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APWU St. Paul, MN Area Local APWU
Pat
McCann, President December 19, 2008
www.StPaulAPWU.org
651-778-1637
_
TOUR 1 TOUR 3
LETTER AUTOMATION START TIME CHANGES
Management began sending out letters
on Wednesday of this week to employees on Tour 1 and Tour 3 in the Letter Automation Section notifying them that their start
times would be changing. Tour 1 will be moving from a current start time of 10:20
p.m. to a new start time at 9:45 p.m. Tour 3 will be moving from a current start
time of 2:08 p.m. to a new start time at 1:45 p.m. (Note: Tour 3 employees with start times at 4:00 p.m. will not be changed at this time.)
Since the start times are less than an hour change, there will not be reposting of bids. Employees will remain on their bid with a new start time.
I have received some telephone calls
in regards to the way in which employees were notified of the start time changes.
I agree that this is not the normal
way in which management has announced these kinds of changes. Normally, a service
talk or meeting would be given with the Plant Manager or his/her designee in attendance to announce the changes, take a question
and answer session, and then tell employees when they would be affected and when they would receive their letters. This did not happen in this case and management neglected to do so in two other cases.
I have voiced the union’s displeasure
in the way in which the Plant Manager, Senior MDO, and In-Plant Support Manager have conducted themselves in regard to notifying
employees affected by changes to their bids.
The first time it happened, I spoke
with the Plant Manager and was assured that wasn’t the way we were going to do business and he would take care of the
matter. The second time it happened, it took over two weeks for the Senior MDO
to finally be persuaded to meet with all Tour 3 employees in Registry and finally, the last incident, not meeting with employees
on the Tour 1 and Tour 3 Letter Automation changes.
Clearly, this is a blatant lack of
respect by St. Paul management towards its employees. While the Contract may not require they meet with the employees, good employer/employee
relationships require such communication.
I think after this last incident, that
it is clear that those in charge of making the changes, by their actions either lack the ability to communicate the changes
to the employees, or they flat out don’t respect you enough to stand up in front of you and explain the changes. After all, it is easier to just drop the notification in the mail and retreat to mahogany
row.
APWU
APWU
Pat McCann, President St. Paul, MN Area Local December 12, 2008_
www.stpaulapwu.org
651-778-1637 _
UNION WINS ARBITRATION ON ANNUAL LEAVE EXCHANGE FOR PTF’S
The dispute arose following negotiation for the 1998-2000
Collective Bargaining Agreement. The union negotiated an annual leave exchange program in which eligible APWU represented
employees would have the right to sell back up to 40 hours of unused annual leave prior to the beginning of each leave year
if they meet the criteria.
§ The employee must be at the maximum leave carry over allowance at the start of the leave year
and 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.
The
Postal Service took the position that the Agreement did not include PTFs. The Arbitrator ruled otherwise and said it included
PTF’s.
So
if you were an APWU represented employee who was a part time flexible (PTF) during and/or all of the period of the dispute
(from 1999-2008) and met the above criteria, please provide your name, employee ID number, phone number, and office where
you were employed at the end of the leave year in which you were eligible via email to ptabbita@apwu.org.
Health Plan
Open Season Extended
Open Season for the Federal Employees Health Benefit
Program (FEHBP) will be extended. OPM took this action in response to concerns
over a change in coverage in the Blue Cross Blue Shield reimbursement that would have established a $7,500 co-pay for out-of-network
surgeries.
The
extension of open enrollment and the request for changes were the result of a Dec. 3 hearing on the subject by the House Subcommittee
on the Federal Workforce, Postal Service and the District of Columbia.
At the hearing, witnesses testified that the changes to Blue Cross Blue Shield’s benefits were not adequately publicized,
and Subcommittee Chairman Danny K. Davis (D-IL) and others called on OPM to extend Open Season to give Blue Cross Blue
Shield enrollees adequate time to change plans in response to the increased co-pay.
APWU
APWU
Pat McCann, President St. Paul, MN Area Local November 13, 2008_
www.stpaulapwu.org
651-778-1637 _
JANUARY, FEBRUARY,
MARCH CHOICE VACATION PERIOD
During the last LMOU negotiations the
union negotiated a more structured procedure for requesting choice vacation for the months of January, February and March. Employees have always had the ability to take choice vacation for those months but
never really had a procedure for accomplishing it. With more and more members
taking winter vacations it was necessary to put some procedures in place.
Employees wishing to take choice vacation
during the months of January, February and March must make their selection on Form 1547 between November 1, 2008 and November
21, 2008. Management must return the Form 1547 back to you no later than November
30, 2008.
Employees are granted two (2) selections
as their first choice during the choice vacation periods unless you select fifteen (15) continuous days of annual leave which
would count as two (2) selections.
If you select choice vacation during
the months of January, February and March, it will affect the number of selections you can make during the March choice vacation
selection period for the remaining months of the choice vacation period.
********
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 “the month of December”. This year’s period for
the penalty rate exclusion begins on December 6, 2008 and ends January 2, 2009.
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.
******
2009
LEAVE YEAR
The new leave year will begin January
3, 2009. For those that are out of annual leave, January 3, 2009 is the date
that you can start using leave that you will earn in 2009.
********
ANNUAL LEAVE
CARRYOVER
The new leave year begins on January 3, 2009. 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 3, 2008, you will lose ALL leave hours in excess of 440 hours.
So, if you currently have more than 440 hours allowed for
carry over, use that annual leave before the new leave year begins.
If you are having problems with a supervisor approving the
use of excess leave, request to see a steward.
********
ANNUAL
LEAVE EXCHANGE OPTIONS
(Reprinted from the National Agreement)
“The
parties agree that APWU career employees will be allowed to sell back a maximum of forty (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 exchanging is leave that you will earn
in leave year 2009. You cannot exchange leave that is in excess of the 440 hours
that you are carrying over.
********
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 one-half times
the base hourly straight time rate for each hour worked. It is not paid for work
performed on December 25th 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 the Holiday Leave pay will still be paid one and one-half (1 ½) times the base hourly straight
time rate for each hour worked on the holiday or their designated holiday.
********
OPEN SEASON IS
COMING!
Open Season for Health Plans will be from 11/10/08 – 12/8/08.
The USPS will hold a Heath Fair at the Main Post Office, 180 East Kellogg, from 7:00 a.m – 10:00 a.m. and from
2:00 p.m. – 5:00 p.m. on Tuesday, November 18th. Stop by to
pick up information on the two options of the APWU.
APWU
APWU
Pat McCann, President St.
Paul, MN Area Local
September 16
, 2008
www.stpaulapwu.org
651-778-1637__
ATTENTION
ALL
EMPLOYEES
Congratulations – You’re ALL Getting a Pay Raise!
The
paycheck you receive this Friday, September 19th will include a Cost-of-Living Adjustment totaling $1,477
per year. This wage increase will be the largest raise ever in the history of
postal collective bargaining and one of the largest COLA increases in our nation’s history. Under our present National Agreement COLA increases have totaled $2,642 with upgrades and contractual increases
worth an additional $1,324.
Raises like the one you will receive
this week have made our jobs among the most sought after in communities across America. Our health care coverage, retirement benefits, vacation, sick leave and protection
against layoffs provide security that is shared by very, very few workers.
These raises, and all our benefits
are the result of the union’s collective bargaining activities and are made possible by dues paying members. Most of you reading this know the value of union membership and became APWU members. But many of you are enjoying these hard won benefits without paying your fair share.
We are at a critical junction. The Postal Service is planning “network realignments” that will challenge
six-day delivery, threaten universal service and attack the USPS’ exclusive right to deliver to mailboxes. These challenges threaten our jobs – YOUR JOB – and the future of the Postal Service as we
know it.
Protecting our benefits requires an
effort by ALL employees if we are to maintain our power in the marketplace and workplace.
To all non-members reading this: pay your fair share! Protect yourself, your family and your future. Don’t sit back while others do it for you.
Now, more than ever, you need us – and we need you.
JOIN THE APWU –
IT PAYS TO BELONG!
(more on reverse)
WHAT MEMBERS
ARE SAYING…
- Thanks to a cost-of-living increase that will be the highest in APWU bargaining
history, postal workers will be receiving an annual raise of $1,477. That’s
71 cents an hour or $56.80 per pay period with three more COLA’s scheduled under our Contract.
Our
union brothers and sisters have done their fair share for this COLA. Now it’s
time for non-paying, non-union members to step up to the plate and stop stealing and start paying for the benefits you receive
from our union!
Sign
up now and be proud!
Kathy Letendre, FSM
Clerk – St. Paul,
- I feel that with all the employees the Postal Service has, we should have a voice
in our workplace. Nobody wants the job of being a union rep, but we are fortunate
enough to have the representation we do have. For the small amount of money we
contribute each payday they have been able to keep our wages competitive and our benefits fair while trying their best to
keep us from being privatized.
Without
the union and all the agreements we have we wouldn’t have the standard of living we’ve become accustomed to –
and for that, I thank them!
Larry French, Building Maintenace – Minneapolis
- I’ve been a union member for most of my 29 years with the Postal Service. I quit the union once, back in the early 80’s.
I got ticked off about overtime distribution policies (which the union had no control over), a bid abolishment, and
took a disliking to a steward. I didn’t hold the grudge too long however. I rejoined a few months later. I know
now that there are several former members who have quit for similar personal reasons.
While these reasons may be important we need to look at the big picture and realize that our union is more than just
a grievance machine. We don’t always get everything we want but our wages
have kept up with inflation while we’ve enjoyed vacation time, insurance and knowing that we can look forward to a secure
retirement. Workers in many other industries have not been as fortunate.
I
encourage former members and all non-members reading this to re-think their reasons
for not belonging. You quit the union – but you haven’t quit your
job! Why not? -- Because of the
union won wages and benefits you enjoy. Join the APWU. Talk to a steward or call us at 651-224-2639. It
doesn’t cost to belong – it pays!
Mike Mazurkiewicz, Bulk Mail Tech – St. Paul
- A FINAL NOTE: Union dues ARE NOT used to support political candidates. We rely on voluntary contributions to our Committee on Political Action (COPA). Our nation is at a crossroads. The November election will
be the most important one in decades. Electing more worker-friendly members in
Congress and the White House will make a fundamental difference in our lives. Help
us elect candidates who will support us – GIVE TO COPA. Visit our website
apwu.org or see a steward.
(*Union members – pass this flyer on to a non-member and persuade them
to join us)
APWU
APWU
Pat
McCann, President
St.
Paul, MN Area Local
August 14, 2008
Dental
Plan Information (Open Season)
The St. Paul, MN Area Local APWU sponsored dental plan has been mailed to all members of the
St. Paul Area Local. OPEN SEASON IS NOW!
You have until September 5, 2008 to
join the regular G510, Basic G610 or the Comprehensive G710 plan.
Carefully read over the material that
has been sent to you. If you are a member of the St. Paul Area Local and did
not receive the information, contact us at 651-778-1637 and we will mail one out to you.
Your deadline to respond is September
5, 2008. Your coverage will begin on October 1, 2008.
This benefit is for APWU members only!
Thrift
Savings Plan Management Training
A training session on how to manage
your TSP portfolio effectively to retire with enough assets will be conducted by an expert from the Federal Retirement Thrift
Investment Board. The training will be offered three times, and all three sessions are identical. You only need to attend
one.
When:
Tuesday August 26, 2008
Time:
1st session - 7:30 a.m. – 11:30 a.m.
2nd session - 12:30 p.m. – 4:30 p.m.
When:
Wednesday, August 27, 2008
Time:
7:30 a.m. – 11:30 a.m.
Cost:
$10.00
Where:
Bishop Henry Whipple Building
1 Federal Drive, Suite 510
St. Paul, MN
55111-4008
Registration
is on-line at www.minnesotafeb.org
NOTE- THIS IS NOT AN APWU SPONSORED
TRAINING SESSION. THE UNION IS MERELY PASSING ON INFORMATION THAT MAY BE HELPFUL IN MANAGING
YOUR TSP ACCOUNT.
One
FSM 1000 To Be Eliminated
The Union
has been notified in writing that management will be eliminating one FSM 1000 in the St. Paul Plant. The letter states there will be an impact to clerks on tours one (1) and three (3). There was no mention of an impact to the maintenance craft.
The Union
will be meeting with management on Monday, August 25, 2008. We should have detailed information after the meeting on what the impact to tour 1 and tour 3 will be.
We will share the information with
you once it becomes finalized.
As always, we will enforce your contractual
rights.
Republican
National Convention
We
had our second meeting with management on what affects the RNC will have on the St. Paul Plant during the convention dates,
9/1 through 9/4.
At this point, it appears there will
be very little impact for daily plant operations. There are a couple of changes
in regard to parking during the convention:
1. Motorcycle parking will be moved from its current location to the general parking lot.
2. The supervisors’ parking lot will be closed for parking because the Postal Inspectors will
be occupying that space with mail scanning equipment.
3. There will be no metered parking around the St. Paul Post Office during the convention. This includes the meters behind the Post Office. The meters
will have hoods placed over them. Public parking will be allowed in front of
the building as normal.
4. During the convention, traffic officers will be at the intersection of Kellogg and Wall directing
traffic and they will require you to show your postal i.d. (badge) before proceeding up the parking ramp.
5. The walkway from the parking lot to the Post Office along Kellogg
Blvd will be closed.
Management and the Union will be in
contact daily during the RNC so that if problems do occur, we can inform you as much as possible. Management also stated that they would be conducting numerous service talks to all employees in the next
two weeks leading up to the convention to inform you of changes to your normal routines getting
in and out of the downtown Post Office.
APWU
APWU
Pat McCann, President St. Paul, MN
Area Local
March 24, 2008
Make Your Voice Heard!
Object to Proposed FMLA Regulations that Threaten Medical Privacy, Other Protections
The Bush administration has proposed new regulations that would weaken employees’ medical privacy protections
and make it more difficult for workers to use leave under the Family and Medical Leave Act (FMLA)
60 Day Public Comment Period
Before the proposed regulations can take effect, the Labor Department must review and take into account comments
submitted by citizens and organizations that would be affected by the new rules. The union and other labor organizations will
file objections within the 60-day public comment period the before the new regulations can take effect.
The APWU strongly encourages union members to add their individual voices in opposition to the proposed rules by
submitting comments to the Federal Register through it's web site, www.regulations.gov. Comments can also be submitted by mail. (Mailing instructions below.)
The deadline for submitting comments is April 11, 2008. The Labor Department is expected to publish its final regulations
by the end of the year.
Please be advised that the comments you submit received will available to the public, including any personal information
you provide - View sample comments on reverse side of this flyer
|
Submitting Comments by Mail
All submissions must include the Regulatory Information Number “RIN
1215–AB35.”
Send written comments to:
Richard M. Brennan, Senior Regulatory Officer,
Wage and Hour Division, Employment Standards Administration
U.S. Department of Labor
Room S–3502
200 Constitution
Avenue, S.W.,
Washington, DC 20210. |
We want to hear it, too!
·
Please send the
union a copy of the comments you submit to the Federal Registar about the proposed new FMLA regulations. E-mail them to commentsfedreg@apwu.org or mail them to FMLA Comments, Att: Myke Reid, 1300
L St., NW, Washington, DC 20005.
Sample Comments
Protesting Proposed Changes to FMLA Regulations
to be submitted to the Federal Register
APWU members are encouraged to use
portions or all of the samples below — or to write their own remarks — explaining why they oppose the new regulations.
Please add examples from your own experience if they are relevant.
Additional Certification
I disagree with the proposed change to
FMLA regulations that would permit employers to require workers to re-certify their serious medical conditions every six months,
even if they have a life-long condition. (Current regulations say re-certification cannot be required until the period of
treatment specified by a healthcare provider has passed, or once a year, whichever is less.)
The new regulations would pose an unreasonable
burden on employees who suffer from long-term or chronic conditions, requiring them to make unnecessary visits to their doctor,
and forcing them to pay for the extra visits.
Additional Information
I oppose the proposed rule that would allow
employers to require additional medical information if they consider a doctor’s certification “insufficient.”
Under the current rules, if workers submit medical certification, they are protected from invasive requests for further medical
certification.
I believe many employers — including
the U.S. Postal Service — would routinely declare certifications “insufficient,” and would deny workers
leave under the FMLA or require them to make additional, unnecessary visits to their doctor. These additional visits would
be costly and time-consuming for employees.
Birth of a Child
Under current rules, to justify FMLA leave
for the birth of a child, employees must submit a birth certificate and a signed statement. The proposed new regulations would
require that employees’ statements be sworn and/or notarized, and would require them to submit tax returns showing that
they are claiming a deduction for the child. I oppose this insulting and offensive rule change.
Privacy
I object to several proposed regulations
that would infringe on employees’ right to privacy and interfere in their relationships with their doctors.
Under current regulations, there is no
place on FMLA forms for healthcare providers to report their diagnosis or prognosis when certifying employees for Family Medical
leave; they must supply only the “medical facts” that justify the absence. New regulations would permit (but not
require) healthcare providers to offer a diagnosis and/or prognosis.
I believe this new provision deprives workers
of the right to keep their medical records private, and I am concerned that postal managers will continue to demand information
until they receive a diagnosis and prognosis.
The proposed regulations also would end
the requirement that employers get employees’ permission before contacting their healthcare provider to confirm the
authenticity of a medical certification.
Another change would allow any employer
representative to contact healthcare providers for the purpose of authenticating and clarifying medical certifications. Current
regulations permit only employer healthcare providers to contact employees’ doctors. I believe the proposed rule would
open employees’ medical information to scrutiny by non-professionals.
This proposed change also would mean that
disputes over the certification of a medical condition would no longer be settled among healthcare professionals. Healthcare
providers would have to justify their conclusions to employer representatives who have no medical training, or risk jeopardizing
the employee’s leave.
I believe the right to medical privacy
is inviolable, and I oppose any change that would compromise it.
2
Overtime Hours Charged to FMLA
Under current rules, U.S. Postal Service
employees can be charged no more than 40 hours of leave per week. The proposed rules would allow management to charge employees
with more than 40 hours leave if the employees were scheduled for overtime during a week in which they used FMLA leave. This
change would force employees to use up their FMLA protection at a faster rate. The normal work week for a full-time worker
is 40 hours; any rule that would charge more than the standard work-week is wrong and should not be adopted.
According to the new regulations, employees who work 40 hours per week but whose conditions prevent them from working
overtime can be charged Family Medical leave for overtime hours they are unable to work. This change would force employees
to use their FMLA protection even when they are working full tim
APWU
APWU
Pat McCann, President St. Paul, MN Area Local
March 4, 2008
--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 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 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.”
“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 losing 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.
Note – The above choice vacation process
doesn’t apply to the associate office. Each associate office has their
own local memo which addresses choice vacation
United We Stand, Divided We Fall
I have been made aware through several
fellow APWU members that MVS Management, Transportation Networks has been slinging a lot of mud towards the Union
and me specifically. Due to this I feel it is time to clear the air and inform
my fellow MVS members of the ongoing contractual violations the Union has been addressing.
For the past 1 ½ years, your Union
representatives have been filing grievances for Supervisors hauling mail and non-MVS craft employees hauling mail. With assistance from statements written by fellow employees and requests for information submitted by the
union, these cases have been very successful. The settlements have garnered several thousands of dollars for MVS TTO’s
over the past year due to Management’s total disregard for the nationally
bargained contract, craft designations and duty assignments. The St.
Paul APWU has achieved these awards at the step 1, step 2, and pre-arbitration levels of the grievance procedure.
Above and beyond monetary remedies,
these grievances have also forced Management to address the issue of why this mail is not making its scheduled PVS run. Through aggressive filing of these cases by your APWU representatives, Management
has been forced to try and ensure that all mail being hauled between postal facilities is done by MVS craft employees. At some stations, upper Management has even had to change the start time of their
carriers to get the mail out of the station earlier and ensure that carriers are back to the station in time to make the final
scheduled PVS run. Management would not be making these changes if the members
and the Union weren’t filing these grievances!
Everyone in MVS is well aware of the
recent PVS to HCR conversion. Management has taken away this work and given it
to non-union outfits that are not able to perform the hauling of US
mail in the safe and professional manner that our ST. Paul MVS TTO’s have done for 30+ years. These non-union companies have caused tens of thousands of dollars worth of damage to postal equipment
and property (actual amount unknown), locally and nationally and they put the public’s safety at risk. Even though at times it might seem as if this work has been taken without any visible consequence, the
APWU is putting forth massive efforts both locally and nationally to gain this work back for our bargaining unit employees. We just need to be patient and let this issue work its way through the grievance process.
Management at the VMF has been telling
craft employees that the union’s grievances and supposed unwillingness to bargain over the hauling of mail is going
to force management to contract out all of your work. This is not true! The APWU’s
aggressive enforcement of the contract is assuring the retention of your current job duties and function and is forcing management
to run their operations more efficiently. If we do not fight these issues, Management
is sure to mismanage us right out of our jobs!
If you see mail coming into the plant
or leaving the plant with anyone other than a MVS employee or HCR driver, ask for a steward.
We must fight this. Also as members, feel free to come to a union meeting
or address your stewards over any claims made by management. We need to work
together and save our jobs.
UNITED
WE STAND, DIVIDED WE FALL!
Dave
Cook, MVS Craft Trustee.
APWU
APWU
Pat McCann, President
St. Paul, MN Area Local
February 8, 2008
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 (not part of the APWU Scholarship Program)
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, 2008.
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 April 30, 2008. These scholarships are for high school seniors graduating in 2008 with at least a “B” average.
(Two $1000.00 scholarships awarded for a post-secondary institution (within the State of Minnesota).
- Hubert H. Humphrey Memorial Award
(Two $1000.00 scholarships awarded for post-secondary institution (within the State of Minnesota).
- Donald 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, 2008.
MINNESOTA
AFL-CIO LEADERSHIP GRANTS
- Tobey Lapakko Labor Leadership Grant
A total of $1,000 in grants will be awarded.
Available to women who are union members in good standing to help defray the cost of classes, programs or conferences
sponsored or endorsed by the AFL-CIO or affiliated organizations. Recipients
will be selected by lot.
- Charles McKenna Leadership Grant
A total of $1,000 in grants will be awarded.
Available to men who are union members in good standing to help defray the cost of classes, programs or conferences
sponsored or endorsed by the AFL-CIO or affiliated organizations. Recipients
will be selected by lot.
(continued on other side)
APWU SCHOLARSHIPS
- E.C. Hallbeck Memorial Scholarship
- Vocational Scholarship
$1000.00 awarded to high school seniors
of APWU members. Applications must be received by March 15, 2008. 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 May 1, 2008.
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, 2008.
FEEA 2008-09 SCHOLARSHIP PROGRAM
Current civilian federal employees and their dependent family members (spouse/child).
Applicants must be current high school seniors or college students working toward an accredited degree and enrolled
in a two or four year undergraduate, graduate of postgraduate program. Applications
are also available on the web at www.feea.org and other informational websites for scholarships are: www.feea.org/schol_faq.html or www.feea.org/scholarships.html and www.feea.org/press.html.
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