Local Newsletter | South Jersey Area Local 0526 - APWU

Director of Associate Offices Report: April 2018

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

SSA Training
I had the opportunity to attend SSA training, again, since my live record expired a few years back. The positive is that clerks are teaching the class so you’re getting knowledge that is fresh and from employee(s) that perform these tasks daily.

Unfortunately, the course answers some questions as to why the newer PSEs are not as active in the Union. Every chapter in the 41-chapter book was covered, save one, the last chapter appropriately named, The Union Model. The chapter contains how to report poor financial practices, how to properly count your cash, how to grieve a Letter of Demand, etc. I did ask during the class why this chapter wasn’t being covered, and I was shut down quickly (like I was a couple times during the week) with “it’s (the material) not testable”. New SSAs were instructed to “get your Postmaster” if you need help with a Lobby Sweep. If you’ve read my articles or attended our meeting, you’re aware this is a 1.6 violation. We did make sure the PSEs were made aware of putting in for eTravel during the class, again getting me shut down quickly. Some people took bets, but I managed not to get kicked out during the week and pass the course for a third time.

Reversions
First, I’m happy to announce we were successful at Step 2 with our Improper Reversion grievance in Mt Laurel and we still have two sitting in arbitration. Unfortunately, I’m dealing with reversions in Medford and my own office of Woodbury. In Medford, local management wanted to change the hours of the vacant bid and we advised them how to do it. The result… they went against our recommendation and reverted the job anyway. With Woodbury, my office has been using 4 to 5 SDO as clerks weekly for at least three years and they want to revert a 30-hour position. Let that sink in… 4 to 5 SDOs (all different days) is 32 to 40 hours at the overtime rate and they want to eliminate a 30-hour (at straight time) position. The one thing these offices have in common along with Mt. Laurel, the instructions to revert aren’t coming from within the facility.

At a prior District Labor Management meeting another Local President asked why we need Postmaster positions and it makes sense. Between not being able to make decisions on positions they need and asking permission to use an employee on their non-scheduled day, amongst other staffing issues, the question doesn’t seem that far-fetched. Hopefully when a new Collective Bargaining Agreement is reached they’ll at least address the issues of Postmasters, rather than Lead Clerks running Level 18 offices. If they’re sincere at the national level about the money we’re allegedly hemorrhaging, they’ll eliminate the Level 18 Postmaster positions and save about 20K per office annually.

Misc.
We’re getting reports that some facilities are using cameras to “babysit” employees. There’s a passage in the Administrative Support Manual (ASM) 273 where it clearly states the cameras are not used to view work areas and evaluate employees.

Summer is coming and so are we to make sure the AO lawn care is done by AO employees, make sure the lawn service is not being contracted out.

We were informed that the PSE “not to exceed” 7 consecutive work days policy is still in effect at the February Labor Management meeting. This is not a contractual right, just a policy started by a previous District Manager.

As always, make sure we’re on the right functions, don’t take short-cuts, work safe, and check your paycheck to make sure your hours you’re being paid for match what you worked. If you’re not on the info line email me at mjwrightapwu@hotmail.com , where we put out information at the very minimum weekly basis.

Union Commercial Break

(This article was first reported in the February 2018, Local Newsletter)
Written by: Tony Rodriguez Editor of APWU, SJAL #0526

Solidarity – whole sum, of community of interests, objectives, or standards in a group (Webster’s Seventh New Collegiate Dictionary_1963); when several persons bind themselves towards another for the same sum, at the same time, and in the same contract. (Black’s Law Dictionary, 5^th Edition_1979)

Unity (as of a group or class) that produces or is based on community of interests, objectives, and standards. Union or fellowship arising from common responsibilities and interests, as between members of a group or between classes, peoples, etc. One cannot stand in solidarity by simply standing by and see changes happening before them. Have questions (in their head) about what’s going on. Listening to rumor and conjecture. This is not standing in solidarity; it is a divide.

Ladies and gentlemen, when you are in question about the changes in your workplace, you have the right to request to see a shop steward. If you are not checking out the National website or our Local website, then requesting a shop steward will answer all of your questions.

Don’t be scared that management may retaliate or deny you. Let them!!! Your steward has an answer for that. “If an employee requests a steward, such requests shall not be unreasonably denied. Reasonable time cannot be measured by a predetermined factor.” (JCIM: Article 17.3, pg. 152) “…when an employee asks to see a steward, a union steward/employee will be released within two (2) hours of his/her request. Normally the steward/employee will be released before the end of the tour. However, if the steward/employee is not released within that time frame, the steward/employee must be released immediately upon the beginning of his/her next tour of duty. In the event a steward or employee is delayed until their next tour, the steward/employee should notify the supervisor of the prior request.” (JCAM: Q&A – Question 7, pgs. 157-158)

So, don’t let management divide you through rumor, conjecture and retaliation. Request your steward and get your answers TODAY!

RFI’S – Request for Information

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

Article 17, Section 3 requires the Employer to provide for review all documents, files, and other records necessary in processing a grievance.

Article 31, Section 3 requires that the Employer make available for inspection by the Unions all relevant information necessary for collective bargaining or the enforcement, administration or interpretation of this Agreement.

Under 8a(5) of the National Labor Relations Act it is an Unfair Labor Practice for the Employer to fail to supply relevant information for the purpose of collective bargaining.

Grievance processing is an extension of the collective bargaining process. As per the National Labor Relations Memo, from Doug A. Tulino, Vice President, Labor Relations, which was sent to:

ALL MANAGERS AND SUPERVISORS
Responding to Information Requests

When you receive a request for information from a union representative, you must act promptly after receiving the request. There is no specific time target, but a good rule of thumb for routine requests to respond within five days of receiving the request. Do not wait until you have all the information if some can be supplied quickly, but other information will take much longer to provide. If you need assistance in responding to a request, immediately contact District Labor Relations for help.

Do not ignore requests or assume that that you can wait a week or two to work on the request before responding.

What this means is the SDO has to answer your request within this time frame. The SDO cannot write “COMPLETE” across the face of the RFI, when what the SDO answered is anything but complete. Every item you request has to be answered, or the SDO has to give you a reason of when it will be answered Management has no problem issuing the discipline to everyone, but they sure do not want to have to answer for their actions.

If your RFI is not answered, it is “Negative Inference”, which means it was not answered because it would prove the Union’s case. If you have an absence of requested evidence, this is “Adverse inference”. Which means that if Management does not answer your Request for Information in full and a timely manner, you must file a separate Grievance under Articles 17.3 & 31.3 for their failure to do so. And you have to use this fact in your Step One for the Grievance you requested the information for, to have the discipline be expunged for Management is now bargaining in bad faith.