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APWU
Todd Elkerton, President
St. Paul, MN Area Local
February 2, 2012
www.stpaulapwu.org
651-778-1637 TREASURER UPDATE
At the General Membership Meeting
held on January 24, 2012, a letter of resignation was submitted by the Treasurer. It was also reported
that the Local Union is conducting an internal investigation, requested by myself with agreement of the Executive Board, concerning
the finances of this Local. The investigation is continuing and we will be meeting with the Department
of Labor who has now opened up an investigation, in the near future.
Today, with the approval of the Executive Board, I have appointed Fred Bainbridge to serve as temporary Treasurer
until we are able to fill the permanent vacancy caused by the resignation. Fred has served as Treasurer
of this Local in the past and was responsible for moving us from the paper and pen ledger system to the computer software
we use today. We will be having the Executive Board election for this permanent vacancy on February 16,
2012. Assuming that we can reach a 2/3 majority vote from the Executive Board, I will announce who the
new Treasurer will be at that time.
There are a lot of rumors that are circulating
on the workroom floor. I will not address these rumors with the exception of one. There
has been no cover up that is occurring.
When the financial inconsistencies were found, it was
immediately communicated with the fiduciary officers of this Local. Further, the Executive Board were all
communicated with concerning all the information that was known at the time.
The Executive Board
members affirmed my actions and my request to further investigate the issue involved. It would be much
too premature for me to comment on this issue until I was confident that all issues that have been identified have been dealt
with.
I understand your anxiety concerning this issue and appreciate your concern for this
organization. Please be assured that as soon as the investigation is concluded we will be able to report
to you those findings.
Todd Elkerton
President
STATION STAFFING
President Elkerton was informed late last week that the staffing packages
that management had submitted to us were being redone and that they will be provided to us as soon as District Management
signs off on them. We will keep you updated as this progresses.
APWU APWU
St. Paul, MN Area Local January
30, 2012
www.stpaulapwu.org 651-778-1637
VACANCY IN THE OFFICE OF TREASURER
Dave Westgard has resigned
as Treasurer of the St. Paul, MN Area Local APWU AFL-CIO.
The Constitution of the St. Paul, MN Area Local provides a mechanism for the filling of a vacancy
of a permanent basis. Article 9, Section 5 of the Local Constitution states in part:
Section 5:“In the event of a permanent vacancy in any General Office, the Secretary shall post on all bulletin boards fifteen
(15) days in advance, a Notice of said Election and the President shall call a meeting of the Executive Board for the purpose
of filling the vacancy as soon as practicable.
A two-thirds (2/3) majority vote of the Executive
Board present shall prevail in the selection. Where there are more than two (2) candidates for the vacancy,
the candidate receiving the lowest vote will not be eligible for the next ballot. If a two-thirds
(2/3) majority vote cannot be reached (impasse) by the Executive Board at the initial Election meeting, the membership will
vote by referendum ballot of all eligible candidates.
This referendum ballot will be held no
later than thirty (30) days after the initial election meeting of the Executive Board. The candidates will
be placed on the ballot by lot.”
The above procedure governs the filling of the office of Treasurer.
The election for Treasurer will take place at a Special Executive
Board Meeting to be held on:
THURSDAY, FEBRUARY 16, 2012 AT 8:00 A.M.
If you are interested
in the office of Treasurer, your name must be submitted in writing to the Secretary of the St. Paul, MN Area Local by the
close of business on Tuesday, February 14, 2012 and should be sent to:
Post Office Box 21128,
St. Paul, MN 55121.
Article 8, Section 5 of the Local Constitution outlines the duties
of Treasurer and states:
Section 5 “The Treasurer shall receive all monies collected by this Local and give receipt for
same. The Treasurer shall pay all bills sanctioned by the Local upon the presentation of vouchers signed
by the President and the Secretary. The Treasurer shall be responsible for the safe-keeping
of all securities and papers representing investments and funds of this Local.
All withdrawals
from this Local’s accounts in banks and credit unions shall be for deposits in this Local’s accounts only.
The Treasurer shall perform such other duties as may be assigned by the President.”
Stephen
J. Letendre
Secretary
St. Paul, MN Area Local
American Postal Workers Union
APWU APWU
Todd Elkerton, President
St. Paul, MN Area Local 1/26, 2012
www.stpaulapwu.org
651-778-1637
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 at 2261 Waters Drive, the stewards office at the Eagan P & DC; or
contact us at 651-778-1637 and we will mail them to you.
Also search over 100 union sponsored scholarships at the following website: www.unionplus.org/scholarships. (Not part of the APWU Scholarship Program).
ST. PAUL, MN AREA LOCAL APWUHARRY 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 applications are available in the
stewards office, and will be 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, 2012.
MN AFL-CIO SCHOLARSHIPS
Information and forms for these scholarships can be obtained at the Union Office (651)778-1637, the stewards office
at the Eagan P & DC, or at the MN AFL-CIO web site (www.mnaflcio.org). The Minnesota AFL-CIO Scholarship is awarded to five (5) recipients
in 2012 to graduating high school seniors who are union members or the dependents of union members. Applicants
must have a straight “B” average or better and attend a post-secondary institution within the State of Minnesota.
Deadline is April 30, 2012. For more information contact 651-227-7647 or 1-800-652-9004
or www.mnaflcio.org.
(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, 2012. For more information contact the U of M Labor Education Service
at 612-624-5020 or www.mnafl-cio.org.
APWU
SCHOLARSHIPS
- E.C.
Hallbeck Memorial Scholarship
- Vocational Scholarship
Awarded to high school seniors of APWU members.
Applications must be received by March 15, 2012. 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 for
post secondary education at one of Minnesota’s State Universities or at one of the two year community and technical
colleges that are part of the Minnesota State Colleges and Universities (MnSCU). (Those attending the University
of Minnesota or a private school are not eligible for this scholarship. For further information contact
651-738-1404 or 1-866-738-5238. Deadline is May 1, 2012.
APWU ACCIDENT BENEFIT ASSOCIATION SCHOLARSHIP
One $1,000.00 scholarship. Entrants
must be a graduating high school senior of an APWU member. Winner is selected by luck of the draw.
Deadline is May 15, 2012. Scholarship Form will be available February 1, 2012.
They will be available at the Union Office, steward’s office or on the web at www.apwu-aba.org and click on the ‘Scholarship’ link at the top.
FEEA 2011 SCHOLARSHIP PROGRAM(Federal Employee Education Assistance 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 or postgraduate program. All applicants must have at least a 3.0 cumulative
grade point average (CGPA) unweighted on a 4.0 scale. Application package must be postmarked no
later than March 25, 2012. Applications and additional information is also available on the web at www.feea.org.
REMEMBER – ALL THESE SCHOLARSHIP APPLICATIONS CAN BE OBTAINED
AT THE UNION OFFICE (2261 Waters Drive);THE STEWARD’S OFFICE AT THE EAGAN P & DC; OR CALL 651-778-1637
AND WE WILL MAIL AN APPLICATION TO YOU.
APWU
St. Paul, MN Area Local
APWU
Todd
Elkerton, President 12/12/11
www.StPaulAPWU.org 651-778-1637
BOYCOTT MENARDS
Menards choose this holiday season to offend the hard working people of the Post Office in their last minute home
improvement ad sent in the 12/4/11 local newspapers. The ad is 20+ pages of home improvement products that
are on sale. Every page of the ad has at the bottom of the page in very small print sayings about Christmas.
The saying that we have objection about is found on page 17 of this ad. “Mail your packages early so the post office can lose them in time for Christmas.”
On Tuesday December 6th, I sent an email letter to Menards which expressed
the disrespect and offensive nature their ad showed for the hard working postal workers who work many hours around the clock
to ensure that packages are delivered correctly and promptly year round. I requested a public apology.
I received a short response soon after that stating they recognized my point and that they apologize, it was not
funny. Then I informed our stewards and officers of the ad and made a call through social media to contact
Menards concerning the offensive remarks in their ads. The online ad was changed within an hour of this initial email.
These initial contacts forced the Menard’s Marketing Manager to send me an email on December 7th.
While acknowledging the offensive nature of the ad, the Marketing Manager refuses to take responsibility for the ad
on behalf of Menards. The Manager placed the blame on a rogue advertising technician that used a quote
made by Johnny Carson. In other words, Menard’s did nothing wrong in this ad it was Johnny Carson’s fault because
he made a joke years ago.
While it was hoped that the initial contact would bring about a public apology concerning
this ad, it appears that Menards is unwilling to do this. So, we are asking that you boycott Menards for
this Christmas season. In addition to this we are asking you to contact Menard’s Headquarters and
tell them that their ad was offensive to postal workers at 715-876-5911.
We also have copies
of the Menards customer feedback forms that can be filled out and sent back to them on business reply mail at the stewards’
desk in the Eagan processing plant. If you can’t get to the Plant, stop by Menards and pick up some
feedback forms for you and your coworkers. Remember, that each feedback form that is filled out and returned to Menard’s
caused them to incur a cost that is payable to the postal service.
Also, tell your friends and
family of this behavior by Menards and ask that they not shop at Menards. Let me thank you in advance for your
efforts to inform Menards' of their unconscionable behavior towards the hard working people of this Union.
APWU
St. Paul, MN Area Local
APWU
Todd Elkerton , President 11/28/11
www.StPaulAPWU.org 651-7781637
December
Bid Sheet:
The December Bid Sheet will be posted from
December 6, to December 16th. The results will be posted December 23rd.
The bids awarded December 23rd will be effective December 31, 2011. If you are awarded
a bid or awarded a bid that requires training, there should be no delay. If management delays the bid or
delays your training, please ask for a steward.
Penalty
Overtime Exclusion:
The December period during which
penalty overtime regulations are not applicable consists of 4 consecutive weeks. The penalty overtime exclusion
period this year is from December 3rd, to December 30th, 2011. In those instances
when there is a need to have someone work beyond 12 hours in a day or 60 hours in a week, management will first utilize the
ODL then the NON-ODL
.New Leave Year:
The new leave year begins on January 14th 2012. You may carry
over up to 440 hours of annual leave.
Christmas
Holiday:
The Christmas holiday falls on Sunday December
25th. The holiday for full time regulars and NTFT s can be Saturday the 24th, Sunday
the 25th or Monday the 26th depending on your scheduled days off.
Scheduled Day Off:
Saturday/Sunday: Holiday will
be Monday
Sunday/Monday: Holiday will be Saturday
Sunday/Rotating: Holiday will be Monday
Any day other than Sunday: Holiday will be Sunday
Holiday
scheduling for the New Year’s Day Holiday schedule is the same.
Christmas Holiday Worked Pay
Employees who work on their Christmas holiday (Christmas Day or your designated Christmas Holiday) will be
paid one and one-half times (1 ½) the base hourly straight time rate for each hour worked. It is
not paid for work performed on December 25th, unless it is your designated holiday. This is
in addition to the holiday leave pay employees are entitled to receive. Those requesting annual leave in
lieu of the holiday leave pay will still be paid one and one-half times (1 ½) the base hourly straight time rate for
each hour worked on the holiday or designated holiday.Jerry Jacobson
Vice President
Attention All Station and Branch
Employees - Mandatory Overtime to end for many
Beginning
November 23rd, 2011 mandatory overtime will end for many APWU represented employees. In accordance
with the 2010-2015 Collective Bargaining Agreement, full time regular career Clerk Craft and Motor Vehicle Craft employees
who work in an installation and functional area with Non-Traditional Full Time Assignments, cannot be required
to work overtime (except in an emergency) unless you are on the Overtime Desired List. If just one clerk
in any station/branch occupies a NTFT assignment, clerks working in Function 4 (all Customer Service) through out the installation
cannot be required to work mandatory overtime unless they are on the ODL. If only one clerk in mail processing
occupies a NTFT duty assignment, then NON-ODL clerks in Function 1 can not be required to work mandatory overtime.
There is no “Except December” for this mandatory overtime prohibition. Please note,
management has not yet posted NTFT duty assignments in the plant. Management plans on posting them in January
of 2012. So, until the NTFT duty assignments are posted in the plant, management may force overtime to
NON-ODL employees.
Security Violations at Station
and Branches
Pool Clerks,It has come to our attention that there are security violations regarding the transfer of accountability to
the pool clerks when scheduled to work the window at the stations.Offices
have been using the funds from the cash retained reserve drawer to open an accountability for the Pool clerk scheduled at
their office, instead of cash retaining funds from the previous day. The funds must be able to be transferred
(AIC647) from one employee to another and entered into POS system using PS Form 3294-C.The funds are not at any time to be taken from the cash retained drawer.If there are insufficient funds to open a drawer, the pool clerk should be scheduled to perform other duties
within the station until said funds are available to be transferred. The pool drawer must be counted out
daily, if the employees will not be utilizing the drawer within one (1) week. Cash drawers must be locked
in the safe at all times when not in use. The spare key must be placed into the proper envelope (P 3977)
and follow all instructions as indicated. When a violation
occurs, please request a steward to obtain the form to report a Security Violation or Poor Financial Practice and make a copy
for your records. Make management accountable and see to it that they respond
as to what corrective action was taken.
Karen Reynolds - Clerk
Craft Steward
APWU
St. Paul, MN Area Local APWU
Todd Elkerton, President
11-9-11
www.StPaulAPWU.org 651-778-1637
Proposed Constitution Changes to be read at GMM
Article
XV of the Local Constitution states:
Amendments Section
1. Proposed amendments to this Constitution and Bylaws must be submitted in writing and signed
by not less than twenty-five (25) regular members in good standing. All members shall be notified by mail
or local publication, that said amendments are pending. The proposed amendments shall be read at two (2)
consecutive meetings and acted upon after the second reading, and shall require a two-thirds (2/3) of the votes cast for adoption.
Amendments submitted to referendum shall require a majority for adoption.
Section 2.
Proposed amendments may also be submitted as a result of Executive Board action, or by recommendation of a duly appointed
Constitution Committee.
Proposed Amendment to the Constitution as proposed by Membership Petition
Article 9, Section 5 states in part:
In the event of a permanent vacancy in any general office, the secretary shall post on all bulletin boards fifteen
(15) days in advance, a Notice of said Election and the President shall call a meeting of the Executive Board for the purpose
of filing the vacancy as soon as practicable. A Two-thirds (2/3) majority vote of the Executive Board present
shall prevail in the selection. Where there are more than two (2) candidates for the vacancy, the candidate
receiving the lowest vote will not be eligible for the next ballot. Suggested
change: after… eligible for the next ballot, add the following language:
“If
a Two-thirds (2/3) majority vote cannot be reached (impasse) by the Executive Board, the membership will vote by referendum
ballot of all eligible candidates.”
APWU
St. Paul, MN Area Local
APWU
odd Elkerton 10/31/11
www.StPaulAPWU.org 651-778-1637
Save America’s
Postal Service! Closing Post Offices & Mail Processing Centers and Cutting
Service is Wrong
The Postal Service is critical to our economy — delivering mail, medicine and packages on time and at an affordable
price, without a dime of taxpayer money.No company can
grow or even maintain its business by cutting its service. But that’s exactly what the Postal Service is proposing to
do. The USPS previously announced plans to close 3,700 post offices and 252 mail processing centers. Now they are proposing
to revise their service commitments to eliminate overnight delivery of first-class mail, change next-day delivery to two-days,
and two-day delivery to three days. The proposed changes acknowledge what the Postal Service has repeatedly denied: Slashing
the mail processing network will result in drastic cuts in service to the American people. • Closing
Mail Processing Centers and cutting service is penny wise and pound foolish. Reducing the scope and quality of service will
not restore the Postal Service to health. It would likely drive mailers away and therefore worsen the Postal Service’s
financial problems.• Closing post offices and facilities,
and reducing mail delivery, will cost jobs, cut off rural communities and make it harder for small businesses to grow.• Downgrading service would be devastating to our economy. The
Postal Service is the heart of a $1 trillion mailing industry that employs over eight million American workers. The root of the Postal Service’s current financial crisis is a 2006 law that requires the USPS to pre-fund 75
years worth of future retiree health benefits over a 10-year period. No other business or government agency bears a similar
burden. Congress created the USPS financial crisis, and Congress can fix it—without drastic cuts in service or massive
layoffs, and at no cost to taxpayers. Make your voice
heard and sign the petition to Save America’s Postal Service! Copies are available at www.apwu.org, at the Eagan plant, the Union Office on Waters Dr, or you can call the union office at 651-778-1637 and we will mail one
to you. Please sign; and have your friends and neighbors sign too! If you haven’t
been involved before, now’s the time to step up to the plate!
APWU
St. Paul, MN Area Local
APWU
ToddElkerton,President 9/19/11
www.StPaulAPWU.org 6517781637
Contract Negotiations The parties concluded Local Negotiations
on Thursday, September 15th, 2011. The parties were able to come to agreement that the annual leave provisions
in the LMOU that referred to “8 hours of more” would be changed to “one scheduled day” to accommodate
the new Non-Traditional Full-Time assignments. This will allow NTFT employees to have their leave approved
within the provisions of Article 10 by seniority regardless of the number of hours scheduled to work. Further,
we agreed to some clean up language concerning sections and the move to the new processing plant.
Impasse
Declared The parties were not able to come to agreement
on a handful of other proposals and will be entering into Impasse for these items. The St. Paul APWU came forward with
proposals to insert Postal Support Employee into the LMOU where appropriate. The St. Paul APWU believes that the parties have
an obligation to negotiate PSE’s into the Holiday Pecking order, provide a schedule by Wednesday, and provide a process
for PSE’s to schedule annual leave. The St. Paul Area Local has a history of representing non-career
employees in its LMOU when we had TE’s. In these negotiations, we submitted proposals that were similar
to those of TE’s and management would not agree to these proposals rooted in bargaining history between the parties.
So, we are going to seek to obtain this through Impasse. This leaves the parties to follow the existing
LMOU for holidays. This pecking order does not have PSE’s in it. This will create
grievances during holidays when PSE employees are scheduled. Management chose to Impasse five proposals. The first is a
proposal to extend to time it takes to place someone into a bid from 15 to 28 days. Management claims that
its move to subcontract all the bidding process to “Shared Services” has created an undue burden and that it needs
longer time to accomplish this. The St. Paul APWU would not agree this to because the parties at the National level agreed
that the local time limits would be adhered too. In addition, locally people have been put into bids in
the 14-15 day time frame since the early 1970’s. We believe that computers are supposed to make things
faster not slower. Further, management chose to Impasse four proposals that seek to modify Annual Leave
approval. Three proposals seek to change the language that management “may” approve annual
leave within the prescribed quota percentages. Rather than, the current language that states “will”.
The result of these proposals would mean that management would have the ability to deny annual leave at its discretion.
The Union found this unacceptable. Last, was a proposal that would require employees to submit annual
leave requests the Monday proceeding the week in question to be approved. Again, the St. Paul APWU found
this proposal unacceptable. Management created these problems by reducing staffing that no longer accounts
for employee using leave. Thus creating an emergency any time someone uses leave. Management
can fix its problem by providing staffing that allows employees to use leave within its contractual obligations. The St. Paul Area
Local will vigorously defend our rights under our LMOU from these attacks by management in the Impasse process.
You will be kept up to date as the process moves forward
Save America’s Postal Service On Tuesday September 27th, between 4-5:30 pm we will be joining other Unions in a rally
at each congressman’s office to bring attention to the USPS issues. Click on the "call to action"
page to find details for a rally near you.
APWU
St. Paul, MN Area Local
APWU
Todd Elkerton,
President
9/8/11
www.StPaulAPWU.org
651-778-1637
As some of you might not be aware,
the 2010-2015 Collective Bargaining Agreement states that the USPS will return some VMF work that is currently being performed
by contractors. Per the contract the returning of this work will result in the creation of 740 duty assignments
in the VMF’s Nationwide.
On August 30, 2011
the APWU at the national level was provided with a list of locations that will be receiving some of these 740 VMF duty assignments,
per the USPS. According to this list, the St Paul VMF will be receiving 6 new Level 9 Lead Automotive Technician
bids. This is great news for our VMF! After preliminary discussions with VMF management,
the addition of these bids will almost definitely result in the creation of a Tour 1 at the VMF. The addition
of this Tour will help us better the services we provide to our customers.
Now I am sure the first question you have will be “Why are they creating all Level 9 Lead Automotive
Technician bids?” This is the first question I asked and as of the writing of this bulletin I still
do not have an answer. I have spoke with VMF management and the National officers of the APWU and no one
has a clue as to how or why those levels were chosen. Nonetheless, we are still more than happy to be receiving
an increase in VMF staffing. This is definitely a good sign when you consider all of the doom & gloom
being preached to us on a weekly basis.
A
plus of the creation of the above 6 bids is the chance for current technicians to advance their careers and apply for one
of these Level 9 Lead Automotive Technician bids. So if you might be considering one of these bids, now
is the time to start preparing to fill out PS Form 991. The hiring for this position requires a written
application as the Lead Automotive Technician positions are filled on a “Best Qualified” basis. If
you have any questions in regards to this process please feel free to ask one of your union representatives and we will assist
you in any way possible.
The other plus in
the creation of the 740 VMF bids nation wide is the opportunity for transfers. As part of the filling process,
employees who have properly submitted an eReassign request will be given access to these bids before people are hired off
the street. You can submit a standing eReassign request (by location and job type) by going to liteblue.usps.gov.
You will need your Employee ID # and 4 number password to log-in. Once you are on the page for liteblue
find the “Employee Apps-Quick Links” bar. You should see the eReassign button.
Click on that and follow the instruction to submit a request. Some
of the possibly desirable locations that will be getting technicians are as follows: San Juan (2), Tampa (2), Nashville (9),
Denver (2), Phoenix (14), San Diego (15), Honolulu (1) & Dallas (11). These is only a few of the locations
available. To see the full list of VMF’s available and the number & type of bids go to www.apwu.org or ask a union steward.
In solidarity
Dave Cook
MVS Director
APWU
St. Paul, MN Area Local
APWU
Todd Elkerton, President
8/29/11
www.StPaulAPWU.org
651-778-1637
LMOU Negotiations Local
Negotiations continue we had discussion last week with both the St. Paul Installation and Associate Offices. The
St. Paul APWU continues to try and negotiate language that provides clear and concise work rules for NTFT assignments and
PSE’s. To date we have had much discussion but no action on our proposals. I plan
to keep the members updated on the progress of these negotiations as the month proceeds.
Volunteers Needed The St. Paul Area Local is in need of volunteers to participate in the following areas. Regional Labor
Federation (RFL)- We are seeking a couple
of volunteers to participate as a “delegate” or “alternate delegate”. The RFL represents
most of the unions in the East Metro area. Each of you receives the “Union Advocate” newspaper
which is a product of the RFL. You would be required as a delegate to attend monthly meetings in St. Paul
at 411 Main St. on the second Wednesday of the month at 6:30 p.m. As a alternate you would be put on list
if the delegate was unable to attend a meeting then you would replace them.
PEER EVALUATORS –
We are seeking a couple of volunteers to be PEER Evaluators.
PEER is an intervention process that is used in work areas where it has been indentified by people working in that
are to have unresolved problems. PEER is a collaborative process that brings craft employees from the represented
organizations in to interview employees in the those identified work area. As a PEER Evaluator you would
be part of a team of other employee that would interview and follow-up with people in those work areas. Your
time spent on these interviews and follow-ups as well as travel expenses are paid by the post office. If
you are interested contact my office there will be a training for new PEER Evaluators happening in middle to late September.
Information from Social and Recreation Committee improperly directs employees to APWU for information. All requests (Event form and self-addressed stamped envelope) for discount tickets
offered by the St. Paul Social and Recreation Committee to the employees must be sent to the address listed below: St. Paul Social and Recreation CommitteePO Box 76093St. Paul, MN 55175 Questions: Lisa Sunderland
(651) 293-3365*** Information posted on Postal Vision regarding
any information other than the above has been incorrect. APWU does not have event tickets to sell
to employees.Submitted by: Steward Karen Reynolds (St. Paul Social
and Rec. Treasurer)
APWU
St. Paul, MN Area Local
APWU
Todd Elkerton,
President
8/29/11www.StPaulAPWU.org 651-778-1637 ARE
YOU IN? COUNTDOWN TO
SHUTDOWN
AMERICANS
WANT THEIR POST OFFICES NOT POLITICAL GAMES. |
With over 200,000 jobs and 4500 post offices on the line, there is a war for the survival of our jobs
going on. We must learn to stand up collectively or our rights as union members will be stripped from us.
It has become crystal clear that the political powers are aligning for us, the USPS, to be the next attack of Congress. Congress created
the current financial disaster for the United States Postal Service in 2006 when it passed the Postal Accountability and Enhancement
Act, requiring the United States Postal Service to pre-fund 75 years of future retiree benefits in a 10 year period.
This impending financial disaster can only be solved through congressional action. The longer it
goes on the more draconian measures that will be sought by the Postmaster General. In the past, many of our members
have chosen to not involve themselves in these issues. It is a learned helplessness that we can not make
a difference in this issue because decisions on our future are being made many miles away in the halls of congress.
We can not sit in our cocoon until this passes and expect that our lives will be improved by sitting it out.
The cost of silence is too great. We will need all our members to get involved to save our jobs. There is a
congressional bill titled H.R. 1351 that would provide the USPS the necessary funds to meet its financial obligations by correcting
the prefunding sham that was created in 2006 and returning the billions of dollars the USPS has overpaid to its pension funds
in previous years. However, word on Capital Hill is that Representative Darrell Issa has vowed that H.R. 1351 will never
be brought up for a vote in his committee. In its place he has offered HR 2309 which would have devastating
consequences for us as present workers for the USPS. His bill would provide the opening to take away our
bargaining rights. If this happens the quality of our private lives will be greatly diminished was well
as our communities as they lose a vital part of their community, their post office. In the next couple of weeks, each
member of the APWU will receive a mailing explaining to them what is at stake. Inside this pamphlet
will be postcard for each of you to fill out and return to your legislator. You will be asked to fill it
out and affix a 44 cent stamp and send it in. It is imperative that each and every one of you
fill this out and send it in. We need to act collectively to let our representative know that there is
a way to save the USPS without doing it on our backs. You can also call 202-224-3121 to be connected
with the US Capitol switchboard which can connect you to your congressman. Further, later in September there
will be a National Day of action planned. The plan for this day in action is for us to act together with
the NALC, Mail Handlers, and Rural Carriers and meet directly with the congressmen who represent us to educate them on our
issues. We will need volunteers for these local meetings tentatively set for September 27, 2011.
If you are interested in attending these meetings please contact the local union office and let us know so we can provide
you with specifics as the time nears. Are you in? If not now, when? None of us can afford the results
of sitting on the sideline during this upcoming fight. Please show the courage to say I can and will try
and make a difference. The only failure will be quitting and throwing you hands up, saying I can not make
a difference. Your co-workers and family are counting on you.
APWU
St. Paul, MN Area Local
APWUTodd Elkerton, President
8/22/11www.StPaulAPWU.org
651-778-1637 LMOU Negotiations The St.
Paul Area Local has started LMOU negotiations for all offices we represent. The main thrust of negotiations
is to try to establish work rules that provide orderly scheduling and leave approval for Postal Support Employees that does
not adversely affect career employees. Further, the Union is seeking to provide a leave approval process
that does not adversely affect Non-Traditional Full-Time Assignment. As of yet, management has not proposed
any changes but we expect that to change in the near future. I would like to thank the membership in advance
for their support in this process. We intend to be finished with all LMOU by the end of September.
We will try to provide updates on the process as it continues. Non-Traditional Full-Time Assignments (NTFT) The National Agreement
provides that Part-Time Regular and Part-Time Flexible employees in Function 1 offices (Processing and Distribution Plants)
and Post Offices Level 21 and above will no longer have either category of employee. Further, that all
employee in this status for these offices will be converted to full time effective 8-27-11. The Union believes
that Management is violating the National Agreement when it is converting these employees. First, the Union
believes NTFT assignment not an employment category only a work schedule that can only be established and posted according
the Craft Articles of the National Agreement. The Unions position is that the only way management could
convert employees in a NTFT is through the posting requirements of duty assignments. Further, as a full
time employee the contract still provides that the normal work week will consist of five work days consisting of eight hours
each. Therefore, the Union provided in late July how they believed this could be accomplished.
Management chose not to convert these employees in accordance to the Contract. Therefore, the Union
is forced to file grievances concerning this conversion. So, what has management done? Management
has decided to provide NTFT assignments to all these employees and the management provide schedule will
start on August 27, 2011. If you are one of these employees and do not understand or have questions please
contact a steward. What are Postal Support Employees (PSE) PSE’s are bargaining unit employees
and will replace casuals and TE employees. PSE’s can be members of the APWU. As of this date, many
of them have signed up as members, which is great to see. PSE are required to be hired through the appropriate
register established for each craft. PSE’s are hired for 360 day appointments with a 5 day break
in service. When career hiring occurs it must be from PSE’s by seniority. The
PSE will be next career APWU employees. Please welcome the PSE to your work areas. There have been many concerns over
the hiring of PSE’s at this point. Specifically, how does this affect the retreat rights of those
that have been excessed out of section? The National Agreement does not provide restrictions for the hiring
of PSE’s in this situation. However, the National Agreement does provide that if they, either individually
or collectively, are working a legitimate full time duty assignment that management is required to post a full-time duty assignment.
The St. Paul Area Local has assigned a Steward from each craft to monitor there work hours for potential new duty assignments.
The excessed employees will continue to be returned by seniority to full-time assignments that they are indentified
as the senior bidder on. Last, PSE’s have leave benefits and health benefits after one year of employment. Office Closings The USPS has announced that it is reviewing 3700 post offices, stations and branches for closure.
The list that was provided indicates that Riverview, Seeger Square, and Mendota are on the list. Further,
just this week the USPS met with the St. Paul City Council to relocate and consolidate MO Office, located at 180 E. Kellogg
Blvd and Uptown Station, located at 408 St. Peter St. within a mile of their current locations. In addition, management had
proposed relocating its retail operations in Northfield and Cottage Grove. As for the downtown locations management met stiff opposition
to removing postal facilities from downtown St. Paul. Further, management has been less than transparent
in this process. At the Labor Management meeting we had with management concerning the initial proposal
for this action. Management indicated that the process was put on hold because the USPS did not have money
to do this. The APWU asked that it be kept up to date on the issue and if it comes back on the table.
Then, one week prior to the meeting with the St. Paul City Council, management posted a notice in the lobby of MO Office
with no indication that the Uptown site was being relocated. It is clear that management is not good to
its word and that these issues will be done by ambush with little notice to the APWU or the public. Further, the St. Paul Area Local
has been given a similar response to Northfield and Cottage Grove stating that at this time to proposals will not go forward
because a lack of money. We expect that the same that has occurred downtown will occur in these two communities.
The Union has had discussions with representatives in these areas and voiced our oppositions to the closings and relocations
of these offices. We need your help to keep us informed on these issues. When you see
any public notice go up in your office concerning these issues please contact the Union Office because at this point this
is the only way we know what is happening. We are exploring all options available to protect these offices.
We will also need your help to contact your Congressman and explain your feelings regarding these closures and relocations.
APWU
St. Paul, MN Area Local
APWU
Todd Elkerton, President
6/23/11www.StPaulAPWU.org
651-778-1637
In a recent labor management meeting, management informed the union of their intent to abolish 10 clerk craft
duty assignments in the tour 3 pouch rack section. Management states the abolishments are due to changes
in mail processing operations.
On
or about 6/20, management began testing their new APPs machine in the NDC (BMC). The testing period will
take approximately 10-12 days. If all goes well, management will accept the APP by July 2nd.
Beginning July 2nd, management will run priority mail on the APPs. Beginning July 2nd,
our facility, the St. Paul P&DC will send 7 trailer loads a day of destinating priority mail to the NDC to be worked on
their small APPs. 100% of our originating priority will go to the NDC to be worked on the new APPs machine.
Locally, we will still work some priority mail. This may be what’s left after
the first 7 trailer loads, some 2 day, 3 day or 3 day non-committed. The decision how much of this mail
we will work will be determined on a day to day basis by management on the floor. Because of the shift
of priority mail from the P&DC to the NDC, management figures they will be overstaffed in the tour 3 pouch rack unit by
10 bids. Management is planning on abolishing ten 1700 start bids. The Union
has already made an agreement with management to provide retreat rights, up to 10 employees, who voluntarily bid out or who
are excessed out of the section.
As a reminder “Bid duty assignments” are abolished,
excessing of employees will be done by juniority. This excessing is done by level. Therefore,
this action does not affect general expeditors. The union does not necessarily agree to the numbers management
has provided, however, management has the right to manage. The Union has informed management of our intent
to request daily and/or weekly reports. We will not only monitor mail volumes, but also the number of work
hours in the pouch rack by operation.
We
are aware that management has been excessing employees into the pouch rack section on a daily basis. Management
states the unassigned regulars, casuals; etc will be removed and/or reassigned from the pouch rack. Also,
there should no longer be a need to excess anyone into the section.
The
Union will closely monitor the section and file any appropriate grievances. We ask that you punch the right
operation number for where you are working, especially in the pouch rack section.
The 10 abolished bids will be posted in either letter or flat automation sections.
FSS and FSM
We
have brought it to management’s attention that not all FSM employees have received FSS training. The
plant manager has assured us everyone will get training ASAP. If you are an FSM employee without FSS training,
please notify a steward so we can address this with management.
On June 21st, Plant Manager Greg Pobuda reiterated to the Union that
there are no changes for the FSM section, especially the start time of the T-3 FSM section.
We meet weekly with management and will do our best to keep you informed. Thanks.
Jerry Jacobson
Vice President
APWU
St. Paul, MN Area Local APWU
Todd
Elkerton, President
5/17/11
www.StPaulAPWU.org
651-778-1637
Contract Ratified
On May 11, 2011 the member of APWU ratified a new contract with 75% of the members voting casting a ballot
in favor of the agreement. The agreement has many new changes. The local will be sending all stewards and officers at the end of this week to training on the changes
so we are able to enforce the new agreement. There will be regular updates as
management tries to figure out staffing with the new agreement. Prior to the
announcement management on the customer service side had processed new staffing for all stations. Then management put these on hold pending the vote on the new contract.
With the results it is anticipated that these will all be redone.
Tell Congress to support H.R. 1351
H.R 1351 is titled “USPS Pension Obligation Recalculation and Restoration Act of 2011” This bill corrects the overfunding of the Postal Service’s pension accounts, and would allow the
Postal Service to use any surplus to meet its retiree health benefits pre-funding
obligation. According to President Guffy, “This bill would help put the
Postal Service back on track to fiscal solvency.” If anyone lives in the 1st congressional district of Minnesota
send a message of thanks to Representative Tim Walz who is first representative from MN to sign on as a co-sponsor.
1st
District Tim Walz
507-206-0643
2nd
District John Kline
952-808-1213
3rd
District Erik Paulsen
952-405-8510
4th
District Betty McCollum
651-224-9191
5th
District Keith Ellison
612-522-1212
6th
District Michelle Bachmann 651-731-5400
7th
District Collin Peterson
218-847-5056
8th
District Chip Cravaack
651-237-8220
Upcoming Membership Meeting
Don’t forget about the Membership Meeting for this month is during the day at 11:00. Afterward we will be having our open house, come have some ice cream and cake and see the new building.
Pay Grievances
We are attempting to get grievances paid within a timely manner. At
every Labor Management meeting since April 1st this has been a topic. IRD
Terri Griner met with the Plant Manager and a MDO responsible for the adjustments recently and was told they are all done. We disagree and asked for verification of payment.
We were told that they would have it to us soon. We will keep seeking
timely payment of your grievances until this issue is resolved.
APWU
St. Paul, MN Area Local APWU
Todd
Elkerton, President
5/2/11
www.StPaulAPWU.org
651-778-1637
HARRY WILLIAMS GOLF TOURNAMENT
UNION MEMBERS AND GUESTS ARE WELCOME
WHEN:
Monday, August 1, 2011
WHERE: BRISTOL RIDGE GOLF COURSE
SOMERSET, WISCONSIN
TIME:
8:00 A.M. SCRAMBLE
COST:
$65.00 PER PERSON
INCLUDES GOLF, CART, MEAL and CONTESTS
Many Great Prizes Available!
DEADLINE FOR ENTRIES IS JULY 18, 2011
MAKE CHECKS PAYABLE TO: “ST. PAUL AREA LOCAL APWU”
(PROCEEDS GO TO THE HARRY WILLIAMS SCHOLARSHIP FUND).
……………………………………………………………………………………………………………………………………..
Detach and return along with entry fees to: P.O. Box 21128 Eagan, MN 55121
TEAM NAMES:
______________________________
_________________________
(Captain)
______________________________
_________________________
Contact Phone Number and/or E-Mail:
____________________________________
(SEE OTHER SIDE FOR DIRECTIONS)
DIRECTIONS TO BRISTOL RIDGE GOLF COURSE:
Web Site: www.bristolridgegolfcourse.com
Telephone: 715-247-3673 or 888-872-5596 (toll free)
From the Twin Cities or from Western Wisconsin
· 94 to the Somerset
Exit (Exit #4)
· Go North approximately 5 miles through Burkhardt
· Just after Burkhardt, turn left on County Road I into Somerset
· Take a right at stoplight and go ½ mile
· Take a left onto County
Road C North and go 2.1 miles
Bristol Ridge Golf Course is on the left
From the Twin Cities (Stillwater
Area)
· Take Highway 36 to downtown
Stillwater
· Cross the Stillwater drawbridge
into Wisconsin
· Go 9 miles on 64 East to 2nd
Somerset Exit (35 North)
· At top of exit, take a left towards Somerset
· Go ¼ mile and take a right onto County Road C North
Go 2.1 miles (Bristol Ridge is on the left)
APWU St. Paul, MN Area Local
APWU
Todd Elkerton, President 4/12/11
www.StPaulAPWU.org
651-778-1637
Tentative
Agreement
This week the National APWU is sending
out ballots for you to make a decision on the tentative agreement between the APWU and USPS.
We are told that this mailing will have the whole tentative agreement for you to review prior your voting. You can also download a PDF version of the contract at apwu.org.
This agreement has been described as a “watershed agreement” by Mike Morris, Industrial Relations Director. Which according to his definition is an important point of transition between two
phases, conditions, etc. Further, Mr. Morris states that this agreement has more changes in it than all the previous contracts
combined. So, to provide a complete overview of the changes would take many pages
and I would probably lose your attention.
The tentative agreement is overall
good for current employees represented by the APWU in that it continues the no-layoff clause, limits excessing to no more
than 50 miles and includes raises of 3.5% and uncapped COLA’s. The estimate
made by the economists provides that this tentative agreement will provide approximately $4,000.00 worth of raises. Last, the new agreement provides for thousands of jobs to be returned to the bargaining unit and stronger
language to protect our work from subcontracting. These protections are essential
for our survival into the future. We have seen 100,000 jobs lost in the last
three years alone.
In addition to the above mentioned
items, the tentative agreement provides help to Small Offices that have seen an erosion of work over the last decade as Postmasters
have just assumed the work and cut PTF hours. It provides conversion to Full-Time
to all PTF’s in level 21 offices and above. It provides that any office
with PTF’s or PTR’s to convert to full-time where the union can show at least 30 hours of work per week. Further, the tentative agreement provides
a bright line for the work that Postmaster is permitted to do according to the level of the office.
The tentative agreement eliminates
casuals and TE’s. It provides for a new category of employee called a PSE-
Postal Support Employees. The PSE will be part of the APWU bargaining unit. However, they will be considered non-career positions that will have 360-day appointments. There is agreement that qualified and available PTF employees will be scheduled at
the straight time rate prior to a PSE. Further, the TA provides that Career employees
will be filled by those PSE on a seniority basis. As part of the bargaining unit,
the PSE will earn leave and after a year be eligible for health insurance. Lastly,
the PSE, being part of the bargaining unit, can also be signed up for membership.
The parts of the tentative agreement
that are problematic and the source of much of the opposition are as follows.
First, the tentative agreement provides
for lower entry level steps for new career employees along with capping the top pay at Step J.
This amounts to a much longer time to reach the top pay, which would be anywhere from 13-18 years depending on the
level someone is hired. This also would mean that a new hire will
see a reduction of $5000.00 per year from the current APWU represented employee at the top step. This represents a two-tier pay scale. Historically, two tier
pay schedules have been problematic for Unions on whole and have been shown to
weaken a bargaining unit over time. While we have essentially had a three-tier
pay schedule since the early 1990’s with Casuals, TE, and Career employees, time will tell what affect this has on the
APWU.
Last and probably the most controversial
is that the tentative agreement provides for redefining what a full-time position is.
Instead of the historical 40 hour work week, 8 hours a day, five days a week, management will be allowed to post positions
that are 30 hours to 48 hours a week up to twelve hours a day and call it a full-time assignment. Further, the National APWU
has negotiated that no full-time employee on the rolls at the signing of the TA will be involuntary assigned to a duty assignment
of less than 40 hours. In addition, if someone voluntarily bids a job of less
than 40 hours and that job is eliminated, Management must return that employee to a 40 hours status because you can not involuntarily
be placed in a duty assignment less than 40 hours for the life of the agreement. In
Function 1 offices (which are Processing and Distribution Plants) management can post up to 50% of these types of positions
in the Clerk and MVS Crafts. However, in our function 4 offices all duty assignments can be the NTFT positions. This language will fundamentally change how jobs are constructed and employees scheduled. For some employees
these new jobs are going to be just what they are looking for and thus good. For
some who believe eight hours is plenty of time to spend at work, it is going to be a bad thing. This is also a fundamental change for the APWU because no longer will 8 hour, five day a week jobs be the
norm.
These are just the highlights of the
changes that are in the tentative agreement. It is recommended that each of you
read the new language and make an informed decision. This local has historically
recommended how members should vote on the tentative agreement. However, because
of the timing of the ballots and the change in leadership we were unable to meet as a E-Board prior to this mailing and make
a recommendation.
The National APWU leaders have defined
this tentative agreement as an “outside the box” agreement. They
also recognize that it is not perfect but believe that it is far better that what could be expected in interest arbitration
during these trying times. Also, the ability to recognize the interests of both
parties and to craft an agreement proves that collective bargaining works in the public sector. Considering all the forces that have lined up prior to this tentative agreement, it is quite an accomplishment
to be able to provide a tentative agreement for you to even consider. Further information can be found at apwu.org . Please take the time to make your choice and return your ballot. It would be great if we can achieve the return rate that was seen in our last local election.
APWU
APWU
Dawn Ecker, President St.
Paul, MN Area Local
March 21, 2011
www.St. PaulAPWU.org
651-778-1637_
THE ST. PAUL AREA LOCAL ELECTION IS OVER
ELECTION RESULTS ARE AS FOLLOWS:
UNCONTESTED POSITIONS
Treasurer Clerk
Craft Trustee
Dave Westgard
Tina Westgard
Motor Vehicle Craft Director Motor
Vehicle Craft Trustee
Dave Cook
Steve Henjum
ELECTED AS PRESIDENT
Pat McCann
____246_ _____
Todd Elkerton
____506 _______
ELECTED AS VICE PRESIDENT
Jerry Jacobson
____429_________
Dawn Ecker
____317_________
ELECTED AS DIRECTOR INDUSTRIAL
RELATIONS
Judy Fricke
_____329________
Terri Griner
_____408________
ELECTED AS SECRETARY:
Jesse Lopez
_____349_ ____
Steve
Letendre
_____395_ ____
ELECTED AS TRUSTEE CHAIRPERSON
Billie Dunn
_____389 __
Karen Reynolds ___344________
ELECTED AS CLERK CRAFT DIRECTOR
Bruce Gutzke
___293________
Cindy Lauer _272________
ELECTED AS MAINTENANCE CRAFT DIRECTOR
Dave Geissinger
______76________
Karen Volkman
______54________
ELECTED AS MAINTENANCE CRAFT TRUSTEE:
Gary
Keicker
______71_ _____
Rod Renner
61__ ____
DELEGATES TO CONVENTIONS:
Terri Griner
2 264
Dave Geissinger
17
112
Karen Springborn
22
51
Kim Elledge
23
44
Karen Volkman
16
115
Cindy Lauer
6
201
Jim Thompson 19 67
Karen Reynolds
12
157
Steve Letendre
9
166
Jodi France
13
139
Bruce Gutzke
14
138
Steve Letendre
--
--
Jodi France
--
--
Bruce Gutzke
--
--
William Thomas
25
37
Ann Ziemer
21
54
Gary “Big G”
Schneider
15
120
Gary Keicker
18
84
Dave Westgard
4
237
Judy Fricke
11
163
Keith Landsman
26
33
Todd Elkerton
1
416
Pat McCann
7
198
Billie Dunn
8
195
Jerry Malean
24
41
Jerry Jacobson 3
250
Ray Moore
20
63
Jesse Lopez
10
166
Dawn Ecker
5
203
***************************************************************
BALLOTS SENT AND RETURNED:
Sent
Returned
Motor Vehicle Service
65
42
Maintenance
191
135
Clerks
850
579
Mailhandler
1 0
Total Sent
1107
Total Returned 756
THANKS TO THE ELECTION COMMITTEE CHAIRMAN
AND COMMITTEE:
Chairman
Pat Hawkins
Committee: Tim Strong, Theresa Helsper,
Kim Olsen, Brian Borgerson, Julie Nuzum, Dawn Erickson, Jodi Davis, Dennis Mendenhall
APWU St. Paul, MN Area Local
APWU
Dawn Ecker, President 3/14/11
www.StPaulAPWU.org 651-778-1637
APWU,
USPS Reach Tentative Agreement on New Contract
Full details
are available on the APWU’s National Website www.apwu.org
Highlights
of the New Collective Bargaining Agreement
Wages
There will
be across-the-board pay increases of 3.5 percent over the life of the contract.
Nov. 17, 2012 – 1% increase
Nov. 16, 2013 – 1.5% increase
Nov. 15, 2014 – 1% increase
Cost-of-Living
Adjustments
COLAs for
2011 were waived, and COLAs for 2012 are deferred until 2013.
A March 2012 COLA will become effective in March 2013, together with a March 2013 COLA. A September 2012 COLA will become effective in September 2013, together with a September 2013 COLA.
Cost-of-Living Adjustments will be made in March 2013, September 2013, March 2014, September 2014 and in March 2015.
New Entry-Level Steps
Additional
steps will be added to the pay scale for new employees in Levels 3through 8, with lower starting salaries. Future employees
will progress through the new steps onto the current pay scale, but will not be eligible to progress to the current top step.
Health
Benefits
There will
be no changes to the healthcare benefits of APWU members in 2012. Each year from 2013 through 2016 there will be a slight
shift in employees’ share of contributions toward healthcare coverage. This will amount to an increase of several dollars
per pay period each year.
Limits
on Excessing
The agreement limits excessing outside of an installation or craft to no more than 40 miles from the installation
in most cases and to no more than 50 miles in any case. If management cannot place employees within 50 miles, the parties
will jointly determine what steps may be taken. Employees will not be required to retreat to crafts they were excessed from
if the crafts are represented by the APWU.
There will be designated “moving days” no more frequently than once every three months for excessing
from postal installations. This will strengthen seniority when excessing occurs in multiple installations within a geographic
area.
Jobs and
Job Security
Protection against layoffs continues for all career employees who were on the rolls as of Nov. 20, 2010.
The language of Article 6, which governs layoffs and reductions-in-force, remains unchanged.
New provisions
on subcontracting give the APWU the opportunity to develop proposals to compete with subcontractors for work, and stipulate
that if APWU-represented employees can perform the work less expensively than the subcontractors, the work must be performed
by APWU-represented employees. The tentative agreement protects jobs with a provision
that stipulates that the APWU will retain jurisdiction if the duties of union members are moved to facilities that are not
currently represented by the APWU.
Jobs in
the Clerk Craft
No fewer than 1,100 Call Center
jobs that had been contracted out will be returned to the APWU bargaining unit. The Call
Center locations will become part of the installation of the nearest Processing & Distribution Center, so that
APWU members can bid on these positions.
A minimum
of 800 positions will be created in the Clerk Craft to perform administrative and technical duties that are currently performed
by EAS personnel.
Lead Clerk,
PS-7, positions will be created in mail processing and in retail to perform administrative duties.
At least one Lead Clerk position will be established in any office
where there is no supervisor.
At least one Lead Clerk position will be established in any Customer Service office with five or more Clerk Craft
employees.
Ratios for the establishment of Lead Clerk positions in mail processing will be as follows :
|
# Clerks
|
# Lead
Clerks |
|
5-49 |
1 |
|
50-99 |
2 |
|
100-199 |
3 |
|
200-499 |
4 |
|
500 or
more |
5, plus
one for each 100 clerks |
204Bs will
be eliminated from offices with supervisors, except to fill absences of more than 14 days and vacant assignments of more than
14 days.
Part-Time Regular positions will be eliminated from the Clerk Craft.
Jobs in
the Maintenance Craft
There will
be a joint audit of maintenance work currently performed by contractors to identify duties that can be assigned to the Maintenance
Craft where it is cost effective.
Custodial
staffing will be established on an installation-wide basis rather than on a facility-wide basis. Initially 1,500 custodial positions that were contracted out will be returned to the bargaining unit. Help Desk positions at the MTSC (Maintenance
Technical Support Center)
in Norman, OK, will be assigned
to the bargaining unit.
There will be an audit of EAS positions to determine if non-supervisory duties are being performed. Bargaining
unit duties derived from the audit will be returned to the bargaining unit and a minimum of 60 bargaining unit positions will
be established.
All in-craft
promotions will be on the basis of installation seniority within a “banded” score.
Jobs in
the Motor Vehicle Craft
Approximately 740 Vehicle Maintenance Facility positions will be created to perform work that is currently performed
by subcontractors. The jobs will be created as follows:
219
Level 8 Technicians
459 Level 9 Lead Technicians
62 Level 10 Lead Technicians
A minimum
of 600 Highway Contract Routes (HCRs) will be converted to Postal Vehicle Service (PVS) routes, with a minimum of 25% of the
duty assignments given to career employees
The APWU
will have the opportunity to review approximately 8,000 additional HCRs, and will have the opportunity to submit proposals
for the work. There will be an audit of EAS positions to determine if non-supervisory
duties are being performed. Bargaining unit duties derived from the audit will be returned to the bargaining unit and a minimum
of 60 bargaining unit positions will be established.
Part-Time
Flexible and Part-Time Regular positions will be eliminated from the MVS Craft.
New, Non-Traditional
Positions
The tentative agreement changes the definition of “full-time” in a way that gives the Postal Service
and our members greater flexibility.
The “full-time”
designation will apply to any position of 30 or more hours per week and to any position of 48 hours or less per week. No current employees can be forced into a full-time position of less than 40 hours
per week or more than 44 hours per week. These provisions will allow for the
creation of many non-traditional full-time schedules, including four 10-hour days, three 12-hour days, and four 11-hour days.
There will be no mandatory overtime for employees in non-traditional assignments or in functional areas that utilize
non-traditional full-time assignments.
To provide the USPS with flexibility, the parties agreed to create a new position for Non-Career Assistants, who
will comprise up to 20 percent of the workforce in most functional areas of the Clerk Craft and up to 10 percent in both the
Maintenance and Motor Vehicle Crafts. These employees will be paid lower wages than career employees, but higher wages than
Transitional Employees and Casuals. They will be part of the APWU bargaining unit and will receive raises, health benefits,
and leave. Non-Career Assistants will have access to the grievance procedure, and they will have the opportunity to join the
ranks of the permanent, career workforce by seniority.
Transitional Employees and Casuals will be eliminated as workforce categories. Employees who are currently serving
as TEs or Casuals will be eligible for conversion to Non-Career Assistants if they have passed the appropriate tests.
Small Offices
There will
be no Part-Time Flexibles in Level 21 and above offices. Positions will be staffed with Full-Time Regulars (including
non-traditional assignments) and Non-Career Assistants.
In Level
20 and below offices, wherever the union can demonstrate the existence of 30-hour duty assignments, management must create
them.
Restrictions
will be placed on the amount of bargaining unit work that may be performed by supervisory personnel in small offices. The
formula is as follows:
Level 20
offices and above - No bargaining work by supervisors allowed
Level 18
offices - 18 hours per week
Level 15
and 16 offices - 25 hours per week
Many Contract
Postal Units (CPUs) will be returned to the APWU bargaining unit; others will be closed, and a system will be established
to evaluate additional CPUs for return to the bargaining unit or closure.
Bidding Employees will enjoy unlimited bidding on jobs that do not require training or a deferment period.
Such bids will not count toward an employee’s allowed number of bids.
Light & Limited Duty The union’s
proposals regarding light- and limited-duty positions will proceed to arbitration. Our proposals are intended to protect seniority
rights and to provide fair opportunities for accommodation for employees that need it.
APWU St. Paul, MN Area Local
APWU
Dawn Ecker, President
2/21/11
www.StPaulAPWU.org
651-778-1637
FSS
FSS #1 will begin the burn
in period on 4/11/11. Depending on the results of the burn-in, FSS #1 may be
up and running anytime from April 11, 2011 to May 2, 2011.
FSS #2 will begin the burn-in
period on May 2, 2011.
Stations that will be run
on the FSS will be:
Eagan
White Bear Lake
Woodbury
Shoreview
New Brighton
Roseville
Apple Valley
N. St. Paul
In the clerk Craft, the
FSS will be run in a rotation with the FSM 100’s. Both of these machines
are in the automated FSM section. Management’s intent is to only run the
FSS’s on tour 3 and tour 1. There could possibly be a dispute on which
craft is going to prep mail for the FSS.
Unassigned
Regulars
There have been numerous
questions being raised about UAR’s (unassigned regulars) and how long they can remain unassigned without a position
being posted.
Article 37.4D of the National
Agreement sets the criteria for creating a new duty assignment. First, the number
of full time regular clerk craft duty assignments must be less than the number of full time clerks. Then the UAR must be unassigned
for 120 calendar days. Then the UAR must not fall into the following exceptions:
1. Detailed to a non-bargaining position, i.e. 204B
2. Identified to be excessed out of the installation
3. Medically unsuitable for assignment
As of this date, there are more full time clerk craft positions than there are full time clerk craft employees,
therefore a newly established full time assignment is not required to be created.
This is being monitored and if the criteria in 37.4D is met, a grievance will be filed for new positions.
APWU
St. Paul, MN Area Local APWU
Dawn Ecker, President 1/20/11
www.StPaulAPWU.org
651-778-1637
From the St.
Paul AFL-CIO Community Services:
“Come join us for the Winter Carnival Grande Day
Parade on Saturday, 1/29/11 at 2:30 p.m. Our marching unit is co-sponsored by
the St. Paul Regional Labor Federation’s AFL-CIO Community
Services program and Greater Twin Cities United Way.
If you would like to participate, please call Lynne Larkin-Wright
at 651-222-3787, extension 16, or email llwright@stpaulunions.org. Union members and their families and friends are encouraged to participate
in this fun community event. Marchers should plan to wear their local union jackets
or uniforms if available and carry their local union banners.
We are looking for volunteers to carry signs that proudly
proclaim “Unions and United Way, Partners Serving
our Community”. After the parade we will have our annual warm-up party
sponsored by Medica at the Assembly Hall. There will be good food and fun for
the whole family.”
<밌Ţ>
Reminder-
This month’s General Membership Meeting is January 25th, 11:00 a.m!
<밌Ţ>
APWU
APWU
Dawn
Ecker, President St. Paul, MN Area Local
December 20, 2010
www.stpaulapwu.org
651-778-1637
FMLA MEDICAL CERTIFICATION
We have received notice from the National APWU
that management will no longer accept APWU FMLA forms. The National APWU has
filed a National Level grievance on this issue. We encourage employees to use
the DOL WH-380 forms instead of the APWU forms until such time that the national level dispute is resolved.
The FMLA coordinators will return other certification forms back to the employee and the employee will have 15 days,
unless impracticable, to submit FMLA certification using Form WH-308. (The entire memo can be read at the National APWU website,
and our local website).
SNOWSTORM
Management at the District Level has determined to grant Administrative Leave for Tour 3 and Tour 1 on Saturday, December
11, 2010 for any employee who requested Annual Leave, or LWOP, due to weather. Any
employee outside of this time period who requested annual leave or LWOP, the union will be filing a grievance on your behalf. Please contact a steward or officer if you have any questions.
UNASSIGNED REGULARS
There seems to be some confusion among unassigned regulars regarding whether or not they hold a bid positions. Some unassigned regulars were given the opportunity to preference hours and days off
at the time they became an unassigned regular. These are NOT regular bid positions. These are temporary assignments, until you become successful on a clerk vacancy, or
assigned to a residual duty assignment. Unassigned regulars should continue to
bid on clerk vacancies, or will end up being assigned to residual duty assignments, when such assignments become available.
APWU
APWU
Dawn Ecker, President St. Paul, MN Area Local
December 2, 2010__
www.stpaulapwu.org
651-778-1637__
DECEMBER 7TH
CLERK VACANCY
The Clerk Vacancy that is due to come
out on December 7, 2010 will now be back to the automated system. Employees at
the Plant and LDC must either computer bid or phone bid. NO MANUAL BIDS WILL
BE TAKEN FROM THE PLANT OR LDC. Employees at stations and branches will still
have the opportunity to manually bid if they choose.
In-section bidding and retreat rights
will continue to be done manually. This is the only bidding that will be done manually. These bids will continue
to be placed in the white mail boxes.
PENALTY
RATE OVERTIME
The exclusion of the penalty rate of
pay begins December 4th through December 31, 2010. This exclusion
does not impact the use of the Overtime Desired List. The Overtime Desired List
still exists during this time period. Only the penalty rate of pay is affected.
2011
LEAVE YEAR
The new leave year will begin on January
1, 2011. January 1st is the date that you can start using leave that
you will earn in 2011.
ANNUAL
LEAVE CARRYOVER
The new leave year begins on January
1, 2011. You may carry over 440 hours of annual leave into the new year. If you have more than the 440 hours as of January 1, 2011, you will lose ALL hours
in excess of 440 hours.
ANNUAL
LEAVE EXCHANGE
(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 2011. You cannot exchange leave that is in excess of the 440 hours that you were 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.
CHOICE
VACATION FOR JANUARY, FEBRUARY, MARCH, 2011
Employees who submitted 1547’s
(Choice Vacation Slips) for choice vacation in the months of January, February, March of 2011 should have received an answer
back from your supervisor by November 21, 2010. If you have not, please request
a steward.
OPEN
SEASON REMINDER
Remember – Open Season ends on December 13, 2010. There
is a Health Fair scheduled at the Eagan Facility on December 8th from 7:00 a.m. – 10:00 a.m. and 2:00 p.m.
– 5:00 p.m.
NATIONAL
COLLECTIVE BARGAINING AGREEMENT
(Re-printed from the APWU Website)
The contract was originally scheduled
to expire November 20th, but the union and management agreed to two previous extensions, first to November 23rd,
then to December 1st.
The 2006-2010 Collective Bargaining
Agreement will remain in effect until a new agreement is reached through negotiation, mediation or arbitration.
Dawn Ecker, President 10/20/10
www.StPaulAPWU.org
651-778-1637
DENMARK AVE. OPEN
The Denmark Ave entrance is now open. The two entrances on Lexington will be closed in the very near future, by 11/1/10.
BIDDING
The front page of the Clerk
Vacancy notice 101210M has incorrect information where it states on the front cover:
“…also sign the verification sheet provided by SDOs to indicate that you have had the opportunity
to bid.”
This is incorrect for this
bid sheet. That procedure is used for insection bidding and retreat rights, NOT
for bid sheet 101210M.
LIVE
BIDDER
Q212 of the JCIM states:
“Must an employee who submits a letter to remain a live bidder on a previous bid continue to submit a letter for each
subsequent successful bid? Response:
Yes. A new letter must be submitted each time an employee is designated
a successful bidder. The only exception is when the employee is forced to bid due to his/her duty assignment being abolished
or reposted.”
After discussion with our
NBA, when all the positions were reposted in September, Q212 of the JCIM applies to that bid sheet, meaning all previous bids
and higher preferences on the same bid sheet are not required to have a “live bidder” form filled out. However, if you received a bid actually awarded and no longer want to be considered for a previous
bid or higher preference from the September manual posting, you must submit a cancellation of those bids.
A.O.’S
60 day notification letters
of potential excessing have been or will be handed out to impacted employees at the following A.O.’s: Cottage Grove, Northfield, Owatonna,
Stillwater, and Forest Lake. This potential excessing is projected
due to the removal of CSBCS machines in these offices. The CSBCS machines are
still running in these offices right now. This 60 day notification does not mean
you will be excessed in 60 days, it is “potentially”.
The union met with Labor
on 10/20/10 on these staffing packages. We will meet further with the Postmasters. We will attempt to reduce the impact through meetings, attrition, etc. These excessing letters are not set in stone. Meetings will
also be held with the employees at these AO’s with the Union. The Union has also been notified that the withholding for these AO’s has been extended
out to 300 miles.
APWU
St. Paul, MN Area Local APWU
Dawn
Ecker, President
10/13/10
www.StPaulAPWU.org
651-778-1637
REGULAR
BIDDING AND IN-SECTION BIDDING WHEN THEY OVERLAP
There is much confusion
on how in-section bidding works along with the regular bidding cycle.
Q:
If I am “awarded” a bid during the normal bidding process but in-section bidding takes place prior to me leaving
my section do I get to in-section bid?
A: Yes, as long as I am still in the section I have a right to in-section bid. If I do in-section bid, I will still be obligated to start the bid I was awarded from the regular bid sheet,
but will return to my in-section bid with the posted effective date of the in-section bidding.
If I chose not to in-section bid, I will assume the bid I was awarded from the regular vacancy with no rights from
the section I am leaving.
Ex: Regular bid sheet,
award posted October 1st, effective October 9th
In-section bid, open until October 8th, effective October 23rd.
If I in-section bid, I
will assume my new bid on the 9th, but return to my in-section bid on the 23rd.
If I do not in-section bid, I will assume by new bid on the 9th, and will not have any rights
in my old section.
BIDDING
With all the bidding that
is going on, it is important to remind yourself of some of the bidding obligations to protect yourself.
LIVE BID FORM – This
form is used when you want to remain live on a bid that someone is pending on and it was a higher preference on the same bid
sheet or from a previous bid sheet. You must answer yes to all three of these questions:
1. Does the job on which I wish to remain live on still have the senior bidder pending qualification? You cannot live bid on a job already “awarded” to someone else.
2. Have I become a successful bidder (awarded or assigned – NOT pending qualification) on another
job either on this same bid sheet or a bid sheet thereafter?
3. If I was a successful bidder on the same bid sheet, did I preference the bid on which I wish to remain
live HIGHER than the one on which I was successful?
This form must be submitted within 10 days from the date you were notified (via Clerk Bulletin) that you
are a successful bidder.
There is also information
on these forms to cancel a bid that has someone pending and that may drop to you.
These forms are attached
to every award notice and Tuesday Bulletin. If in doubt fill out the form.
All training must be set
up within 10 days of the date of the award notice; if you do not make the initial contact to set up training within this time
frame, you will forfeit the job.
If you fail to demonstrate
a skill, you will serve a 120 day restriction from bidding jobs with the same skill from the date the employee attempts to
demonstrate the skill.
If you fail a job possessing
a scheme only, you will serve a 90 day restriction from bidding any jobs. (If you do not complete the 4 hours of training
in 5 days you will have it count as an unsuccessful bid only. If you do complete
4 hours of training in 5 days and subsequently fail, forfeit the job you will serve the 90 day restriction).
If you fail or forfeit
certain jobs listed under 37.3.F.7 you will serve a 180 day restriction from bidding duty assignments in that position designation. (See list in contract or request the list from a steward)
Judy
Fricke, IRD
APWU St. Paul, MN Area Local
APWU
Dawn Ecker, President 9/27/10
www.StPaulAPWU.org
651-778-1637
SAVED GRADE AND BIDDING
Many questions have come
up about saved grade and bidding. Here are some answers to your questions:
1. If I am in a level 6 bid position, but have saved
grade level 7, can I bid on duty assignments designated as level 7 and higher for pay purposes only?
Answer: No. The level 7 saved grade is for pay purposes only, by holding a level 6 bid position,
you are a level 6 for bidding purposes.
2. If I am an unencumbered regular level 7, can
I bid on duty assignments designated as level 7 and higher only?
Answer: Yes,
only upon obtaining a lower level (e.g. level 6) bid position, would you become a saved grade level 7.
CHANGE OF SCHEDULES
We have numerous change of schedules come to the APWU via the fax machine. Change
of schedules are an employee’s personal request. The APWU’s signature
only waives out of schedule premium pay. The APWU will not sign a change of schedule
unless the employee requesting the change of schedule personally speaks to a steward or officer.
APWU NATIONAL ELECTIONS HAVE BEGUN
You probably have already received you ballots for the national APWU elections.
Please Vote! This is a contract negotiation year, and with the financial
state the USPS is in, it is not going to be easy. You have until October 5, 2010
to get your ballot back in. our endorsed candidates in the contested races are:
Cliff Guffey – President
Rob Strunk – Clerk Craft Director
Martin “Marty” Mater –
National Business Agent “B”
APWU St. Paul, MN
Area Local
APWU
September 16, 2010
www.StPaulAPWU.org
651-778-1637_
DUE TO
EXECUTIVE BOARD ACTION
DAWN ECKER
HAS BEEN ELECTED
PRESIDENT
AND WILL ASSUME THE POSITION OF PRESIDENT
EFFECTIVE
SATURDAY, SEPTEMBER 18, 2010
Jesse Lopez
Secretary
St. Paul,
MN Area Local
American
Postal Workers Union
APWU
St. Paul, MN Area Local APWU
Tom
Edwards, President 9/2/10
www.StPaulAPWU.org
651-778-1637
NON-MEMBER LIST
Clerk Craft
Jill Anderson
Jon Aton
Sharon Bakka
Ken Bertozzi
Susan Boxrud
Randall Boyle
Sharon Brownfield
Sandra Brylski
Terry Buetow
Lori Burg
Mark Bye
Michael Diaz
Judy Ellsworth
Julie Erdahl
George Finn
Elizabeth Frank
Rodney Frederick
Patrick Gallagher
Jane Garrity
John Garrity
David Giles
Patricia Gilpin
Nancy Haberman
Arlene Halverson
Richard Hanson
Kathleen Hebert
Carlene Henry
Kim Hjelmgren
Laurie Hjelmgren
Thomas Hjelmgren
Robert Hodgkins
Robin Jasperson
Elizabeth Kahl
Mark Karels
Renee Katchmark
Christine King
Thomas Kirshling
John Klaus
Teri Krier
James Lageson
Chantel Larson
Renee Larson
John Lecher
Young Lee
Thomas Lingenfelter
Rita Marrinan
Camila Maruska
Bradley Meinke
Wendy Militano
Frances Mittl
Khamsuke Mua
Phan Mua
Wayne Nedry
Sandra Neutgens
Donna Norberg
Jeffery Olson
Linda Olson
James Peterson
Kristi Reeves
Debra Rempfer
Dwight Roehl
Rafael Ruiz
Thomas Ryan
Chevez Sandey
David Sax
Luann Schowalter
Lance Schurhamer
Brenda Schuster
Ronald Scott
William Selbitschka
Carl Seltz
Dorothy Spanovich
Barbara Starr
Randall Starr
La Vang
James Wolter
Kristine Wuorinen
Czer Yang
Douglas Bifulk
Bernard Bjornsen
Donald Burbach
David Duffy
Mark Halfen
Richard Hassinger
Lark King
James Laughlin
Ken Nesheim
Greg Neuffer
Thomas Novak
Greg Paulson
Gene Ruther
Jean Sandberg
Peter Spinks
Paul Steger
Jamey Theis
Vernon Bakke
Michael Balzano
Lawrence Billson
Robert Bukowski
Scott Hanneman
Mark Kaufman
Michael Kleman
Gene Nagle
Justin Paulson
Wayne Peters
Michael Santema
Mark Thorson
APWU
APWU
Dawn
Ecker, Acting President St.
Paul, MN Area Local August 12, 2010
www.stpaulapwu.org
651-778-1637
Bidding Update
We have had numerous questions asked about the manual in-section bidding and the manual installation wide bidding which will be occurring in September. Below is management’s timeline in which bidding will occur:
In-Section Bidding/Retreat
Rights: will be open between September
3rd and September 10th, 2010. In-section/retreat right
bid sheets will be available at the General Clerk’s Office during this time period.
If you need an in-section/retreat rights bid sheet mailed to you, please contact Gail Hanninen at #3089 or Julie Austin
at #3361. The results of in-section/retreat rights bidding will be posted on
Tuesday, September 14, 2010 and be effective September 25, 2010.
This in-section/retreat right bidding will be available on
a MANUAL bid sheet only. Remember, if you have retreat rights to a section, bid
on this bid sheet, as you may be reached in the bidding process to exercise your retreat rights. In the future, in-section/retreat rights bidding will continue to be done manually and prior to the regular
bid sheet.
Installation Wide
Bidding: will be open between September 14th and September 24th,
2010. These bid sheets will be available in the General Clerk’s Office
during this time period. If you need this bid sheet mailed to you, please contact Gail Hanninen at #3089 or Julie Austin at
#3361. The results of the installation wide bidding will be posted on October
1st, 2010 and will be effective October 9th, 2010. This
installation wide bid sheet will only be available on a MANUAL bid sheet only. Regular
bidding (phone, computer) will be reinstated for the October bid sheet.
If you are successful in obtaining an in-section bid, you
would still be able to bid on the installation wide bid sheet.
Assignment of Unassigned
Regulars to Residual Duty Assignments
We have received numerous questions regarding unencumbered
preference eligible employees and their assignment to residual vacancies.
Article 37.4.C.3 of the National Agreement provides: “If
there are insufficient same or higher level vacancies to accommodate assignment of all unencumbered employees, preference
eligible employees will be placed first into the same or higher level vacancies in accordance with Article 37, Section 4.C.5.”
Question 221 of the JCIM states as follows:
221. In what order must unencumbered employees be assigned
to the same or higher level?
Response: After the assignment of preference eligible clerks,
Article 37.4.C.1 requires that unencumbered employees be assigned in the following order: 1) currently qualified employees;
2) partially qualified employees, 3) employees not currently or partially qualified.
Article 37.4.C.5 is applied
in the following order:
a. Currently qualified: Offer by seniority, assign by
seniority
b. Partially qualified: Offer by seniority, assign by
seniority
c. Not currently
or partially qualified: offer by seniority, assign by seniority.
APWU
APWU
Dawn
Ecker, Acting President St.
Paul, MN Area Local August
4, 2010
www.stpaulapwu.org
651-778-1637
MOU
A MOU has been signed for the transition into the new building. Volunteers will be taken by seniority from the FSM 100 section, Letter Automation,
and Level 7 expeditors by tour. The MOU addresses overtime and holiday scheduling
also.
INSECTION AND RETREAT
RIGHT BIDDING
Shared Services has informed St. Paul that they will no longer be able to do automated insection and retreat right bidding
and it will have to be done manually. They also informed us that this bidding
must be done outside of the normal bid period. We have determined that we will
now have to do insection and retreat right bidding with the old quick bid system we have used in the past. The APWU will assist management with this bidding process. Management
will be sending out an all employee mailing on this procedure. Insection and
retreat right bidding for the LDC will be done August 9-13/2010, with an effective date of August 28, 2010. The results of this bidding will come out on a Tuesday Bulletin.
The insection and retreat right bidding for the plant that was to occur on 9/14-9/24 bid sheet will now have to be
done September 7-10, 2010 with an effective date of September 25, 2010. This
means that the reposting of the facility will be done in two parts, insection and retreat rights from September 7 through
the 10th, and the repost of installation wide positions on September 14th through the 24, with an effective
date of 10/9/10.
RELOCATION MEETINGS
Relocation meetings for the employees to be excessed outside
of the installation will occur on August 9, 2010 at 1600 and 2200 and again on August 11, 2010 at 1600 and 2225. Carson Nunes from Finance will be heading these meetings.
EMPLOYEE TOURS
Management will be giving employee tours of the new facility on August 17 through the 19, 2010. Dates for makeup tours are being determined. These tours take
approximately 2 hours and will be given on the clock. Management has assured
me that interpreters will be available when a hearing impaired employee is scheduled for their tour. I have requested that
the Plant Manager have a pre-tour meeting with the hearing-impaired.
Click here to view the MOU
APWU
APWU
Dawn
Ecker, Acting President St. Paul, MN Area Local
July 28, 2010
www.stpaulapwu.org
651-778-1637
SALE OF BUILDING
The Pipefitters/Steamfitters have pulled out of their intent
to purchase our property at 654 E. 6th St. They have determined that the possibility of Metro
State University taking action to acquire
our property would be a potential financial risk to their Union. We have opened up negotiations for the sale of our building with Metro
State University again, and
hopefully we can come to some sort of agreement with them.
PURCHASE OF NEW BUILDING
The Local is in the planning stages for the
purchase of a new property in Mendota Heights,
near the new Postal facility in Eagan. We are in the process of meeting with the designer and architects for the plans for the new building. Things are coming around slowly but surely, to make certain everything meets the Union’s needs prior to signing a purchase agreement.
Any new information concerning these two issues will be relayed in future bulletins.
APWU
APWU
Dawn
Ecker, Acting President St. Paul, MN Area Local
July 20, 2010
www.stpaulapwu.org
651-778-1637
IN-SECTION BIDDING AND
RETREAT RIGHTS
Shared Services has contacted
local services and informed them that they will no longer do in-section bidding and/or retreat rights through the automated
process, beginning on the bid sheet which comes out on 7/20/10. The Union has met with local services and in-section bidding and/or retreat rights will be done on a special
manual bid sheet.
When a position becomes
vacant, and needs to be posted for either in-section bidding or retreat rights, a manual bid sheet will be made available
for the employees eligible in the section. Instructions will be included with
this special manual bid sheet, and will occur at the same time as the normal bid sheet.
Be aware that if you make your in-section bid your number 1 choice that you will now need to skip your number one choice
on the automated bid sheet, as you cannot have 2 first choices. If you have any
questions, you can contact local services at 651-293-3089.
TRANSITIONING
INTO THE NEW EAGAN FACILITY
The Union
and Management are still meeting on the clerks’ transition into the new building.
Some sections will be moving in phases, some will move all together at once.
The Union is requesting that the phased moves be done with volunteers, then force
by juniority, if volunteers do not suffice. Rotations, overtime, and holidays
at both facilities are still being negotiated. As soon as these issues are worked
out, the Union will put out another bulletin.
REPOSTING
OF BEST QUALIFIED POSITIONS
The Union
and Management have agreed that the reposting of the Best Qualified Positions for the new facility will be done on the August
17, 2010 bid sheet, with an effective date of 10/9/10. A Memorandum of Understanding
has been signed in order to extend the effective date of these Best Qualified positions.
MOU
SIGNED FOR SECTIONS NOTIFIED FOR SECTIONAL EXCESSING
MOU’s have been signed
for sections that have recently received letters to be abolished, reposted and/or excessed to the needs of the section. These MOU’s give employees in these sections the opportunity to bid prior to
the date of abolishment/excessing and still obtain retreat rights back to the section.
These sections are: City tour 1, Mailing tour 3, Pouch Rack tour 1, FSM100 tour 1, Registry tour 3 and MO Box tour
3.
APWU
APWU
Dawn Ecker, Acting President St. Paul, MN Area Local
July
2, 2010____
www.stpaulapwu.org
651-778-1637___
PHASE 2 EXCESSING AND PREFERENCING UPDATE
Management has requested that because of excessing out of Eden Prairie, St. Paul and Hutchinson, the dates of preferencing
be moved up to the dates of July 13-July 23, 2010.
This change in dates is to benefit the St. Paul members;
otherwise if the preffing was done by St. Paul after Eden Prairie and Hutchinson, some of the preferred, withheld residuals
in closer offices would be taken and would not be made available to St. Paul. The
seniority of the three (3) offices will be merged when it comes to preffing these withheld residuals.
A meeting will be held for the transition into the building
on July 7, 2010. The discussions will involve who will report to the new building,
when, overtime issues and holidays.
As more information becomes available, it will be put
out in a bulletin.
Dawn
Ecker
Acting
President
|
