Editor's Message | APWU - South Jersey Area Local 0526

Editor’s UPDATE: USPS eLRA System Raises Major Concerns

A few weeks ago (5/21/2025) on our website, I posted an article about Sick Leave with ELM language and a downloadable PDF to help members defend against abusive managers who constantly request documentation. Funny enough, USPS recently sent out a mailer about Sick Leave using similar ELM references, but they conveniently left out the self-protective parts. I’m not saying USPS directly “responded” to my article, but the timing couldn’t have been funnier.

National Union Raises Red Flags Over eLRA
APWU Industrial Relations Director Charlie Cash recently issued a strong advisory regarding USPS’s Enterprise Leave Request Application (eLRA) system. While management has begun the appearance of pushing eLRA as the default method for submitting leave requests, you are NOT required to use it.

According to Brother Cash:

“There is no requirement to use the eLRA; it is voluntary. The IVR (phone system) can still be used to notify the Postal Service of absences. eLRA does not replace the paper PS Form 3971, nor are there current plans for this.”

In fact, the APWU National is deeply concerned about how eLRA is being used, and potentially misused, by management.

Charlie Cash warns that:

eLRA requires employees to consent to being monitored, including location data.
Requests for more than 3 days of leave automatically prompt a documentation requirement, even when ELM rules wouldn’t require it.
Employees may not be shown their PS Form 3971 upon returning to work, despite ELM and Handbook F-21 requiring it.
Some members have only seen their 3971 during disciplinary interviews, long after they had a chance to verify the information.

Your Right to Use the IVR System Still Stands
Let’s be clear: USPS cannot force you to use eLRA. You still have the right to report absences through the IVR phone call-out system and to manually complete and sign a PS Form 3971 upon returning to work.

What You Should Do
If you experience any of the following:

Management says eLRA is mandatory,
You are not given a PS Form 3971 to verify upon return to work,
You are being pressured to use eLRA without knowing your rights,

Immediately report it to your Union Steward or the Local Office.
We are documenting every instance and will respond with the appropriate contractual enforcement.

Stay Informed, Stay Protected
This fight isn’t just about leave; it’s about control, transparency, and respect for our rights. We will continue to keep members informed and equipped. Stay connected to our website, app, newsletter and come out to the General Members Meetings for updates.

South Jersey Area Local members, get the app!!

In solidarity

APWU: We’re Fighting For It ALL!!

APWU fights USPS privatization, pension cuts & more. Call Congress, join rallies, and stand with postal workers to protect public service in 2025.

Dear Sisters and Brothers,

As we navigate the challenges of 2025, the American Postal Workers Union (APWU) remains steadfast in our commitment to protect our members’ rights, benefits, and the integrity of the United States Postal Service (USPS). Below is an overview of our current campaigns and how you can actively participate in these critical efforts.

Defending Postal and Federal Pensions
The Threat:
On April 30, 2025, the House Committee on Oversight and Government Reform approved significant cuts to the retirement benefits of postal and federal workers. These proposed changes include:

Replacing the High-3 Federal Employee Retirement System (FERS) annuity calculation with a High-5 calculation, potentially reducing annuity payments.
Eliminating the FERS Social Security supplement, affecting workers eligible to retire before age 62.
Increasing the mandatory FERS annuity contribution rates for all active employees to 4.4%.

These cuts are part of a broader bill that also proposes $4.5 trillion in tax cuts for the ultra-wealthy, placing the burden on working-class Americans.

How to Take Action:

Call the APWU Legislative Hotline: Dial 844-402-1001 to be connected to your House Representative. Urge them to oppose any cuts to federal and postal pensions.
Visit apwu.org/call: Use this resource to send messages directly to your legislators.
Participate in Webinars: Stay informed by joining APWU-hosted webinars discussing the impacts of proposed retirement cuts and strategies to combat them.

Protecting the Public Postal Service from Privatization
The Threat:
The current administration has proposed moving the USPS under the Department of Commerce, a move seen as a step toward privatization. Statements from influential figures, including Elon Musk, have suggested that the USPS would be more “efficient” under corporate control, raising concerns about potential service reductions and job losses.

APWU’s Response:

Legislative Resolutions: APWU supports House Resolution 70 and Senate Resolution 147, bipartisan efforts affirming that the USPS should remain an independent establishment of the federal government and not be subject to privatization.
Day of Action: On March 20, 2025, APWU organized nationwide rallies under the banner “Hands Off Our Public Postal Service!” to protest against privatization threats.

How to Take Action:

Contact Your Legislators: Express your support for H.Res. 70 and S.Res. 147 by reaching out to your congressional representatives.
Join Advocacy Events: Participate in local and national events organized by APWU to demonstrate public support for a public USPS.
Stay Informed: Regularly check apwu.org/action for updates and resources.

Building Union Solidarity and Power

The Challenge:
Efforts like Project 2025 aim to undermine public services by reinstating policies that could dismantle the federal government and reclassify many civil servants, including postal workers, as at-will employees without civil service protections.

APWU’s Initiatives:

Educational Campaigns: Informing members about the implications of Project 2025 and similar initiatives.
Coalition Building: Collaborating with other labor unions and organizations to strengthen collective bargaining power and protect workers’ rights.

How to Take Action:

Engage with APWU Resources: Utilize educational materials provided by APWU to understand the threats and how to counter them.
Participate in Union Activities: Attend meetings, workshops, and events to stay connected and informed.

How You Can Get Involved

Call to Action: Use the APWU Legislative Hotline at 844-402-1001 to voice your concerns to your representatives.
Online Advocacy: Visit apwu.org/call to send messages and learn more about ongoing campaigns.
Stay Connected: Regularly check apwu.org for the latest news, updates, and resources.
Participate in Events: Join rallies, webinars, and other events to show your support and solidarity.

United We Stand, Divided We Fall. Let’s Continue the Fight Together!

Sick Leave Rules: A Guide for Postal Union Members

USPS workers: Learn your sick leave rights! When can management demand a doctor’s note? How to challenge unfair ‘Deems Desirable’ requests. #PostalUnion

As a USPS employee, you’ve probably heard the term “Deems Desirable” – but what does it really mean, and how can it affect your sick leave? Let’s break down the key points from the recent USPS Field Labor Relations document in plain language, so you know your rights and how to protect yourself.

Basic Sick Leave Rules
– For absences of 3 days or less: Supervisors may accept your explanation without requiring a doctor’s note.
– For absences over 3 days: You must provide documentation or other proof (like a note from a caregiver/doctor’s note).
– Extended absences (more than 30 days): You may need to submit updates on your condition periodically.

Key Takeaway: If you’re out sick for 3 days or less, you do not automatically need a doctor’s note unless you’re on restricted sick leave.

What Is “Deems Desirable”?
This is a tool management can use to require documentation only if they suspect abuse. Examples of when they might apply it:
– You frequently call out on days before/after weekends, holidays, or paydays.
– You have a suspicious pattern (e.g., always calling out on Fridays).
– You were denied a schedule change and then called out.

But there are strict rules:
– It must be case-by-case; supervisors can’t just blanket-apply it to everyone.
– They must have proof of a pattern (not just a one-time thing).
– They must tell you if you’re placed on it.

How Have Arbitrators Ruled?
The document cites multiple cases where management lost because they misused “Deems Desirable”:
– Arbitrator Talarico: Said supervisors can’t be arbitrary; they need real evidence.
– Arbitrator Fritsch: Ruled that a one-time call-out before a holiday isn’t enough to justify it.
– Arbitrator Desimone: Stressed that employees must be notified and given a chance to correct behavior.

But in one case (Arbitrator Rosen), management won because the employee had a clear pattern (71% of unscheduled absences were on Sundays).

Key Takeaway: If your supervisor demands a doctor’s note for a short absence without warning or proof of abuse, you may have a strong grievance case.

How to Protect Yourself
– Keep records of your absences and any discussions with management.
– If placed on “Deems Desirable,” ask for the reason in writing.
– If you think it’s being misused, contact your union rep immediately; arbitrators have repeatedly sided with employees when management acts unfairly.
– Communicate proactively: If you have a medical issue, provide documentation early to avoid disputes.

Final Advice
– Know your rights under ELM 513.361–513.364.
– “Deems Desirable” is not automatic; management must justify it.
– Don’t let them bully you into unnecessary paperwork for short absences.

If you’re facing unfair sick leave demands, fight back with your union’s help because the rules are on your side.

Stay informed, stay protected!

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