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What's New at DMAL-APWU 229
Union News Express 2014-04

Message From the President

By John A. Ancona, President

I wanted to share this information from the National APWU.  There are several drivers who have not yet been paid.  MVS Director Carey Henricks has filed a non-compliance grievance on this matter and as soon as information is available it will be disseminated to you.  

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO 

RE: RESOLUTION OF POSTAL SUPPORT EMPLOYEE (PSE) SALARY EXCEPTION ISSUES 

The parties agree to the following terms to resolve Postal Support Employees (PSE) Salary Exception issues.The parties agree to resolve the remedy issue in case Q11V-4Q-C 12180389 from the award from Arbitrator Goldberg dated July 25, 2013 by agreeing to the following: 

Where PSE salary exceptions have been implemented previously: 

All Postal Vehicle Service (PVS) PSE drivers not currently receiving a salary exception who are of the same craft, level and installation where salary exceptions were previously implemented, shall be granted the same salary exception.This new salary increase for those PSE drivers will become effective at the beginning of the pay period which occurs 2 pay periods after the signing of this agreement. 

Any PSE who is of the same craft, level and installation where salary exceptions were previously implemented and who resigned in order to receive a higher salary shall be given his or her prior standing on the roll.These same PSEs shall be retroactively converted to career where their original standing on the roll would have qualified them for conversion previously, had they not resigned. 

Those PSEs who have been granted a salary exception, whenever they are converted to career within the same craft and level, shall be granted a starting hourly rate that is not less than that PSE’s hourly rate immediately prior to career conversion.Those PSEs who have been granted a salary exception, whenever they are converted to career within the same craft but to a lower level (in MVS/PVS whenever they voluntarily accept a conversion to career in a lower lever), shall be granted a starting hourly rate that is not less than the hourly exception for PSEs within that craft and lower level immediately prior to career conversion.

For all future PSE salary exceptions:

The parties shall continue to meet a the National level and discuss specifically any requests by the Postal Service for a proposed salary exception for a particular location in accordance with the interpretation of paragraph 1 (g) of the PSE MOU as interpreted by Arbitrator Goldberg in the above referenced award.

Whenever a PSE PVS driver salary exception is requested by the Postal Service in the future, all PSE PVS drivers who are of the same craft, level and installation shall be granted the same salary exception.

This new salary increase will become effective at the beginning of the pay period which occurs 2 pay periods after the APWU has agreed to the salary exception.

Whenever a PSE salary exception is requested by the Postal Service in the future for PSEs other that PSE PVS drivers, it is agreed that the parties will discuss the extent of the geographic scope of the salary exception (e.g. facility-wide, installation-wide, district-wide, etc.).

Whenever PSEs are granted a salary exception, and thereafter converted to career within the same craft and level, they shall be granted a starting hourly rate that is not less than the hourly rate immediately prior to career conversion.Those PSEs who have been granted a salary exception, whenever they are converted to career within the same craft but to a lower level (in MVS/PVS whenever they voluntarily accept a conversion to career in a lower level), shall be granted a starting hourly rate that is not less than the hourly exception, if applicable, for PSEs within that craft and lower level immediately prior to career conversion.

When requesting PSE pay exceptions, management will continue to provide the same type of information as has been provided in the past.

This agreement completely resolves case Q11V-4Q-C 12180389 and all grievances held pending this resolution of case Q11V-4Q-C 12180389 are resolved in accordance with the terms of this agreement.

This agreement was signed on June 6, 2014, by Doug A. Tulino, Vice-President of Labor Relations for the U.S. Postal Service and Mark Dimondstein, President of the American Postal Workers Union, AFL-CIO.  For an original copy of the agreement with the above signatures, call the union office at 303-365-0094 and request a copy.

It Pays to Belong to the APWU!!

APWU News Service Bulletin

(08/19/14) In July 2014, the Consumer Price Index (CPI-W) fell slightly to 698.580. The sixth COLA adjustment under the 2010 National Agreement is:

Per Annum: $686.00
Per Pay Period: $26.40
Cents Per Hour: 33¢

The first and third COLAs were effective March 9, 2013 (pay period 07-2013, pay date March 29, 2013) and totaled $207.00 per year, $7.96 per pay, and $0.10 per hour.  The second and fourth COLAs under the 2010 National Agreement were effective Sept. 7, 2013 (pay period 20-2013, pay date Sept. 27, 2013) and totaled $937.00 per year, $36.04 per pay period, and $0.45 per hour.  The fifth COLA which would have been effective March 8, 2014 was zero.  The sixth COLA is effective September 6, 2014, (pay period 20-2014, pay date September 26, 2014).

Seven COLA adjustments are provided for under the 2010-2015 Collective Bargaining Agreement based on the Jan. 2012, July 2012, Jan. 2013, July 2013, Jan. 2014, July 2014, and Jan. 2015 releases of the CPI-W. So far, under the 2010 National Agreement, employees have received cost-of-living adjustments totaling $1,830.00.

Effective November 16, 2014, P/P 25/2014, we will receive a 1% increase.

Postal Support Employees (PSEs), who are not eligible for COLAs, received an across-the-board increase of 2 percent on Nov. 17, 2012. PSEs will receive additional raises of 2.5 percent effective Nov. 16, 2013, and 2.5 percent effective Nov. 15, 2014.

National Convention a Great Success!!

By Chris Arellano, Director Clerk Craft

I was honored when President Dimondstein asked me to be on the Clerk Craft Committee at the 22nd Bi-Annual National Convention in Chicago, IL., in July 2014.  I made many new friends from around the country.  The Chairperson was Elena White from the Trenton Area Local and the remaining committee members were as follows: Barbara Vaughns from the Houston Area Local, Joe Paul from the Central Florida Area Local, Diane Slaughter from the Chicago Area Local, Sharon Alugdah from the Greater Kansas City Area Local, Linda Cheevers from the Boston Metro Area Local and myself, Chris Arellano from the Denver Metro Area Local.  It was my pleasure to work with these dedicated unionists.  I couldn't have selected a better committee myself.  We met on several resolutions, recommending concurrence or non-concurrence to the Clerk Craft Conference and then to the convention delegates.  The passing of many resolutions now gives our National Officers something to take to the bargaining table for our next contract, which expires May 20, 2015.

We were honored to have the support of many well known people such as Richard Trumpka-President AFL-CIO, Larry Cohen-President Communication Workers, J. David Cox-President Federation of Government Employees, Connie Leak-President Coalition of Labor Union Women, Reverend Jesse Jackson-President of Rainbow PUSH Coalition, Jim Hightower-National Radio Commentator and last, but not least, our friend Ed Schultz.  Convention delegates unanimously passed resolutions declaring Reverend William Barber and Ed Schultz, honorary members of the APWU!

Report on the State of Workplace Injuries Within the Postal Service

By Phil Desautels, Human Relations Director

The Office of the Inspector General (OIG) recently released a report on the state of workplace injuries and compensation within the Postal Service. Since 2008, the Postal Service has decreased its workforce by 19%, but workplace injuries have increased by 35%. As a result, the USPS re-paid the Department of Labor $1.3 billion during the period from July 2012 to June 2013. The OIG also noted that the USPS has a work hour compensation rate 59% higher compared to private industry. You would think that with fewer employees, the injury compensation rates would go down. Well not so. I believe the two main causes are found in the Letter Carrier Craft, and within the ranks of the PSE and CCA employees. Letter Carriers have seen their overtime rate increase approximately 30%. Why? As they point out, mail arrives frequently late to stations, and, when the mail finally arrives, there are not enough clerks to process the mail. This leads to longer street time, and delivering mail in the dark which greatly increases the chance of an injury. The Letter Carriers also point out that even when mail is given to carriers on time, the elimination of routes and those deliveries being absorbed into other routes, making them much longer on the street, leads to carriers being overtired which increases injuries. PSEs and CCAs have no medical insurance during their first term. This is leading them to (and rightly so) claim more minor injuries as job related. PSEs and CCAs do not have the ability the rest of us did to just go to the doctor for minor everyday aches, pains, minor injuries or illnesses. Now if you’re thinking the USPS has an older workforce, think again. The average age is the same as it was in 2008.  If you think that gains in pay through contractual increases and cost of living adjustments are a root cause, think again. The average pay of USPS employees has only increased 7%. So what's the cause? That's hard to say. But one of the things that stand out is the USPS’s determination to down-size EVERYTHING related to staffing. By using ineffective programs to determine staffing, this leads to employees being overwhelmed with duties. By this ‘doing more with less attitude’, a greater chance of injuries occurs. Perhaps the USPS needs to re-think its position in this regard.

USA Special Olympics!  Team Colorado in New Jersey

By Chris Arellano, Director Clerk Craft

The week of June 14 - 21, 2014, I was in New Jersey as a coach for my Unified Softball Team.  The DDRC Landcruisers, my team, is made up of Special Olympians and partners.  It was my privilege to be a part of this exciting and a once in a lifetime opportunity that I will never forget.  We played Monday through Friday and ended up winning five out of five games, to bring home the GOLD MEDAL.  I am so proud of my team!  This is one of the most wonderful and rewarding experiences I have ever had!

DMAL/APWU Clerk Craft Employees

We Need Your Help…Be On Our Team!

By Chris Arellano, Director Clerk Craft

Applications for DMAL-APWU Stewards are being accepted from APWU clerk craft employees at the GMF on Tour 1. You may pick up an application at the GMF Stewards’ Room and return it to Chris Arellano at the GMF Stewards’ Room or return your application to the below address;

Chris Arellano, Director Clerk Craft

Denver Metro Area Local

15677 E. 17th Ave.

Aurora, CO  80011

Attention PSE Clerks!

By, Laviena Vargas, Coordinator

Congratulations to all of the newly converted Full-Time Regular Clerks!  Along with the recent conversions, it is great to see that the PSE clerks are exercising their right to opt into residual bids.  Currently, there are approximately 26 PSEs in an opt position.

When a PSE clerk is hired, they are assigned to either be an 814 clerk which is Sales and Service (window), or they are assigned to be an 813 clerk which is Distribution.  Per the National Agreement, “In level 22 and above offices, PSEs in retail/customer services (Function 4) who work the window will not exceed 10% of the career retail clerks in that installation, whose duties include working the window.” In the Denver installation that translates to 14 PSE Window Clerks or 14 TOTAL 814 PSE Clerks.  With that being said, management has taken the position that any 814 (window) PSE Clerk who opts into a Distribution residual bid, will automatically have the 814 designation removed from the PSE Clerk and replaced with an 813 designation.  By removing the 814 from such PSE, it allows management to then fill the 814 “space” with another PSE Clerk.  Since there can only be 14 window PSE Clerks at any given time, once an 814 opts to a distribution bid, they are no longer using the 814 designation.

I truly hope that all this information is NOT too confusing.  However, it is very important for all 814 PSE Clerks to know that once you opt out of Sales and Service (window) to a Distribution opt (GMF, MPA or CFS); you will lose your 814 designation.  This means you can no longer work the window.  You will however remain “qualified” as that window training is good for five years.  Because the 814 “space” will be filled upon the exit of one 814 PSE, once the PSE goes out on their five day break, or should the residual bid get filled by a Full-Time Regular, the PSE goes back to the assignment they were in before the opt as an 813 PSE Clerk.  813 PSE Clerks can only opt into distribution bids.  The option to opt is available for any and all PSE Clerks and I hope this information will assist PSE clerks when deciding on where and what to opt into!

Another bit of information, PSE Clerks who are being scheduled to work split shifts, please be advised that the contract and ELM are clear on two things;

1.) “Any PSE who is scheduled to work and who reports shall be guaranteed two hours of work or pay.”  This means management can not schedule a PSE for 1.5 hours! 

2.) ELM 432.32 states that “employees may not be required to work more that 12 hours in one service day.  In addition, the total of daily service, including scheduled workhours, overtime, and mealtime, may not be extended over a period longer than 12 consecutive hours.”  This simply means that if a PSE is scheduled a split shift, once the PSE clocks in and begins tour, the PSE must end tour 12 hours from the begin tour time.  Example; if a PSE begins tour a 5:00 AM and works until 8:00 AM and goes home, then returns for afternoon at 3:00 PM (1500) the PSE must clock out and end tour a 5:00 PM (1700).  If any PSEs are being scheduled split shifts that span over 12 hours in one service day, contact your union steward to file a grievance. To all clerks, "Keep up the good work, stay strong and always think union!"

/rb/jd   opeiu#30   afl-cio

 

 

 

 
 





 

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