Clerk Issues

(This information originated from our South Jersey Area Local Director of Associate Offices, Mike Wright)

I highlighted two items that are very important. It seems every office has the same issue, staffing. The previous District Manager, Webster, allegedly instructed the pre-arb people not to settle any  reversion or abolishment grievances. With the new DM who starts this week also from the Harrisburg area, I don’t expect much to change. Their strategy is to tie these grievances up for years to help them reach the 16,000 jobs in the clerk craft they want to eliminate.

  • Abolishment, elimination of a held position.
  • Reversion, elimination of a vacant position.
  • Make sure management uses the correct term, Abolish v Reversion, when trying to eliminate a position (37.1.E) , grieve if incorrect terminology is used.
  • Management has 21 days to slot an unencumbered employee into a residual vacancy (37.4.C.1)
  • Contact your Local if there are any changes to a position, management could be setting up for a reversion or abolishment.
  • Grieve all abolishments, were people working productively? , make sure there was no “stand-by” time used.
  • Check employees base code when a job is identified to be abolished.
  • Goldberg Award, cite in every abolishment/reversion grievance.
  • Remedy for abolished/reverted positions, two grievances, the actual abolish/reversion, out of schedule
  • Changing of drop days or times is a repost, not an abolishment
  • File grievances if PSEs are working 30+ hours a week continuously (4-6 month period) under 37.3.A.1 to create desirable duty assignment
  • During interview, lead management into admitting the decision was based on “earned hours” which goes against the contract which cites “actual hours”
  • Meaningful input as cited in 37.3.A.2, meeting, information such as mail volume.
  • “Normal” Remedy at Step 1 for an improper reversion, post job as it was, ask for out of schedule every time.
  • If management sends the notice of reversion late in the proper cycle (28 days) , ask for as much information close the end of the said 28 days to make it difficult for management to properly make a timely decision. Cite Arbitrator King/ H94C-4H-C98002133
  • Use injured employees working in clerk craft as part of all available hours
  • If a Step 2 settlement is made for 1.6 or 7 issues, the “boiler plate” language should be not included or crossed off settlement page.
  • Do not indefinitely hold any abolishment or reversion grievances at Step 2
  • EL-312, 211.3 Evaluating vacancies, installation head must make the decision for reversion.
  • PSE discipline does not carry over when promoted to career, it has to be argued, make the carry over argument since they start a new probation period, cannot carry over leave.
  • USPS goal is to reduce 16,000 jobs in Function 4 and Function 1
  • Cite Article 34 in reversion/abolishment arguments where management relies on “earned” work hours
  • Non-revenue transactions should be given to window clerk at least once every 30 minutes, a good example of these are nixie accountables. Have the window clerks scan with the RSS under “Numbered Mail Pick Up” , then as “Undeliverable”
  • Data and charts from MDAT should be presented at Step 2
  • Emit employees that use a lot of leave from MDAT reports
  • MDAT, green hours are unearned hours
  • Never run FTR by themselves
  • Always have supporting documentation for manually inputted MDAT hours
  • Postmasters in Level 18s should have multiple close outs daily, if there is only one close out hours should be charged from time Postmaster logs in until they close out.

What are your thoughts?