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APWU 133

    Latest COVID MOUs and Liberal Leave Policy Extensions until February 11, 2022

    Apwu133
    By Apwu133,

    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). 


    Salary Projections

    Apwu133
    By Apwu133,

    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.


    Wages

    Apwu133
    By Apwu133,

    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

    Apwu133
    By Apwu133,

    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

    Apwu133
    By Apwu133,

    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. 
     


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