Month: July 2018

(This article was first reported in the June 2018, Local Newsletter)
Written by: Mike Wright, Director of Associate Offices of APWU, SJAL #0526

What integrity?
In March, the District Manager had sent a memo to all managers on Workplace Integrity. This memo has been sent out almost monthly by current and former District Managers. Unfortunately, there must be a glitch in some of the managers’ e-mail system throughout the district. Here’s a few examples.

Office A had carriers allegedly coming back mid-route to sweep and empty trash cans then go back and deliver mail. The same office has at least six instances of deleted clock rings to avoid Overtime and Penalty. This office also said our Requests for Information were “Fishing Expeditions” since the NALC had just found some discrepancies there. Guess we caught one.

Office B had over 200 hours in which the carrier/closing 204b was put under OC 747 (Custodial hours). When I questioned management, they said it was an “Administrative Error” and the 204b should have been under OC 737 for Express Mail. This might float if they didn’t have days where the 204b was taken off 737 and moved to 747 (Custodial).

Office C has a 204b, which we didn’t receive prior notification for, logging into the RSS for a PSE and letting the PSE work the Retail Window under the logon of the 204b. Then after pointing it out to them on a Friday, did the very same thing the following Saturday.

Not sure why the district pumps out Workplace Integrity Memos monthly, when you have offices who show complete disregard towards the District Managers and their memos, the Unions, and the Collective Bargaining Agreement. No matter how bad the fraud, those responsible still seem to get moved up the ladder.

Misc.
On a positive note, we won two more reversion grievances since my last article, Medford and Woodbury. Add that to the Mt. Laurel job award and the reposting of a NTFT job in Hammonton as a Traditional Full-Time position.

We had an office where a carrier and clerk weren’t getting along, it’s been a long-time stance of mine, since Woody had first trained me, never to go “craft v. craft”. Best solution make management aware that they’re (management) responsible for maintaining a safe work environment, if that doesn’t work file an Article 14 (Safety), 1767 (safety form) or EEO against management for allowing they fighting to happen and creating a Hostile Work Enviroment. Most times this gets things resolved quickly with no fault to the craft.

It’s been said more than once, don’t be afraid to speak out, there are items in place, Zero Tolerance Policy, ELM 911 (Retaliation), NLRB charges, and EEOs. That are in place if management does decide to retaliate against an employee who notifies the Union about contractual issues.

(This article was first reported in the June 2018, Local Newsletter)
Written by: Kathy Kustner, Clerk Craft Director of APWU, SJAL #0526

When you sign your 3971’s:

1. Make sure it is your name on it.
2. Make sure it is the date or dates that you called out for.
3. Make sure that if you called out using FMLA,
4. that the slip says FMLA.
5. Make sure it is Annual, Sick or LWOP that you requested
6. Then if everything is correct, sign it – but you MUST
7. put the date you are signing your slip next to your name.
8. Should future discipline be issued, this be very beneficial
9. to your case.

Abusive Supervisors
If you feel that your Supervisor is acting in an abusive manner towards you, either verbally or by their actions, or both, you must notify the Union. There is supposed to be equal dignity and respect between Management and the employees. The USPS has a ZERO TOLERANCE POLICY that must be upheld by Management.

ZERO TOLERANCE POLICY
No one should have to work in an atmosphere of fear and intimidation. Threats or assaults made directly or indirectly toward any employee or Postal Service customer will not be tolerated.

Our policy is that there will be ZERO tolerance of violence in our workplace by anyone, craft and management alike. This is not a new policy. The Postal Service, with many of the employee organizations, initiated a joint statement on violence in the workplace —

“…there is no excuse for and will be no tolerance of violence by anyone at any level of the Postal Service; and there is no excuse for and will be no tolerance of harassment, intimidation, threats, or bulling by anyone.”

This means your supervisor is not allowed to be talking about you or your job performance to others employees in a negative or derogatory manner.

This means that a fellow employee cannot stand there and curse you out and call you names while you are working. You must report this to the Union, so that they can address this with Management immediately. And if Management does not make the harassment stop, you may then file an EEO, on the employee, should it be a Supervisor or a co-worker.

EEO
If you are a Postal Service employee or an applicant for Postal Service employment and feel that you have been discriminated against because of race, color, religion, genetic information, national origin, sex, age (40+), physical or mental disability, or in retaliation for engaging in an EEO-protected activity, you must consult an EEO counselor before filing a complaint of discrimination.

HOW – request counseling by calling one of these toll-free numbers:
888-EEO-USPS (888-336-8777)
TTY: 888-325-2914

WHEN ISSUED DISCIPLINE
You have the right to file a grievance under the Grievance/Arbitration procedures set forth in Article 15 of the National Agreement within 14 days of receipt of your letter. It is YOUR responsibility to bring the letter to a steward, to notify him/her that you would like a grievance to be filed on your behalf. You should he notifying the Union as soon as you have received the letter.