Management has continued to make a priority of locking postal vehicles when parked in the postal parking lot. Because of this, when Letter Carriers return to the Post office after delivering mail, they must make sure their vehicle is locked. It is very important that Carriers lock their vehicles and then pull on the door handle to make sure the door is locked!  It has been brought to my attention that if the door is not properly shut, the lock might not engage when the key is turned. If you believe there is a problem with the lock, turn in a repair tag. Be sure and keep your copy. If there is a later problem, the repair tag might be helpful if management attempts to impose disciplinary action.

Bottom-line: It is your responsibility to see that your vehicle is secured even if it is parked in the postal parking lot.

Another problem area is attendance. It is an employee's responsibility to be regular in attendance. This is a contractual obligation. This does not mean that an employee cannot call in sick. It simply means that an employee must make a reasonable effort to be at work. If they are sick and cannot work, that is what Sick Leave is for.

I have argued too many grievances that have involved “irregular attendance”. In these type grievances, generally, all dates cited are accurate. The question then becomes what would be excessive or unacceptable. I can usually argue several instances of sick leave or emergency leave; however, is most difficult to defend “tardies” or “lates”.  In almost all cases, the employee is in control as to whether they are on time to work.

There has been much discussion about a “five minute rule”--which many employees believe allows them up to be 5 minutes late without penalty.  This is simply not true.  The “five minute rule” is explicitly for time clock congestion. If an employee were tardy because they had to wait in line to punch in, that tardy would be excused.

Remember, it is your responsibility to be regular in attendance, this also includes being on time.  If a Carrier is absent (personal sickness or caring for an immediate family member), it is in their best interest to have all qualified absences charged to Family Medical Leave. Those absences that are charged to FMLA are exempt from disciplinary action.

If you are absent and not sure if your absence qualifies under FMLA, ask your steward or contact myself or Branch 782 Vice-President Mike Towery.  It is very important that you do this as soon as possible after your absence. Make sure you protect yourself.

As Letter Carriers, it is not a term or condition of employment that you be required to sign for much more than for your accountables. Is this an important point for me to make?  In the past, management has asked Carriers to sign a standup sheet indicating that that the carrier had heard a particular standup.  Management has asked carriers to sign the PO Form 3972 (attendance record form) noting that they has a discussion with the employee about their attendance.

I never signed either of these forms, not even one time. It is not a work requirement. I have dealt with several grievances where management produced forms signed by employees that management used to justify discipline. Forms that employees did not have to sign.  Don't help them out folks, demand your contractual rights! If you are asked to sign something, tell management you would rather not.  If given a direct order, sign it and contact your Union representative ASAP. 

For several years now, the Bakersfield Local Agreement has had provisions that allowed carriers to cancel full weeks or individual days of annual leave that had been requested in full weeks during choice and non-choice vacation sign-up. The provision that allowed for individual day cancellation was negotiated because there was no allowance for guaranteed spot or incidental leave. Spot or incidental leave was granted on a “needs of the service” provision. As a result, if a Carrier needed a particular day off, he/she would have to request the whole week during vacation sign-up to insure having that day off. The Carrier would then cancel all but the day they wanted.  Later, your Branch Officers were able to negotiate local provisions that mandated management allow a certain number of carrier to be off at any one time. This negated management’s right to allow spot or incidental leave be granted based on “needs of the service”.

Because we continue to have the local provision that allows cancellation of individual days, another problem has surfaced. Carriers bid for as many full weeks of annual leave as they can during vacation sign-up and then cancel all but one or two days per week. They then use the days they cancelled to bid for more full weeks of annual leave and then cancel part of those weeks.

The problem is that in too many instances more junior Carriers--who would really like to have the full weeks--are denied that opportunity. In some cases this practice could deny junior Carriers a chance at a summer vacation.  I understand that such a practice does not violate provisions of the local agreement; however, if it is abused or utilized to the determent of other Carriers, it would then become an item that would require special attention at the next Local Agreement negotiations.  Please realize the intent of these provisions and do not abuse them. 

Two carriers have retired from the Ridgecrest Post Office.  Both were past Branch 782 Shop Stewards: Brothers Ed Stuler and John Neagle. Ed, as our shop Steward for several years and will now be able to bow hunt without worrying about coming back to his route. Good luck and happy hunting!  John became Ridgecrest Steward after Ed.  John did a good job.

A new Postmaster and his management style, caused John to relinquish his position (his wife, Karen, is the current Steward). Retirement then seemed like a good idea. I know John is really enjoying his retirement. Many good years to you, you have earned them!!

Finally, although all of the ramifications for 932/933 Letter Carriers are not clear, the USPS has announced and implemented a plan to consolidate administrative functions. Five Districts are impacted. One in the Northeast; two in the Eastern Area; and two in the Pacific Area.

By instituting the system-wide changes, the San Jose District (one of the two in the Pacific Area) no longer exists as of July 11. It has been “carved up” and we now come under the jurisdiction of the Van Nuys District. In order to eliminate duplication of positions, some 650 employees--mainly managers--from the five Districts will be affected. It is anticipated that some 125 craft workers might face changes as well.The affected craft employees will be reassigned based upon existing collective bargaining agreements. The supervisors can apply (and compete against each other) for a reduced number of positions in other Districts. Or they can choose to retire.

The USPS has asked OPM for the approval to offer management officials early retirement. It is unclear if there will be any incentive packages to encourage them. Furthermore, the USPS is aggressively exploring other ways to absorb operational functions. The new centralized nation-wide mail forwarding system in Memphis, TN (which will eliminate the numerous CFS units around the country) is one example of this.

It may only be coincidental… Four subcommittees from the President’s Committee on Postal Reform are scheduled to report their recommendations at a July 16 meeting. A final Committee report is due to reach the desk of the President on July 31.

Your next General Membership Meeting is July 22nd at the union office building. BE THERE!!

Remember:

Be Safe!

Be Professional!

Be Consistent!

Be Proud!

In solidarity

FRANK THOMASY

Branch 782 President