Local 321 Fall 2022 Newsletter

STATE OF THE UNION

Volume 30 Issue 2 FALL 2022 Tony Wilson Editor

FROM THE PRESIDENT’S DESK

Tony Wilson

Greeting, sisters, and brothers. Happy Thanksgiving to you and your families. Thank you for your commitment and incredible dedication to this great union over the years; we appreciate your support. Usually, I would write about issues that are going on in our local union and the politics of the day, but this time I am going to do something differently.

NPMHU LOCAL 321

First, I congratulate our National Union for putting on a spectacular 2020 NPMHU Convention held here in Denver, Colorado, from Aug 08, 2022, through Aug 13, 2022. It was a long-anticipated one that was interrupted more than once by the deadly pandemic, but nevertheless, we persevered, and the 2020 NPMHU Convention was made possible in Denver, CO. - highlight photos of the convention can be seen on page 13.

I also what to give a big shout-out to brothers John Gibson, Don Gonzales, and Nick for sharing your knowledge and experience with Local 321's Stewards and Officers at our recent Advocacy training. To all three gentlemen, we appreciate your hard work and dedication to this union; reliability is hard to come by. Thank you for being someone we can always count on! I'm so grateful for all of your hard work. The entire team thanks you for everything you do.

I also want to take my hats off - for a well-deserved thanks to all Local 321's Delegates and Volunteers who stepped up and served this local union with dignity and respect, with integrity to stand up for what you genuinely believe, despite for it worth

I want to let you know how much I appreciate your knowledge and professionalism. Let me say this. I will never hinder your rights to freely express yourselves on a subject matter, as long as it is done responsible and respect for others views. In a democracy, we will have difference of opinions, which is an essential element, especially in the participation of public debate... at the end of the day, we are fighting to achieve the same outcome.

A DIVISION OF THE LABORERS’ INTERNATIONAL

From The President Desk

With that said, let me update you on some of the latest equipment/machines that USPS is deploying Nationally as a part of their so call ten-year costsaving plan.

This Report came directly from our CAD Oct 31 –Nov 02, 2022, reports. Sisters and brothers, you will see some of these machines in facilities in Colorado and Wyoming. According to Postal management, these machines will make our work more efficient and will save cost for the Service. But we all know that is not always accurate.

For example, the HTPS machine deployed in Denver, CO, in 2016 and Queens, NY, in 2017; two separate OIG reports show that these machines did not meet expectations.

Nonetheless, below are the US Postal Services' latest machines expected to be deployed or already deployed throughout the country. I will only mention a few for this article, but there are more. If you follow my FYIs, you should have already learned about them

Small Delivery Unit Sorter (SDUS)

The Postal Service's original plan was to purchase and deploy more than 100 of these machines. They call it the "Baby ADUS." The Postal Service said that it is performing very well. They are designed to process 2250 pieces per hour, but some are doing 2800 pieces per hour. On September 22, 2022, we

were notified that the Postal Service planned on installing an additional 34 SDUS by November 5, 2022, and 28 SDUS are tentatively scheduled to be installed in January and February 2023.

Non-Machinable Outsides (NMO) Sortation Program

The Postal Service needs to have more NMO sorters due to volume of NMOs, which is approximately 5% of total parcel volume. There are NMO challenges due to the slow process of manual handling and lack of scanning which reduces visibility for our customers. There are three types of solutions for improvement, and which significantly reduce costs of processing. These are the Universal Sorting System (USS), the Robust Universal Sorter (RBUS), and the Manual Sortation Appliance (MSA). All improve productivity, while simplifying operations and scanning opportunities. These are all in Function 1 (Plant Operation) sites. The NMO volume for a facility is used to determine which type of solution is used.

MSA

MSA currently consists of Sort to Monitor (STM) and Sort to Light (STL) as part of the Cost-Effective Overhead Scanning System for Manual Operations (COSSMO). These are used in Function 1 but are similar to the PASS system used in Function 4. COSSMO is the device to capture the scans of package and the STM/STL are visual cues for the employee for which container the package goes in.

(CONTINUED ON PAGE 4)

From The President Desk

MSAs come in kits and may be installed locally. They are a relatively low-cost solution for sortation and scanning. MSAs can be used for NMOs or non-NMOs. Each monitor is considered one system. Currently there are a total of 51 systems installed but there may be multiple MSAs at each site. There were a projected 110 system installs for FY2023

Robust Bulk Universal Sorter (RBUS)

The RBUS is a mechanized, semi auto/ manual assist conveyor system primarily used for non-machinable parcel processing. It is a very low-end sorter that was invented in the Southern MD NDC as an alternate to a Spider arrangement. It is only used in facilities that have low volume NMO sorting needs. There is no key station. Some of the machines have either the sort to monitor or sort to light variations added.

Universal Sorter System (USS)

The USS is the sorter that is an evolution of the HSUS and the LCUS. It is used for large volume NMO sorting. It uses the same technology, of the smaller sorters. Configurations vary by facility. The goal for the machine is to process 1350 parcels per hour.

Enhanced Package Processing Systems (EPPS)

This is the Postal Service's largest sorter which is similar to the APPS but much bigger. It can sort up to 25,000 packages per hour to 442 destinations. It is installed in Portland and Nashville. Due to its size, the Postal Service has no current plans for additional installations

Automated Flats Casing

This project is in a proof-of-concept stage. This concept uses a barcode reading system and robotics to sort flats into a case. It has been successfully tested in the engineering lab and is now being tested in Dulles. Target

goal is for it to sort 500 pieces per hour. It is currently being tested with reading and sorting 5digit barcodes. Small Linear Parcel Sorter (SLPS)

There is only one of these sorters which is in Tampa. It is a prototype that is being used to sort parcels into sacks. This one is being used to sort Express Mail Parcels. There are currently no plans to deploy the SLPS to other locations.

Flex Rover Sorter (FSR)

This is an autonomous Mobile Robot (AMR) Based Package Sorter which can be configured in multiple configurations, which improves mail processing efficiency and reduces operating costs. It was tested in the Suburban P&DC, then moved to the Baltimore Annex in June 2021. The next system will be installed in the Bethesda Delivery Unit in July 2021.

A contract was awarded for 700 Rovers with deployment from September November 2021. Focus was on deploying in the Peak Season Annexes. There are two different size systems that the Postal Service uses 12 AMR system which sorts to 60 destinations and a 20 AMR system which sorts to 95 destinations. They said that a 12 AMR system can sort a minimum of 300 parcels per hour and with a good operator, can sort 500 parcels per hour. The AMRs can hold up to 70 pounds.

Mail Handlers Power

The 2020 NPMHU convention is finally over (much as it finally began in 2022 due to COVID) but is was a grand success. Being the hosting local union here in Denver, we received many compliments from Delegates across the country. It was great to interact with them from the outset at our Local 321 welcoming table as we gave away welcome gifts and tourist information for Denver and Colorado.

to join their respective AFL-CIO Central Labor Councils and State Federations. Brother Wilson (along with the NEB) proposed Resolutions protecting and supporting voting rights and the right to organize.

ByJeffMorgan Treasurer

There was a local flavor in the presentations and speakers too. Our own President, Tony Wilson, gave opening remarks and welcomed all of the delegates to Denver. Retiring Colorado Congressman Ed Perlmutter, from my 7th congressional district, spoke about the importance of supporting our postal service, reforms, and our union. Also, ex-GMF Mail Handler, and now, Denver Area Labor Federation (DALF) President, Dewey Jackson recalled his time as a Mail Handler and how important it was to him. He spoke of how DALF supports Mail Handlers and other unions together. If any Mail Handlers have some rousing old stories of Dewey, please let me know as I can pass them on to him. I’m sure he would love to hear from you.

As for the business part of the Convention, several constitutional amendments were passed; primarily those being financial that would assist our National Office in reversing its trend of a decreasing fund balance. These included a 50/50 split between the National and the Locals on all future dues increases and a one-time special dues increase of one dollar (in addition to the annual $1 dues increase), which I and other delegates opposed. There was a spirited debate on these issues but, ultimately, it was for the good of the National Office.

I recall attending past conventions and meetings where debate was “mandatory” or else you were just seen as rubber stamping recommended proposals. New York Local 300 President Larry Adams, and Treasurer Jeff Perry were the vocal leaders of the “old school,” and in some ways, I miss the lively discussions that would follow. There doesn’t seem to be as much of that anymore, which probably also reflects positively on the state of the union and leadership.

Several excellent Resolutions were also passed which can be read about online at NPMHU.org while three of my favorites were proposed by fellow Local 321 Delegates Steve Brown and President Tony Wilson. Brother Brown proposed for other Local Unions

At the end of the Convention, I felt a lot was accomplished and even more could follow at the next NPMHU Convention to be held in 2024 at Las Vegas. It was also great to see and hear from our National Officers and Staff who did an excellent job putting on the convention and for all the helpful volunteers and Delegates who showed up to support Local 321’s efforts in hosting. Thanks to all for a memorable convention! Mail Handler Power was well represented and served!

The FSS machines have been a failure on the part of postal management. They are an example of what happens when you don’t properly maintain equipment and adequately train employees on how to run them. They also got what they paid for as, word has it, their $10 million/each price tags were the lowest FSS design that came out of the bidding process. When they were initially installed, Mail Handlers received nearly a week of training, with video and schedule changes, on how to prep flats, load, induct, and dispatch. That’s how serious the machines were looked at and treated back then by management. Today, management merely throws new employees on the machines and expects them to get the mail out quickly.

When you look at all of the run down equipment in the building, like GPCs, wire-tainers, cages, etc., it’s a shame that the billions spent on FSS machines went to waste and sadly became sunk costs. All of that investment could have rather been made for employees to have better equipment to do their jobs. Management has spent more money trying to get rid of employees than in helping them be more productive and efficient. This is bad business, but this is postal management.

The same thing happened with the Automated Guided Vehicles (AGV) that are still sitting idle over by Mail Prep. While many PIT operators are driving around the building on old rickety tow motors, forklifts, and RPJs, these expensive machines are sitting as silent monuments to machines that do not serve their intended purpose. Why is that? Because Mail Handlers can operate their equipment more productively. The Postal Service is a service organization that is primarily based on the success of their employees.

Mail Handler Power

Management’s investments should be for the benefit of the workforce in their efforts to serve the American public. This would increase Mail Handler Power efficiently and effectively.

An Injury to One is an Injury to All –

The first group became a level-4 fulltime regular, on February 1st , which would put them under the table one pay scale. In 264 weeks, under the table-1 step progression, these mail handlers will have reached step-D. Under the 8/22/2022 pay scale that is $31.48 an hour as a step-D mail handler.

ByCurtisGrantham RecordingSecretary

My message is to all senior mail handlers that were hired before the MHA position was created and the second pay table implemented as part of the 2011 contract under the Fishgold National Arbitration Award. This

change installed a two tier pay system that was designed to provide the Postal Service a reduction in labor costs. In addition, the new scale paid these mail handlers a reduced COLA payment. They aren’t eligible for a full COLA until the reach stepP. This new pay scale added an additional step to all mail handlers hired after the award and provided a system of smaller yearly pay increases that happen over a 17-year period.

However, what this did is set the groundworks that drastically increased the pay inequity between newly hired career mail handlers and clerks. Prior to this arbitration award, the NPMHU had made massive gains in closing that pay gap between mail handlers and clerks that resulted from the 11/20/1990 contract in which mail handlers voted for bonus pay over pay raises. The pay raises gained by the clerks during this contact created that large pay gap.

Now, let’s look into the pay discrepancy created by the Fishgold award a little more in detail and what this means over a five-year period. This is only an example. Let’s say that we had career mail handlers hired on two separate dates in February of 2013.

The second mail handlers were converted on February 15th, which would put them under the table-2 pay scale. In 260 weeks, under the table-2 step progression, these mail handlers will have also reached stepD. However, under the same 8/22/2022 pay scale that is $23.42 an hour as a step-D mail handler. This two-week difference in hiring date would’ve led to a $8.06 an hour difference in pay for basically the same period of time worked

Mail handlers at the Denver NDC have repeatedly listened to Brother Lucas Eberhard complaints about the pay inequities between the table-1 and table-2 mail handlers. When the 8/27/2022 pay scale came out a gave a copy of it to him and he immediately became enraged. I asked him what was his problem. He explained to me that after seven years as a career mail handler he will be making $37.43 on overtime in comparison to the $34.03 that I would be making at the straight time rate. As a table-1 mail handler, he explained, that I had received a majority of my pay raises during that same seven-year period. Now you can fully understand why he feels the way he feels. 60% of the mail handlers nationwide, as well as at the Denver NDC, were once MHA Mail Handlers and are covered under the table-2 pay scale. Under the Fishgold Arbitration Award, these mail handlers were given a reduced COLA which increases with each step they progress under the table-2 pay scale. They don’t receive the full COLA payment until they reach step-P. That means it will take them 17-years to get their full share of the COLA payment.

All table-1 mail handlers should understand this pay discrepancy and the hardship that this is causing a majority of your Brothers and Sisters. That means they don’t enjoy the privileges in pay that we had when we became career. Most of them don’t have the salaries that would qualify them to purchase homes. This is something that we take for granted.

An Injury to One is an Injury to All

–

That $8.00 an hour pay discrepancy makes a major difference in their quality of life.

“An injury to one is an injury to all”. This is the last line in the Preamble of our National Constitution. It clearly describes our National’s position articulated in this preamble that “in unity there is strength and ”that “all members of society are entitled to equal opportunity and treatment”. Yes, we would like to get our pay raises and COLAs, but we must not allow this to blind us from ensuring that our Brothers and Sisters Mail Handlers are paid a “Union Wage” and not overlooked in these contract negotiations.

Let’s VOTE

STAY DILIGENT

Greeting brothers and sisters,

Ihope this finds everyone well. I would like to thank everyone for their kind thoughts and prayers. On 28 SEP, I had to have emergency surgery for a ruptured hernia. Everything went well, and I am recovering great. By the time you read this I will already be back at work. Well has we all know management still doesn’t care about craft lines; but this Union does. We need your help. We can’t see it all. Let us know what you see. Tell your supervisor you need to see a Union Steward, come in the Union office and write a statement. The Union will investigate and file the Grievance if needed. Now more than ever we must remain diligent and band together to hold management accountable about clerks and supervisors doing Mail Handler functions.

ByRichardLairscey BranchPresidentColo.Springs P&DC

ByRichardLairscey Local321PoliticalLegislative Director

Yes, it's that time again, election time. So, let’s VOTE. It's time for governor, senator, Congress, all State and Local Government. Do some research, see who has you and your family’s interest on their mind and in their hearts. If you don’t want to do the work, come by the Union office and we can guide to the correct web sites so you can see the UNION endorsed candidates. Most important thing is that we all get out and vote. We need to also vote for the people who care about the United States Postal Service. Our pay check. BUT MOST OF ALL OUR DEMOCRACY When it comes down to the final choice. I VOTE my pay check. Now, let’s VOTE!!

Our plant manager is having a hard time understanding what should be going on in the NMO / Robot area. This is a totally Mail Handler run area. We are standing hard on this issue, even though management will send clerks there from time to time to do the scanning. This is incorrect; this is a Mail Handler function. There should be no clerks in this area. Also, in the LCTS/ATU area; this is totally Mail Handler run area. No clerks allowed. Please don’t hesitate to come to the Union. As we gear up for the holiday season, you will see many cross craft and performance of bargaining unit work violations. Let us hear from you. Now, when management wants to take you in the office and give you an investigative interview; MAKE SURE YOU REQUEST YOUR UNION STEWARD!! Management cannot question you without your Union steward present. Once you make the request there are bound by supreme court ruling. Also, if management brings you in the office to serve you a discipline letter (Letter of Warning, 7-day suspension, 14 days, etc...) Please alert your Union. We only have 14 days to react and respond with a Step 1 Grievance. So, we can get it reduced or hopefully removed. As always, a huge shout out to our Stewards Jesicca Veiga, Roberto Hernandez, Vicky Vargas and Deb Allen. Thank you for all you do.

Flashing lights, mirrors, and other safety and health items are in use at many post offices.

Education and Communication:

The Task Force has sponsored national, regional, state, and local conferences on the rights of Deaf/ Hard of Hearing union members;

ByRiciRoberts BranchPresident CheyenneP&DC

In 2011, a study led by researchers from Johns Hopkins reported that nearly 20% of Americans 12 and older have hearing loss so severe that it may make communication difficult. The study also found that 30 million Americans (12.7% of the population) had hearing loss in both ears while 48 million Americans (20.3% of the population) had hearing loss in one ear.

According to 2010 data from the National Institute on Deafness and Other Communication Disorders (NIDCD), approximately 17% of American adults (36 million people) report some degree of hearing loss. Of this group, 18% of American adults between the ages of 45 and 64 have experienced some degree of hearing loss. NIDCD estimates that approximately 15% of Americans between the ages of 20 and 69 (26 million people) have high frequency hearing loss due to exposure to loud sounds or noise at work or in leisure activities."

https://www.eeoc.gov/laws/guidance/deafness-andhearing-impairments-workplace-and-americansdisabilities-act

Reasonable accommodations include:

National conventions use real-time captioning, enabling Deaf/Hard of Hearing members to participate fully;

All union videos offer closed captioning;

TTY telecommunication devices are available at the union's national headquarters and in the offices of Regional Coordinators.

Reasonable accommodations for work::

Visual light-alarm systems have been installed in many post offices;

Vibrating beeper-pager systems are utilized in many post offices;

Task force members have taught workshops on subjects such as, sensitivity training for the hearing officers and stewards, and steward training for Deaf/ Hard of Hearing members.

Management has an obligation to reasonably accommodate Deaf and Hard of Hearing employees with a disability under the Rehabilitation Act (the “Act”) and applicants represented by the NPMHU who request assistance in communicating with or understanding others in work related situations, such as but not limited to:

a. During investigatory interviews which may lead to discipline, discussions with a supervisor on job performance or conduct, or presentation of a grievance pursuant to Article 17 and other provisions of the collective bargaining agreement.

b. During some aspects of training including formal classroom instruction.

c. During portions of EAP programs or EEO counseling.

d. In critical elements of the selection process such as during testing and interviews.

e. During employee orientations and safety talks, CFC and saving bond drive kickoff meetings.

f. During the filing or meetings concerning an employee’s OWCP claim.

I interviewed our most recent retiree, Mark Bennett, to gain some insight in his career at the post office. Bennett also has the unique experience of being hearing impaired.

Q: What year did you start?

A: I started to work on September 1986 and retired in April 2022 for a total of 35 years (continued on

Hello from windy Cheyenne, Wyoming!

This quarter I would like to address the importance of making sure our hearingimpaired brethren are supported properly.

Q: What was your experience like when you were holding office?

A: I was 204B in few years. I was Mail Handlers leader. I was local treasurer and local president for Mail Handlers Union Local 319 in few years. Thank you to Mail Handlers who shared me for Union

Q: What has your experience been like as a hearing impaired mail handler?

A: I was happy to hearing nothing from noise machines or any bosses yelled me nothing. Ha ha! I love mail handlers who worked with me in many years.

Q: What are you doing now in your free time?

A: I am so happy to retired from USPS and my wife Billie and I were full-time RVers and staying in Sun City, Arizona for snowbird.

Mark Bennett was a favorite of the plant for many people. He is always up for a joke or a prank and maintained his impeccable work ethic until his last clock ring. Mark also did an excellent job operating the PIT equipment and took safety seriously. There was always candy wherever Mark went on his shift, and he handed it out like it was Halloween. We will sincerely miss him and his smiling face at our plant.

I want to sincerely thank all the hard work of our members and your continued support. I look forward to the busy holiday season ahead.

Please designate the Hearing Loss Association of America, CFC #11376, as your charity of choice.

CFC is the world’s largest and most successful annual workplace charity campaign Pledges made by Federal civilian, postal and military donors during the campaign season (usually September – January) support eligible non-profit organizations that provide health and human service benefits throughout the world. HLAA has been approved as a CFC member of the Health and Medical Research Charities of America federation.

I would like to address the importance of making sure our hearingimpaired brethren are supported properly

Mark (right) and his wife Billie (left) on their recent cruise to Alaska

Doesthemanagementcareaboutyou?

Greetings to All Mail Handlers in every facility… the newer MHA hires and those who were recently converted, the Mail Handlers who have stayed strong currently putting in their time in throughout the years, and congratulations to all of you veteran Mail Handlers who are close to retirement and finishing their journey as a Mail Handler.

ByMikeRuiz VicePresident

If I am totally wrong, I issue my apology right here, but here’s a portion of my feelings. Why can’t a Mail Handler employee just come to work and go home without harassment from management. Why does management feel that there is no problem with disrespect and harassment. It happens so much that people get used to it and think it’s part of the job at the USPS. If it’s not happening directly to you know it might have happened in the past or you may have seen it happen to a fellow co-worker. I can tell you that many of these issues are brought up to management but not many of these issues are addressed the in the same way as management addresses them with Mail Handler Craft employees. Employees usually take the hit while management makes excuses instead of corrective action on their own staff. I’m sure that the same rules and standards for conduct apply to both Mail Handlers and Management, as we are both employed by the same company (USPS). Maybe it’s just my facility, nope I have spoken to other facilities, and you have your unwanted share as well.

With the above being stated there are still many issues for day-to-day Mail Handlers working in Colorado. I get as frustrated as you trying to keep our contractual rights intact. I hear from you and see on a daily basis issues that shouldn’t rear their ugly head and need to be addressed even though there is already contractual language that dictates the policy. I guess there is a different perspective, upper management opinion is that they believe that my plant is in great shape. I already know a lot of you disagree with that situation in your respective facilities. One question I ask myself is if the everything is so good the why the Union has to correct so many different situations through the grievance process.

For as far as I can remember back, all of my years I in the USPS as a Mail Handler I have had to endure management not doing what their obligated to do. There have been so many issues such as harassment, payroll issues, movement from section issues, emergency placement, changing clock rings inappropriately, safety and settling legitimate issues in a timely manner… the list could go on and on. I have become extremely frustrated when members of management at every level calling Mail Handlers part of their team, but regularly make things difficult for these same Mail Handler. This is done even when a legitimate violation is brought to management’s attention. I have no issue with being part of the team if we (Mail Handlers) are treated respectfully and policies are followed. I have heard so many times from management “go file a grievance”, “you know they are going to get paid” or “I can’t do this you have to ask my boss” instead of addressing legitimate problem/violation brought to them. That being said, we all know what members of management part of the problem in our facilities are, and we also know what members are fair, competent, trustworthy and do their best follow the correct policies and procedures for Mail Handler employees.

The Agreement/contract is exactly what it says on the cover and what it sounds like, an Agreement between two parties (NPMHU and USPS). I must make it perfectly clear that the Agreement /contract is not filled with things we wish or hope for or things we would like to have. It is filled with language and policies that we have already negotiated at the highest levels between both parties. When management violates the Agreement, they are telling you that your rights don’t matter and they believe that they can do whatever they like, regardless of how negatively it affects your time at work. Many employees work for decades as Mail Handlers, why are they forced to go through constant unnecessary hardships.

The language of “a fair day’s work for a fair days pay” does not apply to management in the course of doing their job. In fact, grievance settlements for managements inappropriate behavior state that “management is held to a higher standard”. Management volunteers and accepts higher pay for the work they do, but they also must accept all the responsibility that comes with the pay and job title.. such as safety, payroll, follow contractual language and professional behavior.

Doesthemanagementcare aboutyou?

In my opinion management should not violate the Agreement/CIM on purpose and not do anything that is a knowing violation OSHA, ELM or Federal guidelines. When they do this your rights are being taken away, by knowingly violating on purpose or because of not knowing their job you are being taken advantage of, especially in cases of disrespect and harassment. If management is not trained properly, it should not end up as a burden to you.

I grew up in a Union household and was afforded Union benefits growing up. I believe in Unions and know firsthand that the Union is not only me but all of us together. It is difficult to hit every mark and sometimes it takes far too long to get the necessary results. But we all need to stay vigilant and work for the common goals we all share as Mail Handlers. We cannot afford to lose what we already have gained because we become too relaxed or complacent. I am aware and not too proud to admit that I cannot do it alone. I will do my part and hope that you are willing to help me. So, I am asking for all Local 321 membership to keep vigilant, keep stewards informed, write statements and be aware, be wise and informed when challenging or questioning management.

The system is not perfect, but we can say with 100% certainty that without the work done by the Union, stewards and members things would be far worse. The definition of a Labor Union is: “an organization of workers formed for the purpose of advancing its members’ interest in respect to wages, benefits and working conditions”. Imagine how things get twisted and manipulated right now and imagine if no one cared or took a stand. The issues fixed today for one Mail Handler might prevent the same situation from hurting a coworker, friend, or another Mail Handler tomorrow… it might be you. Thank you to every Mail Handler who is standing up and doing their part to keep us safe.

To summarize, most of us have been here a long time or will be here a long time… so let’s

together to make it better for all of us. Stay Strong Stay Safe

PROTECTING OUR JOBS!

Hello, once again, here we are with another contract extension and numerous issues here in the plant. The holidays are closely coming upon us and we will be getting ready for the blackout season soon. I have a couple of concerns that our members are having trouble with here in the plant and I’m sure we are not the only ones dealing with these issues but across the nation is feeling the pressure also, and one issue is the changing of your password in the lite blue system. Many employees are having trouble getting their password changed, it’s either they are submitting to get a temporary password to change the existing or they do not remember the answers to their questions that they answered when they set up their liteblue.

ByJohnMartinez BranchPresident DenverP&DC

Either way we all know it is frustrating and many of you have tried several times with no success. First of all, if you have not been able to get this done you will need to get a temporary password sent to your home, once you receive that temporary password you should come to the union office and get some help with the process to change the password. The union has requested from HRSSC the procedures to get this done and we have this in the computer depending on your problem- there is different ways to get this done depending on your problem , don’t know the answers , or just can’t get to the right page , we can give you some help with this, and we have 3-4 different procedures depending on the situation you are in on getting this done, yes we have these outlined to help get you through this process, and hopefully we can get it accomplished with the information we have, so please don’t hesitate to come in and ask questions and I hope we can give you the answers you are looking for to get this done.

Second thing I would like to bring to light is the fact that, I know you have all heard this a million times and that is “writing statements.” With all the changes that the plant has seen over the last

work

PROTECTING OUR JOBS

several months it is more important now than ever, realignment is one. Management has done the realignment approximately 6 months ago and many of you have had to deal with adjustments that management has made -, job abolishment’s, excessing, some even to another tour, moved your days off, moved your hours, was it really necessary to do all this at once, I think not but we have dealt with it like champs. But let me tell you folks I believe it necessary now more than ever to be writing statements on whatever violation that you see.

The postal service is going thru many changes and local management is being instructed to do more with less, in an effort to save money and yet they want to get the same workload done with less employees, and that is why we have staffing issues, and you see some pay locations being moved on a daily basis, people these are the situations that need addressed and you should be writing statements to that effect, some of you do not know that there is an order in which you are to be moved out of your section, this needs to be addressed and you need to know the process yourself.

When taking on level 5 or higher level positions, there is a process for that and in most cases the supervisors are being lazy and just appointing the person that they usually appoint to move mail or maybe it is their buddy, but either way this needs to be addressed also , they should be asking the senior employee in the section all the way down to the junior employee and if they do not get the volunteers they are looking for only then they would be forcing the junior person from the bottom up to do the level 5 or higher level, until they have the amount of people needed for the detail, this happens at the ATU a lot , they just appoint any employee that they feel needs to go there. I witnessed this myself on 10/16 when I was in the supervisors stand up at the beginning of the shift, myself and Steward Claude Ridley were in the standup

and after she appointed her staff to go where she needed them, we addressed this with the supervisor that she needed to ask all the employees from senior to junior for the higher-level position. Union members I have walked the floor too many times and have witnessed supervisors working the mail or dispatching wires from the machine or sometimes even working alongside many of you but I get no statement of this.

Many times, I see clerks doing our work, or even working alongside you in the hash rooms but I get the statements from the same employees, folks I need all of you to write a statement in support of your fellow employees that are writing statement daily. Folks I know the mail handlers take pride in their work but we cannot sacrifice our work or the safety of our employees to give the managers the efficiency that their bosses tell them they need, and the managers are told to cut as much as possible to get the job done and they are willing to allow you to endanger yourself or put others in danger to accomplish that.

Now more than ever we need to file the grievances to protect our jobs that keep us gainfully employed. Brothers and sisters, I need you to document these flagrant violations of the contract, we all know that some managers work the mail for hours at a time (mail prep) but yet I see nothing from the mail handlers in that area, Is it for fear of retaliation? If you see managers working the mail document it and get another witness if you sisters, and sisters we as mail handlers need to be writing statements every single time, we witness a clerk or a manger working our mail, performing our jobs. People WE are the union each and every one of us and together we can stay vigilante and hold the management team to the standards agreed upon in the contract that the executive board has fought so hard to achieve on our behalf. Together we can do this, please write your statements for the union office to investigate and enforce.

HIGHLIGHTS FROM THE 2020 NPMHU CONVENTION

Highlights from 2020 NPMHU CONVENTION

Show up to work

Irealize I write a lot of things which pertains to the newer employees, especially the ones who are newly converted. There is information mixed in which benefits senior employees as well. With that in mind, here are some things to keep in mind while you serve your 90 day probationary period immediately after converting to full time.

personal emergencies. Citing handbook F 21: Up to 0.50 Hours (30 minutes) After Scheduled Reporting Time

Handle the time card of an employee who is tardy and who reports to work up to 0.50 hours minutes) late as follows:

ByBobKoryto BranchPresidentNDC

We have 5 simple rules at the NDC. Number one is show up to work. Try to avoid call-ins and any unscheduled leave. Emergencies do arise. Life happens. But as often as possible try to pre-schedule any leave during this probationary period. Citing Section 10.2 of the National Agreement:

Annual Leave: Annual leave is used for vacation and other paid absences. The rate of annual leave earnings is based on “creditable service,” that is, total cumulative federal service (employment), including certain kinds of military service (See ELM, Section 512.2, Determining Annual Leave Category). New employees earn annual leave but are not credited with the leave and may not take it prior to completing 90 days of continuous employment (ELM, Section 512.313(b)). There is an exception for employees who transfer without a break in service.

Citing ELM 53: The following provisions concern full–time employees:

a. Accrual Chart. Full-time career employees earn annual leave based on their number of creditable years of service as follows:

Table 1: Table 1 is valid only for: 1. Career bargaining employees

Number two is show up for work on time. Once again, life happens. Traffic, weather, household or Leave Category

The employee may be required or permitted to make up the time by extending his or her regular work schedule for the tour, providing the period of tardiness is without pay. Out-of-schedule premium will not be paid for work extending beyond the regular established work schedule to make up the amount of tardiness. Alternatively, the tardiness can be charged to annual leave, if available; to leave without pay; or to absence without leave (AWOL). In these instances the employee must end his or her tour of duty when the leave charge and work hours equal the total hours of the normal tour of duty (unless overtime has been authorized)

…

Only full-time and part-time regular schedule employees are permitted to make up a period of tardiness by extending their tour. The supervisor may exercise his or her own best judgment as to whether the request for an extension should be granted. Part-time flexible, casual, and temporary employees do not have established work schedules. Therefore, record actual total hours and hundredths worked.

It is up to you the employee to request a revised schedule. Management is not obligated to grant this request.

The third thing to keep in mind is stay in your work area. If the MDO/SDO/204B walks by you enough and sees you in your assigned area they

4 Less than 3 years 4 hours for each full biweekly pay period; i.e., 104 hours (13 days) per 26–period leave year.

6 3 years – 15 years 6 hours for each full biweekly pay period plus 4 hours in last full pay period in calendar year; i.e., 160 hours (20 days) per 26–period leave year.

8 15 years or more 8 hours for each full biweekly pay period; i.e., 208 hours (26 days) per 26–period leave year.

Brother Tho Truong second Left take a picture in his retirement jacket (In the photo from (L to R) Steward Claude Ridley, Retiree Tho Truong, Treasurer Jeff Morgan and Steward Louis crew

RETIREES CORNER

(L to R) Tony Wilson, Sister Helen “ Corrina ” Hernandez from the NDC T1 received a retirement jacket and Recording Secretary, brother Curtis Grantham

(L to R) Denis Diaz, Betty Wong Esther Marmolejo, Sitting with her retirement gift basket Molly Reynolds, Tom Isom, Steward Samuel T Koduah , Deborah Lacy, John Eble and Tim De Vita

Highlights from Local 321 2022 annual Membership Cookout

Arbitration Advocacy & article 12 training

Show up to work

will not question it after a while. Instead of having to explain your whereabouts keep this in mind. The fourth thing is return from breaks and

lunches on time. Breaks are 15 minutes and include travel time. You do not get a wash-up for breaks. You do get a 5 minute wash-up for lunch and end of tour. Keep these in mind for the fifth thing which is don’t listen to your co-workers on the floor. They may give you false information which could lead to corrective action. If you have any questions don’t hesitate to ask a union steward. If something sounds too good to be true it usually is. These rules may seem too simple and common sense and for the most part they are. Following these guidelines will save you a bunch of headaches and aggravation. You’re on probation for 90 days.

Trahan’s Corner

e sought to portray how collective bargaining contracts promote public health. beyond their known effect on individual family. And community well-being. In 2020 all of our lives were challenged with the Corona virus, but together we got through the worst part. We created an abstract tool to identify health-related elements. After enumerating the contractprotected benefits and working conditions. Through all this we interviewed union organizers and members to learn how this promoted health. Labor union contracts create higher wages and benefits standard working hours limits, workplace hazards and other factors. In closing I would like to just say that it takes us to protect ourselves, focus more on our accomplishments, stay union strong. Thank you..

ByMikeTrahan SEBM Colorado

L to R) Brother Richard Lairscey and his wife , Senator Michael Bennet , and Colorado State Treasurer Dave Young proudly held Local 321 Mail Handler’s Banner