SPRING NEWSLETTER

In This Edition

State of the Union………….1,2&3

Issues at the Denver GMF…3&4

Positive Thinking…...………………4

Mail Handlers Power……………..5

Article 12 Training..…..………6&7

Retirement………..……………..8&9

Clarification of the Regulation for National Day of Observation.………………………………10&11

New Chef same Ingredient…….. ……………………………………..11&12

Money Bids…………………..12&14

Where the Hell have I been ……………………………………..13&14

MBHP………………………………….15

PAC……...……………………...16&17

Annihilation of the USPS……..18

Hatch ACT………………………………..19

The United States Postal Service (USPS) has long been a cornerstone of American infrastructure, delivering mail and parcels to every corner of the nation. However, the USPS has faced mounting financial and operational hurdles in recent years. In response, the Postmaster General (PMG) unveiled a 10-year plan to restructure the postal service for long-term sustainability. While the plan includes modernization and costcut- ting measures, consolidating postal facilities has sparked concerns, particularly regarding its im- pact on employees and the slowing down of mail delivery, especially in rural communities.

ByTonyWilson President

The USPS PMG 10-year plan outlines a vision for the postal service's future, emphasizing efficiency, innovation, and adaptability to changing market dynamics. Among its key strategies is the consolidation of postal facilities, which involves the closure or merger of processing plants and post offices nationwide. Arguing that consolidating facilities will streamline operations, reduce costs, and improve the USPS's overall efficiency, thus ensuring its viability in the face of evolving challenges.

The PMG's 10-Year Plan: A Path to Privatization Amidst Slowing Mail Delivery

However, the consolidation of postal facilities has profound implications for USPS employees. Workers face job insecurity, layoffs, or reassign- ments as facilities are closed or merged. Many postal employees have dedicated years, if not decades, to their jobs, and sudden changes in employment status can disrupt their lives and livelihoods. Moreover, the increased workload resulting from facility consolidations can lead to employee burnout and stress, as workers are expected to handle larger volumes of mail with fewer resources. See what happened in Richmond, Virginia, according to a recent OIG Report

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The consolidation of USPS facilities often requires employees to commute longer distances to reach their new workplace. For Example, with the merging of Cheyenne, , and Grand Junction facilities into Denver, employees may face daily commutes of over two hours each way. Such prolonged commutes consume valuable personal time and pose safety risks, especially during adverse weather conditions typical in regions like Wyoming and Colorado during the Winter and Spring seasons. Employees may experience increased stress, fatigue, and reduced job satisfaction due to the strain of lengthy commutes and potential exposure to hazardous road conditions.

Furthermore, the consolidation of postal facilities has disproportionately affected rural communities, where post offices often serve as lifelines for residents. Delaying mail in these areas not only deprives residents of essential services but also exacerbates existing challenges, such as limited access to their checks and medications and transportation infrastructure. Additionally, the slowing down mail delivery, particularly in rural areas, has far-reaching consequences for businesses, individuals, and organizations reliant on timely mail service. The effects of facility consolidation on mail delivery have been particularly pronounced in rural communities. Longer transit times, reduced processing capacity, and fewer delivery routes have led to delays in mail delivery, frustrating customers and undermining confidence in the USPS. For rural residents, whose reliance on mail services is often more significant due to limited alternative options, these delays can have substantial implications for accessing essential goods, services, and communication. Consolidating facilities often means mail must travel longer distances before reaching its destination. For instance, mail from Denver to Grand Junction and back, or from Casper to Billings, Montana, and then back to Casper, may face extended transit times due to centralized processing. During adverse weather conditions, such as heavy snow or ice, the travel distance for a tractor-trailer transporting mail from Casper, Wyoming, to Billings, Montana, and back can be challenging and potentially hazardous. The distance between Casper and Billings is approximately 280 miles one way, making it a total round trip of roughly 560 miles.

In severe weather, the journey could be significantly slowed down due to reduced visibility, slippery road surfaces, and the need for cautious driving to ensure safety. Traveling through mountainous terrain, particularly in areas like the Bighorn Mountains between Wyoming and Montana, can present addi-

tional challenges during bad weather, including steep grades and winding roads that become treacherous in snowy or icy conditions.

Truck drivers may need to navigate through snowstorms, strong winds, and icy patches, which could increase travel time and require frequent stops for rest and safety checks.

Overall, during bad weather conditions, the travel distance for a tractor-trailer between Casper and Billings would likely take longer than usual due to the need for cautious driving and potential road closures or delays. Safety would be the top priority for both the drivers and the cargo being transported.

The I-70 corridor between Denver and Grand Junction is a crucial route for mail transportation. Any disruptions or delays along this corridor can significantly impact the efficiency and reliability of mail delivery in the region.

Delays in mail processing and delivery undermine the USPS's commitment to timely and reliable service. Customers rely on the USPS for essential communication and commerce, and any disruptions can erode trust and satisfaction.

Slower mail delivery can have far-reaching consequences for businesses, individuals, and communities, affecting everything from bill payments to the timely receipt of important documents, veteran medications, social security checks, and packages etc.…

Slowing Mail Delivery: One of the most controversial aspects of the plan is the proposal to relax current mail delivery standards, allowing for longer transit times for First-Class Mail and periodicals. This shift aims to reduce costs but has raised concerns about service quality and reliability.

This PMG emphasizes on using trucks to transport mail over vast distances, slowing mail delivery standards;

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this plan could set the stage for the privatization of the USPS. Here's how:

Undermining Public Trust: Slowing mail delivery standards risks eroding public trust in the USPS, as customers rely on timely and reliable mail service for various purposes, including commerce, communication, and prescription delivery. A decline in service quality could drive customers to seek alternatives, including private delivery services.

Creating Market Opportunity for Private Entities: By relaxing delivery standards, the USPS may create a market opportunity for private delivery companies to capitalize on faster and more reliable service offerings. This could lead to increased competition for USPS services and further revenue losses, potentially incentivizing policymakers to consider privatization as a solution.

Facilitating Corporate Influence: Privatization of the USPS could open the door to increased corporate influence over mail delivery services, potentially prioritizing profit over public service obligations. This could result in reduced access to mail services, particularly in rural and underserved areas, where private companies may be less inclined to operate.

Dismantling Public Infrastructure: Privatization could ultimately result in the dismantling of the USPS's public infrastructure, including post offices, processing centers, and delivery networks. This would have far-reaching implications for postal employees, communities, and the broader economy. Brother and sisters, we should not stand back and fall for this Trump appointee trickery.

Issues at the Denver GMF

It has come to my attention how Mail Handlers use the eLRA system to request leave.

You should call in either via phone or on liteblue BEFORE your scheduled tour begins. If not, your supervisor might charge you with AWOL from when you start the tour to when you call in. For example, if you call in at 8 am and your begin tour is 6 am, you might be charged with 2 hours of AWOL. Please take note of this. If the system is down, call your supervisor (if you have their number), call a co-worker at work or the union office to inform management on your behalf.

BySamuelTKoduah VicePresidentLocal321/ BranchPresidentDenver GMF

I have also noted how temperamental the workforce has become lately. There have been some altercations on the workroom floor of late. I worry about how petty some of the issues are and, unfortunately, have led to emergency placements and subsequent removals. At least the trend at Denver GMF is nothing to write home about. Please restrain yourselves and report issues to the union or your supervisor. The union will attempt to resolve it, and trust me, we can.

We

should write statements on cross-craft and bargaining unit work violations. These violations

put free money in our pockets.

There is often too much rumor on the work- room floor, some of which are mind- burgling. Please verify with the union first before spreading the rumor yourself. If the union is not aware, chances are it’s a false alarm.

Educate yourselves, read the information on the Notice Boards, and ask questions. If you doubt any information, double-checking with the union is worthwhile. Mail handlers should be mindful of how we talk to management, especially on the workroom floor. Please do not curse while having a dialogue with

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Issues at the Denver GMF (continued from page 3)

management, as it may lead to unnecessary intervention by the union. Be civil, and if possible, get a witness or request a steward especially if you have more than one management member. But please get a shop steward in any case!!!

If, for any reason, a member receives a discipline from management. If it is issued in person or mailed to you, please give a copy to the union steward so the grievance can be filed.

The union never receives a copy of any discipline, and the union must get a copy. We have 14 days to file a grievance when the discipline is issued.

If you don’t inform us and keep it to yourself without the union challenge the discipline, that discipline will be retained in your file for two years.

We should write statements on cross-craft and bargaining unit work violations. These violations put free money in our pockets.

Please pay attention to your surroundings at work, work, be safe, and let’s keep up the fight. Thank you

Positive Thinking

During this stressful time for so many of us, dealing with many changes in our facilities, it is important to try our best to be positive thinkers. Positive thinking is an excellent way to reduce stress and help your health.

ByEvaOlson BranchPresident GrandJunctionLPC

Let’s face it: health, both physical and mental, is at the top of our priorities, and if not, it should be. Without you, our world would not be the same. So, let’s work on ourselves and try some positive thinking. If you are feeling down or stressed, I ask you to try the exercise below for a few weeks and see if you feel better. After all, you are the one person you can count on and the only one with the power to change any negative thinking you may have to positive thinking.

Ok, here we go. Tomorrow, tell yourself something positive. Use an erasable marker and write one positive word about yourself on your bathroom mirror. The next day, do this again and read what you said the day before. Continue to do this until you believe the words you wrote.

Another way to work on positive thinking is to reframe your thinking when you are thinking. For example, instead of thinking, “No one ever bothers to communicate with me,” try re-

phrasing your statement like, “I need to open up lines of communication.

What is a good question I can ask to open the conversation up?”. In our current situation, instead of thinking, “Oh, my, I am going to lose my job, my facility is going to close, and my life is ruined.” Instead, try thinking, “My future may change; my job may change, but I am ready for a challenge. I am ready for my next lesson in life and will rock whatever comes my way!”

Remember, you are enough!

THANK YOU FOR SUPPORTING YOUR UNION WITHOUT YOUR CONTINUED SUPPORT, OUR JOBS WOULD BE A LOT HARDER. WE APPRECIATE YOUR MEMBERSHIP AND WE DO NOT TAKE YOU FOR GRANTED.

Mail Handler Power!

Brothers and Sisters of the Mail Handlers Union Local 321, I would like to thank you for voting and allowing me to attend my eighth NPMHU Convention this coming August. I have always advocated for a robust local union, and our Local 321 is in the best shape it's ever been. I particularly want to thank our President, Brother Tony Wilson, who has our backs and is supremely knowledgeable about our contract and issues. But notice I said, "He has our backs." That is the guiding principle of being in a union, and it extends to the officers, stewards, you, and the membership. At the Union hall, in the offices, and on the floor, we must all have each other's backs. We may not always prevail and be correct, but we will be forever strong, and that's the most critical factor in being in a Union.

ByJeffMorgan Treasurer

We are all Brothers and Sisters of many different races, religions, persuasions, and beliefs. Some of our beliefs don't necessarily agree; however, we respect each other and, most importantly, stand up for our rights and freedom to believe what we want without fear of persecution. We stand up for our freedom to be different. That is what is so vibrant and exciting about our brand of democracy. I have always believed that each of us has our own -personal story to tell and our own- right to tell it, no matter who we are, where we are from, how we were brought up, and how we all ended up in this most diverse organization called the United States Postal Service. We are a microcosm of what democracy and the United States should look like. And this starts with the Union because, as we all know, countless postal managers would not be in their position without the Union's benefit. Our fight for better wages, working conditions, and benefits has extended far beyond our Local 321 general membership.

No one is "better" than anyone else. No one is "lower" or not deserving than anybody else. How and why could you be?

Did any one of us ask to be born and raised where we came from? Of course not. That fact alone should tell you that we are all equal and deserving individuals with legitimate rights to exist along with our own backgrounds, beliefs, and opinions. No one is "better" than anyone else. No one is "lower" or not deserving than anybody else. How and why could you be? We didn't create ourselves! Even those who don't necessarily agree with what I'm saying have a reason for objecting. However, as my old college professor used to tell us students, "Every one of you has a right to your own bad opinion." But that was the essence of de-

bate and argument in a philosophy class. We agreed to disagree.

The same applies to the Union. We may not all be able to agree on every issue, but we can agree on the most critical issues. Those are the issues of unity, freedom, equality, and power to affect positive change when we always stick together. On those issues, we must always have each other's back. We come from many different countries with different backgrounds, beliefs, and religions. However, we must always believe that our unity and power in numbers is what has always brought us better working conditions, higher wages, and valuable benefits. On that, we can agree. In Union Solidarity

ELECTION TIMEAGAIN

(I think we've been here before)

Hello Voters. Yes, it's election time again, and I think we've been here before. The candidates are listed, and now it's time for us to choose who is best for us. It's time to elect our friends so we can crush our enemies. We must research to find out who has our family's best interests at heart.

We need someone who can pave the way for working families. We need unionfriendly representatives who will take our message to Capitol Hill and continue to pass legislation that helps people form Unions and secure contracts for better wages, safer working conditions, and a better quality of life.

Vote your paycheck!!!

ByRichard Lairscey Legislative & Political Coordinator

LOUIS

ROBERT

RETIREES CORNER

Congratulations to all our brothers and sisters who recently or who will soon retired

Congratulations to all our brothers and sisters who recently or who will soon will be retiring.

Denver P@DC

Denver NDC Colo Springs

Ernest Alvarado Paul Rorick James Kohler

James Linnebur Mike Shoates

Retiree brother Alvarado (L) standing with Tour 3 Chief Steward sister Carrie-Ann

Retiree Brother Linnebur (L) standing with brother Samuel Branch President Denver GMF(R)

RETIREMENTcontinued

Retiree Brother Paul Rorick (r) standing with NDC Tour

Three Chief Steward brother Madani (l )

(L-R) COS Branch President Richard Lairscey, Retiree James Kohler received his retirement jacket and shop steward Frank

Brother Mike Shoates (l) all smiling while receiving

His retirement Jacket from Chief Steward Madani (r)

Clarification of the Regulations for National Day of Observance

HByRicci Roberts Cheyenne GMF Branch President

ello from Cheyenne, Wyoming! I hope you all had a wonderful winter full of celebrations. I want to take this opportunity to share "the National Day of Observance "with you, as it does not come up frequently, so it's good information for sea-

soned and new employees. A National Day of Mourning is declared when the President or a former President of the United States passes, usually on the day of their funeral. This holiday began with President John F. Kennedy and is considered a federal holiday.

MEMORANDUM OF UNDERSTANDING

The parties agree that the following procedures

"the National Day of Observance "with you, as it does not come up frequently, so it's good information for seasoned and new employees.

non- scheduled day and the employee is scheduled to work, the employee will receive overtime pay, plus up to eight hours of future administrative leave for the number of hours worked.

The same provisions apply to part-time regular employees as apply to full-time employees. The total hours of administrative leave should only equal the scheduled hours for the National Day of Observance, which may be less than eight hours. However, part-time regular employees whose basic work week includes the National Day of Observance as a nonscheduled work day and who are not directed to report for work on the National Day of Observance will be granted a day of administrative leave at a future date equal to the average number of daily paid hours in their schedule for the service week previous to the service week in which the National Day of Observance occurs, which may be less than eight hours.

will apply to affected employees if the Postmaster General or designee determines that the Postal Service will participate in a National Day of Observation (e.g., National Day of Mourning) subsequent to the declaration of a National Day of Observance having been made by Executive Order of the President of the United States.

Full-time employees whose basic work week includes the National Day of Observance as a scheduled work day but who are not directed to report for work, will be granted administrative leave for that day.

Full-time employees whose basic work week includes the National Day of Observance as a scheduled work day, and who perform service, will be granted a day of administrative leave at a future date, not to exceed eight hours.

Full-time employees whose basic work week includes the National Day of Observance as a non-scheduled day and are not directed to report for work, will be granted a day of administrative leave at a future date.

If the National Day of Observance is a full-time employee's

Part-time flexible employees should be scheduled based on operational needs. Part-time flexible employees who work will be granted a day of administrative leave at a later date. The day of administrative leave will be based on the number of hours actually worked on the National Day of Observance, not to exceed eight hours. Part-time flexible employees who are not directed to work on the National Day of Observance will be granted administrative leave at a future date equal to the average number of daily paid hours during the service week previous to the service week in which the National Day of Observance occurs, not to exceed eight hours.

MHAs will only receive pay for actual work hours performed on the National Day of Observance. They will not receive administrative leave.

If an employee is on leave or Continuation of Pay on the National Day of Observance, the employee hours.

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will be granted a day of administrative leave at a future date, not to exceed eight day of the suspension or removal to determine if the employee had been made whole for the National Day of Observance.

Where provisions in this Memorandum of Agreement provide for a day of administrative leave to be taken at a future date, such leave must be granted and used within six months of the National Day of Observance or by the end of the Fiscal Year, whichever is later. However, administrative leave will not be granted to employees who are on extended leave for the entire period between the Day of Observance and six months from that date or between the Day of Observance and the end of the Fiscal Year, whichever is later. Administrative leave taken at a future date must be taken at one time.

Administrative leave to be taken at a future date may, at the employee's option, be substituted for previously scheduled but not used annual leave. Administrative leave to be taken at a future date should be applied for using the same procedures that govern the request and approval of annual leave consistent with Local Memoranda of Understanding. Remember, brothers and sisters, all Mail Handlers Craft employees are entitled to this leave.

GByRichard Lairscey C/S Branch President

reetings and Salutations, brothers and sisters. Yes, a new chef is in the kitchen, but she uses the same ingredients. As my maw, maw used to say, "You can't make chicken soup out of chicken shit. It is official: Michelle Stonelake is our new plant manager; she wastes no time making significant changes. The flats sorter that ran the FPARS prep has been removed and sent to Utah. Maintenance has removed the parts of the machine that took the image, printed the label on the mail, and put them on AI #2. Now, Mail Handlers prep and clean the FPARS in one area, then move to AI #2 and place the mail in the green ACT to be processed. Yet it is not working out as

For now, let's keep coming to work on time and make sure you write a statement when you see management or clerks doing Mail Handler functions

planned, as you can see from all the FPARS mail everywhere.

With the FPARS machine gone, the NMO area has moved into that area. We have mail everywhere. Nowhere to move, nowhere to work, nowhere to dispatch. The whole building is in chaos. They've moved the kitchen to the bedroom, the bedroom to the living room, the living room to the garage, but morale has stayed in the toilet. They are (Continued on page 12)

(continued from page 11)…. NEW CHEF, SAME INGREDIENTS

also changing the dock and mule driver's start time by 1 hour. Mail is so backed up everywhere management has been using clerks to perform Mail Handler functions. I don't see any end in sight until everything is situated and all operations are in place and fully staffed. (date unknown).

For now, let's keep coming to work on time and make sure you write a statement when you see management or clerks doing Mail Handler functions; we can continue to file Grievances on these issues. Also, we need to hold management accountable for all safety issues.

See your Union Steward for help filling out PS Form 1767 for safety violations. We must join together for this fight. Our job futures are on the line. Brothers and sisters, let this be a collective effort on all our part; we need your eyes and all the help we can get to be victorious.

As always, thank you to our steward team, which consists of Roberto, Vicky, Jesicca, Frank, and our Local Executive Board. Y'all are the hustle behind the muscle. Thank you to all the members of Local 321 for your vote to choose me as a delegate to the NPMHU Convention in Las Vegas this August. I will represent you all with pride and dignity. Thank you all for being the best part of this local Union.

Money Bids

Money bids, this seems to be a hot topic of conversation. Let’s start with the contractual language defining how a “money bid” is created. Article 12, Section 12.3B3:

“

All vacant or newly established craft duty assignments shall be posted for employees eligible to bid. Vacant duty assignments will be posted within 28 days of the date the assignment becomes vacant unless a determination has been made that the position is to be reverted, a notice shall be posted within that same 28 day period advising of the action taken and the reasons therefore. In addition, a copy of the notice shall be provided to the appropriate Union representative.”

A reversion letter from management is necessary within 28 days if the job in question will be reverted. However, management has “forgotten” to repost or send a reversion letter to the Union stating that the bid has been reverted. Bob, that still doesn’t explain how mail handlers get paid for bidding on specific jobs called “money bids.” Patience, I’m getting there. If you bid on a job that reappears after an absence of over 28 days without it being posted, you will be entitled to out-of-schedule premium. What is, “out-of-schedule premium”? I’m glad you asked.

Straight out of the ELM 434.6:

“Out–of–schedule premium is paid to eligible fulltime bargaining unit employees for time worked outside of and instead of their regularly scheduled workday or workweek when employees work on a temporary schedule at the request of management.”

So how do I get out of schedule? Returning to what I said earlier, management has 28 days to repost a bid or send a reversion letter explaining why a job (s) is/are reverted. Management tends not to meet with the Union about which jobs should reposted. Some of these jobs management forget for weeks or even months. I’m getting there, trust me. The longer a job does not get posted, the greater the value of the “money bid.” Let’s give an example.

By Bob Koryto NDC Branch President

Suppose you have a Tour 2 bid with Saturday/ Sunday as non-scheduled days. You could have any bid with any non-scheduled days on any tour. You go to the bid sheet (this will not appear online; you must go to the bid sheets). You see a job that was vacated, say, four months ago. You can find how long a job has been vacant by looking at the bottom of the bid (there are usually three or so per page).

Under POSTING COMMENTS, you will find vacated by the last 3 of their employee ID and, most importantly, ON DATE. That date will tell you how long a particular job has been vacant. The older the ON DATE, the more potentially you can get in outof-schedule pay.

Now for the fun part. Determining how much out-of -schedule premium you may receive.

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Where the hell have I been?!

Greetings, brothers and sisters of Local 321!

I want to begin my second article as the Colorado State Executive Board member by thanking all the loyal brothers and sisters who support this great local. I thank everyone who writes statements and comes into the union office to discuss important topics, such as contractual issues and pay disparity, or to discuss representation and tactics. I hope you all realize that all the reps do their very best to represent you, and I sincerely hope they serve you well. So once again, with our thanks and promise to serve you, let's talk.

ByLouisCrew StateExecutiveBoard Member—Colorado

I apologize to all three members of the Denver P&DC on tour for my general absence over the last three months. I would like to say I have been on an extended vacation. However, that was most definitely not the case. Local President assigned The branch president and I to a significant mission: to dedicate two or three days almost weekly to observe and document an ongoing grievance concerning the Golden S&DC. You typically notice my absence from the GMF: Remember, no candy in the jar

In July of last year, as part of the USPS' 10-year "Delivering for America" plan, the Golden main post office was redesignated as a Sorting and delivery center or S&DC. An SDUS parcel sorting machine was placed inside the Golden Main Post Office. The SDUS is a parcel-sorting machine nearly identical to the SIPS in the Denver P&DC. A parcel presort and delivery of palletized parcels and boxes of parcels system was coordinated with Amazon. Throughout the course of every day and night, trucks will offload large, shrink-wrapped pallets and large boxes of Amazon parcels to the Golden S&DC for sortation on their SDUS machine and delivery the next day. Wait, isn't this mail handler work?

In June 2018, the NPMHU National Office procured an MOU regarding the Update of RI 399 procedures. RI-399, Regional Instruction, is the USPS' instruction regarding craft jurisdiction. This instruction determines what work is for Mail Handler's bargaining unit work. It also covers how disputes are resolved. The updated MOU, in part, states: "Article 7.2 (cross-craft) cases filed on or after the signing of this Updated MOU may be referred to the RI-399 process by management or the non-grieving union only at the step 3 level of the grievance/arbitration process." The grievance is at step 3 right now!

On November 08, 2023, the NPMHU National Office procured an MOU regarding Sorting and Delivery Centers (S&DCs), which states the following: "Sorting and Delivery Centers may be staffed with Mail handler assistants and or PTFs for 120 days from the activation of the S&DC." This memo further states, "The parties agree that during this period, the USPS will abide by

the RI-399 procedures. A facility inventory of jurisdictional assignments will be created or updated through the local dispute resolution procedures."

Local President Wilson and VicePresident Koduah immediately began the RI-399 dispute resolution procedures, filing a dispute to the (LDRC).

Under the guidance of Local President Wilson, Vice President Sam Koduah and I commenced our observation of the operations at the Golden S&DC on November 28, 2023."

An ongoing grievance was filed on December 12 and continues to this day regarding clerks, carriers, and managers performing mail handler bargaining unit work in the Golden S&DC. Observations were conducted during the evening, morning, and afternoon at the facility. On some days, as many as 50 hours of mail handler bargaining unit work were documented in the eight or nine hours of observations!

Clerks, carriers, and managers are moving mail, working empty equipment, sweeping and dispatching off the SDUS machine, spreading and delivering carrier route bundles and tubs of flats, spreading and delivering carrier route trays of DPS letters, culling and working NMOs, delivering these NMO's to the carrier cases, teaching mixed carrier return mail and various RTS and CFS letters and flats, and assisting in loading and offloading of trailers. All of this is mail handler bargaining unit work!

At this time, local 321 is demanding that seven mail handler positions be created in the Golden S&DC, one of which is a level 5 mail handler technician, in its article 7.2 grievance. The case is currently at step three of the grievance/arbitration procedure and is being used as a supporting document in support of the Local's Craft dispute resolution process. We are very hopeful that mail handler positions will be created at the Golden S&DC. We will hopefully attain a settlement on these disputes sooner rather than later.

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(continued from page 12) ……...

Money Bids

You will receive nothing if you bid on a job with the same non -scheduled days on the same tour. Nothing changed from your original bid. The most significant windfall will occur if you bid on a different tour with different non-scheduled days. That still doesn’t explain how I receive out-of-schedule. Let’s go back to the earlier example. A job went vacant four months ago. No one was allowed to bid on that job for four months because management did not repost it within the allotted time frame. You were the successful bidder when management eventually reposted it. Management prevented you from bidding on that job for four months while it sat vacated. You could have had that bid assignment four months ago. That is why the Union challenged these violations and asked that the successful bidder be compensated.

When a schedule change is made for management’s convenience, not yours, you are entitled to an out-of-schedule premium. The top of PS Form 3189 states, “For your convenience…” Returning to what I stated earlier, this was at the request of management. It was not your choice to not post a job. Hence, you would be entitled to out-of-schedule premium.

To review, the first thing you long for is under POSTING COMMENTS. Under that will be ON DATE. The older the date, the more out-of-schedule premium you may be entitled to. I hope this answers what “money bids.”

(continued from page 13) …...Where the hell have I been?!

But, the process can be quite long and tedious. So, check the Local FYIs and Updates for news on the status of these disputes. Getting six or seven mail handler positions in the Golden S&DC would be a great win, especially during these times of possible excessing and abolishment in other processing centers in the local jurisdiction.

The good news, or bad news, is that I am back in the Denver P&DC on tour 3, and the candy jar will be full Monday through Friday, right about 2:00 pm every day!

We are here to support you, so please support us!

Annihilation of the USPS

OByRobertJacknitsky SEBM–Wyoming

n March 26, 2024, the Annihilator General Louis DeJoy declared Cheyenne P&DC the next victim in his 10year wave of destruction called “Delivering for America.” For those not aware, Dejoy has been quietly dismantling P&DCs around the country for the past few years and downgrading them to Local Processing Centers (LPCs). His actions have been primarily successful since he has been operating under the radar, spewing deceptive words to employees and the public like “no facility closures,” modernization, optimizing, and “no layoffs.” Then, people began to discover what his true intentions were. Removing all originating mail from these plants to be processed in a large centralized facility that is already overwhelmed, like Denver, for example, and then returned to the original facility for distribution.

All the while shouting lies of “no mail delays,” “delivery standards will not change,” and again, “there will be no layoffs.” No layoffs do not equal any job losses. People started learning the deceptive meaning of “net craft decrease.” Plants have been told this will only lead to a net craft decrease of 4 employees. What they didn’t say is this will impact 30 employees. “We have 26 transfer opportunities in a 100+ mile radius, but, unfortunately, we have four left over.”. What happens to the leftovers remains to be seen. Rural communities started noticing that mail was taking even longer to be delivered.

The USPS response? “It’s within delivery standards.” Of course, delivery standards don’t begin until that mail is processed. Once we in Cheyenne heard of possible changes looming, we at Local 321 aggressively reacted by contacting our Representatives, Senators, and Congressmen, who sent multiple letters demanding clarity from the Annihilator, who ignored them. Now, more and more states and their collective Representatives are demanding information. States like Tennessee, W.

The USPS response? “It’s within delivery standards.” Of course, delivery standards don’t begin until that mail is processed. Once we in Cheyenne heard of possible changes looming, we at Local 321 aggressively reacted by contacting our Representatives, Senators, and Congressmen, who sent multiple letters demanding clarity from the Annihilator, who ignored them. Now, more and more states and their collective Representatives are demanding information. States like Tennessee, W. Virginia, New York, Montana, S. Dakota, N. Dakota, and Colorado. He can’t ignore us all. We haven’t given up hope in Cheyenne, and we are sure Hell has not given up the fight.

Due to political influence, I saw that the Buffalo, NY, processing center was removed from the chopping block. It shows that the Service is listening, and perhaps political pressure can be successful. Our politicians here in Wyoming are those we have contacted but are not putting pressure on the PMG. It just depends on who is asking. You may ask yourself, “Why should I care about this? My Plant is safe.”. Remember, we are a few years into a 10-year plan. So maybe the question should be, “When will he be coming for you?”.

The HatchAct's Impact on Postal Employees

In the complex web of American governance, the principles of political neutrality and impartiality are not confined solely to the offices of policymakers and bureaucrats. They extend even to the seemingly mundane yet vital realm of postal services. Postal employees, entrusted with the crucial task of facilitating communication and commerce, are also subject to the Hatch Act a cornerstone of ensuring nonpartisanship within government ranks. Let's explore how the Hatch Act intersects with the roles and responsibilities of postal workers.

The Hatch Act: A Brief Overview

By Tony Wilson Local President

Enacted in 1939, the Hatch Act was born out of a necessity to shield federal employees from political coercion and partisanship. Named after Senator Carl Hatch, its provisions aimed to prevent the misuse of governmental resources for partisan ends. At its core, the Hatch Act prohibits federal employees from engaging in certain political activities that could compromise the neutrality of their positions or the integrity of government operations.

While postal workers may not be the first group that comes to mind when discussing federal employees, they are indeed subject to the provisions of the Hatch Act. As employees of the United States Postal Service (USPS), they play a crucial role in delivering mail and serving as a vital link in the nation's communication infrastructure. However, despite their essential function, postal employees must adhere to the same standards of political neutrality as their counterparts in other government agencies.

The Hatch Act imposes several restrictions on the political activities of postal employees, mirroring those applicable to federal workers across various agencies:

Partisan Political Activity: Postal employees are prohibited from engaging in partisan political campaigns or using their official positions to influence elections. This includes activities such as campaigning for a particular candidate, soliciting political contributions while on duty, wearing clothes while at work with political slogan in support of a political campaign/candidate or accessing the internet while on duty to view political campaign issues.

Fundraising Limitations: Similar to other federal employees, postal workers are barred from soliciting or accepting political contributions in the workplace or while performing their official duties.

Candidacy Restrictions: While postal employees are not categorically prohibited from running for political office, certain limitations apply, particularly for those in sensitive or managerial positions.

The Office of Special Counsel (OSC), tasked with enforcing the Hatch Act, oversees compliance among postal employees as well. The OSC investigates alleged violations and may impose penalties for infractions, ranging from reprimands to dismissal from federal employment. Additionally, USPS management is responsible for educating postal workers about their rights and obligations under the Act, ensuring awareness and adherence to its provisions.

Conclusion

In the intricate tapestry of American governance, every thread, no matter how seemingly insignificant, plays a crucial role. Postal employees, as guardians of the nation's mail system, are bound by the same principles of political neutrality enshrined in the Hatch Act. By upholding these standards, we not only fulfill our duties as federal employees but also contribute to the preservation of democratic values and the integrity of public institutions.

From (l-r) National Secretary-Treasurer Kevin Tabarus, Local 321 President Errol “Tony” Wilson & NPMHU National President Paul Hogrogian