Attendance

As mail volumes continue to decline and the Postal Service moves forward with their consolidation plans, they are looking for ways to reduce their staffing. One of the best ways for the Postal Service to reduce staffing is to discipline employees. It is important that you are regular in attendance. What does that mean? There is not a definition of irregular attendance in the Collective Bargaining agreement but I had an arbitrator explain it to me once. He stated, “there may not be a definition in the Collective Bargaining Agreement but I know it when I see it.” If you or one of your family members have a condition that is covered by the Family Medical Leave Act, go to your doctor and get your FMLA forms completed. Then, when you take time off because of this condition, management can’t use that time off against you for discipline. You need to protect yourself because the Postal Service doesn’t care about you. I recently represented a lady who was going through breast cancer treatments and the Post Office disciplined her starting chemotherapy and radiation treatments were not sufficient reasons for missing work. How do they live with themselves!?   

Beware of Social Media

Remember, once you post it on social media, you can’t take it back. It is now out there for the world to see. That includes the Postal Inspection Service, management and your co-workers. Make sure if you are posting on social media that you don’t appear to be speaking on behalf of the Postal Service. Don’t post items while you are on the clock. Management can see what time you posted and this could lead to discipline. I would not recommend that you post selfies taken at your office either.  The Postal Service has a social media team that is watching everything you post. Just don’t do it. It’s not worth losing your job over a social media post.

You are Being Tracked

I have seen an uprise in discipline for employees leaving the building when they are not on lunch or break. For those facilities that have badge access readers, every entry and exit is recorded and tracked. If you are outside the facility unauthorized, it is considered theft of time. This would be no different than a window clerk going into their drawer and taking out $20. Make sure you don’t leave your facility unless you are authorized to do so. Remember, big brother is always watching you at work.  

204B Utilization

The Collective Bargaining Agreement limits the utilization of 204B’s. There has to be a vacant supervisor position. The vacancy must be for at least 14 days but not longer than 90-days. So, management can’t use a 204B for 2 or 3 days if a supervisor calls in sick. Management must notify the local union in advance by sending them a PS 1723 detail form prior to the start of the detail. If management utilizes a 204B for more than 90-days, it is considered clerk craft work and you need to file a grievance. The clerk craft is intitled to be paid for all hours the 204B worked over 90-days at the overtime rate. We have been paid hundreds of thousands of dollars for this violation. Only you know what is going on in your office so let the Union know if you have a 204b in your office. Chances are, management never notified the Union. Smile and File!

Holidays

Employees who work all or part of their holiday may elect to have their annual leave balance credited with up to eight (8) hours of annual leave instead of receiving holiday pay. The annual leave credited under this provision is administered in the same manner as other annual leave.

A full-time employee “called in” to work on a holiday or a day designated as the employee’s holiday is guaranteed eight (8) hours of work or pay, in lieu thereof, if there is less than eight (8) hours of work available. If you are mandated to work on your holiday, don’t go home early. This just encourages management to overstaff on the holidays knowing you will go home early.

The following applies when management improperly schedules employees to work on a holiday:

- Full-time employees and part-time regular employees who file a timely grievance because they were improperly assigned to work their holiday or designated holiday will be compensated at an additional premium of 50% of the base hourly straight-time rate.

- For each full-time or part-time regular employee improperly assigned to work a holiday or designated holiday, the employee who should have worked pursuant to the provisions of Article 11.6 or the LMOU, but was not permitted to do so, will be compensated at the rate of pay the employee would have earned had he/she worked on that holiday.
 

The holidays are just around the corner. I wish you and your family a Happy Holiday Season.

Chuck Locke,

National Business Agent

Clerk Craft S.F Region