffey, for their involvement in the bargaining process and for their professional guidance,” Burrus said. “The bargaining results are a testament to their dedication. Secretary-Treasurer Terry Stapleton and his department also provided important assistance.”

“I thank the members of the APWU for their continued support and commitment to the APWU.”      

 

 

 

 

APWU              St. Paul , MN Area Local        APWU

Pat McCann, President                December 5, 2006

www.StPaulAPWU.org       651-778-1637

 

Negotiations Hotline
‘Substantial Progress’ Made in Contract Talks

APWU Web News Article #80-06, Dec. 4, 2006

APWU President William Burrus has told union members that “substantial progress” was made in contract talks held over the weekend, but specific details are still being negotiated.

The full text of President Burrus’ message is below:

Hello, this is Bill Burrus, president of the American Postal Workers Union , speaking to you on Monday, Dec. 4.

Although I instructed union attorneys to make initial preparations for arbitration last week, contract negotiations between the APWU and the Postal Service continued throughout the weekend, and substantial progress was made. We are cautiously optimistic about the possibility of reaching a negotiated settlement, although some specific details of an agreement remain to be finalized.

Members of the Rank-and-File Bargaining Advisory Committee are scheduled to return to Washington on Wednesday, Dec. 6, to review the progress of negotiations. If an agreement has been reached, they will review its specific terms. Under the provisions of the APWU Constitution, a majority of the committee must approve any tentative agreement before it can be sent to union members for a ratification vote.

The National Executive Board also will meet in Washington DC on Wednesday, Dec. 6.

Thank you for your continued support and for your commitment to the APWU.       The toll-free number for the APWU Contract Negotiations Hotline is 800-992-APWU (or 800-992-2798).

 

 

 

 

APWU              St. Paul , MN Area Local        APWU

Pat McCann, President                November 28, 2006

www.StPaulAPWU.org       651-778-1637

 

CORRECTION TO BULLETIN DATED 11/16/06

(CASUAL UPDATE)

        The time frame for eligibility is PP 20, 2004 through PP 20, 2006.

       The casual in lieu of settlement stated August 2003, but our first grievance filed on this issue in St. Paul was in PP 20 of 2004.  The grievance settlement was signed on 9/29/06.  Therefore, the eligibility period is PP 20, 2004 through PP 16, 2006.

 

       We are still on schedule to provide management with the spreadsheet by the end of November 2006.  More information will be provided as the process moves along.

 

 

 

 

APWU              St. Paul , MN Area Local        APWU

Pat McCann, President                November 21, 2006

www.StPaulAPWU.org       651-778-1637

 

 

Negotiations Hotline
As Deadline Passes, Parties Agree to Continue Talks

 (11/21/06 - 1 a.m.) APWU President William Burrus has told union members that progress toward an agreement had been made, but that “important issues remain that have not been finalized.” The parties will continue discussions on Nov. 21. “The terms of the new contract are too important to rush agreement because of an artificial deadline,” he said.

President Burrus’ message is below:

The hour is 12 midnight, Nov. 20, and we do not have a new contract. We have agreed to continue application of the expiring agreement and to continue the discussions tomorrow, Nov. 21. We have made progress, but important issues remain that have not been finalized. The terms of the new contract are too important to rush agreement because of an artificial deadline. I am committed to leaving no stone unturned to seek an agreement that is fair to APWU members.

The Rank-and-File Committee has been requested to return to their homes to enjoy Thanksgiving and to return to Washington upon my call that agreement has been reached or we determine that it is not possible to reach agreement.

Important issues are at stake, affecting the lives of 270,000 APWU-represented employees. The national officers are committed to giving their best effort to achieve a contract that is worthy of your service.

I will be meeting with management representatives tomorrow morning to revisit the issues that separate us, and will report the results of those discussions via the hotline

Be strong, and keep the faith.

The toll-free number for the APWU Contract Negotiations Hotline is 800-992-APWU (or 800-992-2798).

 

 

 

APWU              St. Paul , MN Area Local        APWU

Pat McCann, President                November 16, 2006

www.StPaulAPWU.org       651-778-1637

 

 

Penalty Rate Overtime

 

          Article 8.4.C of the National Agreement states: “Penalty overtime pay will not be paid for any hours worked in the month of December.” Each leave year, a four week period is designated as the “month of December”.  This year’s period for the penalty rate exclusion begins on December 2, 2006 and ends on December 29, 2006.”

          The exclusion of the penalty rate of pay during this four week period does not impact other aspects related to the use of the overtime desired list.  The overtime desired list still exists in December.  It is only the penalty rate of pay that is affected.

 

2006 Leave Year

 

          The new leave year will begin on January 6, 2007. For those of you that are out of leave, January 6, 2007 is the date that you can start using annual leave that you will earn in 2007.

 

Annual Leave Carryover

 

          The new leave year begins on January 6, 2007.  You may carry over 440 hours of annual leave into the new leave year.  If you have more than the 440 hours as of January 6, 2007, you will lose that leave.  So if you currently have more than 440 hours allowed for carryover use that annual leave before the new leave year begins.

 

Annual Leave Exchange Option

 

Reprinted from the National Agreement:

“The parties agree that APWU career employees will be allowed to sell back a maximum of 40 hours of annual leave prior to the beginning of the leave year, provided the following two (2) criteria are met:

1. The employee must be at the maximum leave carry over ceiling at the start of the leave year, and

2. The employee must have used fewer than 75 sick leave hours in the leave year immediately preceding the year for which the leave is being exchanged.”

          Note: The leave you are selling back is leave that you will earn in leave year 2007.

 

Christmas Holiday Worked Pay

 

          Employees required to work on his/her Christmas holiday (Christmas day, or the employee’s designated Christmas holiday) will be paid one and a half times the base hourly straight time rate for each hour worked.  It is not paid for work performed on December 25, unless it is the employee’s holiday.  This is in addition to the holiday leave pay the employee is entitled to receive.  Those requesting annual leave in lieu of holiday leave pay will still be paid 1 ½ times the base hourly straight time rate for all hours worked on the holiday or their designated holiday.

 

 

 

Casual Settlement Update

          The union received the list of names of those employees on the rolls from PP 17, 2003 through PP 16, 2006 from management.

          The union is reconciling the list with seniority rosters and office memos to make sure those entitled to payment receive payment.

          To be eligible to receive payment, you must have been a career employee (full time regular, part time regular, part time flexible) on the rolls and in the bargaining unit (clerk craft) during the period from August 2003 to August 2006 at the following facilities: St. Paul P&DC, AMC, MRC, and City Stations/Branches.  Employees who have transferred, retired, quit, terminated or have passed away and who were on the rolls and in the bargaining unit (clerk craft) during the time frame listed above are eligible for payment.

          The amount paid each eligible employee will be based on the number of pay periods spent on the rolls and in the bargaining unit (clerk craft) from PP 17 of 2003 through PP 16 of 2006 in the above listed facilities.

          If all goes well; the union will have the list compiled and provided to management by the end of November.  Once management is provided the list of eligible employees and the amount to be paid to each employee, they will review the list and then forward the list to the accounting service center for processing. 

          More information will be provided as the process moves along.

 

 

 

 

 

 

APWU                        www.St.PaulAPWU.org           APWU

Pat McCann, President St. Paul, MN Area Local   October 18, 2006

DRIVING YOUR OWN VEHICLE ON THE CLOCK?

          Station Relief Clerks and PTF’s, along with other craft employees, have customarily been asked to report from one postal facility to another.  Management has expected employees to accomplish this by using their own vehicles while on the clock.  What you need to be aware of when using your own vehicle while on the clock is that unless your insurance covers you under your policy for business use, you may not be covered in the event of an accident.  To use your own vehicle is your decision.  However, if you choose not to, management must then provide you transportation.  This can be done by providing you a postal vehicle, management driving you to a facility and picking you up to return to the facility where you started your day, or by providing you a cab voucher.

          Management has made a decision to downsize stations and branches to the point of bare-bone staffing, and now they expect employees to drive from station to station in their own vehicles to cover the staffing problems that management created.  If management is intent on staffing in this manner, then they can provide cars, cab fares, or have station managers and supervisors drive Clerks from station to station.

          If a supervisor/manager gives you a direct order to use your vehicle to report to another postal facility, simply state that you will not use your personal vehicle and that you would like to comply with the direct order to report to the other location, but that they will need to provide transportation for you to do so.

          If management becomes upset with you (which they will), and tries to coerce you with threats of discipline, remain calm and simply state that you would like union representation on this matter.  If management instructs you to punch off the clock and leave the building, do so, and then call the Union Office (651-778-1637).

         

Pat McCann, President

 

MEMORANDUM OF UNDERSTANDING BETWEEN THE

UNITED STATES POSTAL SERVICE AND THE

AMERICAN POSTAL WORKERS UNION , AFL-CIO

 

                        Re:  Use of Privately Owned Vehicles

                        The parties agree that the following represents the policy of the

                        U.S. Postal  Service and the  American  Postal Workers  Union

                        concerning the furnishing of privately owned vehicles (POV) by

                        employees of the crafts represented by the APWU:

 

                        No  craft  employee represented by the APWU may be coerced

                        into   furnishing   a  vehicle  of carrying  passengers without the

                        employee’s  consent.    The use  of a  personal vehicle  is   the

                        decision of the employee and it is not the intent of the parties to

                        discourage such  use of  personal vehicles when transportation

                        is needed from one postal facility to another or in the completion

                        of the employee’s assignment.  When an employee begins  his/

her work day at one postal unit and is provided transportation to

                        another  unit to complete his/her tour of duty, that employee will

                        be  provided transportation back  to the  unit where his/her  tour

                        began  if transportation is needed.   If the employee ends tour at     

                        the new location the return trip will not be on the clock  but trans-

portation will be provided promptly by management upon request.  

 

Veteran’s Day Holiday Scheduling

 

 

            There seems to be a lot of confusion for the Veteran’s Day Holiday.  Article 11.5.A of the contract states: “When a holiday falls on Sunday, the following Monday will be observed as the holiday.  When a holiday falls on a Saturday, the preceding Friday shall be observed as the holiday.”

 

            Veteran’s Day, November 11, 2006, Saturday

 

            Holiday Schedule is as follows:

            Thursday (Nov 9th)                Friday (Nov 10th)       Saturday (Nov 11th)

           

            (T-1 Wed)                               (T-1 Thurs)                (T-1 Fri)

 

            SDO                                        SDO                            HOLIDAY

            HOLIDAY                                 SDO                            SDO   

            REG SCHED                          HOLIDAY                     SDO               

 

            These are some examples of how the holiday would fall. If Saturday would be a regularly scheduled day this would then be your holiday.  If you have Saturday as your SDO then Friday becomes your holiday.  If you have Friday and Saturday as your SDO’s then Thursday becomes your holiday.

            Since someone’s “holiday” could be Thursday, November 9th, or Friday, November 10th, the requirement to post the holiday schedule the Tuesday prior to the holiday would be Tuesday, October 31, 2006.

 

Judy Fricke

Industrial Relations Director

******************************************************************************

 

 

 

APWU             St. Paul , MN Area Local               APWU

Pat McCann, President                                             October 6,  2006

www.StPaulAPWU.org                                                  651-778-1637

 

HEADS UP TO ALL STATIONS

          It has come to our attention that employees who had their bids reposted, abolished and/or excessed have not been given any written assignment to where they should be reporting.  This creates several problems.  If you are unassigned and have not been given any written orders you would be considered to still be part of the section from which you last held a bid.  This is where your annual leave would come from and count against the quota.  You would be considered part of this section for holidays and overtime also.  Management has been assigning these employees to other sections without written notification.  If these employees are now working in your section, be aware that they do not count against your annual leave, overtime and holidays.  If this is happening to you as an unassigned or there are unassigned employees working in your section and you believe scheduling for annual, overtime and holidays may be in question, request a steward.

Judy Fricke

Industrial Relations Director

 

 

TO ALL EMPLOYEES WORKING OVER THE HOLIDAY WEEKEND

          It has been brought to our attention that there are several APC’s of delayed waste mail on the dock.  If you have been scheduled in to work over the holiday weekend and are sent down to the dock to work this mail, it is a violation of the Holiday Scheduling pecking order.  Request a steward.  As a reminder, when management is scheduling for the holiday, they are required to have a plan to utilize employees in section.  If you are ever forced in to work the holiday and are sent to another section, there is a good possibility there is a violation.  Request a steward.

Judy Fricke

Industrial Relations Director

 

 

          “Our labor unions are not narrow, self-seeking groups.  They have raised wages, shortened hours, and provided supplemental benefits.  Through collective bargaining and grievance procedures, they have brought justice and democracy to the shop floor … but their work goes beyond their own jobs and even beyond our borders.  They have spoken, not for narrow, self-interests, but for the public interest and for the people.”

-          John F. Kennedy

 

 

WINDOW CLERK TRAINING

          We continue to encounter problems with employees not receiving the required/uninterrupted 40 hours on-the-job window training.  While it is no longer pass/fail training, it is still a requirement that the employer provide the proper training.  Furthermore, if you don’t receive the proper (40 hours) training, you may decline the bid.  Ask for a steward if management is refusing to properly schedule your on-the-job window training.

 

 

 

 

APWU                            St. Paul , MN Area Local                  APWU

Pat McCann, President                                                                         August 22, 2006

www.StPaulAPWU.org                                                                               651-778-1637

AGREEMENT REACHED ON POSTING OF RESIDUAL BIDS

            After several meetings the union and management agreed to post the 21 current residual Clerk  bids on the August, 2006 Clerk vacancy notice

            The parties agreed to post the bids as newly established bids on the August, 2006 Clerk vacancy for all Clerks to bid on.  The reason we agreed to this is that management indicated to the union that the residual duty assignments as they currently exist (i.e. days off, hours, scheme, skills, etc) do not fit within the current staffing needs.  Therefore, rather than go through the residual process and then have employees abolished out of the residual assignments or the residual assignments reposted, the parties agreed to make the changes to the residual assignments.

            This agreement gives employees, both unencumbered and encumbered, the best opportunity to utilize their seniority to obtain the newly established positions.

            Remember, the result of this agreement is that there will be no special residual bid process for unencumbered employees.  The former 21 residual bids are on the current bid sheet as newly established and reflect the changes made to the residual bids.

***********

POLO SHIRTS FOR WINDOW CLERK

            Management and the union at the Headquarters Level have finally reached agreement that will allow Window Clerks the opportunity to wear a polo shirt while working the window.

            The agreement was reported at the Clerk Craft Conference by Assistant Clerk Craft Director Rob Strunk who was the lead negotiator on this project.  As many of you know, the issue of polo shirts has been going on for quite some time.  The stumbling block was finding a manufacturer that was in the United States and employed a unionized workforce, along with agreeing on the material to be used and the color.

            We are happy to report that the shirts are union made and are made by a manufacturer in the United States .

            The polo shirts will be available for purchase through the Uniform Program and will be available from the vendors in October, 2006.

            If you want to see what the polo shirts look like, we have one for view in the union office on the fifth floor of the Main Post Office.

 

 

APWU                                                                      APWU

Pat McCann, President    St. Paul , MN Area Local            June 14, 2006

www.StPaulAPWU.org                                                  651-778-1637

NEW TESTING PROCEDURES IN EFFECT FOR RETAIL CLERKS

          The USPS has revamped Retail Clerk training across the country.  Clerks that bid into duty assignments that have retail duties will receive 40 hours of classroom training and at the end of the classroom training will be given the Retail Clerk exam followed by 40 hours of on-the-job training on the POS System.  This differs from the old system in which the employee would have 40 hours of classroom training followed by 40 hours of on-the-job training and then would be given the exam.

          We will be monitoring the new testing procedures to see if the changes to the testing procedure are resulting in increased failure rates, and we will be reporting the results back to APWU headquarters.

          We also ask that employees that have passed the test and are not being promptly scheduled into on-the-job instruction for 40 hours with a certified job instructor, to immediately contact the union.  Lastly, employees who pass the test are not awarded the duty assignment until after they complete the 40 hours of on-the-job instruction.  This means that if employees, during their 40 hours of on-the-job instruction, feel that working with the public is not for them, can at anytime during that 40 hours of instruction, relinquish the bid, but will still serve a bidding restriction.  

          The following are some basic questions and responses regarding the retail training program:

          Question 1

Has the training program been changed to eliminate training on the POS machine during the classroom?

Response 1

Yes.  Management removed all reference to the POS equipment during the classroom portion of the training.  That training will be done by an OJI.

Question 2

When is the employee tested on the classroom?

Response 2

The test should take place not later than the next week.

Question 3

When should the OJI instruction take place?

Response 3

The OJI instruction should take place the following week after the examination

Question 4

Will the OJI instructor evaluate the performance of the employee for that portion of the training and will that evaluation have influence in the employee securing the bid job?

Response 4

The Postal Service involved the APWU in reviewing the content of the new training program.  The APWU also reviewed the questions that were included in the test.  The test was properly validated by the USPS.  No longer will OJIs have the authority to grade the employee’s OJI performance.

          If you have any questions during your retail training, please notify us prior to your training period ending.

MAILHANDLERS PARENT AFFILIATE “LIUNA” WITHDRAWS FROM AFL-CIO

 

            We have been advised that Laborers International Union of North America (LIUNA) has withdrawn from affiliation with the AFL-CIO. The St. Paul Area local understands that this decision by LIUNA will present a number of decisions for out Brothers and Sisters currently represented by the National Postal Mail Handlers Union who are presently affiliated with LIUNA.

 

          We are extremely sensitive to any actions that may serve to adversely affect any of our Brothers and Sisters in USPS bargaining units and will continue to pay close attention to this situation as it evolves.  In the interim, we invite any dialogue with our Brother and Sister Mail Handler members, officers and/or stewards in the interest of enhancing representative quality for all Postal Workers.

 

ST. PAUL , MN AREA LOCAL MVS CRAFT ELECTION

         

          The nomination meeting was held on June 1, 2006.  Chris Stage was nominated for MVS Craft Director and Dave Cook was nominated for MVS Craft Trustee.  There were no other nominations.  According to the Local Constitution, nominations were then closed.  Chris Stage was declared elected to the position of MVS Craft Director and Dave Cook was declared elected to the position of MVS Craft Trustee.  Congratulations!

          We would like to thank former MVS Craft Director Mark Hayden for all his years of service to the Local.  We wish him the best in retirement.

 

APWU              St. Paul , MN Area Local        APWU

Pat McCann, President                April 10, 2006

www.StPaulAPWU.org       651-778-1637

 

AMC Staffing Update

          The Union and management met on Wednesday, April 5 to further review management’s staffing realignment of the AMC.

          Management’s staffing realignment plan that was shared at the meeting on April 5, 2006 showed that there will be abolishments, excessing and repostings of clerk craft positions at the airport.

          This is what we know so far, but this is subject to change prior to our final meeting on Tuesday, April 11, 2005:

 

          Tour 1

                   Level 5 - Repost 1 bid

Level 6 - Abolish 4 bids

    Excess 4 employees

                                 Repost 1 bid

Level 7 - Revert vacant bid

          Tour 2

                   Level 5 - Abolish 3 bids

    Excess 3 employees

Level 6 - Repost 2 positions

Level 7 - Abolish 4 bids

    Excess 4 employees

                                 Repost 3 bid

         Tour 3

                   Level 5 - Abolish 2 bids

                                 Excess 2 employees

                                 Repost 2 bids

                                 Revert 2 vacant bids

Level 6 - Abolish 1 bid

                                Excess 1 employee

                               Repost 2 positions

Level 7 - Repost 2 positions

          Management will be holding employee meetings with each tour to hand out notification letters to those employees affected.  The union will be present at those meetings to answer questions pertaining to your rights under the Collective Bargaining Agreement.

          Meeting Times:

                   Tour 1 – Wednesday morning      4/12/06        5:30 a.m.

                   Tour 2 – Wednesday morning      4/12/06        9:00 a.m.

                   Tour 3 – Wednesday afternoon    4/12/06        3:00 p.m.

 

 

APWU              St. Paul , MN Area Local        APWU

Pat McCann, President                March 20, 2006

www.StPaulAPWU.org       651-778-1637

Choice Vacation Selection Period Open

Note: If you have not yet received your form 1547 for selecting choice vacation, please request to see a steward.

          It’s that time of year again. You should have all received your vacation period selection forms.  The following is information taken from the Local Memorandum of Understanding and a few reminders on completing your 1547:

          “Periods for requesting choice vacation will commence no later than March 1 of each year.”  Employees must submit their Form 1547 to management no later than March 21st. Normally, management will complete and return Form 1547 to the employee no later than March 31st of each year.

          Section 3.B. “During the months of January, February, March, April, the 1st 21 days of May, September, October and those dates in November not covered in Section C. 10% of the complement will be scheduled on annual leave in each section or unit.”

          Section 3.C. “From May 22nd and including June, July and August, and the 1st Saturday in November and continuing for a total of 21 calendar days, 14% of the complement will be scheduled on annual leave in each section or unit.”

          “Choice vacation period shall begin with the new leave year and end on the last Friday in November.”

          “It is agreed that all employees shall be granted 2 (two) selections as their first choice during the choice vacation periods.  If an eligible employee requests 15 (fifteen) continuous days of annual leave, such request will be counted as 2 (two) selections.”

          “In the clerk craft, part time flexibles are considered part of their assigned section for leave purposes.  Also, when a PTF requests choice vacation, the vacation will be in 40 hour increments with at least 2 scheduled days off.”

          “Employees changing their assignments shall have their vacation periods honored in the new assignment, and such annual shall not be part of the quota of the gaining section or unit for choice vacation.”

          “No exchange shall be permitted of vacation choices.”

          When filling out your 1547, make sure you enter under “First Choice” all weeks that you want annual leave.  “Second” and “Third” choice areas are for designating an alternate choice if you are not able to receive the leave requested under “first” choice.

          These forms also ask for “inclusive dates”.  This means to include all days that you want, including days off and holidays.

          “The vacation period shall start on the first day of the employee’s basic work week”, unless otherwise agreed upon and in 40 hour increments.  After this basic requirement is met and management has reviewed all 1547’s they can go back and review 1547’s for dates that are in conjunction with the choice week but beyond the service week and less than 40 hours (e.g. 40 hours plus 8 hours).  This leave can be approved as long as it does not prevent anyone from receiving their 40 hour choice vacation period.

 

Judy Fricke

Industrial Relations Director

AMC STAFFING UPDATE

          As all of you know by now, our March 9, 2006 AMC Staffing (rightsizing) didn’t go smoothly. The sticking point was whether or not management had agreed to a sixty (60) day written notice of abolishment/excessing.  This has subsequently been settled. Employees at the AMC that are affected will be given a written 60 day advance notice. At the March 9, 2006 meeting, management did not have a concrete staffing package to present to the union.  Therefore, very little time was spent discussing staffing. The union and management will meet again on March 27, 2006 at 11:00 a.m. Management has indicated that they will have a staffing package ready by the meeting date.  As soon as the staffing package is finalized, we will be meeting with each tour to answer questions concerning your contractual rights.

 

 

APWU              St. Paul , MN Area Local        APWU

Pat McCann, President                March 9, 2005

www.StPaulAPWU.org       651-778-1637

 

VACATION PERIOD SELECTION

 

The following is information taken from the Local Memorandum of Understanding and a few reminders on completing your 1547:

 

          “Periods for requesting choice vacation will commence no later than March 1 of each year.”  Employees must submit their Form 1547 to management no later than March 21st. Normally, management will complete and return Form 1547 to the employee no later than March 31st of each year.

 

            Section 3.B “During the months of January, February, March, April, the first 21 days of May, September, October and those dates in November not covered in section C. 10% of the complement will be scheduled on annual leave in each section or unit.”

          Section 3.C “From May 22nd and including June, July and August, and the first Saturday in November and continuing for a total of 21 calendar days, 14% of the complement will be scheduled on annual leave in each section or unit.”

          “Choice vacation period shall begin with the new leave year and end on the last Friday in November.”

          “It is agreed that all employees shall be granted 2 (two) selections as their first choice during the choice vacation periods. If an eligible employee requests 15 (fifteen) continuous days of annual leave, such request will be counted as 2 (two) selections.”

          “In the clerk craft, part time flexibles are considered part of their assigned section for leave purposes.  Also, when a PTF requests choice vacation, the vacation will be in 40 hour increments with at least 2 scheduled days off.”

          “Employees changing their assignments shall have their vacation periods honored in the new assignment, and such annual shall not be part of the quota of either the gaining or losing section.”

          “No exchange shall be permitted of vacation choices.”

 

          When filling out your 1547, make sure you enter under “First Choice” all weeks that you want annual leave. “Second” and “Third” choice areas are for designating an alternative choice if you are not able to receive the leave requested under “first” choice.  These forms also ask for “inclusive dates”.  This means to include all days that you want, including days off and holidays.

Judy Fricke

Industrial Relations Director

*********

 

BALLOTS FOR LOCAL ELECTION HAVE BEEN MAILED

 

          Ballots for the Local Election were mailed on March 2, 2005. If you haven’t received a ballot, contact the union office at 651-778-1637 to request a duplicate ballot. No one may request a ballot for you!

          In order to be counted, ballots must be received at the designated post office no later than March 19, 2005 at 8:00 a.m.

 

LOW COST TRAYSORTERS (LCTS) BRING CHANGES

 

          During the past several weeks, contractors and our Maintenance employees have been installing the new Low Cost Tray-sorter System (LCTS) in the St. Paul facility.  This system will bring about changes affecting how automated letter and automated flat mail will be worked in the facility.

          The sections that will be affected/impacted will be Automation Flats, Automated Letters and the Pouch rack section.  All three tours will be affected.

          The installation and burn-in of the LCTS on 2nd and 3rd floor has been completed and management has accepted the equipment. At this time, it has been determined that the clerks will staff the LCTS dispatch legs.  It has not been determined which section the clerks will be utilized from.  The section to which the LCTS will been assigned to will most likely be determined at the March 18, 2005 Labor Management Meeting.

          The K-Dock will be fitted with the LCTS beginning on 3/27/05.  It will take approximately 2 to 3 weeks to install and be accepted.  During the installation, there will be a significant inconvenience to employees working on the K-dock in regard to space in which to work.  So work safely and bring any safety concerns immediately to management so they can correct the problem.

          During the next several months you will see several add-ons to the LCTS, an automated de-sleaver, a system that will automatically apply DNR/ACT tags for airmail and automated bander for tabs and trays.

          The 4th floor will also be fitted with a LCTS in June of 2005.  Along with the LCTS at least two of the FSM 100’s will be fitted with an automatic sweeping system in late summer.  This certainly will impact staffing of the 100’s.

          Since this is an ongoing process that covers several months, we have agreed to meet with management approximately every 2 weeks.  As we get more information, we will pass it along via union meetings, the Postmark and flyers.       

 

AMC IMPACT

 

          A few AMC members have contacted me in regards to the changes that could be coming to the AMC. Here is what we know so far.

          First, the new Low Cost Traysorter being installed in St. Paul and Minneapolis will be fitted with an automatic system to apply DNR/ACT tags (I.E. Triple A capability) to outgoing trays and tubs.  Once this system is in place (sometime late summer 2005) we believe management will shift that work back into the P&DC from the AMC. This certainly will have an impact on clerk staffing at the AMC.

          Secondly, we have not been informed by management that they intend on closing the AMC.

          Third, the union will have a Labor Management Meeting on March 30, 2005 with Plant Manager Rich Weber to further discuss the above issues. As soon as we have concrete information on the above issues, we will relay it to you via union meetings, the Postmark and flyers.

 

 

 

APWU              St. Paul , MN Area Local        APWU

Pat McCann, President                February 9, 2006

www.StPaulAPWU.org       651-778-1637

 

 

 

LOCAL FMLA FORMS DISCONTINUED

 

 

          Starting February 1, 2006, the union will discontinue the use of its locally developed FMLA form.  We will be switching to the form that the National APWU provides.  The only difference in the form is that the National APWU form provides a box stating:

          “Without giving a specific diagnosis or prognosis, briefly note how the medical facts meet the criteria of the category checked above.”

          The local’s form did not contain the above statement.  The Family Medical Leave Act requires that your doctor briefly note, without giving specific diagnosis or prognosis, the medical facts relating to the serious health condition. The National’s formb    provides a space for the doctor to provide the information.

          Hopefully, switching to the National APWU’s form will stop management’s FMLA coordinator from sending out letters to the employee requesting the general nature of the condition for which the employee is requesting FMLA.

 

AMC STAFFING UPDATE

 

          The union and management met on Monday, January 30, 2006, to further discuss the impact on staffing at the AMC due to the new scanning capabilities at the metro hub, the Minneapolis P&DC, and the St. Paul , P&DC.  The St. Paul P&DC will start scanning letter trays in February 2006 and flat tubs in March 2006.  Once these sites are online, the AMC will move ahead with their staffing adjustments.

          So far, here is what we know. Currently, there are 80 full time clerk positions (level 5 and 6 combined) at the AMC.  Management is anticipating cutting 22 full time clerk positions, leaving 58 full time clerk positions at the AMC.  Management has not told us which tours or combination of tours that the 22 positions would be taken from, nor have they shared with us how many of the 22 jobs being eliminated would be level 5 and how many would be level 6.  During a previous meeting, approximately 9 months ago, there was no mention of level 6 positions being affected.  Apparently now management is looking at eliminating some level 6 positions.

          Management also stated that some of the remaining 58 positions would be reposted with hours changed to reflect the workload.

          Management indicated at the meeting that the employees affected by abolishments and excessing would be given a 60 day notice.  Management anticipates the notification to the affected employees to be mailed during the first couple of weeks in March and the abolishments to take place in May.  As soon as we are provided with the information on which positions are to be eliminated, we will provide that information to you.  As of today, there has been no indication by management that any maintenance positions will be affected at the AMC.

 

 

 

APWU              St. Paul , MN Area Local        APWU

Pat McCann, President                January 18, 2006

www.StPaulAPWU.org       651-778-1637

Drew Aliperto has instructed maintenance to stop video recording freight elevators #12, 13, 16 and 17.  It is extremely important that if anyone witnesses casuals, clerks or management operating these elevators, please provide a detailed statement stating who is operating the elevator, and for how long, along with the time it happened.

            The new lost cost tray sorter is nearly completed.  It is the union’s position that resetting the system, and clearing jams on the tray line is maintenance craft work.  If anyone witnesses someone other than a maintenance employee doing this work, please provide a statement to the union stating who did the work, and for how long, and the date and time.

 

PTF’s Converted to Full Time

            Congratulations to the fifteen (15) senior PTF’s who converted to full time on Saturday, January 7, 2006.  Your conversion to full time was a result of a grievance filed on your behalf by the local union.  The settlement reached on January 3, 2006 with management will also convert fifteen (15) more PTFs on February 18, 2006.  The remaining PTF’s will be converted on May 27th, 2006. Conversion to full time is by seniority.

            As a full time unencumbered employee, you may bid for duty assignments on the clerk job vacancy notice that comes out once a month, and the union encourages you to do so.

            Also in March 2006, residual duty assignments will be posted for bid to all unencumbered employees, so if you haven’t been able to achieve a bid on the regular vacancy notice, you will have an opportunity to bid for a residual duty assignment.

            While you’re in the status of unencumbered full time flexible, management may change your hours and days off as long as they notify you of the change the Wednesday proceeding the week in which your change is to occur.

            As a full time flexible, you have the contractual right to volunteer on the holiday sign-up sheet in your section.  You have the right to sign up at the beginning of the quarter on the overtime desired list.  If you become full time during the middle of the quarter, you have seven (7) days to notify management in writing of your wish to place your name on the overtime desired list.

            You have the right to take annual leave within the quota in the section you are assigned to.  You have the right to choice vacation bidding that will occur in March.  The above are a few of the rights that the APWU has fought to achieve for its members.  One of the most important facts about your conversion to full time is that you are now guaranteed forty hours of work a week.

            Lastly, if you have any questions about your status as an unencumbered full time flexible, ask to see a steward.

 

Stations Staffing Update

            It has been a little over a month since our last meeting with management on staffing at stations and branches.  These meetings are basically a formality in that any suggestions/ideas brought forward by the union have been brushed aside.  It appears the Postmaster is focused on one thing, reducing staffing at the stations and branches by abolishing and excessing full time regulars and attempting to replace the lost work hours with PTFs.  The following is what the Postmaster’s staffing changes look like as of our last meeting:

 

            Eagan :

·         4 full time positions abolished

·         2 PTR positions abolished

·         Reposting of duty assignments

·         Hire 4 PTFs

Cliff Lake          

·         1 full time position abolished

·         Reposting of duty assignments

·         Hire 1 PTF

Como

·         1 full time position abolished

·         Use PTFs on Saturdays

Mendota Heights

·         1 position reposted installation wide

Dayton ’s Bluff

·         Hire 1 PTF

·         Change hours of bids within contract limits

Woodbury

·         10 positions reposted

·         Hire 2 PTFs

New Brighton

·         Redoing 1994’s

·         Possible abolishments

·         Hire 1 PTF

·         Change hours of bids within contract limits

Vadnais Retail

·         Repost 1 position (installation wide)

·         Hire 1 PTF

Shoreview

·         Change hours of bids within contract limits

·         Hire 2 PTFs

Roseville

·         Change hours of bids within contract limits

·         Hire 1 PTFS

Where you see abolishments of positions, there will be excessing of junior full time regulars.   If your station is not on this list, it means we have not been provided with any staffing information regarding the station.

Remember, this is a management action and any contractual violation in regards to staffing will be vigorously pursued.

The next meeting is scheduled for January 25, 2005.  Stay Tuned!

 

 

 

APWU              St. Paul , MN Area Local        APWU

Pat McCann, President                December 13, 2005

www.StPaulAPWU.org       651-778-1637

Flexible Spending Accounts

          On May 18, 2005, the Internal Revenue Service decided to allow a grace period of 2 ½ months following each Flexible Spending Accounts (FSA) plan year.  USPS has implemented this effective with the 2005 FSA program, which will have a grace period from January 1 through March 15, 2006. 

 

          From the 2005 FSA plan year on, an FSA participant with funds left at the end of the plan year can be reimbursed for eligible expenses for services or items received during the grace period.  The risk of use-it-or-lose-it is lessened because you now have extra time to use up FSA funds.  Eligible expenses with dates of service from January 1 through March 15 can be paid from the prior year FSA plan if there is still an available balance.  Participants do have to spend the prior year balance by March 15 or forfeit the money under the use-it-or-lose-it rule.  And the deadline for filing claims has not changed – the FSA Customer Service Center must still receive all claims by September 30 of the year after the plan year.  Also, the grace period is only available for FSA participants who are still participating on December 31 of the plan year.  For example, an employee who retired on December 30 would not be eligible for the grace period.  But most FSA participants remain participants through December 31 of the plan year.

Example

          An employee signed up for the 2005 Health Care FSA for $1500.  It’s now December 1, 2005 and the employee’s spent less than planned, and has only claimed $1000.  Under the old FSA rules, you’d either have to find a way to spend the remaining $500 on eligible health care expenses by December 31, 2005 or you’d forfeit the money.  That’s the use-it-or-lose-it rule that applies to all FSAs.  But now, because of the grace period, the FSA is more flexible.  Instead of having to use up the $500 by December 31, 2005, you has until March 15, 2006, to spend the remaining $500 on eligible heath care expenses or lose any remaining 2005 FSA funds.  You do have to spend the remaining $500 on eligible health care expenses by March 31, 2006, or you’ll forfeit the money under the use-it-or-lose-it rule.  (Remember, to qualify for the grace period, you must still be a participant on December 31, 2005.) And the FSA Customer Service Center must receive the claim by September 30, 2005

          If you have any questions, call the FSA Customer Service Center at 1-800-842-2026

 

 

APWU     St. Paul , MN Area Local      APWU

Pat McCann, President    November 29, 2005

www.StPaulAPWU.org       651-778-1637

Penalty Rate Overtime

          Article 8.4.C of the National Agreement states: “Penalty overtime pay will not be paid for any hours worked in the month of December.” Each leave year, a four week period is designated as the “month of December”.  This year’s period for the penalty rate exclusion begins on December 3, 2005 and ends on December 30, 2005.”

          The exclusion of the penalty rate of pay during this four week period does not impact other aspects related to the use of the overtime desired list.  The overtime desired list still exists in December.  It is only the penalty rate of pay that is affected.

 

2006 Leave Year

          The new leave year will begin on January 7, 2006. For those of you that are out of leave, January 7, 2006 is the date that you can start using annual leave that you will earn in 2006.

 

Annual Leave Carryover

          The new leave year begins on January 7, 2006.  You may carry over 440 hours of annual leave into the new leave year.  If you have more than the 440 hours as of January 7, 2006, you will lose that leave.  So if you currently have more than 440 hours allowed for carryover use that annual leave before the new leave year begins.

         

Annual Leave Exchange Option

Reprinted from the National Agreement:

“The parties agree that APWU career employees will be allowed to sell back a maximum of 40 hours of annual leave prior to the beginning of the leave year, provided the following two (2) criteria are met:

1. The employee must be at the maximum leave carry over ceiling at the start of the leave year, and

2. The employee must have used fewer than 75 sick leave hours in the leave year immediately preceding the year for which the leave is being exchanged.”

          Note: The leave you are selling back is leave that you will earn in leave year 2006.

 

Christmas Holiday Worked Pay

          Employees required to work on his/her Christmas holiday (Christmas day, or the employee’s designated Christmas holiday) will be paid one and a half times the base hourly straight time rate for each hour worked.  It is not paid for work performed on December 25, unless it is the employee’s holiday.  This is in addition to the holiday leave pay the employee is entitled to receive.  Those requesting annual leave in lieu of holiday leave pay will still be paid 1 ½ times the base hourly straight time rate for all hours worked on the holiday or their designated holiday.

 

Christmas Holiday Scheduling

          Christmas falls on Sunday, the designated holiday is celebrated on Monday, December 26th.  The scheduling period for tours 2 and 3 is Saturday, Sunday, Monday.  Tour 1 scheduling period is Friday night, Saturday night, Sunday night.

Tours 2 and 3

Saturday, Dec. 24                   Sunday, Dec. 25           Monday, Dec 26

 

SDO                                SDO                                Holiday

SDO                                Holiday                           Reg Scheduled day

Holiday                           SDO                                SDO

Reg Scheduled day            Holiday                           Reg Scheduled day

 

Tour 1

Friday night, Dec 23      Saturday night, Dec 24   Sunday night, Dec 25

 

SDO                                SDO                                  Holiday

SDO                                Holiday                             Reg scheduled day

Holiday                           SDO                                  SDO

Reg Scheduled day            Holiday                             Reg Scheduled Day

 

          If you have any questions, please request a steward!

 

 

 

 

APWU              St. Paul , MN Area Local        APWU

Pat McCann, President                November 21, 2005

www.StPaulAPWU.org       651-778-1637

 

 

Heads up Station Clerks!

             After a clerk craft article was printed in The American Postal Worker (Sept/Oct 2005 issue) subtitled “Maintaining Bidding Procedure Integrity” subject: “Working your duty assignment as posted, which is language found in Article 37 of the Collective Bargaining Agreement”,  the union received calls from members at stations and branches notifying the union that clerks with window duties on their bids or clerks with scheme on their bids are not working on the window and/or not working in their scheme assignments.

            The contract requires that you work a minimum of 30 hours an accounting period in your scheme.  Likewise, if you have window duties on your bid, you must work the windows once an accounting period.   If you have both duties window/scheme you must satisfy both requirements.

            If you are not scheduled so that these requirements are met, your duty assignment must be reposted.

            Our members are keenly aware that over the years, clerks at the stations and branches have manipulated their way into not working portions of their duty assignment or throwing their zone.

            Since this issue, (Not working your duty assignment as posted) has been going on for sometime at station and branches, the union is giving those clerks who are not working their duty assignment as posted an opportunity to correct the situation.  On March 1, 2006 the union will aggressively start enforcing this issue. In the meantime, if the above pertains to you, it is imperative that you take control of your bid and request that management put you on the window at least once an accounting period. If you have a scheme, you need to work that scheme at a minimum of 30 hours per accounting period.  If you need brush-up training for the window or your scheme, request it.  If management refuses to schedule you on the window or in your scheme, or if they refuse to get you brush-up training, request a steward.

            If you are not working your duty assignment as posted and you decide to sit back and see what happens, expect that your duty assignment will be reposted after March 1, 2006.

Maintenance Employees – KSA 36

Any employees who have taken test 932 in the past year and failed KSA 36 (Test Equipment) may be getting an updated score back from NTAC showing that they passed the test.   If your updated score is a passing score on KSA 36 (Test equipment), making you eligible to be on the PER, you must let the union know immediately so we can investigate to see if you missed a promotion opportunity.

Management doing Maintenance Work

            It has come to the union’s attention that management has been performing bargaining unit work, the duties of elevator operators on the freight elevators 12, 13, 16 and passenger elevator 18 on all tours.  Management has also assigned this work to clerk craft employees on tour 1.

            The union is asking all employees that witness management and/or non-elevator operators performing elevator operation duties to submit a witness statement for each incident where management is loading and/or unloading the freight elevators.  The statement needs to provide date, time, who, where, and what was done.  Also we ask that the employees provide the union with witness statements for each time witnessed that management locks out elevator 18 to freight status.  Please submit these statements to Maintenance Steward Jim Pierce on tour 2.

Restroom cleaning

            It has come to the union’s attention that craft employees on the work room floor are upset that the restrooms are not being kept clean on a regular basis.  It is management’s belief that the restrooms are being cleaned during the tours; however it is the union’s belief that there is a shortage of custodial employees throughout each tour.  The custodians are tasked to perform more duties with fewer custodial employees.  There is a way for each craft employee to be heard on this issue.  If every craft employee were to use their right to fill out the PS Form 1767, Report of HAZARD, UNSAFE CONDITION OR PRACTICE (located at the passenger elevators 8 and 9 on each floor) when they observe unsanitary restrooms, this issue would be rectified in short order.

            When employees submit this form to their immediate supervisors during their tour, the supervisor should return it to you with the corrected response by the end of your tour. It is a good practice to make a copy of the original PS Form 1767 prior to turning it in for your own records and to turn it in to a union steward if the unsanitary condition is not abated.

Don’t Holiday Shop at Wal-Mart

            A new documentary entitled “Wal-Mart: The High Cost of a Low Price” will begin showing at over 1000 churches, synagogues, and religious sites nationwide beginning 11/13 in an attempt to force changes in Wal-Mart’s employment and business practices. The movie is a part of a broader campaign by a group of critics that now include ministers who assert that Wal-Mart’s predatory tactics are moral as well as economic issues.  Remember: A Gift From Wal-Mart is Not Really a Gift!

Health Fair

            The Open Season for changing health plans is rapidly approaching.  There will be a Health Fair at the Main Post office cafeteria Tuesday, November 29th from 7-10 a.m. and from 2-5 p.m.  If you have web access, you can check out the APWU Health plan in advance of the health fair at: www.apwuhp.com.

General Membership Meeting

            Our general membership meeting is Tuesday at 6:45 p.m. at the Trades and Labor Center in downtown St. Paul .  We will be having pizza and there will be drawings for gift certificates.  Stop by!

 

 

 

 

APWU              St. Paul , MN Area Local        APWU

Pat McCann, President                October 25, 2005

www.StPaulAPWU.org       651-778-1637

 

APWU Disaster Relief Efforts

 

Post Employee’s Relief Fund

          Due to the enormity of Hurricanes Katrina and Rita, contributions are still desperately needed for the fund to provide the same level of assistance that it has done in the past.  More donations are needed to help everyone in need and ensure that funds are available for future disasters.

          Donations can be made by credit card on the fund’s web site www.postalrelief.com or checks can be mailed to:

 

Postal Employees Relief Fund

PO Box 34422

Washington , DC 20043-4422

 

Auxiliary-to-the-APWU Member-to-Member Gift Card Program

Recognizing more can be done to meet the immediate needs of APWU members devastated by disasters, the Auxiliary is sponsoring a Member to Member gift card program.  Gift cards will allow members to make personal choices regarding their immediate needs and allow them to purchase new items rather than having to accept recycled donations.  Your gift could be used towards purchasing clothing, baby supplies, etc.

          Cards may be purchased at Target, K-Mart, Sears or Penny’s, and it’s recommended that they be in $25 amounts to avoid confusion.  Mail your gift card donation to:

APWU Human Relations Department

1300 L Street, NW

Washington , DC 20005

 

APWU Adopt a Family

          With the holidays just around the corner, members in disaster areas are still struggling to rebuild their lives. Together we can help make the holidays better for their families. The Adopt-a-Family program requires a commitment to purchase and wrap holiday presents, to provide food for a holiday meal, to provide nominal decorations and to make delivery, or shipment.

          The APWU will provide those wishing to help with a family’s contact information so you can obtain a wish list, and shipping info.  This information should be available by the end of November. If you are interested, contact the APWU at 202-842-4271.

 

 

 

 

 

 

APWU              St. Paul , MN Area Local        APWU

Pat McCann, President                September 19, 2005

www.StPaulAPWU.org       651-778-1637

  FMLA Procedures

               The union has been informed via letter that the Postal Service is implementing a new FMLA procedure.  They are informing employees through service talks and handing out a one page information sheet during the service talks.  The Postal Service directive instructs employees that for new FMLA absences the Fulfillment Center in Topeka , KS will be mailing a packet to employees that will include a cover letter, Publication 71, and Department of Labor WH-380 to the employee’s current mailing address and to either walk the form up to the Coordinator’s office or to mail it.

          First, you are not required to use the WH 380 Certification form when requesting FMLA.  Instead, we suggest that you use the APWU Certification forms when requesting FMLA.  They are less complicated to use and you are less likely to have information (prognosis, diagnosis) shared with the Postal Service that they are not entitled to when requesting FMLA.

           Secondly, you are not required to mail or walk your FMLA certification up to the FMLA Coordinator’s office.  You may provide the certification to your immediate supervisor and he must accept it as received.  Always keep a copy and record the date that you provided the certification to your supervisor.

          If you are contacted by the FMLA Coordinator either by phone or in writing to provide the certification to the coordinator and you have already turned the certification into your supervisor, inform the coordinator that he/she should request the certification from your supervisor.  If you wish to respond to the Coordinator in writing, the union will provide, upon request, a draft letter for your response.

          Management has stated that this directive is only to notify employees that the method of supplying FMLA documents to employees is changing.  Employee’s supervisors will continue to have the same obligations as it pertains to the administration of FMLA.

          If you encounter problems with this new procedure, please notify the union immediately, so that we can take appropriate actions if your rights under FMLA have been violated.

 

 

 

APWU              St. Paul , MN Area Local        APWU

Pat McCann, President                August 4, 2005

www.StPaulAPWU.org       651-778-1637

 

 

MESSAGE TO TOUR 1 LETTER AUTOMATION

 

          Members from tour 1 letter automation have brought to the attention of the union that supervisors of tour one letter automation are blaming the union because they are being required to make sure that employees are working their bid hours as posted.

 

          Let me set the record straight.  In April of 2005, Judy Fricke and I spent about 3 weeks working tour 1. During that time, a member from tour 1 automation brought it to our attention that certain people were being allowed to begin tour whenever they wanted to.  After a brief investigation, we found that some individuals were allowed flexible starting times.  At that point, Judy Fricke approached MDO Ray Walters with a proposal for flex-time so that everybody in letter automation on tour 1 could benefit from a flexible starting time.  MDO Walters rejected the proposal out of hand. Since MDO Walters didn’t want to negotiate flex time for tour 1 letter automation, I approached Lead MDO Jim Clausen with the flex time proposal. Again, the proposal was rejected. At that point I offered another solution.  Since management’s operation could function with a fourth of its employees starting whenever they wanted, management could adjust the starting times to reflect what the employees were actually working.  MDO Clausen again rejected the proposal. 

 

          I then asked Mr. Clausen what he might propose as a solution to the problem of some employees being given a benefit of starting when they wanted to and others having to adhere to their bid starting times. 

 

          He said his solution to the problem was that he would instruct his MDOs and SDOs make sure employees were working their duty assignments as posted.

 

          I asked, “Are you sure you don’t want to reconsider the union’s proposals to fix the problem?”  He laughed and said, “not a chance.”  Mr. Clausen stated that he would immediately email MDO Ray Walters with his instructions.  I stated to Mr. Clausen that we would monitor to make sure his instructions were followed.

 

          After a two week period, the union took a look at the clock rings for the unit and guess what?  Nothing had changed.  At that point, I went back to Mr. Clausen and told him his SDOs, in typical fashion, weren’t following his instructions. I again proposed flex-time or changes to start times. Again, he laughed and said he would make sure his instructions were followed.

 

          I stated to him we were done monitoring and the union would file the appropriate grievance for employees working out of schedule.  Well, guess what? His instructions were not followed and now we are in the grievance procedure.

 

          Now I believe we are in the grievance procedure on this issue because management wanted this issue in the grievance procedure so they could blame the union.  They have worked out little deals allowing certain employees special start times, while others have to punch in on time, and now, in typical management fashion, they don’t want to confront the employees and tell them their deal is done. The union has exposed their off the books benefit plan for a few employees and now they must end their privileged benefit plan. In typical management fashion, rather than stand up at a service talk and state to all employees that they (supervisors) have allowed certain employees the benefit of a flexible start time while others were required to punch in on time, instead they stand up and blame the union for their lack of supervisory skills.

 

          If you look at this situation with an open mind, you can see why a union is necessary in this environment.  Without the union, the privilege benefit plan (start when you want) for some employees would continue to flourish and most likely would mushroom into a whole series of privileged benefit plans.  So, yes the union does take pride in the fact that we have exposed the privilege benefit plan and are taking steps to eliminate it. Furthermore, we offered management proposals to allow full membership (all employees) in the plan, but the proposals were rejected out of hand by management. Therefore the union is taking the necessary steps to end the privileged plan for the few.  Your union stands by the principle, “United we stand, divided we fall.” So if you are one of the members who is upset with the union because your exclusive benefit plan is coming to an end, you need to step back and regain your union principles and stop buying into management’s exclusive benefit plan for the few.

 

          Finally, I challenge the supervisors to stand up in front of their employees and tell you that they were offering a benefit plan that was only for a chosen few and that it worked so well for those chosen few that they are going to offer it to the rest of the employees in your unit (the union is still willing to negotiate flex-time for all). Management, if you don’t have the backbone to explain it to your employees what you were up to, then you should think seriously about picking a new profession.

 

Postal Issued Credit Cards

 

Management is disciplining employees for stolen postal issued credit cards. They are saying that it is your fault if someone steals and uses your card no matter what the circumstances are.  It would be wise for everyone to return your credit cards to management immediately so that you will not find yourself in this same situation.  Make sure you get a receipt from management when you return it.  If you have a need to use one, they can issue you a new card at that time.

          Custodial staffing is also a hot issue at the AMC. It is important that all employees notify management of any cleanliness issues in their work area by filling out a 1767 safety hazard report.  AMC Maintenance Manager Jon Sivald has told the union that the building doesn’t need to be cleaned on every tour because it is not dirty.  If this is not the case, it needs to be reported every time you are subjected to an unsanitary work, break or bathroom area.  It is difficult to argue that the building is unclean without hazard reports to back it up.

 

Rob Vance

Maintenance Craft Director

 

 

 

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