(This article first appeared in the January/February 2022 issue of the American Postal Worker magazine)

One of the greatest gifts ever given to postal workers was not one delivered by Santa. It is our right to collective bargaining over our wages, benefits and conditions of employment. It was won and passed on to us by the courageous actions of our foremothers and forefathers in the Great Postal Strike of 1970! It is these hard-won rights that laid the foundation for the GOOD NEWS of our new tentative Collective Bargaining Agreement, our Union Contract.

The new “Tentative Agreement” (TA) is very positive and achieves many of the union’s goals: annual wage increases, continuation of full Cost of Living Adjustments (COLA), more opportunities for conversion to career status, addressing the needs of PTFs and protecting job security. It represents advances for every group of APWU-represented workers and every single member.

I am extremely pleased the TA has the unanimous approval of the National Negotiations Committee and the support of the National Executive Board. The TA received the unanimous approval of the Rank-and-File Bargaining Advisory Committee for a membership ratification vote.

Since many of the pages of this magazine will delve into details of the TA, I will simply share some observations. First, unlike management of non-union workplaces who are free to dictate almost every aspect of employment, postal management must meet us at the bargaining table and negotiate over wages, benefits and working conditions. Provided the union leadership organizes, mobilizes and unifies the membership and community allies and refuses to engage in concessionary bargaining, the results of collective bargaining are a "gift" that indeed keeps on giving.

Second, the success of negotiations comes down to building and exercising power and leverage. Our power begins with you, the member, and is amplified through the union activism of thousands of postal workers. The contract campaign many of you participated in included a strong “kick off” rally, union gear days, buttons/stickers, and “talking” union. All these activities helped send the message to management, from the workroom floor to postal headquarters, that postal workers are united in the struggle for a good contract. The APWU and its leadership has established itself as a strong force to be reckoned with. That was reflected in the outcome of these negotiations.

Third, management and the union generally have opposing goals. The union strives to advance the general well-being of postal workers and the cause of all labor. Since we are not negotiating with ourselves, hammering out an agreement is always difficult. This holds true even when postal management comes to the negotiating table in good faith, as they did in this round of bargaining. We should judge the results of any TA in its entirety.

Fourth, planning is vital to success. Led by our chief spokesperson, Industrial Relations Director Vance Zimmerman, immense preparation and coordination went into negotiations. Economic analysis on wage trends, assessing the history of collective bargaining, research of other union contracts, study of Convention resolutions, development of proposals, and much internal discussion and debate within the negotiating committee took place over the last year and more. Throughout this process the Craft Directors, members of the negotiating committee, officers and union staff worked extremely hard and effectively in the necessary planning and preparation, as well as in the negotiations themselves. Kudos to a job well done!

Lastly, I am extremely honored to have been your lead negotiator and proud to have worked alongside the entire negotiating committee. In addition to myself and Vance Zimmerman, the committee included Executive Vice President Debby Szeredy, Secretary-Treasurer Liz Powell, Clerk Craft Director Lamont Brooks, Motor Vehicle Service Craft Director Michael Foster, Maintenance Craft Director Idowu Balogun and Support Services Director Stephen Brooks.

Throughout the battle, you, the member, proudly stayed “Union Strong All Day Long!” The ratification vote is now up to you. Our negotiating team encourages you to let your voice be heard and urges you to “Vote Yes!”

The Biden Administration has announced a program to mail at-home COVID test kits to every household that requests them. These kits could be mailed to as many as 160 million addresses. APWU members will be critical to the success of the program. 

“The APWU is excited and fully supports this plan,” said APWU President Mark Dimondstein. “It is in the interests of the health and wellbeing of the general population as this dangerous pandemic continues. It underscores the invaluable role of the public Postal Service in the lives of the people. It shines a light on the importance of maintaining universal service to every address and person. It opens up the opportunity for similar expanded ‘fulfillment’ work in the future.”

APWU President Mark Dimondstein, Industrial Relations Director Vance Zimmerman and Clerk Craft Director Lamont Brooks jointly worked with the Postal Service to secure a Memorandum of Understanding that defines the project as “new work” and ensures that the “fulfillment” work associated with packaging and labeling the packages for this temporary project is determined as clerk work. At the same time, the MOU gives the USPS the flexibility to keep holiday temporary workers on the rolls so as to increase the workforce capacity to make this project a success.  The fulfillment work will be performed at 43 existing postal facilities throughout the country.

“APWU-represented clerk craft bargaining unit employees boldly accept the ‘new work’ opportunity to fulfill the distribution of the COVID test kits authorized by the Biden Administration’s call to action,” said Clerk Craft Director Lamont Brooks. “This is just another example of clerks, as part of the Postal Service institution, rising to the challenge of connecting the public during these difficult times while still carrying out our mission of processing the mail.”

“This is an amazing opportunity to once again show the American people that we are here to serve them and how important the Postal Service is to this country. This proves we are ready and able to offer expanded services” stated Industrial Relations Director Vance Zimmerman.

The APWU is ready to do our part. It will be up to the Biden Administration to ensure that the necessary number of test kits are quickly manufactured and that the ordering process for these kits is easily accessible for the people. 
 

 

 

Currently, there is a spike of COVID-19 diagnosis throughout the United States. Postal Employees are not exempt from contracting COVID-19. Following national trends, there is also a spike in the number of COVID-19 cases at the Postal Service. Not knowing how COVID-19 can affect any one person whether it is a mild illness, a severe case, a case of “long” COVID-19, what the long-term effects might be, or sadly even death, it is vital that those who contract the virus understand that it is their right to apply for worker’s compensation benefits to protect themselves and their families.

If you are a postal employee, no matter if you are a career employee or non-career employee, you are entitled to file a claim with the Office of Workers Compensation Programs. The one caveat is that you must have worked at the Post Office at some point during the 21-days prior to your COVID-19 diagnosis, and are required to complete an approved form of COVID-19 testing to prove you are sick. Employees that have claims approved are entitled to have their medical costs and lost wages paid. Approved Claimants are also entitled to request that any annual sick or annual leave used be “bought back” and redeposited to their leave balances. Also, should a postal employee pass away due to COVID- 19, their survivors are entitled to benefits under the compensation programs if there is an approved claim.

As previously reported, under the American Rescue Plan Act of 2021 signed into law on March 11, 2021:

Section 4016 of the law provides that a federal employee who is diagnosed with COVID-19 and carried out duties that required contact with patients, members of the public, or co-workers, or included a risk of exposure to the novel coronavirus during a covered period of exposure prior to the diagnosis, is deemed to have an injury that is proximately caused by employment.

In simple terms, this means that if you are diagnosed with (have a positive test) and you file an OWCP claim, it will be more than likely approved. You are not required to prove you contracted the disease at work. In order to receive benefits, those diagnosed must submit a claim. Do not expect management to do this for you and do not expect them to inform you that you have the right to file a claim.

When you file a claim for COVID-19 you are entitled to request continuation of pay (COP). This is pay at your regular rate of pay paid to you by the postal service during your COVID-19 illness absence. You are entitled to COP if you file your claim within 30-days of your diagnosis. If you are filing more than 30-days after your diagnosis, you are not entitled to COP. Please note, that for the first three days, the law requires a “waiting period” that you must use sick, annual, or leave without pay (LWOP) before COP kicks in. However, if your absence lasts longer than 14-days, the first three days will be converted to COP. Any non-scheduled days also count towards the three day “waiting” period. COP can be paid for up to 45 calendar days after which any additional missed time will be paid as worker’s compensation payments by OWCP.

In order to file a claim, it is recommended that you do so through e-COMP. You must register at https://www.ecomp.dol.gov

Doing so ensures that OWCP receives your claim form, receives the necessary laboratory reports because you upload the documents. They system automatically forwards documents to your supervisors to complete and tracks whether or not the Postal Service has done their part. Using e-COMP gives you tracking and you can hold management accountable because you can see what they have and have not done. It should be noted that you can register on e-COMP at any time — whether you have an injury or not. In fact, it is a good idea to register and establish an account in case you need to use it anytime during your career for any at-work injury. It is also one thing less to worry about if you are diagnosed with COVID-19.

The instructions below are not all inclusive and do not guarantee claim approval. To file a claim and to receive COP:

• Notify your supervisor that you are sick with COVID-19

• Get an an approved form of COVID-19 testing to prove you are sick. 

  • The best form of testing for proof of illness is a laboratory PCR test.

  • A positive Antibody or Antigen COVID-19 test result, together with contemporaneous medical evidence and documentation from a medical professional, may also be accepted.

  • If no positive laboratory test is available, a COVID-19 diagnosis from a physician together with rationalized medical opinion supporting the diagnosis and an explanation as to why a positive test result is not available may also be accepted. 

  • AT HOME & RAPID TESTS ALONE ARE NOT SUFFICIENT TO SERVE AS PROOF OF ILLNESS - they require an accompanying statement from a doctor.

• Submit a PS-Form 3971 and check COP as the reason

• Register on e-COMP if you have not done so: https://www.ecomp.dol.gov

• Once registered on e-COMP, login to your account

  • Click on new claim on top right of page

  • On next screen, make sure "Federal Employee" is selected

  • Make sure to select Postal Service as the agency

  • Click “File Claim”

  • Click “next”

  • Select the COVID-19 Claim and enter information requested in the online form

  • Once requested information is entered, upload a copy of the positive laboratory COVID-19 results or other relevant medical documentation

  • After uploading, make sure you select “continuation of pay”

  • It is recommended you save a copy of your claim or at least write down the ECN number for your claim

Here are some links to references for OWCP claims due to COVID-19:

Register for e-COMP
Video Tutorial on Registering for e-COMP
Video Tutorial on Filing COVID-19 Claim through e-COMP

Additional Resources:
Now It Is Easier to File FECA COVID Claims | American Postal Workers Union
Claims under the Federal Employees' Compensation Act due to the 2019 Novel Coronavirus (COVID-19) | U.S. Department of Labor
FECA Bulletins (2020-2024) | U.S. Department of Labor (these are the instructions claims examiners must follow)

You have the right under the law to file an OWCP claim for COVID-19! Do not let management discourage you from filing a claim. Do not let them tell you that you have to prove your sickness was contracted at work as this is not a requirement of the law. It is in your best interest to file for the benefits. You protect yourself and your families by doing so. If you follow the steps and have a laboratory test confirmed case of COVID-19, you will likely be approved. However, the APWU cannot guarantee claim approval.

The latest documents can be found below. 

https://d1ocufyfjsc14h.cloudfront.net/sites/default/files/mou_-_extension_of_memoranda_of_understanding_apwu_12.21.21.pdf

https://d1ocufyfjsc14h.cloudfront.net/sites/default/files/liberal_changes_of_schedules_and_leave_12.21.21.pdf

https://d1ocufyfjsc14h.cloudfront.net/sites/default/files/liberal_changes_of_schedules_and_leave_3-23-2020_1.pdf

The American Postal Workers Union and the U.S. Postal Service have reached a tentative three-year Collective Bargaining Agreement (CBA) announced APWU President and Lead Negotiator Mark Dimondstein. The following is a summary of that tentative agreement. The APWU is preparing the complete Tentative Agreement to be sent to members with their ratification ballot. Detailed information on the ratification vote will be announced in the near future.

To learn more about the Tentative Agreement, sign up to attend a virtual town hall webinar at apwu.org/townhall

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Contract Time Period

• Three-year contract: September 21, 2021 through September 20, 2024 

General Annual Wage Increases and Cost of Living Allowances (COLA)  

• 1.3% November 20, 2021 (Will be Retroactive) 

• 1.3% November 19, 2022 

• 1.3% November 18, 2023 

• Six (6) Cost of Living Allowances (COLA) for career employees (March and September of each year) with no change to the current formula based on the July 2021 CPI-W. (After the fourth month of the six-month measuring period, the COLA increase is at $0.39 per hour and will be based on the January 2022 CPI-W Index) 

• PSEs receive the general wage increases and an additional 1% increase each year in lieu of COLA (i.e. 2.3% each November)  

• $0.50/hour additional increase for PSEs effective the first pay period of the second full month after the Agreement is ratified 

 

Job Security 

• No Lay-off protections for career employees with six years of service remain in full-force and effect. 

• Any current career employee on the rolls as of September 20, 2021, with less than six years of service will be included in the no lay-off protections for the life of the National Agreement, providing an additional 72,000 career employees protection from lay-offs. 

• 50-mile limit on excessing of employees 

• The current moratorium on subcontracting of Postal Vehicle Service (PVS) work will continue in its present form during life of the Agreement

 

Holiday Pay 

• Juneteenth added to the holidays for career employees for a total of 11 paid holidays per year 

• PTF pay rate will be increased to reflect a total of 11 holidays each year, increase will be effective on January 1, 2022 

 

Health Insurance 

• No change to the Postal Service contribution to premiums for those participating in the Federal Employees Health Benefits Program.  

• 95% Postal Service contribution to premiums of the APWU Consumer Driven Health Plan (CDHP) 

• PSEs converted to career will receive credit for time they were enrolled in a FEHBP plan towards the 1-year qualifying period for the 95% Postal Service contribution to CDHP premiums 

 

Enhanced Level 8 & 11 Pay Scales 

• Grade 8 Pay Scale:  

• Bottom Steps FF-AA eliminated with Step A becoming the first Step. 

• New top Step P added  

• Employees currently in Grade 8 will move into new steps while retaining all credit toward next step 

  • Steps FF-BB moved to Step A

  • Step AA moved to Step B

  • Steps B-O moved up one Step 

• Grade 11 Pay Scale increased by an average of 2.3% prior to any general increases or COLAs 

 

Part-Time Flexible (PTF) Work Rules 

• Schedule guarantee of 24-hour per pay period, increased from 2 hours a pay period 

• Guaranteed at least four hours of work or pay when scheduled 

• Forty (40) hours of annual leave will be advanced at the start of each leave year for immediate use 

• Guaranteed a minimum of one (1) non-scheduled day each service week except during the peak season exception period with notice Wednesday the week prior  

• Within 90-days of ratification a One-time Voluntary Transfer Opportunity to residual full time regular vacancies in larger offices within a district. 

 

Automatic Conversion of PSEs in Level 20 offices and above 

• PSEs will be converted to career status upon reaching 24-months of relative standing 

  • Clerk PSEs assigned to offices Grade 21 or higher will be converted to Full-Time Flexible with such assignments made in accordance with the Clerk Craft provisions of Art. 37.4

  • Clerk PSEs assigned to Grade 20 offices will be converted to Part-Time Flexible

  • MVS PSEs assigned in any size office will be converted to Part-Time Flexible

  • PSEs converted under this provision start at a new Step GG in Grades 5-7 and Step A in Grade 8. 

  • Automatic Conversion does not apply to PSEs assigned to Grade-4 RMPOs 

• Conversions will still occur prior to the 24-months 

  • The “Filling of Residual Vacancy MOU” and Article 37.5.D remains in full force and effect 

  •  MVS Craft Conversions will be made in accordance with Article 39.2.A.11 

  • Conversion occurring earlier to 24-months start at Step FF for Grades 5-7 and Step-A for Grade 8 

 

Other PSE Provisions 

• Forty (40) hours of advanced annual leave upon completion of an initial 360-day PSE appointment in Level 20 offices and above. 

• PSEs assigned to Level 4 RMPOs receive an additional one (1) hour of paid annual leave per pay period upon completion of two (2) 360-day appointments 

• PSEs assigned to Level 4 RMPOs upon completion of two 360-day appointments will receive 40 hours of advance leave. 

• PSEs will be offered one (1) non-scheduled day each service week except during peak season with notice the Wednesday the week prior.  

 

PSE Staffing 

• The 12 PSEs per District assigned to Level 4 RMPOs will no longer count against the 20% District cap  

• 10 PSEs in the 46 Package Support Annexes (PSAs) will not count against the District cap (for a total maximum of 460 PSEs) and will be allowed to work in any facility in the installation the PSA is attached to 

• A four (4) weeks “ramp-up” period prior to the start of accounting period 3, the 20% PSE District cap will be temporarily increased by 1% per week equating to no more than a 4% increase. 

• New protections for the OTDL during “ramp-up” whereby prior to utilizing a PSE more than 8 hours in a day or 40 hours in a service week, qualified and available employees on the appropriate OTDL will be utilized. No requirement to use an OTDL employee on the second non-scheduled at the penalty rate prior to using a PSE in excess of 40 hours.  

 

Uniform/Work Clothes Program Allowances 

• 2.5% increase to the uniform/work clothes allowances in 2022, 2023, and 2024 

• Delivery/Sales Service Distribution Associate (DSSDA) will receive Type 1 uniform allowance 

• New “Rollover” program where unused funds can carry over to a successor allowance year 

 

Additional Work Rule Improvements 

• Remote Encoding Center staffing ratio changed to 62% Full-time Regular and 38% PSE and all career duty assignments are Full-time Regular. 

• 90-day waiting period to use annual leave eliminated for new career employees with 90-days continuous service prior to their conversion.  

• Updated the Deaf and Hard of Hearing MOU  

• Work Environment Improvement Task Force 

• Work Place Free of Harassment 

• Enhanced and Expanded Services 

• Environmental/Sustainability issues, EAP, and Child and Elder care, included in the jurisdiction of the National Labor Management Committee 

• District Safety Committees made permanent 

• Right of Union Officials to Enter Postal Installations 

• Regional Safety and Health Representative Training Opportunities 

• Repromotion MOU  

• Article 8 Task Force to address excessive overtime, particularly in relation to non-list employees 

• Election Mail Task Force MOU 

• Full per diem for employees traveling to NCED  

 

Additional Clerk Craft Provisions 

• Window training starts within 10-days after posting of the senior bidder 

• Updated NTFT duty assignments language 

• Pilot program to test new pecking order for the assignment of PTF Hub Clerks  

• Filling of Residual Vacancy MOU updated 

 

Additional Motor Vehicle Service Craft Provisions 

• PTFs identified for conversion to FTR converted within 28-days 

• APWU will have opportunity to submit recommendations on new vehicles prior to specifications being sent to contractors and before manufacturing and completion of new vehicles 

• National committee established to address training initiative and opportunities  

• HCR limitation on Subcontracting MOU remains in full force and effect. 

 

Additional Maintenance Craft Provisions 

• No additional custodial staffing packages will change from MS-47 TL-3 to TL-5 for life of the contract 

• Change the calculation method of PS Form 4852 for Juneteenth Holiday 

• Annual cap on the number of times an employee can be involuntarily assigned to off-site training courses  

• Career employee may request to be tested for maintenance craft positions and if rated eligible may request placement on the appropriate in-service register.  

• Updates to the posting of relief assignments in the craft 

• Agreement to consolidate and upgrade multiple legacy jobs.  

• Employees traveling to NCED for training receive full per diem for length of stay 

 

Additional Support Services Craft Provisions 

• In Material Distribution Centers Maintenance Mechanic General Grade 7 eliminated and Building Equipment Mechanic Grade 9 added. 

• Penalty Overtime provisions applied to Operating Service employees 

The 2022 APWU Leave Calendar and Leave Chart are now available on the APWU website under Frequently Requested Resources.  The Leave Calendar is a great resource identifying pay periods, pay days, and holidays. The Leave Chart can be used to track current balances of advanced annual, earned annual and sick leave, as well as what leave has been used. The files are in PDF for easy downloading and printing. 
 

Leave ChartPay ChartLeave Calendar

The American Postal Workers Union and the U.S. Postal Service have reached a tentative three-year Collective Bargaining Agreement, announced APWU President and Lead Negotiator Mark Dimondstein.

The Tentative Agreement was reached on December 9th and, in accordance with the APWU Constitution, was presented by the National Negotiating Committee to the Rank & File Bargaining Advisory Committee. On December 10th, the Rank & File Committee unanimously approved the Tentative Agreement for a ratification vote of the members. 

“This is great news! We have reached an agreement that protects the rights and interests of our members,” Mark Dimondstein said. “The tentative National Agreement contains annual wage increases, protection of full COLAs and no-layoff protections, new opportunities for career work, gains for part time flexibles and a host of other improvements.”

The Tentative Agreement has the unanimous approval of the National Negotiating Committee and the support of the National Executive Board. 

“I salute the entire bargaining committee for their outstanding and collective work. I was proud to serve on the National Negotiating Committee along with Industrial Relations Director Vance Zimmerman, who served as chief spokesperson for the union, Executive Vice President Debby Szeredy, Secretary-Treasurer Elizabeth “Liz” Powell, Clerk Craft Director Lamont Brooks, Maintenance Craft Director Idowu Balogun, Motor Vehicle Director Michael Foster and Support Services Director Steve Brooks. The entire Negotiating Committee appreciates the due diligence and hard work exhibited by the Rank & File Bargaining Advisory Committee.”

Many headquarters officers, national business agents, and staff were also involved in the long process of planning and preparation of negotiations. APWU members across the country waged a strong campaign united in the demand for a good contract that rewards postal workers for their dedication and hard work.

“We look forward to the membership having an opportunity to vote on this tentative agreement that we believe offers improvements in the wages, hours and working conditions in all APWU crafts,” Director Vance Zimmerman said. 

A detailed summary of the Tentative Agreement will be published on the APWU website Saturday December 11th.  Furthermore, the APWU National Negotiating Committee will hold a webinar “town hall” with the members December 16th at 2:00pm. 6pm and 9pm EST. Register at apwu.org/townhall. 

In the coming weeks more information will be shared on the ratification process.
 

REGISTER FOR THE DEC 16 CONTRACT TOWN HALL ZOOM

 

In Memory of

Rosie Lee Webb

 

Rosie Bree Webb, age 94, of Smithers, WV, gained her heavenly wings on October 9, 2021. She was born in Montgomery, WV on May 2, 1927 to the late Tony and Mary Scalise Bree. She was preceded in death by her late husbands, Billy Wriston, and Marshall Webb; sisters, Tresa Workman, and Lena Bell; brothers, Salvatore “Sammy” Bria, and Dominick “Mickey” Bria.

Surviving are her children; Carol Wriston Johnson and her husband Forrest “Buddy” of Bristol, VA., John Marshall Webb of Charlton Heights, and Todd William Webb of Smithers; sister, Mary Ann Johnson of Charleston; sister-in-laws; Mildred Wriston of Falls View, JoNancy Bria of Daytona Beach, FL., and Carol Jean Santoro of Wilmington, NC, grandchildren; Brian Johnson and his wife Tara, Tayla Barnes, Kaitlyn Borris and husband Arron, Daniel “DJ” Fragale and Ashley Milgram and her husband Joel Parsons, great-grandchildren; Hunter, Hailey, Isabella, Julien, Alexander, and Myiah, great-great-grandchildren; Okey, and Anthony Giavonni, and many loving nieces and nephews.

Her children would like to express their gratitude and special thanks to all the staff at Montgomery Rehab & Nursing for the wonderful care they provided for her.

Rosie was a loving wife, mother, grandmother, great-grandmother, a wonderful mother-in-law and most importantly, a good Christian woman. She was extremely kind, generous, thoughtful, and caring to everyone. She loved her family very much and always looked forward to being with them and taking lots of pictures.

Mass of Christian burial will be held on Friday, October 15, 2021 at 11AM at Saint Anthony’s Shrine Catholic Church in Boomer with Father Dominick Boak as celebrant. Friends may call on Thursday from 2-4PM, and 6-8PM at Saint Anthony’s Shrine Catholic Church in Boomer. Entombment will follow the service on Friday at Kanawha Valley Memorial Gardens in Glasgow. O’Dell Funeral Home, Montgomery is in charge of arrangements. Expressions of sympathy can be sent to the family at www.odellfuneralhome.com

In lieu of flowers the family request donations be made to the Alzheimer’s Association, West Virginia Chapter, 1601 2nd Avenue, Charleston, WV 25387

The collective bargaining agreement (union contract) between the American Postal Workers Union and the United States Postal Service covers the wages, hours and working conditions of 200,000 postal workers. Our current contract was due to expire at midnight, September 20, 2021.

Over the last two weeks, the APWU and postal management have engaged in frequent negotiating sessions at both the “main table,” the “craft tables,” and in other committees. There has been modest progress on a number of issues affecting all our crafts, including on job security. There has also been a narrowing of the differences on important items including the economic package. 

However, the union and management have been unable to secure a negotiated agreement by midnight September 20.

The APWU National Negotiating Committee (NNC) had two choices: Either start the process of mediation heading to interest arbitration, or with mutual agreement with postal management, “stop the clock” (meaning the contract does not expire at midnight) and continue negotiations for a period of time.

It is the unanimous decision of the National Negotiating Committee to “stop the clock” and continue bargaining. It is also the position of the NNC that we will reevaluate progress on a regular basis and invoke mediation if further negotiations are not productive.

“The entire APWU negotiating team is working together and working hard to secure the new contract that our members have earned and deserve,” said APWU Chief Spokesperson Vance Zimmerman. “Continued negotiations for a short period of time are in the best interests of the members.”

“The APWU is leaving no stone unturned. Based on progress thus far we have the possibility of reaching a negotiated union contract,” declared President and Lead Negotiator Mark Dimondstein. “It is vital we all stay union strong and union proud in our collective quest for workplace justice.”

The APWU will continue to keep the members updated, including regular messages on the negotiation “hotline” at 866-412-8061.