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Latest COVID MOUs and Liberal Leave Policy Extensions until February 11, 2022 December 21, 2021 Today, President Dimondstein signed extensions on the COVID MOUs through February 11, 2022. The liberal leave policy has also been extended (see letter below). 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

How Much is an APWU Salary Projected to Increase through September 20, 2024? Based on salary in effect on August 28, 2021 and using data from the Bureau of Labor Statistics and the Congressional Budget office that is compiled and analyzed by an independent economist hired by the APWU. Under the 2021-2024 agreement the average salary increase including general increases and COLAs will be 11.9% across all Grades and Steps All Grades and Steps will receive three 1.3% general wage increases. This 1.3% will be 1.3% of the wage for the Grade and Step pay in effect on September 20, 2021 (i.e., the August 28, 2021 pay scale). The pay scale the 1.3% will be calculated on will be included in the tentative agreement booklet included in the ratification packet. On Average, Salaries will Increase in Each Grade as Shown Below • Grade 3 Salaries will increase by $6,257 or 13.0% • Grade 4 Salaries will increase by $6,302 or 12.7% • Grade 5 Salaries will increase by $6,464 or 12.0% • Grade 6 Salaries will increase by $6,539 or 11.7% • Grade 7 Salaries will increase by $6,620 or 11.5% • Grade 8 Salaries will increase by $7,635 or 13.2% o Bottom 6 steps eliminated; new top step added • Grade 9 Salaries will increase by $6,956 or 10.4% • Grade 10 Salaries will increase by $7,124 or 10.0% • Grade 11 Salaries will increase by $8,924 or 12.3% o New salaries established by increasing base wage prior to any increases occurring The APWU pay package will also continue to protect against inflation. Should inflation continue on a track that is higher than the current projected track, COLA increases will be larger than what has been currently projected. There are 174 different Grades and Step combinations in the APWU. It is not feasible to list them all here.

What the Wage Changes Mean in the New Collective Bargaining Agreement This is an example using an employee who is in Grade 6 Step H on September 20, 2021 Three 1.3% General Increases Total of $2307 or $1.10 per hour at the conclusion of the agreement Projected COLA as of December 10, 2021 Total of $3786 or $1.82 per hour at the conclusion of the agreement Four Step Increases During the Life of the Agreement Total of Approximately $4000 or $1.92 per hour at the conclusion of the agreement In total, a Grade 6 Step H will have over $10000 added to their salary at the conclusion of the agreement That is a 17.1% increase over the 3-year contract!

Summary of the 2021-2024 Tentative Collective Bargaining Agreement December 11, 2021 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 --- 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

2022 Leave Calendar and Leave Chart Available December 10, 2021 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

BREAKING: APWU, USPS Reach Tentative Agreement December 10, 2021 Share this article 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 Click on the links below to register for your preferred contract zoom town hall time slot. Thursday, December 16th at 2:00 PM EST Thursday, December 16th at 6:00 PM EST Thursday, December 16th 9:00 PM EST

Today, President Joe Biden announced two new nominees to the Postal Service Board of Governors to replace outgoing governors. The President nominated Dan Tangherlini, who served as Administrator of the General Services Administration in the Obama Administration and has worked in various roles in the District of Columbia government. He also nominated Derek Kan, who worked in the Trump Administration’s Office of Management and Budget and the Department of Transportation. Their appointments are to fill the spots on the Board being vacated by Governors Ron Bloom and John Barger. Bloom’s term expired last year; he was finishing a holdover year which ends on December 8. Barger’s term expires the same day, but he will stay on the Board until a replacement is confirmed by the Senate. The APWU looks forward to meeting with the nominees, sharing our views on matters affecting postal workers and learning where they stand on the future of the public United States Postal Service.

The Postal Service reported out its Fiscal Year 2021 financial and operational results at the public meeting of the Board of Governors on November 10, 2021. Despite an increase of revenue of $3.9 billion, the Postal Service posted a net loss of $4.9 billion for 2021. While the losses continue to create headlines, two things have been made abundantly clear from the latest results. First is that the public continues to rely on the universal network of the Postal Service to meet their needs to conduct business, send correspondence, vote and shop. The pandemic has underscored the vital role of postal workers in our communities and we continue to step up for the public. Second is the urgent need for Congress and the Biden Administration to address longstanding issues effecting the Postal Service’s balance sheet. Passing the bi-partisan supported Postal Service Reform Act (as currently written), combined with Administrative action correcting faulty pension accounting, would eliminate nearly all of the Postal Service’s losses. Together, these would alleviate the tremendous pressure placed on service, on postal workers and on the public and move the Postal Service closer to financial health. Postal workers continue to take great pride in the essential service we provide to the public each and every day. We’ve done our part to secure the Postal Service’s central role in the life of the country. Now, lawmakers and the Administration must act to ensure the long-term viability of our great national treasure.

In September, President Biden issued a directive to the Occupational Safety and Health Administration (OSHA) to issue an Emergency Temporary Standard (ETS) requiring all employers with 100+ employees to ensure their workers are vaccinated or tested weekly for COVID-19. Today, OSHA released the highly anticipated ETS. This ETS does apply to the Postal Service. In 1998, when the Postal Employees Safety Enhancement Act was passed, the Postal Service became subject to Public Law Number 91-596; which in turn made the Postal Service and its employees subject to all Safety Standards—whether temporary or permanent—implemented and enforced by OSHA. At this time the American Postal Workers Union, AFL-CIO, (APWU) is reviewing the ETS to determine how to proceed as the ETS is applied by the Postal Service. After our review and determination of the next steps to take, more information will be released. The APWU encourages all postal employees to practice the things that have been shown to slow the spread of COVID-19. These include social distancing, wearing face coverings, frequent hand washing, and staying home from work when sick. The APWU also encourages all postal employees who are able to get vaccinated do so with one of the vaccines currently authorized for use today. https://d1ocufyfjsc14h.cloudfront.net/sites/default/files/osha_and_the_postal_service.pdf https://d1ocufyfjsc14h.cloudfront.net/sites/default/files/ets_covid-19_vaccination_and_testing.pdf

On October 1, 2021, Clerk Craft Director Lamont Brooks signed another extension with the Postal Service of the original April 3, 2020 Memorandum of Understanding (MOU), Re: Bulk Mail Tech and Mailing Requirements Clerk (MRC) Position Qualification. This MOU was agreed to by the parties in 2020 due to the COVID-19 pandemic in order to ensure that employees pending qualification for Bulk Mail Technician or Mailing Requirements Clerk duty assignments would be provided a realistic opportunity to pass the required training. This additional extension is through December 31, 2021, unless otherwise agreed to by the parties. RESOURCES https://apwu.org/contracts/april-3-2020-mou-bmt-and-mrc-qual-mou-re-bulk-mail-tech-and-mailing-requirement-clerk?_ga=2.53560175.632252601.1634020030-2133977413.1629048474 https://apwu.org/contracts/bmt-and-mrc-position-qualification-extension-until123121-oct-1-20201?_ga=2.53560175.632252601.1634020030-2133977413.1629048474

In Memory of Rosie Lee Webb Obituary for 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

President Dimondstein signed extensions on the COVID MOUs late last night (September 30), through December 31, 2021. The liberal leave policy has also been extended (see letter below). https://d1ocufyfjsc14h.cloudfront.net/sites/default/files/mou_-_extension_of_memoranda_of_understanding_apwu_12.31.21_signed.pdf https://d1ocufyfjsc14h.cloudfront.net/sites/default/files/liberal_leave_policy_extension_9-30-2021.pdf

The United States Postal Service is implementing changes starting Friday October 1 that will slow down mail delivery for tens of millions of people and affect billions of pieces of mail. That date marks the first day of the new service standards for First Class Mail and Periodicals which USPS management is implementing as part of their 10-year plan. The changes lengthen the delivery target from the previous two and three-day standard to as many as five days for many pieces of mail, depending on distance of travel. This is a step backward for the Postal Service and for millions across the country who rely on speedy mail service. The union remains convinced that the service standard changes will only drive away mail volume and much-needed postal revenue. The APWU opposes these service standard changes and will continue our fight to ensure the people receive the fast and reliable service that they’ve come to expect and that they deserve. Earlier this year, the APWU led an effort with organizations across A Grand Alliance to Save our Public Postal Service in opposing the service standard changes when they were under review by the Postal Regulatory Commission. Collectively the union and allies organized over 130,000 comments from the public which were submitted to the PRC and the Postal Service. While the PRC was critical of USPS’ proposals, postal management ultimately decided to pursue the service standard changes nonetheless. APWU has long campaigned not only in defense of the existing standards, but for a restoration of speedier service standards which were in place before July 1, 2012. At that time, overnight First Class Mail within cities and towns was still in place, along with the two and three-day standard coast-to-coast. “The people deserve the prompt, reliable and efficient mail service promised under the law,” said APWU President Mark Dimondstein. “Postal workers are proud to serve our communities every single day. We believe management’s response to months of poor performance should be to improve service and regain the public’s trust, instead of this focus on moving the goalposts and slowing service standards. We’ll stay united with the public until the service standards and postal performance reflect the needs of the public for quality and fast service.”

Health Benefit Officers, Welcome to our 2021 APWU Health Plan Virtual Open Season Health Fairs! We wanted to give your employees an opportunity to meet with APWU Health Plan staff virtually and learn about our benefits. Postal, Federal, and Retirees who are eligible for the Federal Employee Health Benefits Program can access and attend our virtual health fairs safely online. During Open Season, every Tuesday and Thursday, from 12-2pm EST a Health Plan staff employee will be online to answer questions and discuss plan features. Please forward this email to your employees so that they can participate. Click on the register now to confirm your attendance. Once registered you will get an email confirmation with a GoToWebinar link and dial-in information. The day before the virtual health fair date you selected, you will receive an email reminder with the dial-in information and instructions. Register Now! for any of our Virtual Health Fairs. Tuesday, November 9 - 12pm-2pm EST Tuesday, November 16 - 12pm-2pm EST Tuesday, November 23 - 12pm-2pm EST Tuesday, November 30 - 12pm-2pm EST Tuesday, December 7 - 12pm-2pm EST Thursday, November 11 - 12pm-2pm EST Thursday, November 18 - 12pm-2pm EST Thursday, December 2 - 12pm-2pm EST Thursday, December 9 - 12pm-2pm EST

On December 8, 2017, Arbitrator Shyam Das found that the Postal Service was in violation of the parties’ Article 1.6.B Global Settlement Remedy Agreement (GSRA) in Level 18 offices when it created the Postmaster End of Day (PMEOD) button in the Retail System Software (RSS). The PMEOD button allowed postmasters to enter and exit RSS without completely closing out of the window. The button allowed postmasters to give false accounts of the amount of bargaining unit work they performed, which is limited to 15 hours each week in Level 18 offices. In his December 8, 2017 award, Arbitrator Das remanded the remedy to the parties; however, after three years, the Postal Service had failed to provide the Union with an acceptable analysis of the amount of back pay entitlement and the parties returned to the arbitrator for a decision on a proper remedy. After the initial hearing dates in August 2020 were postponed, the remedy hearings were held on December 3-4, 2020. Das issued his decision dated September 16, 2021, awarding $20.5 million to be distributed: “(1) to affected bargaining unit employees as determined by the union; or if that option is declined by the union, (2) to clerks who worked in offices where the PMEOD function was enabled based on the relative number of days they worked during the period that function was enabled” (Page 2 of his award). “I congratulate Clerk Craft Director Lamont Brooks, the Clerk Craft Officers involved and APWU attorneys and staff for the job well done,” said APWU President Mark Dimondstein. “This is another step forward in the ongoing and important fight in defending the work of our members.” APWU Clerk Craft Director Lamont Brooks stated: “This is just one more step in the battle to return work rightfully belonging to the Clerk Craft. While the Postal Service continues to put up obstacles, your union will not be deterred. We will continue to fight. This award should bring about a little vindication for the clerks in Level 18 post offices.” Brooks continued, “The Clerk Division at the national level filed the dispute after the Postal Service unilaterally changed the RSS logon start time on the PS Form 1412, in an effort to reduce their financial liability. Rest assured, the battle is not over. Stay tuned. We will not stop until all the work that is rightfully ours is given to us. On behalf of the Clerk Division, which includes Assistant Directors Lynn Pallas-Barber and Sam Lisenbe, we would be remiss if we did not thank Memphis Region Clerk Division NBA Pamel Smith, who secured 1412 data during the Thanksgiving holiday for me to present as rebuttal evidence at the arbitration hearing and Michael Barrett of the Buffalo Area Local, who compiled the numerous excel spreadsheets in support of the data.” Clerk Craft officers will meet and discuss the two options offered by Arbitrator Das in his award regarding the remedy to determine the best possible manner in which to compensate those clerks affected by this violation.

Negotiations Update: APWU and USPS “Stop the Clock” to Continue Bargaining for a New Contract September 21, 2021 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.

Beginning September 7, the National Negotiations Committee (NNC) will lock down with postal management for a week of intense contract negotiations as the September 20 expiration of the current collective bargaining agreement approaches. Both the APWU officers and postal management will be in the same hotel, meeting daily at main table negotiations, craft tables, and other subcommittees where they will hash out the various proposals. All meetings will be conducted respecting all COVIDrelated safety protocols including mask-wearing and social distancing. The NNC has been meeting regularly with postal management, and has submitted over 90 proposals. These proposals include items to protect job security and work opportunities, work rules and working conditions, increase career opportunities and improve conditions of work. The APWU will submit additional proposals in the coming weeks including ones for “economic provisions” – wage increases, COLA, step increases, etc. Throughout this process, the NNC is keeping the APWU National Executive Board and the Rank and File Bargaining Advisory Committee updated about the process and developments of negotiations. On August 24, the NNC hosted a second series of APWU Contract Town Hall events to update the members and answer questions. The Town Hall events and previous updates are available here. APWU Leadership will continue to keep the membership updated on the progress of negotiations.

Please click on the link for the USPS Updated Mask Policy Mandatory Face Covering Policy Revised.pdf

September 2 is ‘National Gear Day!' With our contract expiring Sept. 20, negotiations are in full swing! Let's kick off Labor Day weekend by showing your support for APWU – Our Union, Our Contract, Our Future. Wear your union gear on the work room floor on Thursday, September 2. APWU officers will lock down with management the next week. Let's send a powerful message! Make sure to take photos! Send us a selfie or group picture with your masked coworkers while wearing the sticker or other union gear and email high resolution photos at their “original” file size to ncc@apwu.org. Submissions will be entered into a raffle for more union gear!