Category: Local Newsletter

(This article was first reported in the November 2017, Local Newsletter)
Written by: Rob Armentani President of APWU, SJAL #0526

Continued Attacks on Our Jobs!
As of the writing of this article the Union continues to deal with excessing events, reversions and abolishments in our offices. We recently had an excessing event meeting where three of our local offices were discussed, Glassboro, Mantua and Magnolia. Unfortunately it appears that we are going to have a PTF excessed from both Mantua and Magnolia. The discussion on Glassboro went on for a while. Management is proposing to excess one FTR and keep one FTR and two PTFs. A review of the hours, by management’s own reports shows that there are approximately 38 hours of work between the proposed hours for the PTFs. This would require them to at the very least create a NTFT position. We have taken the position that this must be done prior to any excessing taking place. We also suggested that the Postmaster work on Saturday then there would be no need to excess a FTR. Management’s quick response was, “That’s not gonna happen!” Another argument that I brought up was the fact that the Glassboro office is in the middle of Rowan University and the community continues to expand which would mean more customers and more revenue. Management’s (Terry Dean) response to that was “College kids really don’t use our services. I have two college age kids and they have never seen the inside of a Post Office.” Wow! Really? My kids are college age as well and I completely disagree with such a statement. It is unfortunate that some management people will say anything just to try to be right.

We have open reversion grievances in several offices including Camden, Sewell, Blackwood, Cherry Hill and Voorhees. We are in the process of filing grievances on reversions in Clementon, Willingboro (Custodial Position), Camden (again) and Voorhees (again).  As fast as we file them, that’s how fast we receive new notices.

We have a grievance filed in Cherry Hill under Art. 37.3.A.1. After running the PSE and NTFT hours through MDAT it clearly shows the need for at a minimum of 3, possibly 4, full time traditional positions. This is currently at Step 2. We also have shown the need for a full time position in Maple Shade but management has denied this grievance. This grievance is currently pending arbitration.

We will continue to combat these unwarranted attacks on our jobs based on “earned” hours as opposed to actual work hours as per the contract. After attending the class at the All Craft Conference we have learned additional ways to counter these attacks. The class headed by Lamont Brooks may have been the most informative and educational class that I have been in, in all my years as a Union representative. We will continue to apply what we have learned and fight for our jobs!

SJ P&DC
On October 3^rd a new Plant Manager, Mark Wilson, started at the P&DC. Executive Vice President Ed Lafferty and myself met with him briefly on October 12^th. We conveyed our concerns about several issues in the Plant which included: the recent abolishments that occurred without regard to seniority, the hostile work climate that still exists on T-1 and the recent discrimination experienced by three pregnant women who had requested light duty and had their hours cut while no other light duty employees experienced the same treatment. His initial response seemed to be one of concern about each issue and he stated that he would look into each of them and get back to us. As of the writing of this article we have not heard back. I am keeping an open mind and hoping that it will not be business as usual as it was with the previous two Plant Managers who turned a blind eye to their employees’ concerns. Only time will tell.

2018 Contract
Here we go again. In less than a year our current contract will expire. Negotiations for a new contract will begin in June of 2018. Considering what we are currently experiencing, I’m almost certain that management’s attack on our jobs will be more persistent than ever. There will be a Contract Campaign Teleconference on October 27^th. National Officers will give an update on the preparations for the 2018 Contract Campaign, provide tools, and get input from the membership. I will report on this teleconference at our General membership Meeting on November 19^th.

Open Season
Open Season for the Federal Employees Health benefits will from November 13th and to December 11th. This will be your opportunity to change your Health Plan if you are interested in making a change. Please be diligent in researching the health plan you may be interested in prior to changing. Once you make a change you will not be able to change it again until next years’ open season or if there is a qualifying life event that allows you to make a change.

Penalty Exclusion Period
This year, the December period for the exclusion of penalty overtime begins December 2, 2017 (Pay Period 25-17- Week 2) and ends December 29, 2017 (Pay Period 01-18 – Week 1).

SPEAK UP!!!!
In closing this article I will again plead with each of you to speak up when you observe a violation of our contract. Management should not be doing your work! Employees from other crafts should not be doing your work! It is imperative that you contact your steward or the Blackwood Union office when you observe this happening. If we are unaware of the violation we cannot address it. Speak up, let your voice be heard, let management know that you will not stand by while they give your work away and try to take your jobs!

 

The Struggle Continues!

(This article was first reported in the September 2017, Local Newsletter)
Written by: Tony Rodriguez Editor of AWPU, SJAL #0526

Union. An organization of workers, formed for the purpose of negotiating with employers on matters of wages, seniority, working conditions and the like. (Black’s Law Dictionary, 5^th Ed., pg. 1374)

Member. One of the persons constituting a family, partnership, association, corporation, guild, court, legislature, or the like. (Black’s Law Dictionary, 5^th Ed., pg. 887)

Steward. A man [or woman] appointed in the place or stead of another. A union official who represents other union employees in grievances with management and who oversees the carrying out of the union contract. (Black’s Law Dictionary, 5^th Ed., pg. 1268)

Bargaining unit. Labor union or group of jobs authorized to carry on collective bargaining in behalf of employees. A particular group of employees with a similar community of interest appropriate for bargaining. (Black’s Law Dictionary, 5^th Ed., pg. 136)

“Tony… what the hell is this all about?”

When workers join a union, they come not as an individual, but as a group. A union is you and your co-workers coming together as a team to make improvements at your workplace. This means:

• knowing and understanding your contract
• knowing and understanding any and all local agreements and memos
• knowing and understanding your Union Constitution
• attending all General Membership Meetings
• watching out for your co-workers in the event of management violations

Bottom line: YOU ARE THE UNION!!!

If your breaks/lunch are being missed or overlooked by management, that’s a violation.

If your are being instructed to work in an unsafe manner or unsafe conditions, that’s a violation.

If management is performing your work, that’s a violation.

You (the members) need to be reporting ALL VIOLATIONS to your local steward(s). It’s as simple as, “I would like to see a Union steward.”

PTRs/PTFs/NTFTs/PSEs… are you not paying Union dues? You too are members! YOU TOO ARE THE UNION!!! Your voices and statements are needed and valued just the same. ALL MEMBERS are equal. Your job position, title or seniority only applies to the work and/or assignment and scheduling of management. Sometimes, it applies to the type of grievance being filed. As a Union, we are all one in solidarity!

Management wants to discuss with you behind closed doors, “I would like to see a Union steward.”

Management is discussing work productivity to you on an individual basis, “I would like to see a Union steward.”

If you are not requesting to see your local Union steward(s), issues are never known or discovered, and nothing can or will be done about them.

“ARTICLE 3 – MANAGEMENT RIGHTS

The Employer shall have the exclusive right, subject to the provisions of this Agreement and consistent with applicable laws and regulations:

1. To direct employees of the Employer in the performance of official duties;
2. To hire, promote, transfer, assign, and retain employees in positions within the Postal Service and to suspend, demote, discharge, or take other disciplinary action against such employees;
3. To maintain the efficiency of the operations entrusted to it;
4. To determine the methods, means, and personnel by which such operations are to be conducted;
5. To prescribe a uniform dress to be worn by designated employees; and
6. To take whatever actions may be necessary to carry out its mission in emergency situations, i.e., an unforeseen circumstance or a combination of circumstances which calls for immediate action in a situation which is not expected to be of a recurring nature.

(The preceding Article, Article 3, shall apply to PSEs)” (CBA: Article 3, pgs. 5-6)

In a simplified understanding, this merely means:

“While management has the basic power to “manage” the Postal Service, it must do so in accordance with applicable laws, regulations, contract provisions, arbitration awards, letters of intent and memoranda of understanding. Consequently, many of the management rights enumerated in Article 3 are limited by negotiated contract provisions. 

EMERGENCY SITUATIONS
Article 3.F gives management the right to take whatever actions may be necessary to carry out its mission in emergency situations. An emergency is defined as “an unforeseen circumstance or a combination of circumstances which calls for immediate action in a situation which is not expected to be of a recurring nature.”” (JCIM: Article 3, pg. 26)

With management’s attempts (from all angles) to slim down our workforce and take away jobs, don’t you think it’s time to stand up for your rights. You are dues paying union members – An organization of persons or workers constituting a partnership, association, or the like, formed for the purpose of negotiating with employers on matters of wages, seniority, working conditions and the like.

Zero Tolerance Policy
This policy works both ways.

“Our policy is that there will be ZERO tolerance of acts or threats 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 r and will be no tolerance of violence or any threats of violence by anyone at any level of the Postal Service; and that there is no excuse for and will be no tolerance of harassment, intimidation, threats, or bullying by anyone.”

This Zero Tolerance Policy means that each and every act or threat of violence from this day forward, regardless of people involved and/or circumstances, will elicit a prompt investigation of facts and an appropriate response to those findings. While certain behaviors can lead to discipline or removal, our emphasis is on providing a safe and healthful workplace environment or each and every employee.” (Zero Tolerance Policy dtd 6March2013)

It is understood that there seems to be no relevance to this policy and it seems that things have intensified.  Understand, this fight is not over nor has it been brushed to the side! There is a process and unfortunately, this process takes time. As all other processes have taken time, resolutions have come and became final. Just because the resolution didn’t happen when we wanted it, didn’t mean we gave up. Stop being intimidated to request a steward for fear of retaliation or just not to be bothered by the hassle. If you continue to let these reasons stop you, the treatment that you so much complain about, only continues and it will get worse. It is your right to participate both contractually and by Federal Law.

EVERYBODY!!! Get familiar and READ the contract

Download it from our local website @:  https://apwusjal0526.org

• It’s located under the menu link: APWU-SJAL: CBA, JCIM, JCAM and LMOUs
• Read Articles: 1, 3, 7, 8, 14, 15, 16, and 17. Also read the same Articles in the JCIM as it breaks down the understanding of each Article.
• PSEs, you must also read the PSE MOU located in the Appendix, page 246 of the CBA
• Also, ALL MEMBERS, read the LMOU of your location. It is located on the bottom of that same web page for every location in the South Jersey Area Local

In solidarity and unity!

(This article was first reported in the November 2017, Local Newsletter)
Written by: Byron Cowley Director of Human Relations of APWU, SJAL #0526

It is that time of year again! It is time to evaluate your current Health Care needs or to sign up for Health Care. Open Season, for 2018, begins on November 13th and concludes on December 11th.  Please take the time to evaluate your needs as well as your family needs at this time. This is the opportunity to make any changes to the coverage you currently have. This opportunity only comes along once a year.

What Is Open Season?

It’s the annual period when you can enroll, or if already enrolled, make changes to your benefits enrollment. Unless you have a Qualifying Life Event (QLE) during the remainder of the year, this is your once-a-year opportunity to make any changes to your benefits. During Open Season, you can make changes to benefits for the following programs:

Federal Employees Health Benefits (FEHB) Program

Although this event is primarily for Health Care, it is also the opportunity to sign up for the VSP Vision Plan (eye exams, glasses and contacts). Dental Plans are also available depending upon your individual needs. The Health Fair is held in order to help you make an informed decision
about you and your family’s health coverage.

Also, sometime in November, the VA is supposed to come up with a National Veteran ID card for Veterans who request one. Stay tuned for information to follow.