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.


As you all should know, USPS has declared an attack on our jobs. This was first posted on May 21, 2017. It started with reversions. USPS has escalated things with a new notification, as of June 13, 2017 (this past Tuesday), of excessing.

Here’s what our Eastern Region Coordinator, Mike Gallagher had to say:

Sisters and Brothers, as you are already aware the USPS has embarked on a nationwide initiative to reduce duty assignments in an installation to correspond with their earned hours not with their actual hours that they are using.

This is an edict from on high (HQ management) that has required managers at the Area, District and installation level to revert most residual vacancies, give letters of abolishment to employees (whose jobs are not actually abolished), discuss sectional excessing at the local level and begin to bombard the Eastern Region with excessing notices.

These notifications very recently dated have an Area Move Date of September 16, 2017. However as you know our contract requires six month notification whenever possible and it requires that the Regional/Area meetings on these impacts take place 90 day days prior to the area move date. While I have given management every available date to meet with them prior to the 90 day limit, they insist that I make more time available. That is not possible based on the number of hours in a day and the availability of myself or our Article 12 NBAs.

I can assure you that in this latest round of attacks on our bargaining unit, we will insist that management follow every structure of our collective bargaining agreement in discussing and implementing these events, unfortunately, it is clearly apparent that you will be tasked with filing grievances related to their failure to comply with certain elements of our CBA. We will insist on Regional/Area meetings on each event and discuss each contractual requirement in its entirety in these meetings. Anything that is not complied with should be challenged at the local level and if there is a District or Area policy that violates the agreement, I will ensure that the appropriate grievance is filed by my office at that level. I appreciate your understanding and support in this difficult time of Postal insanity.



Address To Membership: Nationwide Reversions

As mentioned in this video, you are either watching, listening or have watched the President of NY Metro Area Postal Union. This message is to all members no matter what area local, district or region you belong to.

This fight is real brothers and sisters. Stewards, we have to stay the course and file any/all grievances timely. I know that our area has been having issues with RFIs. If your RFIs are not being fulfilled, that becomes an additional grievance (Article(s) 15, 17, 19, and 31).

It can not be stressed how important it is for members to report to their shop stewards, that management performs bargaining unit work (Article 1.6). These violations can not be left to slip through the cracks. Management is going to come down hard, and we (members and stewards) need to fight back just as hard. This will not be an easy summer, but we can win!!

In solidarity,

Tony Rodriguez
Director of Safety/Webmaster