Management Ignores Staffing Crisis
by Dennis Enderson, President
Staffing shortages abound in many areas, but you’d never know it from management’s ho-hum attitude. We have repeatedly implored management to hire new employees in many areas, with very little success. For the most part, our words have fallen on deaf and indifferent ears. While we have seen a few new drivers, mechanics and custodians, not a single new clerk has been hired in Denver in over six years. Management stubbornly insists that current staffing levels are adequate. This attitude flies in the face of the obvious fact that we are woefully understaffed throughout much of the Denver District. Mandatory overtime is rampant, volunteers are stretched to the maximum, incidental leave is almost non-existent and morale is about as low as it can go.
We don’t have exact numbers, but it appears we are operating with nearly eight hundred fewer APWU employees than we had six years ago. We understand that new automation programs have boosted productivity, and we acknowledge that management has a legitimate desire to trim “fat” from the current system. However, we believe all available fat has long since been eliminated and management has begun cutting actual muscle right off the bone. Management’s bean counters assure us our numbers look fine. However, these pencil pushers need to set aside their calculators and slide rules and take a look at reality. Their computer models fail to consider the facts we observe on the floor. At any given time, there are employees on light or limited duty, employees on annual or sick leave, employees acting as 204b’s, employees on details, employees on union time, and employees absent for other reasons. It is absurd to “count” these employees as available resources, but the bean counters refuse to be swayed.
Time and time again, we are given assurances that the next automation initiative will create legions of newly displaced employees to fill the gaping holes in our staffing matrix. Time and time again, the bugles blow and blow, but the promised cavalry never arrives. The system absorbs the excessed employees and the gaping holes remain unfilled. Once again, we are calling upon management to wake up and smell the bacon. Attrition will not suddenly stop. The cavalry is not coming. The mail won’t move without people to do the work. Management needs to do the right thing and put more Americans to work in the United States Postal Service!
Save Your Job – Use the U.S. Mail!
by Dennis Enderson, President
One of our good members, Steven Hicks, recently asked me to remind our members that our livelihoods depend upon the continued vitality of the United States Postal Service. There are many alternatives to using the U.S. mail, such as e-mail and online bill paying. However, we, as postal workers, should feel a sense of loyalty and duty to our employer. It is easy to fall into the electronic habits that seem to make life easier. However, e-mail can never replace the warmth and sincerity of a hand written letter, and online bill paying can never replace the security and peace of mind of knowing that “the check is in the mail.” There are over seven hundred thousand postal workers in the United States. Brother Hicks is right on when he asks all of us to remember we should always use the Postal Service.
Future of MSDP In Doubt
by Dennis Enderson, President
It is well known throughout the country that the Denver District has the best implementation of the Maintenance Skills Development Program (MSDP) in the entire Postal Service. However, recent events have convinced us that management is practically hell-bent on destroying this unique success story. Management gives a lot of lip service about how much it values and wants to preserve MSDP, but their actions speak far louder than their words.
The main problem is an issue about the proper compensation for the APWU facilitators who oversee and administer the program. Normally, management would be required to provide an EAS facilitator to perform various administrative tasks associated with MSDP. However, in lieu of this, APWU facilitators have performed these functions. In exchange for saving management these significant costs, APWU facilitators have received additional compensation equivalent to out of schedule pay. For the first year, there was no problem. Then, for no valid reason, management began to resist properly compensating the APWU facilitators. They have claimed that such compensation is somehow improper, perhaps even illegal. They have breathlessly asserted that continuing this practice would eventually cause someone to “go to jail.”
This is utter nonsense. We have repeatedly offered a number of alternatives that would allow the APWU facilitators to continue receiving proper compensation, and management has repeatedly offered only a litany of excuses as to why none of our suggestions will work. The truth came out when I learned that one high-ranking manager had dismissively stated that he refused to continue paying the union’s demanded “bounty.” Let it be known that the APWU demands no “bounty”, but we do demand fairness and justice. We will not allow management to drive out our preferred APWU facilitators and hijack MSDP. Having no program at all is better than having one controlled by management. The March 2006 class has already been cancelled, and the future of the program is in severe doubt. It would be a shame if we lose the best MSDP in the country over this issue, but we are close to doing so. The APWU still wants MSDP. It will survive only if management feels the same way.
Management Tries to Whitewash Acid Spill
by Dennis Enderson, President
Management has released its so-called “report” on the recent acid spill incident at the Northglenn Station in Denver. It is clear that management is trying to whitewash this event and absolve itself of any responsibility for its improper response. The facts demonstrate that management failed to honor its contractual and legal obligations to provide a safe working environment for all employees. Once the spill was discovered, management did not ensure that the area was cordoned off and that no further employees were unnecessarily exposed to the toxic fumes caused by the battery acid. We were hopeful management would simply acknowledge this fact and work with the union to create safeguards to correct any deficiencies. Instead, we are encountering a “blame the victim” mentality and a stubborn refusal to seek positive solutions.
It is irrelevant how the spill was caused. Once it occurred, our only questions are about how management responded. We are pursuing a class action grievance to seek the remedies management should have been willing to grant at the bargaining table. It is unfortunate and ridiculous that we have to go this route, but we will not rest until we are confident that all employees are afforded the right to work in the safest environment possible.
Union Pursuing “Casuals In Lieu Of” Cases
by Dennis Enderson, President
A while back, we notified management that we planned to carefully monitor the usage of casuals in accordance with the contractual prohibition against employing casuals “in lieu of” (instead of) career employees. After reviewing the best available information, we have concluded that casual usage in CFS and in mail processing has resulted in a contractual violation, and appropriate grievances will be initiated. Such grievances are highly complex, difficult and time consuming, so it will take time and effort to achieve justice, but we are prepared to go forward with all necessary resources. As long as management refuses to hire and staff properly, we believe casual abuses will continue. We refuse to allow our work to be stolen without a fight.
Maintenance Selection System Open Season
reprinted from www. apwu.org
As required by Article 38 of the National Agreement, open season for the Maintenance Selection System will be the month of March. The MSS open season occurs during March every three years and provides opportunities for current maintenance craft employees to apply for inclusion on MSS registers, mostly for promotions. The process is open to employees who have not yet applied for a particular Maintenance Craft register. Employees who previously applied for a particular register and received a rating (either eligible or ineligible) cannot use the open season to apply again. These employees must follow the update procedures in Article 38.4D. Also note that while the term MSS is used herein, the open season is for all in-craft registers, both MSS and non-MSS.
Delegate Election at February Union Meeting
by Deanna Tesone, Denver Metro APWU Election Committee Chairperson
A secret ballot election for the position of delegate to the 2006 APWU National Convention will be held during the regular DMAL membership meeting on February 22, 2006. Balloting will take place only during the meeting, between 5:00 PM and 7:00 PM. Only members in good standing actually attending the meeting are eligible to vote. Please plan to attend the meeting and cast your vote for the position of delegate to the National Convention.
Three general delegates will be elected from the nine candidates whose names appear on the sample ballot below. In addition, there were two positions available for delegates from Associate Offices. Since there were only two candidates nominated, they both have been declared elected according to the DMAL Constitution and Bylaws. Their names will not appear on the ballot. The two associate office delegates are Phil Desautels and Joe Quintana.
Sample Ballot for Delegates to the National Convention:
James Elliott | Mark Kirby |
Sandy Garcia | Kathy Prusak |
Sonda Goss | Bobby Rollins |
Robert Helmig | Richard Romero |
Bonnie Hollomon | |
If any member has any concerns or questions, please notify the Election Committee at 303-365-1524 ext. 337.
Donations Requested
For Families of Slain Postal Workers
by Dennis Enderson, President
Our thoughts are with the families of the postal workers who were slain during the recent rampage by a former postal worker at the Goleta, California mail processing facility. For those of you interested in offering assistance, we have received the following information:
A local bank and a credit union have established funds for the postal workers’ families. Three of the victims had accounts at South Coast Community Federal Credit Union, which is accepting donations for all six families. Checks may be made out to Families of Goleta Postal Center and sent to the credit union at 578 Calle Real, Goleta, CA 93117. Community West Bank has set up the Goleta Post Office Memorial Fund, which will funnel money to the families through Hospice of Santa Barbara. Checks may be mailed to the bank at 5827 Hollister Ave., Goleta, CA 93117. Friends of Charlotte Colton, one of the victims, may also send checks to the Community West address for the Charlotte Colton Memorial Scholarship Fund, set up on behalf of her three sons.
Postal Reform Legislation Still On Hold
by Dennis Enderson, President
Postal Reform Legislation is still bottled up in the United States Senate. According to www.postalreporter.com: Senators Jeff Sessions (R-Ala.) and Jim DeMint (R-S.C.) are maintaining their hold on S.662. Both, we are told, are demanding that S.662, either in the bill or in conference, be budget neutral. In other words, the Senate must accede to the Administration’s position on the treatment of the released CSRS escrow money and the payment of the military obligation. Former Deputy PMG (and Mailing Industry Executive) John Nolan has called for a 30 to 60 day “time out” to analyze the bills and work to resolve differences.
National APWU President William Burrus opposes the Senate version of the bill because it unfairly attacks OWCP benefits and creates a “Regulatory Board” that could oversee the dismantling of the Postal Service. The APWU supports HR 22, the House version of postal reform, which fixes what’s broken without causing needless harm. While it is unfortunate that the NALC and the APWU have different opinions on some issues, we will not give management the satisfaction of hearing us respond to NALC’s criticisms of our union for taking a principled stand on these issues. The APWU will continue to support sensible and fair postal legislation.
Pre-Qualifying on Typing Skill
by Paul Pearman, Director of Industrial Relations
Recently, the union learned that in-service pre-qualification typing tests are available. Results from in-service performance tests are valid for two years. To take the in-service typing tests, fill out a PS Form 2460-A. This form is available in PEDC at the GMF or by asking your supervisor for the form. This in-service typing test is minimally given twice a year.
New Stewards Needed – Tour 3 GMF
by Brian Thomason, Director Clerk Craft
The APWU is now accepting new steward applications from interested individuals from the GMF T-3. No previous experience is required. You must be a current APWU member. You must not have served as a 204B in the last year. Classroom training will be provided. Apply and help us fight for the members’ rights. Get involved; it’s your union!
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