Fred Morin Resigns as
Motor Vehicle Craft Director
by Dennis Enderson, President
On March 15, 2006, Fred Morin submitted his resignation as the Motor Vehicle Craft Director of the Denver Metro APWU. Fred has also resigned as a steward. In accordance with the local’s Constitution and Bylaws, the Recording Secretary has posted notices requesting applications from individuals interested in applying to fill this officer vacancy. We thank Fred for his years of service to the members of the Denver Metro Area Local APWU. Fred has served with distinction and we wish him well in all his future endeavors.
Robert Helmig Appointed as
Pro-Tem Motor Vehicle Craft Director
by Dennis Enderson, President
In accordance with the local’s Constitution and Bylaws, I have appointed Robert Helmig as Motor Vehicle Craft Director, pro-tem. This is a temporary appointment that will allow the work of representing the members of the MVS craft to go on while we move forward with the formal application process to permanently fill this vacancy. The deadline for submitting applications is Monday, March 27, 2006. The process of conducting interviews and making a formal appointment with Executive Board approval should take no more than a few weeks. In the meantime, I am confident that Robert will provide high quality representation as our pro-tem MVS Craft Director.
Moe Biller Scholarship
Application Deadline Reminder
by Dennis Enderson, President
Please remember that we are currently accepting applications for our five $500 Moe Biller Scholarship Awards. Application forms and the rules for the scholarship contest were printed in a recent issue of the Mountaineer. If you cannot locate your copy of the Mountaineer, please contact the union office at 303-365-1524 to request a new copy of these materials. Applications consist of a simple form and an essay prepared by the applicant based upon the rules of the contest. Please don’t wait until the last moment! Submit your application now! The deadline is May 31, 2006.
Mystery Shopper Threats
by Steve Claeson, Coordinator
Some local postal managers have indicated their intention to discipline window clerks based on the visits of “emulated Mystery Shoppers” – in other words, postal managers from other facilities who come to your window and do an informal Mystery Shop. While the APWU position is that the Postal Service has complete authority to instruct clerks to follow the Mystery Shopper guidelines, and the union encourages you to ask the questions as required, we also ask that you notify your steward immediately if you should happen to get discipline based on Mystery Shopper questions.
The first problem with discipline from Mystery Shopper questions is that such discipline has already been condemned by U.S.P.S. Labor Relations. Second, and more importantly, discipline has never been shown to be an effective tool for promoting better Mystery Shopper scores. In fact, just the opposite is true. Nationally, the units that have made big improvements in scores have done so through the use of excellent communication, one-on-one coaching, and especially through the use of positive feedback for good performance – all of which tells me that there are no shortcuts to good supervision. It requires a good attitude by management and the possession of some people skills to accomplish a turnaround in poor Mystery Shopper scores. Unfortunately, certain local managers are trying to make up for their own supervisory deficiencies by using threats and intimidation.
Threats and intimidation certainly will create a hostile work environment, but this management style will never motivate window clerks to achieve better Mystery Shopper results. Positive coaching and teaching is how to improve Mystery Shopper scores. The Postal Service will get much better results if they eliminate the culture of managing by intimidation and fear that pours down from above, and instead develop supervisors who use proven, positive skills for managing people.
National Executive Board
Acts To Fight Network Consolidation
APWU News Bulletin #04-2006, March 10, 2006
Vowing to do “everything in our power to thwart the Postal Service’s network realignment plan,” the union’s National Executive Board voted to approve a $5 dues assessment at a special meeting March 10. The assessment will help pay for an advertising campaign designed to make the public aware of the expected changes and the negative effect they will have on service to individual consumers and small businesses.
“This plan was created without any input from the American people, whose mail service will deteriorate,” said APWU President William Burrus. “It is the result of pressure on the USPS by the mailing industry, which is seeking to reduce its costs at the expense of all others.”
The advertising campaign will be coordinated with a grass-roots effort to enlist support from elected officials, businesses, individual citizens, and community organizations. The assessment will take place over two pay periods in increments of $2.50 each, reflected in the paychecks issued to employees on April 7 and 21.
Although the USPS has been advocating network realignment for several years, it briefed the APWU on the Evolutionary Network Development (END) plan for the first time on Feb. 14, the same day it submitted the plan to the Postal Rate Commission for evaluation.
The USPS briefing for union officials contained virtually no specifics. It failed to provide the number of facilities, the timing, and the locations that would be affected. The Postal Service announced it would replace the nine existing facility-types with five: Regional Distribution Centers, Local Processing Centers, Destination Processing Centers, Airport Transportation Centers, and Remote Encoding Centers.
More than 40 facilities have been identified since October 2005 for consolidation of “some operations,” or for feasibility studies.
Several Position Upgrades Take Effect
by Dennis Enderson, President
Please note the following language contained in the 2005 extension of the national APWU Collective Bargaining Agreement:
Effective March 18, 2006, the pay levels of the following positions will be upgraded by one-pay level:
v Air Records Processor, PS-5
v TACS Time and Attendance Clerk, PS-5
v Bulk Mail Clerk, PS-5
v Maintenance Mechanic, PS-5
v Ramp Clerk AMF, PS-6
v Welder, PS-6
v Carpenter, PS-6
v Letter Box Mechanic (MES), PS-6
v Maintenance Electrician, PS-6
v Painter, PS-6
v Plumber, PS-6
v Automotive Painter, PS-6
v Vehicle Operations Assistant, Bulk Mails, PS-6
v Body and Fender Repairman, PS-7
Generally, the parties’ promotion rules apply with respect to upgrades; however, the parties have agreed on a non-precedential basis on a step-to-step upgrade mechanism, including credit for waiting period time already served, for the purpose of implementing these upgrades. This upgrade mechanism is identical to the upgrade provisions previously implemented during the 2000 National Agreement.
Congratulations to all of the employees who will receive those one level upgrades. These upgrades represent hard won union victories on behalf of our members. It pays to have a strong union!
Clarification on Over
60 Hours Overtime Rule
by Dennis Enderson, President
Because of management’s continuing refusal to staff properly, many employees have experienced exorbitant amounts of overtime throughout their postal careers. While some view this as a financial boon, others regard excessive overtime as a burden. Nothing divides our membership as much as the question of those who want all of the overtime they can get and those who want nothing to do with it. No issue triggers the filing of more grievances. The seemingly eternal nature of plentiful overtime has even created an attitude of entitlement and a belief that it will never end. One question that arises from time to time is whether management should allow employees to work more than 60 hours in a single service week. The Collective Bargaining Agreement, and the Joint Contract Interpretation Manual are crystal clear on this issue. Employees are strictly prohibited from working more than 60 hours in a service week. However, we are aware that management frequently ignores this rule, and that some of our members who want maximum overtime work do not care.
Management and the union are both aware that “over 60 hour” violations call for a remedy of an additional 50% premium for all hours worked beyond this 60 hour limit. When we become aware of such violations, the union is legally bound to file appropriate grievances, and we have done so on a regular basis. Recently, management requested that the union agree to waive its contractual right to file such grievances. Absent such an agreement, management threatened to prohibit any employee from exceeding the 60 hour limit.
Please understand that, in good conscience, and in light of our contractual and legal obligations, we can never and would never agree to simply abandon our hard won right to file a legitimate grievance to pursue an undisputed remedy for a clear cut contractual violation. Not only would this compromise our principles, it would also expose the union to a potentially large legal liability based upon failure to enforce our contract. Let me be completely clear – we have never asked management to prohibit employees from working more than 60 hours. All we have done is to refuse to abandon our contractual right to file appropriate grievances to request a proper remedy when this occurs. It is totally management’s choice as to whether employees are asked to work beyond the 60 hour limit. If your supervisor attempts to blame the APWU for their own decisions, they are lying to you. Please don’t buy it. We will never surrender your contractual rights for management’s convenience!
Union Meeting Reminder
by Dennis Enderson, President
Our next regular membership meeting is scheduled to begin at 9:00 AM on Saturday, March 25, 2006 at the union hall. As always, we encourage you to attend your union meeting so you can stay informed, and exercise your right to have a voice and a vote. Please be there!
Congratulations to Brother
Okamatsu for 50 Years of Service
by Dennis Enderson, President
Brother Thomas Okamatsu recently celebrated his 50th anniversary as an employee of the United States Postal Service. We offer our gratitude and congratulations to Brother Okamatsu for his 50 years of dedicated service!
More Stewards Complete Basic Training
by Gary Scott, Executive Vice-President
On March 13th, 14th and 15th the local conducted Basic Steward Training for five steward apprentices that had been accepted in to the steward force. This training is a requirement for all who volunteer to represent our members. In last weeks class were Muriel Ponder Tour 2 GMF Maintenance Craft, Brenda Dreith Tour 3 GMF Clerk Craft, Alphonso Barker Tour 3 GMF Clerk Craft, Timmy Feuerstein Tour 2 VMF MVS Craft and Tim Diguglielmo Tour 2 MPA Maintenance Craft. There were varying levels of experience present, but all performed admirably and are expected to represent this local very well. As I explained in the class, training is continuous and ongoing. Even with plans on the table to abolish even more jobs and consolidation possibly in the future, we cannot rest on our accomplishments. When training stops, the death of the union will not be far behind.
I want to thank all the new stewards for the sacrifices they have agreed to make and the thanks also extend to their families who have also signed on for the many long days and nights. Thanks also to Maintenance Craft Director Miguel Salazar and Clerk Craft Director Brian Thomason for their participation and recruitment of these apprentices, as well as the DIR’s office led by Paul Pearman. The grievance processing part of the training is vital to the basic training. Please join me in thanking these folks in the work place when you see them. Without them, enforcement of the Collective Bargaining Agreement would be much more difficult.
/rb
opeiu #5
afl-cio
