(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 3^rd 4pm

Members who made reservations with the union.

Pick up your tickets at the Will Call window the day of the game.