The clerk craft director, Jerry Jacobson can be reached at 651-778-1637.
I would like to thank the APWU clerk craft members for your support and for nominating me as your Clerk Craft Trustee.
I would also like to thank the Officers and Stewards for their support during this transition. Thank you for allowing me to further assist this membership as a Steward and Officer.
Yours in solidarity
Clerk Craft Trustee
Protect Your Job
The repostings and downsizings that have happened at the stations and braches this year, has caused an enormous increase in grievances. Now that the stations are understaffed, management and the carriers have had to increase their workload by doing your work. We need to be, and continue to be, relentless in filing these grievances. We need your help. If you see management or carriers doing your work, request to see a steward. If it is ignored, those duties will be lost. When management and the carriers do your work, those work hours are lost to the clerk craft.
Clerks receive no credit for that work being done, in the long run, when the next staffing review comes in, no credit is given for those work hours and will not show up in the next budgeted hours for clerks. We lose those hours.
Since clerks are complaining that if management does not do their work, then they will have to do it on overtime, so let management do it. If this continues, you will lose those duties and you will lose the overtime in which to do it. The reason you have to work overtime is because the recent staffing changes have left you short-staffed.
By now most of you have had Revenue Generation Training. The trainers in this class brought forward to you some important facts about things that need to be done as a window clerk. First off, if you perform a non-revenue transaction while working the window, this must be recorded through the P.O.S. system if while at the window, you are doing NOVM, second notices etc; please document these times, as these duties need to go towards LDC 48 time (Misc) versus LDC 45 (Window). When management is doing lobby sweeps, this should be documented and records in the POS System as non-revenue transactions.
Also if you are not working the window, do not be punched on operation #355. Management claims they are way over budget hours on the window. I believe some of this is due to being on the wrong operation number. T-6’s, if you are not working the window, go on operation #742, not #355. It is important that we document all the work we are doing properly. The job we save may be our own.
By now I’m sure most of us have heard of or read about the
casual in lieu of (CILO) grievance settlement.
This settlement requires management to compensate clerk craft
This settlement also resolves a grievance we have at step 2 concerning casuals used to the detriment of PTFS. Even though that grievance was settled the union is preparing to file more grievances if necessary on the issues of casuals and PTFS. So, I thought I would report on some of the PTFs’ rights.
First, casuals are a “supplemental work force” employee. They are excluded from the bargaining unit and do not have the contractual benefits and protections enjoyed by the regular (and PTFS) workforce. Article 7 of the National Contract states in part: “Part time flexible employees working at the straight time rate shall be given priority in scheduling over casual employees. However this scheduling obligation must be met during the course of a “service week” and the PTF must be qualified and available.
For example, if management schedules a casual for work which a PTF could have performed instead and the PTF had less than 40 straight time hours (either work or a combination of work and paid leave), it would be a grievance.
This applies to PTFs in
Article 8 does provide some guarantees for PTFs.
A PTFs requested or scheduled to work in a post office or facility
with 200 or more man years (
The two or four hour guarantee does not apply to PTF who are initially scheduled to work, but called at home and directed not to report to work prior to leaving for work. When a PTF employee is notified prior to clocking out that he or she should return within 2 hours; this will be considered a split shift and no new guarantee applies.
When a PTF employee, prior to clocking out, is told to return after two hours, that employee must be given another minimum guarantee of two hours work or pay.
All PTF employees who complete their assignment, clock out and leave the premises, regardless of the interval between shifts, are guaranteed four hours of work or pay if called back to work. This guarantee is applicable to any size office. PTF’s are not required to wait and home “on call” for the post office to call. PTFs are not required to call the post office to ascertain whether their services are needed. PTFs may not be required to work beyond 12 hours in one service day. This includes meal time and down time for a split shift. For example, if you begin your day at 5:00 am, you must end your day by 5:00 pm.
There are other issues such as S/L, A/L, vacation bidding and holiday scheduling. As always, if you have any questions, request to speak to a steward.
Clerk Craft Director
Some Things Never Change
We have all heard the saying the more things change the more they
stay the same. For the past
several years management in
Once again in
PTF scheduling – the contract states PTF employees working at the
straight time rate shall be given priority in scheduling over casual
employees. This obligation
must be met during the course of a service week.
Now that Postmaster Larson has completed her “Staffing” of the stations and branches, grievances in customer service are at an all time high. Overtime at stations and branches and supervisors performing bargaining unit work are way up.
We now have more grievances concerning overtime violations than I have ever seen at the stations and branches. We have grievances concerning ODL employees working over 12 hours in a day, over 60 hours in a week. Non-ODL forced to work up to 12 hours on their day off and over 10 on their regularly scheduled day. Short staffing is not an emergency situation.
Management denying employees a steward continues to be a problem. These grievances are also being appealed to step 3.
Discipline continues to be a problem. Management will have a “chat” with you, and then later claim this was your official discussion. They play the same type of game when it comes to your day in court. Prior to issuing discipline, management should meet with you. They should have proof or documents to substantiate their claim. They are also supposed to allow you the opportunity to explain what happened and answer your questions.
At this meeting, you explain your side of the story. In many cases, by the time management sits down with you to conduct your day in court, they have already made up their minds to issue discipline. If management pre-determines that you deserve discipline before your meeting, then the meeting itself is rendered moot. It’s now nothing more than a charade by management.
Every time you see a supervisor performing bargaining unit work, they are slowly, bit by bit, taking away another job. Anytime you see a supervisor doing clerk work, request a steward. In most cases the remedy is back pay at the overtime rate of pay.
Bulk Mail Clerk Level 5 Upgrade to Level 6
Effective in March of 2006, an employee whose duty assignment is posted as bulk mail clerk- level 5 is to be upgraded to level 6. If you are a bulk mail clerk and are not receiving level 6 pay daily, please contact a steward
Also if you are a SSA (window) clerk regularly scheduled on a daily basis or regularly scheduled on intermittent days to perform the duties of a bulk mail clerk, the duty assignment should become newly established and be posted as a level 6.
If you are in either one of these scenarios, please contact a steward. Printed below is the Q&A for Bulk Mail Clerk – level 5 to level 6 and Mixed duty assignments.
|E-mail links are for members only and are intended for general questions. If you have a grievance or a problem, contact a steward within 14 days of the incident to protect grievance time limits.|