Pierce, Maintenance Craft Director
Gary Keicker, Maintenance Craft Director
reprinted from the June 2016 Postmark
I want to tell all of you that you are doing a great job with the crap Management is throwing at you.
We are short staffed and Management knows it, and Management is getting pressure from higher level Management to get the completion
rates higher. They are becoming very creative in their pursuit to achieve higher completion rates. It is amazing that we went
from a low completion rate to suddenly we have 100% completion rates overnight. Our Maintenance Management team (I say that
loosely) has not changed that much to warrant this drastic change over night.
That being said, I have noticed that
Management is asking some of you to sign off on routes even though you are not performing the work. We need to stop doing
this for them. If you are approached by Management to sign off on routes you are not assigned to perform please ask for a
Union Steward. You have to ask yourself, why would Management ask me to signoff on a route when they claim someone else performed
the work but did not have the time to enter it? Or when Management asks you to merely sign off on a route complete and only
take one click to sign off on the route? We are bleeding staffing times already and to be adding this to the wound is unacceptable.
Again this is helping Management not us.
Management cuts our staffing down to the bone marrow and then turns around
and blames you for not getting all the routes completed and then asks you to falsify the completion rate to cover their collective
backsides to their higher level management. Where is the justice in that? Management here has consistently stated they are
working on getting us more staffing, I call B.S. on this! The 2015 staffing package Management gutted our ET-10 positions
from 40 ET-10 positions down to 28 ET-10 position eliminating 12 positions. Management set the staffing level for MM-7 to
30 positions and they have failed to fill even 20 of these positions. Management starts rumors that they are posting 6 ET-10
positions and 6 MPE-9 positions with the new staffing package. When I ask Management about it they claim they have no idea
where these rumors are coming from. This is nothing more then a game to these people.
is really hard to pick a certain topic to address in these articles when there are so many issues happening here in the Maintenance
Department that effect all of us. So I am going to beat the big drum in the room.
Maintenance employees are still
using miscellaneous codes on the Employee Assignment Work Sheets (EWAS) when turning in their routes sheets. We ALL need to
make sure we do not use the miscellaneous codes because ultimately it will go against our staffing levels. Management merely
eliminates all hours collected under miscellaneous codes they remove them because they cannot make a determination what work
was actually performed, so we lose these hours.
Maintenance Laborer Custodial employees are getting hit hard with the
reorganization of the Labor Custodial employees. I want to stress to all of you that this is strictly being done by Management
and your Union is only here to make sure that Management follows their contractual obligation to make sure they do this correctly.
If you have any questions we will answer your questions.
Management in the near future is supposedly going to restructure
the BEM-9 employees here in Saint Paul P&DC. However, so far we have not been contacted by Management in regards
to what their actual intent is for the BEM-09 employees as of the writing of this article. Management keeps pushing the dead
line further out. When Management comes to the Union we will let you know what their intent is. We will get the information
out to all of you that will be affected by this.
I want to ask all Maintenance Craft Employees to be very vigilant
in your observations when you spot Management performing Bargaining Unit work, as well as, Management directing lower level
Maintenance employees to perform higher level work outside of the employees Job Descriptions. Management at the Headquarters
level is placing pressure on Local Management to reduce staffing and still get Maintenance work completed. So the pressure
is on them to try any means possible to get routes completed. So we all know that it is not beneath them to tell lower level
employees to perform higher level work such as answering Maintenance calls on Tours 1 & 3. I ask all of you to make sure
this do not happen. If we allow this to happen ultimately we lose staffing and so much more. I also ask all of you again to
make sure we are getting work orders for all Maintenance tasks you are asked to perform regardless how small and/or mundane
you think it may be. Every minute counts towards our staffing needs.
The evidence that we can be sure of is, Management
has targeted first the ET-10's by reducing the staffing from 40 to 28 and now they are going after the Laborer Custodial
group as well as the Building Maintenance Equipment BEM-09 Occupational Groups staffing levels. If we continue to allow Management
to use these tactics, it will only get worse. So, when you see this directly or indirectly ask to see a Union steward and
provide a statement and we will ensure Management is held accountable.
if you have to use a tool when fixing any equipment that is energized you first have to power it down and lock it out. No
I want to take the opportunity to welcome our newest Union Steward, Matthew Garcia tour 2 Laborer
Custodian, if you see him in your travels make sure to say hi.
Your Maintenance Stewards are:
Sam Kim Tour 2
ET-10, Rod Renner Tour 2 AMT-9, Mike Kobes Tour 3 Custodian, & Matt Garcia Tour 2 Custodian so if you see these guys around
Jim Pierce Maintenance Craft Director
I want to take the opportunity to thank all of you for sending me to the Four State Caucus
up in Fargo, ND. I was able to take the opportunity to get some answers to some issues that impact the Maintenance Craft.
Such as, but not limited to, the issue of assigning Maintenance work to the Laborer Custodial employees. I was able
to confirm from the National Officers that the new MS-47 TL-5 lays it out for Management that the Custodial employees are
to be issued 7.0 hours of work per shift. Management is supposed to issue a full work days worth of work which is described
in sections 188.8.131.52 & 6.1 of the MS-47 TL-5. In a nut shell management issuing several dailies equaling more then 7.0
hours in a work day and directing the employees to partial the routes is incorrect. Management should schedule only 7.0 hours
work to each Laborer Custodial employees on a daily basis. The Union has filed a grievance for the fact that Management is
in fact assigning more then 7 hours each day.
I want to attempt to explain to you here the stance of the Union on the
above issue, which is, if an employee is assigned 3-4 dailies on a daily basis and is instructed by there supervisor or Manager
to partial each route (Tour 3 currently is doing this) in the idea that it is better to work a little in each area. If the
Custodial employee partials their routes instead of completing the routes the amount of time remaining is lost forever. In
other words, if the employee is assigned 3-4 daily routes and the routes are 5 hour routes and the employee partials the routes
for 1.7 hour, the remaining 3.3 hours are lost and ultimately deducted from the total Line H at the end of the fiscal year.
So if on a daily basis say 4 daily routes worth 5 hours each are issued and the employee merely partials the each of the routes
for 1.7 hours each the total amount of hours that would be deducted from Line H would equal 13.2 hours lost. The Local Union
will fight for you to make sure management will follow the MS-47 TL-5 but we will need your help as well. I will be discussing
this issue with Management to make sure they stay in compliance with the MS-47 TL-5 and file grievances as required to make
sure the MS-47 TL-5 is followed.
I am asking all Maintenance employee to make sure you as a maintenance employee are
documenting everything you do on a daily basis. Work order, work order, work order, document, document, document. We are losing
staffing in all occupational groups due to the lack of proper documentation of our work. Management at the Area level are
relying on Historical Data to justify the need for staffing. We need to make sure we STOP using any reference to miscellaneous
when putting the work codes on our Employee Work Assignment Sheets (EWAS) Make sure you get a work code close as possible
to the actual work you performed. Make sure to ask for a work order for everything you do in a day.
Make sure that
if you are asked to perform work on any unplanned event (Pocket) you are given a work order before you perform the work on
any individual pocket. Each unplanned event should generate a work order for the individual event. If a machine has 6 unplanned
events on a given day there should be 6 individual work orders. the work order should follow the progression of the repairs
to the individual pocket. If you are not provided a work order please ask to see a Union steward. We are loosing hundreds
if not more hours for not documenting this work which will reflect our staffing levels. If you are refused work orders for
any work you deem worthy of documenting please ask to see a Union steward to see if we can resolve the issue.
Pierce, Maintenance Craft Director
the New Year is here and would like to wish all of you and yours a wonderful New Year and I hope you enjoyed the Holidays.
I want to start off by thanking the Union Stewards for all the hard work they have done this past year. We have been very
busy this year we doubled the amount of grievances we filed all of last year to approximately 150 step 2 grievances not including
the vast amount of step 1 settlements that our stewards have settled on your behalf. If you see one of your Union stewards
make sure you thank them for the hard work they have been and are doing for you.
I also want to take this opportunity to address an issue that
is becoming a big issue for all of the Maintenance Craft at every level and occupational group. This is an issue that has
been brought up in the past and I want to pound the drums again to try to get the message out to all of us throughout Maintenance.
The issue is accounting for every maintenance task that you are assigned to perform no matter how trivial you may think it
is. We need to start making sure we are given work orders for each task we are asked to perform. We need to make sure that
management is accounting for everything we do.
Management at the Area level and beyond is making it harder for local management to give an accurate accounting
for what we have in the facility for the purposes of staffing accountability. So we have to make sure that we do our due diligence
to make sure that we are doing everything we can to account for work that is performed such as, but not limited to; Changing
out batteries for the BEM’s to mention one of many items for the BEM’s and each individual unplanned pocket that
you are asked to look at. We need to start asking for an individual work order for each and every individual pocket that is
listed as unplanned. If you have a machine that has 4 unplanned event pockets then you should get 4 work orders. We need to
make sure we fight for our jobs now and not wait for management to reduce our staffing any further. If you ask for a work
order and you run into problems where management does not provide you a work order please ask for a Union steward. This also applies to all Maintenance employees assigned to the
Stations and Branches.
all of the Maintenance employees assigned to Associate offices I ask that you start to keep detailed notes for every task
that you perform daily, weekly, monthly to give a accounting for the time you work so we may apply this information to the
Line H requirements of the PS Form 4852 Staffing Package. You as Laborer Custodial employees have certain
tasks that you were hired to perform. Therefore, you should only be performing these tasks which should be established from
the Staffing packages for each facility. The Union will be meeting with Management to address these issues. Until this is
accomplished; I ask you to start making these notes to help assist us. The information we need is the date, how long it took,
the task performed to start with.
you have any questions, please contact a Maintenance steward.
Maintenance Craft Director
reprinted from the January 2016 Postmark
reprinted from the November 2015 Postmark
I want to welcome all of the new Maintenance employees that have
joined maintenance craft in recent months through the In-Service process and let you know if you have any questions or concerns
to contact your Maintenance Stewards.
A lot of stuff is happening in Maintenance, with the implementation of the
new TL-5 Cleaning Program for the Laborer Custodians, the addition of the new SPSS machine as well as other maintenance issues
going on here in Saint Paul P&DC.
A new day is dawning, so here is a little
on the new TL-5 cleaning program, I ask all Laborer Custodians to learn as much as possible on the cleaning methods and cleaning
frequencies and to follow it to the letter. Do exactly as you were trained and follow the program to the letter. If management
sets a certain cleaning frequency to clean an area only once or twice a week, only clean the area once or twice as directed
by the established cleaning frequency.
The TL-5 needs to be followed to the exact way management determines to make
sure that the TL-5 methods work or not on their own merits. If it becomes an issue where an area is scheduled only the bare
minimum cleaning frequency and management requires you clean it more than the scheduled times, ask for a Union steward.
I was told by other Craft Directors that where the TL-5 has been implemented they are finding that, not only
the cleaning products do not work but that management is having the custodians clean areas more than what the established
cleaning frequencies require. In a nutshell, we need to hold Management to the exact cleaning frequencies and cleaning methods
as required by the TL-5 itself. This program is only as good as it is. So either it works or it does not work, but we have
to hold management to task to make sure the TL-5 is followed as they direct.
This new TL-5 cleaning program requires management to utilize ONLY authorized
cleaning products, Management is not allowed to bring other cleaning products into the facility. They are limited to only
using the approved cleaning products. I was told by other Maintenance Craft Directors from the facilities that have been on
the new TL-5 program for awhile that the authorized cleaning cool-aid does not work, so management in their facilities are
creating work-orders to clean the facility with unauthorized cleaning products. When our local management tries to do this
it is imperative that you let the local union know this so we can file grievances holding management accountable to the implementation
of this TL-5 cleaning program.
Management is spending an average $365,000
per facility for all new cleaning equipment inventories for the implementation of the TL-5 in the hopes that this cleaning
program works. So, if we as a whole hold management to the established cleaning methods and cleaning frequencies of the TL-5
we will see if this new program is sustainable.
As of the October 23,
2015 Labor/Management meeting management has not provided the local union any of the Maintenance requirements as in Preventative
Maintenance (PM) and Maintenance level requirements for the new SPSS. When I find out what management is going to provide
for the Maintenance requirements for the new SPSS equipment I will pass it along to you as I get the information.
Thank you all,
Maintenance Craft Director
reprinted from the September Postmark
Maintenance Brothers and Sisters
I hope everyone has had a great summer so far. I want to thank the Union stewards
for all the hard work that they are doing for the Maintenance Craft. The Local Union has received a few Step 3 settlements
bringing back three (3) ET-10, two (2) BEM positions with back pay and Out-of Schedule Premium pay, and all vacant and residual
(up to 17) Custodial positions have to be posted and filled. The Staffing Package grievance has been remanded back to Step
2 for further inventory and work up so we can make sure that all equipment in the facility is correctly added to the Staffing
Package. With that being
said, I have had sometime going over the Staffing package and it is very apparent that there are several pieces of equipment
not included in the Staffing package. For example, as I have told some of you that the Staffing Package only accounts for
4 Strappers and there are approximately 18 strappers in the facility with 12-15 being used daily. Management at the Headquarters
level will only allow the local management to account for the 4 strappers claiming the term “See
historical data” if there is no route or work order generated for the equipment it is not counted. So I suggest we start
taking a closer look at the equipment that is sitting idle in each of the maintenance shops and perform maintenance on this
idle equipment. If you are assigned to clear jams on the tray transport systems make a work order and on
the work order make sure to identify the section of the Tray Transport System. I want to ask the BEM’s
to make work orders every time you change batteries because the only way we will get credit for batteries is if work orders
are generated since this is another inventory item Headquarters has categorized as “see historical data”. As we
go through the staffing package more thoroughly in the coming days I will be notifying everyone what is needed to make sure
that all equipment is added to the Staffing package as best as we can. The hope is that if we can add all
the idle equipment as well as all the equipment that should have been counted correctly we can bring back the several maintenance
positions that have been reverted since the beginning of the year.
On another note as most of you have heard Management cannot have 204b’s
if there is no vacant Supervisor position to occupy.
I want to take the time to let all of the Maintenance employees (Custodial FTR,
PTR, & PSE) that work in Associate offices know that if they have any questions or concerns as far as their contractual
rights, to contact the Local Union office and talk to a Union steward. I have found that there are several of the maintenance
employees that work in Associate Offices that have never talked with a steward before. I will keep everyone posted to anything that happens concerning the Maintenance
Maintenance Craft Director
Finally, nice weather is upon
us. The next few months are going to be pretty hectic here at the St. Paul P&DC. People are going to want to take time
off to enjoy the nice weather and we all know we are short staffed (Management created this problem) and
we are not able to get all our work done as it is.
need to be vigilant in making sure that management does not do maintenance work. If you see management performing our work,
make sure to ask for a steward and write a statement. If you do write a statement please make sure to cover the basics such
as, but not limited to: Who, what, where, when and how long. When management gives you your daily assignments and you get to your machine and later
management approaches you to tell you that there are unplanned events on your machines and they tell you what pockets to fix,
ask them for the work order for each pocket individually. If they do not provide you a work order for each individual
pocket ask for a union steward and provide a statement to your Union steward. We need to make sure that MOS is issuing work
orders for every unplanned event no matter what action you take.
Management has said we are expected to get a new machine, Small Package
Sorting System (SPSS) sometime around August 17, 2015. Management is going to want to move several machines to make room for
this new machine. I am going to be discussing with management the best approach to accomplish this work. With all the machine moves and
daily routes to be done I see management trying to get creative on their approach to accomplish all that is coming. We need
to be very vigilant to make sure bargaining unit employees are performing all of this work.
Maintenance Craft Director
To All Maintenance Employees
I want to take this opportunity to thank everyone that took the
time to vote in this past election. I want to thank those of you that voted for me to represent you as the new Maintenance
Craft Director. I want to assure the Maintenance Craft employees that the maintenance stewards are here to represent you.
I will fight to preserve the Maintenance jobs.Make
sure to help your Union Stewards and yourselves by being vigilant preserving our jobs by making sure we all work within our
Job Descriptions and making sure management does not do our work. If you witness a lower level maintenance employee performing
higher level work report it. If you witness management performing Craft work report it to your Union representative.The writing is on the wall, Management is willing
to walk-out our maintenance employees for not answering calls quick enough. Yeah, they claim the employee was belligerent
and confrontational which is not one of the reasons outlined in Article 16. If you think this is an isolated incident get
real, it is going to get worse. Management is short
staffing the Maintenance Craft even though we can not keep up with the PM routes and the number of machines that we have in
the facility. When I asked Management how we are to fill out our ECBM and Employee Assignment Work Sheets
(EAWS), none of them gave me the same answers. It seems our management does not understand how to correctly fill out our daily
routes, so how can they expect us to know how to do it?When
assigned PM routes and required to answer maintenance calls we need to keep a running tally of each maintenance reaction call
and get a work order for every individual incident.If
management is harassing you into working faster and placing time limits on reaction calls ask for a union steward.
President St. Paul, MN Area Local
SPECIAL MAINTENANCE CRAFT MEETING
WEDNESDAY,FEBRUARY 18, 2015
2261 WATERS DRIVE
MENDOTA HEIGHTS, MN 55120
THE PURPOSE OF THIS MEETING IS TO DISCUSS THE MAINTENANCE CRAFT VACANCY
Maintenance Craft Director
many of you know, our Union had their National Convention in Chicago in July. The turn out was half of what it was in former
years because many locals have been consolidated and many jobs have been reverted. This created an overwhelming pall over
what is normally a pretty festive event. There were many speeches about how we are going to fight back and how are we going
to adjust to what appears to be this new reality, and I would like to expound upon what resonated most with me.
First, it is going to take legislative action
to once and for all declare the US Postal Service as a governmental service, and not a business. This doesn't mean that
it would not be a profitable business, but rather it would guarantee that every American would have access to their government,
and the government would have access to every American regardless of internet or electrical access.Secondly, it is going to be absolutely imperative
that Congress approves the Postal Service to be a provider for banking and financial services. This is a huge step in the
right direction as 25% of the US population does not have these basic services but rather need to depend upon check cashing
services and payday loans as banking alternatives.
And finally, APWU President Diamondstein reiterated our former President’s words that
we are not just a grievance machine. Individuals who don't get this bigger picture will continue to be the ones who drop
out of the Union because they perceive they some how got screwed and the Union is just for grievances. To the contrary, the
Union is the only mechanism we have to even remotely get some of what I outlined above done.
Tell these non-members the only power we have to stop consolidation
and enact postal banking is our Union, the APWU. They can pretend it is world without end, but without a strong push back
to all these forces that are against us, the Postal Service will eventually join the many good paying jobs of yesteryear and
morph into a privatized delivery service.
My Fellow Maintenance Employees
continue to lose more and more people to retirement, management continues to drag their feet on PSE conversion. Both sides
agree that the spirit of the Memorandum of Understanding that was signed is intent on having PSE's converted to regular.
The stumbling block is what is the definition of a residual bid, especially if a PSE is already "occupying" that
position. Stay tuned. It will probably get uglier before it gets better.
Also of interest to some of you is Postal Management has agreed to post a Building Maintenance Position
in Stillwater Mn. This is a BMC-5 position and it will go out to e-reassign. There are very few, if any BMC 5's on e-reassign,
so a pool that could be drawn from are people who would consider a downgrade for this position.If you are an MM-7, MPE 9, ET, or BEM, and would like to work
on your own in Stillwater, this job might be for you. E-reassign is done by chronological order so the sooner you get on e-reassign
and put in for Stillwater, the better.
all of you have a safe and happy summer.
My Fellow Maintenance Employees:
told you earlier in past issues, the shortages that we are experiencing in staffing in almost every occupational group is
now manifesting with increased discipline. There are more days in court and more people being cited for not completing tasks
as assigned. Performance issues and sick leave usage are continual favorites for management.It is important to know that the Union does believe in an honest
day’s work for an honest day’s pay, but that does not preclude you from making certain demands on management so
that you know exactly what your responsibilities for a given day are. Does your assignment sheet total more than 7.4 hours of work per day? If it does,
you need to ask exactly which tasks have priority.
If you are stressing out and trying to do
more than what can reasonably expected of you, you need to request a steward. It is not your fault we are short staffed.
Another issue that
many of you are wondering about is the conversion of PSE's to Full Time Regulars. The Union at the National level was
supposed to come up with a question and answer informational packet on how this is all supposed to be implemented, but we
haven't seen it yet. Counting 3 newly authorized custodial bids at the airport, we should soon have 10 or more residual
bids which should, hopefully, get many of our senior PSE's into full-time.
It is probably going to be a long strange summer for many of us
as we work through what appears to be management in flux. Different people are popping up and each one has a unique approach
and a different view of craft employees. We are going to have to continue to stick together. To continue
to throw each other under the bus is self- defeating and stupid.
Most of us want to just put our time in and get to the finish line with the least
amount of damage. If you have ever thought about becoming a steward, let me know. If you’re more prone to want to pursue
a leadership role with our Local Union, even better. The good old days are probably over, but with each other’s help,
things can be so much more tolerable.
My Fellow Maintenance Employees:
As I predicted a while back,
Management's reaction to our shrinking staffing numbers is becoming more canine and wolverine. We are
experiencing more Official Discussions and a more accusatory tone in the day-to-day inquiries about our machines. Couple this
with the few working class heroes that we have who are always willing to throw you under the bus with management and we have
a situation ripe for more discipline and hostility.
We must be content to be at our machine, diagnosing
problems, and whittling away at deficiencies on your terms. Management might hand you some print out about some skewed results,
but you know your machine better than anyone. Put your protective clothing on if needed, lock out your machine, check the
performance of the machine each day, this all takes time.
Management will continue to have an agenda as they try
to put out fires each day, but remember, the diagnostic assignment is in your job description, not theirs. Don't let management
do your work.
Management continues to accumulate names of individuals who have put in for prescription safety
glasses with the idea of having a vendor stop by the plant, take your eye prescription, measure your head, and then come back
in a few weeks with your new glasses. This is how it is envisioned at this point. We will give them a few more weeks to orchestrate
this, but I know some of you are in need of these glasses now. I will continue to keep you informed of how the "policy"
will become the reality.
Maintenance Craft Director
President St. Paul, MN Area Local
January 7, 2014
your union has prevailed in the grievance process, the Postal Service will, once again, on a case-by-case basis, agree to
purchase your prescription safety glasses. Management is hoping to work out the details with a vendor and
resume the program within the next several weeks. If you are in need of prescription safety glasses because
of your category of required PPE, you should discuss this with your supervisor so that he or she can begin the necessary paperwork
for the request.
Also, much of the roll out of the new protective garb for electrical workplace safety has been met with confusion
and contempt. The policy needs to equally and evenly applied to all Occupational Groups and Tours that
need protection from electrical hazards.
At present, if your supervisor has instructed you
to use the safety equipment, do so. The policy has not been totally coherent and until several aspects
of it are ironed out, don’t put yourself in a position of violating an instruction from your supervisor.
If you are in doubt about your safety attire while servicing an electrical device, suit up.
It takes more time, but you are being paid by the hour and not by the pound.
St. Paul, MN Area Local
My Fellow Maintenance Employees:
Management continues to frantically dig a hole that is becoming
so deep, the lies are beginning to cave in on them.
we have had a Rochester employees just show up one day and start working on our machines. When asked about
what the hell is going on, management stated that they can do this because there are too many employees in Rochester and not
enough in Eagan as per Article 7. Then management said that this employee is on some detail, although we haven't seen
the paperwork supporting that. Then management said that this employee is requesting some accommodation under Article 12 in
order to minimize the impact of Rochester closing, as if the employee is reassigning himself because of his plant's impact,
but the rest of us have to use e-reassign. Now don't get me wrong, this Rochester employee is as much the victim as you
are. Management reverted an ET tour 2 Saturday Sunday bid because they said it wasn't supported in the staffing package
and then they gave an employee from Rochester this same Saturday Sunday Tour 2 bid. I explained all this last week to a Labor
Specialist in Minneapolis and he thought it is almost as if Management in Eagan is making the Union's argument that the
PD&C is grossly understaffed. All
this has been grieved and it is my hope that it will come to some kind of settlement quickly. These types of actions by management
are severely impacting Labor/Management relations and it is hard to argue with someone when they keep reinventing new lies
and can't remember the old lies.
the time you read this, the MOS clerk excessing should be on its way. Here again, management is saying that we have too many
MOS clerks because we do not support our 19 stations and branches even though MOS does all the purchasing for these stations
and branches and has to enter and file the station and branches assignment sheets. Soon we will see the Hanel parts retrievers
become less and less stocked and Supervisors will continue to cop a part out of MOS when they think no one is looking. This
too is being grieved, but the grievance process can barely keep up with what appears to be a mass unfolding of so many areas
of our National Contract. We've
got ET's and BEM's doing tray cart repair and MM7's doing daily assignments on DBCS's. We have got a myriad
of equipment that has never had a route sheet on it and has never had any maintenance and now management has the audacity
to say that the Eagan PD&C has not only got the worst numbers in the Northland District, but now we are racing towards
the worst numbers in the Nation. Our
former National President Moe Biller's famous quote was "the struggle continues", but now it could almost be
said that the "struggle accelerates". Hang in there and stay calm. The mail processing equipment
is now so poorly maintained that soon catastrophic failures will be the norm. We will run out of parts on a regular basis.
Bathrooms and lunch tables will become filthy. This game of chicken or who is going to blink first is rapidly reaching a fever
pitch. Every one of us knows our jobs and how best to accomplish the task at hand and you also know, management is most of
the problem, not the solution. If Management wants solutions they can put down all those charts and graphs
and seek advice from the best indicator they could ever have, YOU.
My Fellow Maintenance Employees
Dave Geissinger Maintenance Craft Director I would like to thank all of you who
voted for me and Gary Keicker. You can tell by the vote totals that obviously some of you were hoping to change the way you
perceive that things are done and I would like to talk with you about that if you could stop by some time. I also would like
to commend those who stepped up to run for office. It's easy to just sit back and complain, but some feel moved enough
to do something about it and we should all be thankful that there are people like that among us. And finally I would like
to say, we still need stewards on the run tours and we are hoping that some of you, especially if you’re one of those
who hopes to glean another ten or twenty years out of the Post Office, will step up.There is a lot to learn and
prepare yourself for so that you will be the one to lead in the future.
Several people have asked
if all the sub-contracting that is going on in the building has been grieved. Yes it has, and for as many aspects of the contract
as Management has violated, it should be a grievance with substantial merit and be very lucrative.Another question that keeps coming up is what about custodial staffing for all the bids that people retired
from? The answer for that is mixed. Many custodial bids were posted at the beginning
of the month, and hopefully the senior people that preferrenced them are now enjoying their new bids.
The negative side of these retirements is the ink was barely dry on the posting of all these bids
and Management laid on us the new staffing package and the overall amount of custodian
bids went from 66 down to 57. It's a shame that the charade of MS-47 measurements and frequencies is going to an even more ridiculous level, but it is. If there is one positive note to all this it is with
this new staffing package, management now considers us to be at maximum staffing which
will leave no room for any excessed employees from other plants. E-reassign and the in-service registers will be basically irrelevant.
Another thing that could
change work place conditions for many of us will be the implementation of 5 day delivery sometime in August. Management
is just beginning to ponder the realities of that. If our PD&C continues to take mail
from La Crosse and Eau Claire as we did from Rochester and have that coupled with 5
day delivery, it is conceivable that we will not have enough maintenance employees with weekends off.
believes that mail volume will be huge on Tuesdays and Wednesdays and once again bids may have to be realigned.Change will continue to plague us the remainder of our postal careers as the post office races toward
a very uncertain future. Are we a public service or a candidate for privatization?
The answer to that question is in the not too distant future.
I wanted to express my concerns to you about what I consider to
be a growing problem, lack of respect shown towards your union stewards. Many times some of our maintenance
brothers and sisters will launch on a steward in the hall way or in the lunch room with an accusatory tone as if the Union
steward is somehow complicit in the perceived complaint.
The steward will politely stand there and just take this
chewing out. When you start out the conversation with something like "What are you doing about Vadnais
Heights?" in a derogatory tone as the steward happens to be walking down the hall, perhaps not even
on steward time, you can probably expect less than a professional reply. They have to be thick skinned, that's true, but
not someone's whipping boy.
The stewards are volunteers
who have chosen to help serve you, not be served up by you. Stewards are the back bone of this organization,
the true worker bees in this giant national organization. We will all need a steward some day and let's
be appreciative that someone around here wanted to step up. Stewards don't need to be coddled as much
as they need to be supported and appreciated and a little civility will go a long way in helping you, and the steward, achieve
a positive outcome.
Mnt Craft Director
It seems every couple of years some individuals will try to distort the
reality of what is in the National Contract, Handbooks, and agreed to Memorandum, and what isn't.
Many of us took a jolt by bids being realigned. After 10 or 15 years some of us finally got the days off that we
wanted only to once again be sent back to square one. I have always hated the phrase "It's Management's right
to mismanage" and I have attempted to stay engaged and ahead of the curve to minimize the "mismanagement",
but sometimes management is determined to shoot itself in the foot.
The bid realignment was
contractual, but it definitely is not solving the overtime problem or gotten the machines to run any better,
but they will be the last ones to admit that.
The year 2013 is going to make the changes of 2012 look like
a walk in the park. For starters, management is now under a directive by Drew Aliperto to keep overtime
to 1% of payroll, which literally means zero. They also are under the directive to reduce staffing by 8%, which coincidentally
is about the attrition rate from the early retirements. They also want to utilize PSE's to the full 10% capacity as rapidly
as possible foregoing in-service registers and e-reassign to fill vacancies.
Four years ago we were talking about
date stamping sandwiches in the vending machines and where to park tractor trailers in the parking lot.
Now every conversation is about staffing, hours of work, and terms of employment with training cutbacks, travel expenses
slashed, prescription eyewear reimbursement eliminated, and overtime becoming very scarce.Now we are currently left with fighting
for each and every job we currently enjoy and a continuing paranoia that when these PD&F's in the Northland District
are closed, will the excessing limits of 50 miles be changed Nationally to accommodate all these people at the expense of
the junior people in our own plant?
The Good Old Days are over for many of us who remain, but it isn't because
your Union is not doing its job. We have had record Step One's settled, mostly for cash and not language, we have had
the largest Step 2 settlement of our Local's history, we have a record amount of very high buck cases sent to Step 3,
and we try to engage each of you on a regular basis on the work room floor so that you can voice your concerns and vent your
rage because of the constriction of the Postal business model that is all around us.
You can delude yourself into
thinking someone will wave a magic wand and everything will go back to 2006 but that's not going to happen.
What you can do is step up to the battle at hand. We need several stewards on the run tours and one at the airport.
As the Postal Service limps along with the mortal wounds inflicted on it by Congress and management, the battles
around here are going to intensify. Anyone who is telling you that they can just beat their fist on management's
desk and file few grievances and make it all better is just lying to you. The fight will continue all through your
remaining postal career. They would love for your to retire, quit, or die. Labor is not the problem around here, it is management.
They really could care less as long as their bar graphs and pie charts are colorful and cute. Many of us with a mechanical
background take offense with the whimsical approach they use to tackle the myriad of problems around here.
Hang in there and we will win this war of attrition. From the roof top units to the low cost sorter, trained maintenance
staff will again be appreciated as we do our jobs for our true bosses, the American Public.
Maintenance Craft Director