Jump to content
APWU 133

    Jobs MOU Payout

    Apwu133
    By Apwu133,

    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.

     

    pdf.gif   Implementation Agreement Reached for Clerk Craft Jobs MOU Remedy Summary
    pdf.gif   MOU Implementation Clerk Craft Jobs Monetary Remedy Payment 071123

    Lamont Brooks
    Director
    Clerk Division

     

    https://apwumembers.apwu.org/APWUMembers/MembersOnly/Payouts/GOLD/IndividualSearch.aspx


    10 Roads Express Drivers Vote “Union Yes” in Brandywine, MD

    Apwu133
    By Apwu133,

    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.”


    Fourth COLA announced Pay will increase by $0.48 an hour for career workers

    Apwu133
    By Apwu133,

    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.

    Veterans’ Deadline for Backdated PACT Act Toxic Exposure Claims is Aug. 9, 2023

    Apwu133
    By Apwu133,

    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.


    What is Supposed to Happen When Workplace Harassment is Reported?

    Apwu133
    By Apwu133,

    (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.


Portal by DevFuse · Based on IP.Board Portal by IPS
×
×
  • Create New...