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Aug. 11, 2023 Pre-career employees now eligible for dental, vision benefits The Federal Employee Dental and Vision Insurance Program is now available to Postal Service pre-career employees. The program, also known as FEDVIP, includes comprehensive dental and vision benefits for employees who choose self, self plus one, and self and family coverage. Premiums for FEDVIP are paid by the employee with no agency contributions. Several national and regional plans are available, and participating pre-career employees will pay premiums post tax. Enrollment is open now through September 24. After this date, you will only be able to enroll during the annual open season period or within 60 days of a qualifying life event. To enroll, go to www.benefeds.com (“w-w-w DOT b-e-n-e-f-e-d-s DOT com”) or call 1-877-888-FEDS. The TTY number is 1-877-889- 5680. To stay abreast of the benefits available to you, sign up for text message updates by texting “PRECAREER” to 39369. Standard rates may apply. Thanks for the great job you do every day. # # #

Jobs MOU Violation Remedy Payments Scheduled for August 4 - September 1, 2023 The Clerk Craft reached a $67 million dollar settlement with the USPS on the Jobs MOU violation. The Postal Service was required to provide 800 additional jobs, of which 362 had yet to be created and posted. These positions were the Human Resource/Training Technician jobs that were supposed to have been created in the bid clusters for the sixty-seven (67) Districts. The monetary settlement follows a ruling by Arbitrator Stephen Goldberg that the Postal Service violated Arbitrator Goldberg’s previous award. Arbitrator Goldberg determined the specific offices where the violations took place. Only those employees identified as receiving payments will have a payment listed. If your name is not found and/or there is no payment, then you were not identified as being a part of the payout remedy. There are approximately only one thousand (1000) employees in the entire country identified for payment. The zero amount is in instances where there was an end result of an overpayment, yet the Agreement states there will be no Letter of Demand issued for the overpayment to the employee. Implementation Agreement Reached for Clerk Craft Jobs MOU Remedy Summary MOU Implementation Clerk Craft Jobs Monetary Remedy Payment 071123 Lamont Brooks Director Clerk Division https://apwumembers.apwu.org/APWUMembers/MembersOnly/Payouts/GOLD/IndividualSearch.aspx

Workers from 10 Roads Express in Brandywine, MD are celebrating a win after voting 27 - 3 in favor of joining the American Postal Workers Union. The Maryland-based drivers, who perform mail transportation services for the Postal Service, are the fourth 10 Roads Express location to unionize with the APWU since 2022. They petitioned to join the union because of management disrespect, favoritism, lack of safety, and not being paid for all hours worked. During the organizing campaign, management sent union busting consultants to their job sites in an attempt to intimidate workers from joining the union. However, the workers prevailed with an overwhelming majority to unionize with the APWU. “Congratulations to the workers of [the] 10 Roads Express company for taking this monumental step to unionize. It has been a pleasure meeting with and learning from each of you, while planning your election through the APWU Outside Organizing team,” said Nations Capital Southern MD Area Local President, Dena Briscoe. “10 Roads management must get the message that we no longer want to [be] disrespected, treated as expendable, and dismissed at will” said 10 Roads Express driver and organizer, Elias White. “As a union driver protected by the union… we have an equal playing field to voice ourselves without being easily replaced… I am glad that I was part of this movement that [is] taking place around the country with 10 Roads drivers.” “I congratulate the 10 Roads Express drivers in Brandywine on this overwhelming victory and welcome these new members into our union,” said APWU President Mark Dimondstein. “I’d like to thank lead organizer Rich Shelley and Nations Capital Southern MD Area Local President, Dena Briscoe for their efforts in supporting this campaign for dignity, respect, and protection against unfair decisions made by management. There is power for workers when they join together collectively and form a union.”

In accordance with the 2021-2024 Collective Bargaining Agreement (CBA), career employees represented by the APWU will receive a $0.48 per hour cost-of-living adjustment (COLA), effective Aug. 26, 2023 (separate CBAs covering IT/AS and HRSSC provide COLAs but on a different cycle). The COLA boosts pay by $998 annually for full-time, career workers. It will appear in paychecks dated Sept. 15, 2023 (Pay Period 20-2023). The increase is the result of a rise in the July Consumer Price Index (CPI-W). Because Postal Support Employees (PSEs) do not receive cost-of-living increases, they have received several additional increases beyond the annual general wage increases that all employees receive under the 2021 contract. However, when PSEs convert to career, the COLA increases are also included in their wages going forward. Total cumulative COLAs under 2021 Contract equals $2.39 per hour, or $4,971 annually The COLAs are separate from and additional to annual general wage increases and step increases. This is the fourth cost-of-living increase under the 2021 CBA. The first COLA, effective in February 2022, amounted to $0.63 per hour or $1,310.00 annually. The second, effective in August 2022 was $1.18 per hour or $2,455.00 annually. The third, effective March 11, 2023, was $0.10 per hour, or $208.00 annually. The total cumulative amount received so far in COLAs during the 2021-2024 CBA is $2.39 per hour, or $4,971 annually. “After two years of high inflation, our union-won COLA is more valuable to postal workers and our families than ever,” said APWU President, Mark Dimondstein. “Postal Workers are some of the few U.S. workers who receive these increases and no one should take these benefits for granted. Even in the postal world, the APWU is the only postal union that has maintained full COLA in our contracts.” Now is the Time to Continue to Build our Union! Having a full COLA is a big deal that benefits us all, and maintaining it is no small feat. Our COLA comes from our union negotiated contract, but the contract is only as strong as our membership. Next year (2024) the APWU will be in negotiations for a new Collective Bargaining Agreement. We All Have a Role to Play! Building union power makes us all stronger. Every new member of the APWU is a new postal worker’s voice speaking up for good jobs at the USPS, whether it be a voice for better pay, better benefits, better service or demanding a better work environment with respect. Our Strength is in our numbers! By stepping up and committing to organizing for a strong APWU you are helping build a better tomorrow for us all. What Can You Do to Build Our Union? You can talk to your non-union coworkers about why they should join the union – and sign them up! You can attend a union meeting and other union activities -- and encourage your co-workers to join with you. Join a union committee within your local/state organization, or consider becoming a shop steward.

In August 2022, President Joe Biden signed into law the bipartisan Promise to Address Comprehensive Toxics (PACT) Act. The Act expanded VA health care and benefits coverage to the many veterans who were exposed to toxic burn pits and other hazardous substances, such as Agent Orange. The Department of Veterans’ Affairs (VA) has announced that veterans or their survivors seeking backdated claims under the PACT Act have until Aug. 9 2023 to file the claim, or submit an “Intent to File.” Eligible applicants can have their claims backdated to August, 2022. After the Aug. 9, 2023 deadline, affected veterans will still be able to apply for benefits, but their claims will not be backdated. “I encourage our impacted veteran members who may have eligibility under the PACT Act to apply for these benefits. You can apply any time, but Aug. 9 is the deadline for backdated claims,” said APWU President Mark Dimondstein. For veterans who want to learn more, visit VA.gov/PACT or call 1-800-MYVA411.

(This article first appeared in the July/August 2023 issue of the American Postal Worker magazine) With the many legitimate complaints against Postal Service management’s inappropriate treatment of employees and unacceptable behaviors, there is a process in place that all our APWU sisters and brothers need to familiarize themselves with. During our Workplace Environment Committee meetings, Initial Management Inquiry Processes (IMIPs) are frequently discussed to find solutions to the recurring question of why is there so much harassment of our members? The sheer number of grievances related to the constant harassment complaints across the entire country is indicative of why this process, and others, are necessary. The IMIP requires that managers, postmasters, and supervisors gather enough information at the onset of a complaint to properly proceed. There are many determinations to be made by management, such as separating the employees, and if applicable, a recommendation to seek Employee Assistance Program counseling. This process must be completed by a higher-level supervisor or manager who has the authority to launch the inquiry. The IMIP will not replace a harassment investigation conducted by Human Resources. The IMIP requires that management react promptly to complaints associated with harassment, and mandates that management properly address the problem. It is not appropriate for management to refer the problem to any other process, such as the Equal Employment Opportunity process; they should punctually investigate concerns that are brought forth by any employee. Once the complaint is received, management must separately and thoroughly interview the harassed worker, the harasser, and all witnesses relative and specific to the complaint. This process must be acted upon promptly. Management’s failure to act promptly can result in loss of evidence and finding management did not act reasonably. Once a thorough investigation has been completed, management must evaluate the information derived from interviews with all of the parties involved in the investigation. APWU national and local officers are committed to ensuring that management follows all of the established protocols by the local manager, Human Resources, Headquarters (HQ) and HQ field units. Interviews must be confidential to the greatest extent possible, and employees should report this to their local union's leadership if this isn’t the case. Documentation related to the interviews should be provided to the manager, Human Resources, local or area offices, for HQ and HQ field units. APWU regional Safety and Health representatives throughout the country report on and address management’s lack of commitment to improve conditions. The dedicated regional Safety and Health representatives, will continue to fight for our members. We are exploring the possibility of an enhanced process to ensure IMIPs are promptly addressed. We recently received an arbitration award for a grievance pertaining to an IMIP that was not properly conducted by the USPS. Four employees were awarded $10,000, with an additional penalty of $50 per day until the award is fully paid. As per Publication 552, the USPS must always conduct IMIPs without delay, and they must follow the rules and procedures to ensure that a legitimate investigation was performed. The APWU leadership implores each of you to stand together, just as we have on many occasions, to combat the monsters in the Postal Service who will continue to bully as usual, if they are not held accountable for their actions. If you have any questions or concerns, please contact the Industrial Relations Department for information and assistance regarding IMIPs. ■ YOU DON’T HAVE TO WAIT! Any local or state can organize events and rallies to protest harassment, and to stand up for respect and dignity. Please send your photos and videos of your union-organized events and rallies to: communications@apwu.org.

The Human Relations Department held its Educational Assembly in Baltimore, MD, June 13-15, meeting in person for the first time since 2017. Human Relations Director Daleo Freeman opened the conference with greetings and remarks, explaining the purpose that gathered everyone there. “Building unity, solidarity and an efficiently equipped membership... this is the intent of the conference,” he said. Through three days, members were educated, engaged and empowered on topics such as Office of Workers' Compensation Programs (OWCP), The Employee Assistance Program (EAP), Veterans’ Rights, Civil Rights, Voting Rights, Economic Justice, Social Justice and Equal Employment opportunities. The APWU-appointed Regional Resource Assistants were formally introduced. President Dimondstein gave a presentation on civil rights and justice, its history in relation to the labor movement, and the effects seen today. “In our community lies our strength,” stated President Dimondstein, “and our strength is stronger when labor and civil rights are united and in solidarity.” Attendees were enlightened on the history of The Great Postal Strike of 1970, and APWU’s involvement in the Anti-Apartheid movement in South Africa in 1994. Members were then bought head-first into the 21st century as they discussed the current struggles in the fight for social justice and equality for all, regardless of race, creed, sexual orientation, gender identity or expression, ethnicity or background. “Learning about the marriage between the civil rights movement and the labor movement reenergized me,” said APWU member Chiezika Nwanyanwu, Executive Treasurer of the Greater Los Angeles Area Local. “Getting caught up in the day to day, often times we forget why the labor movement exists in the first place.” At the conclusion of the Assembly, members left with a renewed sense of understanding on the role of the Human Relations Department and their part in making it happen. Attendees were encouraged to share the information learned and use it to implement or reboot human relations committees at the local level.

You can now manage your installment payments in My Account at any time by stopping existing installments and requesting new installments. To make certain changes, such as changing federal tax withholding and managing rollovers, without stopping your installments, you must call the ThriftLine. After your initial installment start date, we’ll process subsequent installments on the fifteenth (or next business day) of the month they’re due. If you stop or change your installments after noon eastern time on that date, you’ll still receive any payment already processed. Keep in mind that you must wait 30 days between withdrawal and distribution requests. If you stop your installments within 30 days of making a withdrawal or distribution request, you need to wait the full 30 days from the date of the withdrawal request before you can request installments again. Posted: July 25, 2023

https://about.usps.com/resources/eaglemag/em20230714.pdf

Charleston Dirty Birds Sunday September 3rd 4pm Members who made reservations with the union. Pick up your tickets at the Will Call window the day of the game.

Chase Dawson Tom Crawford Nathan Garretson Jeff Surface

https://abc7ny.com/video/embed/?pid=13495190&storyId=13494725&partner=google&source=google&isFeatured=true&_host=abc7ny.com#amp=1

Current Legislative Priorities in the 118th Congress Judy Beard July 12, 2023 With the 118th Congress in full swing, it is important that we update you on some of our legislative priorities this session. While this list is not exhaustive, it highlights what we are currently fighting for on Capitol Hill to improve the lives of our members and the working class. The Social Security Fairness Act (H.R. 82, S.597) Senior citizens collecting Social Security have faced unfair reductions in their monthly benefits due to the Windfall Elimination Provision (WEP) and Government Pension Offset (GPO). These two provisions of a 1983 law penalize Civil Service Retirement System (CSRS) retirees and their spouses, who found secondary employment outside of the federal system. In fact, these retirees have paid their fair share into Social Security and meet the necessary requirements, but are not receiving the benefits they have earned. The Social Security Expansion Act (H.R. 1046, S. 393) Aside from simply fixing current Social Security law, the APWU is fighting for the expansion of senior Social Security benefits. If passed and signed into law, this bill would increase benefits by $200 a month, raise Cost of Living Adjustments (COLAs), and bring back student benefits for dependent children. Notably, this legislation would lift the cap on Social Security taxes so that the wealthy will begin to pay their fair share into the program. The Equal COLA Act (H.R. 866) Currently, there is a disparity between Social Security COLAs for those who retired under the CSRS, and those who retired under the Federal Employees Retirement System (FERS). The difference can be up to one percentage point, which can equal tens of thousands of dollars over the course of a retirement, and is felt more deeply during times of high inflation. The Protecting the Right to Organize (PRO) Act (H.R. 20, S.567) With union membership declining and the rich getting richer off of the backs of hard-working Americans, now is the time to protect the right to organize. Provisions of this bill would make it easier to join unions and allow workers to get rid of anti-union “right-to-work” laws. Additionally, the PRO Act would increase worker protections, namely from being replaced during strikes and through both monetary fines and personal liability for employers that violate workers’ rights. The last component of the bill will help to promote fair union elections, without the interference of management. The Vote at Home Act (H.R. 1439, S.700) The APWU hopes to expand access to vote-by-mail to all Americans. This bill would require that every registered voter in the nation receive their ballot via USPS with prepaid postage. Implementation of this policy would allow access to the ballot box for all, and result in less voter suppression through obstacles, such as absentee ballot excuse requirements or polling location inaccessibility. Both the 2020 and 2022 elections proved the efficacy of vote-by-mail, and it is time that everyone should reap the benefits of this program. For more information on our legislative priorities, please visit the www.apwu.org/priorities. As more bills get reintroduced this Congress, we will update our web page, which also has information on how you can fi nd your federal, state, and local representatives, as well as tips on how to lobby. We thank you in advance for all of your lobbying efforts. 2023 Legislative Conference: Building Grassroots Power If you are interested in learning more about what we do here in the Legislative and Political Department, please join us for our legislative conference on Sunday, Oct. 1, 2023 in Las Vegas, NV. We hope to increase your legislative knowledge and teach you some grassroots strategies to hold our elected officials accountable. For more details about the event, visit: apwu.org/2023-leg-con

Hundreds of postal workers demonstrated outside of USPS headquarters on Tuesday, May 9 at a rally coordinated by the APWU National Presidents Conference. The rally, which coincided with a meeting of Postal Service Board of Governors, called for a stop to plant consolidations, the restoration of previous mail service standards, and adequate staffing in postal operations. “We gathered to let the Board of Governors, Postmaster General DeJoy, and the public know that … small or large, we can’t take this essential service away from [our]communities,” said West Virginia State President, Sinikka Melvin, one of the event’s main organizers. “We need to keep up our momentum,” she added. Customer service is severely strained due to a lack of staffing in retail locations and other postal operations, and customer confidence in the Postal Service has taken a sharp drop. USPS’s own data show a 12.5 percent decrease in the number of retail counter clerks who staff post office retail counters and distribute mail to letter carriers (79,182 in 2006 to 69,298 in 2023). While mail volume has decreased in that timeframe, package volume has surged from 1.2 billion in 2006 to 7.2 billion at the end of 2022. “I salute the NPC for their efforts to stand with the people of this country in defense of a vibrant, public Postal Service,” said APWU President Mark Dimondstein. “Together, we’ll fight to restore the kind of service that is promised under the law and the people need and deserve, and to ensure that no community and neighborhood post offices are closed and services cut behind any management reorganization plans.”

Starting April 25 through May 26 2023, the USPS is pushing its annual Postal Pulse Survey. The APWU leadership urges you to not let the Postal Service take your Pulse! APWU is set to begin contract negotiations with the Postal Service in 2024. In the past, management has used surveys as a weapon against us in negotiations, while not producing any real positive change for employees at the Postal Service. The survey will arrive in mailboxes and via email, sent by Gallup. Nowhere in this survey is there a disclaimer that it is voluntary. Regardless of pressure from supervisors or managers, letter correspondence, excessive emails, or other tactics, employees are not required to participate in this survey. APWU urges you to not participate in the Postal Pulse. We have a negotiated grievance process, a negotiated labor-management cooperation process and national negotiations to address workplace issues. As we address the toxic work environment at the USPS, it is more important than ever that we deny management an opportunity to present an inaccurate picture of the state of our workplaces. On April 28, we kicked off our public campaign to bring awareness to the unsafe and toxic workplaces that our members face, and demand postal management to be held accountable. The membership has mobilized nationwide to demand dignity and respect, and continues to take solidarity actions such as recording a video, wearing a sticker, or taking APWU’s clearly marked workplace environment survey – look out for the union logo. For more information, visit apwu.org/respect. Stay united, and don’t be fooled by management’s tricks created to divide us. Over years of struggle, we’ve won a negotiated grievance process, a labor-management cooperation process and national negotiations to address workplace issues. These are the proper channels for management to seek input from postal workers, not a management survey put together without any input from the APWU or the other postal unions.

On March 29, 2023, the APWU and USPS agreed to a Memorandum of Understanding (MOU) that will immediately begin to allow PTFs or PSEs assigned to Level 4 Remotely Managed Post Offices (RMPOs) to decline a career or full-time conversion opportunity if they choose to do so. The decision not to convert to career or full-time is strictly limited to those PTFs and PSEs in Level 4 RMPOs. There are approximately 306 PTFs domiciled in Level 4 RMPOs as a result of receiving an exemption to remain in their offices by the POStPlan MOU and Addendum agreed to in 2014. In those circumstances in which the opportunity to convert is declined, any PTFs or PSEs in the same installation/bid cluster will have the opportunity, by PTF installation seniority or PSE relative standing on the rolls, to elect to be converted to full-time/career. Following that step, the pecking order to fill the career or full-time vacancy is identified in the 3-29-23 MOU. PTFs and PSEs within 50 miles of the office where the vacancy exists will be given the opportunity to accept the residual vacancy or PTF vacancy. These opportunities will be offered in the canvas posting in regular eReassign for preference of PTFs and PSEs within a 50-mile radius of the residual vacancy/PTF vacancy. The order of selection will be by PTF installation seniority and PSE relative standing on the rolls. If the position remains unfilled after this step, it will be filled by the external career hiring process. Based on the most recent report from the USPS on the Small Office Complement (3-24-23) – 5,175 PSEs are staffing the Level 4 RMPOs. PTFs are currently numbered at 306, although the Postal Service is required to maintain a number of at least 318 PTFs in the Level 4 RMPOs. A resolution was introduced at the 2018 National APWU Convention that proposed to allow PSEs the opportunity to decline conversion to career, but that resolution was defeated by the delegates. A similar resolution was reintroduced at the 2022 National APWU Convention that originally asked for all PTFs and PSEs to have the right to decline a conversion opportunity. It appeared the resolution was headed for defeat; however, the resolution was amended to include only PTFs and PSEs in Level 4 RMPOs. Level 4 RMPOs are in small rural communities and are several miles from their Administrative Post Offices (APOs), even though they are considered a part of the same installation/bid cluster. POStPlan eventually allowed RMPOs to be as much as 50 miles from their APOs. There was heated debate relating to the resolution before it was passed, as amended, by the delegates. As a result, leaders at the national level were obliged to negotiate with the Postal Service over this issue, which led to the signing of the MOU. The Clerk Craft officers at the headquarters level struggled with the concept of this resolution because we continue to support the creation of an all-career workforce. In order to protect our position of an all-career workforce, the parties added language in the MOU that requires the filling of the career position even if the end result is an external career hire.

Paula D. "Lala" Barker-Harless ( February 23, 2023 ) Paula D. “Lala” Barker-Harless, 60, of Cross Lanes, went Home to be with the Lord, on Thursday, February 23, 2023, after a short illness. Lala was born on February 3, 1963 in Charleston, WV to the late Barbara and Harold Barker. She was a 1981 graduate of Stonewall Jackson High School, she was a former employee of the Charleston Newspapers, and was retired from the US Postal Service, she was the former president of the American Postal Workers Union, Local 133 in Charleston. Lala was a member Community Chapel Church in Cross Lanes. Lala was also preceded in death by her sister Carol D. Tawney and her mother-in-law Ann G. “Nubby” Bonds. Left behind to cherish her memory are her husband of 28 years Tommy L. Harless, brother-in-law Jeff Tawney, sister-in-law Becky Harless, nephews Adam Tawney and Tommie “TA” Harless, niece Lusinda Harless, and her special canine companion Kylla Jaxx. A Memorial Celebration of Lala’s life will be held at 1:00 PM Friday, March 3, 2023 at Community Chapel Church, 5287 Big Tyler Road, Cross Lanes, WV 25313 with Pastor Jacob Burgess and Jeremy Mace officiating. Her cremated remains will be placed at Tyler Mountain Memory Gardens, Cross Lanes, WV. The family will receive friends from 11:00 AM to 1:00 PM on Friday at the church.

It is with great sadness the Charleston WV Area Local was made aware of the passing of former President Paula Barker-Harless. Paula passed away on Thursday February 23, 2023. Paula served the Local in various capacities during her time with the U. S. Postal Service. She will be greatly missed.