Microsoft Word - APWU 2021-2024 CBA 060322.docx

COLLECTIVE

BARGAINING

AGREEMENT

Between American

Postal Workers

Union, AFL-CIO

And

U.S. Postal Service

September 21, 2021

September 20, 2024

Table of Contents

Preamble ................................................................................ 1

Article 1 Union Recognition .......................................... 1

Article 2 Nondiscrimination and Civil Rights................ 5

Article 3 Management Rights ........................................ 6

Article 4 Technological and Mechanization Changes .... 7

Article 5 Prohibition of Unilateral Action ..................... 9

Article 6 No Layoffs or Reduction in Force .................. 9

Article 7 Employee Classifications .............................. 18

Article 8 Hours of Work .................................................. 24

Article 9 Salaries and Wages .......................................... 30

Article 10 Leave ............................................................ 40

Article 11 Holidays ........................................................ 43

Article 12 Principles of Seniority, Posting and

Reassignments ......................................... 47

Article 13 Assignment of Ill or Injured Regular

Workforce Employees ............................. 69

Article 14 Safety and Health .......................................... 77

Article 15 Grievance-Arbitration Procedure .................. 87

Article 16 Discipline Procedure ................................... 106

Article 17 Representation ............................................ 111

Article 18 No Strike ..................................................... 119

Article 19 Handbooks and Manuals ............................. 120

Article 20 Parking ........................................................ 122

Article 21 Benefit Plans ............................................... 123

Article 22 Bulletin Boards ........................................... 124

Article 23 Rights of Union Officials to Enter Postal

Installations ........................................... 125

Article 24 Employees on Leave with Regard to Union

Business ................................................. 125

Article 25 Higher-Level Assignments ......................... 126

Article 26 Uniforms and Work Clothes ....................... 128

Article 27 Employee Claims ....................................... 132

Article 28 Employer Claims ........................................ 134

Article 29 Limitation on Revocation of Driving

Privileges ............................................... 136

Article 30 Local Implementation ................................ 137

Article 31 Union-Management Cooperation ............... 141

Article 32 Subcontracting ............................................ 142

Article 33 Promotions ................................................. 146

Article 34 Work and/or Time Standards ...................... 147

Article 35 Employee Assistance Program ................... 150

Article 36 Credit Unions and Travel ........................... 1 5 2

Article 37 Clerk Craft .................................................. 153

Article 38 Maintenance Craft ...................................... 195

Article 39 Motor Vehicle Craft .................................... 218

Article 40 Operating Services Craft ............................ 238

Article 41 Material Support Craft ................................ 257

Article 42 Energy Shortages ........................................ 269

Article 43 Separability and Duration ........................... 270

MEMORANDUMS OF UNDERSTANDING AND

LETTERS OF INTENT ................................................ 271

APPENDIX A

APWU Postal Support Employee Memoranda .................. 271

Article 7 Employee Classifications ........................... 273

Article 8 Hours of Work ............................................... 275

Article 9 Salaries and Wages ........................................ 278

Article 10 Leave .......................................................... 278

Article 11 Holidays ..................................................... 279

Article 19 Handbooks and Manuals ............................ 280

iii

Article 26 Uniforms and Work Clothes .............................. 280

Attachment A - Postal Support Employee (PSE) Annual

Leave Provisions ......................................................... 288

Attachment B - Workforce Structure and PSE Conversion

Implementation Agreement ......................................... 290

APPENDIX B

Memoranda of Understanding and Letters of Intent .......... 293

Enhanced and Expanded Services ...................................... 293

Job Audits. ......................................................................... 295

Clerical Work .......................................................................... 296

New Positions and New Work ............................................... 296

Article 1.6.B ....................................................................... 297

Q06C-4Q-C 10005587 GLOBAL SETTLEMENT ........... 297

Letter of Intent Re: USPS Nondiscriminatory Policies

for Hiring PSEs ........................................................... 299

Workplace Free of Harassment. ..................................... 300

Deaf and Hard of Hearing .................................................. 301

Layoff Protection ............................................................... 306

Articles 7, 12 and 13 - Cross Craft and Office Size

(Bridge Memo) ........................................................... 307

Postal Support Employee (PSE) District Caps .............. 307

Postal Support Employee (PSE) Automatic

Conversion to Career................................................ 310

Conversions Under the Maximization Memorandum ........ 312

Maximization/Full-Time Flexible - APWU ....................... 312

Non-Traditional Full-Time Duty Assignments

in Retail Operations, Level 20 and Below Offices ...... 313

Non-Traditional Full-Time (NTFT) Duty Assignments ..... 313

Overtime Rules for Non-Traditional Full-Time (NTFT)

Duty Assignments ....................................................... 317

Article 8 (Overtime) ........................................................... 319

Modified Work Week ............................................................. 321

Modified Work Week (10/4) Guidelines ............................ 323

Overtime Administration Prior to Peak Season. ........... 327

Article 8 Task Force. ........................................................ 328

APWU Administration of Overtime, Choice

Vacation Periods, and Holiday Work ............................ 329

Grade 8 Changes .............................................................. 330

Granting Step Increases ..................................................... 331

Re-promotion to APWU Bargaining Unit Positions ..... 332

Annual Leave Exchange Option ........................................ 332

Sick Leave for Dependent Care ......................................... 333

Annual Leave Carryover .................................................... 333

PTF Court Leave ................................................................ 334

Leave Policy ...................................................................... 336

Paid Leave and LWOP ........................................................... 336

Leave Sharing .................................................................... 337

Bereavement Leave ............................................................ 338

Use of Leave--Qualifying Period. .................................... 339

PSE Annual Leave ........................................................... 340

PTF Annual Leave ........................................................... 340

Time Limitations Concerning Bone Marrow, Stem Cell,

Blood Platelet, and Organ Donations .......................... 341

Article 12.5.B.2 .................................................................. 342

Article 12.5.C.5.b(6) .......................................................... 342

Transfer Opportunities to Minimize Excessing.................. 343

Cross Craft Reassignments ................................................ 347

Transfers ............................................................................ 348

Excessing ........................................................................... 351

Extend Minimizing Excessing MOU ................................. 352

Minimizing Excessing ....................................................... 352

Part-Time Flexible (PTF) One-Time

Voluntary Reassignment Opportunity .................... 354

Rehabilitation Issues .......................................................... 356

Headquarters Threat Assessment Team/Workplace

Environment Improvement ......................................... 357

Work Environment Improvement ...................................... 357

Off-Site Safety and Health Program .................................. 359

Work Environment Improvement Task Force. ............. 360

Regional Safety and Health Representative Training

Opportunities ............................................................ 362

Expedited Arbitration ......................................................... 364

Processing of Post Removal Grievances ............................ 365

Interest on Back Pay .......................................................... 366

Role of Inspection Service in Labor Relations Matters ...... 366

Joint Contract Interpretation Manual ................................. 367

Administrative Dispute Resolution Procedures ................. 368

Step 4 Procedures ............................................................... 369

Pilot Grievance-Arbitration Procedures ............................. 370

Timeliness Regarding Step 2(h) Appeals ........................... 370

Grievance/Arbitration Appeals Address Change Due to

Organizational Structure Changes .............................. 371

Article 15.5.A.9 Intervention Notification – Jurisdictional

or Work Assignment ................................................... 372

Arbitration Scheduling Procedures - (LMOU) .................. 372

Discipline Task Force ......................................................... 373

Purge of Warning Letters ................................................... 374

National Labor-Management Meetings ............................. 375

National Level Joint Labor-Management Committee:

Subject of Discussion. ............................................... 375

Election Mail Task Force ................................................ 376

Article 19 (Notification Procedures) .................................. 377

Article 21.1 ........................................................................ 379

Article 23 Rights of Union Officials to Enter Postal

Installations ............................................................... 381

Uniforms and Work Clothes .............................................. 382

Delivery/Sales Services & Distribution Associate -

Type 1 Uniform ......................................................... 383

Terminal Pay Process ......................................................... 383

Stamp Stock Tolerances ..................................................... 384

Reinstatement of Driving Privilege .................................... 384

Local Implementation ........................................................ 386

LMOUs for Offices Without a Local Union Structure ....... 388

Bargaining Information ...................................................... 388

Removal of Social Security Number References ............... 390

Electronic Access to Information ....................................... 390

Contracting or Insourcing of Contracted Service ............... 3 9 1

Consideration of National Outsourcing Initiatives ............. 3 9 1

Contract Postal Units ......................................................... 392

Article 32 Exceptions (Maintenance Craft) ....................... 394

Training Committee ........................................................... 395

Employee Developmental Opportunities ........................... 397

Article 35: Employee Assistance Program Subject of

Discussion .................................................................. 398

Use of Privately Owned Vehicles .......................................... 399

Per Diem Allowances for Off-Site Training ................... 400

Clerk Craft Jobs ................................................................. 401

Relief and Pool ................................................................... 405

Position Description: Delivery/Sales Services

and Distribution Associate, PS-06 .............................. 407

Assignment of PTF Hub Clerks ......................................... 408

PTF Preference .................................................................. 409

Bids With Required Computer Skills ................................. 410

vii

Productive Distribution ...................................................... 412

Interlevel Bidding - Entrance Examination

Requirements .............................................................. 413

Retail Training Task Force ................................................. 416

Retail Operations Within Installations ............................... 417

Computerized Forwarding System (CFS) Rotation ........... 417

Computer Forwarding System – CFS Clerk

Reassignment .............................................................. 419

Function Four Flexibility ................................................... 421

Peak Season Exception Periods (Function Four

Holiday Clerk Assistants). .......................................... 422

Addendum to MOU Re: Peak Season Exception Periods and

Questions and Answers Regarding “Peak Season

Exception Periods” ................................................. 424

Brush-up Training .............................................................. 426

Residual Vacancies - Clerk Craft ....................................... 430

Article 37 eReassign Task Force ........................................ 434

Excessing by Seniority Task Force .................................... 435

Excessing in the Clerk Craft Without Regard to Levels .... 436

Mutual Exchanges in the Clerk Craft Between

Pay Levels ................................................................... 437

Pilot Program - Memorandum of Understanding (MOU),

Re: Assignment of PTF Hub Clerks ......................... 438

Remote Encoding Center (REC) Staffing ...................... 439

Custodial Duties in Small Post Offices .............................. 440

Subcontracting Cleaning Services ..................................... 440

Electronic Technician PS-11 (NTSN Technician) ............... 441

Maintenance Series (MS) Handbook - 47,

Transmittal Letter (TL)-3 to TL-5 Conversions .... 443

2021 Maintenance Position/Job Description

Consolidation/Elimination ....................................... 444

viii

Workyears on PS Form 4852 and

Juneteenth Holiday ................................................... 446

Maintenance Craft Discussions Per Article 38.3.K

(Excessing) ................................................................. 447

In-Service Examinations, Register and

Eligibility Ratings ..................................................... 448

Peak Season Exception Periods -

Motor Vehicle Service (MVS) Craft ........................... 449

Air Conditioning in 9-Ton Vehicles, Tractors,

and Spotters. ............................................................... 451

Highway Contracts ............................................................ 451

Highway Contract Route (HCR) Limitation ...................... 453

Article 39.1.C.8 – Abolishment ......................................... 455

Motor Vehicle Craft Jobs ................................................... 455

MVS Training Initiatives Committee ............................ 457

Operation of Powered Industrial Equipment for

Material Support Craft Employees ............................. 458

Mail Equipment Shop Prior MOUs ........................................ 458

Human Resources Shared Services Center (HRSSC) ........ 459

Index .................................................................................. 461

Calendars ........................................................................... 540

Notes:

1. Bold Face Type in the text indicates revised or new

language. Bold Face Type in headings does not

necessarily indicate change.

2. C

ross-references to relevant Memorandums of

Understanding and Letters of Intent are included in the

text of the Agreement. The location of the cross-

refe

rences is for the convenience of the reader, and in no

way affects the content or intent of the Agreement, t

Memorandums, or the Letters of Intent.

3. In

the 2021 National Agreement, references to a Union,

craft or bargaining unit are limited to the APWU and th

crafts that it represents, with the following

derstandings:

 Article 1.5: The Postal Service will continue to info

the APWU of all new positions whether or not the

positions are within craft units represented by the

WU.

 Article 6: This Article will continue to apply to a

bargaining units covered by the September 15, 1978

Award of Arbitrator James J. Healy.

 Article

15.5.D: The Postal Service will continue to

send all National Level arbitration scheduling

letters

and moving papers for all bargaining units to the

WU.

 Article 33.2: This Article will continue to pe

rmit

employees in non-APWU represented crafts to make

plication for best qualified positions in APWU

represented crafts after required procedures are

llowed.

PREAMBLE

This

Agreement (referred to as the

2021

National Agreement)

is entered into by and between the United States Postal Service

(hereinafter referred to as the “Employer”) and the American

Postal Workers Union, AFL-CIO (hereinafter referred to as the

“Union”). The Agreement is effective as of

February 28, 2022

unless otherwise provided.

ARTICLE 1

UNION RECOGNITION

Section 1. Union

The Employer recognizes the Union designated below as the

exclusive bargaining representative of all employees in the

bargaining unit for which each has been recognized and

certified at the National Level:

American Postal Workers Union, AFL-CIO - Maintenance

Employees

American Postal Workers Union, AFL-CIO - Motor Vehicle

Employees

American Postal Workers Union, AFL-CIO - Postal Clerks

- The Special Delivery Messengers were merged into the

Clerk Craft by Memorandum of Understanding dated

November 20, 1997.

American Postal Workers Union, AFL-CIO - Mail Equipment

Shops Employees

American Postal Workers Union, AFL-CIO - Material

Distribution Centers Employees

American Postal Workers Union, AFL-CIO - Operating

Services and Facilities Services Employees.

Article 1.2

Section 2.

Exclusions

The employee groups set forth in Section 1 above do not

include, and this Agreement does not apply to:

1. managerial and supervisory personnel;

2. professional employees;

3. employees engaged in personnel work in other than a

purely non-confidential clerical capacity;

4. security guards as defined in Public Law 91-375,

1201(2);

5. all Postal Inspection Service employees;

6. Rural Letter Carriers;

7. Mail Handlers;

8. Letter Carriers.

(See Memo, page 296)

Section 3. Facility Exclusions

This Agreement does not apply to employees who work in other

Employer facilities which are not engaged in customer services

and mail processing, previously understood and expressed by

the parties to mean mail processing and delivery, including, but

not limited to, Headquarters (except Operating Services), Area

Offices, Information Service Centers, Postal Service Training

and Development Institute, Postal Academies or Postal

Academy Training Institute.

However, work performed by bargaining unit employees as of

May 23, 2011, will not be covered by the facility exclusion

solely due to moving the work into an excluded facility.

Article 1.5.A.6

Section 4.

Definition

Subject to the foregoing exclusions, this Agreement shall be

applicable to all employees in the regular workforce of the

U.S. Postal Service, as defined in Article 7, at all present and

subsequently acquired installations, facilities, and operations of

the Employer, wherever located.

Section 5. New Positions

A. Each newly created or revised position which contains

non-managerial and non-supervisory duties shall be assigned by

the Employer to the National craft unit most appropriate for

such position within thirty (30) days after its creation or

revision. In addition, the Employer shall identify all new non-

managerial and non-supervisory work and assign such work at

the National Level to the National craft unit most appropriate

for performance of such work within thirty (30) days of having

done so. Before such assignment of each new or revised

position or non-managerial and non-supervisory work the

Employer shall consult with the Union signatory to this

Agreement for the purpose of assigning the new or revised

position or non-managerial and non-supervisory work to the

National craft unit most appropriate for such position. The

following criteria shall be used in making this determination:

1. existing work assignment practi

ces;

2. manpower costs;

3. avoidance of duplication of effort and “make work”

assignments;

4. effective utilization of manpower, including the Postal

Service’s need to assign employees across craft lines

on a temporary basis;

5. the integral nature of all duties which comprise a

normal duty assignment;

6. the contractual and legal obligations and requirements

of the parties.

Article 1.5.B

The Union party to this Agreement shall be notified

promptly by the Employer regarding assignments made under

this provision. Should the Union dispute the assignment of the

new position within thirty (30) days from the date the Union has

received notification of the assignment of the position, the

dispute shall be subject to the provisions of the grievance and

arbitration procedure provided for herein.

(See Memos, pages 295 and 296)

Section 6. Performance of Bargaining Unit Work

A. Supervisors are prohibited from performing bargaining

unit work at post offices with 100 or more bargaining unit

employees, except:

1. in an emergency;

2. for the purpose of training or instruction of

employees;

3. to assure the proper operation of equipment;

4. to protect the safety of employees; or

5. to protect the property of the USP

B. In offices with less than 100 bargaining unit employees,

supervisors are prohibited from performing bargaining unit

work except as enumerated in Section 6.A.1 through 5 above or

when the duties are included in the supervisor’s position

description.

(See Memos, page 297)

(The preceding Article, Article 1, shall apply to PSEs)

Article 2.3

ARTIC

LE 2

NONDISCRIMINATION AND CIVIL RIGHTS

Section 1. Statement of Principle

The Employer and the Union agree that there shall be no

discrimination by the Employer or the Union against employees

because of race, color, creed, religion, national origin, sex

(including pregnancy), age, or marital status. In addition,

consistent with the other provisions of this Agreement, there

shall be no unlawful discrimination against individuals with

disabilities, as prohibited by the Rehabilitation Act.

(See Memos, pages 299 and

301

)

Section 2. Committees

There are established at the National and APWU Regional/

USPS Area Levels Joint Committees on Human Rights. The

Committees will be composed of responsible representatives of

the Union and responsible management officials. The

Committees may develop affirmative action proposals on all

matters affecting minority groups. The Committees will also be

advised of the plan for site selection for facilities planned for

national postal mail networks and major metropolitan areas, and

review availability of adequate housing and public

transportation. The Committees shall meet as required at

mutually agreeable times.

Section 3. Grievances

Grievances arising under this Article may be filed at Step 2 of

the grievance procedure within fourteen (14) days of when the

employee or the Union has first learned or may reasonably have

been expected to have learned of the alleged discrimination,

unless filed directly at the National Level, in which case the

provisions of this Agreement for initiating grievances at that

level shall apply.

(The preceding Article, Article 2, shall apply to PSEs)

Article 3

ARTI

LE 3

MANAGEMENT RIGHTS

The Employer shall have the exclusive right, subject to the

provisions of this Agreement and consistent with applicable

laws and regulations:

A. to direct employees of the Employer in the performance

of official duties;

B. to hire, promote, transfer, assign, and retain employees

in positions within the Postal Service and to suspend, demote,

discharge, or take other disciplinary action against such

employees;

C. to maintain the efficiency of the operations entrusted to

it;

D. to determine the methods, means, and personnel by

which such operations are to be conducted;

E. to prescribe a uniform dress to be worn by designated

employees; and

F. to take whatever actions may be necessary to carry out

its mission in emergency situations, i.e., an unforeseen

circumstance or a combination of circumstances which calls for

immediate action in a situation which is not expected to be of a

recurring nature.

(The preceding Article, Article 3, shall apply to PSEs)

Article 4.2

ARTIC

LE 4

TECHNOLOGICAL AND

MECHANIZATION CHANGES

Both parties recognize the need for improvement of mail

service.

Section 1. Advance Notice

The Union party to this Agreement will be informed as far in

advance as practicable, but no less than 30 days in advance, of

implementation of technological or mechanization changes

which affect jobs, including new or changed jobs in the area of

wages, hours or working conditions. When major new

mechanization or equipment is to be purchased and installed,

the Union at the National Level will be informed as far in

advance as practicable, but no less than 90 days in advance.

Section 2. Labor-Management Committee

There shall be established at the National Level, as a

subcommittee of the National Level Joint Labor-Management

Committee, a Labor-Management Technological or

Mechanization Changes Committee composed of an equal

number of representatives of management and the APWU. The

subcommittee shall meet semiannually, or as necessary, from

the conceptual stage onward, to discuss any issues concerning

proposed technological and mechanization changes which may

affect jobs, including new or changed jobs, which affect the

wages, hours, or working conditions of the bargaining unit. For

example, the Postal Service will keep the Union advised

concerning any research and development programs (e.g., study

on robotics) which may have an effect on the bargaining unit.

In addition, the Committee shall be informed of any new jobs

created by technological or mechanization changes. Where

present employees are capable of being trained to perform the

new or changed jobs, the Committee will discuss the training

Article 4.2

oppo

rtunities and programs which will be available. These

discussions may include the availability of training

opportunities for self-development beyond the new or changed

jobs. Notice to said Committee shall satisfy the notice

requirements of the preceding paragraph. Upon receiving

notice, said Committee shall attempt to resolve any questions

as to the impact of the proposed change upon affected

employees and if such questions are not resolved within a

reasonable time after such change or changes are operational,

the unresolved questions may be submitted by the Union to

arbitration under the grievance-arbitration procedure. Any

arbitration arising under this Article will be given priority in

scheduling.

Section 3. New Jobs

Any new job or jobs created by technological or mechanization

changes shall be offered to present employees capable of being

trained to perform the new or changed job and the Employer

will provide such training. During training, the employee will

maintain his/her rate. It is understood that the training herein

referred to is on the job and not to exceed sixty (60) days.

Certain specialized technical jobs may require additional and

off-site training.

An employee whose job is eliminated, if any, and who cannot

be placed in a job of equal grade shall receive saved grade until

such time as that employee fails to bid or apply for a position in

the employee’s former wage level.

The obligation hereinabove set forth shall not be construed to,

in any way, abridge the right of the Employer to make such

changes.

Article 6(3)

ARTIC

LE 5

PROHIBITION OF UNILATERAL ACTION

The Employer will not take any actions affecting wages, hours

and other terms and conditions of employment as defined in

Section 8(d) of the National Labor Relations Act which violate

the terms of this Agreement or are otherwise inconsistent with

its obligations under law.

(The preceding Article, Article 5, shall apply to PSEs)

ARTICLE 6

NO LAYOFFS OR REDUCTION IN FORCE

) Each employee who is employed in the regular workforce

as of the date of the Award of Arbitrator James J. Healy,

September 15, 1978, shall be protected henceforth against any

involuntary layoff or force reduction.

It is the intent of this provision to provide security to each such

employee during his or her work lifetime.

Members of the regular workforce, as defined in Article 7 of the

Agreement, include full-time regulars, part-time employees

assigned to regular schedules and part-time employees assigned

to flexible schedules.

) Employees who become members of the regular

workforce after the date of this Award, September 15, 1978,

shall be provided the same protection afforded under (1) above

on completion of six (6) years of continuous service and having

worked in at least 20 pay periods during each of the six (6)

years.

(3) With respect to employees hired into the regular

workforce after the date of this Award and who have not

acquired the protection provided under (2) above, the

Employer shall have the right to effect layoffs for lack of work

or for other legitimate reasons. This right may be exercised in

lieu of reassigning employees under the provisions of Article

Article 6(3)

12,

except as such right may be modified by agreement. Should

the exercise of the Employer’s right to lay off employees

require the application of the provisions of Chapter 35 of Title

5, United States Code, employees covered by that Chapter with

less than three (3) years of continuous civilian federal service

will be treated as “career conditional” employees.

The Employer’s right as established in this Section shall be

effective July 20, 1979.

The following terms as to the employees’ and Employer’s rights

and the rules and procedures to be followed in the

implementation of Article 6 are a part of the September 15,

1978 Final Resolution and shall be final and binding upon the

parties.

(See Memo, page 306)

A. Coverage

1. Employees protected against any involuntary layoff

or force reduction.

Those employees who occupy full-time, part-time

egular or part-time flexible positions in the regul

workforce (as defined in Article 7) on September 15,

1978, are protected against layoff and reduction in

force during any period of employment in the regular

workforce with the United States Postal Service

successor organization in his or her lifetime. Such

employees are referred to as “protected employees.”

Other employees achieve protected status under the

provisions of A.3 below.

2. Employees subject to involuntary layoff or for

reduction.

Article 6.A.3.a(3)

xcept as provided in A.1 and A.3, all employees

who enter the regular workforce, whether, by hire,

transfer, demotion, reassignment, reinstatement and

reemployment on or after September 16, 1978, are

subject to layoff or force reduction and are referred to

as “non-protected employees.”

3. Non-protected employees achieving protected status.

a. A non-protected employee achieves protected

status upon completion of six (6) years of

continuous service in their regular workforce.

The

service requirement is computed from the

first day of the pay period in which the employee

enters the regular workforce. To receive credit

for the year, the employee must work at least one

(1) hour or receive a call-in guarantee in lieu of

work in at least 20 of the 26 pay periods during

that anniversary year.

Absence from actual duty for any of the

following reasons will be considered as “work”

solely for the purposes of this requirement:

(1) to the extent required by law, court leave,

time spent in military service covered

apter 43 of Title 38, or time spent

continuation of pay, leave without pay on

OWCP rolls because of compensable

injury on duty;

(2) time spent on paid annual leave or sick

leave, as provided for in Article 10 of th

Agreement;

(3) leave without pay for performing Union

business as provided for in Article 24 of the

Agreement.

Article 6.A.3.a(3)

ll other unpaid leave and periods of suspension

or time spent in layoff or RIF status will not be

considered work. Failure to meet the 20-pay

period requirement in any given anniversary year

means the employee must begin a new six-year

continuous service period to achieve protected

status.

b. Temporary details outside of the regula

workforce in which the employee’s position of

record

remains in the regular workforce count

toward fulfilling the 20 pay periods of

work

requirement per year.

c. If a non-protected employee leaves the regular

workforce

for a position outside the Postal

Service and remains there more than 30 calenda

days, upon return the employee begins a new

service period for purposes of attaining six (6)

years continuous service.

d. If a non-protected employee leaves the regular

workforce

and returns within two (2) years from

a position within the Postal Service the employee

will

receive credit for previously completed full

anniversary years, for purposes of attaining the

six (6) years continuous se

rvice.

B. Preconditions for Implementation of Layoff and

Reduction in Force.

1. The affected Union(s) shall be notified at the

Regional Level no less than 90 days in advance of

any layoff or reduction in force that an excess of

employees exists or will exist at an installation an

that a layoff and reduction in force may be necessary.

The Employer will explain to the Union(s) the basis

for its conclusion that legitimate business reasons

Article 6.B.4

requ

ire the excessing and possible separation of

employees.

2. No employee shall be reassigned under this Article or

laid off or reduced in force unless and until that

employee has been notified at least 60 days in

advance that he or she may be affected by one or the

other of these actions.

3. The maximum number of excess employees within

an installation shall be determined by seniority unit

within each category of employees (full-time, part-

time regular, part-time flexible). This numb

determined by the Employer will be given to the

Union(s) at the time of the 90-day notice.

4. Before implementation of reassignment under this

Article or, if necessary, layoff and reduction in force

of excess employees within the installation, the

Employer will, to the fullest extent possible, separate

all

PSEs within the craft and minimize the amount of

overtime work and part-time flexible hours in the

positions or group of positions covered by the

seniority unit as defined in this Agreement or as

reed to by the parties. In addition, the Employe

shall solicit volunteers from among employees in the

same craft within the installation to terminate their

employment with the Employer. Employees who

elect to terminate their employment will receive a

lump sum severance payment in the amount provided

by Part 435 of the Employee and Labor Relati

ons

Manual, will receive benefit coverage to the extent

provided by such Manual, and, if eligible, will be

given the early retirement benefits provided by

Section 8336(d)(2) of Title 5, United States Code a

the regulations implementing that statute.

Article 6.B.5

5. N

o less than 20 days prior to effecting a layoff, the

Employer will post a list of all vacancies in other

seniority units and crafts at the same or lower level

which exist within the installation and within the

commuting area of the losing installation. Employees

in an affected seniority unit may, within 10 days after

the posting, request a reassignment under this Article

to a posted vacancy. Qualified employees will be

assigned to such vacancies on the basis of seniority.

If a senior non-preference eligible employee within

the seniority unit indicates no interest in availabl

reassignment, then such employee becomes exposed

to layoff. A preference eligible employee within the

seniority unit shall be required to accept such a

reassignment to a vacancy in the same level at the

installation, or, if none exists at the installation, to

vacancy in the same level at an installation within the

commuting area of the losing installation.

If the reassignment is to a different craft, the

employee’s seniority in the new craft shall be

established in accordance with the applicable

seniority provisions of the new craft.

C. Layoff and Reduction in Force

Definition.

The term “layoff” as used herein refers to

the separation of non-protected, non-preference

eligible employees in the regular workforce because

of lack of work or other legitimate, non-disciplinary

reasons. The term “reduction in force” as used herein

refers to the separation or reduction in the grade of a

non-protected veterans’ preference eligible in the

regular workforce because of lack of work or

other

legitimate non-disciplinary reasons.

Article 6.C.5

Order of

layoff.

If an excess of employees exists at

an installation after satisfaction of the preconditions

set forth in (B) above, the Employer may lay off

employees within their respective seniority units as

defined in the Agreement.

Seniority units for purposes of layoff.

Seniority

units within the categories of full-time regular, part-

time regular, and part-time flexible, will consist of a

non-protected persons at a given level within an

established craft at an installation unless the pa

rties

agree otherwise. It is the intent to provide the

broadest possible unit consistent with the equities of

senior non-protected employees and with the

efficient operation of the installation.

Union representation.

Chief stewards and Union

stewards whose responsibilities bear a direct

relationship to the effective and efficient

representation of bargaining unit employees shall be

placed at the top of the seniority unit roster in the

order of their relative craft seniority for the purposes

of layoff, reduction in force, and recall.

Reduction in force.

If an excess of employees exists

at an installation after satisfaction of the

preconditions set forth in (B) above and after the

layoff procedure has been applied, the Employer may

implement a reduction in force as defined above

Such reduction will be conducted in accordance with

statutory and regulatory requirements that prevail at

the time the force reduction is affected. Shou

applicable law and regulations require that other non-

protected, non-preference eligible employees from

ther seniority units be laid off prior to reduction

force, such employees will be laid off in inverse order

of their craft seniority in the seniority unit.

Article 6.C.5

n determining competitive levels and competitive

areas applicable in a force reduction, the Employer

will submit its proposal to the Union(s) at least 30

days prior to the reduction. The Union(s) will be

afforded a full opportunity to make suggested

revisions in the proposal. However, the Employer,

having the primary responsibility for compliance

with the statute and regulations, reserves the right to

make the final decision with respect to competitive

levels and competitive areas. In making its decision

with respect to competitive levels and competitive

areas the Employer shall give no greater retention

security to preference eligibles than to non-

preference eligibles except as may be required by

law.

D. Recall Rights

1. Employees who are laid off or reduced in force shall

be placed on recall lists within their seniority un

its

and shall be entitled to remain on such lists for two

(2) years. Such employees shall keep the Employer

informed of their current address. Employees on the

lists

shall be notified in order of craft seniority with

the seniority unit of all vacant assignments in the

same category and level from which they were laid

off or reduced in force. Preference eligibles will be

accorded no recall rights greater than non-preference

eligibles except as required by law. Notice of vaca

assignments shall be given by certified mail, return

receipt requested, and a copy of such notice shall be

furnished to the Local Union President. An employee

so notified must acknowledge receipt of the notice

and

advise the Employer of his or her intentions

within five (5) days after receipt of the notice. If the

employee accepts the position offered, he or she must

Article 6.F.1

port for work within two (2) weeks after receipt of

notice. If the employee fails to reply to the notice

within five (5) days after the notice is received or

delivery cannot be accomplished, the Employer shall

offer the vacancy to the next employee on the list. If

an employee declines the offer of a vacant

assignment in his or her seniority unit or does not

have a satisfactory reason for failure to reply to a

notice, the employee shall be removed from the recall

list.

An employee reassigned from a losing ins

tallation

pursuant to B.5 above and who has retreat rights shall

be entitled under this Article to exercise those retreat

rights before a vacancy is offered to an employee on

the recall list who is junior to the reassigned

employee in-craft seniority.

E. Protective Benefits

Severance Pay.

Employees who are separated

because of a layoff or reduction in force shall be

entitled to severance pay in accordance with Part 435

of the Employee and Labor Relations Manual.

Health and Life Insurance Coverage.

Employees

who are separated because of a layoff or reduction in

force shall be entitled to the health insurance and life

nsurance coverage and to the conversion rights

provided for in the Employee and Labor Relati

ons

Manual.

F. Union Representation Rights

1. The interpretation and application of the provisions

of this Award shall be grievable under Article 15.

Any such grievance may be introduced at the

Regional Level and shall be subject to priority

arbitration.

Article 6.F.2

2. T

he Employer shall provide to the affected Union a

quarterly report on all reassignments, layoff and

reductions in force made under th

is Article.

3. Preference eligibles are not deprived of whatever

rights of appeal such employees may have under

applicable laws and regulations. However, if an

employee exercises these appeal rights, the employee

thereby waives access to any procedure under th

Agreement beyond Step 3 of the grievance-

arbitration procedure.

G. Intent

The Employer shall not lay off, reduce in force, or take

any other action against a non-protected employee solely

to prevent the attainment of that employee of protection

status.

ARTICLE 7

EMPLOYEE CLASSIFICATIONS

Section 1. Definition and Use

A. Regular Workforce.

The regular workforce shall be

comprised of two (2) categories of employees which are as

follows:

Full-Time.

Employees in this category shall be h

ired

pursuant to such procedures as the Employer may

establish and shall be assigned to regular schedules

consisting of five (5) eight (8) hour days in a serv

ice

week.

Part-Time.

Employees in this category shall be

hired pursuant to such procedures as the Employer

may establish and shall be assigned to regul

schedules of less than forty (40) hours in a service

week, or shall be available to work flexible hours as

assigned by the Employer during the course of a

service week.

Article 7.1.B.5

B. Pos

tal Support Employees (PSEs)

1. The PSE workforce shall be comprised of noncareer

bargaining unit employees

During the course of a service week, the Employer

will make every effort to ensure that qualified and

available part-time flexible employees are utilized at

the straight-time rate prior to assigning such work to

PSEs.

3. With the exception of PSEs in Level 4 RMPOs,

and if not converted earlier, PSEs

will

automatically convert to career after they reach

24 months of relative standing.

(See Memo, page 310)

In the Motor Vehicle Craft, PSEs will be permitted in

the Craft only when created in accordance with

Paragraph 2 in the 2010 Motor Vehicle Craft Jobs

(See

Postal Support Employees Memoranda,

Attachment B, page 290)

In the Clerk Craft, the total number of PSEs used in

mail processing (Function 1) within a District, will

not exceed 20% of the total number of career mail

ocessing (Function 1) Clerk Craft employees

within that District, except in accounting periods 3

and 4. The total number of PSEs used in

retail/customer services (Function 4) within a District

will not exceed 20% of the total number of

career

retail/customer services (Function 4) Clerk Craft

employees within that District. The number of PSEs

derived from the retail/customer services (Function

4) percentage may be used in Function 1 and when

doing so will not count against the 20% mail

rocessing (Function 1) District cap.

Article 7.1.B.5

(PSEs employed in POStPlan offices will not

count against the 20% District cap except as

provided for in the POStPlan Memo Re:

POStPlan: Staffing of Offices, Filling of

Assignments, PSE Usage and Conversions

dated 9/22/2014)

. In Level 22 and above offices, PSEs in

retail/customer services (Function 4) who work the

wind

ow will not exceed 10% of the career retail

clerks in that installation whose duties include

working the window. The rounding up rule of .5 and

above a

pplies.

In Level 21 and below offices, PSEs in

retail/cu

stomer services (Function 4) who work the

window will not exceed 20% of the career

retail

clerks in that installation whose duties include

working the window. The rounding

rule of .5 and

above applies.

When the hours worked by a PSE on the window

demonstrates

the need for a full-time preferred duty

assignment, such assignment will be posted for bid

within the section. PSE employees who work the

window may work in relief of employees holding

dut

y assignments on the window.

Any non-APWU bargaining unit employee on light

or limited duty in an APWU craft or on

rehabilitation assignment in an APWU craft who

does not hold a bid assignment will not be counted as

a career employee for the purpos

e of determining the

number of PSEs who may be employed in that

APWU craft.

In addition to the caps in Paragraph 4 above, PSEs

will not be counted towards the allowabl

percentages of PSEs within a District when employed

Article 7.2.A

for

new work that is brought into the bargaining units

covered by this Agreement, including work being

contracted out that is brought in-house, as follows:

a. In the Clerk Craft, in any former Contract Postal

Unit (CPU) that is brought back in-house, unless

it is a full-service unit or it primarily provides

postal services.

b. The Employer and the Union may agree upon the

use of additional PSEs in other circumstances

whe

n new or contracted work is brought in-house,

or when new retail initiatives that are not full-

service post offices are established.

. The Postal Service will provide a report, every four-

week reporting period with information needed to

monitor compliance with the provisions above, i.e.,

the total number of career bargaining unit employees

and PSEs by craft, function, installation and District.

. PSEs shall be hired from an appropriate register

pursuant to such procedures as the Employer may

establish. They will be hired for a term not to exceed

360 calendar days per appointment. Such employees

have no daily or weekly work hour guarantees,

except as provided for in Article 8.8.D. PSEs will

have a break in service of at least five (5) days, if

reappoin

ted.

(See Postal Support Employees Memoranda, page 271)

Section 2. Employment and Work Assignments

A. Normally, work in different crafts, occupational groups or

levels will not be combined into one (1) job. However, to

provide maximum full-time employment and provide necessary

flexibility, management may establish full-time schedule

assignments by including work within different crafts or

occupational groups after the following sequential actions have

been taken:

Article 7.2.A.1

all available work within each separate craft by tour

has been combined;

2. work of different crafts in the same wage level by tour

has been combined.

The appropriate representatives of the affected Unions will be

informed in advance of the reasons for establishing the

combination full-time assignments within different crafts in

accordance with this Article.

B. In the event of insufficient work on any particular day or

days in a full-time or part-time employee’s own scheduled

assignment, management may assign the employee to any

available work in the same wage level for which the employee

is qualified, consistent with the employee’s knowledge and

experience, in order to maintain the number of work hours of

the employee’s basic work schedule.

C. During exceptionally heavy workload periods for one (1)

occupational group, employees in an occupational group

experiencing a light workload period may be assigned to work

in the same wage level, commensurate with their capabilities,

to the heavy workload area for such time as management

determines necessary.

(See Memo, page 307)

Section 3. Employee Compliments

A. The Employer shall staff all postal installations in the

regular workforce as of the date of this Agreement as follows:

1. With respect to the Clerk Craft, there will no longer

be part-time flexible (PTF) employees working in

Function 1 or in post offices Level 21 and above.

Part-time

flexible (PTF) employees may work

Function 4 offices Level 20 and below. Offices,

Level 20 and below, remain subject to the Article

7.3.B obligations to maximize the number of full-

Article 7.3.D

time emp

loyees and minimize the number of part-

time flexible employees who have no fixed work

schedules.

There will no longer be part-time regular (PTR)

employees in the Clerk Craft.

2. With respect to the Motor Vehicle Craft, part-time

flexible (PTF) employees will be capped at twenty

percent (20%) of the Motor Vehicle Craft career

complement by installation. The rounding up rule of

.5 shall apply.

(See Memo, page 453)

3. With respect to all other crafts, installations shall be

staffed in accordance with the provisions of thi

Agreement.

(See Memos, pages 307-313

and 438

)

B. The Employer shall maximize the number of full-time

employees and minimize the number of part-time employees

who have no fixed work schedules in all postal installations.

C. A part-time flexible employee working eight (8) hours

within ten (10), on the same five (5) days each week and the

same assignment over a six

month period will demonstrate the

need for converting the assignment to a full-time position.

(See Memo, page 312)

D. The total number of part-time regular employees who m

be employed shall not exceed 2.5% of the total number of

Maintenance Craft career employees covered by this

Agreement

Article 8

ARTIC

LE 8

HOURS OF WORK

Section 1. Work Week

The work week for full-time regulars shall be forty (40) hours

per week, eight (8) hours per day within ten (10) consecutive

hours, provided, however, that in all offices with more than 100

full-time employees in the bargaining units the normal work

week for full-time regular employees will be forty (40) hours

per week, eight (8) hours per day within nine (9) consecutive

hours. Shorter work weeks will, however, exist as needed for

part-time regulars.

(See Memo, page 313)

Section 2. Work Schedules

A. The employee’s service week shall be a calendar week

beginning at 12:01 a.m. Saturday and ending at 12 midnight the

following Friday.

B. The employee’s service day is the calendar day on which

the majority of work is scheduled. Where the work schedule is

distributed evenly over two (2) calendar days, the service day is

the calendar day on which such work schedule begins.

C. The employee’s normal work week is five (5) servi

days, each consisting of eight (8) hours, within ten (10)

consecutive hours, except as provided in Section 1 of this

Article. As far as practicable the five (5) days shall be

consecutive days within the service week.

D. In postal installations which have 200 or more workyears

of employment in the regular workforce, career employees in

mail processing operations, transportation and vehicle

maintenance facility operations, will have consecutive

scheduled days off, unless otherwise agreed to by the parties at

the Local Level.

(See Memo, page 313)

Article 8.4.D

Section 3. Exceptions

The a

bove shall not apply to part-time employees and PSEs.

Part-time employees will be scheduled in accordance with the

above rules, except they may be scheduled for less than eight

(8) hours per service day and less than forty (40) hours per

normal work week.

All PTFs will be guaranteed a minimum

of one (1) nonscheduled day each service week, except

during the peak season exception period. Management will

notify PTF employees of their assigned nonscheduled day

by the Wednesday preceding the serv

ice week.

PSEs will be scheduled in accordance with Section 2.A and B,

of this Article.

All PSEs will be offered a minimum of one (1)

nonscheduled day each service week, except during the peak

season exception period. Management will notify PSEs of

their assigned nonscheduled day by the Wednesday

preceding the service week.

Section 4. Overtime Work

A. Overtime pay is to be paid at the rate of one and one-hal

(1½) times the basic hourly straight-time rate.

B. Overtime shall be paid to employees for work performed

only after eight (8) hours on duty in any one (1) service day or

forty (40) hours in any one (1) service week. Nothing in this

Section shall be construed by the parties or any reviewing

authority to deny the payment of overtime to employees for

time worked outside of their regularly scheduled work week at

the request of the Employer.

C. Penalty overtime pay is to be paid at the rate of two (2)

times

the basic hourly straight-time rate. Penalty overtime pay

will not be paid for any hours worked in the month of

December.

D. Penalty overtime pay will be paid to full-time regular

employees for any overtime work in contravention of the

restrictions in Section 5.F

Article 8.4.E

E. Ex

cluding December, part-time flexible employees will

receive penalty overtime pay for all work in excess of ten (10)

hours in a service day or fifty-six (56) hours in a service week.

F. Wherever two (2) or more overtime or premium rates

may appear applicable to the same hour or hours worked by an

employee, there shall be no pyramiding or adding together of

such overtime or premium rates and only the higher of the

employee’s applicable rates shall apply.

G. Overtime Work PSEs

PSEs shall be paid overtime for work performed only after eight

(8) hours on duty in any one (1) service day or

forty (40) work

hours in any one (1) service week. Overtime pay for PSEs is t

be paid at the rate of one and one-half (1 ½) times the basic

hourly straight-time rate.

Article 8.4.C, 8.4.E, and 8.4.F related to penalty overtime, will

apply to PSEs. Excluding December, PSEs will receive penalty

overtime pay for all work in excess of ten (10) hours in a service

day or fifty-six (56) hours in a service week. Wherever two (2)

or more overtime or premium rates may appear applicable to

the same hour or hours worked by a PSE, there shall be no

pyramiding or adding together of such overtime or premium

rates and only the higher of the PSE’s applicable rates shall

apply.

When an opportunity exists for overtime for qualified and

available full-time employees, doing similar work in the work

location where the employees regularly work, prior to utilizing

a PSE in excess of eight (8) work hours in a service day, such

qualified and available full-time employees on the appropriate

Overtime Desired List will be selected to perform such work in

order of their seniority on a rotating basis.

(See Postal Support Employees Memoranda, page 271, and

Memo, page 327)

Article 8.5.F

Section 5. Overtime Assignments

When

needed, overtime work for regular full-time employees

shall be scheduled among qualified employees doing similar

work in the work location where the employees regularly work

in accordance with the following:

A. Two (2) weeks prior to the start of each calendar quarter,

full-time regular employees desiring to work overtime during

that quarter shall place their names on an Overtime Desired

List.

B. Lists will be established by craft, section, or tour in

accordance with Article 30, Local Implementation.

C. 1. a. When during the quarter the need for overtim

arises, employees with the necessary skills

having listed their names will be selected in

order of their seniority on a rotating basis.

b. Those absent or on leave shall be passed over.

D. If the voluntary Overtime Desired List does not provide

sufficient qualified people, qualified full-time regular

employees not on the list may be required to work overtime on

a rotating basis with the first opportunity assigned to the junior

employee.

E. Exceptions to C and D above if requested by the

employee, may be approved by Local management in

exceptional cases based on equity (e.g., anniversaries,

birthdays, illness, deaths).

F. Excluding December, no full-time regular employee will

be required to work overtime on more than four (4) of the

employee’s five (5) scheduled days in a service week or work

over ten (10) hours on a regularly scheduled day, over eight (8)

hours on a nonscheduled day, or over six (6) days in a service

week.

Article 8.5.G

G. F

ull-time employees not on the Overtime Desired List

may be required to work overtime only if all available

employees on the Overtime Desired List have worked up to

twelve (12) hours in a day or sixty (60) hours in a service week.

Employees on the Overtime Desired List:

1. may be required to work up to twelve (12) hours i

n a

day and sixty (60) hours in a service week (subject to

payment of penalty overtime pay set forth in Section

4.D for contravention of Section 5.F);

and

excluding December, shall be limited to no more tha

twelve (12) hours of work in a day and no more than

sixty (60) hours of work in a service week.

However, the Employer is not required to utilize employees on

the Overtime Desired List at the penalty overtime rate if

qualified employees on the Overtime Desired List who are not

yet entitled to penalty overtime are available for the overtime

assignment.

(See Memos, pages 319

, 327

and 329)

Section 6. Sunday Premium Payment

Each employee whose regular work schedule includes a period

of service, any part of which is within the period commencing

at midnight Saturday and ending at midnight Sunday, shall be

paid extra compensation at the rate of 25% of the employee’s

base hourly rate of compensation for each hour of work

performed during that period of service. An employee’s

regularly scheduled reporting time shall not be changed on

Saturday or Sunday solely to avoid the payment of Sunday

premium payment.

Section 7. Night Shift Differential

For time worked between the hours of 6:00 p.m. and 6:00 a.m.,

employees shall be paid additional compensation at the

applicable flat dollar amount at each pay grade and step in

accordance with the attached table (Table 2 and Table

4.2

Article 8.9

Section 8. Guarantees

A. A

n employee called in outside the employee’s regular

work schedule shall be guaranteed a minimum of four (4)

consecutive hours of work or pay in lieu thereof where less than

four (4) hours of work is available. Such guaranteed minimum

shall not apply to an employee called in who continues working

on into the employee’s regularly scheduled shift.

B. When a full-time regular employee is called in on the

employee’s nonscheduled day, the employee will be guaranteed

eight (8) hours work or pay in lieu thereof.

C. The Employer will guarantee all employees at least four

(4) hours work or pay on any day they are requested or

scheduled to work.

D. Any PSE who is scheduled to work and who reports shall

be guaranteed two (2) hours of work or pay. Any PSE employee

who is scheduled to work and who reports to work in a post

office or facility with 200 or more workyears of employment

shall be guaranteed four (4) hours of work or pay.

PTFs will be guaranteed a minimum work schedule of

twenty-four (24) hours per pay period.

(See Memo, page 449)

Section 9. Wash-Up Time

Installation heads shall grant reasonable wash-up time to those

employees who perform dirty work or work with toxic

materials. The amount of wash-up time granted each employee

shall be subject to the grievance procedure.

(The preceding paragraph, Article 8.9, shall apply to PSEs)

Article 9

ARTIC

LE 9

SALARIES AND WAGES

Section 1. Basic Annual Salary

The basic annual salary schedules, with proportional

application to hourly rate employees, for those employees

covered under the terms and conditions of this Agreement shall

be increased as follows:

Effective

November 20, 2021

—the basic annual salary for each

grade and step shall be increased by an amount equal to

1.3%

of the basic annual salary for the grades and steps in effect on

September 20, 2021

. (Table 1)

Effective

November 19, 2022

—the basic annual salary for each

grade and step shall be increased by an amount equal to

1.3%

of the basic annual salary for the grades and steps in effect on

September 20, 2021

. (Table 1)

Effective

November 18, 2023

—the basic annual salary for each

grade and step shall be increased by an amount equal to

1.3%

of the basic annual salary for the grades and steps in effect on

September 20, 2021

. (Table 1)

Section 2. Step Progression Schedule

The step progression for the salary schedule shall be as follows:

For PS Grades

Ste

(

In Weeks

)

Waitin

Period

3 All 44

4 throu

h 7 All 36

8 throu

h 11 All 30

Article 9.3.B

Career

employees appointed on or after May 23, 2011,

will

progress as follows:

PS Grades

Entr

Ste

3-4 JJ I

5 FF K

6-7 FF L

9-11 D P

(See Memo, page 330)

Section 3. Cost of Living Adjustment

Definitions

1. “Consumer Price Index” refers to the “National

Consumer Price Index for Urban Wage Earners a

Clerical Workers,” published by the Bureau of Labor

Statistics, United States Department of Labor

(1967=100) and referred to herein as the “Index.”

2. “Consumer Price Index Base” refers to the Consumer

Price Index for the month of July

2021

and is r

eferred

to herein as the “Base Index.”

B. Effective Dates of Adjustment

Each eligible employee covered by this Agreement shall

receive cost-of-living adjustments, upward, in accordance with

the formula in Section 3.C, below, effective as follows:

Article 9.3.B

Index

ment Effective

January

2022

Second full pay period

after release of January

2022

Index

July

2022

Second full pay period

after release of July

2022

Index

January

2023

Second full pay period

after release of January

2023

Index

July

2023

Second full pay period

after release of July

2023

Index

January

2024

Second full pay period

after release of January

2024

Index

July

2024

Second full pay period

after release of July

2024

Index

C. The basic salary schedules provided for in this Agreement

shall be increased one (l) cent

per hour for each full 0.4 of a

point increase in the applicable Index above the Base Index. For

example, if the increase in the Index from July

2021

to January

2022

is 1.2 points, all pay scales for employees covered by this

Agreement will be increased by 3 cents per hour. In no event

will a decline in the Index below the Base Index result in a

decrease in the pay scales provided for in this Agreement.

Article 9.6.B

In the event the appropriate Index is not published on or

before the beginning of the effective payroll period, any

adjustment required will be made effective at the beginning of

the second payroll period after publication of the appropriate

Index.

E. No adjustment, retroactive or otherwise, shall be made

due to any revision which may later be made in the published

figures for the Index for any month mentioned in 3.B, above.

F. If during the life of this Agreement, the BLS ceases to

make available the CPI-W (1967 = 100), the parties agree to use

the CPI-W (1982-84=100) at such time as BLS ceases to make

available the CPI-W (1967=100). At the time of change to the

CPI-W (1982-84=100), the cost-of-living formula in Section

3.C will be recalculated to provide the same co

st-of-living

adjustment that would have been granted under the formula

using the CPI-W (1967 = 100).

Section 4. Application of Salary Rates

The Employer shall continue the current application of salary

rates for the duration of this Agreement.

Section 5. Granting Step Increases

The Employer will continue the program on granting step

increases for the duration of this Agreement.

Section 6. Protected Salary Rates

A. The Employer shall continue the current salary rate

protection program for the duration of this Agreement.

B. Employees who qualify for “saved grade” will receive

“saved grade” for an indefinite period of time subject to the

conditions contained in Article 4, Section 3, and Article

37.4.C.6.b.

Article 9.7

Section 7.

Postal Support Employees

The hourly rates for PSEs shall be adjusted by the general

increases provided for in Article 9.1. PSEs will receive the

following wage adjustments:

• PSEs will receive annual 1% wage increases in addition to

the general wage increases provided above for career

employees (i.e.,

2.3%

, and

2.3%

• PSEs will also receive a wage increase in addition to the

general and annual increases above as follows:

•

$0.50 per hour effective April 9, 2022.

All percentage increases are applied to the wage rates in effect

September 20, 2021

(Table 4.1)

Article 9.7

Pay Grade

Step 3 4 5 6 7 8 9 10 11

JJ 35,658 37,041

II 36,788 38,161

HH 37,918 39,281

GG 39,048 40,401

FF 40,178 41,521 43,914 46,231 48,617 49,406

EE 41,308 42,641 44,968 47,227 49,558 50,375

DD 42,438 43,761 46,022 48,223 50,499 51,344

CC 43,568 44,881 47,076 49,219 51,440 52,313

BB 44,698 46,001 48,130 50,215 52,381 53,282

AA 45,828 47,121 49,184 51,211 53,322 54,251

A 46,958 48,241 50,238 52,207 54,263 55,220

B 48,088 49,361 51,292 53,203 55,204 56,189

C 49,218 50,481 52,346 54,199 56,145 57,158

D 50,348 51,601 53,400 55,195 57,086 58,127 62,309 65,893 68,579

E 51,478 52,721 54,454 56,191 58,027 59,096 63,035 66,755 69,547

F 52,608 53,841 55,508 57,187 58,968 60,065 63,761 67,617 70,515

G 53,738 54,961 56,562 58,183 59,909 61,034 64,487 68,479 71,483

H 54,868 56,081 57,616 59,179 60,850 62,003 65,213 69,341 72,451

I 55,998 57,201 58,670 60,175 61,791 62,972 65,939 70,203 73,419

J 57,128 58,321 59,724 61,171 62,732 63,941 66,665 71,065 74,387

K 58,258 59,441 60,778 62,167 63,673 64,910 67,391 71,927 75,355

L 59,388 60,561 61,832 63,163 64,614 65,879 68,117 72,789 76,323

M 60,518 61,681 62,886 64,159 65,555 66,848 68,843 73,651 77,291

N 61,648 62,801 63,940 65,155 66,496 67,817

69,569 74,513 78,259

O 62,918 63,921 64,994 66,151 67,437 68,786

70,295 75,375 79,227

P 69,755

71,021 76,237 80,195

1130 1120 1054 996 941 969 726 862 968

Only in New 2011 Schedule: RSC P7, K7, C7

Overlap in New and Old Schedules

Only in Old Schedule (Pre 5/23/2011): RSC P9, K9, C9

Grade 8 Steps N and O will be added to the old schedule within six (6) months.

Grade 8 Step P will be added to the old and new schedules within six (6) months.

These Grade 11 rates are effective September 25, 2021.

Step Increment

Grade 8 Steps FF through AA will be eliminated within 120 days. Employees in

those steps will be moved up. See Article 9.2. Grade 8 changes.

Table1

Full‐TimeRegularEmployees

BasicAnnualSalarySchedule

EﬀectiveSeptember20,2021 Page1of2

Article 9.7

Table1.2

Part‐TimeFlexibleEmployees

RegularHourlyRateSchedule

EﬀectiveSeptember20,2021 Page2of2

Pay Grade

Step34567891011

JJ 17.83 18.52

II 18.39 19.08

HH 18.96 19.64

GG 19.52 20.20

FF 20.09 20.76 21.96 23.12 24.31 24.70

EE 20.65 21.32 22.48 23.61 24.78 25.19

DD 21.22 21.88 23.01 24.11 25.25 25.67

CC 21.78 22.44 23.54 24.61 25.72 26.16

BB 22.35 23.00 24.07 25.11 26.19 26.64

AA 22.91 23.56 24.59 25.61 26.66 27.13

A 23.48 24.12 25.12 26.10 27.13 27.61

B 24.04 24.68 25.65 26.60 27.60 28.09

C 24.61 25.24 26.17 27.10 28.07 28.58

D 25.17 25.80 26.70 27.60 28.54 29.06 31.15 32.95 34.29

E 25.74 26.36 27.23 28.10 29.01 29.55 31.52 33.38 34.77

F 26.30 26.92 27.75 28.59 29.48 30.03 31.88 33.81 35.26

G 26.87 27.48 28.28 29.09 29.95 30.52 32.24 34.24 35.74

H 27.43 28.04 28.81 29.59 30.43 31.00 32.61 34.67 36.23

I 28.00 28.60 29.34 30.09 30.90 31.49 32.97 35.10 36.71

J 28.56 29.16 29.86 30.59 31.37 31.97 33.33 35.53 37.19

K 29.13 29.72 30.39 31.08 31.84 32.46 33.70 35.96 37.68

L 29.69 30.28 30.92 31.58 32.31 32.94 34.06 36.39 38.16

M 30.26 30.84 31.44 32.08 32.78 33.42 34.42 36.83 38.65

N 30.82 31.40 31.97 32.58 33.25 33.91 34.78 37.26 39.13

O 31.46 31.96 32.50 33.08 33.72 34.39 35.15 37.69 39.61

P 34.88 35.51 38.12 40.10

Only in New 2011 Schedule: RSC P7, K7, C7

Overlap in New and Old Schedules

Only in Old Schedule (Pre 5/23/2011): RSC P9, K9, C9

Article 9.7

Table2.1

Full‐TimeandPart‐TimeRegular

NightDiﬀerentialRates

EﬀectiveSeptember20,2021

Steps 3

Grade

10 11

JJ 0.88 0.89

II 0.88 0.89

HH 0.88 0.89

GG 0.88 0.89

FF 0.90 0.95 1.01 1.08 1.14 1.16

EE 0.90 0.95 1.01 1.08 1.14 1.16

DD 0.90 0.95 1.01 1.08 1.14 1.16

CC 0.90 0.95 1.09 1.15 1.22 1.25

BB 0.90 0.95 1.09 1.15 1.22 1.25

AA 0.94 1.00 1.09 1.15 1.22 1.25

A 0.97 1.03 1.09 1.15 1.22 1.25

B 1.02 1.07 1.13 1.18 1.25 1.28

C 1.06 1.11 1.16 1.22 1.28 1.31

D 1.10 1.14 1.20 1.25 1.31 1.35 1.49 1.62 1.68

E 1.14 1.18 1.23 1.28 1.35 1.39 1.52 1.65 1.71

F 1.17 1.21 1.27 1.31 1.39 1.42 1.54 1.68 1.74

G 1.21 1.25 1.30 1.35 1.42 1.45 1.57 1.70 1.77

H 1.25 1.29 1.34 1.39 1.45 1.49 1.59 1.73 1.81

I 1.29 1.32 1.37 1.42 1.48 1.52 1.62 1.76 1.84

J 1.32 1.36 1.42 1.46 1.51 1.55 1.64 1.80 1.87

K 1.36 1.41 1.45 1.49 1.54 1.58 1.66 1.83 1.90

L 1.41 1.44 1.49 1.52 1.58 1.61 1.69 1.86 1.93

M 1.45 1.48 1.52 1.55 1.61 1.65 1.71 1.88 1.96

N 1.48 1.51 1.56 1.59 1.64 1.68 1.74 1.91 1.99

O 1.52 1.55 1.59 1.62 1.67 1.71 1.76 1.94 2.02

P 1.74 1.79 1.97 2.05

Only in New 2011 Schedule: RSC P7, K7, C7

Overlap in New & Old Schedules

Only in Old Schedule (Pre 5/23/2011): RSC P9, K9, C9

Article 9.7

Table2.2

Part‐TimeFlexible

NightDiﬀerentialRates

EﬀectiveSeptember20,2021

Steps 3

Grade

10 11

JJ 0.92 0.93

II 0.92 0.93

HH 0.92 0.93

GG 0.92 0.93

FF 0.93 0.97 1.05 1.12 1.19 1.21

EE 0.93 0.97 1.05 1.12 1.19 1.21

DD 0.93 0.97 1.05 1.12 1.19 1.21

CC 0.93 0.97 1.13 1.19 1.26 1.29

BB 0.93 0.97 1.13 1.19 1.26 1.29

AA 0.97 1.02 1.13 1.19 1.26 1.29

A 1.02 1.06 1.13 1.19 1.26 1.29

B 1.06 1.10 1.17 1.22 1.29 1.32

C 1.10 1.14 1.20 1.26 1.33 1.36

D 1.13 1.17 1.24 1.29 1.36 1.40 1.56 1.67 1.73

E 1.17 1.21 1.27 1.33 1.40 1.43 1.58 1.70 1.76

F 1.21 1.25 1.31 1.36 1.43 1.47 1.61 1.73 1.79

G 1.25 1.29 1.34 1.41 1.47 1.50 1.63 1.76 1.84

H 1.29 1.33 1.39 1.44 1.50 1.54 1.66 1.80 1.87

I 1.33 1.37 1.43 1.47 1.53 1.57 1.68 1.83 1.90

J 1.37 1.42 1.46 1.51 1.57 1.60 1.71 1.86 1.93

K 1.42 1.46 1.50 1.54 1.60 1.64 1.73 1.89 1.96

L 1.45 1.49 1.53 1.58 1.63 1.67 1.76 1.92 2.00

M 1.49 1.53 1.57 1.61 1.66 1.70 1.79 1.95 2.03

N 1.53 1.57 1.60 1.65 1.70 1.74 1.82 1.98 2.06

O 1.57 1.61 1.64 1.68 1.73 1.77 1.84 2.01 2.09

P 1.81 1.87 2.04 2.12

Only in New 2011 Schedule: RSC P7, K7, C7

Overlap in New & Old Schedules

Only in Old Schedule (Pre 5/23/2011): RSC P9, K9, C9

Article 9.7

Postal Support Employee (PSE) Hourly Rates

Grade 5 6 7 8

Hourly Rates 17.62 18.69 19.80 20.21

Postal Support Employee (PSE) Night Differential Rates

Grade 5 6 7 8

Hourly Rates 1.05 1.12 1.19 1.21

Table3

StepGG,hasbeenestablishedforPSEs

automaticallyconvertingtocareerafter24

monthsofrelativestandinginGrades5‐7.

Percentageincreaseswillbeappliedtothese

salaries.

Table4.1

PostalSupportEmployee(PSE)HourlyRates

EffectiveSeptember20,2021



Table4.2

NightDifferentialRates

PostalSupportEmployee(PSE)

EffectiveSeptember20,2021



Grade

567

FTF Annual

42,860 45,235 47,676

Hourly

20.6058 21.7476 22.9212

1.01 1.08 1.14

PTF Hourly

21.43 22.62 23.84

1.05 1.12 1.19

Step GG

Article 10

ARTIC

LE 10

LEAVE

Section 1. Funding

The Employer shall continue funding the leave program so as

to continue the current leave earning level for the duration of

this Agreement.

Section 2. Leave Regulations

A. The leave regulations in Subchapter 510 of the Employee

and Labor Relations Manual, insofar as such regulations

establish wages, hours and working conditions of employees

covered by this Agreement, other than PSEs

shall remain in

effect for the life of this Agreement.

(See Memos, pages 332-341)

B. Career employees will be given preference over noncareer

employees when scheduling annual leave. This preference will

take into consideration that scheduling is done on a tour-by-tour

basis and that employee skills are a determining factor in this

decision.

(The preceding paragraph, Article 10.2.B applies to PSEs)

Section 3. Choice of Vacation Period

A. It is agreed to establish a nationwide program for vacation

anning for employees in the regular workforce

with emphasis

upon the choice vacation period(s) or variations thereof.

B. Care shall be exercised to assure that no employee is

required to forfeit any part of such employee’s annual leave.

C. The parties agree that the duration of the choice vacation

period(s) in all postal installations shall be determined pursuant

to local implementation procedures.

D. Annual leave shall be granted as follows:

l. employees who earn 13 days annual leave per year

shall be granted up to ten (10) days of continuous

annual leave during the choice period. The number o

Article 10.4.A

days o

f annual leave, not to exceed ten (10), shall be

at the option of the employee;

2. employees who earn 20 or 26 days annual leave per

year shall be granted up to fifteen (15) days of

continuous annual leave during the choice period.

The number of days of annual leave, not to excee

fifteen (15), shall be at the option of the employee;

3. the subject of whether an employee may at the

employee’s option request two (2) selections durin

the choice period(s), in units of either 5 or 10 working

days, the total not to exceed the ten (10) or fifteen

(15) days above, may be determined pursuant to local

implementation procedures;

4. the remainder of the employee’s annual leave may be

granted at other times during the year, as requested

by the employ

ee.

E. The vacation period shall start on the first day of the

employee’s basic work week. Exceptions may be granted by

agreement among the employee, the Union representative and

the Employer.

F. An employee who is called for jury duty during the

employee’s scheduled choice vacation period or who attends a

National, State or Regional Convention (Assembly) during the

choice vacation period is eligible for another available period

provided this does not deprive any other employee of first

choice for scheduled vacation.

Section 4. Vacation Planning

The following general rules shall be observed in implementing

the vacation planning program:

A. The Employer shall, no later than November 1, pub

licize

on bulletin boards and by other appropriate means the

beginning date of the new leave year, which shall begin with

the first day of the first full pay period of the calendar year.

Article 10.4.B

The installation head shall meet with the representatives

of the Union to review local service needs as soon after January

1 as practical. The installation head shall then:

1. determine the amount of annual leave accrued to each

employee’s credit including that for the current year

and the amount he/she expects to take in the current

year;

2. determine a final date for submission of applications

for vacation period(s) of the employee’s choice

during the choice vacation period(s);

3. provide official notice to each employee of the

vacation schedule approved for each employee.

(See Memo, page 329)

C. A procedure in each office for submission of applications

for annual leave for periods other than the choice period may

be established pursuant to the implementation procedure above.

D. All advance commitments for granting annual leave must

be honored except in serious emergency situations.

Section 5. Sick Leave

The Employer agrees to continue the administration of the

present sick leave program which shall include the following

specific items:

A. credit employees with sick leave as earned;

charge to annual leave or leave without pay (at

employee’s option) approved absence for which employee has

insufficient sick leave;

C. employee becoming ill while on annual leave may have

leave charged to sick leave upon request;

D. for periods of absence of three (3) days or less, a

supervisor may accept an employee’s certification as reason for

an absence.

(See Memos, pages 333 and 336)

Article 11.1

Section 6.

Minimum Charge for Leave

The minimum unit charged for sick leave and annual leave for

regular workforce employees as defined in Article 7, Section

1.A, is one hundredth of an hour (.01 hour).

Employees may utilize annual and sick leave in conjunction

with leave without pay, subject to the approval of the leave in

accordance with normal leave approval procedures. The

Employer is not obligated to approve such leave for the last

hour of the employee’s scheduled workday prior to and/or the

first hour of the employee’s scheduled workday after a holiday.

(See Memos, pages 332-341)

(Additional leave provisions regarding PSEs can be found in

the Postal Support Employees Memoranda, Attachment A,

Page 288)

ARTICLE 11

HOLIDAYS

Section 1. Holidays Observed

The following

eleven (11)

days shall be considered holidays for

full-time and part-time regular scheduled employees hereinafter

referred to in this Article as “employees”:

New Year’s Day

Martin Luther King, Jr.’s Birthday

Washington’s Birthday

(Presidents’ Day)

Memorial Day

Juneteenth National Independence Day

Independence Day

Labor Day

Columbus Day

Veterans Day

Thanksgiving Day

Christmas Day

Article 11.2

Section 2.

Eligibility

To be eligible for holiday pay, an employee must be in a pay

status the last hour of the employee’s scheduled workday prior

to or the first hour of the employee’s scheduled workday after

the holiday.

Section 3. Payment

A. An employee shall receive holiday pay at the employee’s

base hourly straight-time rate for a number of hours equal to the

employee’s regular daily working schedule, not to exceed eight

(8) hours. Effective February 2, 2002, employees who work

their holiday, at their option, may elect to have their annual

leave balance credited with eight (8) hours of annual leave

lieu of holiday leave pay.

B. Holiday pay is in lieu of other paid leave to which an

employee might otherwise be entitled on the employee’s

holiday.

Section 4. Holiday Work

A. An employee required to work on a holiday other than

Christmas shall be paid the base hourly straight-time rate for

each hour worked up to eight (8) hours. Effective February 2,

2002, employees who work their holiday, at their option, may

elect to have their annual leave balance credited with up to eight

(8) hours of annual leave or receive holiday pay to which the

employee is entitled as above described.

B. An employee required to work on Christmas shall be paid

one and one-half (l½) times the base hourly straight-time rate

for each hour worked. Effective February 2, 2002, employees

who work their holiday, at their option, may elect to have their

annual leave balance credited with up to eight (8) hours of

annual leave or receive holiday pay to which the employee is

entitled as above described.

Article 11.6.C

C. D

eferred holiday leave credited in accordance with

Section 4.A or 4.B, above, will be subject to all applicable rules

for requesting and scheduling annual leave and shall be

combined with annual leave and counted as annual leave for

purposes of annual leave carryover.

Section 5. Holiday on Non-Work Day

A. When a holiday falls on Sunday, the following Monday

will be observed as the holiday. When a holiday falls on

Saturday, the preceding Friday shall be observed as the holiday.

B. When an employee’s scheduled non-work day falls on a

day observed as a holiday, the employee’s scheduled workday

preceding the holiday shall be designated as that employee’s

holiday.

Section 6. Holiday Schedule

A. The Employer will determine the number and categories

of employees needed for holiday work and a schedule shall be

posted as of the Tuesday preceding the service week in which

the holiday falls.

(See Memo, page 329)

As many full-time and part-time regular schedule

employees as can be spared will be excused from duty on a

holiday or day designated as their holiday. Such employees will

not be required to work on a holiday or day designated as their

holiday unless all PSEs and part-time flexibles are utilized to

the maximum extent possible even if the payment of overtime

is required, and unless all full-time and part-time regulars with

the needed skills who wish to work on the holiday have been

afforded an opportunity to do so.

C. An employee scheduled to work on a holiday who does

not work shall not receive holiday pay, unless such absence is

based on an extreme emergency situation and is excused by the

Employer.

Article 11.6.D

stal Support Employees

PSEs will be scheduled for work on a holiday or designated

holiday after all full-time volunteers are scheduled to work on

their holiday or designated holiday. They will be scheduled, to

the extent possible, prior to any full-time volunteers or non-

volunteers being scheduled to work a nonscheduled day or any

full-time non-volunteers being required to work their holiday or

designated holiday. If the parties have locally negotiated a

pecking order that would schedule full-time volunteers on a

nonscheduled day, the Local Memorandum of Understanding

will apply.

Section 7. Holiday Part-Time Employee

A part-time flexible schedule employee shall not receive

holiday pay as such. The employee shall be compensated for

the ten (10) holidays by basing the employee’s regular straight-

time hourly rate on the employee’s annual rate divided by 2,000

hours.

Effective January 1, 2022, the employee shall be

compensated for eleven (11) holidays by basing the

employee’s regular straight-time hourly rate on the

employee’s annual rate divided by 1,992 hours.

For work

performed on December 25, a part-time flexible schedule

employee shall be paid in addition to the employee’s regular

straight-time hourly rate, one-half (1/2) times the employee’s

regular straight-time hourly rate for each hour worked up to

eight (8) hours.

Section 8. Holiday Postal Support Employee

A. PSEs will receive holiday leave pay subject to eligibility

guidelines in Article 11.2 for the following six (6) holidays:



New Year’s Day



Memorial Day



Independence Day



Labor Day

Article 12.1.B



Thanks

giving Day



Christmas Day

B. The number of hours of holiday leave pay that a PSE

receives for each of the above holidays will be determined by

the size of the office in which he/she works:



200 workyear offices - 8 hours



POStPlan offices - 4 hours



All other offices - 6 hours

PSEs who work on a holiday may, at their option, elect to have

their annual leave balance credited with 4, 6, or 8 hours (as

applicable) of annual leave in lieu of receiving holiday leave

pay.

ARTICLE 12

PRINCIPLES OF SENIORITY, POSTING AND

REASSIGNMENTS

Section 1. Probationary Period

A. The probationary period for a new employee shall be

ninety (90) calendar days. The Employer shall have the right to

separate from its employ any probationary employee at any

time during the probationary period and these probationary

employees shall not be permitted access to the grievance

procedure in relation thereto. If the Employer intends to

separate an employee during the probationary period for

scheme failure, the employee shall be given at least seven (7)

days advance notice of such intent to separate the employee. If

the employee qualifies on the scheme within the notice period,

the employee will not be separated for prior scheme failure.

B. The parties recognize that the failure of the Employer to

discover a falsification by an employee in the employment

application prior to the expiration of the probationary period

shall not bar the use of such falsification as a reason for

discharge.

Article 12.1.C

When an employee completes the probationary period,

seniority will be computed in accordance with this Agreement

as of the initial day of full-time or part-time employment.

D. When an employee who is separated from the Postal

Service for any reason is rehired, the employee shall serve a

new probationary period. If the separation was due to disability,

the employee’s seniority shall be established in accordance with

Section 2, if applicable.

Section 2. Principles of Seniority

A. Except as specifically provided in this Article, the

principles of seniority are established in the craft Articles of this

Agreement.

B. An employee who left the bargaining unit on or after

November 20, 1994, and returns to the same craft and

installation:

1. will begin a new period of seniority if the employee

returns from a position outside the Postal Service; or

2. will begin a new period of seniority if the employee

returns from a nonbargaining unit position within the

Postal Service, unless the employee returns within

one (1) year from the date the employee left the unit.

C. An employee who left the bargaining unit before July 21,

1973, and returns to the same craft shall have seniority as

specified in the 1971-1973 National Agreement.

D. An employee who left the bargaining unit during the

period from July 21, 1973, to November 19, 1994, and returns

to the same craft has seniority as provided in the 1990-1994

National Agreement.

E. Except as provided in the Motor Vehicle Craft, an

employee who left the craft and/or installation and returns to the

same craft and/or installation will begin a new period of

seniority unless the employee returns within one (1) year from

the date the employee left the craft and/or installation.

Article 12.4.B

F. T

he seniority for employees returning within one (1) year,

under B.2. above, shall be established after reassignment as the

seniority the employee had when he/she left minus seniority

credit for service outside the bargaining unit, craft and/or

installation.

Section 3. Principles of Posting

A. To ensure a more efficient and stable workforce, an

employee may be designated a successful bidder no more than

five (5) times during the duration of this Agreement unless such

bid:

1. is to a job in a higher wage level;

2. is to a duty assignment which does not require a

deferment period or additional off-site training;

3. is due to elimination or reposting of the employee’s

duty assignment; or

4. enables an employee to become assigned to a station

closer to the employee’s place of residence.

B. Specific provisions for posting for each craft are

contained in the craft posting provisions of this Agreement.

Section 4. Principles of Reassignments

A. A primary principle in effecting reassignments will be that

dislocation and inconvenience to employees in the regular

workforce shall be kept to a minimum, consistent with the needs

of the Service. Reassignments will be made in accordance with

this Section and the provisions of Section 5 below.

B. When a major relocation of employees is planned in major

metropolitan areas or due to the implementation of national

postal mail networks, the Employer will apply this Article in

the development of the relocation and reassignment plan. At

least 90 days in advance of implementation of such plan, the

Employer will meet with the Union at the National Level to

fully advise the Union how it intends to implement the plan. If

Article 12.4.B

e Union believes such plan violates the National Agreement,

the matter may be grieved.

Such plan shall include a meeting at the Regional Level in

advance (as much as six (6) months whenever possible) of the

reassignments anticipated. The Employer will advise the Union

based on the best estimates available at the time of the

anticipated impact; the numbers of employees affected by craft;

the locations to which they will be reassigned; and, in the case

of a new installation, the anticipated complement by tour and

craft. The Union at the Regional Level will be periodically

updated by the Employer should any of the information change

due to more current data being available.

(See Memo, page 447)

C.When employees are excessed out of their craft or

installation, the Union at the Regional Level shall be provided

with a Comparative Work Hour Report of the losing craft or

installation forty-five (45) days, if possible, after the excessing

of such employees.

If a review of the report does not substantiate that business

conditions warranted the action taken, such employees shall

have their retreat rights activated. If the retreat right is denied,

the employees have the right to the grievance-arbitration

procedure.

D. In order to minimize the impact on employees in the

regular workforce, the Employer agrees to separate, to the

extent possible, PSEs working in the affected craft and

installation prior to excessing any regular employee in that craft

out of the installation. The junior full-time employee who is

being excessed has the option of reverting to part-time flexible

status in his/her craft, or of being reassigned to the gaining

installation.

Article 12.5.B.1

Section 5. Reassignments

A. Basic Principl

es and Reassignments

When it is proposed to:

1. discontinue an independent installation;

2. consolidate an independent installation (i.e.,

iscontinue the independent identity of an installation

by making it part of another and continuing

independent installation);

3. transfer a classified station or classified branch to the

jurisdiction of another installation or make an

independent installation;

4. reassign within an installation employees excess to

the needs of a section of that installation;

5. reduce the number of regular workforce employees

of an installation other than by attrition;

6. centralized mail processing and/or delivery

installation (Clerk Craft onl

y);

7. reassignment — motor vehicles;

8. reassignment — part-time flexibles in excess of

quota; such actions shall be subject to the following

principles and requirements.

B. Principles and Requirements

1. Dislocation and inconvenience to full-time and part-

time flexible employees shall be kept to the min

imum

consistent with the needs of the Service.

When the reassignment of employee(s) represented

by the APWU is to withheld vacancies outside of

the employee’s present installation, the date on which

the reassignment will occur will be the same for all

impacted employees within the same Postal

Area

in which the excessing is occurring. Excessing of

Article 12.5.B.1

APWU e

mployees within the same Postal Area

cannot occur more than once in any three-calendar

month period, except by mutual agreement of the

parties.

2. The Vice President, Area Operations shall give full

consideration to withholding sufficient full-time and

part-time flexible positions within the area for full-

time and part-time flexible employees who may

involuntarily reassigned. Management shall identify

uty assignments within the appropriate radius held

by PSEs which shall be made available for the

reassignment of excess career employees. When

positions are withheld, Local management will

periodically review the continuing need for

withholding such positions and discuss with the

Union the results of such revie

3. The Union shall be notified in advance (as much as

six (6) months whenever possible), such notification

to be at the Regional Level, except under A.4 above,

which shall be at the Local Lev

el.

4. Following Regional notification, the parties will meet

at the Regional/Area Level to discuss the excessing

ent. At this meeting, the Employer will provide

listing of the residual vacancies for the excessing

event.

If the radius of the event exceeds 50 miles, the parties

will agree on a timeframe for the offering and

awarding of the residual vacancies. This agreed-upon

process is to provide the impacted employee(s) at

least 60 days written notice of the awarded duty

assignment prior to the reporting date, unless the

parties agree to a lesser period.

Article 12.5.B.7

the radius is within 50 miles, the parties will agree

on a timeframe for the offering and awarding of

residual vacancies. This agreed-upon process is to

provide the impacted employee(s) at least 30 days

written notice of the awarded duty assignment prior

to the reporting date, unless the parties agree to a

lesser period.

(See Memo, page 352)

5. Full-time and part-time flexible employ

ees

involuntarily detailed or reassigned from one

installation to another shall be given not less than 60

days advance notice, if possible, and shall recei

moving, mileage, per diem and reimbursement for

movement of household goods as appropriate if

legally payable will be governed by the applicable

USPS Handbooks and Manuals.

6. Any employee volunteering to accept reassignment

to another craft or occupational group, another

branch of the Postal Service, or another installation

shall start a new period of seniority beginning with

such assignment, except as provided herein.

7. Whenever changes in mail handling patterns are

undertaken in an area including one (1) or more

postal installations with resultant successive

reassignments of clerks from those installations to

one (1) or more central installations, the reassignment

of clerks shall be treated as details for the first 180

days in order to prevent inequities in the sen

iority

lists at the gaining installations. The 180 days is

computed from the date of the first detail of a clerk to

the central, consolidated or new installation in that

specific planning program. If a tie develops in

establishing the merged seniority roster at the gaining

Article 12.5.B.8

installatio

n, it shall be broken by total continuous

service in the regular workforce in the same craft.

8. Whenever in this Agreement provision is made for

reassignments, it is understood that any full-time or

part-time flexible employee reassigned must meet the

qualification requirements of the position to which

reassigned

9. Whenever the provisions of the Section establishing

seniority are inconsistent with the provisions of the

craft Articles of this Agreement, the provisions of the

craft Articles shall prev

ail.

It is understood that any employee entitled hereund

to a specific placement may exercise such entitlement

only if no other employee has a superior claim

hereunder to the same position.

11. Surplus/excess U.S. Postal Service Employees —

Surplus/excess U.S. Postal Service employees from

non-mail processing and non-mail deliv

ery

installations, regional offices, the U.S. Postal Service

Headquarters or from other Federal departments or

agencies shall be placed at the foot of the part-time

flexible roll and begin a new period of seniority

effective the date of reassignment. Except

provided in Article 12.2, surplus/excess U.S. Postal

Service employees from an APWU bargaining unit in

any such facility shall begin a new period of seniority

but will retain their full-time or part-time status.

C. Special Provisions on Reassignments

In addition to the general principles and requirements

above specified, the following specific provisions are

applicable:

Article 12.5.C.1.c(1)

1. Discon

tinuance of an Independent Installation

a. When an independent installation is

discontinued, all full-time and part-time flexible

employees shall, to the maximum extent

possible, be involuntarily reassigned to

continuing postal positions in accordance with

the following

b. Involuntary reassignment of full-time employees

with their seniority for duty assignments to

vacancies in the same or lower level in the sam

craft or occupational group in installations

within 100 miles of the discontinued installation,

or in more distant installations, if after

consultation with the Union, it is determined that

it is necessary. The Postal Service will designate

such installations for the reassignment of excess

full-time employees. When two (2) or more suc

vacancies are simultaneously available, first

choice of duty assignment shall go to the senior

employee entitled by displacement from

discontinued installation to such placement.

(See Memo, page 351)

c. Involuntary reassignment of full-time employees

for whom consultation did not provide for

placement under C.1.b above in other crafts o

occupational groups in which they meet

minimum qualifications at the same or lower

level with permanent seniority for dut

assignments under (1) and (2) below, whichever

is lesser:

(1) one day junior to the seniority of the junior

full-time employee in the same level

and

craft or occupation in the installation to

which assigned; or

Article 12.5.C.1.c(2)

(2)

the seniority the employee had in the craft

from which reassigned.

d. Involuntary reassignment of part-time flexible

employees with seniority in any vacancy in the

part-time flexible quota in the same craft or

occupational group at any installation within 100

miles of the discontinued installation, or in more

distant installations, if after consultation with the

Union it is determined that it is necessary, the

Postal Service will designate such installations

for the reassignment of the part-time flexib

employees.

(See

Memo, page 351)

e. Involuntary reassignment of part-time flexible

empl

oyees for whom consultation did not

provide for placement under C.1.d above in other

crafts or occupational groups in which they meet

minimum qualification at the same or lower level

at the foot of the existing part-time flexible r

oster

at the receiving installation and begin a new

period of seniority.

f. Full-time employees for whom no full-time

vacancies are available by the time the

installation is discontinued shall be changed

part-time flexible employees in the same craft

and placed as such, but shall for six (6) months

retain placement rights to full-time vacancies

developing within that time within any

installation within 100 miles of the discontinued

installation, or in more distant installations, if

after consultation with the Union it is necessary,

U.S. Postal Service will designate such

installations for the reassignment of excess full-

time employees on the same basis as if they had

remained full-time.

Article 12.5.C.3

Employees, full-time or part-time flexible,

involuntarily reassigned as above provided shall

upon the reestablishment of the discontinue

installation be entitled to reassignment with full

seniority to the first vacancy in the reestablished

installation in the level, craft or occupational

group from which reassigned.

2. Consolidation of an Independent Installation

a. When an independent postal installation is

consolidated with another postal installation,

each full-time or part-time flexible employee

shall be involuntarily reassigned to the

continuing installation without loss of seniority

in the employee’s craft or occupational group

Where reassignments under 2.a preceding, result

in an excess of employees in any craft or

occupational group in the continuing

installation, identification and placement of

excess employees shall be accomplished by th

continuing installation in accordance with the

provisions of this Agreement covering such

situations.

c. If the consolidated installation again becomes

an independent installation, each full-time and

part-time flexible employee whose reassignment

was necessitated by the previous consolidation

shall be entitled to the first vacancy in the

reestablished installation in the level and craft or

occupational group held at the time th

installation was discontinued.

3. Transfer of a Classified Station or Classified

Branch to the Jurisdiction of Another Installation

or Made an Independent Installation

Article 12.5.C.3.a

a. W

hen a classified station or classified branch is

transferred to the jurisdiction of another

installation or made an independent installation,

all full-time employees shall at their optio

remain with the classified station or classified

branch without loss of seniority, or remain with

the installation from which the classified statio

or classified branch is being transferred.

b. A realistic appraisal shall be made of the number

of employees by crafts or occupations who will

needed in the station after transfer, and

potential vacancies within these requirements

created by the unwillingness of employees to

follow the station to the new jurisdiction shall be

posted for bid on an office-wide basis in th

losing installation.

c. If the postings provided in Paragraph 3.b

preceding, do not result in sufficient employees

to staff the transferred classified station or

classified branch, junior employees, by craft or

occupational group on an installation-wide

seniority basis in the losing installation, shall be

voluntarily reassigned to the classified statio

or classified branch and each employee thus

involuntarily reassigned shall be entitled to the

first vacancy in such employee’s level and craft

or occupational group in the installation from

which transferred.

4. Reassignment Within an Installation of

Employees Excess to the Needs of a Section

a. The identification of assignments comprising

for this purpose a section shall be determined

locally by local negotiations. If no sections are

Article 12.5.C.4.c

esta

blished immediately by local negotiations,

the entire installation shall comprise the section.

b. Full-time employees, excess to the needs of a

section, starting with that employee who is junior

in the same craft or occupational group and in the

same level assigned in that section, shall be

reassigned outside the section but within the

same craft or occupational group. They shall

retain their seniority and may bid on any existing

vacancies for which they are eligible to bid. If

hey do not bid, they may be assigned in any

vacant duty assignment for which there was no

senior bidder in the same craft and installation.

Their preference is to be considered if more than

one (1) such assignment is available.

Such reassigned full-time employee retains the

right to retreat to the section from which

withdrawn only upon the occurrence of the first

residual vacancy in the salary level after

employees

in the section have compl

eted

bidding. Such bidding in the section is limited to

employees in the same salary level as the

vacancy. Failure to bid for the first available

vacancy will end such retreat right. The right

retreat to the section is optional with the

employee who has retreat rights with respect to

a vacancy in a lower salary level. Failure to

exercise the option does not terminate the retreat

rights in the salary level in which the employee

was reassigned away from the section. In the

Clerk Craft, an employee may exercise the

option to retreat to a vacancy in a lower sa

lary

level only to an assignment for which the

employee would have been otherwise eligible to

bid.

Article 12.5.C.4.d

d. The

duty assignment vacated by the

reassignment of the junior full-time employee

from the section shall be posted for bid of the

full-time employees in the section. If there are no

bids, the junior remaining unassigned full-time

employee in the section shall be assigned to the

vacancy.

Reduction in the Number of Employees in an

Installation Other Than by Attrition

a. Reassignments within installation. When for any

reason an installation must reduce the number o

employees more rapidly than is possible by

normal attrition, that installation:

(1) shall determine by craft and occupational

group the number of excess employees;

(2) shall, to the extent possible, minimize the

impact on regular workforce employees by

separation of all PSEs;

(3) shall, to the extent possible, minimize the

impact on full-time positions by reducing

part-time flexible hours;

(4) shall identify as excess the necessary

number of junior full-time employees in

the

salary level, craft, and occupational

group affected on an installation-wide

basis within the installation; make

reassignments of excess full-time

employees who meet the minimum

qualifications for vacant assignments in

other crafts in the same installation;

involuntarily reassign them (except

provided for letter carriers and vehicle

service employees in Section C.5.b below)

in the same or lower

level.

Article 12.5.C.5.b(1)

(5) Th

e employee shall be returned at the first

opportunity to the craft from which

reassigned. If an employee is reassigned to

an APWU represented craft, when the

installation notifies the employee

writing that he or she will be returned to the

craft from which reassigned, and before the

employee is returned, the employee may

waiv

e return to the former craft by

written

notification to the installation head or

designee within five (5) calendar days of

the notification.

(6) When returned, the employee retains

seniority previously attained in the craft

augmented by intervening employment in

the other craft.

(7) The right of election by a senior employee

provided in Paragraph b(3) below, is not

available for this cross-craft reassignment

within the installation except for

reassignments solely between APWU

represented crafts. A senior volunteer as

provided in Paragraph b(3) below, shall be

allowed between APWU represented

crafts. Seniority for employees is

established in the respective gaining craft

Article.

b. Reassignments to other installations after

making reassignments within the installation:

(1) Involuntarily reassign such excess full-

time employees starting with the junior

with their seniority for duty assignments

vacancies in the same or lower level in the

APWU crafts in installations within 100

Article 12.5.C.5.b(1)

miles of

the losing installation, or in more

distant installations if after consultation

with the Union it is determined that it is

necessary, the Postal Service will designate

such installations for the reassignment of

excess full-time employees. Employees

who meet the minimum qualifications will

be afforded their option of available

vacancies by seniority. However:

(a) whenever full-time or part-time Motor

Vehicle Craft assignments are

discontinued in an installation

and

there is an excess in a position

designation and salary level, the

excess shall be adjusted to the

maximum extent possible by making

voluntary reassignments to vacant

Motor Vehicle Craft positions in

installations within 100 miles un

less

the employee applies for a vacancy in

a more distant installation. Senior

qualified applicants for such vacant

positions shall be reassigned. When

reassignment is in the same

designation and salary level, th

reassigned employee retains his/her

seniority.

(2) Involuntarily reassign full-time employees

for whom consultation did not provide for

placement under b(1) above in other c

rafts

or occupational groups in which they meet

minimum qualifications at the same or

lower level.

(See Memos, pages 342-352)

Article 12.5.C.5.b(6)

(3) Any

senior employee in the same craft or

occupational group in the same installation

may elect to be reassigned to the gaining

craft/installation. Seniority for employ

ees

is established in the respective gaining

craft Article. Such senior employees w

accept reassignment to the gaining

installation do not have retreat rights.

(4) When two (2) or more such vacancies are

simultaneously available, first choice of

duty assignment shall go to the senior

employee entitled by displacement from a

discontinued installation to suc

placement.

(5) In the Clerk Craft, in offices Level 20 and

below, a full-time employee shall have the

option of changing to a part-time flexib

in lieu of involuntary reassignment.

(6) Employees involuntarily reassigned under

b(l) and (2) above, other than senior

employees who elect to be reassigned

place of junior employees, shall be entitled

the time of such reassignment to file a

written request to be returned to the first

vacancy in the level, in the craft or

occupational group in the installation from

which reassigned, and such request shall be

honored so long as the employee does not

withdraw it or decline to accept an

opportunity to return in accordance with

such request

In the Clerk Craft, an employee(s)

involuntarily reassigned shall be entitled

the time of such reassignment to file

Article 12.5.C.5.b.(6)

written request

to return to the first vacancy

in the craft and installation from which

reassigned. Such request for retreat rights

must indicate whether the employee(s)

desires to retreat to the same, lower, and/or

higher salary level assignment and, if so,

what salary level(s). The employee(s) shall

have the right to bid for vacancies within

the former installation. The written request

for retreat rights shall serve as a bid for all

vacancies in all levels for which the

employee has expressed a desire to retreat.

These requests will only be considered

after the placement of any senior

unencumbered employees in the former

installation. The employee(s) may retreat

to only those assignments for which the

employee(s) would have been otherwise

eligible to bid. If vacancies are available in

a specified lower, higher or same salary

level, the employee will be given the

option. Failure to exercise retreat rights to

the first available vacancy terminates such

rights. Furthermore, employee(s) electing

to retreat to a lower-level assignment are

not entitled to salary protection.

(See Memos, pages 342, 348, 351, and 447)

6. Centralized Mail, Processing and/or D

elivery

Installation (Clerk Craft Only)

a. When the operations at a centralized installation

or other mail processing and/or delivery

installation result in an excess of full-time clerks

at another installation(s), full-time clerks who

are excess in a losing installation(s) by reason o

Article 12.5.C.6.d(3)

the c

hange, shall be reassigned as provided in

Section C.5.b. Reassignments of clerks shall be

treated as details for the first 180 days to avoid

inequities in the selection of preferred duty

assignments by full-time clerks in the gaining

installation.

b. Previously established preferred duty

assignments which become vacant before

expiration of the detail period must be posted for

bid and awarded to eligible full-time clerks the

permanently assigned in the gaining installation.

Excess part-time flexible clerks may be

reassigned as provided for in Section C.8.

c. All new duty assignments created in the gaining

installation and all other vacant duty assignments

in the centralized installation shall be posted fo

bid. One hundred eighty (180) days is computed

from the date of the first detail of an employee.

Bidding shall be open to all full-time clerks of

the craft involved at the gaining installation. This

ncludes full-time clerks assigned to the gaining

installation.

d. When the centralized installation is a new o

ne:

(1)

full-time clerks who apply for

reassignment from the losing installation,

shall be reassigned with their seniority;

(2) reassignments shall be in the order of

seniority and shall not exceed the number

of excess full-time clerks in the losing

installation;

(3) the provisions of 5.a above, apply to

reassign junior full-time excess clerks,

with thei

r seniority, when there are exc

ess

Article 12.5.C.6.d(3)

full-time clerks

after the reassignment of

senior full-time clerks who apply for

reassignment.

7. Reassignments - Motor Vehicle

a. When a vehicle maintenance facility is

established to replace an auxiliary garage, full-

time craft positions in the gaining installation are

to be posted in the losing installation for

applications by full-time employees,

respectively. Senior qualified applicants shall be

reassigned without loss of seniority, but not t

exceed the number of excess employees in the

losing installation.

b. When a vehicle maintenance facility is

established to replace vehicle maintenance in a

perimeter office, full-time and part-time flexib

craft positions in the new maintenance facility

shall be posted in the losing installation for

applications by full-time and part-time flexible

employees, respectively. Senior qualified

applicants shall be reassigned without loss of

seniority, but not to exceed the number of e

xcess

employees in the losing installation.

c. When vehicle operations are changed by transfer

from one installation to another, new full-time

d part-time flexible craft positions shall be

posted for applications in the losing installation

by full-time and part-time flexible employees in

the craft, respectively. Senior qualified

applicants shall be reassigned without loss of

seniority, but not to exceed the number of e

xcess

employees in the losing installation.

Article 12.5.C.8.b

d. A

fter all reassignments have been made to the

gaining installation, pursuant to Subsections a, b

and c, the new full-time assignments in the

gaining installation shall be posted for bid.

e. If, after establishment of a new installation,

operations result in further excess at losing

installation(s), the procedures in Subsections a,

b, c and d above, apply to reassign senior

applicants from the losing installation(s) to

positions in the new installation.

8. Reassignment - Part-Time Flexible Employees in

Excess of Quo

Where there are part-time flexible employees in

excess of the part-time flexible quota for the craft for

whom work is not available, part-time flexib

les

lowest on the part-time flexible roll equal in number

to such excess may at their option be reassigned to

the foot of the part-time flexible roll in the same or

another craft in another installation.

a. An excess employee reassigned to another craft

in the same or another installation shall be

assigned to the foot of the part-time flexible roll

and begin a new period of seniority.

b. An excess part-time flexible employee

eassigned to the same craft in anothe

installation shall be placed at the foot of the part-

time flexible roll. Upon change to full-time from

the top of the part-time flexible roll, the

employee’s seniority for preferred assignme

nts

shall include the seniority the employee had in

losing installation augmented by part-time

flexible service in the gaining installation.

Article 12.5.C.8.c

c. A

senior part-time flexible in the same craft or

occupational group in the same installation may

elect to be reassigned in another installation in

the same or another craft and take the seniority,

if any, of the senior excess part-time flexible

being reassigned, as set forth in a and

b above.

d. The Postal Service will designate, after

consultation with the Union, vacancies at

installations in which excess part-time flexibles

may

request to be reassigned beginning with

vacancies in other crafts in the same installation;

then vacancies in the same craft in oth

installations; and finally, vacancies in other

crafts in other installations making the

designations to minimize relocation hardships to

the extent practicable.

e. Part-time flexibles reassigned to another craft in

the same installation shall be returned to the first

part-time flexible vacancy within the craft and

level from which reassigned.

f. Part-time flexibles reassigned to other

stallations have retreat rights to the next su

vacancy according to their standing on the part-

time flexible roll in the losing installation but

such retreat right does not extend to part-time

flexibles who elect to request reassignment in

place of the junior part-time flexibles.

g. The right to return is dependent upon a written

request made at the time of reassignment from

the losing installation and such request shall be

honored unless it is withdrawn or an opportunity

to return is declined.

Article 13.1.B

D. Part-Time Re

gular Employees

Part-time regular employees assigned in the craft units shall be

considered to be in a separate category. All provisions of this

Section apply to part-time regular employees within their own

category.

Section 6. Transfers

A. Installation heads will consider requests for transfers

bmitted by employees from other installations.

Providing a written request for a voluntary transfer ha

been submitted, a written acknowledgment shall be given in a

timely manner.

(See Memos, pages 343, 348, and

354

)

ARTICLE 13

ASSIGNMENT OF ILL OR INJURED REGULAR

WORKFORCE EMPLOYEES

Section 1. Introduction

A. Part-time fixed schedule employees assigned in the craft

unit shall be considered to be in a separate category. All

provisions of this Article apply to part-time fixed schedule

employees within their own category.

B. The U.S. Postal Service and the Union recognizing their

responsibility to aid and assist deserving full-time regular or

part-time flexible employees who through illness or injury are

unable to perform their regularly assigned duties, agree to the

following provisions and conditions for reassignment to

temporary or permanent light duty or other assignments. It will

be the responsibility of each installation head to implement the

provisions of this Agreement within the installation, after local

negotiations.

Article 13.2.A

Section 2. Employee’s Req

uest for Reassignment

A. Temporary Reassignment

Any full-time regular or part-time flexible employee

recuperating from a serious illness or injury and temporarily

unable to perform the assigned duties may voluntarily submit a

written request to the installation head for temporary

assignment to a light duty or other assignment. The request shall

be supported by a medical statement from a licensed physician

or by a written statement from a licensed chiropractor stating,

when possible, the anticipated duration of the convalescence

period. Such employee agrees to submit to a further

examination by a Public Health Service doctor or physician

designated by the installation head, if that official so requests.

B. Permanent Reassignment

1. Any ill or injured full-time regular or part-time

flexible employee having a minimum of five (5)

years of postal service, or any full-time regular o

part-time flexible employee who sustained injury on

duty, regardless of years of service, while performing

the assigned duties can submit a voluntary request for

permanent reassignment to light duty or other

assignment to the installation head if the employee is

permanently unable to perform all or part of the

assigned duties. The request shall be accompanied by

a medical certificate from the United States Public

Health Service or a physician designated by the

installation head giving full evidence of the physical

condition of the employee, the need for reassignment,

and the ability of the employee to perform oth

duties. A certificate from the employee’s personal

physician will not be acceptable.

2. The following procedures are the exclusive

procedures for resolving a disagreement between the

employee’s physician and the physician designated

Article 13.3

by t

he USPS concerning the medical condition of an

employee who has requested a permanent light duty

assignment. These procedures shall not apply to cases

where the employee’s medical condition arose out of

an occupational illness or injury. On request of the

Union, a third physician will be selected from a list

of five (5) Board Certified Specialists in the medical

field for the condition in question, the list to be

supplied by the local Medical Society. The physician

will be selected by the alternate striking of names

from the list by the Union and the Employer. The

Employer will supply the selected physician with all

relevant facts including job description and

occupational physical requirements. The decision of

the third physician will be final as to the employee’s

medical condition and occupational limitations, if

any. Any other issues relating to the employee’s

entitlement to a light duty assignment shall be

resolved through the grievance-arbitration procedure.

The costs of the services of the third physician shall

be shared by the Union and the Employer.

C. Installation heads shall show the greatest consideration

for full-time regular or part-time flexible employees requiring

light duty or other assignments, giving each request careful

attention, and reassign such employees to the extent possible in

the employee’s office. When a request is refused, the

installation head shall notify the concerned employee in

writing, stating the reasons for the inability to reassign the

employee.

Section 3. Local Implementation

Due to varied size installations and conditions within

installations, the following important items having a direct

bearing on these reassignment procedures (establishment of

light duty assignments) should be determined by local

negotiations.

Article 13.3.A

A. T

hrough local negotiations, each office will establish the

assignments that are to be considered light duty within each

craft represented in the office. These negotiations should

explore ways and means to make adjustments in normal

assignments, to convert them to light duty assignments without

seriously affecting the production of the assignment.

B. Light duty assignments may be established from part-time

hours, to consist of eight (8) hours or less in a service day and

40 hours or less in a service week. The establishment of such

assignment does not guarantee any hours to a part-time flexible

employee.

C. Number of Light Duty Assignments. The number of

assignments within each craft that may be reserved for

temporary or permanent light duty assignments, consistent with

good business practices, shall be determined by past experience

as to the number of reassignments that can be expected during

each year, and the method used in reserving these assignments

to ensure that no assigned full-time regular employee will be

adversely affected, will be defined through local negotiations.

The light duty employee’s tour hours, work location and basic

work week shall be those of the light duty assignment and the

needs of the service, whether or not the same as for the

employee’s previous duty assignment.

Section 4. General Policy Procedures

A.Every effort shall be made to reassign the concerned

employee within the employee’s present craft or occupational

group, even if such assignment reduces the number of hours of

work for the PSEs. After all efforts are exhausted in this area,

consideration will be given to reassignment to another craft or

occupational group within the same installation.

B. The full-time regular or part-time flexible employee must

be able to meet the qualifications of the position to which the

employee is reassigned on a permanent basis. On a temporary

Article 13.4.F

reassignmen

t, qualifications can be modified provided

excessive hours are not used in the operation.

C. The reassignment of a full-time regular or part-time

flexible employee to a temporary or permanent light duty or

other assignment shall not be made to the detriment of any full-

time regular on a scheduled assignment or give a reassigned

part-time flexible preference over other part-time flexible

employees.

D. The reassignment of a full-time regular or part-time

flexible employee under the provisions of this Article to an

agreed-upon light duty temporary or permanent or other

assignment within the office, such as type of assignment, area

of assignment, hours of duty, etc., will be the decision of the

installation head who will be guided by the examining

physician’s report, employee’s ability to reach the place of

employment and ability to perform the duties involved.

E. An additional full-time regular position can be authorized

within the craft or occupational group to which the employee is

being reassigned, if the additional position can be established

out of the part-time hours being used in that operation without

increasing the overall hour usage. If this cannot be

accomplished, then consideration will be given to reassignment

to an existing vacancy.

F. The installation head shall review each light dut

reassignment at least once each year, or at any time the

installation head has reason to believe the incumbent is able to

perform satisfactorily in other than the light duty assignment

the employee occupies. This review is to determine the need for

continuation of the employee in the light duty assignment. Such

employee may be requested to submit to a medical review by

the United States Public Health Service or by a physician

designated by the installation head if the installation head

believes such examination to be necessary.

Article 13.4.G

G. The

following procedures are the exclusive procedures for

resolving a disagreement between the employee’s physician

and the physician designated by the USPS concerning the

medical condition of an employee who is on a light duty

assignment. These procedures shall not apply to cases where the

employee’s medical condition arose out of an occupational

illness or injury. On request of the Union, a third physician will

be selected from a list of five (5) Board Certified Specialists in

the medical field for the condition in question, the list to be

supplied by the local Medical Society. The physician will be

selected by the alternate striking of names from the list by the

Union and the Employer. The Employer will supply the

selected physician with all relevant facts including job

description and occupational physical requirements. The

decision of the third physician will be final as to the employee’s

medical condition and occupational limitations, if any. Any

other issues relating to the employee’s entitlement to a light

duty assignment shall be resolved through the grievance-

arbitration procedure. The costs of the services of the third

physician shall be shared by the Union and the Employer.

H. When a full-time regular employee in a temporary light

duty assignment is declared recovered on medical review, the

employee shall be returned to the employee’s former duty

assignment, if it has not been discontinued. If such former

regular assignment has been discontinued the employee

becomes an unassigned full-time regular employee.

I. If a full-time regular employee is reassigned in another

craft for permanent light duty and later is declared recovered,

on medical review, the employee shall be returned to the first

available full-time regular vacancy in complement in the

employee’s former craft. Pending return to such former craft,

the employee shall be an unassigned full-time regular

employee. The employee’s seniority shall be restored to include

service in the light duty assignment.

Article 13.5.B

J. W

hen a full-time regular employee who has been awarded

a permanent light duty assignment within the employee’s own

craft is declared recovered, on medical review, the employee

shall become an unassigned full-time regular employee.

K. When a part-time flexible on temporary light duty is

declared recovered, the employee’s detail to light duty shall be

terminated.

L. When a part-time flexible who has been reassigned in

another craft on permanent light duty is declared recovered,

such assignment to light duty shall be terminated. Section 4.I

above, does not apply even though the employee has advanced

to full-time regular while on light duty.

M. Management will give the Local Union President advanc

written notification when it is proposed to reassign an ill or

injured light or limited duty employee to a cross-craft

assignment into an APWU represented craft.

Section 5. Filling Vacancies Due to Reassignment of an

Employee to Another Craft

When it is necessary to permanently reassign an ill or injured

full-time regular or part-time flexible employee who is unable

to perform the regularly assigned duties, from one craft to

another craft within the office, the following procedures will be

followed:

A. When the reassigned employee is a full-time regular

employee, the resulting full-time regular vacancy in the

complement, not necessarily in the particular duty assignment

of the losing craft from which the employee is being reassigned,

shall be posted to give the senior of the full-time regular

employees in the gaining craft the opportunity to be reassigned

to the vacancy, if desired.

B. If no full-time regular employee accepts the opportunity

to be assigned to the vacancy in the complement, not

necessarily in the particular duty assignment in the other craft,

Article 13.5.B

the

senior of the part-time flexibles on the opposite roll who

wishes to accept the vacancy shall be assigned to the full-time

regular vacancy in the complement of the craft of the reassigned

employee.

C. When the reassigned employee is a part-time flexible, the

resulting vacancy in the losing craft shall be posted to give the

senior of the full-time regular or part-time flexible employees

in the gaining craft the opportunity to be assigned to the part-

time flexible vacancy, if desired, to begin a new period of

seniority at the foot of the part-time flexible roll.

D. The rule in A and B above, applies when a full-time

regular employee on permanent light duty is declared recovered

and is returned to the employee’s former craft, to give the senior

of the full-time regular or part-time flexible employees in the

gaining craft the opportunity, if desired, to be assigned in the

resulting full-time regular vacancy in the complement, not

necessarily in the particular duty assignment of the losing craft.

Section 6. Seniority of an Employee Assigned to Another

Craft

A. Except as provided for in Section 4.I above, a full-time

regular employee assigned to another craft or occupational

group in the same or lower level in the same installation shall

take the seniority for preferred tours and assignments,

whichever is the lesser of (a) one (1) day junior to the junior

full-time regular employee in the craft or occupational group,

) retain the seniority the employee had in the employee’s

former craft.

B. A part-time flexible employee who is permanently

assigned to a full-time regular or part-time flexible assignment

in another craft, under the provisions of this Article, shall begin

a new period of seniority. If assigned as a part-time flexible, it

shall be at the foot of the part-time flexible roll.

Article 14.2(c)

ARTIC

LE 14

SAFETY AND HEALTH

Section 1. Responsibilities

It is the responsibility of management to provide safe working

conditions in all present and future installations and to develop

a safe working force. The Union will cooperate with and assist

management to live up to this responsibility. The Employer will

meet with the Union on a semiannual basis and inform the

Union of its automated systems development programs. The

Employer also agrees to give appropriate consideration to

human factors in the design and development of automated

systems. Human factors and ergonomics of new automated

systems are a proper subject for discussion at the National Joint

Labor-Management Safety Committee.

(See Memos, pages 357

-362

)

Section 2. Cooperation

The Employer and the Union insist on the observance of safe

rules and safe procedures by employees and insist on correction

of unsafe conditions. Mechanization, vehicles and vehicle

equipment, and the work place must be maintained in a safe and

sanitary condition, including adequate occupational health and

environmental conditions. The Employer shall make available

at each installation the appropriate forms to be used by

employees in reporting unsafe and unhealthful conditions. If an

employee believes he/she is being required to work under

unsafe conditions, such employees may:

(a) notify such employee’s supervisor who will immediately

investigate the condition and take corrective action if necessary;

(b) notify such employee’s steward, if available, who may

discuss the alleged unsafe condition with such employee’s

supervisor;

within fourteen (14) days of notifying such employee’s

Article 14.2(d)

superv

isor if no corrective action is taken during the employee’s

tour; and/or

(d) make a written report to the Union representative from

the Local Safety and Health Committee who may discuss the

report with such employee’s supervisor.

Upon written request of the employee involved in an accident,

a copy of the PS Form 1769 (Accident Report) will be provided.

Any grievance filed in accordance with Section 2(c) above

which is not resolved at Step 2 may only be appealed to the

Local Safety and Health Committee for discussion and decision

or may be appealed directly to arbitration within 21 days after

receipt of the Employer’s Step 2 decision. Any such appeal to

the Safety and Health Committee must be made within fifteen

(15) days after receipt of the Employer’s Step 2 decision unless

the parties agree to extend the time for appeal. The Committee

shall meet to discuss the grievance at the next regularly

scheduled Safety and Health Committee meeting. Any

grievance not resolved by the Committee may be appealed

directly to arbitration within 21 days of the Committee’s

review. If appealed to the regularly scheduled Local Safety and

Health Committee, the parties

representatives shall be prepared

to present the issue to the Committee with their assessment and

resolution.

Any grievance which has as its subject a safety or health issue

directly affecting an employee(s) which is subsequently

properly appealed to arbitration in accordance with the

provisions of Article 15 may be placed at the head of the

appropriate arbitration docket at the request of the Union.

Section 3. Implementation

To assist in the positive implementation of the various

programs:

A. There shall be established at the Employer’s Headquarters

Level a Joint Labor-Management Safety Committee and a Joint

Labor-Management Ergonomics Committee. Representation

Article 14.3.A

the Committees, to be specifically determined by the Union

and representatives from appropriate Departments in the Postal

Service. Not later than 60 days following the effective date of

this National Agreement, designated representatives of the

Union and management will meet for the purpose of developing

a comprehensive agenda which will include all aspects of the

Employer’s Safety Program and Ergonomics Program.

Subsequent to the development of this agenda, priorities will be

established and a tentative schedule will be developed to ensure

full discussion of all topics. Meetings may also be requested by

either party for the specific purpose of discussing additional

topics of interest within the scope of the Committees.

The responsibility of the Safety and the Ergonomics

Committees will be to evaluate and make recommendations on

all aspects of the Employer’s respective Safety and Ergonomics

Programs, to include program adequacy, field implementation,

studies for improving the work environment, training, and

unsafe conditions. To support this process the Employer shall

establish a fund of $500,000 within ninety (90) days of the

effective date of this Agreement. In January

2022

2023

, and

2024

, the Employer will replenish the fund to its original

amount. The Fund shall be supervised by the Joint National

Labor-Management Safety Committee. Disbursement of the

funds for any expenditures shall be authorized by the

Chairperson of the Committee. The Employer shall provide a

report on the expenditures of the fund to the Union on a

quarterly basis.

The Chairperson will be designated by the Employer. The

Employer shall furnish the Union information relating to

injuries, illness and safety, including the morbidity and

mortality experience of employees. This report shall be in the

form of reports furnished OSHA on a quarterly basis. The

Headquarters Level Committee will meet quarterly and the

Employer and Union representatives will exchange proposed

Article 14.3.A

agenda

items two (2) weeks before the scheduled meetings. If

problems or items of significant, national nature arise between

scheduled quarterly meetings either party may request a special

meeting of the Committee. Either party will have the right to be

accompanied to any committee meeting by technical advisors.

B. There shall be established at the Employer’s Area Level

an Area Joint Labor-Management Safety Committee, which

will be scheduled to meet quarterly. The Employer and Union

representatives will exchange proposed agenda items two (2)

weeks before the scheduled meetings. If problems or items of a

significant, area nature arise between scheduled quarterly

meetings, either party may request a special meeting of the

Committee. Either party will have the right to be accompanied

to any committee meeting by technical advisors. Representation

on the Committee shall include one (1) person from the Union

and appropriate representatives from the Postal Service Area

Office. The Chairperson will be designated by the Employer.

C. There shall be established at the District Level, a

District Joint Labor-Management Safety Committee.

District Safety Committees will consist of two (2) members

from each party; with management members selected by

the District Manager or designee and Union members

selected by the APWU President or designee. District Safety

Committees will meet quarterly. Either party may request

a special meeting of the Committee. District Safety

Committees are responsible for assisting in implementing

District-wide safety initiatives, facilitating communication

between Area and Local Safety Committees, and assisting

Local Committees as determined by the District Manager

and Union. The USPS/APWU National Joint Labor-

Management Safety Committee will create guidelines for

District Committees. Area Safety Committees are

responsible for assisting and monitoring District

Committees.

Article 14.4

he Employer will make Health Service available for the

treatmen

t of job-related injury or illness where it determines

they are needed. The Health Service will be available from any

of the following sources: U.S. Public Health Service; other

government or public medical sources within the area;

independent or private medical facilities or services that can be

contracted for; or in the event funds, spaces and personnel are

available for such purposes, they may be staffed at the

installation. The Employer will promulgate appropriate

regulations which comply with applicable regulations of the

Office of Workers’ Compensation Programs, including

employee choice of health services.

The Employer will comply with all applicable regulations

contained in the Williams-Steiger Occupational Safety and

Health Act.

Section 4. Local Safety Committee

At each postal installation having 50 or more employees, a Joint

Labor-Management Safety and Health Committee will be

established. In installations having fewer than 50 employees,

installation heads are encouraged to establish similar

committees when requested by the Union. Where no Safety and

Health Committee exists, safety and health items may be placed

on the agenda and discussed at labor-management meetings.

There shall be equal representation on the Committee between

the Union and management. The representation on the

Committee to be specifically determined by the Employer and

the Union shall include one (1) person from the Union, except

in installations with two (2) or more APWU crafts where up to

two (2) persons may be designated by the Union, and

appropriate management representatives. The Chairperson will

be designated by the Employer.

It is recognized that under some circumstances, the presence of

an additional employee employed at the installation will be

useful to the Local Safety and Health Committee because of that

Article 14.4

emplo

yee’s special expertise or experience with the agenda

item being discussed. Under these circumstances, which will

not normally be applicable to most agenda items, the employee

may, at the request of the Union, be in attendance only for the

time necessary to discuss that item. Payment for the actual time

spent at such meetings by the employee will be at the applicable

straight-time rate, providing the time spent is a part of the

employee’s regular workday.

Section 5. Subjects for Discussion

Individual grievances may

be made the subject of discussion

during Local Safety and Health Committee meetings, in

accordance with Article 14, Section 2.

Section 6. Employee Participation

It is the intent of this program to ensure broad exposure to

employees, to develop interest by active participation of

employees, to ensure new ideas being presented to the

Committee and to make certain that employees in all areas of

an installation have an opportunity to be represented. At the

same time, it is recognized that for the program to be effective,

it is desirable to provide for a continuity in the committee work

from year to year. Therefore, except for the Chairperson and

Secretary, the committee members shall serve three-year terms

and shall at the discretion of the Union be eligible to succeed

themselves.

Section 7. Local Committee Meetings

The Safety and Health Committee shall meet at least quarterly

and at such other times as requested by a committee member

and approved by the Chairperson in order to discuss significant

problems or items. The meeting shall be on official time. Each

committee member shall submit agenda items to the Secretary

at least three (3) days prior to the meeting. A member of the

Health Unit will be invited to participate in the meeting of the

Article 14.8.A

Labo

r-Management Safety and Health Committee when agenda

item(s) relate to the activities of the Health Unit.

Section 8. Local Committee Responsibilities

The Committee shall review the progress in accident

prevention and health at the installation; determine program

areas which should have increased emphasis; and it may

investigate major accidents which result in disabling injuries.

Items properly relating to employee safety and health shall be

considered appropriate discussion items. Upon a timely request,

information or records necessary for the Local Safety and

Health Committee to investigate real or potential safety and

health issues will be made available to the Committee.

In addition, the Committee shall promote the cause of safety

and health in the installation by:

1. reviewing safety and health suggestions, safety

training records and reports of unsafe conditions or

practices;

2. reviewing local safety and health rules;

3. identifying employee unsafe work practices and

assisting in enforcing safety work rules;

4. reviewing updated list of hazardous materials used in

the installation;

5. identifying areas in which it is appropriate to require

the presence of an additional person while

maintenance work assignments are performed in

hazardous areas to ensure adequate safety

precautions.

Once such work assignments are identified, the

committee will develop an on-the-job safety

review/analysis (Form 1783) to document that an

additional person will be used to avoid or minimize

identified hazards.

Article 14.8.A

The

Committee shall at its discretion render reports to the

installation head and may at its discretion make

recommendations to the installation head for action on matters

concerning safety and health. The installation head shall within

a reasonable period of time advise the Committee that the

recommended action has been taken or advise the Headquarters

Safety and Health Committee and the President of the Local

Union as to why it has not. Any member of the Committee may

also submit a written report to the Headquarters Safety and

Health Committee in the event the Committee’s

recommendations are not implemented.

Upon proper written request to the Chairperson of the

Committee, on-the-spot inspection of particular troublesome

areas may be made by individual Committee members or a

Subcommittee or the Committee as a whole. Such request shall

not be unreasonably denied. When so approved, the Committee

members shall be on official time while making such

inspection.

The Union representatives from the Local Safety and Health

Committee may participate on the annual inspection, conducted

by District safety and health services personnel in the main

facility of each Processing and Distribution Center, Facility and

NDC, provided that the Union represents employees at the main

facility of the Processing and Distribution Center, Facility or

NDC being inspected. In no case shall there be more than one

(1) Union representative on such inspections except in 200

workyear facilities where up to (2) Union representatives may

particip

ate.

The Union representative from the Local Safety and Health

Committee may participate on other inspections of the main

facility of each post office, Processing and Distribution Center,

Facility, NDC, or other installation with 100 or more workyears

of employment in the regular workforce, and of an individual

station or branch where the station or branch has 100 or more

Article 14.8.C

work

years of employment in the regular workforce, provided

that the Union represents employees at the main facility or

station or branch and provided that the Union representative is

domiciled at the main facility or station or branch to be

inspected. If the Union representative to the Local Safety and

Health Committee is not domiciled at the main facility or

station or branch to be inspected and if the Union represents

employees at the main facility or station or branch, at the

Union’s option, a representative from the Committee may

participate on the inspection (at no additional cost for the

Employer) or the Union may designate a representative

domiciled at the main facility or station or branch to be

inspected to participate on the inspection. In no case shall there

be more than one (1) Union representative on such inspections.

The Union representative from the Local Safety and Health

Committee may participate on the annual inspection of each

installation with less than 100 workyears of employment in the

regular workforce, where such Committee exists in the

installation being inspected. In those installations that do not

have a Safety and Health Committee, the inspector shall afford

the opportunity for an APWU bargaining unit employee from

that installation to accompany him/her during these inspections.

B. An appointed member of a Local Committee will receive

an orientation by the Employer which will include:

1. responsibilities of the Committee and its members;

2. basic elements of the Safety and Health Program;

3. identification of hazards and unsafe practices;

4. explanation of reports and statistics reviewed and

analyzed

by the Committee.

C. Where an investigation board is appointed by a Vice

President, Area Operations or a District Manager, Customer

Services to investigate a fatal or serious industrial non-criminal

accident and/or injury, the Union at the installation will be

Article 14.8.C

advise

d promptly. When requested by the Union, a

representative from the Local Safety and Health Committee

will be permitted to accompany the board in its investigation.

D. In installations where employees represented by the

Union accept, handle and/or transport hazardous materials, the

Employer will establish a program of promoting safety

awareness through communications and/or training, as

appropriate. Elements of such a program would include, but not

be limited to:

1. informational postings, pamphlets or articles in

Postal and Area Bulletin

. distribution of Publication 52 to employees whos

duties require acceptance of and handling hazardous

or perishable items;

3. on-the-job training of employees whose duties

require the handling and/or transportation of

hazardous or perishable items. This training will

include, but is not limited to, hazard identification;

proper handling of hazardous materials; personal

protective equipment availability and its use; cleanup

and dis

posal requirements for hazardous mat

erials;

all mailbags containing any hazardous materials, as

defined in Publication 52, will be appropriately

identified so that the employee handling the mail is

aware that the mailbag contains one (1) or more

hazardous material packages;

5. personal protective equipment will be made available

to employees who are exposed to spills and breakage

of haza

rdous materials.

Section

9. Field Federal Safety and Health Councils

In those cities where Field Federal Safety and Health Councils

exist, one (1) representative of the Union who is on the Local

Safety and Health Committee in an independent postal

Article 15.2.Step1(a)

installatio

n in that city and who serves as a member of such

Councils, will be permitted to attend the meetings. Such

employee will be excused from regularly assigned duties

without loss of pay. Employer authorized payment as outlined

above will be granted at the applicable straight-time rate,

provided the time spent in such meetings is a part of the

employee’s regular work day.

(See Memos, pages 359 and

362

)

(The preceding Article, Article 14, shall apply to PSEs)

ARTICLE 15

GRIEVANCE-ARBITRATION PROCEDURE

Section 1. Definition

A grievance is defined as a dispute, difference, disagreement or

complaint between the parties related to wages, hours, and

conditions of employment. A grievance shall include, but is not

limited to, the complaint of an employee or of the Union which

involves the interpretation, application of, or compliance with

the provisions of this Agreement or any Local Memorandum of

Understanding not in conflict with this Agreement.

Section 2. Grievance Procedure Steps

Step 1:

(a) Any employee who feels aggrieved must discuss the

rievance with the employee’s immediate supervisor within

fourteen (14) days of the date on which the employee or the

Union first learned or may reasonably have been expected to

have learned of its cause. The employee, if he or she so desires,

may be accompanied and represented by the employee’s

steward or a Union representative. The Union also may initiate

a grievance at Step l within fourteen (14) days of the date the

Union first became aware of (or reasonably should have

become aware of) the facts giving rise to the grievance. In such

case the participation of an individual grievant is not required.

Article 15.2.Step 1(a)

A Step

l Union grievance may involve a complaint affecting

more than one (1) employee in the office. When the Union files

a class action grievance, Management will designate the

appropriate Employer representative responsible for handling

such complaint.

(b) In any such discussion the supervisor shall have

authority to settle the grievance. The steward or other Union

representative likewise shall have authority to settle or

withdraw the grievance in whole or in part. No resolution

reached as a result of such discussion shall be a precedent for

any purpose.

(c)

If no resolution is reached as a result of such discussion

the supervisor shall render a decision orally stating the reasons

for the decision. The supervisor’s decision should be stated

during the discussion, if possible, but in no event shall it be

given to the Union representative (or the grievant, if no Union

representative was requested) later than five (5) days thereafter

unless the parties agree to extend the five (5) day period. Within

five (5) days after the supervisor’s decision, the supervisor

shall, at the request of the Union representative, initial the

standard grievance form that is used at Step 2 confirming the

date upon which the decision was rendered.

(d)

The Union shall be entitled to appeal an adverse d

ecision

to Step 2 of the grievance procedure within ten (10) days after

receipt of the supervisor’s decision. Such appeal shall be made

by completing a standard grievance form developed by

agreement of the parties, which shall include appropriate space

for at least the following:

1. detailed statement of facts;

2. contentions of the grievant;

3. particular contractual provisions involved; and

4. remedy sought.

Article 15.2.Step 2(d)

Step 2

(a) The standard grievance form appealing to Step 2 shall be

filed with the installation head or designee. In any associate post

office of twenty (20) or less employees, the Employer shall

designate an official outside of the installation as the Step 2

official, and shall so notify the Union Step 1 representative.

(b) Any grievance initiated at Step 2, pursuant to Article 2

or 14 of this Agreement, must be filed within fourteen (14) days

of the date on which the Union or the employee first learned or

may reasonably have been expected to have learned of its cause.

steward or a Union representative as expeditiously as possible,

but no later than seven (7) days following receipt of the Step 2

appeal unless the parties agree upon a later date. In all

grievances appealed from Step 1 or filed at Step 2, the grievant

shall be represented in Step 2 for all purposes by a steward or a

Union representative who shall have authority to settle or

withdraw the grievance as a result of discussions or

compromise in this Step. The installation head or designee in

Step 2 also shall have authority to grant or settle the grievance

in whole or in part.

(d) At the meeting the Union representative shall make a full

and detailed statement of facts relied upon, contractual

provisions involved, and remedy sought. The Union

representative may also furnish written statements from

witnesses or other individuals. The Employer representative

shall also make a full and detailed statement of facts and

contractual provisions relied upon. The parties’ representatives

shall cooperate fully in the effort to develop all necessary facts,

including the exchange of copies of all relevant papers or

documents in accordance with Article 31. The parties’

representatives may mutually agree to jointly interview

witnesses where desirable to assure full development of all facts

and contentions. In addition, in cases involving discharge either

Article 15.2.Step 2(d)

party

shall have the right to present no more than two (2)

witnesses. Such right shall not preclude the parties from jointly

agreeing to interview additional witnesses as provided above.

(e) Any settlement or withdrawal of a grievance in Step 2

shall be in writing or shall be noted on the standard grievance

form, but shall not be a precedent for any purpose, unless the

parties specifically so agree or develop an agreement to dispose

of future similar or related problems.

) Where agreement is not reached the Employer’s decision

shall be furnished to the Union representative in writing, within

ten (10) days after the Step 2 meeting unless the parties agree

to extend the ten-day period. The decision shall include a full

statement of the Employer’s understanding of (1) all relevant

facts, (2) the contractual provisions involved, and (3) the

detailed reasons for denial of the grievance.

(g) If the Union representative believes that the facts or

contentions set forth in the decision are incomplete or

inaccurate, such representative should, within ten (10) days of

receipt of the Step 2 decision, transmit to the Employer’s

representative a written statement setting forth corrections or

additions deemed necessary by the Union. Any such statement

must be included in the file as part of the grievance record in

the case. The filing of such corrections or additions shall not

affect the time limits for appeal to Step 3 or arbitration.

(h) The Union may appeal an adverse Step 2 decision to Step

3. Any such appeal must be made within fifteen (15) days after

receipt of the Employer’s decision unless the parties’

representatives agree to extend the time for appeal.

However,

the Union may appeal an adverse Step 2 decision directly to

arbitration for disciplinary grievances or contract grievan

ces

which involve the interpretation, application of, or compliance

with the provisions of any Local Memorandum of

Understanding not in conflict with this Agreement, and

those issues the parties have agreed are appealed to expedite

Article 15.2.Step 3(b)

arbitration

. These grievances will be appealed to the appropriate

Grievance/Arbitration Processing Center within thirty (30) days

after the receipt of the Employer’s Step 2 decision.

Any appeal

must include copies of (1) the standard grievance form, (2) the

Employer’s written Step 2 decision, and, if filed, (3) the Union

corrections or additions to the Step 2 decision.

Step 3:

(a) Any appeal from an adverse decision in Step 2 shall

in writing to the appropriate management official at the

Grievance/Arbitration Processing Center, with a copy to the

Employer’s Step 2 representative, and shall specify the reasons

for the appeal.

(b) The grievant shall be represented at the Employer’s Step

3 Level by a Union’s Regional representative, or designee. The

Step 3 meeting of the parties’ representatives to discuss the

grievance shall be held within fifteen (15) days after it has been

appealed to Step 3. Each party’s Step 3 representative shall be

responsible for making certain that all relevant facts and

contentions have been developed and considered. The Union

representative shall have authority to settle or withdraw the

grievance in whole or in part. The Employer’s representative

likewise shall have authority to grant the grievance in whole or

in part. Where either party believes the facts and contentions

were not adequately addressed or documented at Step 2, the

party’s representatives shall clearly identify those additional

facts and/or contentions for consideration and provide any

additional relevant documentation to facilitate discussion and

possible resolution at Step 3. In addition, where the parties’

representatives mutually agree that relevant facts or contentions

were not adequately developed at Step 2, they may jointly

remand the grievance to Step 2 level for full development of the

facts and further consideration. In such event, the parties’

representatives at Step 2 shall meet within seven (7) days after

Article 15.2.Step 3(c)

the

grievance is returned to Step 2. Thereafter, the time limits

and procedures applicable to Step 2 grievances shall apply.

shall be provided to the Union’s Step 3 representative within

fifteen (15) days after the parties have met in Step 3, unless the

parties agree to extend the fifteen-day period. Such decision

shall state the reasons for the decision in detail and shall include

a statement of any additional facts and contentions not

previously set forth in the record of the grievance as appealed

from Step 2.

If the Union representative believes that the facts

or contentions set forth in the decision are incomplete or

inaccurate, such representative must, within ten (10) days of

receipt of the Step 3 decision, transmit to the Employer’s

representative a written statement setting forth corrections or

additions deemed necessary by the Union. Any such statement

must be included in the file as part of the grievance record in

the case. The filing of such corrections or additions shall not

affect the time limits for appeal to arbitration. The parties

reserve the right to supplement the grievance file with

correspondence up to and including arbitration.

If either party’s

Step 3 representative believes that

interpretive issue under

the National Agreement or some supplement thereto which may

be of general application is involved in the case

the issue will

be discussed with the appropriate National Union/Management

representatives at the Headquarters Level. If either party’s

National representative determines the issue to be interpretive,

a written notice will be sent to the other party specifying in

detail the facts giving rise to the dispute, the precise interpretive

issues to be decided and the initiating party’s contention. The

grievance(s) shall be held at the Area and/or District Level

pending discussion at the National Level or the outcome of a

National arbitration award.

Article 15.2.Step 3(f)

(d)

The Union may appeal an adverse decision directly to

arbitration at the appropriate Grievance/Arbitration Processing

Center within twenty-one (21) days after the receipt of the

Employer’s Step 3 decision in accordance with the procedure

hereinafter set forth.

(e) Where grievances appealed to Step 3 involve the same,

or substantially similar issues or facts, one (1) such grievance

to be selected by the Union representative shall be designated

the “representative” grievance. If not resolved at Step 3, the

“representative” grievance may be appealed to arbitration in

accordance with the above and placed at the head of the

appropriate arbitration docket, or the issue will be referred to

the parties’ National representatives at the Headquarters Level

pursuant to (c) above. All other grievances which have been

mutually agreed to as involving the same, or substantially

similar issues or facts as those involved in the “representative”

grievance shall be held at Step 3 pending resolution of the

“representative” grievance, provided they were timely filed at

Step 1 and properly appealed to Steps 2 and 3 in accordance

with the grievance procedure.

Following resolution of the “representative” grievance, the

parties involved in that grievance shall meet at Step 3 to apply

the resolution to the other pending grievances involving the

same, or substantially similar issues or facts. Disputes over the

applicability of the resolution of the “representative” grievance

shall be resolved through the grievance-arbitration procedures

contained in this Article; in the event it is decided that the

resolution of the “representative” grievance is not applicable to

a particular grievance, the merits of that grievance shall also be

considered.

(f) In order to discourage the filing of multiple local

grievances involving any new or changed District or Area-wide

policy, instructions, or guidelines, the APWU Regional

Coordinator or National Business Agent may file one (1)

Article 15.2.Step 3(f)

grie

vance concerning such policy, instructions, or guidelines,

directly at Step 3 of the grievance procedure. The grievance

may be filed within fourteen (14) days of the date on which such

Union representative first learned or may reasonably have been

expected to have learned of the implementation of such policy,

instructions, or guidelines. Timely local grievances, which had

already been filed concerning such policy, instructions, or

guidelines, will be held at or returned to Step 2 of the grievance

procedure, as applicable, pending the resolution of the

grievance filed directly at Step 3. Thereafter, local grievances

will be finally adjudicated in accordance with the resolution of

the grievance filed directly at Step 3.

If not resolved, the

grievance filed directly at Step 3 may be appealed to arbitration

within twenty-one (21) days and placed at the head of the

appropriate arbitration docket.

Step 4:

(a) In any

dispute properly initiated at this Step by the

appropriate National Union/Management representative, the

parties shall meet at the National Level promptly, but in no

event later than thirty (30) days after initiating such dispute in

an effort to define the precise issues involved, develop all

necessary facts and reach agreement. The Union representative

shall have authority to settle or withdraw the dispute in whole

or in part. The Employer’s representative shall have authority

to grant or settle the dispute in whole or in part. The parties’

Step 4 representatives may, by mutual agreement, return any

dispute to Step 3 where (a) the parties agree that no National

interpretive issue is fairly presented or (b) it appears that all

relevant facts have not been developed adequately. In such

event, the parties shall meet at Step 3 within fifteen (15) days

after the dispute is returned to Step 3. Thereafter the procedures

and time limits applicable to Step 3 grievances shall apply.

Should the parties at the National Level fail to reach agreement,

then within fifteen (15) days of such meeting each party shall

Article 15.3.C

ovide the other with a statement in writing of its

understanding of the issues involved, and the facts giving rise

to the interpretive dispute. In the event the parties have failed to

reach agreement within sixty (60) days of the initiation of the

dispute, the Union then may appeal it to National arbitration

within thirty (30) days thereafter. Any local grievances filed on

the specific interpretive issue shall be held in abeyance at the

appropriate level pending resolution of the National interpretive

dispute.

Section 3. Mediation

Where the Local/Area/Regional/National parties identify the

need for either assistance in the grievance/arbitration procedure

or the need to improve the labor/management relationship, the

following mediation process may be invoked:

A. The local installation head and the Local Union President

(Local parties) may jointly initiate a request for mediation

where they identify such a need in a particular installation. Such

joint request must be in writing and submitted to the parties’

designated Area/Regional Level representatives.

B. Such Area/Regional/National Level representatives may

also recommend mediation for a particular installation.

However, when a recommendation for mediation is made by

the Area/Regional/National Level representatives, such

recommendation must be discussed with and agreed to by the

Local parties before the mediation process can be invoked at the

local site.

C. The mediation will be conducted jointly by the Union

official designated by the National President of the Union and

management official designated by the Vice President, Labor

Relations (USPS). The designated officials will have been

trained, and/or certified in the dispute resolution process. Such

designated Union/Management mediation representatives will

be utilized to assist the Local parties in an effort to resolve

Article 15.3.D

timely

grievances, as defined in Article 15, Sections 1 and 2, as

well as any identified local issues or problems.

D. The designated Union/Management mediation

representatives will meet at the local installation within thirty

(30) days of the joint mediation request, which is described in

Section 3.A or B above. At least seven (7) days prior to the on-

site meeting, the Local parties will jointly provide the mediatio

representatives with an agenda and all available relevant

information. In the event the Local parties cannot agree on an

enda for mediation, each party will submit their respectiv

agendas to the mediation representatives seven (7) days prior to

the on-site meeting, as well as all available relevant

information.

The mediation will be held with the Local parties to

explore ways of resolving the previously submitted agenda

items, as well as to seek ways of improving the

labor/management climate within the installation. The

mediation process, including all meetings connected with

mediation, is considered to be off-the-record. However, all

resolutions will be on the record, in writing and jointly signed

by the Local parties involved. Where the Local parties agree, a

particular mediation resolution(s) will serve as precedent for

that installation, provided such resolution does not violate the

National Agreement.

If the Local parties involved are unable to reach a resolution

on pending grievances of those local issues for which they have

jointly requested mediation, then the Area/Regional/National

representatives may jointly resolve any of the above referenced

issues or grievances.

F. The Employer’s mediation representative will provide to

e appropriate Union official a statement of position for each

of the issue(s)/grievance(s) listed on the agenda, which is not

resolved through mediation, within fifteen (15) days of the final

mediation meeting. Within twenty-one (21) days of receipt of

Article 15.4.B

e statement of position, the Union may appeal such

grievance(s) to District Level arbitration.

Section 4. Grievance Procedure - General

A. The parties expect that good faith observance, by their

respective representatives, of the principles and procedures set

forth above will result in settlement or withdrawal of

substantially all grievances initiated hereunder at the lowest

possible step and recognize their obligation to achieve that end.

Every effort shall be made to ensure timely compliance and

payment of monetary grievance settlements and arbitration

awards. The Employer agrees that upon receipt of necessary

paperwork from the grievant and/or Union, concerning a

grievance settlement or arbitration award, monetary

remuneration will be made. The necessary paperwork is the

documents and statements specified in Subchapter 436.4 of the

ELM. The Employer will provide the Union copies of

appropriate pay adjustment forms, including confirmation that

such forms were submitted to the appropriate postal officials for

compliance and that action has been taken to ensure that

affected employee(s) receives payment and/or other benefits.

In the event that an employee is not paid within sixty (60) days

after submission of all the necessary paperwork, such

employee, upon request, will be granted authorization from

management to receive a pay advance equal to the net amount

due, or seventy (70) percent of the payment owed the employee,

whichever is less. In the event of a dispute between the parties

concerning the correct amount to be paid, the advance required

by this Section will be the amount that is not in dispute.

B. The failure of the employee or the Union in Step 1, or the

Union thereafter to meet the prescribed time limits of the steps

of this procedure, including arbitration, shall be considered as a

waiver of the grievance. However, if the Employer fails to raise

the issue of timeliness at Step 2, or at the step at which the

employee or Union failed to meet the prescribed time limits,

Article 15.4.C

whic

hever is later, such objection to the processing of the

grievance is waived.

C. Failure by the Employer to schedule a meeting or render

a decision in any of the steps of this procedure within the time

herein provided (including mutually agreed to extension

periods) shall be deemed to move the grievance to the next step

of the grievance-arbitration procedure.

D. It is agreed that in the event of a dispute between the

Union and the Employer as to the interpretation of this

Agreement, such dispute may be initiated at the Step 4 Level by

either party. Such a dispute shall be initiated in writing and must

specify in detail the facts giving rise to the dispute, the precise

interpretive issues to be decided and the contention of either

party. Thereafter the parties shall meet in Step 4 within thirty

(30) days in an effort to define the precise issues involv

ed,

develop all necessary facts, and reach agreement. Should they

fail to agree, then, within fifteen (15) days of such meeting, each

party shall provide the other with a statement in writing of its

understanding of the issues involved, and the facts giving rise

to such issues. In the event the parties have failed to reach

reement within sixty (60) days of the initiation of the dispu

in Step 4, the Union then may appeal it to arbitration, within

thirty (30) days thereafter. Any local grievances filed on the

specific interpretive issue shall be held in abeyance at the

appropriate level pending resolution of the National interpreti

dispute.

Section 5. Arbitration

A. General Provisions

1. A request for arbitration shall be submitted within the

specified time limit for appeal.

2. No grievance may be arbitrated at the National Level

except when timely notice of appeal is given th

Employer in writing by the National President of the

Article 15.5.A.4

Unio

n. No grievance may be appealed to arbitration

at the District Panel Level except when timely notice

of appeal is given in writing to the appropriate

management official at the Grievance/Arbitration

Processing Center by the certified representative of

the Union in the Area. Such representative shall be

certified to appeal grievances by the National

President of the Union to the Employer at the

National Level.

3. All grievances appealed to arbitration will be placed

on the appropriate pending arbitration list in the order

in which appealed. The Employer, in consultati

with the Union, will be responsible for maintaining

appropriate dockets of grievances, as appealed, a

for administrative functions necessary to assure

efficient scheduling and hearing of cases by

arbitrators at all levels.

4. In order to avoid loss of available hearing time,

except in National Level cases, a minimum of six (6)

expedited or three (3) regular cases, when available,

are

to be scheduled for each hearing date. In addition,

pending cases on the docket in the order in which

appealed should be assigned to the designa

ted

advocates no less than sixty (60) days prior to the

scheduled date and, if possible, the parties will

discuss the cases no less than thirty (30) days prior to

the scheduled date. The parties agree that backup

cases will include all cases pending arbitration at the

location. These backup cases will be scheduled in the

order they appear on the District docket when

available in the event of late settlement or with

drawal

of grievances before the hearing. In the event that

either party withdraws all cases less than five (5) days

prior to the scheduled arbitration date, and the parties

Article 15.5.A.4

100

are una

ble to agree on scheduling other cases on that

date, the party withdrawing the cases shall pay the

full costs of the arbitrator for that date. In the event

that the parties settle and/or withdraw all cases five

) or more days prior to the scheduled arbitration

date, backup case

on the appropriate arbitration

list

shall be scheduled. If the parties settle case

less than

five (5) days prior to the scheduled arbitration date

and are unable to agree to schedule another case, the

parties shall share the costs of the arbitrator for that

date. This paragraph shall not apply to National Level

arbitration

cases.

5. Arbitration hearings normally will be held during

working hours where practical. Employees whose

attendance as witnesses is required at hearings during

their regular working hours shall be on Employer

time when appearing at the hearing, provided the

time

spent as a witness is part of the employee’s regular

working hours. Absent a more permissive local past

practice and at no cost to the Employer, the Employer

will permit one (1) change of work schedule per case

scheduled for arbitration for either the grievant or a

witness, provided notice is given to his or her

immediate supervisor at least two (2) days prior to the

scheduled arbitration hearing.

6. All decisions of an arbitrator will be final and

binding. All decisions of arbitrators shall be

limited

to the terms and provisions of this Agreement, and in

no event may the terms and provisions of this

Agreement be altered, amended, or modified by an

arbitrator. Unless otherwise provided in this A

rticle,

all costs, fees, and expenses charged by an arbitrator

will be shared equally by the parties.

Article 15.5.B.1

101

All arbitrators on the Regular District Panels and the

Expedited Panels and on the National Panel shall

serve for the term of this Agreement and shall

continue to serve for six (6) months thereafter, unless

the parties otherwise mutually agree.

8. Arbitrators on the National Panel and on the Regular

and Expedited District Panels shall be selected by the

method agreed upon by the parties at the National

Level.

9. In any arbitration proceeding in which a Union feels

at its interests may be affected, it shall be entitled

to intervene and participate in such arbitration

proceeding, but it shall be required to share the cost

of such arbitration equally with any or all other Union

parties to such proceeding. Any dispute as t

arbitrability may be submitted to the arbitrator and be

determined by such arbitrator. The arbitrator’s

determination shall be final and binding.

(See Memo, page 372)

B. District Level Arbitration - Regular

1. At the appropriate Grievance/Arbitration Processing

Center four (4) separate lists of cases to be heard in

arbitration shall be maintained for the Union: (a) one

for all removal cases and cases involving suspensio

r more than 14 days or 14 days or less referred from

expedited arbitration, (b) one for all cases referred to

expedited arbitration, (c) one for contract disputes,

and (d) one for impasses from local negotiations

appealed to arbitration at the a

ppropriate

Grievance/Arbitration Processing Center. In each

District separate panels will be established for

scheduling and hearing cases involving (a) removals

and suspensions for more than 14 days, and

Article 15.5.B.1

102

susp

ensions of 14 days or less referred from

expedited arbitration; (b) contract disputes, (c) cases

referred to expedited arbitration, and (d) impasses

from local negotiations.

a. Arbitration hearings are to be scheduled and

heard within 120 days following receipt of the

arbitration appeal, unless the parties agree

upon

a later date.

2. Cases will be scheduled for arbitration in the order i

which appealed, unless the Union and Employer

otherwise agree.

Prior to arbitration dates being

scheduled by the parties for the next round of

scheduling, each party may, at its option, advance one

) case per month to the top of the docket.

3. Only discipline cases involving suspensions of 14

days or less and those other disputes as may be

mutually determined by the parties shall be r

eferred

to expedited arbitration in accordance with Section C

hereof.

(See Memo, page 364)

4. Cases referred to arbitration, which involve removals

or suspensions for more than 14 days, shall be

sche

duled for hearing at the Grievance/Arbitration

Processing Center at the earliest possible date in the

order in which appealed by the Union.

5. If either party believes that a case referred to regular

arbitration involves an interpretative issue under the

National Agreement or some supplement theret

which may be of general application, that party’s

representative shall request input from their

appropriate National representative at the

Headquarters Level. If either party’s representative

at the Headquarters Level determines the case is

Article 15.5.B.8

103

interpretiv

e, a notice will be sent to the other party.

The case will be held pending the outcome of the

National interpretive dispute. If both parties’

representatives determine the case does not involve

an interpretive issue, the case if already scheduled for

arbitration will be heard before the same arbitrator

who was originally scheduled to hear the case.

Further, if the hearing had convened, the case will

continue at the same stage of arbitration.

(See Memo, page 369)

6. The arbitrators on each Regular District Panel shall

be scheduled to hear cases on a rotating system b

asis,

unless otherwise agreed by the parties. The hearing

time available for arbitration will be distributed

among offices and crafts.

7. Normally, there will be no transcripts of arbitration

hearings or filing of post-hearing briefs in cases heard

in Regular District Level arbitration, except either

party at the National Level may request a transcript.

Either party at the hearing may request to file a post-

hearing brief in contract arbitrations. In Regul

District Level discipline/discharge arbitrations, post-

hearing briefs will be permitted only by mutual

agreement of the parties or by direction of the

arbitrator. However, each party may file a written

statement setting forth its understanding of the facts

and issues and its argument at the beginning of the

hearing and also shall be given an adequate

opportunity to present argument at the conclusion of

e hearing.

8. The arbitrator in any given case should render an

award therein within thirty (30) days of the close o

the record in the case.

Article 15.5.C.1

104

C. D

istrict Level Arbitration - Expedited

1. The parties agree to continue the utilization of an

expedited arbitration system for disci

plinary cases of

14 days suspension or less which do not involve

interpretation of the Agreement and for such other

cases as the parties may mutually determine.

(See Memo, page 364)

2. If either party concludes that the issues involved are

of such complexity or significance as to warrant

reference to the Regular District Arbitration Panel,

that party shall notify the other party of suc

reference at least twenty-four (24) hours prior to the

scheduled time for the expedited arbitration.

3. The hearing shall be conducted in accordance with

the following:

a. the hearing shall be informal;

b. no briefs shall be filed or transcripts made;

c. there shall be no formal rules of evidence;

d. the hearing shall normally be completed within

one (1) day;

e. if the arbitrator or the parties mutually conclude

at the hearing that the issues involved are of suc

complexity or significance as to warrant

reference to the Regular District

Arbitration

Panel, the case shall be referred to that panel; and

f. the arbitrator may issue a bench decision at the

hearing but in any event shall render a decision

within forty-eight (48) hours after conclusion of

the hearing. Such decision shall be based on the

record before the arbitrator and may include a

brief written explanation of the basis for s

uch

conclusion. These decisions will not be cited as

Article 15.5.D.4

105

a prece

dent. The arbitrator’s decision shall be

final and binding. An arbitrator who issues a

bench decision shall furnish a written copy of the

award to the parties within forty-eight (48) hours

of the close of the hearing.

4. No decision by a member of the Expedited Panel in

such a case shall be regarded as a precedent or be

cited in any future proceeding, but otherwise will be

a final and binding decision.

5. The Expedited Arbitration Panel shall be developed

by the National parties, on a District Level.

D. National Level Arbitration

1. Only cases involving interpretive issues under this

Agreement or supplements thereto of general

application will be arbitrated at the National Level.

2. A

docket of cases appealed to arbitration at the

National Level shall be maintained for the Union.

The arbitrators on the National Panel shall be

scheduled to hear cases on a rotating system basis,

unless otherwise agreed by the parties. Cases on th

docket will be scheduled for arbitration in the order

in which appealed, unless the Union and Employer

otherwise agree.

3. Either party may, at its discretion, advance two (2)

cases per craft per calendar year of the cases appealed

to arbitration to the head of the arbitration docket.

The parties may jointly agree to move additional

cases t

o the top of the docket.

4. Issues and arguments raised for the first time during

National arbitration must be re-discussed at Step 4 to

explore the new issue, argument, or evidence. The

cases re-discussed will remain with the same

arbitrator.

Article 15.6

106

Section 6. Administration

a weekly basis, the Employer will furnish to the President

of the Union or his/her designee an electronic file detailing

cases pending arbitration. This report will contain the following

sortable fields or their equivalents:

a. Area;

b. Performance Cluster;

c. Union;

d. Appeal Step;

e. Grievance Arbitration Tracking System Number.

Section 7. Outstanding Debts of Retired Employees

A dispute over payroll or collection disputes may be filed as a

grievance at Step 1; Article 15, Section 1.

(See Memo, page 365)

(The preceding Article, Article 15, shall apply to PSEs)

ARTICLE 16

DISCIPLINE PROCEDURE

Section 1. Principles

In the administration of this Article, a basic principle shall be

that discipline should be corrective in nature, rather than

punitive. No employee may be disciplined or discharged except

for just cause such as, but not limited to, insubordination,

pilferage, intoxication (drugs or alcohol), incompetence, failure

to perform work as requested, violation of the terms of this

Agreement, or failure to observe safety rules and regulations.

Any such discipline or discharge shall be subject to the

grievance-arbitration procedure provided for in this Agreement,

which could result in reinstatement and restitution, including

back pay.

Article 16.4

107

Section 2.

Discussion

For minor offenses by an employee, management has a

responsibility to discuss such matters with the employee.

Discussions of this type shall be held in private between the

employee and the supervisor. Such discussions are not

considered discipline and are not grievable. Following such

discussions, there is no prohibition against the supervisor and/or

the employee making a personal notation of the date and subject

matter for their own personal record(s). However, no notation

or other information pertaining to such discussion shall be

included in the employee’s personnel folder. While such

discussions may not be cited as an element of prior adverse

record in any subsequent disciplinary action against an

employee, they may be, where relevant and timely, relied upon

to establish that employees have been made aware of their

obligations and responsibilities.

Section 3. Letter of Warning

A letter of warning is a disciplinary notice in writing, identified

as an official disciplinary letter of warning, which shall include

an explanation of a deficiency or misconduct to be corrected.

(See Memo, page 374)

Section 4. Suspensions of 14 Days or Less

In the case of discipline involving suspensions of fourteen (14)

days or less, the employee against whom disciplinary action is

sought to be initiated shall be served with a written notice of the

charges against the employee and shall be further informed that

he/she will be suspended after ten (10) calendar days during

which ten-day period the employee shall remain on the job or

on the clock (in pay status) at the option of the Employer.

However, if a timely grievance is initiated, the effective date of

the suspension will be delayed until disposition of the

grievance, either by settlement or an arbitrator’s final and

binding decision. The employee shall remain on the job or on

the clock (in pay status) at the option of the Employer.

Article 16.5

108

Section 5.

Suspensions of More Than 14 Days or Discharge

In the case of suspensions of more than fourteen (14) days, or

of discharge, any employee shall, unless otherwise provided

herein, be entitled to an advance written notice of the charges

against him/her and shall remain either on the job or on the

clock at the option of the Employer for a period of thirty (30)

days. Thereafter, the employee shall remain on the rolls (non-

pay status) until disposition of the case has been had either by

settlement with the Union or through exhaustion of the

grievance-arbitration procedure. A preference eligible who

chooses to appeal a suspension of more than fourteen (14) days

or his/her discharge to the Merit Systems Protection Board

(MSPB) rather than through the grievance-arbitration

procedure shall remain on the rolls (non-pay status) until

disposition of the case has been had either by settlement or

through exhaustion of his/her MSPB appeal. When there is

reasonable cause to believe an employee is guilty of a crime for

which a sentence of imprisonment can be imposed, the

Employer is not required to give the employee the full thirty

(30) days advance written notice in a discharge action, but sha

give such lesser number of days advance written notice as under

the circumstances is reasonable and can be justified. The

employee is immediately removed from a pay status at the end

of the notice period.

Section 6. Indefinite Suspension Crime Situation

A. The Employer may indefinitely suspend an employee in

those cases where the Employer has reasonable cause to believe

an employee is guilty of a crime for which a sentence of

imprisonment can be imposed. In such cases, the Employer is

not required to give the employee the full thirty (30) days

advance notice of indefinite suspension, but shall give such

lesser number of days of advance written notice as under the

circumstances is reasonable and can be justified. The employee

is immediately removed from a pay status at the end of the

notice period.

Article 16.8

109

The just cause of an indefinite suspension is grievable.

The arbitrator shall have the authority to reinstate and make the

employee whole for the entire period of the indefinite

suspension.

C. If after further investigation or after resolution of t

criminal charges against the employee, the Employer

determines to return the employee to a pay status, the employee

shall be entitled to back pay for the period that the indefinite

suspension exceeded seventy (70) days, if the employee was

otherwise available for duty, and without prejudice to any

grievance filed under B above.

D. The Employer may take action to discharge an employee

during the period of an indefinite suspension whether or not the

criminal charges have been resolved, and whether or not such

charges have been resolved in favor of the employee. Such

action must be for just cause, and is subject to the requirements

of Section 5 of this Article.

Section 7. Emergency Procedure

An employee may be immediately placed on an off-duty status

(without pay) by the Employer, but remain on the rolls where

the allegation involves intoxication (use of drugs or alcohol),

pilferage, or failure to observe safety rules and regulations, or

in cases where retaining the employee on duty may result in

damage to U.S. Postal Service property, loss of mail or funds,

or where the employee may be injurious to self or others. The

employee shall remain on the rolls (non-pay status) until

disposition of the case has been had. If it is proposed to suspend

such an employee for more than thirty (30) days or discharge

the employee, the emergency action taken under this Section

may be made the subject of a separate grievance.

Section 8. Review of Discipline

In no case may a supervisor impose suspension or discharge

upon an employee unless the proposed disciplinary action by

Article 16.8

110

e supervisor has first been reviewed and concurred in by the

installation head or designee.

In associate post offices of twenty (20) or less employees, or

where there is no higher-level supervisor than the supervisor

who proposes to initiate suspension or discharge, the proposed

disciplinary action shall first be reviewed and concurred in by a

higher authority outside such installation or post office before

any proposed disciplinary action is taken.

Section 9. Veterans’ Preference

A. A preference eligible is not hereunder deprived of

whatever rights of appeal such employee may have under the

Veterans’ Preference Act; however, if the employee appeals

under the Veterans’ Preference Act, the employee will be

deemed to have waived further access to the grievance-

arbitration procedure beyond Step 3 under any of the following

circumstances:

1. if an MSPB settlement agreement is reached;

2. if the MSPB has not yet issued a decision on the

merits, but a hearing on the merits before the MSPB

has begun;

3. if the MSPB issues a decision on the merits of the

appeal.

B. In the event the grievance of a preference eligible is due

to be scheduled in accordance with Article 15, Section 5, and

the preference eligible has a live MSPB appeal on the same

action, the parties will not schedule the grievance for arbitration

until a final determination is reached in the MSPB procedure. If

the grievance is not waived under Section 9.A.1, 2 or 3 above,

the case will be scheduled promptly for arbitration. Should the

grievance ultimately be sustained or modified in arbitration, the

preference eligible employee will have no entitlement to back

pay under the National Agreement for the period from the date

the case would have been scheduled for arbitration and the date

it is actually scheduled for arbitration.

Article 17.2.A

111

Section 10. E

mployee Discipline Records

The records of a disciplinary action against an employee shall

not be considered in any subsequent disciplinary action if there

has been no disciplinary action initiated against the employee

for a period of two (2) years.

Upon the employee’s written request, any disciplinary notice or

decision letter will be removed from the employee’s official

personnel folder after two (2) years if there has been no

disciplinary action initiated against the employee in that two-

year period.

(Additional provisions regarding the discipline or removal of

PSEs can be found in the Postal Support Employees

Memoranda, page 271)

ARTICLE 17

REPRESENTATION

Section 1. Stewards

Stewards may be designated for the purpose of investigating,

presenting and adjusting grievances.

Section 2. Appointment of Stewards

The Union will certify to the Employer in writing

steward or stewards and alternates in accordance with the

following general guidelines. Where more than one (1) steward

is appointed, one (1) shall be designated chief steward. The

selection and appointment of stewards or chief stewards is the

sole and exclusive function of the Union. Stewards will be

certified to represent employees in specific work location(s) on

their tour; provided no more than one (1) steward may be

certified to represent employees in a particular work location(s).

The number of stewards certified shall not exceed, but may be

less than, the number provided by the formula hereinafter set

forth.

Article 17.2.A

112

Empl

oyees in the same craft per tour or station

Up to 49 1 steward

50 to 99 2 stewards

100 to 199 3 stewards

200 to 499 5 stewards

500 or more 5 stewards plus additional

steward for each 100 employees

B. At an installation, the Union may designate in writing to

the Employer one (1) Union officer actively employed at that

installation to act as a steward to investigate, present and adjust

a specific grievance or to investigate a specific problem to

determine whether to file a grievance. The activities of such

Union officer shall be in lieu of a steward designated under the

formula in Section 2.A and shall be in accordance with Section

3. Payment, when applicable, shall be in accordance with

Section 4.

C. To provide steward service to installations with twenty or

less craft employees where the Union has not certified a

steward, a Union representative certified to the Employer in

writing and compensated by the Union may perform the duties

of a steward.

D. At the option of the Union, representatives not on the

Employer’s payroll shall be entitled to perform the functions of

a steward or chief steward, provided such representatives are

certified in writing to the Employer at the Area Level and

providing such representatives act in lieu of stewards

designated under the provisions of 2.A or 2.B above.

A steward may be designated to represent more than one

(1) craft, or to act as a steward in a craft other than his/her own,

whenever the Union so agrees, and notifies the Employer in

writing. Any steward designations across craft lines must be in

accordance with the formula set forth in Section 2.A above

(The preceding Section, Article 17.2, shall apply to PSEs.)

Article 17.3

113

Section 3. Rights of Stewar

When it is necessary for a steward to leave his/her work area to

investigate and adjust grievances or to investigate a specific

problem to determine whether to file a grievance, the steward

shall request permission from the immediate supervisor and

such request shall not be unreasonably denied.

In the event the duties require the steward leave the work area

and enter another area within the installation or post office, the

steward must also receive permission from the supervisor from

the other area he/she wishes to enter and such request shall not

be unreasonably denied.

The steward, chief steward or other Union representative

properly certified in accordance with Section 2 above, may

request and shall obtain access through the appropriate

supervisor to review the documents, files and other records

necessary for processing a grievance or determining if a

grievance exists and shall have the right to interview the

aggrieved employee(s), supervisors and witnesses during

working hours. Such requests shall not be unreasonably denied.

While serving as a steward or chief steward, an employee may

not be involuntarily transferred to another tour, to another

station or branch of the particular post office or to another

independent post office or installation unless there is no job for

which the employee is qualified on such tour, or in such station

or branch, or post office.

If an employee requests a steward or Union representative to be

present during the course of an interrogation by the Inspection

Service, such request will be granted. All polygraph tests will

continue to be on a voluntary basis.

(See Memos, pages 366 and 390)

(The preceding Section, Article 17.3, shall apply to PSEs)

Article 17.4

114

Section 4. Payment of Stewards

e Employer will authorize payment only under the following

conditions:

Grievances:

Steps 1 and 2 The aggrieved and one (1) Union steward —

(only as permitted under the formula in Section

2.A) for time actually spent in grievance

handling, including investigation and meetings

with the Employer. The Employer will

also

compensate a steward for the time reasonably

necessary to write a grievance. In addition, the

Employer will compensate any witnesses for the

time required to attend a Step 2 meeting.

Meetings called by the Employer for information exchange and

other conditions designated by the Employer concerning

contract application.

Employer authorized payment as outlined above will be granted

at the applicable straight time rate, providing the time spent is a

part of the employee’s or steward’s (only as provided for under

the formula in Section 2.A) regular work day.

(The preceding Section, Article 17.4, shall apply to PSEs)

Section 5. Joint Labor-Management Committee Meetings

The APWU through its designated agents shall be entitled

at the National, APWU Regional/USPS Area, and Local Levels,

and at such other intermediate levels as may be appropriate, to

participate in regularly scheduled Joint Labor-Management

Committee meetings for the purpose of discussing, exploring,

and considering with management matters of mutual concern;

provided neither party shall attempt to change, add to or vary

the terms of this Collective Bargaining Agreement. The Local

Joint Labor-Management Committee

will meet as needed, but

not less than once every quarter unless otherwise provided in

the parties’ Local Memorandum of Understanding.

Article 17.5.C

115

The National Level Joint Labor-Management Committee

will be co-chaired by the President of the APWU and the Postal

Service Vice President of Labor Relations and be comprised of

an equal number of representatives for each party as agreed by

the parties. This Committee will meet as needed, but no less

than once every two (2) months to fulfill the purposes and goals

described below.

The purposes and goals of the National Level Joint Labor-

Management Committee will be to:

1. promote more effective, open and continuous

volvement between the parties to further enhance a

positive working relationship and advance labor-

management cooperation between the parties;

2. jointly pursue strategies which emphasize improving

employee working conditions and satisfying th

customer in terms of service and costs;

3. work together to seek ways of improving customer

service, increasing revenue, and reducing postal

costs; and,

4. provide an opportunity to jointly discuss new Postal

Service initiatives during their development,

inasmuch as those initiatives might impact on

employees or as they might relate to employee

working conditions. These discussions may include,

but are not limited to, the creation of new position

descriptions; modifications to

facilities;

technological and mechanization changes;

automation implementation; and the development of

new facilities and designs.

C. As needed, the National Level Joint Labor-Management

Committee, through mutual agreement, will create

subcommittees to deal with specific issues. All other National

Level Committees established pursuant to the terms of this

Article 17.5.C

116

reement, including Safety & Health, Ergonomics and

Training, shall function as subcommittees of the National Level

Joint Labor-Management Committee. All subcommittees

already established or created by the National Level Joint

Labor-Management Committee will report to such Committee,

as necessary, on their specific issues of concern and provide

updated information.

D. In order to further recognize and effect

Union/Management cooperation, there will be four (4) National

Level craft subcommittees created, one (1) for each APWU

craft, for the purpose of jointly addressing specific issues of

contract administration for each such craft. These

subcommittees will be co-chaired by the APWU Craft Directors

of each craft and the Postal Service Manager of Contract

Administration or his/her designee. At the Union’s request, the

appropriate operational manager will attend meetings to address

the Union’s concerns or respond to questions on specific

operational issues. Neither party shall attempt to change, add or

vary the terms of this Collective Bargaining Agreement through

these subcommittees.

Meetings at the National and APWU/Regional

USPS

Area (except as to the Christmas operation) Levels will not be

compensated by the Employer. The Employer will compensate

one (1) designated representative from the Union concerned

with the subject matter of the meeting for actual time spent in

the meeting at the applicable straight-time rate, providing the

time spent in such meetings is a part of the employee’s regular

scheduled work day.

(See Memos, page 375)

Section 6. Union Participation in New Employee

Orientation

During the course of any employment orientation program for

new career or noncareer employees, or in the event a current

Article 17.7.B

117

posta

l employee is reassigned to an APWU bargaining unit, a

representative of the Union representing the craft or

occupational group to which the new or current employees are

assigned shall be provided ample opportunity to address such

new employees, provided that this provision does not preclude

the Employer from addressing employees concerning the same

subject. In addition, at the time any noncareer employees

become eligible for health insurance, the APWU will be

provided ample opportunity to address such employees on this

subject.

Health benefit enrollment information and forms will not be

provided during orientation until such time as a representative

of the Union has had an opportunity to address such new

employees.

(The preceding Section, Article 17.6, shall apply to PSEs)

Section 7. Dues Checkoff

A. In conformity with Section 2 of the Act, 39 U.S.C. 1205,

without cost to the Union, the Employer shall deduct and remit

to the Union the regular and periodic Union dues from the pay

of employees as instructed in writing by the Union and the

employee, which written assignment by the employee shall be

irrevocable for a period of not more than one (1) year. The

parties agree that the Union will have sole responsibility for and

control over dues withholding and revocation. The Union must

provide the Postal Service with withholding and revocation

information in a format and within time periods acceptable to

the Postal Service. The Employer agrees to remit to the Union

all deductions to which it is entitled fourteen (14) days after the

end of the pay period for which such deductions are made.

Deductions shall be in such amounts as are designated to the

Employer in writing by the Union.

B. The authorization of such deductions shall be made in

accordance with the terms of Standard Form 1187. Revocation

Article 17.7.C

118

of a

uthorization shall be made in accordance with the terms of

Standard Form 1186.

C. Notwithstanding the foregoing, employees’ dues

deduction authorizations (Standard Form 1187) which are

presently on file with the Employer on behalf of the Union party

to this Agreement, shall continue to be honored and given full

force and effect by the Employer unless and until revoked in

accordance with their terms.

D. The Union shall defend, indemnify, save and hold the

Postal Service harmless from any and all claims, responsibility,

damage, suit, demand, grievance or other liability (including

attorney’s fees incurred by the Postal Service), which may arise

out of any actions taken by the Postal Service required by the

terms of this Article or in reliance upon instructions provided

by the Union in connection with the Union’s operation and

control over said dues withholding and revocation.

E. The Employer agrees that it will continue in effect, but

without cost to employees, its existing program of payroll

deductions at the request and on behalf of employees for

remittance to financial institutions including credit unions. In

addition, the Employer agrees without cost to the employee to

make payroll deductions on behalf of such organization as the

Union shall designate to receive funds to provide group

automobile insurance for employees and/or homeowners/tenant

liability insurance for employees, provided only one (1)

insurance carrier is selected to provide such coverage.

(The preceding Section, Article 17.7, shall apply to PSEs)

Section 8. Policy on Telephones

The parties recognize that telephones are for official USPS

business. However, the Employer at the Local Level shall

establish a policy for the use of telephones by designated Union

representatives for legitimate business related to the

administration of the National Agreement, subject to sound

business judgment and practices.

Article 18.4

119

Section 9. Insp

ection of Lockers

Except as provided in Article 39.3.C, the Employer agrees that,

a steward or the employee shall be given the opportunity to be

present at any inspection of employees’ lockers, except in

matters where there is reasonable cause to suspect criminal

activity. For a general inspection where employees have had

prior notification of at least a week, the above is not applicable.

ARTICLE 18

NO STRIKE

Section 1. Statement of Principle

The Union on behalf of its members agree that it will not call or

sanction a strike or slowdown.

Section 2. Union Actions

The Union or its Local Unions (whether called Locals or by

other names) will take reasonable action to avoid such activity

and where such activity occurs, immediately inform striking

employees they are in violation of this Agreement and order

said employees back to work.

Section 3. Union Liability

It is agreed that the Union or its Local Unions (whether called

Locals or by other names) which comply with the requirements

of this Article shall not be liable for the unauthorized action of

their members or other postal employees.

Section 4. Legal Impact

The parties agree that the provisions of this Article shall not be

used in any way to defeat any current or future legal action

involving the constitutionality of existing or future legislation

prohibiting Federal employees from engaging in strike actions.

The parties further agree that the obligations undertaken in this

Article are in no way contingent upon the final determination

of such constitutional issues.

(The preceding Article, Article 18, shall apply to PSEs)

Article 19

120

ARTIC

LE 19

HANDBOOKS AND MANUALS

Section 1. General

Those parts of all handbooks, manuals and published

regulations of the Postal Service, that directly relate to wages,

hours or working conditions, as they apply to employees

covered by this Agreement, shall contain nothing that conflicts

with this Agreement, and shall be continued in effect except that

the Employer shall have the right to make changes that are not

inconsistent with this Agreement and that are fair, reasonable,

and equitable. This includes, but is not limited to, the Postal

Service Manual and the F-21, Timekeeper’s Instructions.

Notice of such proposed changes that directly relate to wages,

hours, or working conditions will be furnished to the Union at

the National Level at least sixty (60) days prior to issuance. The

Employer shall furnish the Union with the following

information about each proposed change: a narrative

explanation of the purpose and impact on employees and any

documentation concerning the proposed change from the

manager(s) who requested the change addressing its purpose

and effect. Proposed changes will be furnished to the Union by

hard copy or, if available, by electronic file. At the request of

the Union, the parties shall meet concerning such changes. If

the Union requests a meeting concerning proposed changes, the

meeting will be attended by manager(s) who are knowledgeable

about the purpose of the proposed change and its impact on

employees. If the Union, after the meeting, believes the

proposed changes violate the National Agreement (including

this Article), it may then submit the issue to arbitration in

accordance with the arbitration procedure set forth below

within

ninety (90) days after receipt of the notice of proposed

change. Within fifteen (15) days after the issue has been

submitted to arbitration, each party shall provide the other with

Article 19.2.D

121

a statemen

t in writing of its understanding of the precise issues

involved, and the facts giving rise to such issues.

Copies of those parts of all new handbooks, manuals and

regulations that directly relate to wages, hours or working

conditions, as they apply to employees covered by this

Agreement, shall be furnished to the Union upon issuance.

Article 19 shall apply in that those parts of all handbooks,

manuals and published regulations of the Postal Service, which

directly relate to wages, hours or working conditions shall apply

to PSEs only to the extent consistent with other rights and

characteristics of PSEs negotiated in this Agreement and

otherwise as they apply to the supplemental workforce. The

Employer shall have the right to make changes to handbooks,

manuals and published regulations as they relate to PSEs

pursuant to the same standards and procedures found in Article

19 of this Agreement.

Section 2. Article 19 Arbitration

A. A separate arbitration panel will be appointed by the

National parties for the sole purpose of hearing Article 19

appeals to arbitration.

B. A docket of Article 19 cases appealed to arbitration at

the National Level shall be maintained for the Union.

C. The arbitrators on the National Article 19 Panel shall be

scheduled to hear cases on a rotating basis, unless otherwise

agreed to by the parties. Cases on the docket will be scheduled

and heard within 120 days of the appeal to arbitration, but no

later than 180 days after the Union was notified of the proposed

change(s), unless the Union and the Employer otherwise agree.

The arbitrator in any given case shall render an award

therein within thirty (30) days of the close of the record in the

case. All decisions of an arbitrator shall be final and binding.

(See Memo, page 377)

Article 20

122

ARTIC

LE 20

PARKING

Section 1. National Study Committee

The existing parking program will remain in effect. There shall

be established at the National Level, as a subcommittee of the

National Joint Labor-Management Committee, a National

Study Committee on Parking in order to improve the parking

program at existing facilities and to recommend such programs

for new facilities.

Section 2. Security

Recognizing the need for adequate security for employees in

parking areas, and while en route to and from parking areas, the

Employer will take reasonable steps, based on the specific

needs of the individual location, to safeguard employee

security, including, but not limited to, establishing liaison with

local police authorities, requesting the assignment of additional

uniformed police in the area, improving lighting and fencing,

and, where available, utilizing mobile security force patrols.

Section 3. Labor-Management Committee

Parking is a proper subject for discussion at Local Labor-

Management Committee meetings. The location of new,

additional, or improved parking facilities; the number of

parking spaces; security and lighting in the parking areas, as

well as similar subjects, are proper agenda items for such

meetings. The Local Labor-Management Committee may make

recommendations to the installation head concerning such

subjects.

(The preceding Article, Article 20, shall apply to PSEs)

Article 21.1.D

123

ARTIC

LE 21

BENEFIT PLANS

Section 1. Health Benefits

The method for determining the Employer biweekly

contributions to the cost of employee health insurance programs

under the Federal Employees Health Benefits Program

(FEHBP) will be as follows:

The Office of Personnel Management shall calculate the

subscription charges under the FEHBP that will be in effect the

following January with respect to self only enrollments, self

plus one enrollments, and self and family enrollments.

B. For career employees the biweekly Employer

contribution for self only, self plus one, and self and family

plans in Plan Years 2022,

2023

2024

and

2025

, the biweekly

Employer contribution for FEHB plans will be

72%

of the

weighted average biweekly premiums as determined by the

OPM, and will not exceed

75%

for any individual plan.

(See Memo, page 379)

C. The weight to be given to a particular subscription

charge for each FEHB plan and option will be based on the

number of enrollees in each such plan and option for whom

contributions have been received from employers covered by

the FEHBP as determined by the OPM.

D. The amount necessary to pay the total charge for

enrollment after the Employer’s contribution is deducted shall

be withheld from the pay of each enrolled employee. To the

extent permitted by law, the Employer shall permit employees

covered by this Agreement to make their premium

contributions to the cost of each plan on a pre-tax basis, and

shall extend eligibility to such employees for the U.S. Postal

Service’s flexible spending account plans for unreimbursed

health care expenses and work-related dependent child care and

Article 21.2

124

elder

care expenses as authorized under Section 125 of the

Internal Revenue Code.

(For PSEs See Postal Support Employees Memoranda,

page 271)

Section 2. Life Insurance

The Employer shall maintain the current life insurance program

in effect during the term of this Agreement.

Section 3. Retirement

The provisions of Chapters 83 and 84 of Title 5 U.S. Code, and

any amendments thereto, shall continue to apply to employees

covered by this Agreement.

Section 4. Injury Compensation

Employees covered by this Agreement shall be covered by

Subchapter I of Chapter 81 of Title 5, and any amendments

thereto, relating to compensation for work injuries. The

Employer will promulgate appropriate regulations which

comply with applicable regulations of the Office of Workers’

Compensation Programs and any amendments thereto.

Section 5. Health Benefit Brochures

When a new employee who is eligible for enrollment in the

Federal Employee’s Health Benefit Program enters the Postal

Service, the employee shall be furnished a copy of the Health

Benefit Plan brochure of the Union signatory to this Agreement

which represents the craft in which the employee is to be

employed.

ARTICLE 22

BULLETIN BOARDS

The Employer shall furnish separate bulletin boards for the

exclusive use of the Union party to this Agreement, subject to

the conditions stated herein, if space is available. If sufficient

space is not available, at least one (1) will be provided for the

Union signatory to this Agreement. The Union may place their

Article 24.1

125

literature

racks in swing rooms, if space is available. Only

suitable notices and literature may be posted or placed in

literature racks. There shall be no posting or placement of

literature in literature racks except upon the authority of

officially designated representatives of the Union.

(The preceding Article, Article 22, shall apply to PSEs)

ARTICLE 23

RIGHTS OF UNION OFFICIALS TO ENTER

POSTAL INSTALLATIONS

Upon reasonable notice to the Employer, duly authorized

representatives of the Union shall be permitted to enter postal

installations for the purpose of performing and engaging in

official union duties and business related to the Collective

Bargaining Agreement. There shall be no interruption of the

work of employees due to such visits and representatives shall

adhere to the established security regulations.

(See Memo, page 381)

(The preceding Article, Article 23, shall apply to PSEs)

ARTICLE 24

EMPLOYEES ON LEAVE WITH REGARD TO

UNION BUSINESS

Section 1. Continuation of Benefits

Any employee on leave without pay to devote full or part-time

service to the Union signatory to this Agreement shall be

credited with step increases as if in a pay status. Retirement

benefits will accrue on the basis of the employee’s step so

attained, provided the employee makes contributions to the

retirement fund in accordance with current procedure. Annual

and sick leave will be earned in accordance with existing

procedures based on hours worked.

Article 24.2.A

126

Sectio

n 2. Leave for Union Conventions

A. Full or part-time employees will be granted annual leave

leave without pay at the election of the employee to attend

National, State and Regional Union Conventions (Assemblies)

provided that a request for leave has been submitted by the

employee to the installation head as soon as practicable and

provided that approval of such leave does not seriously

adversely affect the service needs of the installation.

B. If the requested leave falls within the choice vacation

period and if the request is submitted prior to the determination

of the choice vacation period schedule, it will be granted prior

to making commitments for vacations during the choice period,

and will be considered part of the total choice vacation plan for

the installation, unless agreed to the contrary at the Local Level.

Where the specific delegates to the Convention (Assembly)

have not yet been determined, upon the request of the Union,

the Employer will make provision for leave for these delegates

prior to making commitments for vacations.

C. If the requested leave falls within the choice vacation

period and the request is submitted after the determination of

the choice vacation period schedule, the Employer will make

every reasonable effort to grant such request, consistent with

service needs.

(The preceding Article, Article 24, shall apply to PSEs)

ARTICLE 25

HIGHER-LEVEL ASSIGNMENTS

Section 1. Definitions

Higher-level work is defined as an assignment to a ranked

higher-level position, whether or not such position has been

authorized at the installation.

Section 2. Higher-Level Pay

An employee who is detailed to higher-level work shall be paid

at the higher level for time actually spent on such job. An

Article 25.5

127

emplo

yee’s higher-level rate shall be determined as if promoted

to the position. An employee temporarily assigned or detailed

to a lower-level position shall be paid at the employee’s own

rate.

Section 3. Written Orders

Any employee detailed to higher-level work shall be given a

written management order, stating beginning and approximate

termination, and directing the employee to perform the duties

of the higher-level position. Such written order shall be

accepted as authorization for the higher-level pay. The failure

of management to give a written order is not grounds for denial

of higher-level pay if the employee was otherwise directed to

perform the duties.

Section 4. Higher-Level Details

Detailing of employees to higher-level bargaining unit work in

each craft shall be from those eligible, qualified and available

employees in each craft in the immediate work area in which

the temporarily vacant higher-level position exists. However,

for details of an anticipated duration of one (1) week (five (5)

working days within seven (7) calendar days) or longer to those

higher-level craft positions enumerated in the craft Articles of

this Agreement as being permanently filled on the basis of

promotion of the senior qualified employee, the senior,

qualified, eligible, available employee in the immediate work

area in which the temporarily vacant higher-level position

exists shall be selected.

Section 5. Leave Pay

Leave pay for employees detailed to a higher-level position will

be administered in accordance with the following:

Employees working short term on a higher-level assignment or

detail will be entitled to approved sick and annual paid leave at

the higher-level rate for a period not to exceed three (3) days.

Article 25.5

128

Short

term shall mean an employee has been on an assignment

or detail to a higher-level for a period of 29 consecutive work

days or less at the time leave is taken and such assignment or

detail to the higher-level position is resumed upon return to

work. All short-term assignments or details will be

automatically canceled if replacements are required for absent

detailed employees.

Long term shall mean an employee has been on an assignment

or detail to the higher-level position for a period of 30

consecutive workdays or longer at the time leave is taken and

such assignment or detail to the higher-level position is resumed

upon return to work.

Terminal leave payments resulting from death will be paid at

the higher level for all employees who are assigned or detailed

to higher-level assignments on their last workday.

ARTICLE 26

UNIFORMS AND WORK CLOTHES

Section 1. Uniform Control Committee

The parties agree that a USPS/APWU National Labor-

Management Uniform Control Committee shall be established.

The Committee shall be composed of one (1) spokesperson for

the Union, and may include each craft represented by the

APWU entitled to uniforms or work clothing; one (1)

spokesperson for the Employer and an equal number of

representatives of the Employer. The Chair of the Committee

shall alternate each meeting between the Union spokesperson

and the Postal Service spokesperson.

The Committee shall meet at least once each three (3) months

and at such other times as may be necessary or as requested by

either of the parties.

The Committee shall have jurisdiction to consider the matters

set out below and all non-cost matters pertaining to the Uniform

Article 26.2.A

129

Allowan

ce Program, including, but not limited to, the uniform

items or work clothes items for which allowances are

applicable; the design, color, quality and fabrics of authorized

items.

The current administration of the Uniform and Work Clothes

Program shall be continued unless otherwise changed by this

Agreement or by the Employer based on recommendations of

the Committee.

“Wear-out” periods for uniform items being changed or

replaced shall be determined by the Committee and appropriate

recommendations made after giving full consideration to the

type of changes being made, the economic effect upon the

employees involved for replacement, and the overall

appearance of the uniform.

The Committee shall establish its own rules of procedure.

Recommendations of the Committee shall be addressed to the

Postmaster General or his/her designee.

Section 2. Annual Allowance - Regular Uniform Program

The annual allowance for eligible employees in the regular

uniform program shall be as follows:

A. Effective May 21,

2022,

the annual allowance for

all

eligible employees shall be increased from

$499.00

per annum

$511.00

per annum; and from

$214.00

per annum to

$219.00

per annum. The increase shall become effective on the

employee’s anniversary date.

Effective May 21,

2023,

the annual allowance for all eligible

employees shall be increased from

$511.00

per annum to

$524.00

per annum; and from

$219.00

per annum to

$224.00

per annum. The increase shall become effective on the

employee’s anniversary date.

Effective May 21, 2024, the annual allowance for all eligible

employees shall be increased from $524.00 per annum to

$537.00 per annum; and from $224.00 per annum to

Article 26.2.B

130

$230.00 per

annum. The increase shall become effective on

the employee’s anniversary date.

A newly eligible employee entering the regular uni

form

program will receive an additional credit to the employee’s

allowance, as follows:

Effective May 21,

2022

—

$119.00

if entitled to

$511.00

per annum;

—

$28.00

if entitled to

$219.00

per annum

Effective May 21,

2023

—

$122.00

if entitled to

$524.00

per annum;

—

$29.00

if entitled to

$224.00

per annum

Effective May 21, 2024

— $125.00 if entitled to $537.00 per annum;

— $30.00 if entitled to $230.00 per annum

An eligible employee cannot receive this additional credit more

than once; however, the current procedures regarding

employees transferring from one allowance category to another

shall be continued.

Section 3. Annual Allowance - Work Clothing Program

The annual allowance for eligible employees in the Work

Clothes Program and Contract Uniform Program shall be as

follows:

Clerical, Motor Vehicle, Maintenance (eligible) - work clothes

—

$104.00

effective May 21,

2022

—

$107.00

effective May 21,

2023

— $110.00 effective May 21, 2024

Custodial Maintenance (eligible) - contract uniform

—

$199.00

effective May 21,

2022

—

$204.00

effective May 21,

2023

—

$209.00 effective May 21, 2024

Article 26.4

131

Vehicl

e Maintenance (eligible) - contract uniform

—

$250.00

effective May 21,

2022

—

$256.00

effective May 21,

2023

—

$262.00 effective May 21, 2024

The increase shall become effective on the employee’s

anniversary date.

Unused portions of an eligible employee’s annual allowance

for uniform and work clothing will be carried over and

available for use beginning twelve (12) months after the end

of each anniversary year. An eligible employee’s uniform or

work clothing allowance balance may not exceed the sum of

two (2) years of the employee’s annual allowance

entitlement. This uniform and work clothing program

adjustment will be implemented no later than twelve (12)

months from the effective date of the 2021-2024 Agreement.

Section 4. Annual Allowance for PSEs

On an annual basis, postal support employees who are assigned

as PSE Sales/Service & Distribution Associates, SSDA D/A 81-

4, who have met the criteria listed below, will be eligible to

purchase Type 2 uniforms as outlined in the Employee and

Labor Relations Manual (ELM), Section 933.2, with the same

allowance as provided to eligible career retail clerks by Article

26.2.A:

1. completed ninety (90) work days, or have been employed

for one hundred twenty (120) calendar days, whichever

comes first;

2. successfully completed required training; and

3. meet the requirements of the Employee and Labor

Relations Manual (ELM) Section 932.11.g, which

includes “Retail personnel, ...whose official assignment at

a retail counter is for a minimum of 4 hours daily for 5

days a week on a continuing basis or for not less than 30

hours a week.”

Article 26.4

132

a PSE SSDA, who has met the above criteria, is subsequently

assigned to a different PSE job title, and/or no longer meets the

requirements of ELM 932.11.g, stated in #3 above, he/she will

no longer be eligible for the uniform program.

PSEs will receive the additional uniform credit authorized by

Article 26.2.B with their first uniform allowance following

conversion to career status.

New Work PVS postal support employee (PSE) Motor Vehicle

Operators and Tractor-Trailer Operators will be eligible for a

Type 1 uniform allowance provided:

they meet the same criteria as the part-time employees

with a regular or flexible work schedule, four (4) hours or

more a day during the course of a year; an

2) they operate or hold themselves in readiness to operate

vehicles as outlined in the ELM 932.11.b.

The uniform allowance will be effective when the PVS (PSE)

driver completes ninety (90) work days, or has been employed

for one hundred twenty (120) calendar days, whichever comes

first.

The above-referenced uniform purchases are reimbursed by the

Postal Service directly to the vendor.

(See Postal Support Employees Memoranda, page 271) and

(Memos, pages 382 and

383

)

ARTICLE 27

EMPLOYEE CLAIMS

Subject to a $10 minimum, an employee may file a claim within

fourteen (14) days of the date of loss or damage and be

reimbursed for loss or damage to his/her personal property

except for motor vehicles and the contents thereof taking into

consideration depreciation where the loss or damage was

suffered in connection with or incident to the employee’s

employment while on duty or while on postal premises. The

Article 27

133

possessi

on of the property must have been reasonable, or proper

under the circumstances and the damage or loss must not have

been caused in whole or in part by the negligent or wrongful act

of the employee. Loss or damage will not be compensated when

it resulted from normal wear and tear associated with day-to-

day living and working conditions.

Claims should be documented, if possible, and submitted with

recommendations by the Union steward to the Employer at the

Local Level. The Employer will submit the claim, with the

Employer’s and the steward’s recommendation, within 15 days,

to the Area office for determination. The claim will be

adjudicated within thirty (30) days after receipt at the Area

office. An adverse determination on the claim may be appealed

pursuant to the procedures for appealing an adverse decision in

Step 3 of the grievance-arbitration procedure.

A decision letter denying a claim in whole or in part will include

notification of the Union’s right to appeal the decision to

arbitration under Article 15.

The Area office will provide to the Union’s Regional

representative a copy of the denial letter referenced above, the

claim form, and all documentation submitted in connection with

the claim.

The installation head or designee will provide a copy of the

denial letter to the steward whose recommendation is part of the

claim form.

The above procedure does not apply to privately owned motor

vehicles and the contents thereof. For such claims, employees

may utilize the procedures of the Federal Tort Claims Act in

accordance with Part 250 of the Administrative Support

Manual.

The procedure specified therein shall be the exclusive

procedure for such claims, which shall not be subject to the

grievance-arbitration procedure.

Article 28

134

A tort

claim may be filed on SF 95 which will be made available

by the installation head, or designee.

(The preceding Article, Article 27, shall apply to PSEs)

ARTICLE 28

EMPLOYER CLAIMS

The parties agree that continued public confidence in the Postal

Service requires the proper care and handling of the USPS

property, postal funds and the mails. In advance of any money

demand upon an employee for any reason, the employee must

be informed in writing and the demand must include the reasons

therefore.

Section 1. Shortages in Fixed Credits

Employees who are assigned fixed credits or vending credits

shall be strictly accountable for the amount of the credit. If any

shortage occurs, the employee shall be financially liable unless

the employee exercises reasonable care in the performance of

his/her duties. In this regard, the Employer agrees to:

A. continue to provide adequate security for all employees

responsible for postal funds;

B. prohibit an employee from using the fixed credit or other

financial accountability of any other employee without

permission;

C. grant the opportunity to an employee to be present

whenever that employee’s fixed credit is being audited and if

the employee is not available to have a witness of the

employee’s choice present;

D. absolve an employee of any liability for loss from cashing

checks if the employee follows established procedures; and

E. audit each employee’s fixed credit no less frequently

than once every four (4) months.

(See Memo, page 384)

Article 28.4.C

135

Sectio

n 2. Loss or Damage of the Mails

An employee is responsible for the protection of the mails

entrusted to the employee. Such employee shall not be

financially liable for any loss, rifling, damage, wrong delivery

of, or depredation on, the mails or failure to collect or remit

C.O.D. funds unless the employee failed to exercise reasonable

care.

Section 3. Damage to USPS Property and Vehicles

An employee shall be financially liable for any loss or damage

to property of the Employer including leased property and

vehicles only when the loss or damage was the result of the

willful or deliberate misconduct of such employee.

Section 4. Collection Procedure

A. If a grievance is initiated and advanced through the

grievance-arbitration procedure or a petition has been filed

pursuant to the Debt Collection Act, regardless of the amount

and type of debt, collection of the debt will be delayed until

disposition of the grievance and/or petition has (have) been had,

either through settlement or exhaustion of contractual and/or

administrative remedies.

B. No more than 15% of an employee’s disposable pay or

20% of the employee’s biweekly gross pay whichever is lower,

may be deducted each pay period to satisfy a postal debt, unless

the parties agree, in writing, to a different amount.

C. Post-Separation Letters of Indebtedness shall include

specific language that an employee shall have 14 days from

receipt of the letter of indebtedness in which to file a grievance

pursuant to Article 15.2 of the National Agreement. Retirement

information given to employees prior to the effective date of

separation shall include information advising employees of

their right to file a grievance or petition through the Debt

Collection Act procedures concerning any post-separation

notification of indebtedness. If a timely grievance or petition

Article 28.4.C

136

purs

uant to the Debt Collection Act is filed, the protections

against collections of that debt contained within Section 4.A

above, shall apply.

(The preceding Article, Article 28, shall apply to PSEs)

ARTICLE 29

LIMITATION ON REVOCATION OF

DRIVING PRIVILEGES

An employee’s driving privileges, may be revoked or

suspended when the on-duty record shows that the employee is

an unsafe driver.

Elements of an employee’s on-duty record which may be used

to determine whether the employee is an unsafe driver include

but are not limited to, traffic law violations, accidents or failure

to meet required physical or operation standards.

The report of the Safe Driver Award Committee cannot be used

as a basis for revoking or suspending an employee’s driving

privileges. When a revocation, suspension, or reissuance of an

employee’s driving privileges is under consideration, only the

on-duty record will be considered in making a final

determination. An employee’s driving privileges will be

automatically revoked or suspended concurrently with any

revocation or suspension of state driver’s license and restored

upon reinstatement. Every reasonable effort will be made to

reassign such employee to non-driving duties in the employee’s

craft or in other crafts. In the event such revocation or

suspension of the state driver’s license is with the condition that

the employee may operate a vehicle for employment purposes,

the employee’s driving privileges will not be automatically

revoked. When revocation, suspension, or reissuance of an

employee’s driving privileges is under consideration based on

the on-duty record, such conditional revocation or suspension

of the state driver’s license may be considered in making a final

determination.

Article 30.B.3

137

Initial

issuance — an employee shall be issued a Certificate of

Vehicle Familiarization and Safe Operation when such

employee has a valid state driver’s license, passes the driving

test of the U.S. Postal Service, and has a satisfactory driving

history.

An employee must inform the supervisor immediately of the

revocation or suspension of such employee’s state driver’s

license.

(See Memo, page 384)

ARTICLE 30

LOCAL IMPLEMENTATION

A. Presently effective local memoranda of understanding not

inconsistent or in conflict with the

2021

National Agreement

shall remain in effect during the term of this Agreement unless

changed by mutual agreement pursuant to the local

implementation procedure set forth below or, as a result of an

arbitration award or settlement arising from either party’s

impasse of an item from the presently effective Local

Memorandum of Understanding.

B. There shall be a 30 consecutive day period of local

implementation which shall occur within a period of 60 days

commencing

May 23, 2022

on the 22 specific items

enumerated below, provided that no Local Memorandum of

Understanding may be inconsistent with or vary the terms of the

2021

National Agreement:

1. Additional or longer wash-up periods.

2. The establishment of a regular work week of five (5)

days with either fixed or rotating days off.

3. Guidelines for the curtailment or termination

postal operations to conform to orders of local

authorities or as local conditions warrant because o

emergency conditions.

Article 30.B.4

138

4. F

ormulation of local leave program.

5. The duration of the choice vacation period(s).

6. The determination of the beginning day of an

employee’s vacation period.

7. Whether employees at their option may request two

(2) selections during the choice vacation period, in

units of either five (5) or ten (10) days.

8. Whether jury duty and attendance at National or State

Conventions shall be charged to the choice vacation

period

9. Determination of the maximum number of

employees who shall receive leave each week

during

the choice vacation period.

10. The issuance of official notices to each employee of

the vacation schedule approved for such employee.

11. Determination of the date and means of notifying

employees of the beginning of the new leave year.

12. The procedures for submission of applications for

annual leave during other than the choice vacation

period.

13. The method of selecting employees to work on a

holiday

14. Whether Overtime Desired Lists in Article 8 shall be

by section and/or tour.

15. The number of light duty assignments within each

craft or occupational group to be reserved for

temporary or permanent light duty assignment.

16. The method to be used in reserving light duty

assignments so that no regularly assigned member of

the regular workforce will be adversely affected.

Article 30.C

139

17. Th

e identification of assignments that are to be

considered light duty within each craft represented in

the office.

18. The identification of assignments comprising a

section, when it is proposed to reassign within an

installation employees excess to the needs of a

section.

19. The assignment of employee parking spaces.

20. The determination as to whether annual leave to

attend Union activities requested prior to

determination of the choice vacation schedule is to be

part of the total choice va

cation plan.

. Those other items which are subject to local

negotiations as provided in the craft provisions of th

Agreement.

22. Local implementation of this Agreement relating to

seniority, reassignments and posting.

C. All proposals remaining in dispute may be submitted to

final and binding arbitration, with the written authorization of

the National Union President or the Vice President, Labor

Relations. The request for arbitration must be submitted in

accordance with the Memorandum of Understanding regarding

Local Implementation. However, where there is no agreement

and the matter is not referred to arbitration, the provisions of the

former Local Memorandum of Understanding shall apply. The

Employer may challenge a provision(s) of a Local

Memorandum of Understanding on “inconsistent or in conflict”

grounds only by making a reasonable claim during the local

implementation process that a provision(s) of a Local

Memorandum of Understanding is inconsistent or in conflict

with new or amended provisions of the current National

Agreement that did not exist in the previous National

Agreement, or with provisions that have been amended

Article 30.C

140

subsequ

ent to the effective date of the previous National

Agreement. If Local management refuses to abide by a Local

Memorandum of Understanding on “inconsistent or in conflict”

grounds and an arbitrator subsequently finds that Local

management had no reasonable basis for its claim, the arbitrator

is empowered to issue an appropriate remedy.

(See Memo, page 386)

D. In the event of a mid-term change or addition in the

National Agreement, Local management may challenge a

provision(s) of a Local Memorandum of Understanding

subsequent to the local implementation period, but only by

making a reasonable claim that a provision(s) of a Local

Memorandum of Understanding is inconsistent or in conflict

with the changed provision(s) of the National Agreement. The

challenged provision(s) declared to be inconsistent or in

conflict with the National Agreement shall remain in effect for

120 days from the date on which the Union is notified in writing

of management’s challenge or the date of an arbitrator’s award

dealing with management’s challenge, whichever is sooner.

E. An alleged violation of the terms of a Memorandum of

Understanding shall be subject to the grievance-arbitration

procedure.

F. When installations are consolidated or when a new

stallation is established, the parties shall conduct a thirty (30)

day period of local implementation, pursuant to Section B. All

proposals remaining in dispute may be submitted to final and

binding arbitration, with the written authorization of the

National Union President or the Vice President, Labor

Relations. The request for arbitration must be submitted within

ten (10) days of the end of the local implementation period.

G. Where the Postal Service, pursuant to Section C, submits

a proposal remaining in dispute to arbitration, which proposal

seeks to change a presently-effective Local Memorandum of

Understanding, the Postal Service shall have the burden of

Article 31.3

141

esta

blishing that continuation of the existing provision would

represent an unreasonable burden to the USPS.

ARTICLE 31

UNION-MANAGEMENT COOPERATION

Section 1. Membership Solicitation

The Union may, through employees employed by the

Employer, solicit employees for membership in the Union and

receive Union dues from employees in non-work areas of the

Employer’s premises, provided such activity is carried out in a

manner which does not interfere with the orderly conduct of the

Employer’s operation.

Section 2. Electronic Files

The Employer shall, on a biweekly basis, provide the Union at

its National Headquarters with a computer tape containing

information as set forth in the Memorandum of Understanding

regarding Article 31 by encrypted/password protected

Electronic File Exchange. If Electronic File Exchange is

unavailable the information will be provided by appropriate

media.

(See Memos, pages

388 and

390)

Section 3. Information

The Employer will make available for inspection by the Union

all relevant information necessary for collective bargaining or

the enforcement, administration or interpretation of this

Agreement, including information necessary to determine

whether to file or to continue the processing of a grievance

under this Agreement. Upon the request of the Union, the

Employer will furnish such information, provided, however,

that the Employer may require the Union to reimburse the

USPS for any costs reasonably incurred in obtaining the

information.

Article 31.3

142

Requ

ests for information relating to purely local matters should

be submitted by the Local Union representative to the

installation head or his/her designee. All other requests for

information shall be directed by the National President of the

Union to the Vice President, Labor Relations.

Nothing herein shall waive any rights the Union may have to

obtain information under the National Labor Relations Act, as

amended.

(The preceding Article, Article 31, shall apply to PSEs)

ARTICLE 32

SUBCONTRACTING

Section 1. General Principles

A. The Employer will give due consideration to public

interest, cost, efficiency, availability of equipment, and

qualification of employees when evaluating the need to

subcontract.

(See Memos, pages 391, 392, 440 and 451)

B. The Employer will give advance notification to the Union

at the National Level when subcontracting which will have a

significant impact on bargaining unit work is being considered

and will meet with the Union while developing the initial

Comparative Analysis Report. The Employer will consider the

Union’s views on costs and other factors, together with

proposals to avoid subcontracting and proposals to minimize

the impact of any subcontracting. A statement of the Union’s

views and proposals will be included in the initial Comparative

Analysis and in any Decision Analysis Report relating to the

subcontracting under consideration. No final decision on

whether or not such work will be contracted out will be made

until the matter is discussed with the Union.

C. When a decision has been made at the Field Level to

subcontract bargaining unit work, the Union at the Local Level

will be given notification.

Article 32.2.C.2

143

Section 2.

Motor Vehicle Craft-Highway Movement of Mail

A. The American Postal Workers Union, AFL-CIO, and the

Uni

ted States Postal Service recognize the importance of

service to the public and cost to the Postal Service in selecting

the proper mode for the highway movement of mail. In

selecting the means to provide such transportation the Postal

Service will give due consideration to public interest, cost,

efficiency, availability of equipment, and qualification of

employees.

(See Memo, page 451)

B. For highway contracts covered by Article 32, Section 2,

the Union will be furnished the information enumerated in

Paragraph C below. This information will be furnished at least

sixty (60) days prior to the scheduled installation of the service.

Within forty (40) days of being furnished such information, the

Union may request a meeting to discuss a specific contract(s).

Within forty-five (45) days of being furnished such

information, the parties will exchange the basic cost analyses in

order to facilitate discussions. The parties will meet on or before

the sixtieth (60th) day. At no time will the subject highway

contract(s) for which a meeting has been requested be awarded

prior to the actual meeting.

C. The information will include the following in a concise

summary form:

1. a statement of service including frequency, time of

departure and arrival, annual mileage, and proposed

effective date of contract;

2. equipment requirements. If not comparable to

stan

dard USPS equipment available at that facility

the reasons therefor along with the cubic foot

justification are to be provided;

Article 32.2.C.3

144

3. a

statement as to whether the proposed contract is a

renewal of an existing contract and/or a partial or

completely new contract solicitation;

4. for contract renewals, the current contractual cost is

to be provided along with any specifics, if the terms

of the renewal are modified to whatever degree;

5. if the new contract solicitation replaces in part or in

whole existing Postal Vehicle Service (PVS) service,

specifics as to the existing PVS service are to b

provided as to the span of operating time, equipment

utilized, annual cost, how the PVS employ

ees

impacted will otherwise be utilized and the projected

United States Postal Service cost for subcontracting

the work in question.

D. Should there subsequently be substantive modifications in

the information provided the Union in C above, the Union will

be notified as soon as such decision is made.

E. The parties agree that the following factors will be used

in any cost comparisons of the type of transportation mode to

be selected:

1. The Motor Vehicle employee costs for Motor Vehicl

Operators will be the average cost of Level 7 Motor

Vehicle Operators and the Motor Vehicle employee

costs for Tractor-Trailer Operators will be the

average cost of Level 8 for Tractor-Trailer Operators,

as per these employees’ straight-time wages inclusiv

of fringe benefits. The average of each level will be a

weighted average based on the number of em

ployees

in each step of the respective levels and their

respective wages. The Motor Vehicle employee costs

will be updated within 30 days following each salary

adjustment for the Motor Vehicle Craft.

Article 32.2.H

145

The vehicle costs will be computed from the last four

(4) quarters of the Vehicle Make/Model Cost

Reports. These costs will be computed separately fo

each Area. The parties will consider an adjustment

for exceptional cost variances.

3. The Postal Vehicle Service will be charged ten (10)

minutes at the start and ten (10) minutes at the end of

each route, regardless of the vehicle used.

F. For all routes for which the Union submitted a cost

comparison, if a contract is awarded, the Union will be

furnished the cost of such contract.

G. These provisions shall be applicable when evaluating the

type of service to be provided for routes that are:

1. a fixed annual rate contract over $100,000 pe

annum, but not more than 350 miles in round-trip

length; and

2. an annual rate or non-annual rate contract such as

local drayage, spotting or shuttle service where the

estimated annual compensa

tion will exceed $45,000;

and

3. not more than eight (8) hours in operating time from

terminus to termin

us;

4. being then operated by bargaining unit employee(s)

of the Motor Vehicle Craft, regardless of annual cost,

round-trip length or operating time.

H. The information will be furnished for all routes covered

by this Section and subject to renewal, extension, conversion of

existing postal vehicle service to highway contract service or

new highway contract service subject to the limitations stated

herein. The following contracts are not encompassed by this

Section: services involving collection and box delivery; small

contract operations in areas where no Postal Vehicle Service

Article 32.2.H

146

operat

ion is currently operating and where Postal Vehicle

Service operation is economically unfeasible; or any star route

contracts let on a temporary or emergency basis.

I. The parties recognize that specific conditions may justify

and require alteration of the time requirements specified herein.

(See Memo, page 451)

Section 3. Joint Committee

There shall be established at the National Level, as a

subcommittee of the National Level Joint Labor-Management

Committee, a Joint Committee to study the problems in this area

leading towards a meaningful evolutionary approach to the

issue of subcontracting.

(The preceding Article, Article 32, shall apply to PSEs)

ARTICLE 33

PROMOTIONS

Section 1. General Principles

The Employer agrees to place particular emphasis upon career

advancement opportunities. First opportunity for promotions

will be given to qualified career employees. The Employer will

assist employees to improve their own skills through training

and self-help programs, and will continue to expand the Postal

Employee Development Center concept.

Section 2. Craft Promotions

When an opportunity for promotion to a craft position exists in

an installation, an announcement shall be posted on official

bulletin boards soliciting applications from employees of the

appropriate craft. Craft employees meeting the qualifications

for the position shall be given first consideration. Qualifications

shall include, but not be limited to, ability to perform the job,

merit, experience, knowledge, and physical ability. Where there

are qualified applicants, the best qualified applicant shall be

Article 34.B

147

selected; howe

ver, if there is no appreciable difference in the

qualifications of the best of the qualified applicants and the

Employer selects from among such applicants, seniority shall

be the determining factor. Written examinations shall not be

controlling in determining qualifications. If no craft employee

is selected for the promotion, the Employer will solicit

applications from all other qualified employees within the

installation.

Promotions to positions enumerated in the craft Articles of this

Agreement shall be made in accordance with such Articles by

selection of the senior qualified employee bidding for the

position.

Section 3. Examinations

When an examination is given, there shall be no unreasonable

limitation on the number of examinations that may be taken by

an applicant.

ARTICLE 34

WORK AND/OR TIME STANDARDS

A. The principle of a fair day’s work for a fair day’s pay is

recognized by all parties to this Agreement.

B. The Employer agrees that any work measurement

systems

time or work standards shall be fair, reasonable and

equitable. The Employer agrees that the Union concerned

through qualified representatives will be kept informed during

the making of time or work studies which are to be used as a

basis for changing current or instituting new work measurement

systems or work or time standards. The Employer agrees that

the National President of the Union may designate a qualified

representative who may enter postal installations for purposes

of observing the making of time or work studies which are to

be used as the basis for changing current or instituting new work

measurement systems or work or time standards.

Article 34.C

148

The Employer agrees that before changing any current or

instituting any new work measurement systems or work or time

standards, it will notify the Union concerned as far in advance

as practicable. When the Employer determines the need to

implement any new nationally developed and nationally

applicable work or time standards, it will first conduct a test or

tests of the standards in one or more installations. The Employer

will notify the Union at least 15 days in advance of any such

test.

D. If such test is deemed by the Employer to be satisfactory

and it subsequently intends to convert the test to live

implementation in the test cities, it will notify the Union at least

30 days in advance of such intended implementation. Within a

reasonable time not to exceed ten (10) days after the receipt of

such notice, representatives of the Union and the Employer

shall meet for the purpose of resolving any differences that may

arise concerning such proposed work measurement systems or

work or time standards.

E. If no agreement is reached within five (5) days after the

meetin

gs begin, the Union may initiate a grievance at the

National Level. If no grievance is initiated, the Employer will

implement the new work or time standards at its discretion.

If a grievance is filed and is unresolved within ten (10) days,

and the Union decides to arbitrate, the matter must be submitted

to priority arbitration by the Union within five (5) days. The

conversion from a test basis to live implementation may

proceed in the test cities, except as provided in Paragraph I.

F. The arbitrator’s award will be issued no later than 60 days

after the commencement of the arbitration hearing. During the

period prior to the issuance of the arbitrator’s award, the new

work or time standards will not be implemented beyond the test

cities, and no new tests of the new standards will be initiated.

Data gathering efforts or work or time studies, however, may

be conducted during this period in any installation.

Article 34.I

149

G. T

he issue before the arbitrator will be whether the national

concepts involved in the new work or time standards are fair,

reasonable and equitable.

In the event the arbitrator rules that the national concepts

involved in the new work or time standards are not fair,

reasonable and equitable, such standards may not be

implemented by the Employer until they are modified to

comply with the arbitrator’s award. In the event the arbitrator

rules that the national concepts involved in the new work or

time standards are fair, reasonable and equitable, the Employer

may implement such standards in any installation. No further

grievances concerning the national concepts involved may be

initiated.

I. After receipt of notification provided for in Paragraph D

of this Article, the Union shall be permitted through qualified

representatives to make time or work studies in the test cities.

The Union shall notify the Employer within ten (10) days of

their intent to conduct such studies. The Union studies shall not

exceed one hundred fifty (150) days, from the date of such

notice, during which time the Employer agrees to postpone

implementation in the test cities for the first ninety (90) days.

There shall be no disruption of operations or of the work of

employees due to the making of such studies. Upon request, the

Employer will provide reasonable assistance in making the

study, provided, however, that the Employer may require the

Union to reimburse the USPS for any costs reasonably incurred

in providing such assistance. Upon request, the Union

representative shall be permitted to examine relevant available

technical information, including final data worksheets, that

were used by the Employer in the establishment of the new or

changed work or time standards. The Employer is to be kept

informed during the making of such Union studies and, upon

the Employer’s request the Employer shall be permitted to

Article 35

150

examin

e relevant available technical information, including

final data worksheets, relied upon by the Union.

(The preceding Article, Article 34, shall apply to PSEs)

ARTICLE 35

EMPLOYEE ASSISTANCE PROGRAM

Section 1. Programs

The Employer and the Union express strong support for

programs of self-help. The Employer shall provide and

maintain a program which shall encompass the education,

identification, referral, guidance and follow-up of those

employees afflicted by the disease of alcoholism and/or drug

abuse. When an employee is referred to the EAP by the

Employer, the EAP staff will have a reasonable period of time

to evaluate the employee’s progress in the program.

This program of labor-management cooperation shall support

the continuation of the EAP for alcohol and/or drug abuse at the

current level. In addition to the current EAP, the EAP will be

expanded, as provided in Section 2 hereof, to encompass the

education, identification, referral and guidance of:

1. employees’ family members afflicted with

alcoholism and/or drug abuse which could or d

oes

have a negative impact on the employee’s work

performance; and

2. those employees and their families experiencing

other family and/or personal problems which could

or do have a negative impact on the employee’s work

performance.

An employee’s voluntary participation in the EAP for

assistance with alcohol and/or drug abuse will be considered

favorably in disciplinary action proceedings.

Article 35.2

151

Section 2. Join

t Committee

For the term of the

2021

National Agreement, the Employer and

the Union agree to work jointly in the development of the

expanded EAP and in improvements in the existing EAP. The

parties agree to establish at the National Level a National EAP

Committee. The Committee will have responsibility for jointly:

1. assessing the effectiveness of EAPs operating inside

and outside the USPS; and

2. developing on an ongoing basis the general

guidelines with respect to the level of services and the

mechanisms by which the services will be provide

The Committee is not responsible for day-to-day administration

of the program.

The Committee shall convene at such times and places as it

deems appropriate during the term of the

2021

National

Agreement. No action or recommendations may be taken by the

Committee except by consensus of its members. In the event

that the members of the Committee are unable to agree within

a reasonable time on an appropriate course of action with

respect to any aspect of its responsibility, the Vice President,

Labor Relations, and the National Union President shall meet

to resolve such issues.

The Committee will submit to the Vice President, Labor

Relations, and the President of the Union, a comprehensive

report on the general guidelines for changes, if any, in the level

of EAP services and the mechanism by which the services will

be provided.

The Committee is authorized to obtain expert advice and

assistance to aid its pursuit of its objectives. The apportionment

of any fees and expenses for any such experts shall be by

consensus of the Committee.

The Employer and the Union agree that they will cooperate

fully at all levels towards achieving the objectives of the EAP.

Article 36

152

This

joint effort will continue for the term of the

2021

National

Agreement.

(See Memo, page 398)

ARTICLE 36

CREDIT UNIONS AND TRAVEL

Section 1. Credit Unions

In the event that the Union signatory to this Agreement or its

Local Unions (whether called Locals or by other names)

presently operate or shall hereafter establish and charter credit

unions, the Employer shall, without charge, authorize and

provide space, if available, for the operation of such credit

unions in Federal buildings, in other than workroom space.

Any postal employee who is an employee of any such credit

union or an officer, official, or Board member of any such credit

union, shall, if such employee can be spared, be granted annual

leave or leave without pay, at the option of the employee, for

up to eight (8) hours daily, to perform credit union duties.

Section 2. Travel, Subsistence and Transportation

A. The Employer shall continue the current travel,

subsistence and transportation program.

B. Employees will be paid a mileage allowance for the use

of privately owned automobiles for travel on official business

when authorized by the Employer equal to the standard mileage

rate for use of a privately owned automobile as authorized by

the General Services Administration (GSA). Any change in the

GSA standard mileage rate for use of a privately owned

automobile will be put into effect by the Employer within sixty

(60)

days of the effective date of the GSA change.

C. All travel for job-related training will be considered

compensable work hours.

(The preceding Article, Article 36, shall apply to PSEs)

Article 37.1.C

153

ARTICLE 37

CLERK CRAFT

Section 1. Definitions

Section 2. Seniority

Section 3. Posting, Bidding, and Application

Section 4. Unencumbered Employees

Section 5. Conversion/Part-Time Flexible

Preference

Section 6. Anti-Fatigue Measures

Section 7. Scheme Committee

Section 8. Computerized Forwarding System

Section 9. Listing of Key and Standard Positions

Section 1. Definitions

A. Craft Group.

Those positions for which the Union h

secured exclusive recognition

at the National Level.

B. Duty Assignment.

set of duties and responsibilities

within recognized positions regularly scheduled during specific

hours of duty.

C. Bid.

A written request submitted on a PS Form 1717,

PS Form 1717A, or locally designed multi-bid form, which

equires only the basic information on PS Form 1717, to the

installation head to be assigned to a duty assignment by a full-

time employee eligible to bid. In the absence of a standard bid

form, a bid submitted in writing will be accepted. Where

computerized bidding is available to all employees in a facility,

telephone and computerized bidding is mandatory. Where

telephone bidding is the only alternative form of bidding, bids

may be submitted by telephone.

Article 37.1.D

154

D. A

pplication.

A written request by a Clerk Craft

empl

oyee for consideration for a duty assignment for which the

employee is not entitled to submit a bid or express a preference

under Article 37, Section 5.

E. Abolishment.

A management decision to reduce the

number of occupied duty assignment(s) in an established

section and/or installation.

F. Reversion.

A management decision to reduce the number

of duty assignments in an installation when such duty

assignment(s) is/are vacant.

G. Reposting.

The posting of a duty assignment as required

by Article 37, Section 3.A.4.a, b, or c.

H. Residual Vacancy.

A duty assignment that remains

vacant after the completion of the voluntary bidding process.

I. Conversion.

The act of changing the status of a part-time

flexible employee to full-time regular by appropriate personnel

action (Form 50).

J. Currently Qualified.

Possessing a live record on all of

the qualifications for a posted duty assignment, including

scheme and/or the ability to key at the appropriate speed and

accuracy on the appropriate keyboard, such that the employee

can assume the posted duties of the duty assignment without the

need for a deferment period.

K. Live Record.

A record of qualification which makes an

employee qualified, for bidding purposes, on a particular

scheme, skill, or other qualification requirement. A live record

begins when an employee qualifies on the requirement. Its

duration is as follows:

1. except for positions listed in Section 3.F.7, a liv

record lasts for two (2) years after the employee

ceases to perform the duties which require the skill;

Article 37.2.C

155

for positions listed in Section 3.F.7, a live record lasts

for five (5) years after the employee ceases to

perform the duties which require the skill;

3. a full-time regular employee is considered to cease

performing the duties which require a skill when the

employee no longer holds a bid requiring the skill.

L. Brush-up Training.

Training provided to an employee

who is a successful bidder or is assigned to a duty assignment

for which the employee is deemed to be currently qualified.

(See Memo, page 426)

Section 2. Seniority

A. Introduction

1. The U.S. Postal Service and the APWU, Clerk Craft

Division, AFL-CIO, agree to the following seniority

principles which replace all former rules, instructions

and practices.

. This Article will continue relative seniority standing

properly established under past instructions, rules,

and practices and the Article shall be so applied. If an

employee requests a correction of seniority standing,

it is the responsibility of the requesting employee to

identify and restate the specific instructions, rule or

practice in support of the request.

B. Coverage

These rules apply to all employees in the regular workforce

when a guide is necessary for filling vacant assignments and for

other purposes. No employee, solely by reason of this Article,

shall be displaced from an assignment the employee gained in

accord with former rules.

C. Responsibility

The Employer is responsible for day-to-day application of the

seniority provisions of this Article. The installation head shall

Article 37.2.C

156

st and furnish a copy of an updated seniority list to the Local

Union on a semiannual basis, unless otherwise negotiated

locally. The application of this Article shall be open to

negotiation at the Installation Level with the designated official

of the Union.

D. Application of Seniority

1. Seniority for full-time employees for bidding and

other purposes shall be applied in accordance with

the National Agreement. This seniority determine

the relative standing among full-time employees. It

begins on the date of entry into the Clerk Craft in an

installation and continues to accrue as long as serv

ice

is uninterrupted in the Clerk Craft and in the same

stallation, except as otherwise specifically provide

for.

Reassignment of Part-Time Flexible Employees to

the Clerk Craft

When a part-time flexible employee is voluntarily or

involuntarily reassigned to the Clerk Craft from

another craft, the employee shall be assigned to the

bottom of the part-time flexible roll and begin a new

period of seniority effective the date of reassignment.

Relative Standing on the Part-Time Flexible Roll

a. Part-time flexible employees are placed on the

part-time flexible roll in the order of the date o

career appointment as a part-time flexible from a

competitive Postal Service eligible register or

her means. In cases of appointment of more

than one (1) employee to the part-time flexible

roll on the same day from the same competitive

roll will be in accord with their standing on the

Postal Service eligible register.

Article 37.2.D.4.f

157

cases of appointment of more than one (1)

employee to the part-time flexible roll on the

same day from different registers, their positions

on the part-time flexible roll will be determined

in accordance with their scores on the entrance

examination applicable to the position for which

hired.

If a tie still exists, standing on the part-time

flexible roll will be determined by the

application of Section 2.D.4 below.

b. A reinstated, reassigned, or transferred employ

shall be placed on the part-time flexible roll

ahead of one appointed from the register on the

same day.

c. Continuous time in the Clerk Craft in the same

installation shall be used for vacation

scheduling.

Seniority Tie Breaker

Except as otherwise specifically provided for in this

Agreement, when it is necessary to resolve a tie in

seniority between two (2) or more Clerk Craft

employees, the following criteria shall apply in the

order set forth below:

a. total continuous postal career service in the

Clerk Craft within the installation;

total postal career service in the Clerk C

raft

within the installation;

c. total postal career service in the Clerk Craft;

d. total postal career service within the installation;

e. total postal career service;

f. total postal service;

Article 37.2.D.4.g

158

g. t

otal Federal service as shown in the service

computation date;

h. numerical by the last three (3) or more numbers

(using enough numbers to break the tie, but not

fewer than three (3) numbers) of the employee’s

social security number, from the lowest to

highest.

Changes in Which Seniority is Regained, Restored

or Retained

Reemployment After Disability Separation.

On reinstatement or reemployment after

sep

aration caused by disability, disability

retirement, retirement or resignation because

personal illness and the employee so stated in the

resignation and furnished satisfactory evidence

for inclusion in the employee’s personnel folder,

the employee’s seniority shall be the same as i

employment had not been interrupted if

reinstated or reemployed in the same p

ostal

installation and craft from which originally

separated; provided application for

rein

statement or reemployment is made within

six (6) months from the date of recovery. The

date of recovery in the case of disability

retirement must be supported by notice of

recovery from The Compensation Group, Off

ice

of Personnel Management, and in the case of

resignation due to illness, by a statement from

the applicant’s attending physician or

practitioner. When reinstatement is to the part-

time flexible roll, standing on the roll shall be the

same as if employment had not been interrupted

by the separation.

Article 37.2.D.5.d(1)

159

Restor

ation.

On restoration in the same craft in

the same installation after return from military

service, the employee’s seniority shall be the

same as if employment had not been interrupted

by the separation.

Employees Electing Reassignment.

Any senior

Clerk Craft employee in the same level and

status in the installation may elect to be

reassigned to the gaining installation in lieu of an

involuntary reassignment of a junior employee.

(1) Senior regular clerks who elect to be

reassign

ed to the gaining installation

will

take their seniority with them. Such senior

employees who accept reassignment to the

gaining installation do not have retreat

rights.

(2) Senior part-time flexible employees who

elect to be reassigned to the gaining

installation will be placed at the bottom of

the part-time flexible roll. Up

conversion to full-time, an employee’s

seniority for bidding purposes shall include

part-time

flexible service in both the losi

and gaining installations.

Employees Requesting Transfer In lieu of

Excessing

. Any regular Clerk Craft employee in

an installation experiencing excessing from the

Clerk Craft may request to transfer into residual

vacancies within the District and/or within a one

hundred (100) mile radius pursuant to Paragraph

7 of the MOU on Transfer Opportunities to

Minimize Exce

ssing.

(1) Regular clerks who voluntarily transfer to the

gaining installation pursuant to Paragraph 7

Article 37.2.D.5.d(1)

160

the MOU will take their seniority with

them. Such senior employees who volunteer

to transfer to the gaining installation do not

have retreat rights.

(2) Part-time flexible employees who volunteer

to transfer to the gaining installation pursuant

to Paragraph 7 of the MOU will be placed

the bottom of the part-time flexible roll.

Upon conversion to full-time, an employee’s

seniority for bidding purposes shall include

part-time flexible service in both the lo

sing

and gaining installations

(See Memo, page 343)

Changes in Which Seniority is Lost

Except as specifically provided elsewhere in this

Agreement, a full-time employee begins a new period

of seniority:

a. When the change is:

(1) from one postal installation to another at

the employee’s request;

(2) from another craft to the Clerk Craf

(voluntarily or involuntarily).

b. Upon reinstatement or reemployment;

c. Upon transfer into the Postal Service.

Change in Which Seniority is Modified

When mutual exchanges are made between Clerk

Craft employees in the same status in different

installations, both of the exchanging employees shall

take the seniority date or relative standing on the part-

time flexible roll of the junior employee involved

and

shall be reassigned as unassigned full-time regular or

part-time flexible employees based on existing status.

Article 37.3.A.2

161

tual exchanges will be allowed between full-time

Clerk Craft employees in different pay levels. Unless

a residual full-time assignment is available for a

reassigned employee(s), the employee(s) will

become a full-time unencumbered employee(s) in the

new office in the pay level of the lower-level

employee involved in the exchange. There will be no

saved grade, even if the employee is assigned to a

lower-level residual vacancy in the new installation.

(See Memo, page 437)

Section 3. Posting, Bidding, and Application

A. Newly established and vacant Clerk Craft duty

assignments shall be posted as follows:

1. All newly established Clerk Craft duty assignments

shall be posted to craft employees eligible to bid

within 28 days. All vacant duty assignments, except

those positions excluded by the provisions of

Article

1, Section 2, shall be posted within 28 days unless

such vacant duty assignments are reverted. Every

effort will be made to create desirable duty

assignments from all available work hours for caree

employees to bid.

Full-time duty assignments.

(1) Newly established full-time duty

assignments are posted to full-time

employees eligible to bid.

(2) Vacant full-time duty assignments are

posted to full-time employees eligible to

bid.

Reversion.

When a vacant duty assignment is under

nsideration for reversion, the Local Uni

President will be given an opportunity for input prior

to a decision. The decision to revert or not to revert

Article 37.3.A.2

162

the

duty assignment shall be made not later than 28

days after it becomes vacant and if the vacant

assignment is reverted, a notice shall be posted

advising of the action taken and the reasons therefor.

Withholding.

When vacancies are withheld under

the provisions of Article 12, the Local Union

President will be notified in writing.

Reposting.

a. When it is necessary that fixed schedule day(s)

of work in the basic work week for a duty

assignment be permanently changed, the

affected assignment(s

) shall be reposte

. The determination of what constitutes

sufficient change of duties, principal assignment

area or scheme knowledge requirements to cause

the duty assignment to be reposted shall be a

subject of negotiation at the Local Level.

c. The determination of what constitutes a

sufficient change in starting time of a duty

assignment to cause the duty assignment to be

reposted is negotiable at the Local Lev

el,

provided:

(1) no duty assignment will be reposted when

the change in starting time is one (1) hour

or less;

(2)

the above criteria will also apply to

cumulative changes in starting time with

the life of this Agreement. Cumulative

changes are changes that move the starting

time outside a circle which has the startin

time as its center and the agreed upon time

as its radius;

Article 37.3.A.4.d

163

(3)

the incumbent shall have the option of

accepting the new reporting time, if

negotiated at the Local Level. If the

incumbent accepts the new reporting time,

the assignment will not be reposted;

(4) if the incumbent does not accept the new

reporting time, the assignment will be

reposted;

(5) any occupied traditional full-time regular

dut

y assignment which is converted to a

non-traditional full-time assignment sha

be reposted. Any occupied non-traditional

full-time regular duty assignment which is

converted to a traditional full-time

assignment shall be reposted;

(6) when the total hours in the work week of a

non-traditional full-time assignment are

changed, the assignment shall be reposted.

d. When duty assignments are reposted in

accordance with a, b, or c above, such repostings

of Level 6, 7, and 8 duty assignments will be

limited to employees within the same and higher

salary levels and status; and repostings of Leve

5 duty assignments will be limited to those

employees in that salary level and status.

Subsequent postings which result from a

reposted duty assignment will be limited to

employees within the above salary levels until a

residual vacancy is identified. Residual

vacancies which result from repostings will be

filled in the following order:

Article 37.3.A.4.d(1)

164

(1) a

ssign any unencumbered employees in the

same salary level who are available for

assignment, in accordance with Section

4.C.1;

(2) post to full-time employees in all levels

who are eligible to bid;

(3) if no bidders, assign unencumbered lower-

level employees in accordance with

Section 4.C.1.

e. Duty assignments within multi-craft positions

shall not be reposted due to changes in hours, o

days, or duties. A multi-craft position is a

position from which a duty assignment is posted

for bid to employees from more than one (1) craft

and is awarded based on seniority.

f. If the decision is to repost an occupied duty

assignment and there are two (2) or more

identical (hours, off days and duties)

assignments within the section, the duty

assi

gnment of the junior incumbent of such

assignment will be repos

ted.

5. In instances where more than one (1) duty assignment

is posted, clerks may indicate preferences on the

bid

form or in the telephone or computerized bidding

process.

6. An employee who has submitted a bid shall have the

right to cancel the bid, in writing or in the telephone

or computerized bidding process, at any time before

the closing time (hour and date) of the posting. Suc

cancel

lation, to be official, shall be date stamped or

processed by telephone or computer (wit

confirmation). An employee may not cancel a bid

after the closing time of the posting.

Article 37.3.A.8

165

Best Qualified Po

sitions

a. All newly established and vacant duty

assignments in a best qualified position shall be

posted for bid to full-time employ

ees

encumbered in duty assignments in the same

salary level and same best qualified position,

except when a vacant assignment(s) is b

eing

considered for reversion. The successful bidder

must be placed in the duty assignment within 28

days

after the successful bidder notice is pos

ted,

except in the month of December.

The residual vacancy, as defined in Section 1 of

this Article, will be posted for application unless

the vacancy is being withheld pursuant to Article

12. The application process must be completed

within 42 days. The successful applicant must

be placed in the duty assignment within 28 days

after the successful applicant notice is posted,

except i

n the month of Dece

mber.

Incumbents in each best qualified position and

salary

level will be in a separate category

for

Article 12 excessing purposes. These categories

will be separate from senior qualified positions.

8. Clerks temporarily detailed to a nonbargaining unit

position (204(b)) may not bid, express Article 37.5

preferences, exercise Article 12 retreat rights, or

apply for vacant Clerk Craft duty assignments while

so detailed. However, nothing contained herein shall

be construed to preclude such temporarily detailed

empl

oyees from voluntarily terminating a 204(b)

detail and returning to their craft position. Up

return to the craft position, such employees may

exercise their right to bid or apply for vacant Clerk

Craft duty assignments.

Article 37.3.A.8

166

The dut

y assignment of a clerk detailed to a

nonbargaining unit position, including a

nonbargaining unit training program, in excess of

ninety (90) days shall be declared vacant and shall be

posted for bid in accordance with this Article. Upon

return to the craft the employee will become an

unassigned clerk with a fixed schedule.

A clerk temporarily detailed to a nonbargaining unit

position will not be returned to the craft solely to

circumvent the provisions of Section 3.A.8. An

employee detailed to a nonbargaining unit position

must return to the craft for a minimum of one (1)

continuous pay period to prevent circumvention of

the intent of this provision. For bidding purposes, this

circumvention provision must be met prior to the date

of posting the award notice of senior or successful

bidder or applicant. For reposting purposes, this

circumvention provision must begin prior to the end

of the ninety (90) days. This is not an item subject to

local implementation.

Form 1723, Notice of Assignment, shall be used in

detailing clerks to temporary nonbargaining unit

positions (204(b)). The Employer will provide the

Union at the Local Level with a copy of Form(s) 1723

showing the beginning and ending of all such details.

Employees detailed to nonbargaining unit positions

are not entitled to out-of-schedule premium.

Filling Positions Upgraded at the National Level

a. When an occupied Clerk Craft position is

upgraded on the basis of the present duties:

(l) the incumbent will remain in the upgraded

job provided the employee has been in that

job for more than one (1) year;

Article 37.3.A.10.b

167

(2) th

e job will be posted for bid or application

in accordance with the Agreement if the

incumbent has not been in the job for more

than one (1) year.

b. When an occupied Clerk Craft position is

upgraded on the basis of duties which are adde

to the position:

(l) the incumbent will remain in the upgraded

job provided the employee has been in that

job for more than one (1) year. The year of

required incumbency in the job begin

whe

n the duty or duties were added whic

permitted the job to be reranked;

(2) the job will be posted for bid or application

in accordance with the Agreement if the

incumbent has not been in the job more

than one (1) year since the date when the

duty or duties were added which later

permitted the job to be reranked.

10. Full-time Clerk Craft employees may use their

seniority to bid on any senior qualified assignment

involving a change in level provided the bidder

meets

the qualifications established for the position and the

req

uirements in Subsection a and b below, when

applicable.

a. Full-time Clerk Craft employees in levels PS-6,

PS-7, and PS-8 may bid and compete for vacant

and newly established full-time duty

assignments ranked below PS-6.

b. Full-time Clerk Craft employees in levels below

PS-6 may bid and compete for vacant and newly

established full-time duty assignments ranked at

PS-6, PS-7, and PS-8.

Article 37.3.A.10.c

168

c. Empl

oyees in levels below PS-6 who are

promoted as a result of this Section and are

subsequently impacted due to technological and

mechanization changes shall not be entitled to

saved grade for a period of two (2) years

beginning with the effective date of promotion.

This two-year restriction does not apply to

employees who previously occupied the higher

leve

d. Before excessing pursuant to provisions of

Article 12, employees serving their initial

assignment per part a or b above may

excessed to their former wage level by inverse

seniority provided the employee has not

completed three (3) year

s in the new level.

Employees in levels below PS-6 who are

promoted as a result of this Section will be

restricted from bidding to duty assignments in

PS-6, PS-7, and PS-8 positions other than the

position description initially bid for one (1) year

from the effective date of promotion. Employ

ees

serving this bid restriction may bid on any duty

assignment below PS-6 during this one-year

period. This restriction does not apply to

employees who previously occupied the higher

leve

11. The following PS-7 and PS-8 positions are filled on

the basis of senior qualified:

Article 37.3.A.11

169

Position

Number

Title

KP17 ClaimsClerkPayingOﬃce

SP1‐54 HighwayTransportationClerk

SP2‐3 InformationClerk

SP2‐4 SchemeExaminer

SP2‐12 Postage‐DueTechnician

SP2‐20 Clerk‐FinanceStation

SP2‐25 GeneralExpediter

SP2‐26 ReviewClerk

SP2‐28 FlatSortingMachineOperator

SP2‐156 StampSupplyClerk

SP2‐157 SpecialPostalClerk

SP2‐158 ScheduleClerk‐ForeignMail

SP2‐181 GeneralOﬃceClerk‐ForeignMail

SP2‐188 ExaminationSpecialist

SP2‐195

VehicleOperations‐Maintenance

Assistant

SP2‐217 TransferClerk,AMF

SP2‐218 ReceivingClerk‐ForeignAirMail

SP2‐346

ProcurementandMaterial

ManagementAssistant

SP2‐362 ParcelPostDistributor‐(Machine)

SP2‐385 RampClerk,AMF

SP2‐387 BulkMailTechnician

SP2‐388 WindowServicesTechnician

SP2‐433 Self‐ServicePostalCenterTechnician

Article 37.3.A.11

170

Position

Number

Title

SP2‐464 MailClassificationClerk

SP2‐465 MailClassificationClerk

SP2‐468 MailingRequirementsClerk

SP2‐495 RecordsClerk,InternationalAirMail

SP2‐502 SackSortingMachineOperator

SP2‐633 DistributionClerk,Machine,MPLSM

SP2‐634 DistributionClerk,Machine,SPLSM

SP2038 SeniorMailProcessor

SP2‐44 BulkMailClerk

SP2‐615

BulkMailDockClerk

SP‐1029

Time&AttendanceCollectionSystem

(TACS)Clerk

SP‐2642 LeadSales&ServicesAssociate

SP2‐383 AirRecordsProcessor

SP‐2644 LeadMailProcessingClerk

SP‐2621 LeadCustomerServiceClerk

B. Article 12 Exceptions – Clerk Craft

1. In the Clerk Craft, an employee(s) involuntarily

cessed from the craft or installation (Article

12.5.C.5) shall be entitled at the time of such

reassign

ment to file a written request to return to the

first vacancy in the craft and installation from which

reassigned. Such request for retreat rights

must

indicate whether the e

mployee(s) desires to retreat to

the same, lower, and/or higher salary level

assi

gnment and, if so, what salary level(s). The

Article 37.3.C.1

171

emplo

yee(s) shall have the right to bid for vacancies

within the former installation. The written request for

retreat rights shall serve as a bid for all vacancies in

all levels for which the employee has expressed a

desire to retreat. These requests will only be

considered after the placement of any senior

unencumbered employees in the former installation.

The employee(s) may retreat to only those

assignments for which the employee(s) would have

been otherwise eligible to bid. If vacancies are

available in the specified lower, higher or same salary

level, the employee will be given the option.

Repostings occurring pursuant to Article 37, Sections

3.A.4.a, 3.A.4.b, and 3.A.4.c, are specifically

excluded from the application of this subsection.

Withdrawal of a bid or failure to qualify for a vacancy

or residual vacancy terminates retreat rights to the

level of the vacancy. Furthermore, employee(s)

electing to retreat to a lower level are not entitled to

salary protection.

2. In the Clerk Craft, when excessing from a section

occurs (Article 12.5.C.4), any duty assignments

remaining within the section occupied by clerks

junior to the senior clerk whose duty assignment wa

abolished will be posted for bid to currently qualified

clerks within the section.

3. Special excessing provisions for best qualified duty

assignments are found at Article 37.3.A.7.c.

C. Place of Posting

1. The notice inviting bids for a duty assignment shall

be posted on all official bulletin boards and available

within the computerized bidding process at the

installation where the vacancy exists, including

stations and branches, to assure that it comes to the

Article 37.3.C.1

172

attentio

n of all employees eligible to submit bids.

Copies of the notice shall be given to the Local

Union. When absent employees have so requested in

writing, stating their mailing addresses, a copy of any

notice inviting bids from the Clerk Craft shall be

mailed to them by the installation head.

2. Posting and bidding for duty assignments shall be

installation-wide, except as otherwise provided for in

this Agreement

D. Length of Posting

The notices shall remain posted for ten (10) days, unless a

different length for the posting period is established by local

negotiations.

E. Information on Notices

Information shall be as shown below and shall be specifically

stated:

1. the duty assignment by position, title and number

(e.g., key or standard position);

2. PS salary level;

3. scheme knowledge and special requirements

volving training, where applicab

le;

hours of duty (beginning and ending), and tour;

5. the principal assignment area (e.g., parcel post,

incoming or outgoing in the main office, or specified

station, branch, or other location(s) where the greater

portion of the assignment will be performed);

a. Management will post the duties on Mail

Processing Clerk duty assignments.

6. qualification standards;

7. physical requirements unusual to the specific

assignment;

Article 37.3.F.1.d(1)

173

invitation to employees to submit bids;

9. the fixed or rotating schedule or days of work, as

appropriate.

Results of Posting

1. a. Within ten (10) days after the closing date for th

posting (excluding December), the installation

head shall post a notice listing the senior or

successful bidder(s) and their seniority date(s).

The senior qualified bidder meeting the

qualification standards for the position shall be

designated the “successful bidder.” If a

deferment period is required, the employee will

be designated the “senior bidder.”

b. An employee will be limited to five (5) seni

unsuccessful bids during the duration of this

Agreeme

. A senior unsuccessful bid is one on which the

employee is designated the senior bidder and,

due to withdrawal, failure to qualify, or other

voluntary relinquishment of the employee’s

rights to the duty assignment, does not bec

ome

the successful bidder. If an employee exercises

an option to withdraw in order to accept a duty

assignment on which the employee remains a

live bidder, such withdrawal does not constitute

a senior unsuccessful bid.

d. An employee who has used five (5) senior

uns

uccessful bids for any reason during

the

duration of this Agreement will not be permitted

further bids unless such bid:

(1) is to a duty assignment for which the

employee is currently qualified;

Article 37.3.F.1.d(2)

174

(2) is

due to elimination or reposting of the

employee’s duty assignment; or

(3) is required in order to retain saved grade.

2. The successful bidder must be placed in the new

assignment within 28 days, except in the month of

December. The Local Agreement may set a shorter

period.

3. a. When the duty assignment requires scheme

knowledge, if the senior bidder is qualified on

the scheme requirements of the position, assign

the employee in compliance with 2 above. If the

senior bidder is not qualified on the scheme

requirements when the posting period is closed,

permanent filling of the duty assignment shall be

deferred until such employee is qualified on the

scheme requirements. The deferment period

shall begin the date the senior bidder is

scheduled to report for training and shall be

computed based on the following:

Total Number of

Scheme Items

Deferment Period

(

calendar da

)

100-200 14

201-300 22

301-400 30

401-500 38

501-600 46

601-700 54

Article 37.3.F.3.a

175

Total Number of

Scheme I

tems

Deferment Period

(

calendar da

)

701-800 62

801-900 66

901-1000 70

1001-1100 74

1101-1200 78

1201-1300 82

1301-1400 86

1401-1500 90

1501-1600 95

1601-1700 100

1701-1800 105

1801-1900 110

1901-2000 115

Normally, the employee will begin the required

training within ten (10) days after the posting of

the senior bidder, excluding December. An

employee who has scheduled leave of a week or

longer (four (4) days during a holiday week)

within the first twenty-eight (28) days, may at

his/her option, begin training upon return from

the scheduled leave.

Article 37.3.F.3.b

176

. An employee designated the senior bidder may

withdraw at any time prior to completing

training and being designated the successful

bidder. If a senior bidder withdraws, begins

training and subsequently withdraws, fails to

qualify, or otherwise relinquishes rights to the

duty assignment, the employee will be returned

to his/her former duty assignment and the next

senior bidder will be placed into tr

aining.

. Within 21 days after the end of the deferment

period, the senior successful bidder shall be

permanently assigned except as indicated bel

ow.

A notice shall be posted stating the successful

bidder. During the deferment period, t

assignment normally should be filled by the

detail of a qualified employee.

4. a. When the duty assignment requires machine

qualifications, if the senior bidder is qualified on

machine qualifications, which means the ability

to key at the appropriate speed and accuracy on

the appropriate keyboard, assign the employee in

accordance with 2 above. If the senior bidder is

not qualified when the posting period is closed,

permanent filling of the duty assignment shall be

deferred until the senior bidder is qualified on

the machine qualifications. The hours of training

established for machine qualifications shall

constitute the deferment period, which shall

begin on the first day the training is scheduled.

Normally, the employee will begin the required

training within ten (10) days after the posting of

the senior bidder, excluding December. An

employee who has scheduled leave of a week

or longer (four (4) days during a holiday week)

Article 37.3.F.4.d

177

thin the first twenty-eight (28) days, may at

his/her option, begin training upon return from

the scheduled leave.

b. An employee designated the senior bidder may

withdraw at any time prior to completin

training and being designated the successful

bidder. If a senior bidder withdraws, begins

training and subsequently withdraws, fails to

qualify, or otherwise relinquishes rights to the

duty assignment

the employee will be returned

his/her former duty assignment and the next

senior bidder will be placed into training.

Normally, the employee will begin the required

training within ten (10) days after the posting of

the senior

bidder, excluding December. W

ithin

21 days after the end of the deferment period, the

senior successful bidder shall be permanently

assigned. A notice shall be posted stating the

successful bidder. The deferment period

for

machi

ne qualifications training, the schem

requirements, and scheme distribution keyboard

training will not be concurrent. During the

deferment period, the assignment normally

should be filled by the detail of a qua

lified

employee. Where scheme knowledge is

required, the provisions of Section 3.F.3 above

are applicable.

d. Except as specifically provided elsewhere in this

Article,

no employee shall be denied th

opportunity to bid or qualify on any mail sorting

machine duty assignment solely because of a

previous unsuccessful attempt to qualify for a

mail sorting machine duty assignment.

Article 37.3.F.5

178

5. W

hen the posted duty assignment requires a specific

skill(s) where the employees must be immediately

qualified, senior bidders will be given an opportun

ity

to demonstrate the skill(s). A minimum of five (5)

senior bidders will be tested, unless one (1) or more

of the five (5) are currently qualified. In that case, all

bidders senior to the senior currently qualified

employee will be tested. This demonstration occurs

pri

or to an employee being designated as the senio

bidder or the senior qualified bidder.

a. This provision applies to the following

positions/duty assignments:

Air Records Processor, PS-7;

Clerk Stenographer, PS-6;

Self-Service Postal Center Technician, PS-7;

All senior qualified duty assignments requiring

typing skills.

b. An employee who, as the result of a bid, attempts

to demonstrate the skill(s) for one of the above

positions/duty assignments and fails will be

restricted from bidding on positions/duty

assignments which require the same skill(s) for a

period of 120 days from the date the employee

attempts to demonstrate the skill.

6. Where incidental typing is required as a part of a duty

assi

gnment, such requirement must be reasonabl

related to the efficient performance of the

responsibilities of the duty assignment.

7. The senior bidder for any of the following positions

will enter a deferment period and be provided

appropriate combinations of training, testing and

practical demonstration of ability to perform in the

Article 37.3.F.7

179

actua

l position. Permanent assignment to the position

will be deferred until successful completion of the

training. If the employee does not satisfactorily

complete the training or withdraws, the employee

will be returned to his/her former duty assignment

and the next senior bidder will be placed into training.

An employee bidding from one of the positions on

the list to another requiring similar essential duties

will not be required to take the training.

Window Clerk (KP 13)

Distribution and Window Clerk (SP 2-1)

Distribution, Window and Markup Clerk (SP 2-629)

Window Services Technician (SP 2-388)

Clerk — Finance Station (SP 2-20)

Bulk Mail Clerk (SP 2-44)

Bulk Mail Technician (SP 2-387)

Mail Classification Clerk (MSC) (SP 2-464)

Mail Classification Clerk (MSC) (SP 2-465)

Mailing Requirements Clerk (SP 2-468)

Mailing Requirements Clerk (SP 2-469)

Postage-Due Clerk (SP 2-11)

Postage-Due Technician (SP 2-12)

Self-Service Postal Center Technician (SP 2-433)

Senior Mail Processor (SP-2038)

Sales & Services Associate (SP-2640)

Sales, Services, & Distribution Associate (SP-2641)

Lead Sales & Services Associate (SP-2642)

Delivery/Sales Services and Distribution

Associate

(SP-2643)

Article 37.3.F.7.a

180

a. I

n installations where 105 or more hours of

training are required for position qualification

and a full-time duty assignment in any of the

above position designations requires scheme

qualification, the deferment period for scheme(s)

and position qualification will not be concurrent.

b. An employee who is designated the senior bidder

for any of the positions listed in F.7 above and

who subsequently fails to satisfactorily complete

the training or withdraws from the bid will be

restricted from bidding on posted dut

assignments in that position designation for a

period of 180 days, except as provided for in (1)

and (2) below. The 180-day restriction begins on

the effective date of the withdrawal, or, if an

examination is required, on the date t

employee took the examination.

This bidding restriction does not apply if:

(1) the employee’s bid duty assignment is

abolished or reposted during the 180-day

bidding restriction;

(2) the employee withdraws prior to

mpletion of 25% of the positio

qualification training hours.

c. When the duty assignment is for a job that

requires window training, normally the

employee will begin the required training

within ten (10) days after the posting of the

senior bidder, excluding December. An

employee who has scheduled leave of a week

or longer (four (4) days during a holiday

week) within the first twenty-eight (28) days,

may at his/her option, begin training upon

return from the scheduled leave.

Article 37.3.F.8.d

181

8. a

. When an employee is designated as successful

bidder and remains a live bidder on other bids,

the employee shall notify management in writing

within ten (10) days of his/her election to remain

a bidder on one (1) or more of those assignments.

The notice shall identify the assignment(s) by

job and posting number. Failure to notify within

ten (10) days will cancel such other bids.

b. When an employee is in a deferment period and

would be designated a senior or successful

bidder on a previous bid, the employee will be

given a choice to remain in training or beco

the senior or successful bidder on the previous

bid.

c. Except as otherwise specifically provided in

3.F.3, 3.F.4, and 3.F.7, any of the following shall

end the deferment period, and the duty

assignment shall be filled in accordance with the

provisions of th

is Article:

(1) the senior bidder withdraws prior to the end

of the deferment period;

(2) the senior bidder is designated the senior or

success

ful bidder on a subsequent p

osting

during the deferment period. Eligibility to

demonstrate a skill per 3.F.5 does not end

a deferment period;

(3) the senior bidder otherwise relinquishes the

employee’s rights (voluntarily or

involuntarily) to the assignment.

d. Any withdrawal, to be official, shall be date

stamped or if done by telephone or computer,

must have confirmation.

Article 37.3.F.9

182

9. P

ursuant to the Memorandum of Understanding

concerning use of full-time employees on Relief and

Pool duty assignments, such assignments in the Clerk

Craft shall normally be used to cover:

a. vacancies and absences (in their own installation

or other installations as designated in the

employee’s bid) of employees holding full-ti

bid assignments or postmasters in:

(l) stations or branches;

(2) window service;

(3)

customer service.

b. f

unctions which predictably occur at the end of

the accounting period (Timekeeper,

Examination Specialist, etc.)

(See Memo, page 405)

10.

Normally, the successful bidder shall work the dut

assignment as posted and shall not be displaced by a

junior employee. This does not prohibit the Employer

from assigning other employees to work the

assignment for training purposes.

Section 4. Unencumbered Employees

A. Coverage.

Full-time flexible employees and unassign

regular employees are considered unencumbered employees.

An employee who becomes an unassigned regular will

continue to work the same hours and scheduled days the

employee worked immediately prior to becoming unassigned

unless notified of a change in work schedule before expiration

of the first 28 days after the date on which the employee became

unassigned. Additional work schedule changes may be made,

provided that such change cannot be made effective until 180

days after the effective date of any previous change.

Article 37.4.C.5.a

183

Assignment of Unencumbered Employees

Assignment of unencumbered employee(s) will be made within

21 days of the duty assignment becoming residual (Article 37.1)

in accordance with the following:

1. Any unencumbered employee(s) who becomes

unencumbered for any reason will receive sav

grade (Article 37.4.C.6.a) if he/she voluntarily bids to

a lower-level duty assignment(s) prior to or during

the involuntary assignments. Once an employee is

assigned to a same or higher-level duty assignment

(Article 37.4.C.5) and notified in writing of a

assignment this option of bidding a lower-level duty

assignment will no longer be available.

2. If there are sufficient same or higher-level vacancies,

unencumbered employees shall be involuntarily

assigned to same or higher-level vacancies in

accordance with Article 37, Sec

tion 4.C.5.

If there are insufficient same or higher-level

vacancies to accommodate assignment of all

unencumbered employees, preference eligible

employees will be placed first into the same o

higher-level vacancies in accordance with Article 37,

Section 4.C.5.

4. After placement of the unencumbered preference

eligible employees, non-preference eligible

unencumbered employees will be placed in

accordance with Article 37, Section 4.C.5.

To the Same or Higher Level

a. Employees not encumbered in bid duty

assignments shall bid on duty assignments

posted for bid. These employees shall be

assigned to residual full-time duty assignment

in the same or higher salary level for which the

Article 37.4.C.5.a

184

employees m

eet the minimum qualifications.

The assignments will be made in the following

order:

(1) Currently Qualified Employees

Offer residual assignments by seniority to

employees who are currently qualified

all of the requirements of a residual

assignment. If an employee is qualified on

two (2) or more residual duty assignments,

the employee will be given an option an

be awarded their choice based on seniority.

If assignments remain unfilled for which

there are currently qualified unencumbered

employees, involuntarily assign these

employees by seniority.

(2) Partially Qualified Employees.

Offer residual assignments by seniority to

employees who are qualified on at least on

(1), but not all, of the requirements of a

residual assignment. If an employee is

partially qualified on two (2) or more

residual duty assignments, the employee

will be given an option and be award

their choice based on seniority. If

assignments remain unfilled for which

there are partially qualified unencumb

ered

employees, involuntarily assign these

employees by seniority.

(3) Employees Not Currently or Partially

Qualified.

Article 37.4.C.6.a(3)

185

nvoluntarily assign employees, starting

with the senior employee. When there is

more than one (1) residual vacancy, the

employees will be given an option and be

awarded their choice based on seniority.

b. Unencumbered clerks who are detailed to

nonbargaining positions are considered to be

unavailable for assignment in accordance with a

above.

To a Lower Level

a. Lower-level residual vacancies that still exist

after application of 4.C.5 above will be offered

o unencumbered employees and their

preference shall be honored by seniority. Then

assign unencumbered employees by inverse

seniority to lower-level residual full-time

assignments. If an unencumbered preference

eligible employee is reached when assign

ing

employees to lower-level duty assignments in

accordance with this Section (4.C.6):

(1) the most junior non-preference eligible

same level Clerk Craft employee in the

installation shall be reassigned to the

lower-level vacancy;

(2)

the unencumbered preference eligib

employee will then be assigned to the

duty assignment previously occupied by

that junior non-preference eligible

employee;

(3) any employee reassigned to a lower- level

duty assignment shall receive saved grade;

Article 37.4.C.6.b

186

b. An

employee who receives saved grade under

this Section (4.C.6.a) will receive saved grade as

follows:

(1) Employees who receive saved grade under

this Section (4.C.6.a) will not be required

to bid or apply for vacancies in their former

wage level for a period of two (2) years

from the time they occupy the lower-level

duty assignment.

(2) After the two-year period, employees will

be e

xpected to bid or apply to former level

duty assignments for which they are

qualified or may become qualified by

entering a scheme deferment period

(3) If no employee in the saved grade status

bids or applies to the former level du

assignments, the junior employee(s) in the

saved grade status will have their saved

grade taken away.

(4) An employee in saved grade status who

bids or applies for a former wage level duty

assignment and is declared the senior

bidder but fails to qualify, will lose saved

grade protection. No more than one (1)

employee in the saved grade status gr

oup

will have saved grade taken away for each

former level duty assignment posted.

Article 37.4.D

187

7. a

. An employee who was not hired from a machine

machine training may not be involuntarily

assigned to a machine duty assignment

regardless of salary level. This provision does

not prohibit the Employer from making a job

offer to an unencumbered employee in the same

level.

. An employee hired from a machine register who

has not qualified on a particular machine skill

(e.g

., letter sorting machine, flat sorting

machine) may not be involuntarily assigned to a

duty assignment requiring that machine skill

until all unencumbered employees who have

qualified on that machine skill have been

assigned.

8. Full-time employees are assigned only to full-time

residual vacancies.

D. Identification of Newly Established Duty

Assignments

When the number of full-time regular Clerk Craft duty

assignments in an installation is less than the number of full-

time clerks, a full-time employee remaining unencumbered for

a period of 120 calendar days shall demonstrate the need to post

the newly established full-time regular duty assignment in

accordance with Article 37.3.A.1.a. This process shall continue

until all unencumbered clerks eligible to be assigned have

successfully bid or been assigned to duty assignments.

Exceptions: Any full work or paid leave weeks (40 hours)

during which unencumbered clerks are: 1) detailed to

nonbargaining positions; 2) identified as impacted under the

provisions of Article 12.5.C (excluding 12.5.C.4); or 3)

medically unsuitable for assignment, shall not be included when

establishing this 120-day period.

Article 37.5.A

188

Section 5.

Conversion/Part-Time Flexible Preference

A. General Principles

1. The Employer will maintain a single merged part-

time flexible ro

ll.

2. Part-time flexible employees shall be converted to

full-time in the manner set forth in this Section.

3. When an opportunity exists for conversion to a

vacant full-time Clerk Craft duty assignment,

employees shall, in accordance with this

Section,

exercise a preference(s) as to the duty assignment(s)

they desire to be converted into based on their

standing on the part-time flexible roll.

4. Part-time flexible employees who have exercised a

preference and fail to qualify shall not be discharged

or disciplined as a result of suc

h failure.

5. Part-time flexible preferencing under Section 5 will

occur within 28 days after the application of Section

4.C, Assignment of Unencumbered Emplo

yees,

unless such vacancies are being withheld pursuant to

Article 12.

6. Normally, the senior part-time flexible stating a

pre

ference will be placed into training within ten (

10)

calendar days.

7. When a part-time flexible employee is identified as

currently qualified or successfully completes the

training for a stated preference, the employee should

be converted to full-time and placed in the duty

assignment within 28 days, except in the month of

December.

Management should release a part-time

flexible Markup Clerk, Automated as soon as

possible, but for replacement training purposes may

delay the employee’s release to that duty assignment

for up to 180 days after being identified as senior for

Article 37.5.B.3

189

conver

sion or training. This delay in placement does

not alter the employee’s normal conversion at the

appropriate time.

8. If an opportunity for conversion is to a best qualified

full-time Clerk Craft duty assignment, the successful

applicant shall be converted. Applications from part-

time flexible employees shall not be considered if

sufficient (equal or greater in number than available

duty assignments) full-time employees meeting the

minimum qualifications apply.

9. Part-time flexible employees who express a

preference may not withdraw from the assignment o

from training except as specifically provided for in 10

below.

10. A part-time flexible employee in training for a stated

preference who is converted to full-time, either

pursuant to Article 7, Section 3.A or due to being

currently qualified on another assignment, shall have

the option of either remaining in training for the

stated preference or withdrawing from training.

B. Preference Requirements/Eligibilities

1. Employees are required to state a preference for duty

assignments for which they are currently qualified at

the same or higher level, even if they are in training

for another stated preference. A Markup Clerk,

Automated is not required to state a preference for

non-Markup Clerk, Automated duty assignments.

2. Employees are not required to state a preference for

duty assignments for which they are not currently

qualified or are at a lower leve

3. When stating preferences, employees must list all

duty assignments for which they received training

Article 37.5.B.4

190

and

are currently qualified ahead of any duty

assignment for which there is no qualifying training.

4. While in training for a stated preference, employees

may not state a preference for any other dut

assignment for which they are not currently qualified.

C. Procedures.

When there are one (1) or more full-time

duty assignment(s) to be filled by conversion, the conversions

shall be made by the following procedures, in the following

order:

1. Match the number of duty assignments to be

filled

with the identical number of senior part-time

flexibles on the roll who are eligible to state a

pre

ference on the duty assignment(s).

Convert and place any currently qualified part-time

flexibles on the above list. Any part-time flexib

les

who are currently qualified on two (2) or more of the

available duty assignments shall be given a choice, in

order of their standing on the part-time flexible roll,

provided their choice would not reduce the number

of currently qualified employees who could be

matched and converted to full time.

3. If any duty assignments remain unfilled, take

preferences from all part-time flexibles who passed

the required entrance examination, in order of their

standing on the part-time flexible roll.

4. For each duty assignment, place the senior part-time

flexible who stated a preference for that assignment

into the assignment if currently qualified. If not

currently qualified, place that employee into trainin

for that assignment. Upon successful completion of

the training, convert and place the employee into the

assignment.

Article 37.5.D.2.b(1)

191

If the senior part-time flexible fails to qualify or

withdraws pursuant to A.10 above, convert and place

the next currently qualified part-time flexib

le.

6. If there are no remaining currently qualified part-time

flexibles for a duty assignment, the senior part-time

flexible hired from the appropriate register and

who

is not in training for another opportunity will be

assigned and placed into training.

7. PTFs may not be involuntarily assigned to a lower

level or to a duty assignment requiring a skill (such

typing, shorthand, etc.) for which they are not

currently quali

fied.

D. Postal Support Employee (PSE) Career Opportunity

1. The Employer will maintain a single clerk PSE roll

in each installation.

2. Conversion of PSEs to full-time residual duty

assignments will occur only after any part-time

flexibles (PTFs) within the installation are converted.

PTF assignments, if operationally needed, will be

filled in accordance with the procedures below.

a. Part-Time Flexible (PTF) Assignments

Match the number of PTF assignments to be filled

with the identical number of PSEs based u

pon

their relative standing on the roll. These PSEs will

be converted no later than the first day of the third

full pay period after the close of the posting cy

cle,

except in the month of December, subject to the

provisions in 37.5.D.3 below.

b. Full-Time Duty Assignments

(1) Senior Qualified Duty Assignments

Article 37.5.D.2.b(1)(a)

192

(a) M

atch the number of duty assignments

to be filled with the identical number of

PSEs based upon their relative standing

on the roll, who are eligible to state

preference on the duty assignment(s). If

there is more than one (1) assignment,

PSEs who are currently qualified on two

(2) or more of the available duty

assignments shall be given a choice in

order of their relative standing on the

PSE roll.

) PSEs who are currently qualified on the

duty assignment will be placed in the

assignment no later than the first day of

the third full pay period after the close of

the posting cycle, except in the month o

December.

qualified will be placed into training for

the

assignment they preferenced based

on their relative standing, within ten (10

)

days, subject to the provisions in

37.5.D.3 below, except in the month of

December.

(2) Best Qualified Duty Assignments

If an opportunity for conversion is to a

best

qualified full-time Clerk Craft dut

assignment, applications from PSEs will be

accepted and the successful applicant shall be

converted and placed in the duty assignment

no later than the first day of the third full pay

period after the close of the posting cycle,

except in the month of December.

Article 37.6.A

193

3. Whe

n converting PSEs to residual Function 4 duty

assignments with window duty requirements, the

conversion to career will be deferred, if necessary

until after the PSE with the highest relative standing

is provided an opportunity to train and qualify on

window requirements. Any PSE who fails to qualify

under this opportunity will remain in a PSE status

with the same relative standing, for future

conversion

opportunities. PSEs who fail to qualify

on the window requirements will serve the 180-day

restriction provided in Article 37.3.F.7.b. Once a PSE

qualifies for the assignment, Clerk Craft seniority

will be adjusted to the day the employee received the

initial assignment, pending qualification. There will

be no retroactive compensation due to this

adjustme

nt.

4. A PSE who expresses a preference may not withdraw

from the assignment or from training unless a new

conversion opportunity to a residual vacancy

bsequently occurs. A PSE in training shall have the

option of either remaining in training for the existin

preference or to state a preference, in order of their

relative standing on the PSE roll, for one of the new

assignments.

(See Memo, page 430)

Section 6. Anti-Fatigue Measures

A. The subject of fatigue as it relates to the safety and health

of an employee is a proper subject for the consideration of the

Joint Labor-Management Safety Committee as provided in

Article 14 of the National Agreement. The Employer will

continue to furnish adjustable platform stools for periods of

sustained distribution as heretofore.

Article 37.6.B

194

B. T

he feasibility of a study of seating devices, including

seats with back supports, for the purpose of improving upon and

eventually replacing the equipment termed “adjustable platform

stools” heretofore supplied, as “sit-stand” devices is a proper

subject for determination by the National Labor-Management

Committee.

Section 7. Scheme Committee

A. The Employer agrees to having as part of the National

Labor-Management Committee, a Labor-Management

Subcommittee on schemes for the consideration of appropriate

matters relating to schemes.

B. Subject to any criteria established in the future by the

National Labor-Management Committee, Local Level Scheme

Committees will continue operation as presently constituted.

C. There shall be no annual or periodic scheme

examinations.

Section 8. Computerized Forwarding System

The application of a rotation system for the Computerized

Forwarding System and the subject of fatigue as it pertains to

the Computerized Forwarding System will be consistent with

the requirements of the applicable provisions of this

Agreement.

(See Memo, page 417)

Section 9. Listing of Key and Standard Positions

The Employer will continue to furnish to the Union at the

National Level copies of key and standard positions including

qualification standards in the Clerk Craft.

Article 38.2.B

195

ARTICLE 38

MAINTENANCE CRAFT

Section 1. Introduction

Section 2. Definitions

Section 3. Seniority

Section 4. Posting

Section 5. Selection Methods

Section 6. Training

Section 7. Special Provisions

Section 1. Introduction

All craft positions assigned to the Maintenance Craft shall be

under the jurisdiction of the Maintenance Craft Division of the

American Postal Workers Union, AFL-CIO. The Employer will

furnish to the Union at the National Level copies of key and

standard positions including qualification standards in the

Maintenance Craft.

Section 2. Definitions

A. Maintenance Craft.

All employees in Maintenance Craf

positions for which the Union has secured recognition at the

National

Level. The Maintenance Craft is staffed only with

career employees.

B. Installations.

main post office, airport mail center or

facility, terminal, bulk mail center, processing and distribution

center or facility, maintenance support and repair facility,

POStPlan, Administrative Post Office (APO)/Remotely

Managed Post Office (RMPO), or any similar organizational

unit under the direction of one postal official, together with all

stations, branches and other subordinate units.

Article 38.2.C

196

C. D

uty Assignment.

A set of duties and responsibilities

within a recognized occupational group and level regularly

scheduled during specific hours of duty.

Preferred Duty Assignment.

A duty assignment

preferred over the present duty assignment by an employee

eligible to bid for such duty assignment when it is posted for

bid. This bidding is done among qualified employees in the

same level and occupational group as the vacant duty

assignment.

Service Seniority.

Service seniority is based on total part-

time or full-time service in the Maintenance Craft, regardless of

occupational group and level. It begins with an appointment to

the regular part-time or full-time workforce in the Maintenance

Craft. An exception is a part-time regular employee who is

converted to a full-time regular position begins a new period of

service seniority.

F. Installation Seniority.

This seniority is computed from

try into the Maintenance Craft in the installation. It continues

to accrue so long as service in the Maintenance Craft and

installation is uninterrupted.

G. Seniority for Preferred Assignments.

This seniority

determines relative standing among regular workforce

employees eligible to bid for preferred assignments.

1. Employees who enter into a regular workfo

rce

position in a particular occupational group and level

prior to June 25, 1992, shall have seniority for

preferred assignments computed from entry into

regular workforce position in a particular

occupational group and level. It continues to accrue

o long as service in the same occupational group and

level, and installation is uninterrupted. See Section

5.A.3 of this Article for order of placement on

preferred assignment registers.

Article 38.3.C

197

2. E

mployees who enter into a regular workforce

position in a particular occupational group and level

on or after June 25, 1992, shall use installation

seniority for preferred assignments. See Section

5.A.3 of this Article for order of placement on

preferred assignment registers

H. Occupational Group.

In the Maintenance Craft,

occupational group shall be determined by position designation

and level.

I. Arbitrary.

The word arbitrary, when used in Article 38,

shall mean a management initiated, nondisciplinary

reassignment of an employee.

Section 3. Seniority

A. Introduction

The U.S. Postal Service and the Maintenance Craft Division,

APWU, AFL-CIO, agree to the following seniority principles

which replace all former rules, instructions and practices. This

Section of this Article will continue relative seniority standings

properly established under past instructions, rules, and

regulations. Provisions of this Section of this Article shall be so

applied in determining those relative seniority standings.

B. Coverage

This Seniority Section applies to all regular workforce

Maintenance Craft employees when it is necessary for filling

vacant assignments and for other purposes. No employee solely

by reason of this Article shall be displaced from an assignment

he/she gained in accordance with former rules.

C. Responsibility

The installation head is responsible for day-to-day

administration of seniority. The application of this Article shall

be open to negotiations at the Installation Level with the

designated agent of the Union.

Article 38.3.D

198

D. Seniority Lists

A cu

rrent seniority list shall be posted in each installation. A

copy of an updated seniority list shall be furnished quarterly to

the Local Union. For each employee, it shall show:

1. service seniority;

2. seniority for preferred assignments;

3. installation seniority.

E. Loss of Seniority

1. Employees who change from one craft to another

shall begin a new period of seniority for preferred

assignment.

2. Change from one postal installation to another;

except as specified under F and I below, will requi

the start of a new period of seniority for preferred

assignment.

F. Restoration of Service Seniority, Seniority for

Preferred Assignments, and Installation Seniority

Except as provided in Article 12, Section 2.B, seniority is

restored as if service had been continuous upon:

Reemployment after Disability Separation.

reinstatement or reemployment after separation

cau

sed by disability, retirement, or resigna

tion

because of personal illness and the employee so

stated this reason in the resignation and furnished

satisfactory evidence for inclusion in the employee’s

personnel folder, the employee receives

seniority

credit for past service for time on the disability

retirement or for illness if reinstated or reemployed in

the same installation and in the same salary level

from which separated; provided application for

reinstatement or reemployment is made within six (6)

months from the date of recovery. The date of

Article 38.3.G.2

199

recov

ery in the case of disability retirement must be

supported by notice of recovery from the

Compensation Group, Office of Personnel

Management, and in the case of resignation due to

illness by statement from the applicant’s attending

physician or practitioner;

2. restoration in the same installation after military duty;

3. restoration to the employee’s former position in the

same installation after unwarranted or unju

stified

separation;

4. involuntary reassignment to another installation;

5. arbitrary change in the same installation to a lower PS

lev

el to the position designation and level from which

promoted

Reduction of Seni

ority for Preferred Assignments

1. If, prior to June 25, 1992, an employee was

voluntarily or for disciplinary reasons changed to a

lower salary level in the same installation and the

salary level was in the same occupational group and

level from which promoted, seniority is established

as the employee’s former period of seniority without

credit for employment in any other higher level or

leve

ls.

2. If the change was to a lower salary level in the

same

installation and the level was other than the

occupational group from which promoted, whether

the change was for voluntary, arbitrary or

disciplinary reasons, seniority is established as one

) day less than the junior regular workforce

employee in that level and occupational group or the

employee’s own seniority, whichever is lesser, if th

employee was changed to a lower salary level prior

to June 25, 1992.

Article 38.3.G.3

200

3. I

f the change to a lower salary level occurs on or after

June 25, 1992, seniority for preferred assignments

shall be determined in accordance with Section 2.G.

of this Article. See Section 5.A.3 of this Article for

order of placement on preferred assignment registers.

H. Seniority Granted by Law

Employees who are restored to postal duty in compliance with

law or regulation after military training or extended military

duty lose no seniority.

I. Change in Which Seniority is Modified

The seniority for Maintenance Craft employees who are

reassigned between installations as the result of a mutual

exchange in accordance with applicable provisions of the

Employee and Labor Relations Manual will be established for

both employees as that of the junior employee involved.

J. Seniority for Breaking Ties

When it is necessary to determine the seniority ranking for two

) or

more employees in the Maintenance Craft, the following

shall be used to break any tie that might exis

1. Maintenance Craft Installation seniority;

2. Maintenance Craft service seniority;

3. total Maintenance Craft service;

4. total postal career service;

5. total postal service;

6. total federal career civilian service;

7. numerical by the last three (3) or more numbers

(using enough numbers to break the tie, but not fewer

than three (3) numbers) of the employee’s social

security number, from the lowest to highest.

Tie breakers are applied in order until the tie is broken.

Article 38.3.K.4.a

201

Employees

excessed into the Maintenance Craft under the

provisions of Article 12 shall begin a new period of seniority.

Excess Employees

1. In

stallation seniority governs in identifying ex

cess

employees within an occupational group and level.

2. Withholding. All vacant or newly established

Maintenance Craft duty assignments must be posted

by Notice of Intent prior to withholding under Article

. Withholding of Maintenance Craft vacancies, for

purposes of Article 12, will be accomplished after

completing the posting and filling process within the

Maintenance Craft at the installation. This includ

the application/completion of the PAR(s) (preferred

assignment register) and the PER(s) (promotion

eligibility register). A duty assignment not filled

from

within the craft becomes the residual vacancy to

which withholding of a duty assignment for purposes

of Article 12 may be applied. This withholding

assumes an impacted employee who meets the

minimum qualifications is identified and is consistent

with all other terms and conditions applicable to th

Maintenance Craft.

3. Employees excessed to lower level under Article 12

into or remaining in the Maintenance Craft shall

receive saved grade. Employees receiving saved

grade are required to request placement on

promotion

eligibility registers in their former higher level.

4. A Maintenance Craft employee being considered for

excessing under Article 12 will not be excessed if a

vacant lower-level position exists and:

a. the vacant lower-level position is supported by the

current approved staffing package; and

Article 38.3.K.4.b

202

the duties and responsibilities of the vacant lower-

level position are encompassed by the employee’s

current position as per the following:

i. Electronic Technician (ET) PS-10 encompasses

Mail Processing Equipment Mechanic (MPE)

PS-9 and Maintenance Mechanic (MM) PS-7;

ii. Mail Processing Equipment Mechanic (MPE)

PS-9 and Building Equipment Mechanics

(BEM) PS-9 encompass Maintenance

Mechanic (MM) PS-7.

c. if the excessing is occurring under Article

12.5.C.4, Item b above will be applied on a tour-

wide b

asis.

5. Employees excessed in accordance with Article

12.5.C.5.b, shall be considered qualified for and may

select from available withheld residual lower-level

positions in the gaining installation as identified

above in 4.b of this Section

6. When applying Article 12.5.C.5.a.(5), the first

opportunity to return to the Maintenance Craft shall

be to the first same or lower-level duty assignment

which remains vacant after the in-craft process for

posting and filling duty assignments and for which

the excessed employee is qualified. The t

erm

“qualified” in this instance includes the application of

4.b above.

7. When applying Article 12.5.C.5.b.(6), a Maintenance

Craft employee can exercise their retreat right to any

same or lower-level duty assignment which remains

vacant after the in-craft process for posting and filling

duty assignments in their former installation and for

which the excessed employee is qualified. The term

“qualified” in this instance includes the application of

Article 38.4.A.1.b

203

4.b abo

ve. Failure to exercise such retreat right

results in the employee forfeiting future retreat rights

to the occupational group and level for which the

retreat was declined.

8. If return or retreat to the craft, under 6 or 7 above, is

to a lower-level duty assignment, the employee shall

receive saved grade.

9. An employee excessed from their occupational group

retains retreat rights to that occupational group

irres

pective of whether that employee has an in-craft

MSS rating.

(See Memo page 447)

Section 4. Posting

A. In the Maintenance Craft all vacant duty assignments

shall be filled as follows:

1. a. When a vacant or newly established duty

assignment is to be filled, the Employer shall

post for a period of seven (7) calendar days, a

Notice of Intent that the duty assignment will be

filled using the appropriate preferred assignment

selection register and/or promotion eligibility

as defined in Article 1, Section 5. Such positions

shall be posted as they are created and assigned

to the craft unit. A copy of the Notice of Intent

shall be furnished to the Local Union.

When newly established positions as defined in

Article 1, Section 5, are created in an installation

or when an established position, for which n

promotion eligibility register has been created, is

added in an installation, the Employer shall post

a notice on all official bulletin boards soliciting

applicants for inclusion on the promotion

Article 38.4.A.1.b

204

eligib

ility register. The notice shall be posted for

thirty (30) calendar days. The employees who

apply will receive the results of their

application(s) no later than sixty (60) days from

the closing date of the application period,

provided the applications have been properly

completed by the applicants. Within fourteen

(14) days of the date of the receipt of the

promotion eligibility register results, a No

tice of

Intent to fill the position shall be posted and the

position filled in accordance with the provisions

of Article 38.

c. In addition, any employee on sick leave or off-

site training on the day of posting shall be

furnished a copy of any applicable Notice of

Intent. Employees absent for annual leave w

have requested in writing, stating their mailing

dress, shall have a copy of any applicab

Notice of Intent mailed to them.

2. All vacant duty assignments shall be posted by

Notice of Intent within 30 days from when vacancy

occurs. If a duty assignment has not been posted

within 30 days, the installation head or designee sh

all

advise the Union in writing as to the reasons the duty

assignment is being withheld. If a vacant assignment

is reverted, a notice shall be posted within ten (10

)

days advising of the date of the reversion and the

reasons therefor.

3. If the current approved staffing package no

longer

supports continuation of a vacant duty assignment(s)

that duty assignment may be reverted, provided it

not being withheld. The Union will be notified within

ten (10) days advising of the date of the reversion(s)

and the reasons therefor.

Article 38.4.C.5

205

4. Whe

n it is necessary that fixed scheduled day(s) of

work in the basic work week for a craft assignment

be permanently changed, or that the starting time fo

such an assignment be changed by two (2) or more

hours, the affected assignment(s) shall be reposted,

by Notice of Intent. An exception to the requirement

to repost an assignment where the change in starting

time is two (2) or more hours may be negotiated

ocally. If the incumbent in the assignment has more

seniority for the preferred assignment than the senior

employee on the preferred assignment eligibility

remain in the duty assignment, if the employee so

desires.

5. The determination of what constitutes a sufficient

change of duties or principal assignment areas, to

cause the duty assignment to be reposted shall be a

subject of negotiations at the Local Lev

el.

B. Place of Posting

The Employer agrees to post on an appropriate bulletin board

the registers of eligible employees when such registers are

established.

C. Information on Notice of Intent

1. The duty assignment by position title and number

(e.g., key, standard, or individual position);

2. PS salary level;

3. hours of duty (beginning and ending);

4. the principal assignment area (e.g., section and/or

location of activity);

5. qualification standards, including occupational code

numbers when such standards and numbers are

available;

Article 38.4.C.6

206

6. t

he fixed or rotating schedule of days of work;

7. physical or other special requirements unusual to the

specific assignments;

8. duty assignment(s) identified for reversion or change

(the bidding process will stop when one of the

identified duty assignments is vacated).

Section 5. Selection Methods

A. Preferred Assignment

1. The Employer will maintain and/or establish

preferred assignment selection registers. During the

first fourteen (14) days in January of each year a

notice advising the employees of the opportunity to

submit changes in preferred assignment selections

shall be posted on all official bulletin boards at the

installation, including stations and branches, t

assure that it comes to the attention of all employees

eligible to submit forms.

2. The employee shall indicate preference(s)

numerical order

for any vacancy that may occur

during that year, including tours and days off that

they prefer over their current duty assignment.

Change in preferred assignment selections shall be

submitted on or before January 31. If requested, a

employee will be allowed to review the preferred

assignment registers and the employee’s own

preferred assignment selection form(s). If the

employee does not submit a change in preferred

assignment selections during this period, existing

preferred assignment selections shall continue.

3. Newly established or vacant duty assignments shall

be filled by senior employees on the appropriate

preferred assignment registers. The relative standing

Article 38.5.A.6.e

207

for

employees on the appropriate preferred

assignment register shall be:

a. employees by preferred assignment seniority

who entered a particular occupational group and

level in an installation prior to June 25, 1992,

followed by;

b. employees by preferred assignment seniority

who entered a particular occupational group and

level in an installation on or after June 25, 1992

All vacant or newly established craft duty

assignments shall be filled from a p

referred

assignment register established on the basis of

assignment selection forms submitted by

Maintenance Craft employees.

5. Where a vacant or newly established duty assignment

cannot be filled from an established pr

eferred

assignment register, and the assignment is to be filled

by means of a promotion, selection shall be made

from the appropriate promotion eligibility reg

ister.

6. An employee may submit a new or amended

preferred assignment selection form in the following

situations

a. the employee is promoted;

b. the employee’s duty assignment is eliminated;

c. the duty assignment would result in the

employee being assigned closer to the

employee’s place of residence;

d. because of substantiated medical or health

reasons whereby continuation in the employee’s

present assignment would be harmful;

e. three (3) times during each calendar year, an

employee may submit additional preferred

assignment selection forms. The times selected

Article 38.5.A.6.e

208

for sub

mitting the additional preferred

assignment selection forms shall be at the option

of the employee.

7. When a part-time regular employee submits a

preferred assignment form for a full-time re

gular

position within the employee’s salary level and

occupational group, the employee will be awarded

the vacant duty assignment before promoting a full-

time employee from a lower salary level and

ccupational group, or before any lateral transf

er,

providing that the part-time regular is senior to the

full-time employee in the lower level.

8. Any unassigned employee who fails to submit a

preferred assignment selection form, or who fails to

be awarded a duty assignment of his/her choosing

may be assigned to any vacant duty assignment.

9. Employees shall be notified in writing, within 15

calendar days of entering the Maintenance Craft in an

installation, that they have 30 days in which to apply

for and be placed on the appropriate preferred

assignment register.

10. After all employees within an occupational group and

evel have been assigned pursuant to a Notice of

Intent, consideration for filling the residual vacancy

will be given to a higher-level qualified employee

who has previously submitted a written request for

assignment to a lower level.

11. An employee who is listed on the appropriate register

for a vacant assignment shall have the right to

withdraw a preferred assignment or promo

tion

selection, in writing, at any time, but not later than

the closing time (hour and date) for the posting of the

Notice of Intent. Such withdrawal, to be e

ffective,

should be back-stamped.

Article 38.5.B.3

209

Promotions

1. The Employer shall continue to maintain all existing

romotion eligibility registers established under the

maintenance selection system to be used for the

purpose of filling vacancies in particular

occupational groups and levels. A promotion

eligibility register shall be established for

each

occupational group and level for which there is a

position existing or newly authorized in an

installation. Registers established under th

maintenance selection system remain in effect

throughout the life of this Agreement. Promotion

eligibility registers developed by other than

the

maintenance selection system shall remain in effect

until such time as new registers are established by a

new maintenance selection system.

If two (2) or more maintenance occupational groups

exist in an installation or in an installation where an

employee is domiciled, a promotion eligibility

those occupational groups must be established in that

installation.

Part-time regular employees are placed on the PER

below full-time regul

ars.

2. All positions in the Maintenance Craft shall be filled

on the basis of seniority (senior qualified using

installation seniority) in accordance with the

procedures established in Section 5, Article 38. Prior

to applying for promotion to the ET-11 position,

employees must have spent two (2) years as an ET-

10.

3. Lateral transfers, that is, transfers in the same level,

but to a different occupational group shall be

determined in the same manner as promotions.

Article 38.5.B.4

210

When an occupied position is upgraded on the basis

of duties which are added to the position:

a. the incumbent will remain in the upgraded job

provided the incumbent has been in that job for

more than one (1) year. The year of required

incumbency in the job begins when the duty or

duties were added which permitted the job to b

reranked;

b. the job will be awarded in accordance with the

Agreement if the incumbent has not been in the

job more than one (1) year since the date when

the duty or duties were added which

later

permitted the job to be reranked.

5. To fill a vacant duty assignment a Notice of Inten

will be posted to fill the vacancy and all residual

vacancies using the preferred assignment eligibility

registers and/or promotion eligibility registers, as

necessary.

6. Employees shall be notified in writing within 15

calendar days of entering the Maintenance Craft in an

installation, that they may request to be placed on the

appropriate promotion eligibility registers.

Maintenance Craft employees who are not on a

promotional eligibility register(s), may apply

for

inclusion on the appropriate promotional eligibility

results of their application(s) no later than sixty (60

)

days after testing, provided the applications have

been properly completed by the applicants.

8. a. The Employer will convert to banded scores all

achieved scores for Maintenance Craft positions

and will list all successful applicants for such

positions on promotional eligibility registers in

order of their banded scores. To determine the

Article 38.5.B.8.c

211

successf

ul applicants’ banded scores, the

Employer will apply fixed 5-point bands to

successful applicants’ achieved scores of 70.1

and above and fixed 2-point bands to candidates’

achieved scores below 70.1. For scores of 70.1

and above, the fixed 5-point bands will be:

95.1 - 100

90.1 - 95

85.1 - 90

80.1 - 85

75.1 - 80

70.1 - 75

For scores below 70.1, the fixed 2-point bands

will be 68.1-70, 66.1-68, 64.1-66, 62.1-64, etc.

The Employer will convert all achieved scores

within each band to the highest score within that

band. For example, all achieved scores between

and including 70.1 and 75 will become banded

scores of 75.

b. Where the achieved score is calculated with

respect to a 200-point range, the score shall be

divided by two (2) before applying the banding

principles in Section 5.B.8.a of this Article

Where the achieved score is calculated with

respect to any other range that is not a 100-point

range, the score shall be converted in a similar

fashion.

c. The provisions in Section 5.B.8.a and Section

5.B.8.b above do not apply to employees under

the Revamped Maintenance Selection Syst

em.

The Employer will convert all employees'

achieved scores into banded scores as indicated

below

and all employees who are determined

be eligible under the Revamped Maintenance

Article 38.5.B.8.c

212

Select

ion System shall be ranked on the

appropriate PER by their banded score. All

achieved scores within a listed band will be

considered as a tie (or the same score) for all

successful applicants within each specific band:

90.0 - 100.0

80.0 - 89.9

75.0 - 79.9

70.0 - 74.9

d. Where the application of the foregoing bandi

rules

creates ties among successful applican

ts,

the Employer will rank tied successful applicants

in the seniority order specified in Article 38.3.J

of the National Agreement.

C. Successful Applicant(s)

1. Within eight (8) days after the closing of the original

Notice of Intent to fill a vacancy, the installation he

shall post a notice stating the successful applicant and

the applicant’s seniority date.

2. The successful applicant shall be placed in the new

assignment within 14 days after the announcement of

the successful applicant. Normally, the successful

applicant shall work the duty assignment as posted.

3. An exception to 1 and 2 above shall be when the

Notice of Intent has stated that promotion is

contingent upon satisfactory completion of training

In these cases, within 14 days the applicant shall be

reassigned as an unassigned regular in his/her current

occupational group and level. The employee shall be

placed in a detail assignment on the tour a

nonscheduled days in the occupational group and

level of the duty assignment for which the training is

intended. For the duration of the detail assignment,

Article 38.6.A.1

213

the

employee will be treated as if promoted to that

position. Upon satisfactory completion of the

required training or one (1) year from the date

detailed, whichever occurs first, the employee shall

be declared the successful applicant and promoted

with a preferred assignment seniority date

determined according to Section 2.G.2 of this Article.

4. In the event the employee fails to comp

lete

satisfactorily the required training discussed in

Paragraph 3, the employee shall remain as an

unassigned regular in his/her current occupational

group and level.

D. Promotion Eligibility Update

Employees under the Revamped Maintenance Selection System

shall be permitted to update by retaking the in-craft RMSS

process no earlier than six (6) months from the generation of

their last MSS rating. This is applicable to both eligible and

ineligible ratings obtained under any current or previous MSS

process. Upon such employee update request the Employer

shall have thirty-seven (37) days to complete the process

including notification of the result to the employee. The

promotion eligibility register shall not be updated during the

period of time a vacant position is in the process of being filled.

Employees shall be listed on this register in order of

qualifications, and all positions for promotion shall be awarded

in accordance with the procedures established in Section 5,

Article 38.

Section 6. Training

A. Maintenance Training

1. All Maintenance Craft job training opportunities will

be offered first to the senior qualified volunteer

within the occupational group, level and tour whe

the need for the skills exists. The Employer may

Article 38.6.A.1

214

choo

se not to select a volunteer who has attended

training for two (2) courses or five (5) or more weeks

of resident NCED or off-site training during the

previous twelve (12) months.

2. Once approved training allocations are received at the

installation, the Local President will be provided a

copy of the allocations before solicitation for

volunteers. Advance written notices will be published

soliciting volunteers. A list of those volunteers shall

be posted and a copy furnished to the Local Union.

3. Only when there are no qualified volunteers as

provided for in 1 above, will involuntary selections

be made for training. Involuntary selections will be

made by inverse seniority on a rotating basis.

4. Employees selected for off-site training will be giv

as much advance notice as is reasonably possible.

Additionally, two (2) weeks notice will be given.

Employees will not be involuntarily selected for

off-site training courses more than three (3) times

within a twelve (12) month period.

5. Upon completion of a job training course of two (2)

or more weeks duration, which includes mail

processing equipment maintenance as part of its

curriculum, an employee may be required to remain

the duty assignment for which the training was

intended for a period of six (6) months. For a job

training course of three (3) or more weeks duration,

the employee may be required to remain in the duty

assignment for a period of nine (9) months. For a j

training course of six (6) or more weeks duration, the

employee may be required to remain in the duty

assignment for a period of twelve (12) months. The

above applies unless:

Article 38.7.C.1

215

a. t

he employee advances to an assignment in

higher level;

b. the duty assignment is eliminated;

c. because of substantiated medical or health

reasons whereby continuation in the assignment

would be harmful to the employee; or

d. the employee has been required to remain in the

duty assignment(s) for twelve (12) cumulative

months during the life of this Agreement.

6. The Union, at the National Level, will be furnish

annually a copy of the yearly allocation of training

billets.

Section 7. Special Provisions

A. Tools

The Employer will provide adequate tools, tool kits, and

equipment on a charge-out basis to those employees who

require such items for the performance of their assigned

function. Where the Employer determines the tools are

obsolete, such tools will be recalled and removed from the

employee’s accountability. Under no circumstances will the

employee be required to use personal tools and equipment.

Where necessary, the Employer will provide training on the use

of required tools and equipment.

B. Overtime

An Overtime Desired List in the Maintenance Craft shall be

established for each occupational group and level.

C. Relief Assignments

1. When management determines that work coverage i

necessary, relief assignments in the Maintenance

Craft may be established only to provide coverage

for absences of five (5) working days or more f

scheduled annual leave, sick leave, military leave,

Article 38.7.C.1

216

cour

t leave, employee requested leave without pay,

and National off-site and on-site, or contractor

supplied training programs.

2. Relief assignments, which shall be kept to a

minimum, will be posted by a Notice of Intent which,

in addition to the information required in Section 4.C

(Information on Notice of Intent), will also show th

days and hours of the specific duty assignment(s)

being relieved.

3. Newly created and reposted relief assignments

shall be by occupational group and tour. Positions

posted prior to February 28, 2022, are not subject

to this section. Relief positions shall be no g

reater

than 10% (or one (1) minimum, at least) of the

occupational group and tour

. Full-time regular and part-time regular

Maintenance

Craft employees are entitled to bid on the positions of

Examination Specialist SP 2-188 and Vehicle Operations-

Maintenance Assistant SP 2-195.

E. Nonbargaining Position Detail

Maintenance employees temporarily detailed to a

nonbargaining unit position are ineligible to accept any

promotion or preferred duty assignment(s) while so detailed.

However, nothing contained herein shall be construed to

preclude such temporarily detailed employees from voluntarily

terminating a nonbargaining unit detail and returning to their

craft position. Upon return to their craft position, such

employees are eligible to accept any promotion or preferred

duty assignment(s) for which they have properly bid.

The duty assignment of a full-time maintenance employee

detailed to a nonbargaining unit position, including a

nonbargaining unit training program, in excess of four (4)

months shall be declared vacant and shall be posted and filled

Article 38.7.F

217

in accordance with the provisions of this Article. Upon return

to the Maintenance Craft, the employee will become an

unassigned regular.

An employee detailed to a nonbargaining unit position must

return to the craft for a minimum of one (1) continuous pay

period to prevent circumvention of the intent of this provision.

In the instance of the first paragraph, this circumvention

provision must be met prior to the date of posting the award

notice of successful applicant. In the instance of the second

paragraph, this circumvention provision must begin prior to the

end of four (4) months.

Form 1723, Notice of Assignment, shall be used in detailing

employees to temporary nonbargaining unit positions. The

Employer will provide the Union at the Local Level a copy of

Form(s) 1723 showing the beginning and ending time and date

of all such details.

Employees detailed to nonbargaining unit positions are not

entitled to outside of schedule overtime (premium).

F. ET-11 (NTSN Technician)

ertain employees occupy Electronic Technician positions

assigned to the National Technical Support Network (NTSN)

directed by the Maintenance Technical Support Center

(MTSC). These employees are covered by the MOU Re:

Electronic Technician, PS-11 (NTSN Technician).

(See Memo, page 441)

(See additional Maintenance Craft Memos, Pages 443-448)

Article 39

218

ARTICLE 39

MOTOR VEHICLE CRAFT

Section 1. Seniority

Section 2. Posting

Section 3. Special Provisions

Section 1. Seniority

A. Introduction

1. The U.S. Postal Service and the Motor Vehicle Craft

Division, APWU, AFL-CIO, agree to the following

seniority principles which replace all former r

ules,

instructions and practices.

2. This Article continues relative seniority standings

roperly established under past instructions, rules,

practices and agreements and this Article shall be so

applied. Seniority standings so established shall not

be changed except to correct an error. If an employee

requ

ests a correction of seniority standing, it is the

responsibility of the requesting employee to iden

tify

and restate the specific instructions, rule or practice

support of the request.

3. Service seniority is based on total part-time or full-

time serv

ice in the Motor Vehicle Craft regardless of

occupational codes and levels. It begins with a

appointment to the regular workforce

n the Motor

Vehicle Craft.

B. Seniority for Preferred Assignments

This seniority determines relative standing among

full-time regular and full-time flexible employees

eligible to bid for preferred assignments. It is

computed from entry into a regular workforce

position in a particular occupational group and level.

Article 39.1.B.4.d

219

It c

ontinues to accrue as long as service in the same

occupational group, level, and installation continues.

See B5 and B6 below.

2. Employees who change, or have changed, from one

designation to another and who during continuous

employment in the Motor Vehicle Service and in the

same installation return to the former pos

ition

designation and salary level regain the seniority they

had in that position, without seniority credit for

tervening employment in other positio

designations, except as provided for in Paragraphs 4,

5 & 6 below.

3. Except as specifically provided for elsewhere in this

Agreement, full-time regulars, upon entering the

Motor Vehicle Craft from another craft or

installation, begin a new period of seniority.

4. When two (2) or more employees in the same

installation, salary level, and position designation

have seniority for preferred assignments from the

same date, the tie will be broken as follows:

a. By standing on the part-time flexible roll when

both were appointed as a part-time flexible in the

same

installation, position designation, and

salary level.

b. By total length of full-time regular or part-time

flexible Motor Vehicle Service in the installation

if the tie is not broken by the preceding rule.

c. By total career Motor Vehicle Service time in the

USPS if the tie is not broken by the preceding

rule.

d. When a Motor Vehicle Service employee’s PSE

appointment is converted to a

career

appointment the same day there is a new career

Article 39.1.B.4.d

220

appo

intment, reinstatement, reassignment,

transfer or promotion to the same salary level

and position designation, the converted

employee is senior and precedes the other on the

part-time flexible or full-time regular roll.

e. When two (2) or more employees from other

crafts enter the Motor Vehicle Craft on the same

date, their seniority will be determined by the

total continuous postal service.

. If the provisions of a. through d. above do not

break the tie, then the tie will be broken by using

the last three (3) or more numbers (using only

enough numbers to break the tie, but not fewer

than three (3) numbers) of the employees

’ social

security numbers, from lowest to highest.

Seniority is restored under the following

conditions:

Reemployment After Disability Separation.

On reinstatement or reemployment after

separation caused by disability, retirement or

resignation because of personal illness and the

employee so stated in his/her resignation and

furn

ished satisfactory evidence for inclusion

his/her personnel folder, the employee receives

seniority credit for past service for the time on

the disability retirement or for illness if

reinstated or reemployed in the same postal

installation and craft and in the same or lower PS

salary level from which originally separated;

provided application for reinstatement or

reemployment is made within six (6) months

from the date of recovery. The date of recovery

in the case of disability retirement

must be

Article 39.1.B.6.a

221

suppo

rted by notice of recovery from

Compensation Group

, Office of Personnel

Management, and in the case of resignation due

to illness, by a statement from the applicant’s

attending physician or practitioner. When

reinstatement is to the part-time flexible roll,

standing on the roll shall be the same as if

employment had not been interrupted by the

separation.

Restoration.

On restoration in the same craft in

the same installation after return from

military

service, transfer under letter of authority or

unjust removal, an employee shall regain the

same seniority rights such employee would have

if not separated.

Reassignment and Return in 90 Days.

A full-

time regular or part-time flexible employee

voluntarily reassigned from one craft to another

or fr

om one occupational code to another within

the Motor Vehicle Craft at the same

installation

with or without change in PS salary level, who is

voluntarily reassigned within 90 days back to the

former craft, position designation, and s

alary

level, or occupational code within the Motor

Vehicle Craft retains seniority previously

acquired in the craft augmented by the

intervening employment.

Automotive Mechanics, Automotive Technicians

and Lead Automotive Mechanics (Level 9 & 10):

The seniority of the Level 7 Automotiv

Mechanics and Level 8 Automotive Technicians

in the installation will be merged into one (1)

seniority list for preferred assignments.

Article 39.1.B.6.b

222

b. V

acant Level 8 Automotive Technician duty

assignments will be filled on the basis of senior

qualified among the Level 7 Automotive

Mechanics, who are qualified as PS-8

Automotive Technicians and Level 8

Automotive Technicians in the installation. The

filling of vacant PS-7 Automotive Mechanic

duty assignments will be on a senior qualified

asis from the PS-7 Automotive Mechanics an

PS-8 Automotive Technicians in the installation.

For PS-7 and 8 residual vacancies, the selection

method will be best qualified from any other

position.

c. The seniority of the Level 9 Lead Automotive

Technicians and Level 10 Lead Aut

omotive

Technicians (AG) in the installation will be

merged into one (1) seniority list for preferred

assignments.

d. Filling Level 9 Lead Automotive Technician and

Level 10 Lead Automotive Technician (AG)

positions will be senior qualified from Level 9s

and 10s. For PS-9 and 10 residual vacancies, the

selection method will be best qualified from any

other position.

e. Employees bidding pursuant to Article 39.2.A.7,

may bid only those duty assignments that have

the same position designation.

Motor Vehicle Operators and Tractor-Trailer

Operators:

a. Full-time regular Tractor-Trailer operators

bidding for PS-8 Tractor-Trailer assignments

shall be assigned before posting any vacant

Level 8 assignment for bids by full-time regul

Level 7 operators.

Article 39.1.B.7.f

223

b. R

emaining PS-8 Tractor-Trailer assignments

shall be filled by promoting the senior qualified

PS-7 Motor Vehicle Operator who bids.

c. A PS-8 Tractor-Trailer Operator may bid in

competition with a PS-7 Motor Vehicle Operator

for a PS-7 Motor Vehicle Operator assignment.

d. Seniority for preferred assignments is retained

upon change from a Motor Vehicle Operator to

a Tractor-Trailer Operator, or the reverse.

e. For purposes of conversion to full-time, part-

time flexible Motor Vehicle Operators (

MVO)

will be placed together with part-time flexible

Tractor-Trailer Operators (TTO) on the same

roll. When the opportunity for conversion to a

vacant TTO position exists, the senior

TTO

qualified part-time flexible, regardless of level,

will be converted and placed into the vacant full-

time position. When the opportunity for

conversion to a vacant Motor Vehicle Ope

rator

position exists, and the senior part-time flexible

a Motor Vehicle Operator, he/she will be

converted and placed into the position. If th

senior part-time flexible is a Tractor-Trailer

Operator, he/she will be given the option of

accepting the conversion. If the conversion is

declined, the next senior part-time flexible will

be converted (if the employee is a Motor Vehicle

Operator) or will be given the option (if the

employee is a Tractor-Trailer Operator). This

procedure will continue until the position is

filled or until all part-time flexibles on the list

have been considered.

f. For purposes of conversion to career

employment, new work PSE Motor Vehicle

Article 39.1.B.7.f

224

Oper

ators (MVO) will be placed together with

new work PSE Tractor-Trailer Operators (TTO)

on the same roll. When the opportunity for

conversion to a vacant TTO position exists, the

TTO qualified new work PSE, with the highest

standing on the roll, regardless of level, will be

converted and placed into the vacant position.

When the opportunity for conversion to a vacant

Motor Vehicle Operator position exists, and the

new work PSE, with the highest standing on the

roll, is a Motor Vehicle Operator, he/she will be

converted and placed into the position. If the new

work PSE, with the highest standing on the roll,

is a Tractor-Trailer Operator, he/she will be

given the option of accepting the conversion. If

the conversion is declined, the next new work

PSE, with the highest standing on the roll, will

be converted (if the employee is a Motor Vehicle

Operator) or will be given the option (if the

employee is a Tractor-Trailer Operator). This

procedure will continue until the position is

filled or until all new work PSEs on the list have

been considered.

Motor Vehicle Operations New in Installation.

an installation which has had no motor vehicle

operations assignment, any such newly establishe

Motor Vehicle Operator or Tractor-Trailer Operator

assignments shall be awarded to qualified vehicle

maintenance service applicants who are employed in

the same installation. The provisions of Article 12,

Section 5.C.7, shall be complied with before

application of this paragrap

9. When Tractor-Trailer assignments are established,

Motor Vehicle Operators who are not qualified to

Article 39.1.C.2

225

ive tractor-trailers, will be given on-the-clock

training, starting with the senior Motor Vehicle

Operator.

. When filling Motor Vehicle Craft assignments other

than those identified in 2.A.11 below, the service

seniority of Motor Vehicle Craft employees who

submit an application and meet the qualificati

standards established for that position will be

considered in keeping with the provisions of Article

33.

Auxiliary garages beyond the normal commu

ting

area of the home Vehicle Maintenance Facility shall

be treated as independent facilities for the purposes

of administering this Agreement, except for the

application of the provisions of Article 1, Section 6;

Article 7, Section 3; and Article 8, Section 8.

12.

Changes in Which Seniority is Modified

. Mutual

exchanges may be made only between full-time

Motor Vehicle Service employees who are the same

level and have the same occupational code. The

seniority for Motor Vehicle Craft employees, who are

reassigned between installations as a result of a

mutual exchange in accordance with applicable

provisions of the Employee and Labor Relations

Manual (ELM), will be established for both

employees as that of the junior employee involved

C. Definitions

Position Designation.

In the Motor Vehicle Craft,

position designation shall be determined by

occupation code and level.

Craft Group.

The craft group is composed of those

positions for which the Union has s

ecured

recognition at the National Level.

Article 39.1.C.3

226

Application.

written request by a full-time Motor

Vehicle Craft employee for consideration for an

assignment for which such employee is not en

titled

to submit a bid.

Bid.

A written request submitted to the installation

head to be assigned to a duty assignment by a full-

time Motor Vehicle Craft employee eligible to bid on

a vacancy or newly established duty assignment. I

offices where alternative bidding procedures have

been established, bids, except those in 39.2.A.6 & 7,

may be submitted, at the employee’s option, b

telephone or electronically.

Duty Assignment.

A duty assignment is a set of

duties and responsibilities within recognized

positions regularly scheduled during specific hours of

duty.

Preferred Duty Assignment.

Any assignment

preferred by a full-time regular.

Eligible Bidder.

Full-time Motor Vehicle Craft

employees are eligible to bid only within the Motor

Vehicle Craft in the same installation, salary leve

and position designation (except as specifically

provided for in Section 2.A.10). When there are no

successful bidders from the position designation

the vacant assignment, the assignment shall be filled

in accordance with Section 2.A.11.

Abolishment.

A management decision to reduce the

number of occupied duty assignments in an

established section and/or installation.

(See Memo, page 455)

Residual Vacancy.

A duty assignment that remains

vacant after the completion of the voluntary bidding

process.

Article 39.1.G.2

227

10.

Occupati

onal Group

. In the Motor Vehicle Craft,

occupational group shall be determined by position

designation and level.

D. Excess Employees

Length of full-time regular or part-time flexible service (service

seniority) in the Motor Vehicle Craft in the same installation

governs in identifying excess employees within a position

designation.

Responsibility

The installation head is responsible for day-to-day

administration of seniority. The application of this Article shall

be open to negotiation at the Installation Level with the Union.

F. Seniority List

A current seniority list shall be posted in each installation. A

copy of the updated seniority list shall be made available to the

Local Union. For each employee, it shall show:

1. service seniority;

2. seniority for pre

ferred assignments.

G. Transfer From Other Installation

1. When it is proposed to open a new facility, prior to

Management hiring new employees in the Motor

Vehicle Craft, all requests for transfer of Mo

tor

Vehicle Craft employees from other installations

shall be given first consideration.

2. Consideration will be given for transfers to fill Motor

Vehicle Craft vacancies at established installations to

those qualified employees requesting transfers,

where it has been determined, that no employees

qualified to bid, or desiring the position are availabl

at the completion of the posting period.

Article 39.1.H

228

H. Mult

i-Craft Positions

All full-time regular Motor Vehicle Craft employees are

eligible to bid for the positions of Examination Specialist (SP

2-188) and Vehicle Operations — Maintenance Assistant

(SP

2-195).

I. Vacation Scheduling

Full-time regular and part-time flexible Motor Vehicle Craft

employees may exercise their preference by use of their

seniority for vacation scheduling.

J. Temporary Holddowns

Consistent with the following provisions, unassigned full-time

regular, full-time flexible, part-time flexible, and new work

PSE Tractor-Trailer Operators (SP 5-22; PS-8) and Motor

Vehicle Operators (SP-l0; PS-7) may, in seniority order,

exercise a preference for an assignment temporarily vacant for

an anticipated duration of ten (10) days or more. New work

PSEs may only express preference for temporarily vacant new

work assignments.

1. The employees utilizing their seniority to select a

temporary holddown assignment as above, shall work

that assignment for its duration unless: they ar

otherwise assigned to a permanent duty assignment;

it is clearly demonstrated that the employee cannot

perform the assignment; the assigned work being

performed by a part-time flexible in accordan

ce with

the above is needed to provide a full-time employee

work to satisfy the 8-hour work guarantee; or unless

that individual is otherwise needed to fill a vacant

assignment for which there are no qualified

employees.

2. The assignment for which employees exercise a

pre

ference must be (a) one for which they are

qualified, (b) at the unit to which the employee

assigned, and (c) for full-time employees, on the

Article 39.2.A.3

229

me tour to which they are assigned. Employees on

detail, holddown, absent and/or on any type of leave

at the time of the temporary holddown bidding will

be considered as being unavailable.

3. The posting and awarding of temporary holddown

bids shall not exceed 72 hours.

4. Selection of a part-time flexible for a holdd

own

assignment in no way modifies the part-time

flexible’s employment status as to benefits and rights

under the National Agreement not otherwise

modified as above.

5. All present and existing procedures for filling

temporarily vacant motor vehicle assignments at the

Local Level are automatically negated in favor of the

foregoing holddown procedure.

Section 2. Posting

A. Vacant Motor Vehicle Craft duty assignments

shall be posted as follows:

1. All vacant or newly established craft duty

assignments shall be posted or reverted within 28

days. When an assignment is reverted, a notice shall

be posted immediately, indicating the action taken

and the reason therefore. The Local Union shall

given a copy of the notice.

When it is necessary that fixed scheduled day(s) of

work in the basic work week for a craft assignment

be permanently changed

the affected assignment(s)

shall be reposted.

3. The determination of what constitutes a sufficient

change of duties, or principal assignment area, to

cause the duty assignment to be reposted shall be a

subject of negotiation at the Local Level.

Article 39.2.A.4

230

No assignment will be posted because of change in

starting time unless the change exceeds two (2) hours.

Whether to post or not is negotiable at the Local

Level, if it exceeds two (2) hours.

5. An unassigned full-time employee may bid on duty

assignments posted for bid by employees in the craft.

If the employee does not bid or is the unsuccessful

bidder, such employee shall be assigned in any

residual duty assignment within the same positio

designation. When there is more than one (1) residual

vacancy, the vacancies shall be offered to the

unassigned full-time employees beginning with t

senior employee and their preference shall be

honored. If additional vacancies still exist after all

available full-time regulars have been assigned to

residual vacancies, full-time flexible employees will

be assigned to such vacancies in the same manner as

provided above. If there are more unassigned full-

time employees and/or full-time flexible regul

employees than vacancies, seniority will be honored

for

preferences and involuntary assignments will be

made by juniority, if necessary

6. When requested by the Union, all full-time regular

Motor Vehicle Operator, Tractor-Trailer Operator

and Vehicle Operator Assistant-Bulk Mail craft duty

assignments shall be posted for bid once each

calendar year.

7. All full-time regular Motor Vehicle Maintenance

Craft duty assignments may be posted for bid once

each calendar year upon mutual agreement between

the

parties at the Local Level. Absent such Local

Agreement, Motor Vehicle Maintenance Craft dut

assignments shall be posted for bid every second

calendar year, when requested by the Union.

Article 39.2.A.9

231

8. E

mployees bidding pursuant to 6 or 7 above, may bid

only those duty assignments that have the same

position designation.

Nonbargaining Unit Detail.

Motor Vehicle Craf

employees temporarily detailed to a nonbargaining

unit position may not bid, exercise Article 12 retreat

rights, or apply for vacant Motor Vehicle Craft duty

assignments while so detailed. However, nothing

contained herein shall be construed to preclude such

temporarily detailed employees from voluntarily

terminating a nonbargaining unit detail and return

ing

to their craft position. These Motor Vehicle Craft

employees temporarily detailed to a nonbargaining

unit position, however, will not be returned to the

craft solely to circumvent the provisions of Section

2.A.9.

Any employee(s) detailed to a nonbargaining unit

position must return to the craft for a minimum of one

(1) continuous pay period. Upon return to the craft

position, such employee(s) may exercise their right t

bid on vacant Motor Vehicle Craft duty assignments.

For bidding purposes, this circumvention provision

must

be met prior to the date of posting the

award

notice of the successful bidder.

The duty assignment of any full-time Motor Vehicle

Craft employee detailed to a nonbargaining unit

position, including a nonbargaining unit training

program, in excess of four (4) months shall be

declared vacant and shall be posted for bid in

accordance with this Article. For reposting purposes,

this circumvention provision must begin prior to the

end of the four (4) months. Upon return to the craft,

that employee will become an unassigned regular.

Form 1723, Notice of Assignment, shall be used in

Article 39.2.A.9

232

detailing Motor Vehicle Craft employees to

temporary nonbargaining unit positions. The

Employer will provide the Union at the Local Level

with a copy of Form(s) 1723 showing the beginning

and ending of all such details. Employees detailed to

nonbargaining unit positions are not entitled to out-

of-schedule premium.

10. Residual vacancies for the following positions are to

be filled by the senior qualified bidder, from the

appropriate

position(s) as herein indicated. Except for

Motor Vehicle Operator and

Tractor-Trailer Operator

assignments, total service seniority in the Motor

Vehicle Craft will be used by employees wh

bidding to assignments in a different position

desi

gnation.

Position To be filled by Senior

Qualified

Tire Repairer, 5-53

PS-6

Garage Assistant, KP 9, PS-5

Tractor-Trailer Operator,

SP-7015

PS-8

Motor Vehicle Operator,

KP 10

PS-7

Tools and Parts Clerk,

SP 1-31

PS-6

All Motor Vehicle Craft

ees

Clerk, Vehicle

Dispatcher, SP 5-10,

PS-6

Motor Vehicle Operator,

KP 10, PS-7

Tractor-Trailer Operator,

SP 5-22

PS-8

Time & Attendance

Clerk, SP 1-29, PS-6

All Motor Vehicle Craft

Employees

Storekeeper

Automotive Parts,

SP 5-46, PS-7

All Motor Vehicle Craft

Employees

Article 39.2.B.1

233

Position To be filled by Senior

Qualified

Storekeeper

Automotive Parts, SP

5-47, PS-8

All Motor Vehicle Craft

Employees

Vehicle Operations

Assistant-Bulk Mails

SP 5-66, PS-8

Tractor-Trailer

Operator,

SP 5-22, PS-8

11. When the opportunity for conversion to a residual

full-time vacancy exists, the sen

ior part-time flexible

within the same occupational group and grade as the

vacancy, will be converted

into the assignment

(except as provided in Article 39.1.B.7.e).

The

identified PTF will be converted to

full-time

within 28 days, except in the month of December.

there is no part-time flexible employee or new

work PSE in the same occupational group and grade,

the residual vacancy shall be filled by qualifie

applicants in the following order: Motor Vehicle

Craft within the installation, APWU crafts within the

stallation, other crafts within the installation,

transfers, and then by other mean

B. Pl

ace of Posting

1. The notice inviting bids for a craft assignment shall

be posted on all official bulletin boards at the

installation where the vacancy exists, where vehicle

ope

rations and/or maintenance employees work so as

to assure that it comes to the attention of all

employees eligible to submit bids. Copies of

the

notice shall be given to the Union. When an absent

emp

loyee has so requested in writing, and provided a

personal mailing address, a copy of any notice

inviting bids from the craft of the employee shall be

mailed

to the employee by the installation head.

Article 39.2.B.2

234

2. P

osting and bidding for preferred duty assignments

shall be installation-wide without exception.

C. Leng

th of Posting

The notice shall remain posted for ten (10) calendar days, unless

a different length for the posting period is established by local

negotiation.

D. Information on Notices

Information shall be as shown below and shall be specifically

stated:

1. the duty assignment by position title and number

(e.g., key, standard, or individual position);

2. PS salary level;

3. hours of duty (beginning and ending);

4. the principal assignment area (e.g., section and/or

location of activity);

5. qualification standards, including ability to drive

certain types of vehicles such as tractor-trailer and

occupational code number when such standards and

numbers are available;

6. physical requirement unusual to the specific

assignment;

7. invitation to employees to submit bids;

8. the fixed or rotating schedule of days of work, a

appropriate;

9. motor vehicle and tractor-trailer route numbers (a

copy of the schedule should be made available

interested employees);

10. all bids in the Motor Vehicle Craft are to be submitted

first by Motor Vehicle Craft employees on a standard

bid form. If such bid form is not available, a bid

submitted in writing is acceptable.

In those o

ffices

Article 39.3.A

235

wher

e alternative bid procedures have been

established, bids (except in

Article

39.2.A.6 & 7),

may be submitted at the employee’s option by

telephone or electronically. An employee who has

submitted a standard bid form or written bid may

withdraw the bid at any time before the closing date

and/or time of posting, provided the withdrawal is

submitted in writing and is back-stamped. Bids

submitted through alternative bidding procedures

may be withdrawn before the closing date utilizing

the automated procedures.

E. Successful Bidder

1. Within ten (10) days after the closing date for the

posting (including December), the installation head

shall post a notice stating the successful bidder

and

his/her seniority date. The senior qualified bidder

meeting the qualification standards established for

that position shall be designated the “successful

bidder.”

2. The successful bidder must be placed in the new

assignment within 21 days except in the month of

December. The Local Agreement may set a shorter

period.

3. Normally, the successful bidder shall work the duty

assi

gnment as posted.

Section 3. Special Provisions

A. The Employer will provide adequate tools, tool kits, and

equipment on a charge-out basis to those employees who

require such items for the performance of their assigned

functions. The Employer will seek the advice of the Union at

the National Level in determining adequacy and/or

obsolescence of the tools to be provided. Where tools are

determined to be obsolete, they will be recalled and removed

Article 39.3.A

236

from

the employee’s accountability. Replacement tools may be

purchased locally by the Fleet Manager, who will seek the

advice of the Local Union in determining the adequacy of the

tools to be furnished.

B. In the interest of safety and health and other appropriate

considerations, properly certified National representatives of

the Union will be given an opportunity to examine, comment

and to submit recommendations

on new type vehicles during

the developmental stage

and before the specifications are

transmitted to potential contractors, before manufacturing,

and upon completion of vehicles.

If the Union has any

concerns as a result of the First Article Testing (FAT), the

Union shall state those concerns in writing to the Employer

within 14 days of the conclusion of the FAT. The employer

shall respond in writing to the Union’s concerns as soon as

practicable. This process involves only FAT.

C. Any time that tool kits or lockers of employees are to be

inspected, the Employer agrees that, except in matters where

there is reasonable cause to suspect criminal activity, a steward

or the employee shall be given the opportunity to be present at

any inspection of employees’ lockers. For a general inspection

where employees have had prior notification of at least a week,

the above is not applicable.

D. All Motor Vehicle Craft positions listed in the P-1

Handbook, designated to the Motor Vehicle Craft, shall be

under the jurisdiction of the Motor Vehicle Division of the

American Postal Workers Union, AFL-CIO.

E. When filling details to bargaining unit work in the Motor

Vehicle Craft the Employer shall give first consideration to the

assignment of available and qualified Motor Vehicle Craft

employees from the immediate work area in which the detail

exists.

F. Employees eligible for night differential who participate

on-the-clock training will be paid the applicable differential

Article 39.3.K

237

ey would have earned for service normally scheduled

between 6 p.m. and 6 a.m. had they not been temporarily

rescheduled by management to attend such training.

G. To improve the comfort level in existing U.S. Postal

Service bulk mail hauling and service vehicles, directional fans

will be installed in the driver compartment during the life of the

Collective Bargaining Agreement.

H. Training for Motor Vehicle Maintenance employees will

be provided on a fair and equitable basis in accordance with

service needs. First consideration will be given to those

employees who volunteer for such training. Employees shall be

given no less than 14 days advance notice of scheduled off-site

training. Employees may volunteer for off-site training with

less than 14 days advanced notice. Vehicle familiarization will

be provided to Motor Vehicle Craft employees when new

vehicles are deployed.

I. All hiring announcements for TTO positions will be

posted on the official bulletin board at the installation where the

vacancy exists, where vehicle operations and/or maintenance

employees work. Such announcements will be posted until the

closing date specified in the announcement for submitting

applications.

The Union, at the National Level, will be allowed “read

only” access to the automated enrollment system for the vehicle

maintenance training billets.

K. Vehicle Maintenance Agreements (VMAs) or their

successors should generally not be used by offices where

vehicle maintenance is available in-house. However, when the

Vehicle Maintenance Facility (VMF) cannot meet its

requirements, such an office may submit a VMA or VMA

successor request that justifies the need for supplementary

services. VMAs or their successors should not be used to

acquire inventory items for a VMF.

Article 40

238

ARTICLE 40

OPERATING SERVICES CRAFT

Section 1. Definitions

Section 2. Seniority

Section 3. Employee Classification

Section 4. Principles of Posting

Section 5. Advancement Opportunities

Section 6. Principles of Reassignment

Section 7. Training and Examinations

Section 8. General Provisions

Section 1. Definitions

A. Craft Group.

The bargaining unit, as identified

Article 1, is composed of those positions for which the Union

has

secured exclusive recognition at the National Level. The

Operating Services Craft covers bargaining unit employees at

Operating Services, Headquarters and Facility Services,

Merrifield, VA.

B. Seniority.

Sen

iority for preferred assignments, and for

other purposes as set forth in this Agreement, determines the

relative standing among full-time regular employees in the

bargaining unit in each of the installations. Seniority of newly

appointed employees will be computed from the last date of hire

in each of the respective installations and continue to accrue so

long as service is uninterrupted except as otherwise specifically

provided by the provisions of this Agreement or by law.

C. Duty Assignment.

A duty assignment is a set of duties

and responsibilities within a recognized position regularly

scheduled during specific hours of the workday.

Article 40.2.B

239

D. P

referred Duty Assignment.

A preferred duty

assignment is any assignment preferred by a full-time regular

employee.

Bid.

A bid is a written request by a full-time regul

employee who is eligible to bid on a vacancy or newly

established duty assignment. Such requests shall be submitted

to the supervisor where the vacancy exists.

Section 2. Seniority

A. Introduction

1. The U.S. Postal Service and the APWU,

AFL-CIO,

agree to the following seniority principles which

replace all former rules, instructions, and practices, if

any.

2. This Article will continue relative seniority standings

properly established under past instructions, rules and

practices and the Article shall be so applied. If an

employee requests a correction of seniority standing,

it is the responsibility of the requesting employee to

identify and restate the specific instructions, rule o

practice in support of the request.

B. Coverage

These rules apply to all employees in the regular workforce

when a guide is necessary for filling vacant assignments and for

other purposes in each installation as set forth in this Article.

No employee, solely by reason of this Article, shall be displaced

from an assignment the employee gained in accord with former

rules. These rules shall apply to both installations where the

Union has exclusive bargaining rights; however, separate

seniority lists shall be maintained and the seniority list of one

installation shall not be combined with, or added to, the

seniority list of the other installation.

Article 40.2.C

240

C. Respo

nsibility.

The Employer is responsible for day-to-day administration of

seniority. The Employer shall post on the official bulletin

boards in each installation and furnish the Union a copy of the

current seniority list upon the signing of this Agreement. The

Employer shall post an updated seniority list on the official

bulletin boards in each installation and furnish the Union with

an updated list on the anniversary date of the signing of this

Agreement. The application of this Article shall be a proper

subject of discussion at the Joint Labor-Management

Committee meetings.

Changes in Which Seniority is Retained, Regained or

Restored.

On reinstatement or reemployment after separation caused by

disability, retirement, or resignation because of personal illness

and the employee so stated this reason in the resignation and

furnished satisfactory evidence for inclusion in the employee’s

personnel folder, the employee receives seniority credit for past

service for time on the disability retirement or for illness if

reinstated or reemployed in the same installation and in the

same salary level from which originally separated; provided

application for reinstatement or reemployment is made within

six (6) months from the date of recovery. The date of recovery

in the case of disability retirement or disability separation must

be supported by notice of recovery from the Compensation

Group, Office of Personnel Management or the Office of

Workers’ Compensation Programs, respectively; and in the

case of resignation due to illness, by a statement from the

applicant’s attending physician or practitioner.

E. Changes in Which Seniority is Lost

Except as specifically provided elsewhere in this Article, an

employee begins a new period of seniority:

upon reinstatement or reemployment;

upon voluntary transfer into the bargaining unit;

Article 40.3

241

3. u

pon a mutual exchange between two (2) employees;

4. upon transfer between the two (2) installations.

F. Filling Positions Reevaluated in the Bargaining Unit

1. When an occupied job assignment is upgraded on the

basis of the present duties:

a. the incumbent will remain in the upgraded job

assi

gnment provided the incumbent has been in that

job assignment for more than one (1) year;

b. the job assignment will be posted for bid in

accordance with the Article if the incumbent has not

been in the job assignment for more than one (1)

year.

2. When an occupied job assignment is upgraded on the

basis of duties which are added to the job assignment:

a. the incumbent will remain in the upgraded job

assignment provided the incumbent has

satisfactorily performed the added duties for more

than one (1) year. The one (1) year of requi

red

incumbency in the job assignment begins when the

duty or duties were added which permitted the job

assignment to be reranked;

b. the job assignment will be posted for bid in

accordance with the Agreement if the incumbent has

not been in the job assignment more than one (1)

year since the date when the duty or duties we

added which later permitted the job assignment to

reranked.

Section 3. Employee Classification

The Employer shall staff the bargaining units as defined in

Article 1 of this Agreement with full-time employees and postal

support employees (PSEs) as deemed necessary to carry out the

mission of the U.S. Postal Service.

Article 40.3.A

242

A. F

ull-time employees shall be hired pursuant to such

procedures as the Employer may establish and shall be assigned

to work schedules consisting of five (5) eight (8) hour days in a

service week

B. The PSE workforce shall be comprised of noncareer

bargaining unit employees. In the Operating Services Craft, the

total number of PSEs used will not exceed 10% of the total

number of career Operating Services Craft employees.

(For PSEs See Postal Support Employees Memoranda,

page 271)

Section 4. Principles of Posting

A. Newly established and vacant duty assignments involvin

a change in starting time or off-days shall be posted as follows:

1. All newly established duty assignments shall be posted

within ten (10) days for full-time regular employees

eligible to bid. All vacant duty assignments shall be

posted within thirty (30) days after they occur unless

such vacant duty assignments are reve

rted.

2. If a vacant duty assignment has not been posted within

thirty (30) days, Local management shall advise the

Union in writing of the reason the position is being

withheld and the anticipated length of time su

position will remain vacant. Unless mutual agreement

is reached on an extended withholding period, L

ocal

management shall periodically advise the Union as to

the reasons for withholding a vacancy. If the vacant

assi

gnment is reverted, a notice shall be posted within

ten (10) working days advising of the action taken and

the reason(s) therefor.

3. When it is necessary that fixed scheduled day(s) of

work in the basic work week for a duty assignment be

permanently changed, the affected assignment shall be

reposted.

Article 40.4.D.4

243

4. It

is agreed that the Employer is not required to repost

a position unless at least fifty percent (50%) of the

duties or fifty percent (50%) of the principal assignment

area has been changed

5. No assignment will be posted because of change in

starting time unless the change exceeds two (2) hours.

If, during the life of this Agreement, there are

cumulative changes in the starting time which exceed

two (2) hours, the assignment may be reposted.

6. Without exception, posting and bidding for preferred

dut

y assignments shall be by occupational group and

level, and shall be restricted to employees in th

installation where the vacancy exists.

B. Place of Posting

The notice inviting bids for an assignment shall be posted on

the official bulletin boards in each installation where the

vacancy exists. Copies of the notice shall be given to the Union.

When an employee on approved leave has so requested in

writing, stating his/her mailing address, a copy of any no

tice

inviting bids for which the employee is eligible shall be mailed

to the e

mploye

gth of Posting

A notice shall remain posted for ten (10) calendar days, unless

it is mutually agreed by the parties at the Local Level to

establish a different length of time for the posting period.

D. Information on Notices

Information shall be as shown below and shall be specifically

stated:

1. the duty assignment by position, title and number;

2. salary level;

3. hours of duty (beginning and ending);

4. the principal assignment area;

Article 40.4.D.5

244

qualification standards and occupational code number

when such standards or code number is available;

6. unusual physical requirements;

7. invitation to employees to submit bids;

8. the fixed days of work;

9. all bids shall be submitted in writing on a standard bid

form provided by the Employer and shall be date stamped

upon receipt;

10. in instances where more than one (1) duty assignment is

posted for which the employee is eligible to bid the

employee may indicate preferences on the bid form. An

emp

loyee, who has submitted a bid, shall have the right t

withdraw in writing, anytime before the closing date of

the bid. Such withdrawal, to be effective, shall be

backstamped by the Employer.

Successful Bidder

Within ten (10) days after the closing date of the bid,

Local management shall post a notice stating the

successful bidder and seniority date. The senior qualified

bidder meeting the qualification standards established for

the position shall be designated the “successful bidder.”

2. The successful bidder must be placed in the new

assignment as soon as practicable, but no later than fifteen

(15) days from the date of the announcement of the

successful bidder.

3. Normally, the successful bidder shall work the duty

assignment as posted. Unless unusual circumstances exist

(and the Union is advised), employees will not be required

to work in another installation except on a voluntary ba

sis.

However, the parties understand that Operating Services

employees may be assigned temporarily to work at

Headquarters related facilities in the area.

Article 40.6.B

245

Section 5. Advancement Oppor

tunities

A. General Principles

The Employer agrees to place particular emphasis upon career

advancement opportunities. First opportunity for promotions

shall be given to qualified career employees. The Employer will

assist employees to improve their own skills through training

and self-help progra

ms.

B. Craft Promotions

When an opportunity for promotion to a position exists in either

of the bargaining units as defined in Article 1, an announcement

shall be posted on official bulletin boards in each facility

sol

iciting applications from employees. If an employee is o

approved leave and has so requested in writing, stating his/her

mailing address, a copy of the announcement soliciting

applications shall be mailed to the employee. If the employee is

absent for training purposes, the announcement shall be mailed

to the employee automatically.

Best Qualified Selection

Employees meeting the qualifications for the position shall be

given first consideration. The best qualified applicant shall be

selected for the position.

Section 6. Principles of Reassignment

A. A primary principle in effecting reassignment of excess

bargaining unit employees from Operating Servi

ces,

Headquarters, and the Facility Services, Merrifield, Virginia, of

the Engineering Facility Services to other installations will be

at dislocation and inconvenience to employees shall be kept

to a minimum. Such reassignments shall be made in accordance

with this Article.

B. As far in advance as possible, the Employer will meet

with the Union to fully advise the Union concerning the

reassignment. If the Union believes the reassignment violates

this Article, the matter may be grieved.

Article 40.6.C

246

C. When employees are excessed out of the Operating

Services or the Facility Services, the Employer agrees that

every reasonable effort will be made to reassign such

employees to installations within the metropolitan area. The

Mem

o Re: Minimizing Excessing applies to Operating Services

Craft employe

es.

(See Memo, page 352)

The Union shall be provided with a Comparative Work

Hour Report forty-five (45) days, if possible, after the excessing

of such employees. If a review of the report does not

sub

stantiate that conditions warranted the action taken, such

employee(s) shall be entitled to return. If the entitlement to

return is denied, the employee(s) shall have access to the

grievance-arbitration procedur

Section 7. Training and Examinations

A. Training

Employer’s Assistance

e Employer will assist employees to improve their own

skills through training and self-help programs as were

heretofore practiced. Opportunities for cross-training i

other occupational groups shall be given, provided such

train

ing opportunities do not result in higher-level pay or

overtime pay. The Employer will make the determination

f training needs. In selecting participants for a training

program, employees will be considered in terms of th

selection prerequisite criteria estab

lished.

ob-Related Training

Any job-related training opportunities intended to

increase skills in current assignments will be offered first

to the senior qualified volunteer needing the training

thin the occupational group, level and tour where the

Article 40.8.A.3

247

need

for the skill exists. This provision does not preclude

giving job related training to new employees or to

eliminate deficiencies of other employees.

Developmental Training

When it is determined to give developmental training

which provides an employee with additional skills for

potential promotion or reassignment, it will be first

offered to qualified volunteers meeting established

prerequisite criteria, if required.

B. Exa

mination

Written examinations may be used as a factor in determining

qualifications for promotions or higher-level assignments;

however, written examinations will not be the sole determining

factor.

Section 8. General Provisions

vertim

When needed, overtime work shall be offered to qualified

employees doing similar work. Overtime shall be on a

voluntary basis where practicable and shall be offered on

an equitable basi

2. Article 8, Sections 1; 2.A, B, C; 4.A, B,

C, D,

F; 6; and 7

of this Agreement apply to Operating Service Craft

employees.

The employer is not required to utilize

employees at the penalty overtime rate if volunteers

who are not yet entitled to penalty overtime

are

available to work the overtime assignment.

3. Guarantees. An employee called in outside the

employee’s regular work schedule shall be guaranteed a

minimum of four (4) consecutive hours of work or pay in

lieu thereof where less than four (4) hours of work i

available. Such guaranteed minimum shall not apply to an

employee called in who continues working on into the

Article 40.8.A.3

248

emplo

yee’s regularly scheduled shift. When an employee

is called in on the employee’s nonscheduled day, the

employee will be guaranteed four (4) hours work or pay

in lieu thereof.

When Management determines that operational

requirements necessitate assigning a pager to an employee

whom it may need to call at home, the employee will be

paid one (1) hour at the employee’s base straight-time rate

for each twenty-four (24) hour period or fraction thereof

during which the pager is assigned.

B. Choice Vacation

1. The period from March 1 of the leave year to the last day

of that same leave year shall be designated as the choice

vacation period

2. The Employer shall provide the Union with a copy of the

publicized notice indicating the beginning date of the new

leave year.

3. As soon after January 1 as practicable, the Employer will

meet

with an officer of the Union and provide the officer

with a copy of the approved vacation schedu

le.

4. Except as provided in B.1-3 above, all other provisions of

Article 10 of this Agreement applies to the Operating

Services Craft.

C. Holiday Schedule

1. The Employer will determine the number and categories

of employees needed from each tour for holiday work and

a schedule shall be posted as of the Wednesday preceding

the service week in which the holiday falls. As many

employees as can be spared will be excused from duty on

a holiday or day designated as their holiday. An employee

scheduled to work on a holiday who does not work shall

not receive holiday pay unless such absence is based

an extreme emergency situation and is excused by the

Article 40.8.D.1

249

Employe

r. Employees shall be selected for holiday work

by tour, and in the first instance, on a voluntary basis. First

preference shall be in the order of seniority by tour. If

additional employees are needed, junior employees will

be utilized first, by tour.

2. Except as provided in C.1 above, all other provisions o

Article 11 of this Agreement applies to the Operating

Services Craft.

D. Assignment of Ill or Injured Regular Workforce

Employees

Procedure

e Employer and the Union recognize their

respon

sibility to aid and assist deserving employees of th

regular workforce who, because of illness or injury, are

unable to perform their regularly assigned duties. Upon

the written request of an employee and where consistent

with the efficient operation of the Employer, the

Employer shall make every effort to assign an employee,

who, because of accident or illness, is unable to p

erform

his/her normal duties, to any available job for which the

employee is physically capable. An employee shall be

eligible for such assignment upon certification from the

employee’s physician, and a confirmation of such

certification by a physician selected by the Employer if

the Employer so requests. Such certification shall state the

nature of the illness and/or injury of the employee, the

limitations on the employee’s work ability, a descrip

tion

of the work the employee can perform, and a prognosis

for recovery.

In the event of conflicting findings on the employee’s

physical capabilities by the employee’s physician and the

ysician selected by the Employer in cases not arising

out of an occupational illness or injury, the Union

may

request the opinion of a third physician. The third

Article 40.8.D.1

250

ysician shall be selected from a list supplied by the local

Medical Society of three (3) Board Certified Specialists

in the medical field for the condition in question. The

Employer and the Union will each strike one (1) name

from the list. The Employer will supply the selected

physician with all relevant facts including the job

descriptions and occupational physical requirements of

the employee’s current position as well as any available

job under consideration. The third physician’s

determination will be final as to the employee’s medical

condition and occupational limitations. The costs of the

services of the third physician shall be shared by the

Union and the Employer.

2. Compensation

In the event such temporary reassignment is to another

job, the employee’s pay rate shall remain the same for a

period not to exceed three (3) months.

3. Duration

At the end of three (3) months in such assignment, if t

employee’s medical prognosis is that the employee will

not be capable of filling his/her old position within three

(3) additional months, the employee may be permanently

assigned to the job he/she then holds, or the employee

may bid for any other vacancy without restriction as to

pay level up to and including the employee’s old pay level

in accordance with

Article 12.

Grievance-Arbitr

ation Procedure

1. Appeals to Step 3 and arbitration will be sent to HQ Labor

Relations Service Center.

2. Arbitrators will be selected from mutually established

National, Regional and Expedited (as appropriate)

Arbitration Panels to decide disputes arising between th

Employer and the Union.

Article 40.8.H.2

251

Except as provided in E.1 and 2 above, all other

provisions of Article 15 of this Agreement apply to the

Operating Services Craft.

F. Parking

The Employer agrees that every effort will be made to provide

parking for employees covered by this Article, utilizing the

existing parking facilities and in accordance with current

parking regulations.

G. Discussion

For a minor offense, discussion in private shall be a method of

dealing with that offense. A discussion is a private matter

between the supervisor and the employee.

1. The supervisor and the employee shall sign and date a

written statement which acknowledges the discussion and

the reason(s) therefore.

2. Except as provided in G.1, all other provisions of Article

16 of this Agreement apply to Operating Services Craft

employees

Represen

tation and Labor-Management Cooperation

1. Two (2) stewards shall be compensated for attendance at

meetings called by the Employer which concern contract

application and which are held during the stewards’

rmal work hours.

2. The Union party to this Article shall be entitled to Joint

Labor-Management Committee meetings with the

Employer. These meetings shall be held for the purpose

of discussing and considering with management matters

of mutual concern. The Employer will compensate two

(2) bargaining unit employees designated as the

representatives from the Union for actual time spent in the

meeting at their applicable rate providing the time

pent in such meeting is part of the employee’s regularly

Article 40.8.H.2

252

schedul

ed work hours. Meetings may be held quarterly or

upon request of either party. Neither party shall attempt to

change, add to or vary the terms of this Article at these

meetings.

3. The Union may, through its certified steward employed

by the Employer, solicit bargaining unit employees for

membership in the Union and receive Union dues from

employees in non-work areas of the Employer’s premises

during non-work time, provided such activity is

carried

out in a manner which does not interfere with the orderly

conduct of the Employer’s operatio

4. Requests for information concerning matters other than

pending grievances should be submitted in writing by a

Union officer to Labor Relations, U.S. Postal Serv

ice

Headquarters.

5. Except as provided elsewhere in this Article or in G.1-4

above, all other provisions of Articles 17 and 31 of this

Agreement applies to the Operating Services Craft.

I. Rights of Union Officials to Enter Postal Installation

Upon reasonable notice to the head of Operating Services, or

Facility Services, or their designee, and at a mutually agreeable

time, a duly authorized Union official may be permitted to enter

a specified area of the Headquarters building or Engineering

Facility Services for the purpose of performing and engaging in

official Union duties and business related to this Collective

Bargaining Agreement. No Union official may enter any area

of the Headquarters building or Engineering Facility Services

without the express consent of management except as

elsewhere provided in this Article.

There shall be no interruption of the work of employees due to

such visits and such official shall adhere to the established

security regulations.

Article 40.8.K.2

253

Tools

The Employer will provide adequate tools, tool kits, and

equipment on a charge-out basis as accountable property to

those employees who require such items for the performance of

their assigned function. Where the Employer determines that

tools are obsolete, such tools will be recalled and removed from

the employee’s accountability. The Employer shall have the

right to assess employees for tools or equipment due to the

employee’s misuse of such materials. Such assessment shall be

subject to the grievance-arbitration procedure.

Under no circumstances will the employee be required to use

personal tools and equipment.

K. Subcontracting

Statement of Principle

The Employer will give due consideration to public

interest, cost, efficiency, availability of equipment, and

ualifications and availability of employees whe

evaluating the need to subcontract.

Advance Notice

The Employer will give advance notification to the Union

at the National Level when subcontracting which will

have a significant impact on bargaining unit work is being

considered and will meet with the Union while develop

ing

the initial Comparative Analysis Report. The Employer

will consider the Union’s views on costs and other factors,

together with proposals to avoid subcontracting and

proposals to minimize the impact of any subcontracting.

A statement of the Union’s views and proposals will be

included in the initial Comparative Analysis and in any

Decision Analysis Report relating to the subcontracting

under consideration. No final decision on whether or not

such work will be contracted out will be made until th

matter is discussed with the Union.

Article 40.8.L.1

254

L. Work

and/or Time Standards

Meeting to Discuss Differences.

Within a reasonable

time

not to exceed ten (10) days after the receipt of su

notice, representatives of the Union and the Employer

shall meet for the purpose of consulting and discussion

with regard to any differences that may arise concerning

such proposed work measurement systems or work

time standards.

Implementation of Change.

If no agreement is reached

within five (5) days after the meetings begin, the

Employer may institute or change such systems or

standards. The Union will be so notified in writing. If,

after receipt of such notification, it is necessary for a

determination by the Union as to whether any of the

matters dealt with in the notification are to be regarded by

them as being in violation of the work measurement

systems, the Union shall, after reasonable notice to the

Employer, be permitted through qualified representativ

to make time or work studies. If such studies are not

completed prior to the Employer’s instituting the new or

changed system or standards, the studies may,

nevertheless, be completed. There shall be no disruption

of operations or of the work of employees due to the

making of such studies. Upon request, the Union

representative shall be permitted to examine relevant

available technical information necessary to complete the

Union’s study. The Employer is to be kept info

rmed

during the making of such studies.

Grievances on Changes

. If, after the Employer in

itiates

a change, the Union believes there is a violation of the

fair, reasonable and equitable standards, it is expressly

understood that the matter is grievable.

Article 40.8.P

255

Except as outlined in L.1-3 above, Sections A, B and C of

Article 34 of this Agreement apply to Operating Services

Craft employee

M. Administrative Leave (ACTS OF GOD)

The President of the local Union will be notified as soon

practicable after the Manager, Headquarters Facility Services,

and Manager, Administrative Services, Merrifield, VA,

determines that extreme emergency conditions exist which

prevent employees from reporting for duty. Once employees

have reported for duty, administrative leave shall be granted t

all employees in the bargaining unit, except those who perform

essential duties, on the same basis as administrative leave is

granted to nonbargaining unit employees at Headquarters o

Headquarters related units (Merrifield, VA).

N. Policy on Telephones

The parties recognize that telephones are for official USPS

business. However, the Employer shall establish a policy for the

use of telephones for local calls by designated Union stewards

or Local Union officers for legitimate business related to th

administration of the Agreement and grievances subject to

sound business judgment and practices.

Ins

pection of Lockers

The Employer agrees that, except in matters where there is

reasonable cause to suspect activity which is criminal, a steward

the employee shall be given the opportunity to be present at

any inspection of employees’ lockers. For a general inspection

where employees have had prior notification of at least a week,

the above is not applicable.

Anti-

Fatigue Measures

The subject of fatigue as it relates to the safety and health of an

employee is a proper subject for the consideration of the Joint

Labor-Management Committee as provided under Article 17 of

this Agreement.

Article 40.8.Q

256

Q. Safety Equipment

Any

safety equipment required by the Postal Service shall be

furnished to the employees by the Postal Service, but shall

remain the property of the Postal Service.

Cleaning and Preventative Maintenance

Cleaning Criteria

The Employer agrees that the Headquarters building and

the Engineering Facility Services, U.S. Postal Service,

shall be cleaned by utilizing U.S. Postal Service approved

cleaning criteria such as those found in Handbook MS-47.

Maintenance Criteria

The Employer further agrees to maintain the Headquarters

building and the Engineering Facility Services, U.S.

Postal Service, utilizing USPS approved building

equi

pment and mechanical equipment maintenance

criteria such as those found in Handbook MS-

Discussions With Union

The Employer agrees that, before deviating from any

the applicable criteria, such deviations will be discussed

with the Union at the National Level prior to

implementation.

S. Other Contract Articles

To the extent that there are inconsistencies between the

provisions of this Article and other Articles and Memos in this

Agreement, the provisions of this Article will apply.

Article 41.1.H

257

ARTICLE 41

MATERIAL SUPPORT CRAFT

Section 1. Definition

Section 2. Seniority

Section 3. Posting

Section 4. General Provisions

Section 1. Definitions

A. Duty Assignment.

A duty assignment is a set of duties and

responsibilities within a recognized position regula

rly

scheduled during specific hours of duty.

B. Preferred Duty Assignment.

A preferred duty assignment

is an assignment preferred by a full-time employee.

C. Bid.

A written

request submitted to the installation head to

be assigned to a duty assignment by a full-time employee

eligible to bi

D. Application.

written request by an employee for

consideration for an assignment for which the employee is not

titled to submit a bid.

E. Abolishment.

A management decision to reduce the

number of occupied duty assignment(s) in an established

sect

ion or installation.

Reversion.

management decision to reduce the number

of positions in an installation when such position(s) is/are

vacant.

G. Residual Vacancy.

The position that remains vacant after

the completion of the voluntary bidding process.

Conversion.

he act of changing the status of a part-time

flexible employee to full-time by appropriate personnel action

(Form 50).

Article 41.2.A

258

Section 2. Pri

nciples of Seniority

A. Introduction

1. The Employer and the Union agree to the following

seniority principles which replace all former r

ules,

instructions, and practices.

2. This Article will continue relative seniority standings

properly established under past principles, rules, and

instructions and the Agreement shall be so applied. If an

employee requests a correction of seniority standing,

is the responsibility of the requesting employee to

identify and restate the specific instructions, rule, or

practice in support of the request.

. Coverage

No employee, solely by reason of this Article shall be displaced

from an assignment gained in accordance with former rules.

C. Responsibility

The installation head shall be responsible for the administration

of seniority. A current seniority list shall be posted on official

bulletin boards following the effective date of this Agreement

and a copy of the seniority list shall be furnished to the Union.

Thereafter, changes to the seniority list shall be made only when

they occur and a copy of such changes will be provided to the

Union.

D. Application of Seniority

All bargaining unit employees in an installation shall constitute,

for seniority purposes, a single unit.

1. Seniority for Employees

This seniority determines the relative standing among

ll-time employees. Seniority for bargaining un

employees is computed from date of transfer to, or

appointment in the installation and continues to accrue

Article 41.2.D.3.b

259

so l

ong as service in the installation is uninterrupted,

except as otherwise provided herein.

2. Seniori

ty Tie Breaker

Except as otherwise provided for in this Article, when

is necessary to resolve a tie in seniority between two (2)

or more Material Support Craft employees, the following

criteria shall apply in the order set forth below:

a) total continuous postal career service in the Material

Support Craft within the installation;

b) total postal career service in the Material Support

Craft within the installation;

c) total postal career service in the Material Support

Craft;

d) total postal career service within the installation;

e) total postal career service;

f) total postal service;

g) total Federal service as shown in the service

computation date;

h) numerical by the last three (3) or more numbers

(using enough numbers to break the tie, but not fewer

than three (3) numbers) of the employee’s social

security number, from lowest to highest.

3. Part-Time Flexible Employees

a) Part-time flexible employees are placed on the part-

time flexible roll in the same manner as seniority i

determined in Section 2.D.1 & 2 above.

b) Part-time flexible employees shall be converted to

full-time in the manner set forth in this Section. When

an opportunity for conversion to a Material Support

Craft position exists, the vacant assignment shall

be posted for application to all part-time flexible

Article 41.2.D.3.b

260

emplo

yees assigned to the installation. Except for

those positions filled on a best qualified basis, the

senior applicant who meets the minimum

qualifications of the vacant position shall be

converted to full-time and placed into the vacant

assignment within 28 days of being identified as the

senior applicant who meets the minimum

qualifications of the vacant position.

c) If the opportunity for conversion is to a position filled

a best-qualified basis, the applicant who best

meets the qualifications of the position shall be

converted and placed into the vacant assignment.

Applications from part-time flexible employees shall

not be considered if sufficient (equal or g

reater

number than available assignments) full-time

employees, meeting the minimum qualifications,

apply.

d) The date of career appointment in the installation

shall be used for vacation scheduling.

E. Changes in Which Seniority is Lost

Except as specifically provided elsewhere in this Agreement, an

employee begins a new period of seniority:

1. when the change is at the employee’s own request from

one installation to another;

2. upon reinstatement or reemployment;

3. upon transfer into the Postal Service from any oth

Federal agency;

4. upon a mutual exchange between the employees; or

5. upon being excessed/surplused from an APWU

bargaining unit into the MES or MDC except that the

employee will retain his/her status of full-time or part-

time.

Article 41.2.F.3

261

F. C

hanges in Which Seniority is Retained, Regained or

Restored

Reemployment After Disability Separation

On reinstatement or reemployment after separation caused

by disability, retirement or resignation because of personal

illness and the employee so stated in the resignation and

furnished satisfactory evidence for inclusion in the

personnel folder, the employee receives seniority credit for

past service for time on the disability retirement or for

illness if reinstated or reemployed in the same or lower

salary level, from which originally separated; provided

application

for reinstatement or reemployment is made

within six (6) months from the date of recovery. The date

of recovery in the case of disability retirement must be

pported by notice of recovery from the Compensation

Group, Office of Personnel Management and in the case of

resignation due to illness, by a statement from the

applicant’s physician or practitione

2. Restoration

On restoration in the same installation after return from

military service, transfer under letter of authority, or unjust

removal, an employee shall regain the same seniority right

as if not separated.

3. Reassignment and Return in Ninety (90) Days

A career employee, voluntarily reassigned from one

installation to another with or without change in salary

level and voluntarily reassigned within ninety (90) days

the former installation regains seniority previously

acquired in the installation augmented by intervening

employment.

Article 41.2.G.1

262

G. Bidding

. All full-time positions, including higher-level positions,

shall be filled by a full-time employee who is the sen

ior

qualified bidder meeting the qualification standards for the

position except for the following positions, which shall be

filled on a best qualified basis:

Material Distribution Centers

Position

Number

Position Title

C7-09

Building Equipment

Mechanic

(

Level 9

)

SP-2001 Customer Service Clerk

(Level 7)

When job vacancies occur in

Building Equipment

Mechanic, C7-09

; or Customer Service Clerk, employees

occupying the same standard position as the vacant

position may bid for the vacancy on the basis of senior

qualified, except when the vacant assignment is being

considered for reversion or being withheld per Article 12.

The residual vacancy will be posted for application unless

the vacancy meets one of the exceptions in the preceding

paragraph.

Material Support Craft employees detailed to a

nonbargaining unit position may not bid or apply fo

vacant Material Support Craft assignments while so

detailed. However, nothing contained herein shall be

construed to preclude such temporarily detailed

employees from voluntarily terminating a nonbargaining

detail and returning to their craft position. Upon return to

the craft position, such employees may exercise their right

to bid or apply for vacant craft duty assignments.

Article 41.2.I.1.a

263

The

duty assignment of a full-time Material Support Craft

employee detailed to a nonbargaining unit position,

including a nonbargaining unit training program, in excess

of four (4) months shall be declared vacant and shall be

posted for bid in accordance with this Article. Upon return

to the craft, the employee will become an unassigned

regular. An employee temporarily detailed to a

nonbargaining unit position will not return or be returned

to the craft solely to prevent the employee’s assignment

from being posted for bid. Form 1723, Notice of

Assignment, shall be used in detailing craft employees to

temporary nonbargaining unit positions. The Employer

will provide the Union at the Local Level with a copy of

Form(s) 1723 showing the beginning and ending of all

such details.

Employees detailed to nonbargaining unit positions are not

entitled to out-of-schedule premium.

H. Special Benefits to Certain Veteran Employees

Employees whose names are within reach on an eligible register

and who lost opportunity for career appointment because of

service in the military service after June 30, 1950, who

subsequently received career appointment, based on restored

eligibility, and were granted the benefits of Public Law 121 are

entitled to seniority from the date the lower eligible on the same

list of eligibles received a career appointment.

I. Filling Positions Reevaluated

1. When an occupied position is upgraded on the basis of

the present duties:

a. the incumbent will remain in the upgraded job

provided the incumbent has been in that job for more

than one (1) year;

Article 41.2.I.1.b

264

b. t

he job will be posted for bid in accordance with this

Agreement if the incumbent has not been in the job for

more than one (1) year.

2. When an occupied position is upgraded on the basis o

duties which are added to the position:

a. the incumbent will remain in the upgraded job

provided the incumbent has been in that job for more

than one (1) year. The year of required incumbency i

the job begins when the duty or duties were added

which permitted the job to be reranked;

b. the job will be posted for bid in accordance with this

Article if the incumbent has not been in the job in

accordance with 2.a above

3. When Management places automatic equipment in an

installation and an employee is assigned to operate the

equipment, the time the employee spends on this job

before it is ranked and established shall be counted a

incumbency in the position for the purpose of being

upgraded or assigned.

Section 3. Principles of Posting

A. Newly established and vacant duty assignments shall

be posted as follows:

1. All newly established duty assignments within the

bargaining unit shall be posted for full-time bargaining

unit employees eligible to bid within twenty-eight (28)

days. All vacant duty assignments shall be posted within

twenty-eight (28) days unless such vacant

duty

assignments are reverted or where such vacant duty

assignment is being withheld pursuant to Article 12,

Section 5.B.2. The duties of a vacant assignment will not

be segmented solely to avoid the posting or reversion of

a vacant position.

Article 41.3.A.8

265

When a vacant position is under consideration for

reversion, the Local Union President will be given an

opportunity for input prior to a decision. The decision to

revert or not to revert the position shall be made not later

than twenty-eight (28) days after it becomes vacant and

if the vacant assignment is reverted, a notice shall be

posted advising of the action taken and the reason

therefor.

3. When it is necessary that fixed scheduled day(s) of work

in the basic work week for an assignment be permanently

changed, the affected assignment(s) shall be repos

ted.

4. No assignment will be posted because of a change in

starting time unless the change exceeds one (1) hour.

Whether to post or not is negotiable at the Local Level if

it exceeds one

(1) hour.

5. Change in duty assignment as specified below, will

require reposting:

a. a fifty percent (50%) change in actual duties to be

performed;

b. a change in principal assignment area which

requires reporting to a different physical location,

i.e., building, facility, etc., except the incumbent

shall have the option to accept the new assignment.

6. The installation head shall establish a method for

andling multiple bidding on duty assignments wh

ich

are simultaneously posted.

7. An employee may withdraw a bid on a posted

assignment, if the withdrawal request is received in

writing prior to the closing date of the posting.

8. An unassigned employee may bid on duty assignments

posted for bid. An unassigned employee may be assigned

to any vacant duty assignment; however, if more than

Article 41.3.A.8

266

one (

1) vacant duty assignment is available, the

unassigned employee shall be given a choice of

assignment based upon the employee’s seniority

provided, however, the employee is qualified to perform

the duties and responsibilities of the assignment selected.

9. All bids are to be submitted on a standard bid form. In

the absence of a standard bid form, a bid submitted

writing shall be accepted.

Place of P

osting

Bids for an assignment shall be posted on all official bulletin

boards at the installation where the vacancy exists. Copies of

the notice shall be given to the designated Union representative.

When an absent employee has so requested in writing,

providing a mailing address, a copy of any notice inviting bids

shall be mailed to the employee by the installation head. Posting

and bidding for preferred duty assignments shall be installation-

wide unless otherwise specified.

C. Length of Posting

The notice shall remain posted for ten (10) days.

D. Information on Notices

1. The duty assignment (as defined above in Section 1.A, if

applicable) by position title and number, e.g., key,

standard or individual position;

2. salary level;

3. hours of duty (beginning, ending);

4. the principal assignment area, e.g., section and/or

location of activity;

5. qualification standards and occupational code number;

6. physical requirement(s) unusual to the specific

assig

nment (heavy lifting, etc.);

Article 41.3.E.4

267

invitation to employees to submit bids;

8. the scheduled days of work;

9. date of posting and time.

Successful Bidder

1. W

ithin ten (10) days after the closing date of the posting,

the installation head shall post a notice stating the na

and seniority of the successful bidder. The senior

qualified bidder meeting the qualification standards

established for that position or the best qualified

selection, if applicable, shall be designated th

“successful” bidder.

2. The successful bidder must be placed in the new

assignment no later than twenty-eight (28) days after the

date of notification of selection as provided in E.1 above.

3. Ninety (90) Day Work Requirement.

An employee who is placed in any of the vacant duty

assignments other than Customer Service Clerk duty

assi

gnments, in accordance with this Section shall be

required to work that duty assignment for a period of no

less than ninety (90) days, unless exer

cising a bid:

a. to a similar assignment with different days or hours of

duty;

b. to a job in a higher level;

c. due to elimination or reposting of the duty assignment;

d. because of substantiated medical or health reasons,

whereby continuation would be harmful to the

employee.

4. An employee who is placed in any vacant Customer

Service Clerk duty assignment shall be required to work

that duty assignment for a period of no less than 365

days, unless exercising a bid:

Article 41.3.E.4.a

268

a. t

o a similar assignment with different days or hours

of duty;

b. to a job in a higher level;

c. due to elimination or reposting of the duty assignment;

d. because of substantiated medical or health reasons

whereby continuation would be harmful to the

employee.

5. Normally an employee shall work the duty assignment

for which the employee has been designated the

successf

ul bidder.

Definitio

n of a Section

The Employer and the Union shall define sections within

the installation. Such definition will be confined to one (1)

more of the following:

1. pay location;

2. by floor;

3. tour;

4. job within an area;

type

of work

;

6. installation; or

7. building.

Section 4. General Provisions

A. Tools

The Employer will provide adequate tools, tool kits and

equipment on a charge-out basis to those employees who

require such items for the performance of their assigned

function. The determination as to what tools, tool kits and

equipment are required and the adequacy of such items will be

Article 42

269

made

by the Employer. Where the Employer determines that

tools are obsolete, such tools will be recalled and removed from

the employees’ accountability.

B. Anti-Fatigue Measures

The subject of fatigue as it relates to the safety and health

of an employee is a proper subject for the consideration

the Joint Labor-Management Safety Committee as

provided in Article 14 of this Agreement. The Employer

will continue past practices with regard to anti-fatigue

devices.

ARTICLE 42

ENERGY SHORTAGES

In the event of an energy crisis, the Employer shall make every

reasonable attempt to secure a high priority from the

appropriate Federal agency to obtain the fuel necessary for the

satisfactory maintenance of postal operations. In such a case, or

in the event of any serious widespread energy shortage, the

Employer and the Union shall meet and discuss the problems

and proposed solutions through the Labor-Management

Committee provided in Article 17.

(The preceding Article, Article 42, shall apply to PSEs)

Article 43

270

ARTICLE 43

SEPARABILITY AND DURATION

Section 1. Separability

Should any part of this Agreement or any provision contained

herein be rendered or declared invalid by reason of any existing

or subsequently enacted legislation or by a court of competent

jurisdiction, such invalidation of such part or provision of this

Agreement shall not invalidate the remaining portions of this

Agreement, and they shall remain in full force and effect.

Section 2. Duration

Unless otherwise provided, this Agreement shall be effective

February 28, 2022

, and shall remain in full force and effect to

and including 12 midnight

September 20, 2024

and unless

either party desires to terminate or modify it, for successive

annual periods. The party demanding such termination or

modification must serve written notice of such intent to the

other party, not less than 90 or more than 120 days before the

expiration date of the Agreement.

(The preceding Article, Article 43, shall apply to PSEs)

In witness whereof the parties hereto affix their signatures

below this 28th day of February 2022.

271

MORANDUMS OF UNDERSTANDING

AND LETTERS OF INTENT

APPENDIX A

APWU Postal Support Employees Memoranda

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Postal Support Employees

The parties agree to the following general principles concerning

postal support employees (PSEs):

1. General Principles

a. The PSE workforce will be comprised of noncareer,

bargaining unit employees, which is the only category of

noncareer employees established to work within the

APWU bargaining unit. There will be no PSEs in the

Maintenance Craft. In the Motor Vehicle Craft there

will

be no PSEs except as agreed upon in Paragraph 2 of the

Motor Vehicle Craft Jobs Mem

b. PSEs will be hired for a term not to exceed 360 calendar

days and will have a break in service of at least five (5)

days, if reappointed.

c. Leave provisions for PSEs are included in Attachment A.

d. For PSE percentage use allowances, see Article 7.1.B.

e. The Postal Service will provide a report every four-week

reporting period with information needed to monitor

compliance with the provisions above, i.e., the total

number of career bargaining unit employees and PSEs by

craft, function, installation and

District.

272

f. The

hourly rates for PSEs effective

November 20, 2021,

shall be as follows:

Grade

Hourl

Rate

$18.03

$19.12

$20.26

$20.67

Shoul

d it be necessary for recruitment or retention of PSEs,

the Postal Service may pay higher hourly rates, with the

concurrence of the Union.

Whenever contracting or insourcing is under consideration,

the Union may propose different hourly rates for

competitive purposes.

2. Contract Provisions

The parties agree that only the following articles and portions

of articles of the National Agreement apply to PSEs

outlined below:

Article 1

Article 2

Article 3

Article 5

273

ARTICLE 7

EMPLOYEE CLASSIFICATIONS

Section 1. Definition and Use

* * * * *

B. Postal Support Employees (PSEs)

1. The PSE workforce shall be comprised of noncareer

bargaining unit employees.

2. During the course of a service week, the Employer will

make every effort to ensure that qualified and available

part-time flexible employees are utilized at the straight-

time rate prior to assigning such work to PSEs.

With the exception of PSEs in Level 4 RMPOs, and

if not converted earlier, PSEs will automatically

convert to career after they reach 24 months of

relative standing.

In the Motor Vehicle Craft, PSEs will be permitted in

the craft only when created in accordance with

Paragraph 2 in the 2010 Motor Vehicle Craft Jobs

MOU.

(See Postal Support Employees Memoranda,

Attachment B, page 290)

In the Clerk Craft, the total number of PSEs used in mail

processing (Function 1) within a District, will not

exceed 20% of the total number of career mail

processing (Function 1) Clerk Craft employees within

that District, except in accounting periods 3 and 4. The

total number of PSEs used in retail/customer services

(Function 4) within a District will not exceed 20% of

the total number of career retail/customer services

(Function 4) Clerk Craft employees within that District.

274

The number of PSEs derived from the retail/customer

services (Function 4) percentage may be used in

Function 1 and when doing so will not count against the

20% mail processing (Function 1) District cap.

(PSEs employed in POStPlan offices will not count

against the 20% District cap except as provided for

in the POStPlan Memo Re: POStPlan: Staffing of

Offices, Filling of Assignments, PSE Usage and

Conversions dated 9/22/2014)

In Level 22 and above offices, PSEs in retail/ cu

stomer

services (Function 4) who work the window will not

exceed 10% of the career retail clerks in that installation

whose duties include working the window. The

rounding up rule of .5 and above applies.

In Level 21 and below offices, PSEs in retail/customer

serv

ices (Function 4) who work the window will not

exceed 20% of the career retail clerks in that installation

whose duties include working the window. The

rounding up rule of .5 and above applies.

When the hours worked by a PSE on the window

demonstrates the need for a full-time preferred duty

assig

nment, such assignment will be posted for bid

within the section. PSE employees who work th

window may work in relief of employees holding duty

assignments on the window.

ny non-APWU bargaining unit employee on light or

limited duty in an APWU craft or on a rehabilitation

assignment in an APWU craft who does not hold a bid

assig

nment will not be counted as a career employee for

the purpose of determining the number of PSEs who

may be employed in that APWU craft.

n addition to the caps in Paragraph 4 above, PSEs will

not be counted towards the allowable percentages of

275

PSEs with

in a District when employed for new work

that is brought into the bargaining unit covered by this

Agreement, including work being contracted out that is

brought in-house, as follows:

a. In the Clerk Craft, in any former Contract Postal

Unit (CPU) that is brought back in-house, unless it

is a full-service unit or it primarily provides po

stal

services.

b. The Employer and the Union may agree upon the

use of additional PSEs in other circumstances

when new or contracted work is brought in-house,

or when new retail initiatives that are not full-

service post offices are established.

The Postal Service will provide a report, every four-

week reporting period with information needed t

monitor compliance with the provisions above, i.e., the

total number of career bargaining unit employees and

PSEs by craft, function, installation and Dist

rict.

10.

PSE employees shall be hired from an appropriate

may establish. They will be hired for a term not to

exceed 360 calendar days per appointment. Such

employees have no daily or weekly work hour

guarantees, except as provided for in Article 8.8.D.

PSEs will have a break in service of at least five (

days, if reappointed.

ARTICLE 8

HOURS OF WORK

Section 2. Work Schedules

A. The employee’s service week shall be a calendar week

beginning at 12:01 a. m. Saturday and ending at 12

midnight the following Friday.

276

The employee’s service day is the calendar day on which

the majority of work is scheduled. Where the work

schedule is distributed evenly over two (2) calendar days,

the service day is the calendar day on which such work

schedule begins.

Section 3. Exceptions

* * * * *

PSEs will be scheduled in accordance with Section 2, A and B,

of this Article.

All PSEs will be offered a minimum of one (1)

nonscheduled day each service week, except during the peak

season exception period. Management will notify PSEs of

their assigned nonscheduled day by the Wednesday

preceding the service week.

Section 4. Overtime Work

* * * * *

G. Overtime Work PSEs

PSEs shall be paid overtime for work performed only after

eight (8) hours on duty in any one (1) service day or forty

(

40) work hours in any one (1) service week. Over

time

pay for PSEs is to be paid at the rate of one and one-half

(1½) times the basic hourly straight-time rate.

Article 8.4.C, 8.4.E, and 8.4.F related to penalty overtime,

will apply to PSEs. Excluding December, PSEs will

receive penalty overtime pay for all work in excess of ten

(10) hours in a service day or fifty-six (56) hours in a

service week. Wherever two (2) or more overtime

premium rates may appear applicable to the same hour or

hours worked by a PSE, there shall be no pyramiding or

adding together of such overtime or premium rates and

only the higher of the PSE’s applicable rates shall appl

or premium rates and only the higher of the PSE's

applicable rates shall apply.

277

When

an opportunity exists for overtime for qualified and

available full-time employees, doing similar work in the

work location where the employees regularly work, prior

to utilizing a PSE in excess of eight (8) work hours in a

service day, such qualified and available full-time

employees on the appropriate Overtime Desired List will

be selected to perform such work in order of their

seniority on a rotating basis.

* * * * *

Section 7. Night Shift Differential

For time worked between the hours of 6:00 p.m. and 6:00 a.m.,

employees shall be paid additional compensation at the

applicable flat dollar amount at each pay grade and step in

accordance with the attached table. (Table

4.2

)

Section 8. Guarantees

* * * * *

D. Any PSE employee who is scheduled to work and who

reports shall be guaranteed two (2) hours of work or pay. Any

PSE employee who is scheduled to work and who reports t

work in a post office or facility with 200 or more workyears

of employment shall be guaranteed four (4) hours of work or

pay.

Section 9. Wash-up Time

Installation heads shall grant reasonable wash-up time to those

employees who perform dirty work or work with toxic

materials. The amount of wash-up time granted each employee

shall be subject to the grievance procedure.

(The preceding paragraph, Article 8.9, shall apply to PSEs.)

278

ARTIC

LE 9

SALARIES AND WAGES

Section 7. Postal Support Employees

The hourly rates for PSEs shall be adjusted by the general

increases provided for in Article 9.1. PSEs will receive the

following wage adjustments:



PSEs will receive annual 1% wage increases in a

ddition

to the general wage increases provided above for career

employees

(i.e., 2.3%, 2.3%, and 2.3%)



PSEs will also receive wage increases in addition to the

general and annual increases above as follows:



$0.50 per hour effective on April 9, 2022

All percentage increases are applied to the wage rates in effect

September 20, 2021

(See Table

4.1

)

ARTICLE 10

LEAVE

Section 2. Leave Regulations

A. The leave regulations in Subchapter 510 of the Employee

and Labor Relations Manual, insofar as such regulations

establish wages, hours and working conditions of

employees covered by this Agreement, other than PSEs,

shall remain in effect for the life of this Agreement.

B. Career employees will be given preference over noncareer

employees when scheduling annual leave. This preference

will take into consideration that scheduling is done on a

tour-by-tour basis and that employee skills are a

determining factor in this decision.

279

ARTIC

LE 11

HOLIDAYS

* * * * *

Section 6. Holiday Schedule

D. Postal Support Employees

PSEs will be scheduled for work on a holiday or

designated holiday after all full-time volunteers are

scheduled to work on their holiday or designate

holiday. They will be scheduled, to the extent possible,

prior to any full-time volunteers or non-volunteers

being scheduled to work a nonscheduled day or any

full-time non-volunteers being required to work their

holiday or designated holiday. If the parties have locally

negotiated a pecking order that would schedule fu

ll-time

volunteers on a nonscheduled day, the Local

Memorandum of Understanding will apply.

* * * * *

Section 8. Holiday Postal Support Employee

A. PSEs will receive holiday leave pay subject to the

eligibility guidelines in Article 11.2 for the following six (6)

holidays:



New Year’s Day



Memorial Day



Independence Day



Labor Day



Thanksgiving Day



Christmas Day

B. The number of hours of holiday leave pay that a PSE

receives for each of the above holidays will be determined by

the size of the office in which he/she works:

280



200

workyear offices - 8 hours



POStPlan offices - 4 hours



All other offices - 6 hours

PSEs who work on a holiday may, at their option, elect to have

their annual leave balance credited with 4, 6, or 8 hours (as

applicable) of annual leave in lieu of receiving holiday pay.

Article 14

Article 15

Article 17, Sections 2, 3, 4, 6 and 7

Article 18

ARTICLE 19

HANDBOOKS AND MANUALS

Article 19 shall apply in that those parts of all handbooks,

manuals and published regulations of the Postal Service, which

directly relate to wages, hours, or working conditions shall

apply to PSEs only to the extent consistent with other rights and

characteristics of PSEs negotiated in this Agreement and

otherwise as they apply to the supplemental workforce. The

Employer shall have the right to make changes to handbooks,

manuals and published regulations as they relate to PSEs

pursuant to the same standards and procedures found in Article

19 of this Agreement.

Article 20

Article 22

Article 23

Article 24

ARTICLE 26

UNIFORMS AND WORK CLOTHES

Section 4. Annual Allowance for PSEs

On an annual basis, postal support employees who are assigned

as PSE Sales/Service & Distribution Associates, SSDA D/A 81-

4, who have met the criteria listed below, will be eligible to

281

rchase Type 2 uniforms as outlined in the Employee and

Labor Relations Manual (ELM), Section 933.2, with the same

allowance as provided to eligible career retail clerks by Article

26.2.A of the National Agreement:

1. completed ninety (90) work days, or have been

employed for one hundred twenty (120) calendar days,

whichever comes first;

2. successfully completed required training; and

3. meet the requirements of the Employee and Labor

Relations Manual (ELM), Section 932.11.g, which

includes "Retail personnel, ...whose official assignment

at a retail counter is for a minimum of 4 hours daily for

5 days a week on a continuing basis or for not less than

30 hours a week."

If a PSE SSDA, who has met the above criteria, is subsequently

assigned to a different PSE job title, and/or no longer meets the

requirements of ELM 932.11.g, stated in #3

above, he/she will

no longer be eligible for the uniform program.

PSEs will receive the additional uniform credit authorized by

Article 26.2.B with their first uniform allowance following

conversion to career status.

New Work PVS Postal Support Employee (PSE) Motor Vehicle

Operators and Tractor-Trailer Operators will be eligible for a

Type 1 uniform allowance provided:

1) they meet the same criteria as the part-time employees

with a regular or flexible work schedule, four (4) hours

or more a day during the course of a year; and

2) they operate or hold themselves in readiness to operate

vehicles as outlined in the ELM 932.11.b.

The uniform allowance will be effective when the PVS (PSE)

driver completes ninety (90) work days, or has been employed

for one hundred twenty (120) calendar days, whichever comes

first.

282

for

one hundred twenty (120) calendar days, whichever comes

first.

The above-referenced uniform purchases are reimbursed by the

Postal Service directly to the vendor.

Article 27

Article 28

Article 31

Article 32

Article 34

Article 36

Article 42

Article 43

Only the following Memorandums of Understanding from the

2021

National Agreement shall apply to PSEs:

Use of Privately Owned Vehicles

Leave Sharing

Leave Without Pay

Time Limitations Concerning Bone Marrow,

Stem Cell, Blood Platelet, and Organ Donations

Removal of Social Security Number References

Residual Vacancies - Clerk Craft

Assignment of PTF Hub Clerks

Purge of Warning Letters

Postal Support Employee (PSE) District Caps

Postal Support Employee (PSE) Automatic

Conversion to Career

Work Environment Improvement Task Force

Deaf and Hard of Hearing

Use of Leave – Qualifying Period

Article 21.1

283

Remo

te Encoding Center (REC) Staffing

PSE Annual Leave

3. Other Provisions

A. Light Duty

Article 13 does not apply to PSEs. However, Article 13

does not prohibit the assignment of PSEs to light duty.

B. Article 15

1. The parties recognize that PSEs will have access to

the grievance procedure for those provisions which

the parties have agreed apply to

PSEs.

2. Nothing herein will be construed as a waiver of the

emp

loyer’s obligation under the National Labor

Relations Act. PSEs will not be discharged

for

exercising their rights under the grievance-arbitration

procedure.

3. PSEs may be separated at any time during their term

of appointment for lack of work. Separations for lack

of work shall be by inverse relative standing on the

appropriate PSE roll. Such separations are not

grievable except where the separations are pretextual.

PSEs separated for lack of work will be given

reappointment ahead of other PSEs with less relativ

standing on the PSE roll (or hiring a new PSE) within

the installation if the need for hiring arises within one

) year of their separation. PSEs are separated for

five (5) days between appointments.

When operational circumstances indicate that

reappointment for a PSE(s) is not needed and the

installation employs a PSE(s) with lower relative

standing, the PSE(s) with higher standing will be

reappointed and the PSE(s) with the lower standing

in the installation will be separated instead. Such

separation of a PSE(s) with the lowest standing is not

284

grie

vable except where the separation is pretextual.

These PSE(s) separated for lack of work during or

upon completion of their term of appointment will be

given reappointment ahead of other PSE(s) with less

relative standing on the PSE roll (or hiring a new

PSE) in the installation if the need for hiring arises

within one (1) year of separation.

PSEs may be disciplined or removed within the

term of their appointment for just cause and any

such discipline or removal will be subject to the

grievance-arbitration procedure, provided that

within the immediately preceding six (6) months,

the employee has completed ninety (90) work days,

or has been employed for 120 calendar days,

whichever comes first.

In the case of removal for cause within the term of an

appointment, a PSE employee shall be entitled to

advance written notice of the charges against him/her

in accordance with the provisions of Article 16 of the

National Agreement.

Article 25, Higher-Level Pay

In the event a PSE is temporarily assigned to a higher-

level position, such employee will be paid at the higher

level only for the time actually spent on such job. This

language should not be construed to encourage the Postal

Service to temporarily assign such employees to higher-

level positions. When the opportunity exists for higher-

level assignment, the principle of preference for caree

employees over PSEs should be utilized. PSEs will not

be assigned to higher-level assignments within func

tion

four (e.g., LSSA, Bulk Mail Tech, Special Postal Clerk,

Lead Clerk), except when no career employee is

available.

285

D. Health Insurance

The Po

stal Service will make a biweekly contribution to

the total premium for any PSE who wishes to participate

in the USPS Noncareer Health Care Plan (USPS Plan)

equal to the greater of (a) $125, or (b) the minimum

required by the Patient Protection and Affordable Care

Act (PPACA), and applicable regulations, for self-only.

The Postal Service will make a biweekly contributio

equal to 65% of the total premium for any postal support

employee (PSE) who wishes to participate in the USPS

Nonca

reer Health Care Plan (USPS Plan) for either s

elf

plus one or family coverage during a PSE’s initial year

of PSE employment. After the PSE’s first year of

employment, the Postal Service will make a biweekly

contribution equal to 75% of the total premium for eith

self plus one or family coverage.

Any PSE wishing to make their health care contribution

on a pre-tax basis will be required to make an election to

do so in accordance with applicable procedures. A

PSEs will be eligible for the USPS Plan within a

reasonable period from the date of hire and entry into a

pay status consistent with the requirements establishe

under the PPACA.

On a monthly basis, the Postal Service will provide the

Union with a list of PSEs enrolled in the USPS Plan.

On an annual basis, the Postal Service will provide the

Union with information about premium and claim

experience, actuarial value and plan performance

including any measure of employee satisfaction, number

and types of complaints, speed of claim processing, etc.

On an annual basis, the Postal Service will provide the

Union its proposed USPS Plan design for the upcomin

year, including plan options beyond self-only and

family, to allow the Union timely input into any decision

286

about changes.

It is understood, however, that the final

decision on plan design is solely vested in the Postal

Service.

After an initial appointment for a 360-day term and upon

reappointment to another 360-day term, any eligible

noncareer PSE who wants to participate in the Federal

Employees Health Benefits (FEHB) Program on a pre-

tax basis will be required to make an election to do so in

accordance with applicable procedures. The total cost of

any FEHB plan is the responsibility of the PSE, except

as provided below.

The Postal Service will make a contribution in the

amount of 75% of the total premium for any eligible PSE

who selects an APWU Consumer Driven Health Plan

option.

E. PSE Career Opportunity

When the Postal Service determines in accordance with

contractual provisions that it has needs to fill vacancies

with new career employees, available and qualified PSEs

will be converted to fill such vacancies on a seni

ority

basis, consistent with relevant contractual provisions

including Article 37.5.D.

F. Opting

A PSE may only occupy full-time (traditional or non-

traditional) duty assignments in accordance with these

rules. This does not prohibit PSEs from working

assignments that do not constitute a duty assignment. I

the Clerk Craft, where practicable, PSEs will be allowed

to opt on a seniority basis for full-time (traditional and

non-traditional) vacant, residual assignments in the

installation for which they are qualified and which are

not assigned to career employees. Such opting does not

create any work hour or assignment guarantees.

287

Hour

s worked by PSEs in opted non-traditional full-time

assignments of more than eight (8) hours in a work day

or forty (40) hours in a work week will be an exception,

for the portion of their assignment which exceeds eight

) hours in a day and forty (40) hours in a week, to the

contractual obligation pursuant to Article 8.4.G to u

tilize

the Overtime Desired List.

the Clerk Craft, existing provisions of Article 37.3.F.5

and 37.3.F.7 apply prior to a PSE opting for the

assignment. In addition, Article 37.3.F.3 and 37.3.F.4

will be modified so as to permit all bidders to train and

attempt to qualify before the duty assignment becomes

residual and available for assignment of unencumbered

employees, PTF preferencing (unless being withheld),

and finally for PSE opting. However, qualified PSEs

may be utilized to backfill vacancies while full-time or

part-time employees are in training pending

qualification. In addition, any such assignment will be

posted for bid as a vacant duty assignment or reverted

pursuant to Article 37.3 on the occasion of the PSE’s

break in service.

In the Motor Vehicle Craft, new work PSEs may opt on

a seniority basis for new work full-time vacant residual

assignments.

G. Retirement Savings Plan

The parties will explore the steps necessary for the

establishment of 401(k)-type retirement savings plans

and/or payroll allotments for Individual Retirement

Accoun

ts for PSEs. The Postal Service will not b

required to make any matching contributions as part of

such plans.

***

288

ATTACH

MENT A

POSTAL SUPPORT EMPLOYEE (PSE)

ANNUAL LEAVE PROVISIONS

I. GENERAL

Purpose

. Annual leave is provided to PSEs for rest,

recreation, emergency purposes, and illness or injury.

Accrual of Annual Leave

. PSEs earn annual leave

based on the number of hours in which they are in

a pay status in each pay period.

Rate of Accrual

Hours

in Pay

Status

Hours of

Annual Leave

Earned Per

Period

1 hour for each

unit of 20 hours

in pay status in

each pa

perio

4 (max)

For PSEs whose assigned duty station is a Level 4

RMPO, upon completion of two (2) 360-day

appointments, and immediately upon reappointment to

any subsequent appointment thereafter, PSEs will earn

one (1) additional hour of leave per pay period.

2. Credit at Beginning of Appointments.

a. In all non-POStPlan offices, includi

APOs, upon completion of an initial 360-

day appointment as a PSE and immediately

upon reappointment to any subsequent

appointment(s) thereafter, PSEs will be

advanced forty (40) hours of annual leave.

Upon initial implementation, PSEs will

receive annual leave prorated to the end of

their 360-day term.

289

In all Level 4 RMPOs, upon completion

of two (2) 360-day appointments,

and

immediately upon reappointment to any

subsequent appointment thereafter, PSEs

will be advanced forty (40) hours of annual

leave. Upon initial implementation, PSEs

will receive annual leave prorated to the

end of their 360-day term.

II. AUTHORIZING ANNUAL LEAVE

General

. Except for emergencies, annual leave for

PSEs must be requested on Form 3971 and approved

in advance by the appropriate supervisor.

B. Emergencies and Illness or Injury

. An exception to

the advance approval requirement is made for

emerg

encies and illness or injury; however, in the

situations, the PSE must notify appropriate postal

authorities as soon as possible as to the emergency or

illness/injury and the expected duration of the absence.

As soon as possible after return to duty, PSEs must

submit Form 3971 and explain the reason for the

emergency or illness/injury to their supervisor.

Supervisors approve or disapprove the leave request.

When the request is disapproved, the absence may be

recorded as AWOL at the discretion of the supervisor

as ou

tlined in Section IV.B below

III.

UNSCHEDULED ABSENCE

Definition

. Unscheduled absences are any absences

from work that are not requested and approved in

advance.

290

PSE Responsibilities

PSEs are expected to maintain

their assigned schedule and must make every effort to

avoid unscheduled absences. In addition, PSEs must

provide acceptable evidence for absences whe

required.

IV.

FORM 3971, REQUEST FOR, OR NOTIFICAT

ION

OF, ABSENCE

Purpose

. Application for annual leave is made in

writing, in duplicate, on Form 3971, Request for, or

Notification of, Absence.

. Approval/Disapproval

. The supervisor is responsible

for approving or disapproving application for annual

leave by signing Form 3971, a copy of which is given

to the PSE. If a supervisor does not approve an

application for leave, the disapproved block on Form

3971 is checked and the reasons given in writing in t

space provided. When a request is disapproved, the

reasons for disapproval must be noted. AWO

determinations must be similarly noted.

***

ATTACHMENT B

WORKFORCE STRUCTURE AND PSE CONVERSION

IMPLEMENTATION AGREEMENT

The following provisions implement the workforce structure

and PSE conversion requirements of the 2015 National

Agreement:

Section 1. Maintenance PSEs

1. Within 60 days of the effective date of the 2015 Agreemen

the Postal Service will convert “in-place” all current

Maintenance Craft postal support employees (PSEs) to career

status, either to full-time regulars (FTRs) or part-time regulars

(PTRs), consistent with the duty assignment the PSE currently

works.

291

2. Up

on completion of all conversions, the category of postal

support employees within the Maintenance Craft will cease to

exist and references to the term “Maintenance Craft PSE”

will

be deleted from the National Agreement.

3. Maintenance Craft PSEs who have already served one (1)

full term as a PSE will not be required to serve a probationary

period pursuant to Article 12, Section 1, after conversion to

career.

4. The completed conversion of all Maintenance Craft PSEs to

career status in the Maintenance Craft pursuant to the 2015

Agreemen

t fully resolves all disputes as they relate to

PSEs.

Any such outstanding disputes, in any forum, shall be

withdrawn.

5. The 2010 Maintenance Craft Jobs MOU shall terminate as

of the effective date of the 2015 Agreement. Furthermore, the

2010 Maintenance Craft Jobs MOU may not be cited or used in

any subsequent dispute resolution proceedings for any reaso

whatsoever. Any grievance or dispute resulting solely from the

2010 Maintenance Craft Jobs MOU shall be withdrawn.

Disputes/grievances filed pre-dating the 2010 Maintenance

Craft Jobs MOU, including, but not limited to, Q94C-4Q-C

98062563; Q00T-4Q-C 06082533; et. al, that were held

being related to the Maintenance Craft Jobs MOU will be

released and processed in accordance with the National

Agreement.

Section 2. Motor

Vehicle PSEs

1. The Postal Service will convert all Motor Vehicle Craft

postal support employees (PSEs) to career status. In the future,

PSEs will be permitted in the craft only when created in

accordance with Paragraph 2 in the 2010 Motor Vehicle Craft

Jobs MOU.

292

The conversions to career status will occur as soon as is

reasonably practicable, but no later than sixty (60) days from

the effective date of the 2015 Agreemen

3. Motor Vehicle Craft PSEs will be converted to career status

as either full-time regulars (FTRs) or part-time flexibles (PTFs).

4. Motor Vehicle Craft PSEs who have served one (1) full term

as PSEs will not be required to serve a probationary period as

required by Article 12, Section 1, after conversion to career.

5. Paragraphs 1, 3, and 4 of the 2010 Motor Vehicle Craft Jobs

MOU shall terminate as of the date of the 2015 Agreement. The

terminated provisions of the Motor Vehicle Craft Jobs MOU

may not be cited or used in any subsequent dispute resoluti

proceedings for any reason whatsoever. Any grievance or

dispute resulting solely from Numbered Paragraphs 1, 3, and 4

of the Motor Vehicle Craft Jobs MOU shall be withdrawn.

Disputes/grievances filed pre-dating the 2010 Motor Vehicl

Craft Jobs MOU that were held as being related to the Motor

Vehicle Craft Jobs MOU will be released and processed in

accordance with the 2015 National Agreement.

Section 3. Clerk Craft PSEs

1. All Clerk Craft PSEs in 200 workyear offices with a relative

standing date prior to two and a half (2.5) years from the

effective date of the 2015 Agreement shall be converted to

career status.

2. The conversion to career status will occur as soon as

administratively practicable, but no later than sixty (60) days

from the effective date of the 2015 Agreement.

3. Clerk Craft PSEs converted to career status under this

sectio

n will not be required to serve a probationary period.

4. After one (1) year from the effective date of the 2

015

Agreement, the parties will evaluate the possibility of another

one-time conversion of Clerk Craft PSEs.

***

293

APPENDI

X B

MEMORANDA OF UNDERSTANDING

AND

LETTERS OF INTENT

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: MEMORANDA OF UNDERSTANDING AND

LETTERS OF INTENT

The parties agree that except for those National Level

Memoranda of Understanding and Memoranda of Intent

(MOUs) as well as National Level Letters of Intent (LOIs) that

have a specific expiration date, or are otherwise by their terms

limited to actions occurring during a National Agreement, all

other National MOUs/LOIs shall continue unless modified or

eliminated either by agreement or as a result of interest

arbitration. The parties further agree that this understanding

includes all National Level MOUs and LOIs set forth in each of

the parties’ printing of the prior National Agreement as well as

all other National Level MOUs and LOIs.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Enhanced and Expanded Services

The parties agree that it is in the mutual interest of both the

Postal Service and the Union to cooperate on identifying and

developing potential opportunities to increase revenue that also

provides a positive financial contribution.

294

Accor

dingly, the parties agree to the following:

Continue with the

“Service Enhancement and

Innovation” Task Force for the term of the

2021

Collective Bargaining Agreement.

2) The Task Force will meet as frequently as needed but

less than once per month.

3) The Task Force will be co-chaired by the APWU

President and USPS Vice President of Labor Relations.

4) This Task Force will be authorized to discuss, research,

and consult with experts in various fields. The Task Fo

rce

will make its best efforts to agree to programs, including

pilot programs, to implement agreed to services and

practices. During such tests/pilots data will be collected

and analyzed in a timely manner with the aim of possibl

replication throughout the Postal Service.

5) The Task Force/Committee will consider measures

including, but not limited to:

• enhancement of products and services;

• partnerships with government agencies;

• modernization of money orders;

•

expansion of international money transfers;

• gift cards;

• other subjects the Task Force may decide to consider.

Within 12 months after the effective date of the

2021

Collective Bargaining Agreement pilot program(s),

related to one or more of subjects identified above, will be

launched.

Additionally, the Committee can determine

the feasibility of launching more than (1) one pilot

program.

6) The parties agree to work together to obtain PRC approv

if neces

sary for any enhanced and expanded services

***

295

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Job Audits

The parties understand and agree that if the Postal Service

concludes under EAS job audits that any non-managerial or

non-supervisory duties did not “seep out” of the bargaining

unit, this shall not affect the Postal Service’s obligations under

Article 1.5, stating in part that “the Employer shall identify all

new non-managerial and non-supervisory work and assign such

work at the National Level to the National craft unit most

appropriate for the performance of such work within thirty (30)

days of having done so.” If the Postal Service later assigns non-

managerial and non-supervisory duties otherwise not excluded

pursuant to Article 1.2 which the Postal Service concludes did

not “seep out” of the bargaining unit to employees in another

position description, they may not be assigned to a new or

revised EAS position but rather must be assigned “to the

National craft unit most appropriate for such position” in

accordance with the procedures in Article 1.5.

By entering into the Memoranda of Understanding providing

for EAS job audits, the parties understand that the Union is not

agreeing that the Postal Service may in the future assign non-

managerial and non-supervisory work outside the bargaining

unit.

***

296

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Clerical Work

When non-managerial or non-supervisory work not otherwise

excluded by Article 1.2 which was being performed by

supervisors is no longer performed by supervisors, then it must

be assigned to Clerk Craft employees.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: New Positions and New Work

Except for positions excluded by Article 1.2, all newly created

positions shall be assigned by the Postal Service to the National

craft unit most appropriate for such position within 30 days

after its creation, and all non-managerial or non-supervisory

work shall be assigned to the most appropriate bargaining unit

position applying the requirements and criteria of Article 1.5.

Additionally, the Postal Service shall provide notice to the

APWU when it believes that a new position is excluded

pursuant to Article 1.2, and when it believes that new non-

managerial or non-supervisory work should be assigned to

employees in a non-APWU position.

***

297

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Article 1.6.B

The parties recognize that it is important to resolve issues

concerning postmasters and supervisors performing bargaining

unit work. To that end, the parties agree to the following:

The parties agree to conduct a joint analysis of the Clerk Craft

bargaining unit workload in post offices Levels 15 through 18.

The parties will utilize this analysis to determine the amount of

bargaining unit work, or the basis for establishing the amount

of such work, that may be performed by a postmaster in these

level offices.

After the parties have conducted and discussed this joint

analysis, they will conduct a pre-arbitration review at the

National Level of grievances currently pending on this issue.

***

Q06C-4Q-C 10005587 GLOBAL SETTLEMENT

The parties agree that grievance Q06C-4Q-C 10005587 will be

resolved effective with the signing of this settlement. The

parties further understand that any cases held in abeyance

pending the outcome of this case will be affected by this

settlement. Those cases will be returned to the level they were

held for further processing.

As a result of this settlement, in offices under 100 bargaining

unit employees, postmasters and supervisors may only perform

bargaining unit work in accordance with Article 1.6.A and

when listed in their position description in accordance with the

following:

298

Level 18 offices, the postmaster is permitted to perform no

more than fifteen (15) hours of bargaining unit work per week.

There will be no PMR usage in Level 18 offices.

In Level 16 offices, the postmaster is permitted to perform no

more than twenty-five (25) hours of bargaining unit work per

week. There will be no PMR usage Level 16 offices.

In Level 15 offices, the postmaster is permitted to perform no

more than twenty-five (25) hours of bargaining unit work per

week. There will be no PMR usage in Level 15 offices.

In the event there is a second supervisor in any of these offices,

only one (1) of the supervisory employees may perform

bargaining unit work as prescribed above (either the postmaster

or the supervisor).

Bargaining unit work performed by postmasters or supervisors

should be consecutive hours to the extent practicable, so as to

minimize the necessity for split shifts for Clerk Craft

employees, whenever possible. All time the supervisor or

postmaster spends staffing the window during the day will be

counted towards the permissible bargaining unit work limits.

Post Office Assistant (POA) will be obsolete.

The Postal Service will report to the APWU, on a quarterly

basis, bargaining and nonbargaining unit employee staffing

changes in Level 15 and below offices.

In accordance with the M-32, postmasters or supervisors

performing bargaining unit work will record what operation

they are performing either by time clock, PS Form 1260 or other

appropriate means. A copy of such documentation shall be

made available to the Union upon request.

Any office that is downgraded in level will remain at the

bargaining unit work standard that is in place at the beginning

of the Agreement through the life of that contract.

March 8, 2011

***

299

LETTER OF INTENT

Re: USPS Nondiscriminatory Po

licies for Hiring PSEs

February 18, 2011

Mr. Cliff Guffey

President

American Postal Workers Union, AFL-CIO

1300 L Street NW

Washington, DC 20005-4128

Dear Cliff:

As discussed during negotiations, the Postal Service will apply

its non-discrimination policies to the hiring processes for the

new category of employee, [Postal Support Employee (PSE)],

in the same manner as those policies apply to career employees

and the same avenues of enforcement will be available with

respect to the hiring of [PSEs] as are available with respect to

the hiring of career employees. The non-discrimination policies

include the commitment in Employee and Labor Relations

Manual (ELM), section 311.12, to not discriminate in personnel

decisions on the basis of race, color, religion, sex, national

origin, age, or disability as provided by law.

The Rehabilitation Act of 1973 governs our hiring processes

and prohibits discrimination against qualified employees and

career and non-career job applicants with disabilities, including

those disabled employees who are deaf or hard of hearing.

The Rehabilitation Act imposes an obligation on the Postal

Service to find reasonable ways to accommodate a qualified

individual with a disability. In the case of deaf and hard of

hearing employees and applicants, Management has an

obligation to reasonably accommodate requests for assistance

in communicating with or understanding others in work-related

situations. (See, e.g., EL-312, Employment and Placement,

Section 235.23 and EL-307, Reasonable Accommodation, an

Interactive Process).

300

is Postal Service policy to provide equal employment

opportunities to qualified applicants with disabilities, including

those who are deaf or hard of hearing. This continues to be

accomplished through our hiring processes for both career and

non-career employees. (EL-312, Section 235.1, and EL-307,

Section 41). This letter does not affect the Postal Service’s right

to modify its nondiscrimination policies pursuant to Article 19

or otherwise.

Sincerely,

Doug A. Tulino

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Workplace Free of Harassment

The United States Postal Service and the American Postal

Workers Union, AFL-CIO, are committed to the workplace

being safe and inclusive. All employees must refrain from

practicing or tolerating discrimination and harassment

based on race, color, religion, sex (including pregnancy,

childbirth and related medical conditions, sexual

orientation, gender identity, or transgender status), marital

status, parental status, national origin, age, mental or

physical disability, genetic information, uniformed

(military) service, or in reprisal for an employee's complaint

about or opposition to discrimination or participation in

any process or proceeding designed to remedy

discrimination. Employees who believe that they are victims

of harassment should bring the situation to the attention of

a supervisor, a manager, or the manager of Human

Resources.

301

To a

chieve a workplace free of harassment, the parties

agree to establish at the National Level a "Task Force on

Preventing Harassment." The purpose of the Task Force is

to explore the most effective methods to ensure employees

are aware of Postal Service policies and procedures on

harassment.

This Memorandum of Understanding may not be cited in

the grievance process or used as the basis for a grievance.

Nothing in this Memorandum of Understanding affects the

rights of employees to file a grievance under Article 2 of the

National Agreement.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Deaf and Hard of Hearing

REASONABLE ACCOMMODATION FOR THE DEAF

AND HARD OF HEARING

MANAGEMENT RESPONSABILITY

Management has an obligation to reasonably accommodate

Deaf and Hard of Hearing employees with a disability under the

Rehabilitation Act (the “Act”) and applicants represented by the

APWU who request assistance in communicating with or

understanding others in work related situations, such as but not

limited to:

a. during investigatory interviews which may lead to

discipline, discussions with a supervisor on job

performance or conduct,

corrective actions,

presentation of a grievance pursuant to Article 17 and

other provisions of the Collective Bargaining

Agreemen

302

b. du

ring

formal

training

sessions

including formal

classroom instruction;

c. during portions of EAP programs or EEO counselings;

d. in critical elements of the selection process such as

during testing and interviews;

e. during employee orientations and safety talks, CFC and

saving bond drive kickoff meetings;

f. during the filing or meetings concerning an employee’s

OWCP claim.

g. during service talks lasting longer than five (5)

minutes and meetings to discuss work procedures,

policies and assignments;

during meetings to discuss excessing or consolidation

and related job selection;

i. during meetings to discuss retirement options and

issues.

A reasonable accommodation must be approached on a highly

individual, case-by-case basis. The individual’s input must be

considered prior to making a decision regarding

accommodation.

IMPLEMENTATION

This obligation is met by selecting an appropriate resource from

the variety of resources available. In selecting a resource, the

following, among others, should be considered, as appropriate:

Management Instruction (MI) regarding Providing

Communication Accommodations to Employees and

Applicants Who Are Deaf or Hard of Hearing.

- the ability of the deaf and hard of hearing employee to

understand various methods of communication and the

ability of others to understand the deaf or hard of hearin

employee;

303

- th

e importance of the situation as it relates to work

requirements, job rights, and benefits;

- the availability and cost of the alternative resources under

consideration;

- whether the situation requires confidentiality.

Available resources which should be considered include, but

are not limited to the following:

a. Installation heads are authorized to pay for certified

interpreters. Every effort will be made to provide certified

interpreters when deemed necessary by an application of

the principles set forth herein.

Costs for sign language

interpreting services are covered by a centralized

budget at Headquarters.

b. In some states, the Division of Vocational Rehabilitation

(DVR) provides interpreters at no charge.

c. Volunteer interpreters or individuals skilled in signing

may be obtained from the workforce or from the

community.

A skilled interpreter is anyone who can

provide effective interpretation in the sign language

used by the signing employees

d. In some situations, such as day-to-day instructions and

routine communications, written communications may be

appropriate based on the employee’s ability to

comprehend written communications.

All Postal Service employees who supervise employees

who are deaf and hard of hearing, as well as

training

specialists, EAP, and EEO counselors

may be trained in

sign language

and must complete Postal Service-

approved training on the following subjects:

•

Effective communication with employees who are

deaf and hard of hearing.

• Providing qualified sign language interpreters.

304

• U

se of VRI and VRS.

f. APWU represented deaf or hard of hearing applicants will

be scheduled for a specific examination time when an

interpreter will be availabl

g. State or Federal relay services or other postal-approved

technology, such as Video Relay Service (VRS) or VRI,

if available and authorized, or other new and evolving

technology that is available, authorized and approved,

may provide a way for a deaf or hard of hearing employee

to conduct postal business by telephone

or video

ith

other employees and customers.

h. When possible,

interpreting

services as described in (a)

through (f) above should be scheduled as far in advance

as possible.

i. In the event of an emergency situation, the Postal Service

will strive to communicate the nature of the emergency

soon as possible.

Management will provide the following assistance for deaf and/

or hard of hearing employees with a disability under the Act:

a. All films

, videos,

or videotapes designed for the training

or instruction of regular workforce employees developed

or after October 1, 1987, shall be open or clo

sed

captioned. To the extent practicable, existing films or

videotapes developed nationally that will continue to be

used by deaf or hard of hearing employees with som

frequency, will be open or closed captioned.

b. Special communications devices for the deaf will be

installed in all postal installations employing deaf

employees

pursuant to the requirements contained i

the Management Instruction regarding Providing

Communication Accommodations to Employees and

Applicants Who Are Deaf or Hard of Hearing.

Special

communications devices, or telephone volume control

305

vices will be installed for hard of hearing employees

whenever a hard of hearing employee needs a reasonable

accommodation in order to communicate by phone. These

devices will be available to deaf and/or hard of hearing

employees for official business and in the case of personal

emergencies. As appropriate, Management will provide

training to staff on the use of these special communication

devices.

c. A visual alarm will be installed on all moving powered

industrial equipment

internal combustion engine

in all postal installations

employing deaf employees or in any installation where

such a reasonable accommodation is necessary for a hard

of hea

ring employee.

d. Visual fire alarms will be installed in all new postal

installations (installations for which the U.S. Postal

Service, as of June 12, 1991, had not awarded a contract

for the design of the building) where the Postal Service

installs audible fire alarms. The parties will discuss

and

seek to agree at the Local Level about the installation in

such other facilities as may be approp

riate.

The Postal Service will ensure that all Postal Servi

facilities nationwide maintain an Emergency Action

Plan. The plan will address the requirements for an

employee alarm system that:

• Complies with Occupational Safety and Health

Administration regulations

; and

• Provides adequate notice to employees so they can

take the appropriate actions necessary to escape the

workplace safely.

JOINT LABOR-MANAGEMENT MEETINGS

Discussion of problem areas with regard to the use of certified

sign interpreters, enhancement of job opportunities for the deaf

306

and

hard of hearing, including recruitment and hiring efforts,

type of special communications devices or volume control

devices to be installed, installation of visual alarms or other

systems such as tactile devices at other than new postal

installations, and the availability of new technologies which

may help deaf and hard of hearing employees perform a variety

of tasks are appropriate matters for consideration at Joint Labor-

Management meetings. Discussion of such matters at Labor-

Management meetings is not a prerequisite to the filing or

processing of a grievance.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Layoff Protection

Each employee who is employed in the regular workforce as of

September 20, 2021

, and who has not acquired the protection

provided under Article 6 shall be protected henceforth against

any involuntary layoff or force reduction during the term of this

Agreement. It is the intent of this Memorandum of

Understanding to provide job security to each such employee

during the term of this Agreement; however, in the event

Congress repeals or significantly relaxes the Private Express

Statutes this Memorandum shall expire upon the enactment of

such legislation. In addition, nothing in this Memorandum of

Understanding shall diminish the rights of any bargaining unit

employees under Article 6.

Since this Memorandum of Understanding is being entered into

on a nonprecedential basis, it shall terminate for all purposes at

midnight,

September 20, 2024

, and may not be cited or used in

any subsequent dispute resolution proceedings.

***

307

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE AND

THE JOINT BARGAINING COMMITTEE

(The American Postal Workers Union, AFL-CIO, and

National Association of Letter Carriers, AFL-CIO)

Re: Articles 7, 12 and 13 - Cross Craft and Office Size

A. It is understood by the parties that in applying the provisions

Art

icles 7, 12 and 13 of the

2021

National Agreement, cross

craft assignments of employees, on both a temporary and

permanent basis, shall continue as they were made among the

six (6) crafts under the 1978 National Agreement.

B. It is also agreed that where the

2021

Agreement makes

reference to offices/facilities/installations with a certain numb

of employees workyears, that number shall include all

categories of bargaining unit employees in the

office/facility/installation who were covered by the 1978

National Agreement.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Postal Support Employee (PSE) District Caps

The parties agree to expand the postal support employee

(PSE) District cap by an additional ten (10) PSEs per each

of the 46 Package Support Annexes (PSAs) identified in the

list below. The ten (10) additional PSEs per each PSA may

be assigned to work in any facility within the installation

that includes the PSA:

308

Grade

6 PSEs assigned to a Level 4 Remotely Managed Post

Office (RMPO) will not count against the applicable District

cap.

PSANAME STREETADDRESS CITY/STATE ZIPCODE

ATLANTAGAPSA 220THEBLUFFS AUSTELL,GA 30168

AUSTINTXPSA 9101WALLSTREET,BLDG13 AUSTIN,TX 78754

BALTIMOREMDPSA 4545ANNAPOLISROADSUITEC BALTIMORE,MD 21227

BIRMINGHAMALPSA 35011STAVENORTH BIRMINGHAM,AL 35222

BOSTONMAPSA 275BODWELLSTREET AVON,MA 02322

BUSSEILPSA 2600LIVELYBLVD ELKGROVEVILLAGE,IL 60007

CENTRALMAPSA 111CONSTITUTIONBLVD FRANKLIN,MA 02038

CINCINNATIOHPSA 8615JACQUEMINDRIVE WESTCHESTER,OH 45069

CLEVELANDOHPSA 5520CHEVROLETBLVD PARMA,OH 44130

DALLASTXPSA 602FOUNTAINPARKWAY,STEA GRANDPRARIE,TX 75050

DENVERCOPSA 4690FLORENCESTREET DENVER,CO 80238

DESMOINESIAPSA 4301121STSTREET URBANDALE,IA 50323

DETROITMIPSA 18765SEAWAYDRIVE MELVINDALE,MI 48122

FAYETTEVILLENCPSA 5300CORPORATIONDR HOPEMILLS,NC 28345

FTWORTHTXPSA 400INTERMODALPKWY HASLET,TX 76177

GRANDRAPIDSMIPSA 430036THSTREET GRANDRAPIDS,MI 49512

GREENSBORONCPSA 1671GREENBOURNEDR,SUITE101 GREENSBORO,NC 27409

HARRISBURGPAPSA 6455ALLENTOWNBOULEVARD HARRISBURG,PA 17112

INDIANAPOLISINPSA 800COMMERCEPARKWAYWESTDRSTEA GREENWOOD,IN 46143

JACKSONVILLEFLPSA 10089NORTHMAINSTREET JACKSONVILLE,FL 32218

KANSASCITYMOPSA 4151NW41STSTREET RIVERSIDE,MO 64150

LASVEGASNVPSA SOUTH15AIRPORTCENTER1720CHAPARRALRD HENDERSON,NV 89044

LEHIGHVALLEYPAPSA 250RADARDR NORTHAMPTON,PA 18067

LITTLEROCKARPSA 700BURKHALTERDRIVE MAUMELLE,AR 72113

MEMPHISTNPSA 3456MEYERSROAD MEMPHIS,TN 38108

MIDCAROLINANCPSA 1900CONTINENTALBLVDSUITEI CHARLOTTE,NC 28273

MINNEAPOLISMNPSA 345PLATOBLVDE,STE100 SAINTPAUL,MN 55107

NASHVILLETNPSA 191CHARTERPLACE LAVERGNE,TN 37086

NEWJERSEYNJPSA 1201VALLEYBROOKAVENUE LYNDHURST,NJ 07071

NORFOLKVAPSA 3512BUSINESSCENTERDRIVE CHESAPEAKE,VA 23323

NORTHHOUSTONTXPSA 15600MORALESRD HOUSTON,TX 77032

OMAHANEPSA 14620GOLDCOASTROAD,SUITE400 OMAH,NE 68138

PHILADELPHIAPAPSA 2021WOODHAVENROAD PHILADELPHIA,PA 19116

PHILADELPHIAPAPSA2 10CREEKPARKWAY CHICHESTER,PA 19061

PHOENIXWESTVALLEYAZPSA 420S104THAVE TOLLESON,AZ 85353

PITTSBURGHPAPSA 15AVENUEA LEETSDALE,PA 15056

ROYALPALMFLPSA 21201NW43AVE MIAMIGARDENS,FL 33055

SANANTONIOTXPSA 6719INTERSTATE10E CONVERSE,TX 78109

SEATTLEWAPSA 18340SEGALEPARKDRIVEB,BLDG3 TUKWILA,WA 98188

SEMINOLEFLPSA 10425SORANGEAVE ORLANDO,FL 32824

SHREVEPORTLAPSA 7600ANTOINEBLVDBLDGB SHREVEPORT,LA 71129

SPRINGFIELDMAPSA 100BROOKDALEDR SPRINGFIELD,MA 01104

STLOUISMOPSA 4702PARK370BLVD HAZELWOOD,MO 63042

WASHINGTONDCPSA 3300MARLOLANE FORESTVILLE,MD 20747

WICHITAKSPSA 7601WUNIVERSITYST WICHITA,KS 67209

YBORCITYFLPSA 4720OAKFAIRBLVD TAMPA,FL 33610

309

The peak season exception period for Function 1 and

Function 4 will be accounting periods 3 and 4.

ln addition to the exception period in accounting periods 3

and 4; there will be four (4) weeks preceding accounting

period 3 during which the PSE cap will be temporarily

increased for both Function 1 and Function 4. The cap

exception will increase by 1% each week, starting with a 1%

increase to the cap in week 1, and an additional 1% in week

2 to equal a 2% increase, an additional 1% in week 3 to

equal a 3% increase, and an additional 1% increase in week

4 to equal a 4% increase.

The Overtime Desired List will be utilized during the four-

week period prior to accounting periods 3 and 4 subject to

terms set forth in the MOU, Re:

Overtime Administration

Prior To Peak Season

***

310

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Postal Support Employee (PSE) Automatic Conversion

to Career

The 24 months automatic conversion to career provisions

below will not apply to postal support employees (PSEs) in

the POStPlan Level 4 Remotely Managed Post Offices

(RMPOs).

The U.S. Postal Service and the American Postal Workers

Union, AFL-CIO, agree that PSEs who reach 24 months of

relative standing will be converted to career status, and be

subject to the step placement and progression as outlined

below.

A new entry step, Step GG, will be established for PSEs

automatically converting after 24 months of relative

standing in Grades 5, 6, and 7. The step waiting period will

be determined per grade using current step waiting periods.

The entry step salary will be determined by each grade’s

corresponding most prevalent step. (See Table 3, page 39)

The new entry step, Step GG, will not apply to FTR

employees in Grades 5-7, and will not be added to the full-

time regular pay schedule. However, after the appropriate

step waiting period in Step GG (See Article 9.2),

automatically converted PSEs will progress into the regular

pay schedule.

In Level 20 offices, automatically converted PSEs will

convert to part-time flexible (PTF) positions, and slot into

the new entry Step GG.

In offices Level 21 and above, automatically converted PSEs

will convert to full-time flexible (FTF), and slot into the new

entry Step GG.

311

Grade 8 MVS PSEs who automatically convert after

reaching 24 months of relative standing will convert to PTF

positions and slot into Grade 8 Step A. The conversion of

any Grade 8 PSEs before reaching 24 months of relative

standing will be done consistent with relevant contractual

provisions, including Article 39.2.A.11.

The slotting provisions for 24-month automatic PSE

conversions do not apply to PSE conversions occurring

before the PSE reaches 24 months of relative standing. Any

conversions occurring before reaching 24 months of relative

standing will be done consistent with relevant contractual

provisions, including the MOU Re:

Residual Vacancies –

Clerk Craft

and Article 37.5.D, as appropriate, and those

PSEs will slot to Step FF upon conversion if in Grades 5–7,

and Step A if in Grade 8.

PSEs who automatically convert to PTF or FTF after 24

months of relative standing and later transition to full-time

regular positions will be slotted into the full-time regular

pay step commensurate with their number of weeks as a

PTF or FTF, and retain their time credit toward the next

step. For example, a PSE in a Level 21 office reaches 24

months of relative standing and converts to FTF at the

beginning of Pay Period 02, slotting into Step GG and would

be scheduled to advance to Step FF at the beginning of Pay

Period 20. At the beginning of Pay Period 11, the employee

is the successful bidder on a duty assignment, or is placed in

a residual vacancy. The employee is then slotted into Step

FF and retains credit towards their next step, with Step EE

scheduled for Pay Period 20.

Conversions to career will be done as soon as practicable,

but no later than 60 days from the effective date of the 2021-

2024 National Agreement.

***

312

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Conversions Under the Maximization Memorandum

As discussed, when a full-time assignment(s) is being withheld

in accordance with Article 12, the subsequent backfilling of the

assignment(s) will not count towards the time considered for

maximizing full-time duty assignments, in accordance with the

Memorandum of Understanding. The parties also recognize that

employees are to be converted to full-time consistent with the

Memorandum, provided the work being performed to meet

maximization qualification is not being performed on

assignment(s) described above.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Maximization/Full-Time Flexible – APWU

Where a part-time flexible has performed duties within his/her

craft and occupational group within an installation at least 40

hours a week (8 within 9, or 8 within 10, as applicable), five (5)

days a week, over a period of six (6) months, the senior part-

time flexible shall be converted to full-time status.

This criteria shall be applied to postal installations with 125 or

more workyears of employment.

It is further understood that part-time flexibles converted to full-

time under this criteria will have flexible reporting times,

flexible nonscheduled days, and flexible reporting locations

313

wit

hin the installation depending upon operational

requirements as established on the preceding Wednesday.

The parties will implement this in accordance with their past

practice.

Date: July 21, 1987

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Non-Traditional Full-Time Duty Assignments in Retail

Operations, Level 20 and Below Offices

The parties agree that for retail operations in Level 20 and

below offices, non-traditional full-time duty assignments may

be created when the Union can demonstrate the need for such

non-traditional duty assignments and it is economically and

operationally advantageous to do so.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Non-Traditional Full-Time (NTFT) Duty Assignments

The following rules shall apply concerning Non-Traditional

Full-Time (NTFT) duty assignments.

NTFT duty assignments

may have regular weekly schedules with a total between 30-

48 hours:

1. NTFT duty assignments will be eliminated in Function 1

and Function 3A. Current Function 1 and 3A NTFT duty

assignments will be reposted as traditional full-ti

314

ty assignments as soon as reasonably practicable but

not later than 120 days of the effective date of the 2015

National Agreement. There will be no NTFT duty

assignments in Function 3b (Maintenance). The

“Modified Work Week” Memorandum of

Understanding is in full force and effect and Local

parties may mutually agree to maintain four-day, ten-

hour work weeks currently in place as well as apply the

MOU to future duty assignments.

2. The parties at the National Level will explore futu

possibilities of allowing NTFT duty assignments by

mutual agreement at the Local Level and the parameters

that Local parties can bring to such consideration.

3. In Function 4, clerk NTFT duty assignments are limited

nationally to eight (8) percent of all Function 4 career

clerks, minus the POStPlan office career compleme

nt.

Function 4 NTFT duty assignments created in POStPlan

offices are excluded from the cap calculations

4. In Function 4, in offices with no employees working in

NTFT duty assignments, at least 25% of employees will

have consecutive days off. However, if there are

employees working in NTFT duty assignments, and

NTFT schedule has three (3) or more scheduled days off,

at least two (2) must be consecutive.

Where operationally necessary Function 4 NTFT duty

assignments of six (6) days a week may be utilized in

Level 22 and below offices that have a complement of

seven (7) clerks or less. Where operationally necessary,

Function 4 NTFT duty assignments of six (6) days a

week are permitted in Finance Units associated

with

Level 22 and below offices if the Finance Unit has a

dedicated complement of seven (7) or less clerks. In

Finance

Units associated with offices above Level 22,

Function 4 NTFT duty assignments of six (6) days a

315

week t

hat currently exist shall be permitted to continue

until vacated by the incumbent or modified by mutual

agreement at the Local Level.

5. Non-traditional full-time assignments will have no mo

than a 1-hour lunch. Exception: in post offices (Level 20

and below) where necessary to accommodate the

conversion of PTFs to full-time status, split shifts will be

permissible.

6. No clerk or MVS employee who has a full-time regular

work schedule of 40 hours a week will be involuntarily

eassigned to occupy a NTFT duty assignment of less

than 40 hours a week. However, such employees may b

reassigned to occupy a NTFT duty assignment of 40-44

hours a week, so long as those assignments have at least

two (2) scheduled off days, with no scheduled work days

of less than six (6) hours or more than ten (10) hours. All

other employees, including current PTRs, PTFs, and any

career employees hired after the effective date of the

2015 Agreement, may be assigned to any residual NTFT

duty assignment in accordance with Articles 37 or 39

respectively.

Full-time career Clerk Craft and Motor Vehicle Craf

employees who are not on the Overtime Desired List and

are in the same facility with employees working in NTFT

duty assignments of less than 40 hours in the same

Functional area and overtime section(s), as defined in th

Local Memorandum of Understanding, will not be

required to work overtime except in an emergency, as

defined in Article 3, Section

8. Part-time flexible (PTF) employees may work in

Function 4 offices Level 20 and below. Offices, Level 20

and below, remain subject to the Article 7.3.B

obligations to maximize the number of fu

ll-time

316

employees and minimize the number of part-time

flexible employees who have no fixed work schedules.

9. Employees occupying FTR duty assignments (traditional

and NTFT) in postal installations which have 200 or

re workyears of employment in the regular

workforce, career employees in mail processing

operations, transportation (except as provided for under

Par

agraph 4 of the MOU Re: Highway Contract Route

(HCR) Limitation)

and vehicle maintenance facility

operations will have consecutive days off, unless

otherwise agreed to by the parties at the Local Level. For

employees occupying NTFT duty assignments, if the

NTFT

schedule has three (3) or more scheduled days off,

at least two (2) must be consecutive.

10. NTFT assignments of more than nine (9) hours in a

service day shall include a 3

break excluding lunch.

11. These NTFT employees will normally work the number

of hours (daily and/or weekly) identified in their bid

assi

gnment, except in an emergency. These employees

are entitled to out-of-schedule premium for hou

worked outside their normal schedule.

2. Within the 8% cap (see Paragraph 3), full-time flexible

Clerk Craft non-traditional assignments (10% of all full-

time

assignments in an installation, but at least one (1) in

any installation) may be created and utilized in retail

(Function 4) operations to cover vacancies

and absences

subject to negotiated rules. The start times and off-days

of flexible non-traditional full-time assignments may be

change

d from week-to-week without out-of-schedule

obligations, subject to a Wednesday of the prior week

otification. Weekly and daily guarantees will remain

unchanged.

3. When an occupied traditional clerk FTR duty assignment

is reposted as a non-traditional full-time assignment, all

317

duty

assignments in that section or station/branch

currently occupied by employees junior to the incumbent

in that assignment will also be reposted for in-section

bidding.

14. Within the cap restrictions (see Paragraph 3), Function 4

vacant traditional FTR duty assignments can be p

osted

as non-traditional full-time assignments, after notice to

the Local Union President and opportunity for input,

where operationally necessary.

15. Excessed employees with retreat rights (under Article

12.5.C.4 or 12.5.C.5) may decline the opportunity to

retreat to non-traditional full-time assignments withou

relinquishing the right to retreat to posted traditional full-

time regular duty assignments.

16. At the National Level, the APWU and Postal Service will

oversee implementation of non-traditional staffing and

assignments through regular bimonthly meetings.

Meetings may occur more frequently if needed.

17. Before implementing any new non-traditional

assignments in Function 4 the Local Union will have the

opportunity to review, comment, make suggestions and

propose alternatives.

18. Job postings will contain the following language: For

retirement purposes, NTFT assignments of less than 40

hours a week are considered

part-time work.

OVERTIME RULES FOR NON-TRADITIONAL

FULL-TIME (NTFT) DUTY ASSIGNMENTS

1. Full-time career Clerk Craft and Motor Vehicle Craft

employees who are not on the Overtime Desired List and are

in the same facility with employees working in NTFT duty

assignments of less than 40 hours in the same Functional area

and overtime section(s), as defined in the Lo

cal

Memorandum of Understanding, will not be required to work

318

overtime

except in an emergency, as defined in Article 3,

Section F.

2. Overtime built into a non-traditional full-time assignment

(exceeding 40 hours in a week) will be FLSA overtime and

not subject to Article 8.5, OTDL, or LMOU scheduling ru

les.

3. The exception to requiring employees in NTFT duty

assignments to work overtime will be that Holiday

scheduling is accomplished under Article 11 and the LMOU

pecking order.

4. Employees in NTFT duty assignments will be eligible to sign

the Overtime Desired

List(s).

5. These NTFT employees will receive postal overtime for work

erformed beyond eight (8) hours on any day where their

normal schedule is eight (8) hours or less.

6. If these employee’s normal schedule is longer than eight (8)

hours on any day, they will receive postal overtime only when

they exceed their normal schedule for that day. (For example

an employee’s normal schedule is ten (10) hours on a given

day but the employee works eleven (11) hours on that day.

Only the last hour would be subject to postal overtime).

7. For employees in NTFT duty assignments with normal

schedules of forty (40) hours or less they will receive posta

overtime when in a pay status for more than forty (40) hours

in a service week. For employees with normal schedules in

excess

of forty (40) hours per week they will receive posta

overtime when in a pay status for more than the normal

weekly scheduled hours.

8. These employees will be guaranteed eight (8) hours on any

nonscheduled day.

9. These employees will receive penalty overtime for all hours:

a. for daily schedules of ten (10) or less hours, penalty

overtime is paid for hours over ten (10) in a pay status;

319

b. f

or daily schedules exceeding ten (10) hours, penalty

overtime is not paid until hours in a pay status exceed the

scheduled hours;

c. for the first nonscheduled day an employee works in a

service week, penalty overtime is paid for time in a pay

status exceeding eight (8) hours;

d. should an employee work a second, third, or fourth

nonscheduled day in a service week, penalty overtime is

paid for those hours in a pay statu

e. after an employee has worked overtime on four (4) days

in a service week, penalty overtime will be paid for any

sub

sequent hours exceeding the daily or weekly

scheduled hours

These NTFT employees will be subject to the 10, 12, 56 and

60-hour limitations. [Exception: employees whose normal daily

schedule exceeded ten (10) hours would be exempt from the 10-

hour limitation for that day

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE AND

JOINT BARGAINING COMMITTEE

(American Postal Workers Union, AFL-CIO, and

National Association of Letter Carriers, AFL-CIO)

Re: Article 8

Recognizing that excessive use of overtime is inconsistent with

the best interests of postal employees and the Postal Service, it

is the intent of the parties in adopting changes to Article 8 to

limit overtime, to avoid excessive mandatory overtime, and to

protect the interests of employees who do not wish to work

overtime, while recognizing that bona fide operational

requirements do exist that necessitate the use of overtime from

time to time. The parties have agreed to certain additional

320

restri

ctions on overtime work, while agreeing to continue the

use of Overtime Desired Lists to protect the interests of those

employees who do not want to work overtime, and the interests

of those who seek to work limited overtime. The parties agree

this Memorandum does not give rise to any contractual

commitment beyond the provisions of Article 8, but is intended

to set forth the underlying principles which brought the parties

to agreement.

The new provisions of Article 8 contain different restrictions

than the old language. However, the new language is not

intended to change existing practices relating to use of

employees not on the Overtime Desired List when there are

insufficient employees on the list available to meet the overtime

needs. For example, if there are five (5) available employees on

the Overtime Desired List and five (5) not on it, and if ten (10)

work hours are needed to get the mail out within the next hour,

all ten (10) employees may be required to work overtime. But

if there are two (2) hours within which to get the mail out, then

only the five (5) on the Overtime Desired List may be required

to work.

The parties agree that Article 8, Section 5.G.1, does not permit

the Employer to require employees on the Overtime Desired

List to work overtime on more than four (4) of the employee’s

five (5) scheduled days in a service week, over eight (8) hours

on a nonscheduled day, or over six (6) days in a service week.

Normally, employees on the Overtime Desired List who don’t

want to work more than ten (10) hours a day or 56 hours a week

shall not be required to do so as long as employees who do want

to work more than ten (10) hours a day or 56 hours a week are

available to do the needed work without exceeding the 12-hour

and 60-hour limitations.

In the Letter Carrier Craft, where management determines that

overtime or auxiliary assistance is needed on an employee’s

route on one (1) of the employee’s regularly scheduled days and

321

the

employee is not on the Overtime Desired List, the Employer

will seek to utilize auxiliary assistance, when available, rather

than requiring the employee to work mandatory overtime.

In the event these principles are contravened, the appropriate

correction shall not obligate the Employer to any monetary

obligation, but instead will be reflected in a correction to the

opportunities available within the list. In order to achieve the

objectives of this Memorandum, the method of implementation

of these principles shall be to provide, during the 2-week period

prior to the start of each calendar quarter, an opportunity for

employees placing their name on the list to indicate their

availability for the duration of the quarter to work in excess of

ten (10) hours in a day. During the quarter the Employer may

require employees on the Overtime Desired List to work these

extra hours if there is an insufficient number of employees

available who have indicated such availability at the beginning

of the quarter.

The penalty overtime provisions of Article 8.4 are not intended

to encourage or result in the use of any overtime in excess of

the restrictions contained in Article 8.5.F.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Modified Work Week

The parties at the Local Level may negotiate the establishment

and implementation of a modified work week program for

APWU bargaining unit employees in one (1) or more Postal

Service operations within local installations. The modified

work week is defined as four (4) service days, each consisting

of ten (10) hours within twelve (12) consecutive hours, except

322

that

it shall be ten (10) hours within eleven (11) consecutive

hours in all offices with more than 100 full-time employees in

the bargaining units. Modified work weeks can be applied only

to full-time regular duty assignments.

Any such program establishing and implementing a modified

work week is subject to the following conditions:

1. Either management or the Union at the Local Level may

choose to negotiate or not negotiate a modified work week.

A decision by management or the Union not to particip

ate

in a modified work week program will not be subject to the

Article

30 impasse process, the g

rievance/arbitration

procedure, or appealable in any other forum.

2. Cancellation of either Local party’s involvement in a

modified work week program will be automatic upon 30

days written notice. Cancellation by either party will not be

subject to the grievance/arbitration procedure or appealable

in any other forum.

3. Rules established by the parties at the National Level in the

“Modified Work Week (10/4) Guidelines” or its

amendments must be followed.

4. Alleged violations of this Memorandum of Understanding

or any program implemented in accordance with this

Memorandum are subject to the Article 15 grievanc

ocedure.

5. Except as provided for in this MOU or the Modified Work

Week Guidelines, no modified work week program can be

inconsistent or in conflict with the National Agreement.

Dated: December 18, 2001

***

323

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Modified Work Week (10/4) Guidelines

The following rules apply to full-time employees in the APWU

bargaining unit.

1. Overtime

Participants will receive postal overtime pay for work

performed only after ten (10) hours in a pay status on a regularly

scheduled day, or after 40 hours in a pay status in a service

week, and for the first eight (8) hours in a pay status on the first

nonscheduled day worked in a service week. Nonscheduled day

guarantees remain at eight (8) hours.

Excluding December, participants will receive penalty overtime

for all hours:



over ten (10) hours in a pay status on a regularly scheduled

day;



over eight (8) hours in a pay status on the first

nonscheduled day worked in a service week;



and/or in a pay status on the second and thir

nonscheduled day worked in a service week, if in a pay

status for any part of each of the other five (5) days in the

same ser

vice week.

The 56 and 60-hour limitations still apply.

2. Sunday premium will be paid for all eligible straight-time

hours worked (i.e., ten (10) per workday) but shall be

limited to 16 hours pe

r week.

3. Leave will be charged up to ten (10) hours per day,

therefore it will be necessary to use ten (10) hours leave

to cover a full day.

324

4. C

ourt leave will be charged the same (i.e., up to ten (10)

hours per day), however, the Local parties have the option

to determine if the employee’s schedule may be changed

back to 8/5 for those weeks during which court service is

performed.

5. Military leave will be charged at ten (10) hours per day

but may not exceed 120 hours per year. The Local parties

have the option to determine if the employee’s schedule

may be changed back to 8/5 for those weeks in which the

employee will be on military leave for five (5) or m

ore

days.

6. When appropriate, administrative leave may be granted

up to ten (10) hours per day.

7. Employees are currently provided

hours of holiday

leave per year (

eleven

(

) holidays at eight (8) hours per

holiday). To maintain this level of holiday leave while

assigned to an alternate work schedule,

employees will

revert back to an 8/5 schedule during the week in

which the Juneteenth holiday or designated holiday

falls,

the Local parties must elect one (1) of the following

options

for the remaining holidays,

prior to

implementing alternate work sche

dules.

Participants

will receive

hours of holiday leave per year

regardless of which option is chosen.

Option 1

During the weeks in which a holiday or designated holiday falls,

the employees revert back to an 8/5 schedule. Holiday leave and

holiday worked premium policies remain the same as for the

current 8/5 schedule.

Option 2

Washington’s Birthday

(

Presidents’ Day)

and Columbus Day

are considered regular workdays and are not treated as holidays

for purposes of scheduling or compensating employees in 10/4.

325

In e

ffect, these two (2) holidays are spread out among the

remaining eight (8) holidays. Ten (10) hours of holiday leave

will be charged and holiday worked premium will be limited to

ten (10) hours on each of the eight (8) holidays.

If a participant, in this option, enters or leaves the 10/4 work

week during the calendar year he/she will use annual leave or

LWOP, to the extent necessary, on the remaining holidays to

ensure that the total holiday leave for the calendar year does not

exceed

hours.

Payroll and budget systems only recognize holidays within

certain weeks within certain pay periods. As such, it is

necessary to establish designated holidays somewhat

differently from current policy. When a holiday falls on an

employee’s nonscheduled day, the employee’s first scheduled

workday preceding the holiday becomes the employee’s

designated holiday. An 8/5 employee who has Monday as a

nonscheduled day would have either the preceding Saturday or

Sunday as their designated holiday because one of those two (2)

days would have to be a regularly scheduled workday. Under

10/4, an employee may have Saturday, Sunday and Monday as

their nonscheduled days, which would mean establishing the

previous Friday as their designated holiday. This may fall

outside of the week of the pay period in which the holiday has

been provided for in the payroll and budget systems.

Accordingly, designated holidays for 10/4 employees with

these scheduled days off (SDOs) should be established as

follows:

SDOs

ACTUAL

HOLIDAY

DESIGNATED

HOLIDAY

1, 2, 3 Saturda

Frida

(prior)

Sunda

Tuesda

Monda

Tuesda

326

The

fol

lowing schedule is to keep the employee’s designated

holiday as close to the actual holiday as possible:

SDOs

ACTUAL

HOLIDAY

DESIGNATED

HOLIDAY

2, 3, 4 Sunda

Saturda

Monda

Saturda

Tuesda

Wednesda

8. Employees assigned to a 10/4 schedule and who are

scheduled for training programs of five (5) or more days

may be returned to an 8/5 schedule until the training is

completed. For training of less than five (5) days,

emp

loyees will remain on a 10/4 schedule but will

complete their 10-hour day as assigned by management

Such assignment should be as close to the employee’s

regular assignment as practicable.

9. Any and all compensation policies other than those set

forth in 1 through 7 above, which are based on 8-h

our

days and/or 5-day weeks for non-10/4 nonparticipants,

will be based on 10-hour days and/or 4-day weeks for

participants.

***

327

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Overtime Administration Prior To Peak Season

During the term of the 2021-2024 National Agreement,

during the four (4) week period prior to accounting period

3, when needed, overtime work for full-time employees shall

be scheduled among available and qualified employees

doing similar work in the work location where the

employees regularly work. The following conditions for the

assignment of overtime are for the purpose of protecting the

rights of Overtime Desired List employees during the four

(4) week period prior to peak season.

1. During the four (4) week period prior to accounting

period 3, when an opportunity exists for overtime for

qua

lified and available full-time employees d

oing

similar work in the work location where the employees

regularly work, prior to using a PSE in excess of eight

(8) hours in a service day or forty (40) hours in a

service week, such qualified and available

full-time

employees on the appropriate Overtime Desired List

will be selected to perform such work in order of their

seniority on a rotating basis up to ten (10) hours in a

day or fifty-six (56) hours in a service week.

2. This MOU is not intended to change, modify or

eliminate any Article 30 Local Memorandum of

Understanding language addressing overtime

scheduling which may be in conflict with this MOU.

***

328

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Article 8 Task Force

The parties to this Agreement recognize that sustained and

excessive levels of overtime, particularly where it is being

worked by non-volunteers, are not beneficial to the Postal

Service or its employees. In an effort to address this issue, a

National Level Task Force will be established for the

purpose of developing and evaluating improvements to the

overtime process.

The subject of sustained and excessive overtime, where it is

being worked by non-volunteers, is a proper topic for

discussion at Local and APWU Regional/USPS Area and

National Labor-Management Committee meetings. In

addition, the parties will meet in this joint Task Force to

discuss problem areas and to identify appropriate avenues

of resolution.

The Task Force will consist of three (3) members appointed

by the APWU and three (3) members appointed by the

Postal Service.

Any disputes on this subject may be processed through the

Grievance-Arbitration procedure in accordance with

Article 15.

***

329

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: APWU Administration of Overtime, Choice Vacation

Periods, and Holiday Work

The parties agree that the APWU Locals and Local

Management shall be given the option of one (1) or more of the

following systems of administration of overtime, choice

vacation periods, and holiday work. At facilities with Function

1, Function 3, and/or Function 4 activities, the Local parties

may jointly opt into one (1) or more of these systems.

Thereafter, either Local party may opt out of one (1) or more of

these systems, on a quarterly basis, with 30-day notice to the

other Local party.

The Employer shall inform the Union of its determination of its

needs for overtime, including how many employees with what

skills and in what sections, and how much overtime is

needed. The Union will notify the qualified and available

employees who are to work and likewise the Employer will be

notified as to the employees who have been scheduled to work.

The Union shall administer employees’ choice of vacation

periods pursuant to the guaranteed leave provision of the

applicable Local Memorandum of Understanding and

provisions of the Collective Bargaining Agreement.

The Union shall administer the system for selecting employees

for holiday work. The Employer shall inform the Union of its

determination of its needs for holiday work, including how

many employees with what skills are needed. The Union will

identify to the Employer the qualified and available employees

who meet the Employer’s needs and also notify the employees

who are to work.

330

The ad

ministration of these provisions shall be in accordance

with the National Agreement and applicable Local

Memorandums of Understanding. If the Local errs in the

administration of these provisions, the remedy for the adversely

affected employee(s) shall be to provide makeup opportunities

for work or leave of the amount and type that was mistakenly

assigned.

The Union shall select one (1) or more representatives to carry

out the above administrative responsibilities and these

representatives shall be granted the time necessary to do so. If

no one from the Union is available to make the decision,

Management will do so pursuant to the National Agreement and

Local Memorandum of Understanding.

Before a Local assumes these administrative responsibilities,

the Local parties shall be provided training by the National

parties.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Grade 8 Changes

The parties agree to the following changes for Grade 8:

Steps AA through FF will be eliminated, and Step A will be

the new entry step for Grade 8.

All Grade 8 employees in Steps BB through FF shall be

advanced to Step A within 120 days from February 28,

2022, retaining time in step credit.

All Grade 8 employees in Step AA shall be advanced to Step

B within 120 days from February 28, 2022, retaining time

in step credit.

331

All Grade

8 employees in Step A or above shall be advanced

one (1) step in the pay schedule within 120 days from

February 28, 2022, retaining time in step credit.

For RSC P9, K9, and C9, Step P shall be added as a new top

step for Grade 8. This step will be established by adding the

most prevalent step amount to Step O, and the waiting

period will be 30 weeks. The new Step P will be effective

within six (6) months from February 28, 2022.

For RSC P7, K7, and C7, new steps shall be added for

Grade 8 to include Step N, Step O, and Step P. These steps

will be established by adding the most prevalent step

amount to Step M, and the waiting period will be 30 weeks

between steps. The new steps will be effective within six (6)

months from February 28, 2022.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE AND

THE JOINT BARGAINING COMMITTEE

(American Postal Workers Union, AFL-CIO, and

National Association of Letter Carriers, AFL-CIO)

Re: Granting Step Increases

The parties agree that periodic step increases will not be

withheld for reason of unsatisfactory performance and that all

other aspects of the current step increase procedures remain

unchanged, unless otherwise provided for by the 1990 National

Agreement. The Employee and Labor Relations Manual (ELM)

shall be amended to conform with the above stated agreement.

***

332

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Re-promotion to APWU Bargaining Unit Positions

The parties agree that when an employee who has taken a

voluntary downgrade from a higher-level APWU

bargaining unit position to an APWU bargaining unit

position of two (2) or more levels lower; and the employee is

subsequently re-promoted to an APWU bargaining unit

position in a formerly held level, the employee will be

assigned the step the employee would have attained with

credit toward the next step date as if the employee had

remained continuously in that previously held higher level.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Annual Leave Exchange Option

The parties agree that APWU career employees will be allowed

to sell back a maximum of forty (40) hours of annual leave prior

to the beginning of the leave year provided the following two

) criteria are met:

1. the employee must be at the maximum leave

carry-over

ceiling at the start of the leave year; and

he employee must have used fewer than 75 sick leave

hours in the leave year immediately preceding the year for

which the leave is being exchanged.

***

333

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Sick Leave for Dependent Care

The parties agree that, during the term of the

2021

National

Agreement, sick leave may be used by an employee to give care

or otherwise attend to a family member having an illness, injury

or other condition which, if an employee had such condition,

would justify the use of sick leave by that employee. Family

members shall include son or daughter, parent and spouse as

defined in ELM Section 515.2. Up to 80 hours of sick leave may

be used for dependent care in any leave year. Approval of sick

leave for dependent care will be subject to normal procedures

for leave approval.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE AND

THE JOINT BARGAINING COMMITTEE

(American Postal Workers Union, AFL-CIO, and

National Association of Letter Carriers, AFL-CIO)

Re: Annual Leave Carryover

The parties agree that, as soon as practicable after the signing

of the 1990 National Agreement, the applicable handbooks and

manuals will be modified to provide revised regulations for

annual leave carryover as follows:

a. Regular workforce employees covered by this Agreement

may carry over 440 hours of accumulated annual leave

beginning with leave carried over from leave year 1990 to

leave year 1991.

334

b. E

mployees who fall under the provisions of Public Law

83-102 and who have maintained a carryover of more than

440 hours cannot increase their present ceiling.

c. The parties agree that ELM 512.73.d shall be changed to

reflect that any employee covered by the APWU/NALC

National Agreement is not paid for annual leave in excess

of 55 days. In all other respects, the ELM provisions for

payment of accumulated leave are not changed because of

this Memorandum.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE AND

THE JOINT BARGAINING COMMITTEE

(American Postal Workers Union, AFL-CIO, and

National Association of Letter Carriers, AFL-CIO)

Re: PTF Court Leave

1. Effective September 26, 1987, part-time flexib

employees who have completed their probationary period

shall

be eligible for court leave as defined in Employee

and Labor Relations Manual Part 516.1 and Part 516.22.

2. Appropriate provisions of the applicable handbooks and

manuals shall be amended to carry out these changes

consistent with the principles expressed in Paragraphs 3,

4, and 5 below. The handbooks and manuals, including

Part 516 of the Employee and Labor Relations Manual,

shall be amended pursuant to Article 19, except that the

sixty (60) day notice of such changes shall be waived.

3. A part-time flexible employee will be eligible for court

leave if the employee would otherwise have been in a

work status or annual leave status. If there is a question

concerning the status, the part-time flexible employee

will

be eligible if the employee was in work status or annual

335

leave

status on any day during the pay period immediately

preceding the period of court leave.

4. If eligibility is established under Paragraph 3, the specific

amount of court leave for an eligible part-time flexible

employee shall be determined on a daily basis as set forth

below:

a. if previously scheduled, the number of straight-time

hours the Employer scheduled the part-time flexible

employee to work;

b. if not previously scheduled, the number of hours the

part-time flexible employee worked on the same

service day during the service week immediately

preceding the period of court

leave;

c. if not previously scheduled and if no work was

performed on the same day in the service week

immediately preceding the period of court leave, the

guarantee as provided in Article 8, Section 8, of the

National Agreement, provided the part-time flexible

would otherwise have been requested or scheduled to

work on the day for which court leave is requested.

5. The amount of court leave for part-time flexible

employees shall not exceed eight (8) hours in a service

day or 40 hours in a service week.

Date: July 21, 1987

***

336

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE AND

THE JOINT BARGAINING COMMITTEE

(American Postal Workers Union, AFL-CIO, and

National Association of Letter Carriers, AFL-CIO)

Re: Leave Policy

The parties agree that local attendance or leave instructions,

guidelines, or procedures that directly relate to wages, hours, or

working conditions of employees covered by this Agreement,

may not be inconsistent or in conflict with Article 10 or the

Employee and Labor Relations Manual, Subchapter 510.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE AND

THE JOINT BARGAINING COMMITTEE

(American Postal Workers Union, AFL-CIO, and

National Association of Letter Carriers, AFL-CIO)

Re: Paid Leave and LWOP

The parties agree that an employee need not exhaust annual

leave and/or sick leave before requesting leave without pay. As

soon as practicable after the signing of the 1990 National

Agreement, Employee and Labor Relations Manual (ELM)

Exhibit 514.4(d) will be amended to conform to this

Agreement. The parties further agree that this Memorandum

does not affect the administrative discretion set forth in ELM

Part 514.22, nor is it intended to encourage any additional leave

usage.

(The preceding MOU applies to APWU PSEs)

***

337

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Leave Sharing

The Postal Service will continue a Leave Sharing Program

during the term of the

2021

Agreement under which career

postal employees are able to donate annual leave from their

earned annual leave account to another career postal employee.

Single donations must be of eight (8) or more whole hours and

may not exceed half of the amount of annual leave earned each

year based on the leave earnings category of the donor at the

time of donation. Sick leave, unearned annual leave, and annual

leave hours subject to forfeiture (leave in excess of the

maximum carryover which the employee would not be

permitted to use before the end of the leave year), may not be

donated, and employees may not donate leave to their

immediate supervisors.

To be eligible to receive donated leave, a career employee (a)

must be incapacitated for available postal duties due to serious

personal health conditions including pregnancy and (b) must be

known or expected to miss at least 40 more hours from work

than his or her own annual leave and/or sick leave balance(s),

as applicable, will cover, and (c) must have his or her absence

approved pursuant to standard attendance policies. Donated

leave may be used to cover the 40 hours of LWOP required to

be eligible for leave sharing.

For purposes other than pay and legally required payroll

deductions, employees using donated leave will be subject to

regulations applicable to employees in LWOP status and will

not earn any type of leave while using donated leave.

Donated leave may be carried over from one (1) leave year to

the next without limitation.

338

Dona

ted leave not actually used remains in the recipient’s

account (i.e., is not restored to donors). Such residual donated

leave at any time may be applied against negative leave

balances caused by a medical exigency. At separation, any

remaining donated leave balance will be paid in a lump sum.

NOTE: GRIEVANCE NUMBER Q90C-4Q-C 94013818 IS

WITHDRAWN.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Bereavement Leave

APWU represented employees may use a total of up to three (3)

workdays of annual leave, sick leave or leave without pay, to

make arrangements necessitated by the death of a family

member or attend the funeral of a family member.

Authorization of leave beyond three (3) workdays is subject to

the conditions and requirements of Article 10 of the National

Agreement, Subsection 510 of the Employee and Labor

Relations Manual and the applicable Local Memorandum of

Understanding provisions.

Definition of Family Member. “Family member” is defined as

(a) son or daughter - a biological or adopted child,

stepchild, daughter-in-law or son-in-law;

(b) spouse;

(d) sibling - brother, sister, brother-in-law or sister-in-law;

(e) grandparent.

339

The

in-laws referenced in this MOU applies to children,

including adopted children, stepchildren, and spouses thereof,

spouse and parents thereof; and brothers and sisters and spouses

thereof.

Use of Sick Leave. For employees opting to use available sick

leave, the leave will be charged to sick leave for dependent care,

if eligible.

Documentation. Documentation evidencing the death of the

employee’s family member is required only when the

supervisor deems documentation desirable for the protection of

the interest of the Postal Service.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Use of Leave - Qualifying Period

The parties agree that postal support employees (PSEs)

with a minimum of 90 days of continuous service as a PSE

prior to conversion to career status will be exempt from the

90-day qualifying period as written in the Employee an

Labor Relations Manual (ELM) 512.313. Any break in

service as required by Appendix A, Section 1.b will not

impact this continuous service requirement.

***

340

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: PSE Annual Leave

The parties agree that in all non-POStPlan offices, including

APOs, upon completion of an initial 360-day appointment

as a postal support employee (PSE), and immediately upon

reappointment to any subsequent appointment(s)

thereafter, PSEs will be advanced forty (40) hours of annual

leave. Upon initial implementation, PSEs will receive

annual leave prorated to the end of their 360-day term.

In all Level 4 RMPOs, upon completion of two 360-day

appointments, and immediately upon reappointment to any

subsequent appointment thereafter, PSEs will earn one (1)

additional hour of leave per pay period and will be

advanced forty (40) hours of annual leave.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: PTF Annual Leave

The parties agree that forty (40) hours of annual leave will

be advanced to part-time flexible (PTF) employees,

prorated to the end of the leave year for their first leave year

as a PTF, and annually thereafter, unless and until the

employee converts to full-time status.

***

341

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Time Limitations Concerning Bone Marrow, Stem

Cell, Blood Platelet, and Organ Donations

As to the time limitations applicable to bone marrow, stem cell,

blood platelet, and organ donations, the parties agree the

maximum administrative leave that can be granted per leave

year to cover qualification and donation is limited to the

following:

a. A full-time or part-time regular career employee is limited

to:

(1) for bone marrow, up to seven (7) days;

(2) for stem cells, up to seven (7) days;

(3) for blood platelets, up to seven (7) days; and

(4) for organs, up to thirty (30) days.

b. A part-time flexible or postal support employee (PSE) may

be granted leave up to the limits set forth above. The

amount of leave that may be granted will be based on th

employee’s average daily work hours in the preceding 26

weeks, but not to exceed eight (8) hours per day.

***

342

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Article 12.5.B.2

The parties agree that Article 12.5.B.2 shall be amended to

include the need to identify duty assignments within the

appropriate radius currently held by PSE employees which shall

be made available for the reassignment of excess career

employees.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Article 12.5.C.5.b(6)

…In the Clerk Craft, an employee(s) involuntarily reassigned

shall be entitled at the time of such reassignment to file a written

request to return to the first vacancy [in the same or lower salary

level] in the craft and installation from which reassigned. Such

request for retreat rights must indicate whether the employee(s)

desires to retreat to the same, lower, and/or higher salary level

assignment and, if so, what salary level(s). The employee(s)

shall have the right to bid for vacancies within the former

installation and the written request for retreat rights shall serve

as a bid for vacancies in the level from which the employee was

reassigned and for all residual vacancies in other levels for

which the employee has expressed a desire to retreat. The

employee(s) may retreat to only those [lower-level]

assignments for which the employee(s) would have been

eligible to bid. If vacancies are available in the specified lower,

343

higher o

r same salary level [and in the salary level], the

employee will be given the option.

Repostings occurring pursuant to Article 37, Sections 3.A.4.a,

3.A.4.b, and 3.A.4.c, are specifically excluded from t

application of this subsection.

Withdrawal of a bid or failure to qualify for a vacancy or

residual vacancy terminates retreat rights to the level of the

vacancy. Furthermore, employees electing to retreat to a lower

level are not entitled to salary protection.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Transfer Opportunities to Minimize Excessing

Pursuant to the Memorandum of Understanding (MOU) on

Transfer Opportunities to Minimize Excessing dated September

12, 2005, the parties held a series of meetings to discuss the

methods by which this understanding would be implemented.

As a result of these meetings the parties agree to the following:

1. All APWU employees in the installation and affected cra

experiencing excessing from the craft or installation may

voluntarily submit a request for transfer through eReassign.

These employees will be placed on a preferred listing

within eReassign by date order. These volunteers will be

allowed to transfer out of their impacted installation in

accordance with the MOU on Transfer Opportunities

Minimize Excessing and the procedures described herein.

A. Affected employees requesting transfer must meet t

minimum qualifications for the position being

considered.

344

In accordance with applicable provisions of the EL-312

Handbook, nepotism rules are still in effect.

C. The following Sections of the Transfer Memorandum

of Understanding (page 305, of the 2000-2006 National

Agreement) are modified in order to accommodate

transfer opportunities to minimize excessing.

Specifically:

1. Section B & C (pages 305-306) - Ratios contained

in the Transfer MOU are not applicable to affected

employees applying for transfer as a result of

impending excessing;

2. Section D (page 306) - Affected employees work,

attendance and safety records will not be consid

ered

when applying for transfer as a result of impending

excessing;

3. Section D.1 (pages 306-307) - Affected employees

will not be required to have 18 or 12 months of

service (as applicable) in their present installation

prior to requesting a transfer to another installation.

Additionally, any craft lock-in period will also not

apply to affected employees that qualify for priority

consideration;

4. Section E (page 307) - A minimum of 30 days notice

to the losing installation will be afforded if possible.

Neither the gaining nor losing installation can place

a hold on the employee. The affected employee

will

be allowed to transfer prior to the excessing if they

desire and choose their effective date of transfer w

ill

coincide with the start of a pay period at the gaining

installation. The losing installation will coordinate

between the employee and the gaining installati

on.

D. The Postal Service will not provide affected employees

copies of vacancies at postal facilities in advance of

345

transfer

requests. Installations with hard-to-fill

vacancies post them in eReassign as reassignment

opportunities. The Postal Service will notify employees

in the impacted installation(s) of the availability of the

eReassign transfer alternative.

Employees can request reassignment to these specific

positions. It is the responsibility of the affected

employee to check on a regular basis in eReassign for

reassignment opportunities. Employees may also

request transfers to offices that do not have

reassignment opportunities listed on eReassign.

2. Selections by installations accepting transfer requests will

be on a seniority basis using craft installation seniority

from the losing installation.

A. In the event of a seniority tie, the tie breaker method

will be as follows: a) total career postal time, and b)

entered on duty date.

B. An employee’s seniority in the gaining installation is

established by the respective gaining craft Article in

the Collective Bargaining Agreement based on the

employee being a voluntary transfer (not excesse

employee.

3. An employee accepting a transfer under the priority

consideration will have their name removed from the

priority eReassign pending request list at all locations.

fected employees requesting transfer can change their

mind and decline a transfer opportunity. By doing so, the

affected employee’s name will be removed from the

priority eReassign pending request list at the declined

location and the affected employee becomes

immediately

available for involuntary Article 12 reassignment.

4. Employees may transfer across APWU craft lines.

Transfers outside craft lines will be processed in

accordance with applicable provisions of the Collective

346

rgaining Agreements and postal regulations. Affected

employees requesting transfer must meet the minimum

qualifications for the position being considered. The first

selection will come from same craft to same craft prior to

making cross craft selections. There is no priority

consideration to non-APWU craft positions.

5. Simultaneous (duplicate) requests for transfer by the

same

employee to the same craft and installation in eReassign

are not permitted.

Employees may receive a printed confirmation of t

heir

request through eReassign.

7. With the exception of the Clerk Craft, impacted crafts or

occupational groups in installations under Article 12

withholding are not available for transfer requests. In the

Clerk Craft only, excluding installations concurrently

experiencing excessing from the Clerk Craft, the following

vacancies will be made available through eReassign for

transfer requests by full-time regular clerks in impacted

offices under this procedure for a minimum of twenty-one

(21) days before they may be withheld under Article 12 and

Art

icle 37.3.A.3:

posted clerk vacancies within the District which are

determined to be residual after completion of the

bidding/assignment process in Article 37.3 and 37.4;

b. posted clerk vacancies in installations outside the

District, but within a one hundred (100) mile

geographic radius of the impacted installation, wh

ich

are determined to be residual after completion of the

bidding/assignment process in Article 37.3 and 37.4.

The parties may mutually agree to expand the area

consideration beyond 100 miles if they determine it is

necessary to provide sufficient vacancies for offices

with

excess clerks

;

347

c. w

hen the excessing involves part-time flexibles (PTFs),

vacancies within the same areas identified in a and b

above, will be made available for transfer requests by

part-time flexibles in the impacted office

8. As a result of the MOU, there are no changes to the Article

12-time frames for notification to the Union.

9. Disputes arising from the application of Transfer

Opportunities to Minimize Excessing MOU will be

processed at the Area Level. If unable to resolve at Area

Level the dispute will be forwarded to the Headquarters

Level.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Cross Craft Reassignments

In instances where employees represented by the APWU will

be involuntarily reassigned outside the installation, employees

may be reassigned to other APWU crafts outside the

installation. Such employees who meet the minimum

qualifications will be afforded their option of available

vacancies by seniority.

This Memorandum does not affect any other rights that Motor

Vehicle Craft employees may possess under the provisions of

Article 12.

***

348

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Transfers

The parties agree that the following procedures will be followed

when career postal employees request reassignment from one

postal installation to another.

Reassignments (Transfers)

A. Installation heads may continue to fill authorized vacancies

first through promotion, internal reassignment and change

to lower level, transfer from other agencies,

reinstatements,

etc., consistent with existing regulations and applicable

provisions of the National Agreement.

B. Installation heads will afford full consideration to all

reassignment requests from employees in othe

geographical areas within the Postal Service. The requests

will be considered in the order received consistent with the

vacancies being filled and type of positions requested. Such

requests from qualified employees, consistent with the

provisions of this Memorandum, will not be unreasonably

denied. Local economic and unemployment conditions, as

well as EEO factors, are valid concerns. When hiring from

entrance registers is justified based on these local

conditions, an attempt should be made to fill vacancies from

bot

h sources. Except in the most unusual of circumstances,

if there are sufficient qualified applicants for reassignment

at least one (1) out of every four (4) vacancies will be filled

by granting requests for reassignment in all offices of 100 or

more workyears if sufficient requests from qualifie

applicants have been received. In offices of less than 100

workyears a cumulative ratio of one (1) out of six (6) for the

duration of the National Agreement will apply.

349

C. D

istricts will maintain a record of the requests for

reassignment received in the offices within their area of

responsibility. This record may be reviewed by the Uni

on an annual basis upon request. Additionally, on a

semiannual basis Local Unions may request information

necessary to determine if a one (1) out of four (4) ratio is

being met between reassignments and hires from the

entrance registers in all offices of 100 or more workyears.

D. Managers will give full consideration to the work,

attendance, and safety records of all employees who are

considered for reassignment. An employee must have an

acceptable work, attendance, and safety record and meet the

minimum qualifications for all positions to which they

request reassignment. Both the gaining and losing

installation head must be fair in their evaluations.

Evaluations must be valid and to the point, with

unsatisfactory work records accurately documented.

1. For reassignments within the geographical area covered by

a District or to the geographical area covered by adjacent

Districts, the following applies: An employee must have at

least eighteen (18) months of service in their present

installation prior to requesting reassignment to another

installation. Employees reassigned to installations und

the provisions of this Memorandum must remain in the

new installation for a period of eighteen (18) months,

unless released by the installation head earlier, before

being eligible to be considered for reassignment again

with the following exceptions: 1) in the case of an

employee who requests to return to the installation where

he/she previously worked; 2) where an employee can

bstantially increase the number of hours (eight (8) or

more hours per week) by transferring to another installation

and the employee meets the other criteria, in which case the

lock-in period will be 12 months. Employees serving unde

craft lock-in periods per the provisions of the National

350

Agreement

must satisfy those lock-ins prior to being

reassigned to other installations. These transfers are

included in the one (1) out of four (4) ratio.

2. For all other reassignments, the following applies: An

employee must have at least one (1) year of service in their

present installation prior to requesting reassignment t

another installation. Employees reassigned to installations

under the provisions of this Memorandum must remain in

the new installation for a period of one (1) year, unless

released by the installation head earlier, before

being

eligible to be considered for reassignment again, except in

the case of an employee who requests to return to the

installation where he/she previously worked. Employees

serving under craft lock-in periods per the provisions of the

National Agreement must satisfy those lock-ins prior to

being reassigned to other installations.

E. Installation heads in the gaining installation will contact the

installation head of the losing installation and arrange for

mutually agreeable reassignment and reporting dates. A

minimum of thirty (30) days notice to the losing office will

be afforded. Except in the event of unusual circumstances at

the losing installations, reasonable time will be provided

allow the installation time to fill vacancies, however, this

time should not exceed ninety (90) days.

F. Reassignments granted to a position in the same grade will

be at the same grade and step. Step increase anniversaries

will be maintained. Where voluntary reassignments are to a

position at a lower level, employees will be assigned to the

step in the lower grade consistent with Part 420 of the

Employee and Labor Relations Manual.

Employees reassigned under these provisions will be

reassigned consistent with the provisions of the appropriat

craft Article contained in the National Agreement.

Employees will not be reassigned to full-time regular

351

sitions to the detriment of career part-time flexible

employees who are available for conversion at the gaining

installation. Seniority for employees transferred per this

Memorandum will be established consistent with the

provisions of the National Agreement.

H. Relocation expenses will not be paid by the Postal Service

incident to voluntary reassignment. Such expenses, as well

as any resulting interview expenses, must be borne by

employees.

I. Under no circumstances will employees be requested or

equired to resign, and then be reinstated in order to

circumvent these pay provisions, or to provide for an

additional probationary peri

od.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Excessing

The Postal Service will provide the Union information at the

National Level regarding consolidating postal installations,

when those consolidations result in a major relocation of

employees.

***

352

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Extend Minimizing Excessing MOU

The parties agree to extend as indicated below provisions of the

Memorandum of Understanding (MOU), Minimizing

Excessing, which expire with the term of the

2021-2024

Agreement.



The parties agree that the provisions of the above

referenced MOU are applicable and will continue until

September 20, 2024

or for the term of the

2021

National

Agreement, whichever is longer, except as provided for in

the Step 4 resolution in case number Q10C-4Q-C

14317802/HQTT20140774 or as modified by any other

agreem

ents.

***

EMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Minimizing Excessing

In order to minimize the impact on the employees and the

operation, the parties agree to the following provisions to curtail

or minimize the involuntary excessing and reassignment of

employees outside their installation or craft for the term of the

2021

National Agreement.

Employees will have the opportunity to voluntarily transfer

pursuant to the provisions of the Memorandum of

Understanding Re: Transfer Opportunities to Minimize

Excessing. For purposes of this identified opportunity, the

353

restriction

in Item 7 of that MOU is lifted so that withheld

vacancies are available.

The Postal Service will review its operations, 1) to create new

and/or more efficient assignments within the installation that

might lessen the excessing need, and 2) to look for scheduling

opportunities to offer assignments which are consistent with

local operational needs and reduce/eliminate the need to excess.

When employees are not able to be placed within their

installation and craft, the parties will meet to discuss options to

avoid or minimize involuntary excessing, such as modifying

work schedules, and will determine what options will be

implemented. If there remains a need to place employees after

exhaustion of any agreed-to actions, excessing outside the

installation or craft must be to an assignment within forty (40)

miles from the losing installation, or fifty (50) miles if

reassignment within forty (40) miles is not feasible. If in

unusual situations there are insufficient residual vacancies

available for placement within fifty (50) miles, the parties will

determine what steps may be taken.

Withheld jobs not filled under the above procedure will remain

vacant until it is determined that they no longer need to be

withheld.

If a need still exists to reassign employees who have been

notified of pending excessing after the steps above have been

taken, such employees given notice of reassignment pursuant to

Article 12 prior to the effective date of this Agreement may be

reassigned.

These provisions are applicable except as provided for in the

Step 4 resolution in case number Q10C-4Q-C 14317802/

HQTT20140774 or as modified by any other agreements.

Anyone currently scheduled to be excessed who wishes to go

will be allowed to do so.

354

Any disputes arising out of this Memorandum will be handled

in accordance with the Memorandum of Understanding Re:

Administrative Dispute Resolution Procedures.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Part-Time Flexible (PTF) One-Time Voluntary

Reassignment Opportunity

All part-time flexible (PTF) Clerk Craft employees on the

rolls on September 21, 2021, who have completed their

probationary period in installations with less than 100

career Clerk Craft employees, will be given a one-time

opportunity to voluntarily reassign to installations with 100

or more Clerk Craft employees as full-time Clerk Craft

employees within their current districts.

The parties recognize that it is in the interest of both the

Employer and the Union to provide PTF Clerk Craft

employees in installations with less than 100 Clerk Craft

employees the opportunity to convert to full-time status.

For the purpose of this Agreement, the one-time voluntary

reassignment of PTF Clerk Craft employees to full-time

status will be accomplished by assigning PTF Clerk Craft

employees in installations with less than 100 Clerk Craft

employees to full-time Clerk Craft residual vacancies that

remain available in installations with 100 or more Clerk

Craft employees after application of Item 4 of the

Memorandum of Understanding (MOU), Re:

Residual

Vacancies - Clerk Craft

A list identifying the full-time Clerk Craft residual

vacancies that remain available in installations with 100 or

355

more Clerk Craft employees after application of Item 4 of

the Memorandum of Understanding (MOU), Re:

Residual

Vacancies - Clerk Craft

, will be provided to the APWU

Director, Clerk Division, or designee. This list shall include

the Area name, District name, Installation (Bid Cluster)

name, Job Title, Job Number, Schedule/Days Off, and

Skills/Schemes/License.

The APWU Director, Clerk Division, or designee, within 30

days of receipt of the subject list, will provide the names of

eligible and minimally qualified PTF Clerk Craft employees

who will voluntarily reassign to those full-time Clerk Craft

residual vacancies.

A PTF Clerk Craft employee seeking to voluntarily reassign

pursuant to this Agreement must have an acceptable work,

attendance, and safety record and meet the minimum

qualifications for all Clerk Craft residual vacancies to

which they request voluntary reassignment. A PTF Clerk

Craft employee must qualify in his/her current installation

prior to being reassigned pursuant to this Agreement. A

PTF Clerk Craft employee who fails to qualify will remain

in his/her current installation as a PTF Clerk Craft

employee.

District Human Resources will complete the placement no

later than the first day of the third pay period following

selection of the employee.

***

356

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Rehabilitation Issues

The parties have been unable to agree as to temporary

assignment, reassignment or reemployment in APWU

represented crafts of employees injured on or off duty or

employees with job-related illnesses. Accordingly, the parties

agree as follows:

1) The parties will submit to the Department of Jus

tice’s

Office

of Legal Counsel (“OLC”) proposed language

concerning a possible resolution of the above dispute.

2) In the event the Department of Justice either determines

that the language does not comply with applicable law o

declines to issue any determination, the parties agree to

submit to interest arbitration the dispute concerning the

temporary assignment, reassignment or reemployment i

APWU represented crafts of employees injured on duty or

employees with job-related illnesses.

3) The parties will, immediately upon the signing of this

Agreement, begin to select a neutral arbitrator and to

develop the procedures and processes for such an interest

arbitration.

Date: September 10, 2012

***

357

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Headquarters Threat Assessment Team/Workplace

Environment Improvement

The parties agree that partnership is required to improve the

workplace environment. In support of this partnership, the

parties agree that the American Postal Workers Union, AFL-

CIO (APWU), will participate on the Headquarters Threat

Assessment Team (HAT). The Postal Service also agrees that,

at the request of the APWU, the parties will meet to discuss

matters concerning troubled workplaces or workplace

environment improvement which are of particular concern to

the APWU. With concurrence of the APWU, relevant

information from these meetings may be shared with the other

participants of the HAT. The HAT will serve as consultants to

the parties regarding workplace environment issues.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Work Environment Improvement

The parties are committed to achieving and maintaining a

positive, safe and efficient workplace environment and

improving relationships between management and APWU

represented employees so that all employees are treated with

dignity and respect. The parties acknowledge that such a work

environment will put the Postal Service and its employees in the

best position to accomplish our common mission of providing

358

efficient,

high-quality service to our customers. Accordingly,

the parties agree to the following:

Workplace Environment Joint Assessment

Within sixty (60) calendar days of the signing of this MOU, the

parties at the National Level will jointly assess the current

workplace environment and identify mutually agreed upon

methods to improve the work environment, including any

training deemed appropriate. The assessment process will be

overseen by the Vice President, Labor Relations and the APWU

National President, or their designees.

Within thirty (30) days of completing the assessment referenced

above, the National parties will jointly select locations to assess

and implement the identified methods to improve the work

environment. Area Labor Relations Managers, APWU

Regional Coordinators or National Business Agents may

suggest locations to the National parties for consideration.

Once a location is selected, a team composed of a designee from

each party will have thirty (30) calendar days to assess the work

environment in the subject office. Factors the team will

consider include, but are not limited to:

• the treatment of all employees;

• the relationship between the Local Union and Local

Management;

• communication between employees and Local

Management;

• policies and practices regarding the safety of all

employees;

• staffing or recent and anticipated staffing changes.

Within thirty (30) days after the review is completed, the team

will jointly develop recommendations and an implementation

plan. This plan will be provided to the Vice President, Labor

Relations and the APWU National President, or their designees.

359

Wit

hin thirty (30) calendar days of submission of the plan, the

National parties will oversee implementation of the joint

recommendations and implementation plan, consistent with any

modifications made by the National parties.

The National parties are committed to monitoring plans and

their effectiveness.

This MOU, including any recommendations or implementation

plans, does not waive or impact either parties’ rights or

obligations under the Collective Bargaining Agreement.

However, any joint recommendations or implementation plans

created as a result of this MOU shall not be cited in any appeal

made through the grievance-arbitration procedure.

After six (6) months from the date of the signing of the

Agreement, either party may opt out of this MOU with thirty

(30)

days notice to the other party.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Off-Site Safety and Health Program

It is the responsibility of management to provide safe working

conditions. The Union will cooperate with and assist

management to live up to this responsibility.

The Postal Service Safety and Health Program and OSHA

standards and regulations cover Postal Service employees who

perform Postal Service duties in private employers’

establishments and while delivering mail and performing other

activities off Postal Service property. To ensure that employees

are protected, safe and healthful working conditions must be

360

provided through engineering and administrative controls,

personal protective equipment, enforcement of safe work

practices, withdrawal of employees from the private sector

facility, and, if necessary, curtailment of mail. The purpose of

routine safety and health program evaluations is to measure the

effectiveness of the Postal Service Safety and Health Program

at each organizational level, ensure OSHA compliance, and

promote a model for effective safety and health programs. The

Postal Service will ensure that the work area(s) and equipment

for APWU represented employees in off-site locations are safe.

The National Joint Labor-Management Safety and Health

Committee will discuss and work toward creating an

implementation process to ensure employees in off-site

locations are fully protected by the Postal Service’s Safety and

Health Program.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Work Environment Improvement Task Force

As a supplement to the MOU, Re:

Work Environment

Improvement

, a Task Force is established for the purpose of

jointly seeking methods to improve the cultural

environment in facilities with APWU represented

bargaining unit employees. The parties reconfirm our

commitment to continue our joint objective of creating an

improved work environment for all employees.

The parties agree that the intent of the Task Force is to

jointly develop processes and solutions that will improve the

work environment thus ensuring that the Postal Service is

an "employer of choice."

361

The par

ties recognize that all interests are best served

through a cooperative effort. This Task Force will develop

the processes necessary to examine conditions and develop

solutions in facilities related to, at a minimum:



Creating a positive work environment/culture where

everyone is treated with dignity and respect.



Evaluating the workplace culture with a focus on the

causes of conflict(s) between management and

APWU represented bargaining unit em

ployees.



Evaluating the 204(b) program and reviewing the

possibility of making modifications to the program

that would have a positive impact on the workplace

environment.

The

Task Force will consist of an equal number of members

appointed by the APWU and by the Postal Service. The

Task Force is authorized to jointly test techniques/processes

directed at improving work relationships between APWU

represented employees and supervisors/managers. These

initiatives may be tested separately or in concert with each

other, as jointly determined by the Task Force. The Task

Force's guiding principles should be to improve the work

climate and daily relationships on the workroom floor, and

to ensure the operational success of the Postal Service.

This Agreement is without prejudice to the Postal Service's

right to make changes to policy consistent with Article 19

and 34, and the Union's ability to challenge the same.

The Task Force shall convene within 30 days of the signing

of this Agreement, and will function for the term of the

2021-2024 National Agreement. The Task Force will meet

on a regular basis and report to the APWU National

President (or his/her designee) and the Postal Service Vice

President, Labor Relations (or his/her designee).

***

362

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Regional Safety and Health Representative Training

Opportunities

The parties recognize that both active and retired Postal

Service employees serve as APWU Regional Safety and

Health Representatives, as appointed by the APWU

President.

To ensure that APWU Regional Safety and Health

Representatives have access to safety training available to

management safety personnel, the parties agree to the

following:

1. APWU Regional Safety and Health Representative

who are currently eligible for an ACE ID will be

authorized to take the safety and health training

courses that are available to management's safety

personnel through the Postal Service's

web-based

training platform.

2. APWU Regional Safety and Health Representatives

who are not currently eligible for an ACE ID will be

provided the safety and health training courses

available to management's safety personnel through

alternative means, such as hard copy, compact disc,

or vid

eo.

3. The Emplo

yer will authorize APWU Regional Sa

fety

and Health Representatives who are currently on

rolls to complete such training on the clock, subject

to the restrictions in Paragraph 4 of this MOU. The

Postal Service will ensure that APWU Regional

Safety and Health Representatives are granted time

363

to c

omplete the training during the employee's

regular tour of duty.

4. APWU Regional Safety and Health Representative

will notify management of which training, from the

below agreed upon list, they are seeking to complete

no later than the 10th day of the month in which they

will complete such training. Training will be

limited

to 16 APWU Regional Safety and Health

representatives per year, with a maximum of five (5)

courses, per representative, per month, not to exceed

a total of 40 hours of training per representative, per

month.

This MOU will expire with the term of the 2021 National

Agreement.

Below is the list of the agreed upon training courses:

Asbestos Awareness Level Training

Asbestos Class III (O&M) Initial Training

Bloodborne Pathogens Awareness Level Training

Bloodborne Pathogens Soft Skills Videos

Confined Spaces

Electrical Safety 2.0

Electrical Safety Awareness

Electrical Safety Category 1-4

Electrical Safety: Personal Protective Equipment

Emergency and Disaster Preparedness,

Lockout/Tagout 2.0

Ergonomics Soft Skills Videos

Fire and Explosion Hazards (HAZWOPER)

Fire Safety and Prevention

Fire Safety and Prevention 2.0

Hazard Communication General Awareness Level

364

HAZWOPER Soft Skills Vid

eos

Hearing Conservation

Heat Stress Recognition and Prevention

Introduction to Industrial Hygiene

Lead Awareness Level (Affected Employees)

Lead Training - Operations and Maintenance (O&M)

Machine Guarding 2.0

Non-Ionizing Radiation Safety

Personal Protective Equipment (HAZWOPER)

Powered Industrial Truck Safety

Radiation Safety

Safe Work Practices

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Expedited Arbitration

The United States Postal Service and the American Postal

Workers Union, AFL-CIO, agree to hear the following issues

in the expedited arbitration forum:

1. Individual Overtime Issues;

2. Withholding of Step In

creases;

3. Individual Leave Requests Concerning Annual Leave,

Sick Leave, Leave Without Pay, Court Leave,

Restricted Sick Leave, and Requests for Medical

Certification;

4. AWOL;

5. Holiday Scheduling Issues;

365

6. S

uspensions (Except Emergency Suspensions);

7. Article 25, Higher-Level Assignments;

8. Employee Claims;

9. Letters of Demand of Less Than $2,000;

10. Individual Clerk Craft Seniority Disputes;

11. Steward Time;

12. Such Other Matters as are Mutually Agreeable at the

Area/Regional Level.

This Agreement does not change either party’s right to refer an

expedited case to regular arbitration in accordance with the

applicable procedures of Article 15, Section 5.C, of the

National Agreement.

The parties at the National Level will continue to attempt to

identify and agree upon additional issues to be referred to

expedited arbitration at the Area/Regional Level in accordance

with Section 5.C of Article 15 of the National Agreement.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

JOINT BARGAINING COMMITTEE

(American Postal Workers Union, AFL-CIO, and

National Association of Letter Carriers, AFL-CIO)

Re: Processing of Post Removal Grievances

The parties agree that the processing and/or arbitration of a

nondisciplinary grievance is not barred by the final disposition

of the removal of the grievant, if that nondisciplinary grievance

is not related to the removal action.

***

366

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Interest on Back Pay

Where an arbitration award specifies that an employee is

entitled to back pay in a case involving disciplinary suspension

or removal, the Employer shall pay interest on such back pay at

the Federal Judgment Rate. This shall apply to cases heard in

arbitration after the effective date of the 1990 Agreement.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Role of Inspection Service in Labor Relations Matters

The parties recognize the role of the Postal Inspection Service

in the operation of the Postal Service and its responsibility to

provide protection to our employees, security to the mail and

service to our customers.

Postal Inspection Service policy does not condone disrespect by

Inspectors in dealing with any individual. The Postal Inspection

Service has an obligation to comply fully with the letter and

spirit of the National Agreement between the United States

Postal Service and the American Postal Workers Union, AFL-

CIO and will not interfere in the dispute resolution process as it

relates to Articles 15 and 16.

The parties further acknowledge the necessity of an

independent review of the facts by management prior to the

issuance of disciplinary action, emergency procedures,

indefinite suspensions, enforced leave or administrative

367

action

s. Inspectors will not make recommendations, provide

opinions, or attempt to influence management personnel

regarding a particular disciplinary action, as defined above.

Nothing in this document is meant to preclude or limit Postal

Service management from reviewing Inspection Service

documents in deciding to issue discipline.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Joint Contract Interpretation Manual

The United States Postal Service and the American Postal

Workers Union have engaged in extensive discussion on ways

to improve the parties’ workplace relationship, as well as ways

to improve the grievance/arbitration procedure. Accordingly,

the parties have agreed to establish a Joint Contract Manual that

will contain the joint interpretation of contract provisions. The

parties will be bound by these joint interpretations and

grievances will not be filed asserting a position contrary to a

joint interpretation. The parties agree to initiate the process of

establishing a Joint Contract Interpretation Manual no later than

90 days from the signing of this Agreement.

***

368

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Administrative Dispute Resolution Procedures

The U.S. Postal Service and the American Postal Workers

Union, AFL-CIO (APWU), agree to continue Administrative

Dispute Resolution Procedures (ADRP) to help resolve

complex disputes as they arise during the course of the

Collective Bargaining Agreement. The ADRP will be used to

resolve those disputes identified by the parties without the filing

of any grievances. A listing of subjects for consideration in the

ADRP will be submitted by the parties at the National Level

within 30 days following the effective date of this

Memorandum of Understanding. By mutual agreement, the

parties at the National Level may continue to add subjects to the

original listing.

For each subject(s), the Employer and the Union will designate

individuals at the National Level who will be responsible for

discussing and, where possible, for resolving any disputes

concerning the referenced subject(s). When a specific subject is

under consideration in the ADRP, any grievance(s) concerning

that identified subject will be removed from the

grievance/arbitration procedure and forwarded to the ADRP.

Where a grievance(s) has been filed and the subject of that

grievance subsequently comes under consideration by the

ADRP, such grievance(s) will be removed and forwarded to the

ADRP.

The National Level designees will be responsible for meeting

regularly to resolve pending disputes. No special forms, appeals

or paper work will be necessary to utilize the ADRP. When the

designees cannot agree upon a resolution, either party may

declare an impasse. Each party will identify the issue in dispute

369

writing within 30 days after the declared impasse on the

subject. The identified dispute will then be placed on the

appropriate arbitration docket.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Step 4 Procedures

This Memorandum represents the parties’ agreement with

regard to withdrawing a grievance from Regional arbitration

and referring the dispute to Step 4 of the grievance procedure.

If a case is withdrawn from Regional arbitration, and the dispute

referred to Step 4, and then remanded as non-interpretive, it will

be returned directly to Regional arbitration to be heard before

the same arbitrator who was scheduled to hear the case at the

time of the referral to Step 4. Additionally, if the hearing had

opened, the case will be returned to the same stage of

arbitration.

The party referring the dispute to Step 4 from arbitration on the

day of the hearing or after the hearing opens shall pay the full

costs of the arbitrator for that date unless another scheduled case

is heard on that date by the arbitrator.

***

370

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Pilot Grievance-Arbitration Procedures

The parties agree to meet within 90 days from the signing of the

National Agreement to jointly develop and pilot new

grievance/arbitration procedures designed to effectively ensure

local contract compliance, improve the labor climate and foster

more professional relationships.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Timeliness Regarding Step 2(h) Appeals

When the Union incorrectly appeals a grievance under Article

15.2 Step 2(h) to Step 3 rather than to arbitration, and can show

the appeal was made timely, Management will not consider

timeliness as a waiver of the grievance. If no timely appeal to

Step 3 can be established by the Union then Management

retains the right to raise the timeliness issue. This Memorandum

includes the scenario where the Union incorrectly appeals a

grievance under Article 15.2 Step 2(h) directly to arbitration

that should have been appealed to Step 3. The grievance will

not be waived as untimely provided the Union can show a

timely appeal to arbitration. If no timely appeal can be

established by the Union, then management retains the right to

raise the timeliness issue.

***

371

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Grievance/Arbitration Appeals Address Change Due

to Organizational Structure Changes

Due to recent organizational structure changes, the Postal

Service has closed the six (6) Area Grievance/Arbitration

Processing Centers, also known as Service Centers. The duties

related to the processing of Step 3 grievance appeals, appeals to

arbitration, arbitration hearing scheduling and all related duties

that were performed in the six (6) centers have been transferred

to the new Labor Relations Service Center at Postal Service

Headquarters in Washington, D.C. Wherever references are

made in the parties’ National Agreement that a notice, appeal

or other information is to be sent to the “appropriate

management official at the Grievance/Arbitration Processing

Center,” it means that it shall be sent to the Headquarters Labor

Relations Service Center at the following address:

National Service Center

Attention: LR Appeals

United States Postal Service

PO BOX 25398

Tampa, FL 33622-5398

The parties agree that the Union’s designated representatives

shall send all appeals and related information to the

Headquarters Labor Relations Service Center at the above

address.

The parties agree that this MOU will remain in effect until and

unless otherwise modified by agreement of the parties at the

National Level.

***

372

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Article 15.5.A.9 Intervention Notification –

Jurisdictional or Work Assignment

Pursuant to Article 15.5.A.9, the parties agree that in any

arbitration proceeding in which a Union feels that its interests

may be affected, it shall be entitled to intervene and participate

in such arbitration proceeding. The parties agree that within 30

days of receiving the appeal to arbitration of jurisdictional or

work assignment cases the interested non-party Union shall be

provided a copy of the moving papers.

Immediately upon scheduling the jurisdictional or work

assignment cases for arbitration, the interested non-party Union

shall be entitled to intervene, and shall be informed of the date,

time and location of the arbitration.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Arbitration Scheduling Procedures - (LMOU)

The parties agree to the following concerning the scheduling of

Local Memorandum of Understanding (LMOU) impasse

arbitration cases during the term of this Agreement.

1. LMOU impasses from each installation will be heard by

the same arbitrator to the extent possible.

373

It is expected that multiple impassed items from an

LMOU will be heard on each arbitration date.

This Agreement expires with the

2021

Collective Bargaining

Agreement.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Discipline Task Force

The parties agree to have at the National Level the “Task Force

on Discipline.” The Task Force shall have two (2)

representatives of the APWU and two (2) representatives of the

USPS.

The purpose of the Task Force shall be to study the manner in

which discipline is administered by the USPS, the manner in

which disputes about discipline are handled by the parties, and

to recommend changes and improvements which can be made

in the discipline and dispute resolution systems.

The Task Force is authorized, at its discretion, to conduct tests

of alternative discipline and dispute resolution systems in

various facilities. Such testing may include, but is not limited

to, shortening the time period necessary to adjudicate cases,

more efficient scheduling of arbitration and delaying placing an

employee in a non-pay status until adjudication of a grievance.

The Task Force may also intervene at local installations

wherein the parties agree that problems on discipline warrant

some type of action.

The Task Force is further authorized to review and approve

requests made by Local parties to implement modified

grievance/arbitration procedures, as well as alternative

discipline systems.

374

action or recommendations may be taken by the Task Force

except by a consensus of its parties. In addition, each Area shall

develop and maintain a discipline Task Force to review and

compile statistics on the implementation of discipline and

determine if intervention at a local installation is warranted by

the parties.

Nothing herein shall preclude any of the parties from exercising

the rights which they may otherwise have.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Purge of Warning Letters

The parties agree that there will be a one-time purge of Official

Disciplinary Letters of Warning from the personnel folders of

all employees represented by the American Postal Workers

Union, AFL-CIO. To qualify to be purged, a letter of warning

must meet the following conditions:

1. an issue date prior to the effective date of the

2021

National Agreement between the pa

rties;

2. the letter of warning has been in effect for six (6) months

and has not been cited as an element of prior discipline in

any subsequent disciplinary action;

3. the letter of warning was not issued in lieu of a suspension

or a removal a

ction;

4. all grievances associated with any discipline purged as a

result of this Memorandum shall be withdrawn.

***

375

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: National Labor-Management Meetings

The parties confirm their mutual commitment to fully utilize the

provisions of Article 17, Section 5 of their Collective

Bargaining Agreement in order to share information and

resolve issues. The parties agree that it is essential that APWU

National Officers and Postal Service Executive and Senior

Operations Management communicate regularly. The parties

will pre-schedule bimonthly meetings at least six (6) months in

advance to help assure the availability of key people. In addition

to scheduled meetings the parties will also meet in a timely

fashion when issues arise.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: National Level Joint Labor-Management Committee:

Subject of Discussion

The parties agree that in addition to the existing subjects of

discussion for the National Joint Labor-Management

Committee listed under Article 17 and other areas of the

National Agreement the following subject will be discussed

no less than semiannually:

• Environmental/Sustainability issues

The goal of the discussions will be to examine methods,

means, and programs that could benefit the Postal Service,

the customers we serve, and the workforce.

***

376

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Election Mail Task Force

The 2020 presidential election was conducted largely

through an unprecedented vote-by-mail process prompted

by the COVID-19 pandemic, and the American public

relied on the United States Postal Service, and the

employees who serve it, to timely and securely deliver

Election Mail, including ballots, voter registration cards,

absentee voting applications, and polling place notifications.

Contributing to the successful delivery of Election Mail was

the 2020 Election Mail Task Force, a team consisting of

postal management, union, and management association

leaders that regularly convened to collaborate on federal

election mail topics.

In the spirit of cooperation spurred by the 2020 Task Force,

and in recognition of the critical and continuing role of the

Postal Service in the nation’s electoral process, the parties

agree to continue an Election Mail Task Force.

The Task Force will meet bi-annually, or as otherwise

agreed, to discuss federal election mail topics.

This Memorandum of Understanding may not be cited in

any grievance or arbitration and will expire with the

expiration of the 2021 National Agreement.

***

377

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Article 19

The following is agreed regarding changes the Postal Service

makes to its handbooks, manuals and published regulations in

accordance with Article 19.

Notification Procedures

1. The Postal Service will furnish the Union with a final draft

copy of the proposed revisions and a document that

identifies the changes being made from the existing

handbook, manual, or published regulation. When the

handbook, manual, or published revision is available in

electronic form, the Postal Service will provide, in additio

to a hard copy, both a marked and an unmarked copy of the

proposed revisions in an electronic format.

2. The document that identifies the proposed changes will

identify language that has been added, deleted, or moved,

and the new location of language moved. Normally, c

hanges

will be identified by striking through deleted language,

underlining new language, and placing brackets around

language that is moved, with the new location indicated. If

another method of identifying the changes is used, t

method will be clearly explained, and must include a means

to identify which language is added, deleted, and moved, as

well as the new location of any language moved.

3. If modifications are made to the final draft copy as a result

of meetings with employee organizations, the Postal

Service will provide the APWU with a revised final draft

cop

y clearly indicating only the change(s) which is

different from the final draft copy and the implementation

date.

378

4. W

hen the change(s) discussed in Paragraph 3 is

incorporated into the final version of a handbook, manual,

publication, or published regulation, and there is not an

additional change(s) which would require notice unde

Article 19, the Union will be provided a courtesy copy prior

to issuance. In such case, a new Article 19 notice period

not necessary.

5. This Agreement does not alter or modify the Article 19

requirements or time limits related to notice required prior

to issua

ce.

Expedited Arbitration Procedure

The parties reaffirm our commitment to expedite the dispute

resolution procedure related to Article 19. To that end, the

parties agree to the following:

1. As soon as practicable after the signing of the

202

National Agreement, the parties will meet to address the

backlog of Article 19 appeals and make a sustained effort

to resolve the pending cases and to promptly address any

new Article 19 app

eals.

2. Additionally, the parties will appoint two (2) additional

Article 19 arbitrators, for a total of three (3), by August 1,

2022

. If agreement cannot be reached on the selection of

additional arbitrators, the parties may request from the

Federal Mediation and Conciliation Service (FMCS) a

list

of potential arbitrators from which to select. If necessary,

the arbitrators will be selected through a striking process.

3. The backlog of Article 19 appeals discussed in Paragraph

1 above will be heard by the current Article 19 arbitrator

on a first-in, first-out basis, until that list is exhausted.

4. The two (2) additional arbitrators appointed pursuant to

this Agreement will primarily hear Article 19 disputes

initiated under the

2021

National Agreement on a first-in,

first-out basis. These arbitrators may also be scheduled for

379

back

log cases if there are no pending disputes initiated

under the

2021

Agreement.

5. Article 19 arbitrators must commit to scheduling at least

two (2) consecutive days per month to conduct hearings.

6. The parties’ advocates shall observe the expedited nature

of the Article 19 process in their presentation of witnesses

and evidence at hearings. The advocates shall exchange

exhibits, a list of witnesses and a written summary of th

eir

expected testimony at least two (2) business days before

the opening of the initial hearin

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Article 21.1

1. The method for determining the Employer biweekly

contributions to the cost of employee health insurance for

those APWU career employees enrolled in the APW

Health Plan Consumer Driven Self, Consumer Driven

Self Plus One, or Consumer Driven Family options

(FE

HBP Codes 474

476

and 475) shall be as follows:

a) the biweekly Employer contribution for APWU

Health Plan Consumer Driven Self option, Consumer

Driven Self Plus One option, or Consumer Driven

Family option will be 95% of the total premium,

subject to the conditions in parts 1.(b) and 1.(c);

b) the limitation upon the Employer’s contribution

toward the APWU Health Plan Consumer Driven Self,

Consumer Driven Self Plus One, and Consumer

Driven Family options shall be 79% of the weighted

average biweekly premiums under the FEHBP as

380

determin

ed by the Office of Personnel Management in

January 2022, January

2023, January 2024, and

January 2025

;

c) employees will receive the above Employer

contribution in the APWU Health Plan Consumer

Driven Self, Consumer Driven Self Plus One, or

Consumer Driven Family plans only after those

employees are first enrolled in a FEHBP plan for a

period of one (1) full year

(including any time

spent

as a PSE enrolled in a FEHBP plan)

. Otherwise, the

Employer contribution for these employees who ma

choose to enroll in the APWU Health Plan Consumer

Driven Self, Consumer Driven Self Plus One or

Consumer Driven Family plans shall be the same as

the contribution for other plans under this Agreement.

2. The Employer contribution for the APWU High Self,

High Self Plus One, and High Family Plan options

(FEHBP codes 471

, 473

and 472) will be the lesser of:

a) the Employer share of the OPM weighted average

biweekly premium in a given plan year, as provided in

Article 21.1.B;

b) 84.5% of the total premium for the APWU High Plan

options.

3. After an initial appointment for a 360-day term and upon

reappointment to another 360-day term, any eligible

noncareer PSE who wishes to participate in the Federal

Employees Health Benefits (FEHB) Program on a pre-tax

basis will be required to make an election to do so in

accordance with procedures to be published as soon as

administratively practicable. A previous appointment as a

transitional employee will count toward qualifying f

participation in FEHB, in accordance with the Office of

Personnel Management (OPM) regulations. The total cost

of health insurance is the responsibility of the PSE, except

as provided below.

381

a. T

he Postal Service will make a contribution in the

amount of 75% of the total premium for any eligible

PSE who selects the APWU Consumer Driven Self

Consumer Driven Self Plus One, or Family Health

Plan.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Article 23 Rights of Union Officials to Enter Postal

Installations

The parties affirm that upon reasonable notice to the

Employer, duly authorized representatives of the Union

shall be permitted to enter postal installations for the

purpose of performing and engaging in official union duties

and business related to the Collective Bargaining

Agreement. This includes elected or appointed National,

Area, Local officers, and representatives.

Officers and/or APWU representatives who are in a full-

time Leave Without Pay (LWOP) status or retired will be

issued an identification badge to enter postal facilities

within their respective local(s) for engaging in official union

duties and business related to the Collective Bargaining

Agreement. The Union, at the Regional Level, will certify to

the appropriate USPS District Labor Relations Manager

those full-time or retired officers and/or representatives

who need to be issued an identification badge, including the

name, location(s) for the access, and the duration of the

term of office and/or appointment. Certification will be

made on APWU Union Official ID Badge Verification

Form.

382

Upon c

onclusion of term of office and/or appointment, the

identification badge shall be surrendered to the Postal

Service.

This MOU is not intended to alter or amend the provisions

of Article 23.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Uniforms and Work Clothes

New Work PVS Postal Support Employee (PSE) Motor Vehicle

Operators and Tractor-Trailer Operators will be eligible for a

Type l uniform allowance provided 1) they meet the same

criteria as the part-time employees with a regular or flexible

work schedule, four (4) hours or more a day during the course

of a year, and 2) they operate or hold themselves in readiness to

operate vehicles as outlined in the ELM 932.11.b.

The uniform allowance will be effective when the PVS (PSE)

driver completes ninety (90) work days, or has been employed

for one hundred twenty (120) calendar days, whichever comes

first.

The above-referenced uniform purchases are reimbursed by the

Postal Service directly to the vendor.

New Work PVS (PSEs) Motor Vehicle Operators and Tractor-

Trailer Operators references will be added to applicable

sections of ELM, Section 930 Work Clothes and Uniforms.

The following items will be authorized and added to the

Uniform Program and Work Clothes Program:

• compression socks;

• gloves;

• coveralls.

383

These

authorized items will be added in the Employee and

Labor Relations Manual (ELM) Section 930 Work Clothes and

Uniforms, applicable to APWU represented bargaining unit

employees.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Delivery/Sales Services & Distribution Associate -Type

1 Uniform

The parties agree that the Delivery/Sales Services &

Distribution Associate (P7-06) (OCCUPATION CODE:

2320-0007), will be eligible to purchase Type 1 uniforms as

outlined in the Employee and Labor Relations Manual

(ELM), Section 933.1, with the same allowance as provided

to eligible Clerk/Special Delivery Messengers under Article

26.2.A of the National Agreement.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Terminal Pay Process

Any employee who is eligible for terminal payout(s) can

contact the office from which they retired or separated from and

make the appropriate arrangements. Management at such

offices shall promptly distribute terminal checks according to

the request of the former employee.

***

384

MORANDUM OF UNDERSTANDING

BETWEEN

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Stamp Stock Tolerances

The Financial Handbook for Postal Offices (F-1) shall be

revised to reflect the following:

Amount of Stamp Stock Tolerance

Up to $30,000.00 $50.00

$30,000.01 to $60,000.00 $100.00

Above $60,000.00 $150.00

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Reinstatement of Driving Privilege

It is hereby agreed by the United States Postal Service and the

American Postal Workers Union, AFL-CIO, that:

1. The safety and health of employees is of significant

concern to the parties signatory to this Memorandum of

Understanding. Accordingly, the parties further agree that

the following is not intended to provide driving privilege

to an employee when such privilege would place the safety

of the public or the employee at risk.

2. The mere fact that an employee was involved in a vehicle

accident is not sufficient to warrant automatic suspension

or revocation of driving privileges or the automatic

application of disciplin

385

When an employee’s driving privilege is temporarily

suspended as a result of a vehicle accident, a full review of

the accident will be made as soon as possible, but not later

than fourteen (14) days, and the employee’s driving

privileges must either be reinstated, suspended for a

specified period of time not to exceed sixty (60) days, or

revoked as warranted. If the decision is to suspend or

revoke the employee’s driving privilege, the employee will

e provided, in writing, the reason(s) for such action.

4. If an employee requests that a revoked or suspended

driving privilege be reinstated, management will revi

the request and make a decision as soon as possible but not

later than 45 days from the date of the employee’s request.

If the decision is to deny the request, the employee will be

provided with a written decision stating the reasons for th

decision.

The management review must give careful consideration

to:

- the nature, severity and recency of the incident(s) which

led to the revocation or suspension;

- any driver’s training or retraining courses complete

from private schools, state sponsored courses, or Postal

Service training programs, especially when directly

relevant to the incident(s) that led to the revocation;

- successful participation in an EAP program, when

relevant to the reasons for revocation;

- the employee’s state driving record consistent with the

criteria for initial certification of driving privilege as

stated in the applicable handbook. The Employer m

waive these criteria if warranted in light of the other

factors listed above.

386

5. T

his Memorandum of Understanding is not intended to

define the conditions or circumstances for which an

employee’s driving privilege may be suspended or

revoked.

Date: November 1998

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Local Implementation

It is hereby agreed by the United States Postal Service and the

American Postal Workers Union, AFL-CIO, that the following

procedures will apply to the implementation of Article 30

during the

2021

local implementation period.

1. The 30 consecutive day period for

2022

ocal

implementation will commence on

May 23, 2022,

and

terminate on

July 22, 2022

If no party provides written notification of its intent to

invoke the local implementation process prior to

June 6,

2022

, presently effective Memoranda of Understanding not

inconsistent or in conflict with the

2021

National Agreement

shall remain in effect during the term of this A

greement.

Initial proposals must be exchanged within the first twenty-

one (21) days of the 30 consecutive day lo

cal

implementation period.

2. In the event that any issue(s) remains in dispute at the end

of the thirty (30) consecutive day local implementation

period, each party shall identify such issue(s) in writing.

Initialed copies of this written statement and copies of

all

proposals and counterproposals pertinent to the issue(s) in

dispute will be furnished by the appropriate Local party to

387

the appropriat

e management official at the Grievance/

Arbitration Processing Center, of the Employer with copies

to the postmaster, Local Union President and the Union’s

Regional representative no later than

August 12, 2022

Inclusion of any matter in the written statement does not

necessarily reflect the agreement of either of the parties that

such matter is properly subject to local implementation.

3. The appropriate management official at the Area office a

the Regional Union representative shall attempt to resolve

the matters in dispute within seventy-five (75) days after th

expiration of the 60-day local implementation period. The

appropriate management official at the Area office and the

Regional Union representative will have full authority to

resolve all issues still in dispute.

4. If the parties identified in Paragraph 3 above are unable to

reach agreement at the Regional Level during the seventy-

five (75) day period provided for above, the issue(s) may be

appealed to final and binding arbitration by the National

Union President or the Vice President, Labor Relations n

later than twenty-one (21) days of the end of the seventy-

five (75) day period.

5. The parties at the Area Level will select sufficient arbitra

tors

from the Regular Contract Panel to ensure that issues

appealed are heard within 60 days of the appeal to

arbitration.

6. Where there is no agreement and the matter is not referred

to the appropriate management official at

the

Grievance/Arbitration Processing Center or to arbitration,

the provision(s), if any, of the former Local Memorandum

of Understanding shall apply unless inconsistent with or in

conflict with the

2021

National Agreement.

7. Where a dispute exists as to whether an item in the former

Local Memorandum of Understanding is inconsistent or in

conflict with the

2021

National Agreement, such dispute

388

will b

e processed in accordance with the procedures

outlined in two (2) through four (4) above. Items declared to

be inconsistent or in conflict shall remain in effect until four

) months have elapsed from the conclusion of the local

implementation period under the

2021

National Agreement.

This Memorandum of Understanding expires with the

expiration of the

2021

National Agreement.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: LMOUs for Offices Without a Local Union Structure

The parties agree to jointly discuss and develop a model “Local

Memorandum of Understanding” pursuant to Article 30 within

ninety (90) days of the effective date of this Agreement that will

be applied in those offices not covered by any LMOU because

of the absence of a Local Union structure.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE AND

THE JOINT BARGAINING COMMITTEE

(American Postal Workers Union, AFL-CIO, and

National Association of Letter Carriers, AFL-CIO)

Re: Bargaining Information

Pursuant to the provisions of Article 31 of the National

Agreement, as soon as practicable after the ratification of the

1987 National Agreement between the United States Postal

Service and the Joint Bargaining Committee (JBC), the

Employer shall, on a biweekly basis, provide the Union with an

389

elect

ronic file containing the following information on those in

their respective bargaining units:

1. SSN 14. Rate Schedule

2. Last Name 15. Nature of Action

3. First Name (Full) 16. Effective Date

4. Middle Initial 17. Pay Grade

5. Address 18. Pay Step

6. City 19. Health Benefit Plan

7. State 20. Designation Activity

8. ZIP Code 21. Enter on Duty Date

9. Post Office Name 22.

Retire on Date

10. PO State 23. Lay

off

11. PO ZIP 24. Occupation Code

12. PO Finance Number 25. Pay Location

13. PO CAG

As a result of the Joint Bargaining Committee’s request to have

the full first name included, each Union will pay 50% of the

actual systems and programming cost associated with this

change, not to exceed a total cost of $10,000. Subsequently, the

Postal Service will provide the Unions with the information

above without charge.

Date: July 21, 1987

***

390

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Removal of Social Security Number References

The parties agree that the Postal Service intends to strive to

remove social security numbers from all bid-related forms (e.g.,

PS Forms 1717 and 1717A), PS Form 1723, Notice of

Assignment, and any other postal form where the social security

number is not necessary to the form’s processing. In such cases,

the Employee Identification Number (EIN) will be substituted.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Electronic Access to Information

The parties agree that the Union will be provided all current

handbooks, manuals, and published regulations that are on

USPS PolicyNet in an electronic format. The parties shall

continue meeting to determine the best means for providing this

information.

In addition, the parties agree that reports currently provided to

the Union in hard-copy will be transmitted electronically when

it is possible to do so.

Furthermore, in recognition of the Postal Service’s increasing

movement to electronic record-keeping, within 30 days of the

signing of this Memorandum, the parties will convene a

working group to include representatives from management and

the Union to work out a means to provide for the electronic

inspection and review of documents, files and other records

391

necessary

for processing of grievances and/or determining

whether a grievance exists, and/or for collective bargaining or

the enforcement, administration or interpretation of the

Collective Bargaining Agreement. The working group will

include the necessary technical experts and will meet as needed

in order to implement this understanding.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Contracting or Insourcing of Contracted Service

It is understood that if the service can be performed at a cost

equal to or less than that of contract service, when a fair

comparison is made of all reasonable costs, the work will be

performed in-house.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Consideration of National Outsourcing Initiatives

The parties agree that it is in their best interest to meet and

discuss national outsourcing initiatives at an early stage of the

process. Once the Strategic Initiatives Action Group (SIAG)

has determined that a proposed concept will involve significant

impact on bargaining unit work and preparation begins on a

memo detailing consideration of the five (5) Article 32 factors,

the Union will be provided notification. Union involvement at

this early stage of the process is without prejudice to either

392

rty’s position regarding the determination as to whether there

is a potential significant impact on bargaining unit work.

Following receipt of notice, the Union will be afforded

opportunities for briefings, meetings and information sharing as

the concept is developed, costing models prepared, and a

Comparative Analysis document drafted.

The above process also will be utilized when an existing

contract for a national outsourcing initiative is expiring and

consideration is being given to rebid the outsourcing of the

work.

The parties understand that the purpose of the Memorandum of

Understanding is to allow the Union an opportunity to compete

for the work internally at a point in time contemporaneous with

the outsourcing process and early enough to influence any

management decision. The Union may suggest less restrictive

work rules, mixes of employee categories, lower wage rates that

may improve the efficiency and lower the costs of an in-house

operation.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Contract Postal Units

The Postal Service will close or convert to in-house operations

as soon as practicable the following full-service Contract Postal

Units (CPUs) that solely provide postal services with box

sections. The parties will meet to discuss the precise dates on

which these CPUs will be closed or converted.

393

U NAME ADDRESS CITY, STATE

A&L Management Co. 4006 3rd Ave. Bronx, NY

Alplaus Community 311 Alplaus Ave. Alplaus, NY

Altosano Contract CPU 1 Carr 10 San Sebastian, PR

Audry Hardy 5833 Port Arthur Rd. Port Arthur, TX

Better Letter 326 Roebling St. Brooklyn, NY

Boscawen 228 King St. Boscawen, NH

Callaway CPU 6872 E. Hwy 22 Panama City, FL

Cape Cottage 973 Shore Rd. Cape Elizabeth, ME

Central Commons 1242 Stratford Ave. Bridgeport, CT

Chars Hallmark CPU 3382 Tampa Rd. Palm Harbor, FL

Chubbuck Station 4922 Yellowstone Ave. Chubbuck, ID

CPU #386 257 Columbia St. Brooklyn, NY

Denmark 9612 State Rte 26 Denmark, NY

Jake Alex. Blvd. CPU 706 A J. Alexander Blvd. Salisbury, NC

Kemp 105 E. 4th St. Hendrix, OK

Lake Buena Vista CPU 8536 Palm Pkwy Orlando, FL

Market Place Ctr. 3100 S. 31st St. Temple, TX

North Robinson 2398 Western Ave. North Robinson, OH

Salona Station 468 Long Run Rd. Mill Hall, PA

The Mailroom 610 S. Cleveland St. Enid, OK

110 - A

In addition, with regard to any other full-service CPUs, or any

new or existing CPUs located in close proximity to a postal

retail facility, the parties at the Union’s request will meet to

discuss and consider options for addressing the provision of

retail services in those locations.

***

394

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Article 32 Exceptions

Article 32.1.A does not apply to this list of work items below.

If other work is being combined with a work item from this list

it is understood that the provisions of Article 32.1.A may be

applicable to the other work.

This list of exceptions shall not preclude the Postal Service

from assigning this work to the bargaining unit. This list of

items below does not prejudice either party from contending

Article 32.1 does or does not apply to the work because of its

exclusion from the list below.

Septic (sewer) tank work and outflow to leach (drai

field.

2. Exterior trenching or excavation with (driven) heavy

equipment related to structural repair and utilities

work

outside the building.

3. Underground storage tank work.

Gasoline, oil, diesel dispensing equipment work except

for preventative maintenance, repair or replacement

hoses and nozzles.

5. Initial installation or total replacement of irrigation

systems.

Replacement of roof top mounted chiller unit rated

over

40 tons.

Roof gutter replacement, including downs

pout.

Complete roof replacement.

9. Laying new asphalt and seal coating over 25,000 square

feet.

395

10.

Concrete work (site preparation, framing, placing, etc.) in

excess of four (4) yards concrete.

11. Work involving Class I or Class II Asbestos Containing

Building Materials (including PACBM).

12. Electrical work involving 400 AMP or greater.

13. Escalator work.

Building security systems work. Does not include ga

tes,

doors, mag locks, CCTV and other physical security

components.

15. Mold abatement.

. Animal or pest control.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Training Committee

The Postal Service reaffirms its commitment to provide

employees with training consistent with organizational needs.

Additionally, the Postal Service recognizes the desirability of

affording employees opportunities for self-development and

will make training programs available to meet such needs.

The Postal Service will afford the Union, at the National Level,

the opportunity to discuss concerns about specific training

opportunities or programs. A Joint Committee on Training is

hereby established at the National Level which will consist of

representatives of both parties. The Committee shall meet to

discuss matters of mutual interest and benefit relating to

training programs and opportunities. The appropriate USPS

management official shall be the Employer’s chief

representative on such Committee. The Committee may

consider and develop pilot programs, improved training

396

method

s and strategies, and other matters related to employee

training and educational opportunities, including exploring the

potential for developing job-related training and non-

compensable non-job-related programs through the use of

advanced computer technology. Issues concerning local

training and educational opportunities including the use of

postal facilities for non-compensable training in college

accredited courses, publicity of self-development training

opportunities, and other training and educational matters of

mutual interest and benefit are appropriate subjects for

resolution at Local Labor-Management Committee meetings.

Consistent with established regulations and operational needs,

the Postal Service will make every effort to grant requests for

leave without pay by employees for training and educational

opportunities. Customer Service District offices will maintain a

record of employee requests for LWOP under these provisions

and the resulting action taken (approved/disapproved). If the

request is denied, supporting rationale must accompany all such

denials. This documentation will be forwarded to the National

Training Committee, with a copy to the Area Manager of

Human Resources on a biannual basis for review. The

Committee, through joint agreement, will take appropriate

action if it deems necessary.

The parties agree to consult at the National Level to define

whether specific training courses and/or programs are job

related, self-developmental, or can be considered both. The

National Joint Training Committee will review all training

programs for the purpose of compiling a listing of training

opportunities for postal employees. Further, the National Joint

Training Committee will discuss the establishment of training

programs to promote local joint labor-management

cooperation.

***

397

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Employee Developmental Opportunities

The parties recognize that internal recruitment and development

of current bargaining unit career employees for skilled positions

is in the best interest of postal employees and the Postal Service.

The parties agree to the establishment of a process and program

to allow for development opportunities for placement of current

APWU bargaining unit career employees in the Maintenance

department.

In order to improve the opportunity for career APWU

bargaining unit employees to qualify for and establish

themselves on the appropriate in-craft and/or in-service

program in those locations where a need is identified. The

program will include a process whereby APWU career

employees will have an opportunity to express interest in

entering a developmental program for future opportunities in

the Maintenance Craft.

Once created and implemented, APWU bargaining unit career

employees who express an interest will be given an opportunity

to qualify for placement in the program and subsequent

placement in a position in the Maintenance Craft. Placement

into the Maintenance Craft will follow the provisions of Article

38 of the current APWU-USPS Collective Bargaining

Agreement.

If the initial placement resulting from successful completion of

the training program is to an Electronic Technician (ET) duty

assignment, upon placement into the craft duty assignment,

employees will commit to a three-year lock-in for that craft

from the date placed in the assignment. The employees will not

398

able to request transfer, in-craft downgrade or bid to a non-

skilled position during the lock-in period, but same position

designation transfers and in-craft promotions in the installation

are permitted. If an employee leaves before the end of the lock-

in period, the employee will be responsible for reimbursing the

Postal Service for all training costs.

As skilled Maintenance and Motor Vehicle Craft positions are

identified, developmental programs will be established where

needed. Non-skilled employees already assigned to the craft for

which the developmental training opportunity assignment is

intended will have first priority to qualify for the available

training.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Article 35: Employee Assistance Program Subject of

Discussion

The parties recognize the issues of child and elder care and

the potential challenges many employees may face as a

result of these issues during their postal careers.

Therefore, the parties agree that for the term of the 2021

National Agreement child and elder care means, methods,

and programs may be included as a topic of discussion of

the Employee Assistance Program Joint Committee

established under Article 35.

***

399

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Use of Privately Owned Vehicles

The parties agree that the following represents the policy of the

U.S. Postal Service and the American Postal Workers Union,

AFL-CIO, concerning the furnishing of privately owned

vehicles (POV) by employees of the crafts represented by the

APWU: No craft employee represented by the APWU may be

coerced into furnishing a vehicle or carrying passengers without

the employee’s consent. The use of a personal vehicle is the

decision of the employee and it is not the intent of the parties to

discourage such use of personal vehicles when transportation is

needed from one postal facility to another or in the completion

of the employee’s assignment. When an employee begins

his/her work day at one postal unit and is provided

transportation to another unit to complete his/her tour of duty,

that employee will be provided transportation back to the unit

where his/her tour began if transportation is needed. If the

employee ends tour at the new location the return trip will not

be on the clock but transportation will be provided promptly by

management upon request.

Date: July 21, 1987

***

400

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Per Diem Allowances for Off-Site Training

The United States Postal Service and the American Postal

Workers Union, AFL-CIO, agree that the provisions of this

MOU will apply to all crafts represented by the American

Postal Workers Union, AFL-CIO.

The parties agree it is in their mutual interest to increase

participation in off-site resident training for Maintenance

Craft employees covered by Article 38 of the National

Agreement at the National Center for Employee

Development (NCED).

To that end, the parties agree to pilot a per diem meal

allowance for Maintenance Craft employees attending such

training. Within ninety (90) days of the effective date of the

2021 National Agreement, the parties will meet to discuss

the current Postal Service policies and obligations

regarding meal service at the NCED.

The starting date of the pilot will be no later than six (6)

months from conclusion of the above referenced discussions

unless it is mutually agreed upon by the parties to extend

the start date.

The pilot will continue for a period of at least three (3) years,

commencing on the date that employees subject to this

Memorandum of Understanding are first provided the full

per diem allowances.

***

401

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Clerk Craft Jobs

The United States Postal Service (USPS) agrees to create

certain duty assignments in the Clerk Craft of the American

Postal Workers Union, AFL-CIO (APWU), in accordance with

the following provisions:

1) Corporate Call Center

All Corporate Call Center locations shall be staffed by Clerk

Craft employees no later than two (2) years from the

ratification of the 2010 National Agreement. The Employe

shall staff Call Center locations with no fewer than a total of

1,100 Clerk Craft duty assignments during the term of the

2021

Agreement. These duty assignments will be filled by a

mix of 70% career and 30% rehabilitation status employ

ees.

Each call center location shall become part of the bid cluster

for the nearest postal installation. The appropriate

administrative process will be followed by the Employer

during the transition.

2) Mail Processing/Customer Service

The intent behind the creation of the Lead Processing Clerk

and the Lead Sales and Services Associate is to provide

ove

rsight, direction and support, in the absence o

supervisory presence to bargaining unit employees in both

mail processing and retail operations. Lead Clerk positions

will be created at one (1) level above other employees in the

group.

The Employer will fill duty assignments of a Lead Clerk in

any facilities where clerks work without direct supervision

and in facilities that have a minimum complement of five

402

(5) clerks.

Lead Clerk assignments shall include duties in

both the retail and mail processing operations in post offices.

Lead Clerk assignments will also be filled in facilities with

only a retail operatio

A) Lead Clerk-Mail Processing – Responsibilities include,

but are not limited to, resolving problems that may occur

during tour operations and determining when a

supervisor should be involved; work as a working leader

of mail processing employees in a mail processing

activity; maintaining records related to mail on hand

and

mail processed; maintaining a working knowledge of

regulations, policies and procedures related to mail

processing activities.

B) Lead Clerk-Customer Service – Responsibilities include,

but are not limited to, maintaining a working knowledge

of regulations, policies and procedures related to all

phases of retail services and post office mail processing

operations; acting alone or as a working leader to retail

and mail processing employees; providing technical

guidance to retail clerks in addition to communicating

regulations, policies and procedures to those employ

ees;

performing administrative duties in both retail and mail

processing operations; and ensuring that all work is

performed efficiently.

C) The ratio of Lead Clerk assignments in the Clerk Craft

complement in a facility shall be:

5 to 49 clerks - 1

50 to 99 clerks - 2

100 - 199 clerks -

200 - 499 clerks - 5

500 or more clerks - 5 plus 1 for each additional 100

clerks.

403

Lead Clerk

assignments may also be established in retail

only offices or stations. Existing LSSAs, Window

Service Technicians and other existing Clerk Craft

positions of a similar nature identified by the parties shall

be grandfathered into the new position of Lead Clerk.

D) In order to ensure the orderly establishment of the new

Lead Clerk position, the Employer will have one (1) y

ear

from the signing of this Memorandum to develop the

Lead Clerk senior qualified job descriptions and any

train

ing program that may be necessary, post and fill th

positions and complete any other relevant activities.

During year 2 of this Agreement the parties will jointly

agree upon a procedure to be used to review the

effectiveness of the newly established position. At the

end of year 2, the parties will meet to apply the review

procedure with the expectation that the number of work

hours utilized for 204(b) activities will be reduced o

eliminated in those work units with a Lead Clerk

position. Additional reviews will be conducted by the

part

ies at the end of years 3 and 4 of this Agreement. Not

later than June 1, 2012, the Employer will eliminate th

usage of 204(b)s except in the absence or vacancy of a

supervisor for 14 days or more. The usage of a 204(b) in

this exception is normally limited to no more than 90

days.

3) Audit of EAS Jobs

The Employer shall return duties and responsibilities

from

Executive and Administrative Schedule (EAS) positions

within mail processing and customer service to the APWU

bargaining unit based upon an audit conducted by the

Employer in accordance with the principles of the National

Labor Relations Act (NLRA) and Lockheed Martin

331

NLRB 1407 (2000); provided, however, that if particular

duties and responsibilities may have evolved from either an

404

APWU

craft position or an EAS position, the Employer will

apply a presumption that the duties will be returned to the

APWU craft.

The Employer will develop career position descriptions, or

assign work to current positions, based on the bargaining

unit duties derived from the audit of these positions.

At the request of the Union, the Employer shall engage in

the above audit process with respect to any EAS position

which the Union believes contain bargaining unit work.

The parties shall meet within 30 days of the execution of this

Agreement to review the audits and career position

descriptions.

In addition, the parties agree to jointly request that the Court

of Appeals for the D.C. Circuit to remand the appeal in

Docket #10-5249 (D.C. Circuit) to the district court and to

file a joint motion to vacate the judgment and dismiss the

action as moot by reason of settlement. At the completion of

the process described above, the Union will withdraw any

and all pending grievances associated with the duties and

responsibilities of the positions addressed in this Section.

4) Bargaining Unit Positions

It is understood and agreed that the Employer will prov

ide

800 administrative and technical jobs to the APWU

bargaining unit in addition to those provided in Paragraph 1

and 2 above. Jobs provided pursuant to Paragraph 3 above

will count toward the number of jobs provided pursuant to

this paragraph. It is also understood and agreed that this

MOU is nonprecedential.

***

405

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

CLERK CRAFT

Re: Relief and Pool

Relief and pool assignments, sometimes called “flexible relief

work cycle” assignments are utilized to cover absences and

vacancies of employees holding regular bid assignments and

other situations where the assignment is uncovered.

Such relief and pool assignments also enable management to

accommodate employee requests for unscheduled leave. It is

recognized that the concept of a relief or pool assignment

necessarily entails a degree of uncertainty in scheduling

employees filling such assignments.

In order to minimize this uncertainty, the parties have agreed to

the following principles to be applied to the establishment and

operation of relief and pool assignments.

1. The Postal Service may establish new or additional

relief

and pool assignments in any installation. The Postal

Service shall consult with the Union before management

makes a final decision with respect to the establishment

of such assignments in any installations where they do not

presently exist.

2. Relief and pool assignment postings will specify the

nature of the assignment by enumerating the type and

location of assignments to be relieved; (e.g.) the pool

employee will cover absences and vacancies o

window/distribution employees assigned to specified

classified stations and branches in their installation, or

other installations.

406

a. I

n addition to covering absences and vacancies of

window/distribution employees in their installation, or

other installations, the relief employee may also be

assigned to other installations to relieve a postmaster,

supervisors and/or their replacements at the

appropriate bargaining unit rate. The degree of

specificity included may vary with the size of the

coverage area in that in some areas with a large relief

pool a particular relief assignment should be limited

a relatively small area of coverage, whereas in other

offices the nature of the assignment may have to be

broader.

3. Relief and pool assignments will have fixed hours,

however, hours of duty may vary from day to day; for

example:

Monday 6:00 a.m. - 2:30 p.m.

Tuesday 9:00 a.m. - 6:00 p.m.

Wednesday 12:00 noon - 8:30 p.m.

Thursday 8:30 a.m. - 5:30 p.m.

Saturday 6:00 a.m. - 3:00 p.m.

4. An employee holding a relief or pool assignment, as

described above, will be paid at the overtime rate for those

hours worked which are outside his/her normal, regularly

scheduled work week except under the following

circumstances:

a. when management informs the employee by

Wednesday of the preceding service week that he/she

is to cover an assignment having a schedule different

from the relief or pool employee’s regular schedule f

a period of one (1) week (five (5) working days) or

longer, the relief or pool employee will assume the

new schedule and will not receive overtime pay

for

those hours worked in such new schedule which are

407

outsi

de of his/her normal regular schedule. However,

the relief or pool employee will be entitled to overtime

pay for those hours worked outside of his/her normal,

regularly scheduled work week (i) unless and until

management informs him/her in writing that he/she is

to work a new schedule for a week or longer, or (ii) if

the relief or pool employee in fact works the new

schedule for less than a week after he/she is so

informed by management; or

b. when management tells him/her to perform functions

which predictably occur at the end of an accountin

period; e.g., those of Timekeeper or Examination

Specialist.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Position Description: Delivery/Sales Services and

Distribution Associate, PS-06

1. The Employer agrees to establish the position of

Delivery/Sales Services and Distribution

Associate,

Standard Position SP-2643, PS-6, to be filled by the senior

qualified bidder in the Clerk Craft. The Delivery/Sales

Services and Distribution Associate position will contain

the existing duties and responsibilities of Sales Servi

ces

and Distribution Associate, PS-6 and Clerk/Special

Delivery Messenger, PS-6.

2. The Postal Service agrees to implement this combined

position description by July 2, 2011.

***

408

MEMORANDUM OF

UNDERSTANDING

BETWEEN THE

UNITE

D STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Assignment of PTF Hub Clerks

This provision covers part-time flexible (PTF) Clerk

Craft employees wvvho may be required to work in

installations other than their home office (installation).

PTFs shall be scheduled for work outside their home office

(installation) in accordance with the following:

1. within thirty (30) days of the effective date of the 2015

National Agreement, PTFs shall notify their postmaster in

writing their preference not to work in offices in other

installations. PTFs unavailable for the entire thirty-day

period due to leave shall provide their written preference

within thirty (30) days of returning to work;

2. newly converted or assigned PTFs shall, within two (2)

weeks of the effective date of the conversion or assignment,

notify their postmaster in writing their preference not to

work in offices in other installations;

3. if a PTF wants to change his or her preference to not work

in offices in other installations the employee must provide a

two-week notice to his or her postmaster in writing;

4. if a PTF wants to rescind his or her preference to not work

in offices in other installations, he or she must provide

written notification of his or her rescission. The change will

be effective no later than seven (7) days from the date of

notice;

5. preference changes will be allowed no more than three (3)

times in a calendar year. Upon request, a copy of each

written preference change will be provided to the

appropriate Union official.

409

The pecking order for assignment will be:

a. PTFs who have not indicated a preference to only work

within their installation;

b. available and qualified postal support employees;

c. PTFs that have preferenced not to work in offices in

other installations

(See Questions and Answers regarding Part-Time Flexible

Clerks Working in Other Installations and

Memo, page 434

)

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

CLERK CRAFT

Re: PTF Preference

The parties agree that the rewritten provisions of Article 37,

Section 5, Conversion/Part-Time Flexible Preference, which

include the Memorandum of Understanding (pages 198-200 of

the 1984 National Agreement), provide basically the same

procedure with the following exceptions:

1. Part-time flexible employees should state a preference for

duty assignments for which they are currently qualified and

such preferences should be listed prior to assignments for

which they are not qualified. The employees’ preferences

will be honored except as limited by Section 5 of A

rticle

37. Failure to state a preference for the duty assignments

for which the employee is currently qualified will result in

the Employer choosing between the duty assignments.

2. A time frame has been provided in Section 5.A.5 for

placing the senior part-time flexible stating a preference

into training.

410

3. A

time frame has been provided in Section 5.A.6 when an

employee should be converted to full-time and placed in

the duty assignment upon successfully completing the

required training or being identified as the senior currently

qualified part-time flexible.

Date: July 21, 1987

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

CLERK CRAFT

Re: Bids With Required Computer Skills

The following procedure will be followed when senior bidders,

meeting the minimum qualifications (qualification standard),

are assigned to administrative Clerk Craft assignments, PS-5,

which require running of or interaction with computer

programs:

1. The senior bidder will assume the hours and days of the

assignment and be provided with on-the-job training (

OJT)

r a period of five (5) working days. No out-of-schedule

premium will be paid as a result of this action.

2. By no later than the end of the five-day period the bidder

must demonstrate the ability to successfully run those

programs/procedures for which he/she will be responsible

in the performance of the duties of the assignment. The

specific programs/procedures will be identified at the

beginning of the period, and instruction will be provided

for each during the five (5) days of OJT.

3. If the bidder is unable to successfully demonstrate the

ability to run the programs, the employee will be returned

411

his/her previous assignment and the assignment will be

awarded to the next senior currently qualified bidder who

can immediately demonstrate the ability to run the

programs.

4. In the event that the senior bidder is not successful, the

employee may request a schedule change to attain a

reasonable amount of time between the end of the

temporary assignment and the beginning of the employee’s

next regularly scheduled reporting time. This request is

subject to the prior approval of the employee’s supervi

sor

and Union steward. When an employee does not request a

schedule change and the end of the assignment period

provided for in Item 1 above is within ten (10) hours of the

employee’s regular scheduled tour, managers will (prior t

the qualification period) identify the schedule of the

qualification period as extending through the employee’s

first nonscheduled day following the end of the

qualification period. This provision will not serve to extend

the time allowed for qualification as provided for in Item

. The employee will not be eligible for out-of-schedu

premium as a result of these schedule changes.

5. The parties recognize that the Employer may develop

computer aptitude tests or other measures for use in

determining minimum qualifications.

6. The provisions of this Memorandum do not apply to

operations assignments.

Date: July 21, 1987

***

412

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

CLERK CRAFT

Re: Productive Distribution

It is agreed that, when the senior bidder completes 80% or more

of the allotted training time for scheme qualification, the

employee will have the opportunity to be tested on the items

studied. This test may be taken at the option of the employee.

If the senior bidder scores at least 90% on the above test, the

senior bidder may request assignment to productive distribution

during the remainder of the deferment period. Such requests,

including a voluntary request for a change in schedule in order

to provide such productive distribution, will be granted if

operationally feasible.

This test is taken only for the purpose of being assigned to

productive distribution and does not count as an attempt to

qualify. Employees will be afforded the same opportunities for

scheme qualifications as those established in the 1984-1987

National Agreement. Appropriate visual aids shall be provided

during this period of productive distribution.

Date: July 21, 1987

***

413

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

CLERK CRAFT

Re: Interlevel Bidding - Entrance Examination

Requirements

The parties mutually agree that Clerk Craft employees with at

least one (1) year of current continuous career service in one (1)

or more of the positions listed below are eligible to bid on or

voluntarily transfer to any other position listed below, without

regard to the entrance examination requirement of the position

being bid or voluntarily transferred. Such employees must be

otherwise eligible to bid or voluntarily transfer in accordance

with the provisions of the National Agreement. Acceptance of

voluntary transfer requests will be considered in accordance

with Article 12 and the MOU on Transfers of the National

Agreement.

An employee with at least one (1) year of current continuous

career service, in the Clerk Craft and/or in another craft(s), who

is involuntarily reassigned to one (1) of the positions listed

below may be placed in that position without regard to the

entrance examination requirement of the position.

The positions covered by this Agreement are as follows:

414

Number

Occ. Code

Positi

on Title

Level

SP 2-383 2330-46 Air Records Processo

SP 2-44 2320-15 Bulk Mail Cler

SP 2-43 2345-15 Claims and Inquir

Cler

SP 2-1 2340-02 Distribution and Window

Cler

SP 2-629 2340-80 Distribution, Window, and

Markup Cler

SP 2-633 2315-13 Distribution Clerk,

Machine MPLSM

SP 2-634 2315-14 Distribution Clerk,

Machine SPLSM

SP 2-27 2315-20 Flat Sorting Machine

Operato

SP 2-28 2315-21 Flat Sorting Machine

Operato

SP 2-469 2345-32 Mailing Requirements

Cler

SP 2-16 0301-41 Markup Clerk, Automated 6

SP 2-439 2315-06 Parcel Post Distributor

(Machine)

SP 2-362 2315-06 Parcel Post Distributor

(Machine)

KP-4 2340-04 Post Office Cler

415

Number

Occ. Code

Positi

on Title

Level

SP 2-11 2340-06 Posta

e Due Cler

SP 2-12 2340-24 Posta

e Due Technician 7

SP 2-502 2315-70 Sack Sorting Machine

Operato

SP 2-38 2315-56 Senior Mail Processo

SP 2-35 0301-49 Senior Markup Clerk,

Automate

KP-13 2320-01 Window Cler

SP 2-388 2320-29 Window Services

Technician

SP 2600 2310-0012 Clerk/Special Delivery

Messen

SP 2046 2315-0063 Mail Processin

Cler

SP-2642 2320-0004 Lead Sales and Services

Associate

SP 2640 2320-0001 Sales and Services

Associate

SP-2641 2320-0003 Sales, Services and

Distribution Associate

***

416

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

CLERK CRAFT

Re: Retail Training Task Force

The parties recognize the importance of customer service and

product consulting skills in achieving customer satisfaction and

retail sales growth and the important role played by clerks and

managers with responsibilities in retail operations for assuring

that growth.

With this in mind, the parties agree to establish a National Task

Force on Retail Training. This Task Force will focus on the

improvement of customer satisfaction and product consulting

skills, as well as the enhancement of our public image.

The Task Force will develop and oversee the administration of

a national, on-going program that emphasizes customer service

and product consulting skills for clerks assigned flexible

credits, as well as managers with responsibilities in retail

operations.

The Task Force will consist of three (3) members appointed by

the APWU and three (3) members appointed by the Postal

Service. The charter of the Task Force will be to explore and

evaluate previous programs conducted in the field, research

alternative approaches, outline parameters for the program,

conduct and measure a pilot program, and administer the

national implementation of the program. The parties agree that

the Task Force will approach its charter with a spirit of

cooperation and the determination to provide managers and

clerks with the skills to excel in our competitive marketplace.

The Postal Service agrees to contribute at least $1.5 million to

417

a fund fo

r this employee development effort. Such fund will be

used by the Task Force for program development and workhour

costs, including any travel related expenses.

Date: 9/27/95

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

CLERK CRAFT

Re: Retail Operations Within Installations

The parties agree that all existing retail operations will remain

within the installation of which they are a part and all future

retail operations established within the jurisdiction of an

installation shall become a part of that installation.

This Memorandum is entered into without prejudice to the

positions of either party on any issues.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

CLERK CRAFT

Re: Computerized Forwarding System (CFS) Rotation

In accordance with Article 37, Section 9, the parties mutually

agree that it is in the best interests of employees who work in

the Computerized Forwarding System (CFS) operation to have

a rotation system that allows for time away from continuous

uninterrupted keying duties.

418

In o

rder to provide another option for an effective rotation

system in CFS units, it is agreed that Local parties may adopt

the same work/rest cycle that is currently employed in Remote

Encoding Center (REC) sites.

The parties who have not previously met and reached

agreement at the Local Level as provided below shall, during

the term of the

2021

National Agreement, be afforded the

opportunity to do so. Therefore, as soon as practicable, the

parties will meet at the Local Level to reach agreement on the

appropriate work/break cycle to employ in their CFS site. The

Local parties will meet to discuss the issue and by mutual

agreement will either implement the CFS work/break cycle as

listed below or continue with their current work/break cycle. It

is not the intent of this Agreement to add to existing breaks or

change any system that is currently acceptable to the parties.

The current work/break cycle is as follows:

INTERIM WORK BREAK CYCLE

4 & 8 Hour Tours

Hours 1 & 5 Key 55 minutes

Break 5 minutes

Hour 2 & 6 Key 55 minutes

Break 5 minutes

Hour 3 & 7 Break 5 minutes

Key 55 minutes

Hour 4 & 8 Break 5 minutes

Key 55 minutes

HOME OR LUNCH BREAK

6 Hour Tours

Hour 1 Key 55 minutes

Break 5 minutes

Hour 2 Key 55 minutes

Break 5 minutes

419

Hou

r 3 Break 5 minutes

Key 55 minutes

Hour 4 Break 5 minutes

Key 55 minutes

Hour 5 Break 10 minutes

Key 50 minutes

Hour 6 Key 5 minutes

Break 5 minutes

Key 50 minutes

HOME

This understanding applies only to CFS units.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

CLERK CRAFT

Re: Computer Forwarding System - CFS Clerk

Reassignment

The parties agree that whenever the Postal Service decides to

reassign CFS clerks from a CFS unit, the appropriate provisions

of Article 12 of the Collective Bargaining Agreement will

apply, with the following additional provisions:

CFS Reassignments:

1. If a determination is made to reassign CFS clerks out of

a section, to other crafts, and/or installations, the

Area

will begin withholding residual vacancies or PTF

vacancies, as appropriate, in the same and lower levels

within an Area, as determined by management, up to the

number of career impacted CFS employees. In additio

the Area will also begin withholding residual vacancies

420

or PTF vacanci

es in higher levels in APWU represented

crafts, as appropriate, up to the number of career

impacted CFS employees.

2. For the purposes of this Agreement, the Test 470

(Battery Exam) requirement is waived for CFS clerks for

reassignments or bidding/opting. Employees opting for

an assignment must meet the other minimum

requirements of the duty assignment

3. Veterans’ preference eligible CFS employees will be

given priority placement into same and higher-level d

uty

assignments and will not be reassigned to a lower level.

If there is no same or higher-level duty assignment(s)

available, the veterans’ preference eligible employee(s)

will be bypassed and the next senior non-preference

eligible employee will be excessed in lieu of the

preference eligible.

4. Beginning with local notification that CFS employees

will be excessed, if a non-preference eligible CFS

employee opts or bids to a lower-level duty assignment,

he/she will receive saved grade protection in accordance

with the following:

a. employees who receive saved grade under this MOU

will not be required to bid or apply for vacancies in

their former wage level for a period of two (2) years

from the time they occupy the lower-level duty

assignment;

b. after the two-year period, employees will be expected

to bid or apply to former level duty assignments fo

which they are qualified or may become qualified by

entering a scheme deferment period;

c. if no employee in the saved grade status bids or

applies to the former level duty assignments, th

junior employee(s) in the saved grade status will have

their saved grade taken away;

421

d. a

n employee in saved grade status who bids or applies

for a former wage level duty assignment and is

declared the senior bidder but fails to qualify will lose

saved grade protection. No more than one (1)

employee in the saved grade status group will have

saved grade taken away for each former level

duty

assignment posted.

B. CFS Employee Upgrade

The Postal Service and the APWU agree that all

remaining

PS-4 CFS clerks will be upgraded to PS-5 effective on

November 13, 2004. Generally, the parties’ promotion ru

les

apply with respect to upgrades; however, the parties have

agreed on a non-precedential basis that the November 13,

2004, CFS upgrade will be based on a step-to-step upgrade

mechanism, including credit for waiting period time already

served, for the purpose of implementing this upgrad

This Agreement is made for the specific circumstances

described above and does not alter in any way any other

provisions of the Collective Bargaining Agreement. The parties

agree that this understanding is without prejudice and will not

be used in any forum other than to enforce the provisions within

this document.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

CLERK CRAFT

Re: Function Four Flexibility

The parties agree that it is in the interest of the Postal Service

and the APWU to increase customer satisfaction in Postal

Service retail operations. During the term of the

2021

National

422

reement, the parties intend to explore alternative methods to

provide staffing and scheduling efficiency in Function 4

operations. Such methods may include flexibility in full-time

and part-time schedules, utilization of Hub Clerks, Lead Clerks,

Crew Chiefs, etc.

To further this effort, the parties agree to establish a National

Joint Task Force to explore and consider these opportunities.

At the discretion of the Task Force, pilots or trial programs may

be authorized to test these concepts at facilities and in

operations designated by the parties. These programs should be

initiated no later than June 2011.

At the conclusion of these trial programs and tests, but no later

than August 2012, the parties will meet to decide whether such

tests should be continued, expanded, or implemented in whole

or in part, or terminated at the request of either party.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

CLERK CRAFT

Re: Peak Season Exception Periods

The parties agree to a peak season exception period for Function

4 as provided for below. These provisions are applicable and

will continue for the term of the

2021

National Agreement.

1. Beginning with the Fall 2015 mailing season the p

arties

agree to an exception period of three (3) consecutive pay

periods during reporting periods 3 and 4 for the hiring of

Holiday Clerk Assistants in Function 4 retail/custo

mer

services. It is understood that these employees will not

count towards the 20% District PSE cap.

423

In addition, the parties agree that the Postal Service will

establish appropriate procedures for the temporary

reemployment of annuitants as Holiday Clerk Assistan

to provide supplemental support for the peak volume

seasons applicable to Function 1 and Function 4.

3. The parties agree that Holiday Clerk Assistants and

annuitants reemployed pursuant to Paragraphs 1 and 2

above, will be paid at the current hourly rate for grade 6

PSEs at the time of hire. Also, reemployed annuitants will

consistent with the statutory requirements under the

National Defense Authorization

Act.

4. Over the course of a service week, the Employer will

make every effort to ensure that available Clerk Craft

PTFs and PSEs are utilized at the straight-time rate prior

to assigning such work to Holiday Clerk Assistants.

5. When an opportunity exists for overtime, full-time

employees on the appropriate Overtime Desired List will

be selected to perform such work prior to assigning

Holiday Clerk Assistants. The principles of Article 8

.4.G

of the Collective Bargaining Agreement will apply to

Holiday Clerk Assistants.

6. The Postal Service will provide the APWU at the National

Level with the number of Holiday Clerk Assistants hired

and hours utilized for each week of the exception period.

Date: 9/28/15

***

424

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

CLERK CRAFT

Addendum to MOU Re:

Peak Season Exception Periods and

Questions and Answers Regarding “Peak Season Exception

Periods”

The parties agree to the following additional provisions to the

MOU Re: Peak Season Exception Periods. This addendum will

continue for the life of the MOU Re: Peak Season Exception

Periods, except for Item 5 which is solely applicable to the

2016-2017 exception periods.

1. The parties agree that postal support employees can only

be hired in accordance with the PSE MOU and related

rovisions of the current National Agreement.

2. The parties acknowledge that there has been no agreement

create and post so-called “Holiday PSEs.’’ All PSEs are

hired for a term not to exceed 360 calendar days per

appointment.

3. In accordance with Item 2 above

, the improper Standard

Position Description for a (PSE Holiday Work/Term) will

be removed from BQnet and cannot be referenced on a PS

rm 50 for hiring purposes.

4. Beginning with the 2016 peak exception period, the

Design

ation/Activity (D/A) code for Holiday Clerk

Assistants (HCAs) will be 61-7.

5. Due to having 27 pay periods (PP) in 2015, PP 1 of 2016

occurred later than normal. The result is that repo

rting

periods 3 and 4 are approximately two (2) weeks later this

425

holiday season (November 26, 2016 through January 20,

2017) than normal. Therefore, the parties agree to a one-

time modification to change the 2016 exception period in

Function 1 from November 12, 2016 through January 6,

2017. In Function 4, HCAs will be hired from November

12 through December 23, 2016 or November 26, 2016

through January 6, 2017. This does not extend the length

of the exception periods. This one-time exception has

been granted only for the purpose of Union/Management

cooperation in good faith consideration of other

outstanding disputes.

6. The parties agree that pursuant to the MOU Re: Peak

Season Exception Periods,

letters will be sent to eligible

annuitants, notifying them of the peak exception period

pportunity, no later than August 1 of each year.

7. The Postal Service will provide the APWU at the National

Level

with the number of annuitants hired, for APWU

represented bargaining unit work, and hours utilized for

each week of the exception period. This report will be i

addition to Item 6 of the Peak Season Exception Period

OU. Both reports will be provided to the APWU at the

National Level no later than four (4) weeks after the

end

of the peak exception periods.

. The APWU at the National Level will be provided

advanced courtesy copies of correspondence or notices to

ann

uitants, copies of PowerPoints related to peak hiring,

and lists of postings for HCAs.

Date: 7/29/2016

***

426

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

CLERK CRAFT

Re: Brush-up Training

The parties agree that the appropriate handbooks will be

changed to reflect the following:

I. For the purposes of this Memorandum, brush-up training is

defined as that training provided to employees who are

successful bidders on a duty assignment and who a

deemed to have a live record. Live record is defined in

Article 37, Section 1, of the National Agreement.

II. To provide brush-up training for those employees with a live

record as follows:

A. Manual Scheme (manual separation of mail into a

distribution cas

e).

1. Less than 90 days - none.

2. 90 to 180 days - up to 60 calendar days productive

distribution.

3. 181 days to two (2) years - up to 60 calendar days

productive distribution plus up to one (1) hour of study

(brush-up) time for each 200 scheme items.

Letter Sorting Machines - Nonscheme Assignment

(machine distribution of outgoing primary, state and

incoming primary distributions using ZIP Codes).

1. Less than 60 days - none.

2. 60 to 90 days - up to one (1) hour keyboard training.

3. 90 to 180 days - up to two (2) hours keyboard training.

427

4. 1

81 to 365 days - up to four (4) hours keyboard

training.

5. 366 to 540 days - up to six (6) hours keyboard training.

6. 541 days to two (2) years - up to eight (8) hours

keyboard training.

C. Letter Sorting Machines - Scheme Application (manual

scheme knowledge applied to machine distribution).

1. Manual scheme 90 days (actual scheme knowledge).

a. Less than 90 days - none.

b. 90 to 180 days - up to ten (10) hours productive

distribution prior to keyboard brush-up training.

c. 181 to 365 days - up to twelve (12) hours productive

distribution prior to keyboard brush-up training.

d. 366 to 540 days - up to sixteen (16) hours productive

distribution prior to keyboard brush-up training.

e. 541 days to two (2) years - up to twenty (20) hours

productive distribution prior to keyboard brush-up

training

In addition to the above, up to one (1) hour of study

time for each 200 scheme items will be provided for

d and e.

NOTE:

Generally, an employee who is assigned to the letter

sorting machine will have his/her proficiency monitored by use

of the EDIT system. However, if this employee will be assigned

to manual scheme distribution on a regular basis, he/she must

be provided with productive distribution time as shown for

Manual Scheme.

2. Scheme Distribution on Letter Sorting Machin

a. Less than 60 days - none.

b. 60 to 90 days - up to one (1) hour keyboard training.

428

c. 91

to 180 days - up to two (2) hours keyboard

training.

d. 181 to 365 days - up to four (4) hours keyboard

training

e. 366 to 540 days - up to six (6) hours keyboard

training.

f. 541 days to two (2) years - up to eight (8) hours

keyboard training.

D. Flat, Bundle, and Parcel Sorting Machines.

1. Less than 60 days - none.

2. 60 to 180 days - up to one (1) hour keypad training.

3. 181 to 365 days - up to two (2) hours keypad training.

4. 366 to 540 days - up to three (3) hours keypad training.

5. 541 days to two (2) years - up to four (4) hours keypad

training.

Machin

e - Memory Items.

1. One (1) to 120 days - none.

2. 121 to 365 days - up to one (1) hour study time.

3. 366 days to two (2) years - up to two (2) hours study

time.

F. In addition to the above, training will be provided when:

1. Scheme changes exceed 10% - at the rate of one (1)

hour for each 16 items changed.

2. Memory item changes exceed 25% - at the rate of one

(1)

hour for each 16 items changed.

Sectio

n 3.F.7 Assignment

One (1) to 540 days - none except when there has been

a significant change in services offered, rates,

duties. If a significant change has occurred, the

429

appro

priate portion of the training will be repeated;

however, the employee will not be tested.

2. 541 days to three (3) years - up to 16 hours training. If

significant change has occurred, appropriate training

is mandatory; however, the employee will not be

tested

3. Three (3) years to five (5) years - repeat formal

training, not OJT; however, employee will not b

tested.

All brush-up training is to be given on-the-clock and

employees will not be required to pass an examination

following the training.

III.

To provide employees with training time for

MPLSM

keyboard training on a graduated hour scale based on the

number of scheme items, up to the hours listed by scheme

size as follows:

100 to 299 scheme items up to 29 hours

300 to 399 scheme items up to 30 hours

400 to 499 scheme items up to 31 hours

500 to 699 scheme items up to 32 hours

700 to 799 scheme items up to 33 hours

800 to 899 scheme items up to 34 hours

900 to 1000 scheme items up to 35 hours

If a machine scheme is the first assignment, an employee

will be provided up to 47 hours of training. The above

range is for subsequent assignments. If nonscheme

application is the subsequent assignment, an employee

will be provided up to 32 hours of training.

IV. Provide for sequence of training for machine assignment

requiring more than one (1) scheme as follows:

1. 1st manual scheme deferment; then

430

2. scheme

to machine deferment; then

3. 2nd manual scheme deferment; then

4. scheme to machine deferment.

In addition, the Memoranda of Understanding on pages

193, 198-200, and 201 of the 1984-1987 National

Agreement are rescinded.

Date: July 21, 1987

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Residual Vacancies - Clerk Craft

The parties agree to the following procedures during the term

of the

2021

Collective Bargaining Agreement

(CBA)

to fill

Clerk Craft residual vacancies that are not subject to a proper

withholding order pursuant to Article 12 of the CBA.

In order to revert a residual Clerk Craft duty assignment, the

procedures listed in the terms of the Memorandum of

Understanding (MOU) concerning Reversion of Withheld/

Residual Vacancies dated November 7, 2011 shall be followed.

A. Residual duty assignments will be filled in the following

order:

1. assign existing unencumbered clerks in the same

installation pursuant to Article 37.4;

2. employees with Clerk Craft retreat rights pursuant to

Article 12.5.C.5.a(5) or Article 12.5.C.5.b(6);

3. reassignment of full-time regular Clerk Craft employees

in an installation impacted by excessing, pursuant to

Article 12.5.C.5, who request a transfer from an

installation within the District or a 100-mile geographi

431

radius through the eReassign Clerk Craft 21-Day

Posting;

4. conversion of part-time flexible (PTF) Clerk Craft

employees in the same installation pursuant to Article

37.5;

5. reassignment of full-time regular Clerk Craft employees

in an installation impacted by excessing, pursuant to

Article 12.5.C.5, who request a voluntary transfer from

an installation beyond the District or 100-mile

geographic radius through regular eReassign;

6. residual vacancies that remain after Item 5 above will be

filled by the

a) conversion of postal support employees (PSEs)

with

in the same installation; or,

b) acceptance and placement of voluntary reassignment

ransfer) requests pending in eReassign from

bargaining unit employees who meet the minimum

qualifications (including full and part-time Clerk

Craft employees) or reassignment of bargaining un

employees within the installation. Employees from

other APWU crafts in an impacted installation will

receive priority consideration.

If there are insufficient requests from bargaining unit

empl

oyees who meet the minimum requirements,

nonbargaining unit employees may be reassigned to a

full-time regular opportunity.

Reassignment requests will be made with normal

considerations contained in the Memorandum of

Understanding, Re: Transfers, based on the order the

applications are received. The number of career

reassignments allowed under this paragraph is limited to

one (1) in every four (4) full-time opportunities filled in

offices of 100 or more workyears and one (1) in every

six (6) full-time opportunities filled in offices of less than

432

100

workyears. At least three (3) or five (5), as

applicable, of full-time opportunities will be filled by

conversion of PSEs to full-time regular career status

based on their relative standing in the same installation

as the full-time opportunities.

For the first full-time

opportunity in each block of four (4) or six (6), if the

relative standing date of the PSE within the

installation (bid cluster) is older than the date of the

request for a transfer to the installation, the PSE will

be converted. The process will be continuous, in

blocks of four (4) or six (6), as applicable.

Such

conversions will take place no later than the first day of

the third full pay period after either the close of the

posting cycle or, when an employee is being considered

for transfer, the date the employee or employer rejects

the offer/request.

Clerk Craft PTFs/PSEs

who express a preference f

rom

installation within a 50-mile geographic radius.

All

Clerk Craft PTF applicant(s), by installation

seniority order, will be processed ahead of PSE

applicant(s). In the event there are no PTF

applicants,

the PSE with the highest installatio

standing within the 50 miles will be selected.

PTF

placement in the assignment or c

onversion of PSEs to

career will take place no later than the first day of the

third full pay period after either the close of the postin

cycle or, when an employee is being considered for

transfer, the date the employee/employer rejects the

offer/request.

Normal considerations contained in the

Transfers MOU will not apply.

B. When there is a demonstrated need to create and/or fill PTF

assignments, such assignments will be filled in the

following order:

1. conversion of Clerk Craft PSEs within the installation by

relative standing no later than the first day of the third

433

full

pay period after either the close of the posting cycle

or, when an employee is being considered for transfer,

the date the employee/employer rejects the offer/request;

2. offer to

Clerk Craft PTFs/

PSEs working in an

installation within a 50-mile radius of the installation

with the vacancy.

All Clerk Craft PTF applicant(s), by

installation seniority order, will be processed ahead

of PSE applicant(s). In the event there are no PTF

applicants,

the PSE with the highest installation

standing within the 50 miles will be selected.

PTF

placement or c

onversion of PSEs to career will take

place no later than the first day of the third full pay peri

after either the close of the posting cycle or, when an

employee is being considered for transfer, the date the

employee/employer rejects the offer/request.

Normal

considerations contained in the Transfers MOU w

ill

not apply.

C. All residual vacancies will be made available through

eReassign for a period of twenty-one (21) days. The results

f this posting will be determined by the application of Items

3 - 6 above.

D. When converting PSEs to residual Function 4 duty

assignments with window duty requirements, the

conversion to career will be deferred, if necessary, until after

the PSE(s) with the highest relative standing is provided an

opportunity to train and qualify on window requirements.

Any PSE who fails to qualify under this training

opportunity, will remain in a PSE status, with the same

relativ

e standing, for future conversion opportunities.

PSEs

who fail to qualify on the window requirements will serve

the 180-day restriction provided in Article 37.3.F.7.b.

E. During the term of this Agreement no reassignments in the

Clerk Craft will be made within or between installations or

from other crafts, unless the reassignment is made based on

mutual exchange in accordance with Article 37.2.D.7, or

434

rough the Article 12 involuntary reassignment process or

pursuant to this Agreement.

F. The seniority of employees moving between installations

pursuant to the terms of this Agreement will be determined

by application of the relevant provisions of the Collective

Bargaining Agreement.

G. Employees moving between installations pursuant to the

terms of this Agreement are solely responsible for any and

all costs related to relocation.

H. The National APWU Director of the Clerk Division

designee,

will be provided a

n electronic

list of all residu

vacancies posted for each

Clerk Craft

21-day

posting,

Regular

eReassign

posting, 50-mile canvassing report(s)

and the results

of each

I. The parties agree to establish a Task Force, within six (6)

months of the signing of this Agreement, to explore ways to

expedite the eReassign posting and placement process.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL CIO

Re: Article 37 eReassign Task Force

The parties have agreed in the Memorandum of Understanding

(MOU) on Residual Vacancies - Clerk Craft to establish a Task

Force, within six (6) months of the signing of the 2015

Collective Bargaining Agreement, to explore ways to expedite

the eReassign posting and placement process.

Among the issues to be addressed will be the feasibility of

combining the 21-day Clerk Craft posting and the regular

eReassign posting processes.

435

The Task

Force will consist of three (3) members appointed by

the APWU and three (3) members appointed by the Postal

Service.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

CLERK CRAFT

Re: Excessing by Seniority Task Force

Concerns have been raised with regard to the application of

seniority when excessing out of the craft or installation. The

parties have further agreed to explore how the excessing of

Clerk Craft employees solely by seniority may resolve these

potential issues. As a result, during the term of the

2021

National Agreement, the parties intend to explore how Clerk

Craft employees may be excessed out of the craft or installation

consistent with Article 12 in order of seniority.

To further this effort, the parties agree to establish a National

Joint Task Force to develop a process for excessing out of the

craft or installation by seniority for Clerk Craft employees. This

Joint Task Force shall discuss contractual issues, legal

requirements, and operational needs, as they relate to excessing

by seniority. This Joint Task Force shall begin meeting no later

than 30 days from the signing of this Agreement. At the

discretion of the Task Force, language and/or Questions and

Answers (Q&As) may be developed to further the

implementation of any agreed-upon process of excessing from

the craft or installation by Clerk Craft seniority. This language

or these Q&As shall be developed no later than by August 30,

2011.

***

436

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Excessing in the Clerk Craft Without Regard to Levels

This Memorandum of Understanding (MOU) represents the

parties’ agreement to replace the MOU dated September 25,

2012 with regard to Clerk Craft employees who are being

involuntarily reassigned into vacancies in other crafts and/or

installations after being excessed from their present craft and/or

installation.

1. Clerks will be excessed from the losing craft and/

installation by inverse seniority in their craft and status

without regard to pay level. Each best qualified position,

by job title, will be a separate category.

2. Impacted full-time regular clerks will be placed into clerk

withheld residual vacancies at the same, higher or lower

pay level for which they meet the minimum qualifications.

Impacted

employees will continue to be placed in residual

vacancies in other crafts at the same or lower pay levels f

which they meet the minimum qualifications.

3. An employee reassigned to a lower-level duty assignment

shall receive saved grade and shall not be required to bid to

their former level for two (2) years in order to retain the

saved grade.

4. Should a veterans’ preference eligible clerk be reached

when assigning impacted or unassigned employees to

lower pay level duty assignments, such employee, for

personal convenience, may waive the right to appeal

through the grievance process, to the EEOC and/or to the

Merit Systems Protection Board (MSPB) and select a

withheld duty assignment at a lower level with saved grade

as indicated in 3 ab

ove.

437

5. An employee involuntarily reassigned shall be entitled at

the time of such reassignment to file a written request to

return to the first vacancy in t

he craft and installation from

which reassigned. Such request for retreat rights must

indicate whether the employee desires

to retreat to the

same, lower, and/or higher salary level assignment and, if

so, what salary level(s). The employee shall have the right

to bid for vacancies within the former installation and th

written request for retreat rights shall serve as a bid for all

vacancies

in all levels for which the employee has

expressed a desire to retreat, only after the placement

any senior unassigned regulars. The employee may retreat

o only those assignments for which the employee would

have been otherwise eligible to bid.

6. Any disputes arising from the terms of this MOU, will be

processed in accordance with the September, 2011 MOU,

Re: Alternative Dispute Resolution Procedure (ADRP)

***

EMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Mutual Exchanges in the Clerk Craft Between Pay

Levels

For the term of the

2021

National Agreement, the parties agree

to modify Article 37.2.D.7 to allow the following:

1. mutual exchanges will be allowed between full-

time

Clerk Craft employees in different pay levels;

unless a residual full-time assignment is available for a

reassigned employee(s), the employee(s) will become a

full-time unencumbered employee(s) in the new office

438

in the pay level of the lower-level employee involved in

the exchange;

3. there will be no saved grade, even if the employee is

assigned to a lower-level residual vacancy in the new

stallation.

Unless expressly modified by the above provisions, Article

37.2.D.7 will continue to apply.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Pilot Program - Memorandum of Understanding

(MOU), Re:

Assignment of PTF Hub Clerks

The parties agree to meet within 60 days of the effective date

of the 2021 National Agreement to jointly develop and pilot

new procedures that provide for part-time flexible (PTF)

Clerk Craft employees to identify specific offices outside

their home office (installation) to work in.

The parties will meet to establish the terms of the subject

pilot, including, but not limited to:

• the duration of the pilot (not to exceed six (6) m

onths);

• the location(s) where the pilot will be conducted (by

mutual agreement);

• the number of location(s)

where the pilot will be

conducted (not to exceed six (6) locations);

• the method(s) of analysis of data collected during the

pilot; and

• the pecking order/method of assignment of PTFs to

installations other than their home office (installation).

439

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Remote Encoding Center (REC) Staffing

The parties agree that the Remote Encoding Center (REC)

will be staffed with 62% career full-time regular (FTR)

employees and 38% postal support employees (PSEs).

The full-time flexible (FTF) category of employee will be

eliminated from the REC within sixty (60) days of the

effective date of the Agreement. All current FTF duty

assignments encumbered on the effective date of this

Agreement will be reposted as FTR assignments at the REC

as soon as practicable. These duty assignments will be

available for clerks within the installation to bid.

If, during the term of the Agreement, the percentage of

career positions exceeds 62%, the Postal Service may revert

duty assignments that became vacant by voluntary

attrition. "Voluntary attrition" is defined for application of

this MOU as the employee bids out, the employee is

promoted, the employee resigns, the employee transfers to

another installation (unrelated to Article 12 impacts), the

employee retires, or the employee dies. Transfers to other

installations or reassignment under Article 12 is not

considered "voluntary attrition."

***

440

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Custodial Duties in Small Post Offices

The parties agree that when in small post offices there are two

) hours or less of contracted out custodial duties in a day that

cannot be combined with other maintenance duties to create a

duty assignment, those duties will be assigned to an existing

APWU bargaining unit duty assignment in the facility

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

MAINTENANCE CRAFT

Re: Subcontracting Cleaning Services

The parties agree that the following language will be

incorporated into paragraph 535.261 of the Administrative

Support Manual.

.26 Cleaning Services

.261 Authorization

a. In a new facility or when a vacancy as a result of an

employee’s voluntary attrition is identified in an

independent installation the following sequential steps

will be taken to determine whether or not a contract

cleaning service may be utilized:

(1) Measure the square footage of the interior area of all

facilities of an independent installation, using

procedures identified in Handbook MS-47,

441

Hous

ekeeping-Postal Facilities. Then add the results

(if more than one (1) facility) then divide that total

measurement by 18,000 and round off the resulting

number to four (4) decimal places;

) Measure the square footage of the exterior paved and

unpaved area of all facilities of an independent

installation, to be serviced using the procedures

identified in Handbook MS-47. Then add the results

(if more than one (1) facility) then divide th

measurement by 500,000 and round off the resulting

numbe

r to four (4) decimal pl

aces;

(3) Add the numbers obtained in steps 1 and 2 together.

If the resulting number is less than one (1), a contract

cleaning service may be used to perform the require

work.

b. If the determination is made to utilize a contract cleaning

service, the Local APWU President will be provided a

copy of the above computations.

c. The formula applies to replacement facilities or existing

facilities with extensions or modifications.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Electronic Technician PS-11 (NTSN Technician)

In accordance with Article 38.7.F this MOU applies to certain

Electronic Technicians, PS-11 (ET-11), who are directed by the

Maintenance Technical Support Center (MTSC). This MOU

addresses the contractual rights for this occupational group of

employees.

442

GENERAL

ET-11

s directed by MTSC will have the MTSC considered their

installation for purposes of applying the Collective Bargaining

Agreement with the responsibilities of the ET-11s domicile

office identified herein.

Definitions of terms used in this Section shall have the same

meaning as within Article 38. All other references, procedures

and entitlements, such as Article 38.6 and the process of

soliciting volunteers for training, must be administered in

accordance with Article 38, the Local Memorandum of

Understanding and this Agreement.

POSTING

For purposes of applying a preferred assignment register (see

Article 38.5.A) all employees in this occupational group will be

notified of any newly established or vacant duty assignment by

electronic means. This notice will include the specific work

hours and off days using the Central time zone. The electronic

message will be treated as a Notice of Intent under Article 38.4

with all the same information required.

The duty station (local domicile office) will be responsible for

maintaining and processing the promotion eligibility register

(PER) for the ET-11 occupational group assigned to the Local

installation (see Handbook EL-304 for additional information).

Employees must have spent two (2) years as an ET-10 prior to

applying for promotion to the ET-11 position.

REPRESENTATION

For ET-11s occupying duty assignments with the principle

assignment area of MTSC, the National APWU shall certify a

Local Union to the Manager, Maintenance Technical Support

Center.

ET-11s occupying duty assignments at other locations will be

represented at Step 1 by the APWU Local Union steward(s).

443

Step

2 appeals will be processed to the Manager of MTSC or

designee. The Union will designate its Step 2 representative on

the Step 2 appeal form.

Processing of grievances to and/or beyond Step 3 shall be in

accordance with the current Collective Bargaining Agreement.

LOCAL IMPLEMENTATION

Those specific items, including annual leave, holidays,

overtime and all others within Article 30 shall be implemented

by management of the MTSC and the National APWU in

accordance with the current Article 30 provisions.

Article 30 shall be fully applicable to the MTSC installation and

will include the ability of the parties to agree, or impasse,

whether a Local office or the MTSC has managerial control on

any of the items enumerated in Article 30.

NOTIFICATIONS

Wherever reference is made that management must notify the

APWU, such notification involving ET-11s shall be provided

by the Manager of MTSC or designee by mail to the APWU

Director of the Maintenance Division.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Maintenance Series (MS) Handbook - 47, Transmittal

Letter (TL)-3 to TL-5 Conversions

The parties agree to suspend any further custodial staffing

conversions from MS-47, TL-3 to TL-5 for the duration of

the 2021 Collective Bargaining Agreement.

***

444

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: 2021 Maintenance Position/Job Description

Consolidation/Elimination

The parties agree that the following position descriptions

are eliminated and will be reclassified as identified below.

Incumbents of these positions will be considered qualified

for the job into which they are being placed. These

employees will be assigned to their current schedule (tour

and days off) and will be ranked retaining their current

seniority date:



Incumbents in the Elevator Operator (Occ Code 5438-

01XX) Level 4 will be reclassified as Labor

Custodian

(Occ Code 3502-03XX) Level 4.



Incumbents in the Laborer Materials Handling (Occ

Code 3502-14XX) Level 4 will be reclassified as Labor

Custodian (Occ Code 3502-03XX) Level 4.



Incumbents in the Fireman Laborer (Occ Code 5402-

02XX) Level 5 will be reclassified as Bu

ilding

Maintenance Custodian (Occ Code 4749-10XX) Level 5.



Incumbents in the Materials Handling Equipment

Operator (Occ Code 5704-01XX) Level 5 will be

reclassified

as Maintenance Mechanic (Occ Code 4749-

03XX) Level 7.



Incumbents in the Area Maintenance Specialist (Occ

Code 4801-21XX) Level 8 will be reclassified as Area

Maintenance Technician (Occ Code 4801-20XX) Level 9.



Incumbents in the Letter Box Mechanic (Occ Code 3842-

02XX) Level 8 will be reclassified as Area Maintenance

Technician (Occ Code 4801-20XX) Level 9.

445



Incumben

ts in the Machinist (Occ Code 3414-02XX)

Level

8 will be reclassified as Building E

quipment

Mechanic (Occ Code 5306-0002) Level 9.



Incumbents in the Maintenance Electrician (Occ Code

2805-03XX) Level 8 will be reclassified as Building

Equipment Mechanic (Occ Code 5306-0002) Level 9.



Incumbe

nts in the Carpenter (Occ Code 4607-02XX)

Level 8 will be reclassified as Building Equipment

Mechanic (Occ Code 5306-0002) Level 9.



Incumbents in the Painter (Occ Code 4102-02XX) Level

8 will be reclassified as Building Equipment Mechanic

(Occ Code 5306-0002) Level 9.



Incumbents in the Plumber (Occ Code 4206-02XX)

Level 8 will be reclassified as Building Equipment

Mechanic (Occ Code 5306-0002) Level 9.



Incumbents in the Welder (Occ Code 3704-02XX) Level

will be reclassified as Building Equipment

Mechanic

(Occ Code 5306-0002) Level 9.

Incumbents in the aforementioned positions will either be

upgraded and/or slotted to their new position within their

existing pay step. They will retain their time credit for

advancement to their next step increase.

The parties agree that as a result of the above changes, the

existing Maintenance Selection System may require

changes.

All employees upgraded and/or slotted in accordance with

this agreement will be notified of the opportunity to submit

a change preferred assignment selection within 30 days

after the effective date of the 2021 National Agreement.

The parties agree that the duties and responsibilities of the

job descriptions that have been eliminated are hereby

considered incorporated into the reclassified position

descriptions. The Local Union may request verification that

446

the work hours have been transferred to the respective

staffing package for the positions to which the eliminated

jobs are being upgraded and/or reclassified.

The parties agree that any employee who previously held a

position eliminated by this MOU and has retreat rights to

that position, shall retain those retreat rights to the

reclassified position.

In addition, any current employee, who previously held a

position eliminated by this MOU, and was excessed between

January 1, 2019, and February 28, 2022, who are in a saved

grade status, shall have the saved grade increased to the

level of the applicable reclassified position.

This MOU does not modify employee responsibilities, in

accordance with Articles 12 and 38, regarding exercising

retreat rights and/or retaining saved grade.

The effective date of the upgrading and/or reclassification

process shall be the first day of the first full pay period after

the effective date of the 2021 National Agreement.

The parties further agree that, except in locations where

mail processing operations are being reduced or eliminated,

no Maintenance Craft excessing will occur for one (1) year

from the effective date of the 2021 National Agreement.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Workyears on PS Form 4852 and Juneteenth Holiday

Beginning in 2022, the Postal Service will recognize the

Juneteenth National Independence Day as a holiday for full-

time and part-time career employees. Accordingly, PS

Form 4852,

Workload Analysis and Summary

, shall be

447

updated

to change the calculated workyears from 1760

hours to 1752 hours.

Fiscal Year (FY) 2022 custodial staffing packages will be

updated with the revised calculated workyears. The Postal

Service will complete the revised staffing no later than

February 14, 2022.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Maintenance Craft Discussions Per Article 38.3.K

(Excessing)

When the Postal Service proposes to involuntarily reassign

APWU Maintenance Craft employees in accordance with

Article 12.5.C.5.b (out of the installation) of the National

Agreement, the Postal Service and the Maintenance Craft of the

APWU agree to meet at the National Headquarters Level to

address certain issues related to and arising from the excessing.

These meetings will occur only when a proposed excessing

event in an impacted installation involves multiple occupational

groups within the APWU Maintenance Craft or when more than

half of any existing occupational group within the APWU

Maintenance Craft is proposed to be involuntarily reassigned.

Such discussions, when mutually agreed, will occur prior to the

Regional Level meeting identified in Article 12.4. Additional

discussions may occur by mutual agreement. The purpose and

intent of these discussions is to identify and apply Article 12

and Article 38 provisions to the proposed event in order to

instruct the field how to properly implement the excessing. This

may result in a mutual determination by the parties, for

example, regarding the assignment of employees to their same

occupational group within a small local commuting area. The

448

rties will be guided in their discussions and mutual

determinations by the basic principle that dislocation and

inconvenience to employees shall be kept to a minimum

consistent with the needs of the Service.

In the event the parties have not met or mutual agreement is not

reached within 14 days from the notification, the matter will be

returned to the Regional Level and the event will continue to be

addressed in accordance with Article 12 and Article 38. The

time limits contained in Article 12 will be adhered to and the

14-day period for meeting under this MOU runs concurrently

with the Article 12

time limits.

This Memorandum is intended to address the specific

circumstances described above and does not alter in any way

other provisions of the Collective Bargaining Agreement.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: In-Service Examinations, Register and Eligibility

Ratings

The U.S. Postal Service and the American Postal Workers

Union, AFL-CIO, agree that on an annual basis (from

March 1-31), any career employee may submit a written

request to be tested for Maintenance Craft eligibility ratings

for all occupational groups (excluding NST ET-11). The

testing process shall follow the current timelines. Once an

employee receives eligibility ratings, the employee may then

request placement, or reinstatement, on in-service registers.

In the event there is no in-service register, the employee's

eligibility ratings shall become a part of their eOPF.

Management shall notify the employee of the results no later

449

an sixty (60) days after the testing, provided that the

applications have been properly completed. On an annual

basis on April 1, (beginning in calendar year 2023), all

employee names from the preceding year's in-service

registers shall be purged, with the following exception: any

employee that is on an in-service register must submit a

written request to the MSS Coordinator during the month

of March to remain on the in-service registers.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Peak Season Exception Periods - Motor Vehicle Service

(MVS) Craft

The parties agree to a peak season exception period for Function

3A as provided for below. These provisions are applicable with

the signing of this MOU and will continue for the term of the

2021-2024

National Agreement.

1. Beginning with the Fall 2016 mailing season the p

arties

agree to establish appropriate procedures for the temporary

employment of Holiday Transportation Assistants (HTA) t

provide supplemental support for the peak volume seasons

applicable to surface transportation.

2. In addition, the parties agree that the reemployment of

annuitants for these positions will be given priority.

Reemployed annuitants will be consistent with the statutory

requirements under the National Defense Authorization Act.

3. The parties agree that HTAs and annuitants will be paid at

e current hourly rate for PSE Motor Vehicle Operator (MVO),

Level 7, or PSE Tractor-Trailer Operator (TTO), Level 8. Whe

and where necessary, to successfully hire these temporary

450

empl

oyees, any exception to current hourly rates will be with

the concurrence of the Union, in accordance with the Collective

Bargaining Agreement.

4. The peak volume season period for utilization of HTAs in

accordance with these provisions will be reporting periods

and 4, unless otherwise mutually agreed by the parties at the

National Level.

5. Over the course of a service week, the Employer will

make

every effort to ensure that available MVS Craft PTFs are

utilized at the straight-time rate prior to assigning such work to

HTA

When an opportunity exists for overtime, available and

qualified full-time MVS employees, on the appropriate

Overtime Desired List, will be selected to perform such wor

prior to utilizing an HTA in excess of eight (8) work hours in a

service day. The principles of Article 8.4.G of the Collective

Bargaining Agreement will apply to HTAs. PTF MVS

employees will be given priority scheduling for overtime work

prior to HTAs working overtime.

7. The Postal Service will provide the APWU at the Nationa

Level with the number of HTAs hired, the hourly rate assigned,

and hours utilized for each week of the peak volume season.

Date: 8/17/16

***

451

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Air Conditioning in 9-Ton Vehicles, Tractors, and

Spotters

The Postal Service agrees that, on a prospective basis, contracts

for the purchase of 9-ton vehicles, tractor and spotter vehicles

will specify air conditioning for vehicles domiciled in specific

areas of the country. A Joint Committee will be established for

the purpose of identifying the specific areas where air

conditioning will be provided. The Committee will be

comprised of two (2) members appointed by the APWU and

two (2) members appointed by the Postal Service. The

Committee will rely upon heat/humidity index information and

industry norms in making their recommendations. The

Committee’s recommendations will be submitted to the Postal

Service’s Vice President, Labor Relations and the APWU’s

President for resolution.

The parties further agree that the Committee will complete their

analysis and recommendations no later than March 1999.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

MOTOR VEHICLE CRAFT

Re: Highway Contracts

In furtherance of ongoing application of Article 32, Section 3

of the National Agreement the parties agree to the following

principles:

452

The U.S. Postal Service reaffirms its commitment to

require compliance with the highway contract

specifications including the Service Contract Act.

Contracting officers and administrative officials at t

Local Level, when advised by American Postal Workers

Union officials of complaints and/or provided

information concerning alleged violations of a specific

contract(s), especially those that relate to vehicle

sch

edules, wage rates, and safety violations will, in

business-like manner, acknowledge to the interested

American Postal Workers Union official, receipt of said

information and the action taken in response to the

situation identified. Background information concerning

scheduled routes will not be unreasonably denied.

2. The Postal Service recognizes the requirement to

accurately reflect vehicle equipment needs when

developing transportation service requirements.

Reasonable efforts will continue to be made at the

appropriate management level to reconcile v

ehicle

requirements to existing postal vehicle sizes. In those

situ

ations where it is determined that the vehicle neede

substantially differs from that which is available in the

U.S. Postal Service fleet, justification will be provided to

the responsible USPS management office for those routes

that otherwise meet the criteria of Article 32.

3. The responsible USPS management office will continue

to encourage all contractors to display clearly and

conspicuously on all vehicles, while engaged in the

transport of mail, their company name, address and th

fact that they are contract vehicles.

4. When the National Union is advised of the decision to

award and/or renew a highway contract(s), the U.S. Postal

Serv

ice will provide a reasonable explanation of

its

decision.

***

453

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Highway Contract Route (HCR) Limitation

1. For the term of the

2021

National Agreement there will be a

moratorium on any new subcontracting of mai

transportation by Highway Contract Route (HCR) pursuant

to Article 32 in offices where Postal Vehicle Service (PVS)

drivers are currently employed.

2. Specifically included in the moratorium is the nationwide

subcontracting of all Postal Vehicle Service pursuant to

Article 32.1.B and any “mode conversion” of PVS to HCR

at a specific facility, and any new conversions from PVS to

HCR.

3. Specifically excluded from the moratorium are those HCR

contracts currently in effect. The renewal of these contracts

shall be in accordance with the provisions of the National

Agreement. The renewal of contracts may also inclu

adjustments to existing contracts to account for additional

service points that are added in consideration of service

standard changes, changes in service areas, and/or emergent

business needs of postal customers.

4. For the term of the

2021

National Agreement, the following

revisions to Article 8 of the National Agreement will be

applicable to full-time PVS driver duty assignments:

normally duty assignments will be eight (8) hours within

nine (9) hours;

b. a work day of eight (8) hours within ten (10) hours may

be appropriate when 8-hour schedules contain report to

dispatcher time or idle time, or where an additional trip

454

is n

ot possible due to time restraints in the middle or

nearing the end of tour;

c. normally work schedules will have consecutive days off.

When operationally necessary, up to 20% split days off,

by installation, are permitted.

5. The parties will develop a pilot program in no more than

three (3) sites, jointly selected by the parties, to study the

feasibility of drivers performing other work in the Motor

Vehicle Craft, any other APWU work may be assigned.

6. The parties will implement a dynamic routing pilot in

Louisville, KY and Tacoma, WA to commence within one

(1) year after the effective date of the 2015 National

Agreement and last for no less than one (1) year. The pilo

program will consider the incorporation of HCR runs or

segments of runs into dynamic routing pilots.

7. Part-time flexible (PTF) positions will be capped at 20% of

the Motor Vehicle Craft complement by installation. The

rounding up rule of .5 shall apply.

8. PTF positions established in the Motor Vehicle Craft will be

guaranteed a minimum work schedule of twenty-four (24)

urs per pay period.

9. Any changes to current staffing at facilities caused by

application of the terms in Paragraph 4 above, including the

reclassification and/or reposting of duty assignment

pursuant to Article 39 will be undertaken as soon as

practicable but no later than 120 days after the effective date

of the 2015 National Agreement.

***

455

MORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Article 39.1.C.8 – Abolishment

Frequently Asked Question:

What is an example of a valid reason for abolishing a Motor

Vehicle Craft duty assignment?

Response:

On the effective date of the abolishment, the majority of the

work assigned to that duty assignment would no longer be

performed.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Motor Vehicle Craft Jobs

The United States Postal Service (USPS) agrees to fill/create

certain positions in the Motor Vehicle Craft of the American

Postal Workers Union, AFL-CIO (APWU), in accordance with

the following provisions:

...

2. Motor Vehicle Services

The Motor Vehicle Craft will assume service on a minimum

of 600 PVS routes currently contracted to HCR upon the

expiration of each supplier contract. Route service may be

assigned to either career or noncareer employees, as

necessary. The Employer will designate the 600 PVS rout

to be assigned to the Motor Vehicle Craft and no less than

456

25% of the duty assignments created will be assigned to

career employees.

In addition, the parties agree to review approximately 8,000

other existing Transportation Highway Contract Routes

(HCRs). It is understood that in considering the conversion

of such work the parties will use DOT work rules and an

appropriate mix of bargaining unit costs as submitted by the

APWU. In considering whether or not bargaining unit

positions may be created the parties will follow the below

described process:

a. the Postal Service will provide each individual HCR

cont

ract to the APWU upon ratification;

b. the APWU will review the contracts and provide the

Postal Service designee with specific route and trip

information (including frequency, time of departure and

arri

val, annual mileage and equipment requirements)

regarding where it believes opportunities exist to c

reate

bargaining unit duty assignments based on the work

cont

ained in the HCR contract;

c. the APWU may initiate and ob

tain a cost comparison on

segments (trips) of an HCR route: that is some, but not

l, the routes covered by the contract. If the APWU fair

comparison of a contract or a segment of a route shows

that it would cost less to have the work performed by

MVS employees, it will be assigned to MVS employe

es;

d. the parties shall meet within 14 days of receiving the

APWU’s input as described in Paragraph 2 above;

e. the Postal Service will consider overall operational needs

when creating the new assignments including fleet

eeds, maintenance capabilities, parking, route logistics,

etc., but these factors will not be used to circumvent the

MOU Re: C

ontracting and Insourcing of Contracted

Services;

457

after proper and appropriate notice has been given to the

HCR contractor such that termination of the contract

does not cause or incur additional expense or cost to t

Postal Service, any and all new assignments will be

posted for bid to the existing career workforce before

filled with new employe

es.

Note: The Goldberg Interest Arbitration Award dated July 8,

2016 deleted Paragraphs 1, 3, and 4 of the above Memo.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: MVS Training Initiatives Committee

The parties reaffirm their commitment to provide

employees with training on the latest technologies for all

current and new vehicles. Additionally, the parties

recognize the benefits of affording employees with

opportunities for development and career advancement.

Within ninety (90) days from the effective date of the

National Agreement, a Joint MVS Committee on training

will be established at the National Level, which will consist

of up to six (6) representatives of each party. The committee

will discuss concerns, revisions, or updates to existing

training, and/or additional training opportunities or

programs. The committee will submit its findings to the

Director, APWU Contract Administration, and the

Director, Motor Vehicle Service of the American Postal

Workers Union, AFL-CIO.

***

458

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Operation of Powered Industrial Equipment for

Material Support Craft Employees

The operation of powered industrial equipment that is powered

by electric motor (battery) or internal combustion (flammable

gases) requires the operators to have an appropriately endorsed

Certificate of Vehicle Familiarization and Safe Operation. This

is the case regardless of whether the operator walks behind or

rides on the equipment to guide it.

Level 5 employees, in the Material Distribution Centers, who

operate this equipment and are required to have an

appropriately endorsed Certificate of Vehicle Familiarization

and Safe Operation, are entitled to Level 6 compensation for the

period of such operations.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Mail Equipment Shop Prior MOUs

The parties agree that the following MOUs listed in the

2021-

2024

Collective Bargaining Agreement:

• MOU Re: Su

bcontracting Mail Equipment Shops page 339

• MOU Re: Wor

k Clothes Program-MES page 390

• MOU Re: Train

ing Opportunities Mail Equipment Shops

page 390

459

• M

OU Re: Mail Equipment Shop Operations page 391

• MOU Re: Overtime at the Mail Equipment Shops page 391

as well as references within Articles 41.2.G.1, 41.3.F.8,

and



MOU Re:

Operation of Powered Industrial Equipment for

Material Support Craft Employees

from the 2018 - 2021

Collective Bargaining Agreement

, will not be included or

printed in the next Agreement. However, the parties

acknowledge that should the Mail Equipment Shop work

return, the above listed MOUs will be in full force and

effect.

***

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

UNITED STATES POSTAL SERVICE

AND THE

AMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Human Resources Shared Services Center (HRSSC)

The parties agree that it is in their mutual best interest to resolve

continuing issues with posting and bidding which have

developed through the implementation of computerized bidding

through the Human Resources Shared Services Center

(HRSSC).

To further this effort, the parties agree to meet at the

Headquarters Level within ninety (90) days after the signing of

this Agreement to discuss these matters and explore

opportunities for resolution.

The parties will continue to meet as necessary to discuss issues

and to improve communication.

***

460

461

INDEX

Article Section Page(s)

A

Abolishment

ClerkCraft 37 1E 154

MotorVehicleCraft 39 1C8 226

Accident 14 2 78

InjuryontheJob–

HealthServices

14 3D 81

InjuryontheJob–

Compensation

21 4 124

Investigation,Safety



andHealthCommittee

14 8A 83

InvestigationBoard–

SeriousorFatal

14 8C 85

ReportForm1769 14 2 78

VehicleAccidents–See

Also‐Vehicle

29 136

AdvanceNotice

Disciplinary 16 4

–

7 107‐109

DuesWithholdingRevocation 17 7 117

EmployerDemandforMoney

(Shortages,property

damages,etc.)

28 134

Excessing 12 4,5 49,51

Handbook,Manualand

RegulationChanges

191120

MemoRe:ElectronicAccessto

Information

390,391

HolidaySchedule 11 6 45

InvoluntaryReassignments 12 4,5 49,51

A‐Advance‐Notice

462

Article Section Page(s)

Layoﬀs 6 B 12

LockerInspections 17 9 119

MotorVehicle 39 3C 236

NewMechanization 4 1 7

NewPositions 1 5 3

ProbationarySchemeFailure 12 1 47

Reassignments,Involuntary 12 4,5 49,51

Subcontracting 32 1 142

TerminationofAgreement 43 2 270

WorkandTimeStandards 34 C,D 148

AlcoholandDrugRecoveryPrograms

EAP,Continuationof 35 1 150

EAP,SubjectforLabor‐

ManagementCommittee

Meetings

35 2 151

ReasonableAccommodationof

Hearing‐ImpairedduringEAP,

Memo

274

UseontheClockProhibited 16 7 109

Reinstatement of Driving

Privilege, Eﬀect of EAP

Participation

334

AllRegularProgram 7 3A 22

AnnualLeave 10 40

ChoiceVacation 10 3 40

CreditUnionWork 36 1 152

JuryDuty 10 3F 41

MinimumCharge 10 6 43

NegotiationofLocalVacation

Plannin



30 B4,B20138,139

NoForfeiture 10 3B 40

A‐Arbitration

463

Article Section Page(s)

OnUnionBusiness 24 2 126

VacationPlanning 10 4 41

WithLWOP 10 6 43

AnnualSalary‐SeeBaseAnnualSalary

andBasicAnnualSalary

9 30‐39

Application

Clerk 37 1D 154

MaterialSupport 41 1D 257

MotorVehicle 39 1C3 226

FalsificationofEmployment

Application

12 1B 47

PromotionEligibilityRegister 38 5B7,8 210

Promotions,BestQualified 33 2 146

MotorVehicle 39 1B8 224

PTFPreference 37 5A 188

Reinstatement/Reemployment

Clerk 37 2D5a 158

MaterialSupport 41 2F1 261

Maintenance 38 3F1 198

MotorVehicle 39 1B5a 220

Arbitration 15 5 98

Administration 15 6 106

Arbitrability 15 5A9 101

BenchDecisions 15 5C3f 104

Briefs 15 5C3b 104

Expedited–RegionalLevel 15 5C 104

NoTranscripts 15 5C3b 104

ReferraltoRegularArbitration 15 5C2 104

Scheduling 15 5C1 104

NoTranscripts 15 5C3b 104

TimeLimitforAward 15 5C3f 104

A‐Arbitration(cont'd)

464

 Article Section Page(s)

WithoutPrecedent 15 5C4 105

GeneralProvisions 15 4A 97

Impasse–LocalNegotiations 30 C 139

ArbitrationSchedulingProcedures

‐(LMOU),Memo

 372

LocalImplementation,Memo 386

InterventionbyOtherParties 15 5A9 101

Memos 

AdministrativeDisputeResolution

Procedures,Memo

 368

ExpeditedArbitration,Memo  364

Intervention,Memo372

PilotProcedures,Memo370

Step4Procedures,Memo 369

TimelinessofAppeals,Memo  370

WheretoAppeal,Memo371

NationalLevel 15 5D 105

NationalArbitrationScheduling

15 5D 105

Regular–RegionalLevel 15 5B 101

Briefs 15 5B7 103

ReferraltoStep4 15 5B5 102

Scheduling 15 5B1‐6 101‐103

SeparatePanels 15 5B1 101

TimeLimitforAward 15 5B8 103

Transcripts 15 5B7 103

ResolvingDisputesBetween

Ph

sicians

13 2B2 70

Scheduling 

General 15 5 98

Layoﬀs 6 F1 17

A‐Assignment

465

Article Section Page(s)

MechanizationChanges 4 2 7

SafetyandHealth 14 2 77

TimeLimits,Eﬀectsof 15 4B,C 97,98

Withdrawal,General 15 5A4 99

Articles7,12and13‐CrossCraftand

OﬃceSize,Memo(BridgeMemo)

307

Article30–Local

Implementation,Memo

386

Assignment

Bid‐SeePostingandBiddingUnder

EachCraftHeading

NewPositionstoCraft 1 5 3

CrossCraftAssi

nments 7 2 21

CrossCraftandOﬃceSize,

Memo

278

EmployeeComplements 7 3 22

HigherLevelDetails 25 4 127

IllorInjured—SeeAlsoLightDuty

Assi

nments

13 1 69

IntoMoreThanOne(1)Craft 7 2A 21

InvoluntaryAssignmenttoVacant

Positions:Clerk

37 4 183

TemporaryChanges 7 2B‐C 22

PTFPreference 37 5A 188

Reassignments–SeeReassignments

Supervisor204(b)Details

Clerks 37 3A8 165

Maintenance 38 7E 216

MaterialSupport 41 2G2 262

MotorVehicle 39 2A9 231

A‐AttendanceatUnionConvention

466

 Article Section Page(s)

AttendanceatUnionConvention  

General 24 2A‐C 126

LocalNegotiationsonIssue 30 B8,20 138,126

UseofAnnualLeave 10 3F 41

AuditofStampCredit 28 1E 134

AutomatedSystemsDevelopment 14 1 77

AutomobileInsurance 17 7E 118

B

BargainingInformation 31 3 141

BargainingInformation,Memo  388

BargainingUnitWork  

Subcontracting 32 142

SupervisorsProhibitedfrom

Performing

1 6A,B 4

BaseAnnualSalary  

PercentagePayIncreaseCalculation

9 1 30

BaseHourlyStraight‐TimeRate  

HolidayLeavePayCalculation 11 3A 44

HolidayWorkedPayCalculation

 11 4 44

NightDiﬀerentialCalculation 8 7 28

NightDiﬀerentialTables 9  37‐39

OvertimePayCalculation 8 4A 25

PenaltyOvertimeCalculation 8 4C 25

Part‐TimeFlexibleScheduled

HolidayRateCalculation

11 7 46

SundayPremiumCalculation 8 6 28

BasicAnnualSalary  

COLARoll‐in 9 4 31

PayIncreases 9 1 30,31

SalarySchedule,Tables1‐3

9  35‐39

B‐ BestQualifiedPositions

467

Article Section Page(s)

BasicWorkWeek

ChangesandReposting

Clerk 37 3A4 162

Maintenance 38 4A4 205

MaterialSupport 41 3A 264

MotorVehicle 39 2A 229

InformationonNotices

Clerk 37 3E 172

Maintenance 38 4C6 206

MaterialSupport 41 3D 266

MotorVehicle 39 2D8 234

LocalNegotiations 30 B2 137

NormalWorkWeek 8 1,2C 24

SeeAlsoServiceWeek(8.2.A)

andWorkWeek(8.2.C)

24

BenchDecision,Expedited

Arbitration

15 5C3f 104

BenefitPlans

AutomobileInsurance 17 7E 118

ContinuationDuringLayoﬀ 6 E2 17

ContinuationDuringUnionLWOP

24 1 125

HealthBenefits 21 1 123

HealthBenefitsBrochures 21 5 124

HomeownersInsurance 17 7E 118

InjuryCompensation 21 4 124

LifeInsurance 21 2 124

Retirement 21 3 124

TenantLiabilityInsurance 17 7E 118

BestQualifiedPositions

Application—SeeApplication

B‐BestQualifiedPositions(cont’d)

468

 Article Section Page(s)

BestQualified 37 3A7 165

SeniorQualified 37 3A11 168

CraftPromotions 33 2 146

SeniorityUponReturnFromBest

Qualified

12 2 48

Maintenance 38 3G 199

MotorVehicle 39 1B2 219

Bids 

BiddingLimitations 12 3A 49

BidsWithRequiredComputerSkills,

Memo

 352

SpecialRulesonExcessingand

Reassi

nment

12 4,5 49,50

SeeAlso 

DefinitionsUnderEachCraft

Heading



InterlevelBidding 

PostingandBiddingUnderEach

CraftHeading



Brush‐upTraining 

Brush‐upTraining,Memo426

Defined 37 1L 155

BulletinBoards 22  124

SeeAlsoPostingandBiddingUnder

EachCraftHeading



Bumping 

RighttoWorkAssignment 37 3F10 182

C   

Call‐InPay 8 8 25

Full‐TimeEmployee 8 8B 25

NonscheduledDay 8 8B 25

Carryover,AnnualLeave,Memo  292

C‐ ClerkCraft,Definitions

469

Article Section Page(s)

Checkoﬀ,UnionDues 17 7 117

Checks,

ResponsibilityforCashing

 28 1D 134

SeeAlsoEmployerClaims

ChoiceofVacationPeriod 10 3A‐F 40,41

LocalNegotiationsOver

VacationIssues

30

B4‐12

20

138

ChristmasWorkandPay 11 4B 44

CivilRights 2 5

Claims–SeeAlsoEmployeeClaims(Art

27) andEmployerClaims(Art28)

CleaningServices,ASM,

MaintenanceCraft,Memorandum

ofUnderstanding

440

ClerkCraft

37 153

Anti‐FatigueMeasures

37 6A,B 193,194

ComputerizedForwardingSystem

37 8 194

ListingofKeyandStandard

Positions

37 9 194

Definitions 37 1A‐L 153‐155

Abolishment 37 1E 154

Application 37 1D 154

Bid 37 1C 153

Brush‐upTraining 37 1L 155

Conversion 37 1I 154

CraftGroup 37 1A 153

CurrentlyQualified 37 1J 154

DutyAssignment 37 1B 153

LiveRecord 37 1K 154

Multi‐CraftPosition 3A4e 164

Reposting 37 1G 154

ResidualVacancy 37 1H 154

C‐ClerkCraft,Definitions(cont’d)

470

Article Section Page(s)

Reversion 37 1F 154

ClerkCraft

–

PostingandBidding 37 3A

–

F 161‐182

BestQualifiedVacancies 37 3A7 165

InformationonNotices 37 3E 172,173

Installation‐WidePosting 37 3C2 172

InterlevelBidding 37 3A10 167,168

InterlevelBidding–Entrance

Examination,Memo

37 413‐415

LengthofPosting 37 3D 172

LiveBidder,SubsequentBids 37 3F8 181

NewandVacantFull‐Time

Positions

37 3A 161

ChangesinBasicWorkWeek 37 3A4a 162

ChangeinDuties 37 3A4b 162

ChangeinStartingTime 3A4c 162

NonbargainingUnit(204(b)) 37 3A8 165,166

PlaceofPosting 37 3C 171,172

PrincipalAssignmentArea

37 3A4b 162

37 3E5 172

PTFPreference 37 5 188,189

ReliefandPool 37 3F9 182

Reversion 37 3A1,2 161,162

ResultsofPosting 37 3F 173

SeniorQualifiedPositions 37 3A11 168‐170

Schedule(HoursandTour) 37 3E4 172

Schemes 37 3E3 172

SkillDemonstration 37 3F5 178

StampStockTolerances,Memo

37 384

Training

Brush‐up,Memo

37 426

C‐ ClerkCraft,Seniority

471

Article SectionPage(s)

ComputerSkills,Memo 37410,411

ProductiveDistribution,Memo

37 412

RetailTrainingTaskForce,Memo

37416,417

Typing 37 3F5 178

UnassignedRegular–See

UnencumberedEm

ees

37 4 182‐187

UpgradedPositions 37 3A9 166,167

ClerkCraftSeniority 37 2A–D 155‐156

Application 37 2D 156

BestQualified 37 3A7 165

Conversion–PTFPreference 37 5A8 189

Corrections 37 2A2 155

Lists

37 2C 155

MilitaryService

37 2D5b 159

MutualExchanges

37 2D7 160

NewPeriodofSeniority

37 2D6 156

PTFPreference‐Conversion

37 5A‐C 188‐191

ReassignmentofPTFEmployeesto

ClerkCraft

37 2D2 156

Reemployment 37 2D5,6 158‐160

RelativeStandingofFull‐Time

ees

37 2D1 156

RelativeStandingofPart‐Time

FlexibleEm

ees

37 2D3a–c156‐157

Resignation 37 2D5a 158

Retained,RegainedorRestored 37 2D5a–c 158,159

Retirement 37 2D5a 158

SeniorityLost 37 2D6 160

SeniorityModified 37 2D7 160

TieBreaker 37 2D4 157,158

C‐ ClerkCraft,Seniority(cont’d)

472



Article Section Page(s)

Transfers 37 2D3b 157

Transfers‐MutualExchange

 37 2D7 160,161

Coverage 37 2B 155

Introduction 37 2A 155

Responsibility 37 2C 155,156

ClerkCraft–UnencumberedEmployees

37 4 183‐187

Assignment 37 4C 183‐185

ChangeofSchedule 37 4B 183

Coverage 37 4A 182

HigherLevel 37 4C5 184,185

LowerLevel 37 4C6 185,186

MachineRegister 37 4C7 187

COLA

–

SeeCost‐of‐LivingAdjustments  

CollectionProcedures,

EmployerClaims

28 4A,B 135

CombiningWorkofDiﬀerentCrafts 7 2A 21,22

CombiningWorkofSameCraft

Committee

7 2A1 21,22

ComparativeWorkHourReport 12 4C 50

CompensationInjury(OWCP) 21 4 124

CompetitiveRegister 37 2D3 156,157

ComputerAptitudeTests,Memo 37  410,411

ComputerTapes(ElectronicFiles) 31 2 141

ComputerizedForwardingSystem 37 8 194

ConsecutiveOvertimeDays–

Full‐TimeRegularEmployees

8 5F 27

ConsolidatedInstallations 

LocalNegotiations 30 F 140

Reassignments 12 5C 60‐68

ConsumerPriceIndex



C‐ CraftGroup,Defined

473

Article Section Page(s)

ChangeinFormbyBLS 9 3F 33

Defined 9 3A1 31

UsedtoCalculateCost‐of‐Living

ustment

9 3B,C 31,32

Contracting

–

SeeSubcontracting

Conventions,Union

24 2A

–

C 126

30 B8,20 138,139

Conversion

Part‐TimeFlexibletoFull‐Time

7 3A,C 22,23

PSEinMaintenance,MVS,and

Clerk

Attachment

290

Cost‐of‐LivingAdjustments 9 3 31‐33

EﬀectiveDates 9 3B 31,32

Formula 9 3C 32

IndexUsed 9 3A 31

WhenUsed 9 3D 33

Councils,FieldFederalSafety&

Health

14 9 86,87

CourtLeave,PTFMemo 334,335

CoveredEmployees,Agreement 1 4 3

CraftArticles

‐SeeIndividualCraftsin

thisIndexforMoreDetail



Clerk 37 153

Maintenance 38 195

MaterialSupport 41 257

MotorVehicle 39 218

OperatingServices 40 238

CraftAssignment,NewPositions 1 5 3,4

CraftGroup,Defined

Clerk 37 1A 153

C‐ CraftGroup,Defined(cont’d)

474

 Article Section Page(s)

MotorVehicle 39 1C2 225

OperatingServices 40 1A 238

CraftLines,Crossing 7 2A

–

C 21,22

CrossCraft,Memo   307

CraftPromotions 33 2 146,147

SeeAlso–PostingandBidding

UnderEachCraftHeadin





CreditUnionorBankDeductions 17 7E 118

CreditUnionsandTravel 36 152

AnnualLeaveforDuties 36 1 152

MileageAllowance 36 2 152

TravelAuthority 36 2 152

CrossCraftAssignmentofEmployees

7 2A–C 21,22

CrossCraft,Memo347

CrossCraftReassignment,Memo

  343‐347

SeeAlso–SeniorityUnderEach

CraftHeading



CrossingCraftLinesRules 7 2A–C 21,22

CurrentlyQualified 

Defined 37 1J 154

PTFPreference 37 5 188

PTFPreference,Memo 37  409,410

D

DamagetoUSPSProperty&Vehicles28 3 135

DebtCollectionAct 28 4A–B 135

DefermentPeriodforTraining  

LengthofDeferment  

Machine 37 3F4 176,177

MultipleSkills 37 3F7 179,180

OtherTraining 37 3F7 179,180

D‐ DetailTo

475



Article Section Page(s)

Scheme 37 3F3 174,175

ListofPositionswithDeferments

37 3F7 179,180

ProductiveDistribution,Memo  353

SequenceofTraining,Brush‐

UpMemo

37  426

SubsequentBid,EﬀectofWithdrawal 37 3F8a 181



Withdrawal,effectof

37 3F1c 173

37 3F3b 176

37 3F4b 177

37 3F7 179

37 3F8b 181

PositionDescription,Memo,

Delivery/SalesSvcandDist.Assoc.

37  407

Demotion 

ExcessingandReassignments 12 4C 50

MechanizationandTechnology 4 38

RateProtection,General 9 6 33

ClerkCraft 37 4C6b 186

DetailTo 

CentralInstallation(Excessingand

Reassignment)

12 5B7 53

CoverTrainingDeferment

37 3F3c 176

37 3F4c 177

HigherLevelCraft

25 4 127

HigherLevel—Pay

25 2 126,127

LowerLevel—Pay

25 2 126,127

MotorVehicleDetails

39 3E 236

TemporaryHolddowns

39 1J 228,229

Supervisor204(b)Positions

 

Clerk

37 3A8 165,166

D‐ DetailTo(cont’d)

476

Article Section Page(s)

Maintenance 38 7E 216,217

MaterialSupport 41 2G2 262,263

MotorVehicle 39 2A9 231,232

DevelopmentalOpportunities,Memo

  397,398

DirectionalFans 39 3G 237

Disability 

DeafandHardofHearing,Memo

  301‐306

IndividualswithDisability

DiscriminationProhibited

2 1 5

InjuryCompensation 21 4 124

Layoﬀs,SpecialProvisions 6 (3)9,10

LightDutyRequestsand

Reassignments

13 2 70,71

RehabilitationAct 2 1 5

Retirement 21 3 124

SeniorityProvisions,Special

Clerk 37 2D5 158

Maintenance 38 3F1 198,199

MaterialSupport 41 2F 261

MotorVehicle 39 1B5 220,221

Disagreement,MedicalCondition 

InitialLightDutyRequest 13 2B2 70,71

PeriodicLightDutyRequest 13 4G 74

Discharge 16 5 108

DisciplineProcedure 16  106

AlcoholUseontheClockProhibited 16 7 109

BasicPrinciple 16 1 106

Discharge 16 5 108

Discussion,Private(NotDiscipline) 16 2 107

D‐DutyAssignment

477

 Article Section Page(s)

DrugUseontheClockProhibited

16 7 109

EmergencyProcedure 16 7 109

IndefiniteSuspension 16 6 108,109

LetterofWarning 16 3 107

Records 16 10 111

ReviewofDiscipline 16 8 109,110

Suspensionof14DaysorLess

 16 4 107

SuspensionofMoreThan14Days

orDischarge

16 5 108

Veterans’Preference 16 9A

–

B 110

DisciplineRecords 16 10 111

Discrimination 2 5

DeafandHardofHearing,Memo

2  301‐306

Pregnancy 2 1 5

RehabilitationAct 2 1 5

DiscussionofMinorOﬀenses 16 2 107

DiscussionRecords 16 2 107

Distribution

–

SeeSchemes 

Driver’sLicense 29  137

InitialIssuance 29  137

On‐DutyDrivingRecord 29  136

Reinstatementof,Memo   384

StateDriver’sLicense 29  137

DrugRecoveryPrograms 35  150

DuesCheckoﬀ 17 7A

–

D 117,118

Indemnification 17 7D 118

DurationClause 43 2 270

DutyAssignment  

ChangesTo–SeePostingandBidding

UnderEachCraftHeading

 

D‐DutyAssignment(cont’d)

478

 Article Section Page(s)

ChangesTo–SeePostingand

Bidding Under Each Craft

Headin





Definition–SeeDefinitionUnder

EachCraftHeading



InformationonPosting–SeePosting

andBiddingUnderEachCraft

Heading



E

EarlyRetirement 6 B4 13

EﬀectiveDatesofAgreement 43 2 270

EightHours

–

NormalWorkDay 8 1 24

WithinNine 8 1C 24

WithinTen 8 1C 24

ElectronicAccesstoInformation,

Memo

31 2 141

390,391

ELM‐SeeEmployeeandLabor

RelationsManual



Emergency 

AnnualLeaveCommitments 10 4D 42

Defined 3 F 6

DisciplineProcedures 16 7 109

SupervisorPerformanceofBargaining

UnitWork

1 6A 4

EmployeeandLaborRelationsManual  

HealthInsurance 6 E2 17

LifeInsurance 6 E2 17

MutualExchanges,MVS 39 1B12 225

Part420Transfers–PlacementinPay

GradeandStep,Memo

  348‐351

Part435Layoﬀs,SeverancePay 6 B4,E1 13,17



E‐ EmployerClaims

479



Article Section Page(s)

Part510Leave 10 2 40

Part516PTFCourtLeave,Memo  334

EmployeeAssistanceProgram 35  150

EmployeeClaims 27 132‐134

DenialLetter 27  133

MotorVehicleandContents 27  133

TortClaims 27  133

EmployeeClassifications 7 18‐23

SeeAlso: 

Full‐TimeEmployees 7 1A1 18

Part‐TimeFixedSchedule

Employees

7 1A2 18

Part‐TimeFlexibleEmployees

7 1A2 18

PostalSupportEmployees 7 1B 19

EmployeeComplements 

See–WorkyearsorNumberof

Employees



EmployeeDisciplineRecords 16 10 111

EmployeesHiringandAssignment

 

Full‐Time 7 1A1 18

Part‐Time 7 1A2 18

Employees–IncludedinAgreement14 3

Employees–ExcludedinAgreement 1 2 2

Employees–OnLeave,WithRegardto

UnionBusiness

24 1,2 125,126

EmployeesRequestforReassignment  

See–IllorInjured  

Reassignments 13 4 72,73

VoluntaryTransfer 13 2 70,71

EmployerClaims28 134‐136

E‐ EmployerClaims(Cont’d)

480

Article Section Page(s)

BadChecks 28 1D 134

CollectionProcedures 28 4 135

DamagetoUSPSPropertyand

Vehicles

28 3 135

DebtCollectionAct 28 4A 135

IncorrectFeesCollected,Lossor

Dama

eoftheMails

28 2 135

ShortagesinFixedCredits 28 1 134

EmployerRights

DetermineMethods,Means,and

Personnel

3 D 6

DirectWorkforce 3 A 6

Hire,Promote,Transfer,Assign,

Retain,Suspend,Demote,

Discharge

3 B 6

MaintaintheEﬃciencyOperation

3 C 6

PrescribetheUniformDress 3 E 6

TakeNecessaryActionin

Emergencies

3 F 6

EnergyShortages

42 269

EnterPostalInstallations,Rightsof

UnionOﬃcialsto

23 125

Equipment

EmployerProvides

MaintenanceToolsandEquipment

38 7A 215

MotorVehicleToolsandEquipment

39 3A 235

OperatingServicesCraftTools

40 8J 253

ProtectiveEquipment,Hazardous

Materials

14 8D5 86

F‐ FalsificationofEmploymentApplication

481

 Article Section Page(s)

SafetyandHealth,General 14 1and2 77,78

Ergonomics 14 1 77

JointLabor‐Management

ErgonomicsCommittee

14 3A 78,79

SafetyandErgonomicsCommittee

14 3A 78,79

Funding 14 3A 79

ExaminationSpecialist,SP2‐188 

Maintenance 38 7D

MotorVehicle 39 1H 228

Examinations–SeeTests 

ExcessEmployees 12 5 51‐54

IdentificationofExcessEmployees

 

Maintenance 38 3K 201

MotorVehicle 39 1D 227

OperatingServicesCraft 40 6 245

Non‐MailProcessingSurplus

Employees

41 2E5 260

SeeAlso 

Reassignments 

SeniorityUnderEachCraftHeading 

ExcessingEmployees–See

Reassignments



ExcludedEmployees 1 2 2

ExistingLocalMemorandaof 30 A 137

ExpeditedArbitration

–

SeeArbitration 15 C 104

F

FacilityExclusions 1 3 2

FalsificationofEmployment

Application



 47

F‐FederalCreditableService

482



Article SectionPage(s)

FederalCreditableService

,

SeniorityTieBreaker

–See

SeniorityUnderEachCraft

Heading





Forms

 

1187DuesWithholding



118



1717BidForm



153



1717AMulti‐BidForm



153



1723,NoticeofAssignment



Clerk



3A8



165



Maintenance



216



MotorVehicle



2A9

 231

1769AccidentReport



SF‐95TortClaim



  134

Full‐TimeEmployees 

Call‐InGuarantee



OutsideRegularSchedule



NonscheduledDay



8

8B



Complements

7 3

 22,23

DefinitionandUse

7

1A1



18

FlexibleAssignments,Memo





NormalWorkWeek

8



24

OvertimePenaltyPay

8



25

OvertimeWorkRestrictions

8

4D,F,

G

26

Schedule

8 2



ServiceDay

8

2B 24

WorkWeek

8

2C 24



GlobalSettlement,Memo



 297

GovernmentDriver’sLicense



137



G‐ GrievanceProcedure,Memoranda

483

 Article



Section



Page(s)



InitialIssuance 29 137

Reinstatementof,Memo

 384

StateDriver’sLicense 29 137

GrievanceProcedure 15 87

AreaWidePolicies,Proceduresor

Guidelines

15

2

Step

3(a)

91

Discipline‐DefinitionPrinciples 16 1 106

Discussions–NotGrievable 16 2 107

GeneralProcedures 15 4 97,98

Step1 15 2 87,88

Step2 15 2 89‐91

Step3 15 2 91‐94

Step4 15 2 94,95

SpecialProcedures:

Discrimination(Article2)Fileat

Step2

2 3 5

EmployeeClaims 27  133

HandbookandManualChanges

FiledatNationalLevel

19  120

LayoﬀProvisionsFileatStep3 6 F1 17

LayoﬀProvisions–Priority

Arbitration

6 F1 17

LocalNegotiationImpasses 30 C 139

LocalNegotiationsImpasse

Procedures,Memo

386

Mediation 15 3A‐F 95‐97

Memoranda:

AdministrativeDisputeResolution

Procedures

  368

G‐GrievanceProcedure,SpecialProcedures(cont’d)

484

 Article Section Page(s)

Grievance/ArbitrationAppeals 371

editedArbitration364

ProcessingPostRemovalGrievances

 365

Step2(h)Appeals370

Step4Procedures369

SafetyandHealthComplaintFile

atStep2

14 2(c) 77,78

SafetyandHealth–Priority

Arbitration

14 2(d) 78

TechnologicalorMechanization

Changes

4 27,8

TimeLimits,Eﬀectsof 15 4B,C 97,98

TimelinessRegardingStep2(h)

Appeals,Memo

15  370

Union’sRighttoInitiate 15 2(a) 87

SeeAlso

–

Arbitration   

GroupAutomobilePayrollDeductions 17 7E 118

Guarantees 8 8 29

Full‐TimeEmployee 8 8B 29

Part‐TimeEmployee 8 8C 29

NightShiftDiﬀerential 8 7 28

OvertimePenaltyPay 8 4C 25,

OvertimeWork 8 4A 25

OvertimeWorkRestrictions 8 4B 25

PSE,Memo 8276

SundayPremiumPayment 8 6 28

WorkSchedules 8 2 24

Guards(Security)Excluded122

H

HandbooksandManuals 19 1 120

H‐ HandbooksandManuals,ELM

485



Article Section Page(s)

ArbitrationWithin30Days 19 2D 121

ConsistencyWithAgreement 19 1 120

ElectronicAccess 19 1 120

Fair,Reasonable,Equitable 19 1 120

NoticetoUnion 19 1 120

HandbooksandManuals,Cited 

AdministrativeSupportManual 

Part250TortClaimsAct27 27 133

Part535.261,Subcontracting

CleaningServices,Memo

39  440

EmployeeandLaborRelations

Manual



Health&LifeInsurance

6 E2 17

MutualExchanges

39 1B12 225

Part420–Transfers,PayGrade

andStep,Memo

348‐351

Part435

–

Layoﬀs,SeverancePay

6 B4,E1 13,17

Part435

–

Layoﬀs,SeverancePay

6 B4,E1 13,17

Part510

–

Leave

10 2 40

Part512.73d

–

TerminalLeave

  383

Part516

–

PTFCourtLeave

  334

F‐10,Travel



MileageAllowance

36 2B 152

ReassignmentsandMoving

Expenses

12 5B5 53

F‐21,Timekeeper’sInstructions

19  120

MileageAllowance

36 2B 152

ReassignmentsandMoving

Expenses

12 5B5 53

F‐21,Timekeeper’sInstructions

19  120

H‐HandbooksandManuals,ELM(cont’d)

486

 Article SectionPa

(

)



MileageAllowance 36 2B 152

ReassignmentsandMoving

Expenses

12 5B5 53

PostalServiceManual

(nowELM)

19 120

Publication52,Hazardous

Materials

14 8D 86

HazardousMaterials 14 8D 86

Health 

APWUConsumerDrivenPlan,

Memo

 379

Article21.1,Memo379

BenefitBrochures 21 5 124

BenefitContributors 21 1 123

Benefits 21 1 123

EnvironmentalConditions 14 2 77,78

Insurance 21 1 123

Services,Availability 14 3D 81

HearingImpaired,Memo   301

HigherLevelAssignments 25  116

AuthorityFor 25 3 127

Definition 25 1 126

Details 25 4 127

LeavePay 25 5 127

LongTermAssignment 25 5 128

Pay 25 2 126

ShortTermAssignment 25 5 128

TerminalLeave 25 5 128

SeeAlso–BestQualified,Clerks

37  165



H‐ HoursofWork

487

 Article Section Page(s)

HighwayMovementofMail 32 2 143

AverageMVSEmployeeCosts 32 2E1 144

ContractCosts 32 2G 145

CostComparisons 32 2E 144

CostFactors 32 2E–H 144‐146

Criteria 32 2H 145

FactorstobeConsidered 32 2A 143

InformationtobeFurnished 32 2C–D 143,144

Subcontracting,Memos 32,39  451‐454

Holidays 11  43‐47

APWUAdministrationofHoliday

Work,Memo

11  328

Christmas 11 4B 44

Eligibility 11 2 44

LocalNegotiationofSchedule

 30 B13 138

Non‐WorkDay



11 5 45

Observed 11 1 43,44

Part‐TimeFlexibleEmployees 11 7 46

PayforHolidayLeave 11 3 44

PayforHolidayWork 11 4 44,45

PostalSupportEmployees 11 8 46

Schedule 11 6 45

Work 11 4 44

HourlyRateofPay–SeeBaseHourly

Straight‐TimeRate

 

HoursofDuty–SeePostingand

BiddingUnderEachCraft

 

HoursofWork 8



24‐29

APWUAdministrationofOvertime,

Memo

8 

328

H‐ HoursofWork(cont’d)

488

 Article Section Page(s)

Exceptions 8 3 25

Guarantees 8 8 29

NightShiftDiﬀerential 8 7 28

OvertimeAssignments(Lists) 8 5 27,28

OvertimePenaltyPay 8 4C

–

E 25,26

OvertimeWork 8 4 25‐27

OvertimeWorkRestrictions 8 5F,G 27,28

Part‐TimeEmployees 8 3 25

PostingofJobBids–

SeeIndividualCraftProvisions

onPostingandBidding



SundayPremiumPayment

8 6 28

WorkSchedules

8 2 24

WorkWeek 8 1 24

Full‐TimeRegulars 8 1 24

Part‐TimeRegulars 8 1 24

HumanFactors 14 1 77

HumanRightsCommittee225

I

IllorInjuredEmployees,Assignment

of

13  69‐76

AuthorityofInstallationHeadto

DetermineReassignments

13 2C 71

EligibilityforReassignment 13 2B1 70

FillingVacanciesdueto

ReassignmenttoAnotherCraft

13 5 75,76

GeneralPolicyonReassignments 13 4 72‐75

LocalImplementation 13 3A–C 71,72

PermanentReassignments 13 2B 70,71



I‐ Information

489

Article Section Page(s)

SeniorityofEmployeeAssigned

toAnotherCraft

13 6 76

TemporaryReassignments 13 2A 70

ImpasseArbitration 30 C 139

Impasse,Local

Implementation

30 A 137

ImpasseArbitration,Scheduling

Procedures,Memo

386

ImpasseProcedures,Memo 386

Incumbent

ChangetoReportingTime–See

PostingandBiddingUnder

EachCraftHeading

UpgradedPositions–SeePosting

andBiddingUnderEachCraft

Heading

IndefiniteSuspension 16 6 108

Information

Bar

ainin

,Memo 388

Com

uterTa

es 31 2 141

ElectronicAccess,Memo 390

uestFor 31 3 141

ReimbursementofUSPS 31 3 141

htto 31 3 141

Safet

CommitteeInvesti

ation 14 8A 83‐85

StewardInvesti

ation 17 3 113

onDut



AccidentRe

ortForm1769 14 2

(

)

 78

Com

ensation,In

 21 4 124

HealthServices 14 3D 81

Investigation–SafetyandHealth

Committee

14 8A 83‐85

I‐ Information(cont’d)

490

Article Section Page(s)

InvestigationBoard

–

SeriousorFatal

14 8C 85,86

ReassignmenttoLightDuty:See

htDut



SeeAlsoAccident

InspectionService

ExcludedFromAgreement 1 22

Interviews 17 3 113

Interrogationby 17 3 113

LaborRelations,Memo 366

Inspections,Lockers 17 9 119

SeeAlso–LockerInspections

Installation

Consolidated

LocalNegotiations 30 E 140

Reassignments

12 5C2,

3,6

57,58,

64

Discontinued 12 5C1 54‐57

Installation‐widePosting–See

PostingandBiddingProvisions

ofEachCraftArticle

NeworFuture 1 4 3

Size–SeeWorkyearsorNumberof

Employees

UnionRighttoEnter 23 125

Insurance

APWUConsumerDriven,Memo 379

Automobile

17 7E

118

Health

21 1

123

Homeowners

17 7E

118

Life

21 2

123

I‐ InvoluntaryReassignments

491

Article Section Page(s)

TenantLiability 17 7E 118

InterlevelBidding

Clerk 37 3A10 167

Maintenance 38 5B2 209

MotorVehicle 39 1C7 226

Interpreters,DeafandHardof

Hearing,Memo

301

Interrogation,InspectionService 17 3 113

InspectionService,Memo 366

InverseSeniority(Overtime) 8 5D 27

Investigations

AccidentsandInjuries 14 8A 83‐85

InformationRequests

Steward 17 3 113

SafetyandHealth 14 8A 83‐85

General 31 2,3 141,142

Injuries,SeriousandFatal 14 8A 83‐85

InspectionService 17 3 113

InspectionService,Memo 366

Polygraphs,Voluntary 17 3 113

SafetyandHealth 14 8A 83‐85

StewardInvestigations

Grievances 17 3 113

Pay 17 4 114

SafetyandHealth 14 2 77,78

InvoluntaryLayoﬀ–SeeLayoﬀs

InvoluntaryReassignments 12 4,5 49,51

SeeAlso

Reassignmentsand

I‐ InvoluntaryReassignments(cont’d)

492

 Article Section Page(s)

SeniorityProvisionsUnderEach

CraftHeading



J

JobSecurity 6 9

Juniority(OvertimeDesiredList) 8 5D 27

JuryDuty 

DuringChoiceVacation 10 3F 41

PTFCourtLeave,Memo334

JustCauseDefined 16 1 106

K

KeyorStandardPositions 

InformationonPostings–See

PostingandBiddingUnderEach

CraftHeadingListings



Clerk

–

FurnishtotheUnion

37 9 195

Clerk

–

SeniorQualified

37 3A10 167

Maintenance

–

SeniorQualified

38 5B2 209

MotorVehicle

–

SeniorQualified

39 2A10 232

L

LawCitations 

FederalTortClaimsAct 27  132

ClaimsforDamagetoPrivately

OwnedVehicles

27  132

NationalLaborRelationsAct

§8(d)UnilateralAction

5 9

InformationRequests 31 3 141

PublicLaws



83‐102ExcessiveLeaveCarryover,



333

91‐375,1201(2)SecurityGuards

ExcludedfromAgreement

1 2 2



L‐ Leave‐AnnualandSick

493

 Article Section Page(s)

PublicLaws 

83‐102ExcessiveLeave

Carryover,Memo

 333

91‐375, 1201(2) Security

Guards Excluded from

Agreement

1 22

USCode 

5USCChapter35

–

Layoﬀs 6 (3)9

5USCChapter81–Injury

Com

ensation

21 4 124

5USCChapter84–Retirement

Benefits

21 3 124

5USC8336(d)(2)–Layoﬀs,

EarlyRetirement

6 B4 13

38USCChapter43–Absences

CountedasWork

–

Layoﬀs

6 A3a(1) 11

39USC1205–Dues

Checkoﬀ

17 7A 117

Veterans’PreferenceAct–

ElectionofAppealForums

16 9 110

Williams‐SteigerOccupational

SafetyandHealthAct

14 3E 81

Layoﬀs

6 (3)

9

LayoﬀProtection,Memo



306

LeadMailProcessingClerk

 

Intentbehindcreation MOU 2 401

Responsibilities MOU 2.A 402

Leave

–

Administrative

–

ELM519 10

2

40

Leave

–

AnnualandSick 10



40‐43

APWUAdministrationofChoice

Vacation,Memo

10



328



L‐ Leave‐AnnualandSick(cont’d)

494

Article Section Page(s)

AttendanceatUnionConventions

10 3F 41

24 2A,B,C 126

BereavementLeave,Memo 338

ChoiceVacationPeriod 10 3 40

DuringChoiceVacation

Period,UnionOﬃcials

10 3F 41

24 2B,C 126

Funding 10 1 40

MinimumCharge 10 6 43

NoForfeiture–AnnualLeave 10 3B 40

PaywhileonHigherLevel

Assignment

25 5 127

Preference 10 2B 40

Sick 10 5 42

VacationPlanning 10 4 41,42

WithLWOP 10 6 43

Leave,PTFCourtLeave,Memo 334

LeaveRegulations 10 2 40

LeaveWithoutPay–SeeLWOP

LetterofWarning 16 3 107

LifeInsuranceProgram 21 2 124

LifetimeJobSecurity 6 (1) 9

LifetimeJobSecurity,EmployeesHired

AfterSept15,1978

6 (1),(2) 9

LightDutyAssignments 13 69‐76

Establishmentof 13 3A–C 72

FillingVacanciesDueto

ReassignmentofanEmployeeto

AnotherCraft

13 5 75,76

L‐ LocalImplementation,LMOU

495

 Article Section Page(s)

GeneralPolicyProcedures 13 4 72‐75

LocalNegotiations 30 B15

–

17 138

Number 13 3C 72

PermanentReassignment 13 2B 70

SeniorityofanEmployeeAssigned

toAnotherCraft

13 6A,B 76

TemporaryReassignment 13 2A 70

Limitation,UseofDiscussionRecords

16 2 107

LimitationsonRevocationofOF‐346

29 136

MemorandumofUnderstanding

 384

LiteratureRacks 22  124

LiveBidder,EﬀectofSubsequent

37 3F8 181

LiveRecord 

Brush‐upTraining,Memo426

Defined 37 1L 154

LocalImplementation,LMOU

ImpasseProcedures,Arbitration

Scheduling(LMOU),Memo

  386

AllegedViolationsofLocal

Agreements

30 D,E 140

ArbitrationofImpasses 30 C 139

ExistingLocalMemorandumof

Understanding

30 A 137

ImpasseProcedures,Memorandum   386

NeworConsolidatedInstallations 30 F 140

SubjectsforLocalNegotiation 30 B 137

SubjectsforNegotiations–Clerk  



AssignmentofSuccessfulBidder 37 3F2 174

LengthofPosting 37 3D 172

RepostingBecauseofChanges 37 3A4 162



L‐LocalImplementation,LMOU(cont’d)

496

 Article SectionPage(s)

SeniorityListing 37 2C 155

SubjectsforNegotiations–

Maintenance

 

RepostingBecauseofChanges

38 4A4,5 203

SeniorityListings 38 3D 198

SubjectsforNegotiations–MVS  

AssignmentofSuccessfulBidder

39 2E2 235

Calendar‐YearRepostings 39 2A7 230

LengthofPosting 39 2C 234

RepostingBecauseofChanges

39 2A4 230

39 2A3 229

SeniorityListings 39 1F 227

AssignmentofSuccessfulBidder

39 2E 235

LocalJointLabor‐Management

Committees



Anti‐FatigueMeasures

37 6 193

Labor‐ManagementCommittees

17 5 114

EmployeeAssistancePrograms

35  150

ErgonomicsCommittee

14 3A 78‐80

Parking

20 3 122

SafetyandHealth

14 4,8 81,83

Scheme

37 7 194

SeeCommittees,TaskForce



LocalNegotiations,SeeLocal

Implementation,LMOU



LockerInspections

17 9 119

LossorDamageoftheMails

28 2 135

LWOP–LeaveWithoutPay



forUnionConventions

10 3F 41

forUnionBusiness

24 2 126

M‐ MaintenanceCraft,Definitions

497

Article Section Page(s)

forUnionBusiness 24 2 126

inConjunctionwithALorSL 10 6 43

M

MailHandlers,Excluded 1 2 2

MailHandlers,Included,

Articles7,12and13,Memo

307

Mail,LostorStolen 28 2 195‐217

MaintenanceCraft 38 195

Definitions 38 2 195

Arbitrary 38 2I 197

Craft 38 2A 195

DutyAssignment 38 2C 196

Installation 38 2B 195

MaintenanceCraft 38 2A 195

OccupationalGroup 38 2H 197

PreferredDutyAssignment

 38 2D 196

SeniorityforPreferred

Assignment

38 2G 196

ServiceSeniority 38 2E 196

EmployeeDevelopmental

Opportunities,Memo

397

Introduction 38 1 195

CraftPositions,Jurisdiction 38 1 195

PostingandBidding 38 4A,B 203‐206

ChangeinBasicWorkWeek 38 4A4 205

ChangeinDuties 38 4A5 205

ChangeinStartingTime 38 4A4 205

DutyAssignmentNotPosted 38 4A2 204

M‐MaintenanceCraft,Definitions(cont’d)

498

 Article Section Page(s)

FillingVacantorNewly

EstablishedDutyAssignments

38 4A1 203

InformationonNotice 38 4C 205

LengthofPosting 38 4A1 203

NewlyEstablishedPositions 38 4A1 203

PlaceofPosting 38 4B 205

PositionReverted 38 4A3 204

SuccessfulBidder 38 5C1 212

SupervisorDetails(204b) 38 7E 216

UpgradedPositions 38 5B4 210

SelectionMethods 38 5A–D 206‐213

EntryintoCraft 38 5A9 208

FillingVacantAssignments 38 5B5 210

Incumbency 38 5B4a,b 210

LateralTransfers 38 5B3 209

NeworAmendedPreferred

AssignmentSelectionForm



38 5A6a–e 207

NewlyEstablishedPositions 38 5A3,4 206,207

Part‐TimeRegular 38 5A7 208

PositionsFilledbySenior

Qualified

38 5B2 209

PreferredAssignment 38 5A1–

11

206‐208

PreferredAssignmentSelection 38



Registers,Establishmentof 38 5A1 206

Promotion 38 5B–D 209‐213

PromotionEligibilityRegisters,

Establishmentof

38 5B‐D 209‐213

Part‐TimeRegular 38 5A7 208



M‐MaintenanceCraft,Seniority

499

Article Section Page(s)

PositionsFilledbySenior

Qualified

38 5B2 209

PreferredAssignment 38 5A1–11206‐208

PreferredAssignmentSelection

38

Registers,Establishmentof 38 5A1 206

Promotion 38 5B–D 209‐213

PromotionEligibilityRegisters,

Establishmentof

38 5B‐D 209‐213

PromotionEligibilityRegisters,

Updatingof

38 5D 213

ResidualVacancy 38 5A10 208

SuccessfulApplicants 38 5C 212

UnassignedFull‐TimeandPart‐

TimeFixedSchedule

Employees

38 5A8 208

UpgradedPositions 38 5B4 210

Seniority 38 3 197

Coverage 38 3B 197

ExcessEmployees 38 3K 201

GrantedbyLaw 38 3H 200

Introduction 38 3A 197

Lists 38 3D 198

Posted 38 3D 198

Updated 38 3D 198

Lossof 38 3E1, 198

MilitaryService 38 3H 200

Modified 38 3I 200

NewPeriodof 38 3E 198

PreferredDutyAssignments 38 2D 196

Reduction/PreferredAssignments 38 3G 199

ResponsibilityforAdministration 38 3C 197

M‐MaintenanceCraft,Seniority(cont’d)

500

 Article

ection Page(s)

Restorationof,forPreferred

Assi

nments

38 3F 198

RestorationService

Seniorit



38 3F 198

ServiceSeniority 38 2E 196

TieBreakers 38 3J 200

SpecialProvisions 38 7 215

BiddablePositions 38 7D 216

CleaningServiceSubcontracting,

Memo

 440

OvertimeDesiredList 38 7B 215

ReliefAssignments 38 7C 215

SupervisoryDetails(204b) 38 7E 216

Tools 38 7A 215

WorkClothesProgram‐Custodial

Maintenance

26 3 130

Training 

AdvanceNotice,Oﬀ‐Site 38 6A4 214

AssignmentRequirements 38 6A5 214

BilletAllocations,Furnishedto

Union



38 6A6 215

InvoluntarySelections 38 6A3 214

JobRelated,Level8‐10,

Volunteers

38 6A1 213

Opportunities,Levels1‐7 38 6A1 213

PlacementDuration 38 6A5 214

PlacementinDutyAssignment

UponCompletionof



38 6A5 214

PostingofVolunteers 38 6A2 214

MajorMetropolitanAreas–

Reassignments

12 4B 49



M‐MaterialSupportCraft,Seniority

501

Article Section Page(s)

ManYears–SeeWorkyearsorNumber

ofEmployees

ManagementRights 3 6

ManagerialPersonnelExcluded 1 2 2

ManualsandHandbooks‐See

HandbooksandManuals

MaterialSupportCraft 41 257

Recognition 1 1 1

Definitions 41 1 257

Abolishment 41 1E 257

Application 41 1D 257

Bid 41 1C 257

Conversion 41 1H 257

DutyAssignment 41 1A 257

PreferredDutyAssignment 41 1B 257

ResidualVacancy 41 1G 257

Reversion 41 1F 257

Seniority 41 2 258

Application 41 2D 258

Bidding 41 2G1 262

Non‐BiddingUnitPosition 41 2G3 262

Coverage 41 2B 258

DisabilitySeparation 41 2F1 261

Introduction 41 2A 258

Modified 41 2F 261

PTFEmployees 41 2D3 259

Coverage 41 2B 258

DisabilitySeparation 41 2F1 261

Introduction 41 2A 258

Modified 41 2F 261

M‐MaterialSupportCraft,Seniority(cont’d)

502

Article Section Page(s)

PTFEmployees 41 2D3 259

TieBreakers 41 2D2 259

Responsibility 41 2C 258

ReturnWithin90Days 41 2F3 261

VeteranEmployees 41 2H 263

Posting,Principlesof 41 3 264

InformationorNotice 41 3D 266

LengthofPosting 41 3C 266

VacantDutyAssignments 41 3A 264

PlaceofPosting 41 3B 266

SuccessfulBidder 41 3E 267

DefinitionofSection 41 3F 268

GeneralProvisions 41 4 268

Anti‐FatigueMeasures 41 4B 269

Tools 41 4A 268

Maximization–Full‐TimeEmployees

7 3B,C 23

Maximization,Memo 312

Mechanization 41 7

Mediation 15 3 95

MedicalCondition

IllorInjuredEmployees

13 2B 70,71

13 4G 74

SeeAlso

Accidents

Health

InjuryonDuty

SafetyandHealth

MembershipSolicitation 31 1 141

MemorandumsofUnderstanding



M‐MemorandumsofUnderstanding

503

 Article Section Page(s)

2021MaintenancePosition/Job

Description

Consolidation/Elimination

444‐446

AddendumtoMOURe:PeakSeason

ExceptionPeriodsandQuestions

andAnswersRegarding"Peak

SeasonExceptionPeriods"

  424,425

AdministrativeDisputeResolution

Procedures

 368

AirConditioningin9TonVehicles,

Tractors,andSpotters

 451

AnnualLeaveCarryover333

AnnualLeaveExchangeOption  332

APWUAdministrationofOvertime,

ChoiceVacationPeriods,and

Holidays

 329

ArbitrationSchedulingProcedures–

(LMOU)

 372

Article1.6.B297

Article1.6.BGlobalSettlement

   297

Articles7,12and13–CrossCraft

andOﬃceSize(Brid

eMemo)

 307

Article8  319

Article8TaskForce  328

Article12.5.B.2342

Article12.5.C.5.b(6)  342

Article15.5.A.9Intervention

Notification‐Jurisdictionalor

WorkAssignment

 372

Article19(NotificationProcedures)  377

Article21.1  379

M‐MemorandumsofUnderstanding(cont’d)

504

Article Section Page(s)

Article23RightsofUnionOfficialsto

EnterPostalInstallations

381

Article26(UniformsandWork

Clothes)

382

Article30(LocalImplementation) 386

Article32Exceptions

(Maintenance)

394

Article35:EmployeeAssistance

ProgramSubjectofDiscussion

398

Article37eReassignTaskForce 434

Article39.1.C.8–Abolishment 455

AssignmentofPTFHUBClerks 408,438

BargainingInformation 388

BereavementLeave 338

BidswithRequiredComputerSkills

410

Brush‐upTraining 426

CleaningServices,

Subcontracting

440

ClericalWork 296

ClerkCraftJobs

401

ComputerForwardingSystem–CFS

ClerkReassignment

419

ComputerizedForwardingSystem

(CFS)Rotation

417

ConsiderationofNational

OutsourcingInitiatives

391

ContractPostalUnits

392

ContractingorInsourcingof

ContractedService

391

CrossCraftReassignments

347

M‐MemorandumsofUnderstanding(cont’d)

505

Article Section Page(s)

CustodialDutiesinSmallOﬃces 440

DeafandHardofHearing 301

Delivery/SalesServices&

DistributionAssociate‐Type1

Uniform

383

DisciplineTaskForce 373

Distribution,Productive 412

DistrictSafetyCommittees–Pilot

Pro

ram

DrivingPrivilegeReinstatement 384

DutyAssignmentsinRetail

Operations(NTFT),Level20and

BelowOﬃces

313

ElectionMailTaskForce 376

ElectronicAccesstoInformation 390

ElectronicTechnician,PS‐11 441

EmployeeDevelopmental

ortunities

397

EnhancedandExpandedServices

293

Excessing 351

ExcessingbySeniorityTaskForce 435

ExcessingintheClerkCraftWithout

RegardtoLevels

436

ExpeditedArbitration 364

ExtendMinimizingExcessingMOU 352

Function4Flexibility 421

Grade8Changes 330

GrantingStepIncreases 331

Grievance/ArbitrationAppeals

AddressChangeDueto

OrganizationalStructureChanges

371

M‐MemorandumsofUnderstanding(cont’d)

506

 Article Section Page(s)

Grievance/ArbitrationProcedures

 370

HeadquartersThreat

Assessment

Team/Workplace

Environment

Improvement

 357

HighwayContracts   451

HighwayContractRoute(HCR)

Limitation

  453

HumanResourcesSharedServices

Center(HRSSC)

  459

In‐ServiceExaminations,

448,449

InspectionService,RoleinLabor

RelationsMatters

 366

InterestonBackPay366

InterlevelBidding413

JobAudits

 295

JointContractInterpretationManual

 367

LayoﬀProtection306

LeavePolicy336

LeaveSharing337

LetterofWarning,Purge374

LocalImplementation  386

LMOUsforOﬃcesWithoutaLocal

UnionStructure

 388

MailEquipmentShopPriorMOUs  458

MaintenanceCraftDiscussionsPer

Article38.3.K

447,448

LocalImplementation  386

LMOUsforOﬃcesWithoutaLocal

UnionStructure

 388

MailEquipmentShopPriorMOUs  458

M‐MemorandumsofUnderstanding(cont’d)

507

Article Section Page(s)

MaintenanceCraftDiscussionsPer

Article38.3.K

447,448

MaintenanceSeries(MS)

Handbook‐47,Transmittal

Letter(TL)‐3toTL‐5

Conversions

443

Maximization/Full‐time

Flexible‐APWU

312

Maximization,Conversion 312

MinimizingExcessing 352

ModifiedWorkWeek 321

ModifiedWorkWeek(10/4)

Guidelines

323

MotorVehicleCraftJobs 455

MutualExchangesintheClerkCraft

BetweenPayLevels

437

MVSTrainingInitiativesCommittee

457

NationalLabor‐Management

Meetings

375

NationalLevelJointLabor‐

ManagementCommittee:

SubjectofDiscussion

375

NewPositionsandNewWork 296

NondiscriminationWhenHiring

PSEs

299

Non‐TraditionalFull‐Time(NTFT)

DutyAssignments

313

Oﬀ‐siteSafetyandHealth

Program

359

OperationofPoweredIndustrial

Equipment

458

M‐MemorandumsofUnderstanding(cont’d)

508



Article Section Page(s)

OvertimeAdministration

PriortoPeakSeason

 327

OvertimeRules(NTFT)

 317

PaidLeaveandLWOP

 336

Part‐TimeFlexible(PTF)One‐Time

VoluntaryReassignment

Opportunity

 354

PeakSeasonException

Periods(F4HolidayClerk

Assistants)

422,424

PeakSeasonExceptionPeriods‐

MotorVehicle(MVS)Craft

  449,450

Per‐DiemAllowancesforOff‐

SiteTrainin



 400

PilotProgram‐Memorandum

ofUnderstanding(MOU),

Re:AssignmentofPTFHubClerks

 438

PositionDescription:Delivery/

SalesServicesandDistribution

Associate,PS‐06

 407

PostalSupportEmployees(PSEs)

AppxA  271

PostalSupportEmployee(PSE)

DistrictCaps

 307

PostalSupportEmployee(PSE)

AutomaticConversiontoCareer

 310

PostingandBidding,HRSSC459

PrivatelyOwnedVehicles,Useof

 399

ProcessingPostRemovalGrievances

 365

ProductiveDistribution

 412

PTFandPSEAnnualLeave

 340

PTFCourtLeave

 334

PTFPreference

 409

M‐MemorandumsofUnderstanding(cont’d)

509

Article Section Page(s)

RegionalSafetyandHealth

RepresentativeTraining

Opportunities

362

RehabilitationIssues 356

ReinstatementofDrivingPrivilege

384

ReliefandPool 405

RemoteEncodingCenter(REC)

Staffin



439

RemovalofSocialSecurityNumber

References

390

Re‐promotiontoAPWU

BargainingUnitPosition

332

ResidualVacancies–ClerkCraft

430

RetailOperationsWithinInstallation

417

RetailTrainingTaskForce 416

SickLeaveforDependentCare 333

Step4Procedures 369

StampStockTolerances 384

SubcontractingCleaning

Services

440

TerminalPayProcess 383

TimeLimitationsConcerningBone

Marrow,StemCell,Blood

Platelet,andOrganDonations



341

TimelinessRegardingStep2(h)

Appeals



370

TrainingCommittee

 395

TransferOpportunitiestoMinimize

343

Transfers

348

UniformsandWorkClothes

382

M‐MemorandumsofUnderstanding(cont’d)

510

Article Section Page(s)

TransferOpportunitiestoMinimize

Excessin



343

Transfers 348

UniformsandWorkClothes 382

UseofLeave‐‐QualifyingPeriod 339

UseofPrivatelyOwnedVehicle 399

WorkEnvironmentImprovement 357

WorkEnvironmentImprovement

TaskForce

360

WorkplaceFreeofHarassment 300

WorkyearsonPSForm4852and

JuneteenthHoliday

446

MeritSystemsProtectionBoard 16 5,9 108,110

MileageRate 36 2 152

MilitaryService,SeniorityCredit–

SeeSeniorityProvisionsUnderEach

CraftHeading

MinimumChargeforLeave 10 6 43

MinorOﬀenses 16 2 107

MotorVehicleCraft 39 218

Definitions 39 1C 225‐227

Abolishment 39 1C8 226

Application 39 1C3 226

Bid 39 1C4 226

CraftGroup 39 1C2 225

DutyAssignment 39 1C5 226

EligibleBidder 39 1C7 226

PreferredDutyAssignment 39 1C6 226

PositionDesignation 39 1C1 225

PostingandBidding 39 2 229

M‐MotorVehicleCraft,Seniority

511

 Article Section Page(s)

InformationonNotices 39 2D 234

LengthofPosting 39 2C 234

Multi‐CraftPositions 39 1H 228

PlaceofPosting 39 2B 233

SuccessfulBidder 39 2E 235

TemporaryHolddowns 39 1J 228

TemporaryDetails 39 2A9 231

Tractor‐TrailerOperators 39 1B7 222

VacantAssignments

39 2A 229

ChangeinBasicWorkWeek

39 2A2 229

ChangeinStartingTime 39 2A4 230

ChangeinDuties 39 2A3 229

OptionalPosting(Vehicle

Maintenance)

39 2A7 230

OptionalPosting(Vehicle

erations)

39 2A6 230

ReversionofAssignment 39 2A1 229

VacantorNewPositions 39 2A1 229

Seniority 39 1 218

AutomotiveMechanics 39 1B6 221

AutomotiveTechnicians 39 1B6 221

ExcessEmployees 39 1D 227

Introduction 39 1A1 218

ListtobePosted 39 1F 227

Modified 39 1B12 225

Multi‐CraftPositions 39 1H 228

MutualExchanges 39 1B12 225

PastPractices 39 1A2 218

PreferredAssignments 39 1B 218

ReemploymentAfterDisability 39 1B5 220

M‐MotorVehicleCraft,Seniority(cont’d)

512

Article Section Page(s)

ResidualVacancies 39 2A11 233

Responsibility 39 1E 227

Returnin90Days 39 1B5c 221

TemporaryHolddowns 39 1J 228

TieBreakerProcedures 39 1B4 219

TransferfromOtherInstallations

39 1G 227

VacationScheduling 39 1I 228

Vehicle&TractorTrailer

Operators

39 1B7 222

SpecialProvisions 39 3 235

CraftPositionJurisdiction 39 3D 236

Details,HowFilled 39 3E 236

DirectionalFansinVehicles 39 3G 237

LockerInspections 39 3C 236

NightShiftDiﬀerential–On‐the‐

ClockTrainin



39 3F 236

NewFacilities 39 1G1 227

NewVehicles 39 3B 236

Temperature 39 3G 237

TemporaryHolddowns 39 1J 228

Tools 39 3A 235

Tractor‐TrailerOperations 39 3I 237

Training 39 3H 237

Transfers 39 1G 227

WorkClothesProgram 26 3 130

Multi‐CraftPositions

Clerk 37 3A4e 164

Maintenance 38 7D 216

MotorVehicle 39 1H 228

MutualExchanges–Transfers

N‐NonbargainingDetails

513

Article Section Page(s)

Clerk 37 2D7 160

Maintenance 38 3I 200

MotorVehicle 39 1B12 225

N

NationalAgreement

Durationof 43 2 270

Reopening 43 2 270

Separability

 43 1 270

NationalJointLabor‐Management

UniformControlCommittee

26 1 128

NationalLevelArbitration 15 5D 105

NationalPostalMailNetwork–

Reassignments

12 4B 49

NationalStudyonParking 20 1 122

NewEmployeesOrientation 17 6 116

NewJobs–Createdby

TechnologicalorMechanization

Changes

4 3 8

NewPeriodofSeniority 12 2B 48

SeeAlso–SeniorityProvisions

UnderEachCraftHeading

NewPositions,AssignmenttoCraft

1 5 3

NightShiftDiﬀerential 8 7 28

MotorVehicleTraining 39 3F 236

NoForfeiture

–

AnnualLeave 10 3B 40

NoLayoﬀProvisions

SeeLayoﬀs

6(3) 9

SeeAlso,LayoﬀProtectionMemo 306

NonbargainingDetails

ClerkCraft 37 3A8 165

N‐NonbargainingDetails(cont’d)

514

Article Section Page(s)

Maintenance 38 7E 216

MotorVehicle 39 2A9 231

Nondiscrimination 2 1 5

NonscheduledDay,Call‐In 8 8B 29

Non‐TraditionalFull‐Time(NTFT)Duty

Assignments,Memo

313

RulesforNTFTDutyAssignments

 313‐317

OvertimeRulesforNTFTDuty

Assignments

317

NormalWorkWeek 8 2C 24

SeeAlso‐BasicWorkWeek

AndServiceWeek

NonscheduledDay,Call‐In 8 8B 29

NoticeofTechnologicalChanges 4 1 7

NoStrikeClause 18 119

NumberofEmployees–SeeWorkyears

orNumberofEmployees

O

OccupationalGroup

Defined,Maintenance 38 2H 197

OﬃceSize–SeeWorkyearsorNumber

ofEmployees

OJT

–

On‐the‐JobTraining

Brush‐upTraining,Memo 426

ComputerSkills,Memo 410

SafetyandHealth,HazardTraining 14 8D 86

OPM,OﬃceofPersonnel

Management,Bureauof

Retirement–SeeSeniority

(Reinstatement)UnderEachCraft

P‐ PARProgram(nowEAP)

515



Article Section Page(s)

OperatingServicesCraft 40 238

OpportunitiesforDeafandHard

ofHearin

,Memo

 301

OrientationofNewEmployees 17 6 116

OSHA 14 3 78

OutsideofSchedulePremium 8 4B 25

204(b)Exclusion 37 3A8 165

Overtime 8  25‐27

APWUAdminofOvertime,Memo   329

Assignments 8 5 27

DesiredList(Maintenance) 38 7B 215

OutsideofSchedulePremium 8 4B 25

204(b)Exclusion  

Clerks 37 3A8 165

Maintenance 38 7E 216

MotorVehicle 39 2A9 231

MaterialSupport 41 2G2 262

PenaltyPay 8 4C‐E 25,26

Rate 8 4A 25

Restrictions 8 5F,G 26

WhenPaid 8 4 25

Work 8 4 25

OWCPCompensation 21 4 124

SeeAlso–Seniority(Reinstatement)

UnderEachCraftHeading



P

Parking 20 122

Labor‐ManagementCommittee 20 3 122

NationalStudyCommittee 20 1 122

Security 20 2 122

PARProgram(nowEAP) 35  150



P‐Part‐TimeFlexibleEmployees

516

 Article Section Page(s)

Part‐TimeFlexibleEmployees 

ConversiontoFull‐Time 7 3 22

CourtLeave,Memo334

DefinitionandUse 7 1A2 18

Excepted 8 3 25

Guarantees 8 8 29

HolidayPay 11 7 46

HoursofWork 8 3 25

OvertimePenaltyPay 8 4E 26

PreferenceSystem(Clerk) 37 5A 188

StandingOnPTFRoll   

Clerk 37 5A 188

MotorVehicle 39 1B4a 219

TemporaryHolddownJobs   

MotorVehicle 39 1J 228

WorkPreferenceOverPSEs 7 1B1,1 19

Part‐TimeRegularSchedule

Employees

7 1A2 18

Assignment 7 1A2 18

Excepted 8 3 25

MaintenanceCraft 38 5A7 208

Reassignmentof 12 5D 69

Scheduling 8 3 25‐27

SeparateCategory 12 5D 69

WorkWeek 8 1 24

PayIncreases–BasicAnnualSalary 9 1 30,31

PayIncreases–COLA,

SeeCost‐of‐LivingAdjustments

 

PayrollDeductions 17 7E 118

P‐PostalSupportEmployees(PSEs)

517

 Article Sectio Page(s)

PenaltyOvertimePay 8 4C

–

E 25,26

PerformanceofBargainingUnitWork

Su

ervisors

1 6 4

OﬃceswithLessthan100

BargainingUnitEmployees

1 6B 4

Oﬃceswith100orMoreBargaining

UnitEmployees

1 6A 4

PhysicalRequirements–

SeePostingandBidding

(InformationonNotice)Under

EachCraftHeading

 

Pilots‐SeeStudies

 

PolygraphTest

17 3 113

PostalInspectionService–See

Ins

ectionServiceRole,Memo

  366

PostalSupportEmployees(PSEs)

 

Conversions(SeeAlsoMemop310)

17

3

19

Excessing–PSEstobeSeparated

12 4D 50

ExclusionfromAgreement

1 2 2

HolidayScheduling

11 6B 45

Layoﬀs–PSEstobeSeparated

6 B4 13

NumberofPSEs

7 1B5,6 19,20

PTFUtilizationBeforeWorking

PSEs



7 1B2 19

Reassignments–PSEstobe

Separated

12 4D 50

SalaryAdjustments 9 7 34

TermsofAppointment 7 1B10 21

Uniforms 26 4 131

UniformsandWorkClothes,

Memo

280

P‐Posting,Principlesof

518

 Article Section Page(s)

Posting,Principlesof 12 3 49,50

PostingProcedures–SeePostingand

BiddingUnderEachCraftHeading

 

PreferenceEligibles‐DisciplineCases 16 9 110

PreferredAssignmentRegister

38 5A 206

PreferredDutyAssignment–See

DefinitionsandSeniorityUnder

eachCraftHeading

 

PremiumRates 8 4F 26

PrincipalAssignment–SeePostingand

Bidding(InformationOnNotice)

UnderEachCraftHeading

 

PrinciplesofPromotions 33 1 146

PrivatelyOwnedVehicles  

TortClaims

27133

VoluntaryUse,Memo

399

ProbationaryPeriod 12 1A–D 47,48

ProductiveDistribution 

LSM,Brush‐up,Memo  II.B,C 426,427

ManualScheme,Brush‐up,Memo  II.A 426

ProductiveDistribution,Memo 412

ProfessionalEmployees,Excluded1 2 2

ProhibitionofUnilateralAction 5 9

PromotionEligibilityRegister 38 5B1 209

Promotions 33 146

Examinations 33 3 147

MaintenanceSelectionSystem 38 5B1 209

Principles 33 1 146

Qualifications 33 1,2 146

TrainingandSelf‐HelpPrograms

 33 1 146

R‐Reassignments

519

 Article Section Page(s)

WithinCraft 33 2 146

SeeAlsoBestQualified

PropertyDamage28 3 135

SeeAlso

–

erClaims  

ProtectedBenefitsDurin

La

oﬀ6 E 17

ProtectedSalaryRates

9 6 33

4 3 8

37  153

37 4C6 185

ClerkCraft 37 4C6b 186

TechnologicalChange 4 3 8

Protection—Part‐TimeFlexible

Employees

7 1B2 19

ProtectiveEquipment,Hazardous

Materials

14 8D 86

PTF–SeePart‐TimeFlexibleEmployees  

PTR–SeePart‐TimeRegularEmployees  

PyramidingPayRates,Prohibited 8 4F 26

Q

QualificationsforPromotion33 1,2 146

SeeAlso–PostingandBidding

UnderEachCraftHeading

 

R

RateProtection,SeeProtectedSalary

Rates

 

ReasonableAccommodation,

Deaf

andHardofHearing,Memo



301

Reassignments 12 4,5 49‐69

AdvanceNotice 12 4B 49,50

Principles 12 4A–D

5A,B

49‐54

R‐Reassignments(cont’d)

520



Article Section Page(s)

SpecialProvisionsandRules

12 5C 54‐69

CentralMailProcessingand/or

Deliver

Installation

12 5C6 64‐66

ConsolidationofanIndependent

Installation

12 5C2 57

DiscontinuanceofanIndependent

Installation

12 5C1 54‐57

Excessing,Memo 12 351

Excessing–OutsideanInstallation

12 5C5b 61‐64

Excessing–WithinanEmployees

Installation

12 5C5a 60,61

ExcesstotheNeedsofa

Section

12 5C4 58‐60

MajorMetropolitanArea 12 4B 49,50

MotorVehicleCraftOnly 12 5C7 66,67

NationalPostalMailNetwork 12 4B 49,50

Non‐MailProcessingInstallations

12 5B11 54

Part‐TimeFlexiblesinExcessof

Quota

12 5C8 67,68

ReductionoftheNumberof

EmployeesinanInstallation

OtherthanbyAttrition

12 5C5 60‐64

ReductionoftheNumberof

EmployeesinanInstallation

OtherthanbyAttrition

12 5C5 60‐64

TransferofaClassifiedStationor

aBranchtotheJurisdictionof

AnotherInstallationorMade

and

IndependentInstallation

12 5C3 57,58

TransferOpportunitiesto

MinimizeExcessing,Memo



  343

R‐Reemployment

521



Article Section Page(s)

WitholdingPosition

12 5B2 52

Transfers‐Voluntary,Memo

  348

VehicleAccident,Suspensionor

RevocationofGovernment

Driver’sLicense

29 136

Memo384

SeeAlso 

Demotion 

IllandInjured 

SeniorityUnderEachCraft

Heading



Reco

nitionofUnions 1 1 1

Records,Disci

line 16 10 111

ReductioninForce,RegularWorkforce

6 9

Reemployment 

AfterDisabilitySeparation 

Clerk 37 2D5 158

Maintenance 38 3F1 198

MaterialSupport 41 2F1 261

MotorVehicle 39 1B5 218

SeeAlso–SeniorityProvisions

UnderEachCraftHeading



RegionalLevelArbitration–See

Arbitration



Registers,Entrance/Hiring 37 5C3 190

Registers,PreferredAssignment 38 5A 206

Registers,PromotionEligibility 38 5B 209

RegularWorkforce,Defined 7 1A1,2 18

SeeAlso–SeniorityProvisions

UnderEachCraftHeading





R‐RegionalLevelArbitration

522



Article Section Page(s)

RegionalLevelArbitration–See

Arbitration



Registers,Entrance/Hiring 37 5C3 190

Registers,PreferredAssignment 38 5A 206

Registers,PromotionEligibility 38 5B 209

RegularWorkforce,Defined 7 1A1,2 18

RegularWorkforce,Layoﬀs 6 9

RehabilitationAct 2 1 5

ReinstatementofDrivingPrivilege,

Memo



 384

ReliefAssi

nments 

ClerkCraft 37 3F9 182

MaintenanceCraft 38 7C 215

MotorVehicleCraft

TemporaryHolddownJobs 39 1J 228

ReopeningProvision 43 2 270

ReportingTimenottobeChangedon

Weekend

8 6 28

SeeAlsoPostingandBidding

(InformationonNotice,Change

InStartingTime)UnderEach

CraftHeading



Reposting,BecauseofChangetoJob–

SeePostingandBiddingUnder

EachCraftHeading



Representation 17 111

Activities 17 2B 112

AppointmentofStewards 17 2 111

Checkoﬀ 17 7 117

Labor‐Management

Committee

Meetings

17 5 114

R‐ReviewofDiscipline

523



Article Section Page(s)

Non‐StewardInstallations 17 2C 112

PaymentofStewards 17 4 114

RightsofStewards 17 3 113

Stewards’Duties 17 1 111

UnionParticipationinNew

eeOrientation

17 6 116

RerankedPositions 

Clerk 37 3A10 167

Maintenance 38 5B4 210

MaterialSupport 41 2I 263

Resignation,DuetoIllness 

Clerk 37 2D5a 158

Maintenance 38 3F1 198

MaterialSupport 41 2F1 261

MotorVehicle 39 1B5 220

RestorationofSeniority–SeeSeniority

UnderEachCraftHeadin





Retail 

FunctionFourFlexibilit

,Memo  421

erationsW/inInstallation,  417

Trainin

TaskForce,Memo 416

RetirementPro

ram 21 3 124

SeeAlso,Reemployment(After

Disabilit

Se

aration)



RetreatRights 

BacktoaSection 12 5C4c 59

BacktoanInstallation 12 5C5b 61

Reversion– See Definitions as wellas

Posting and Bidding, Under Each

CraftHeading



ReviewofDiscipline

16 8 109

R‐RevocationofDrivingPrivilege

524

 Article Section Page(s)

RevocationofDrivingPrivilege 29 136

Memo384

RighttoInformation 31 3 141

SeeAlso–Information 

RightsofUnionOﬃcialstoEnter

PostalInstallations

23 125

RuralLetterCarriers,Excluded 1 2 2

S

SafetyandHealth 14 77‐87

AreaJointLabor‐Management

Committee



14 3B 80

AutomatedSystemsDevelopment

14 1 77

BuddySystem 14 8A5 83

Cooperation 14 2 77

Councils,FieldFederal 14 9 86,87

EmployeeParticipation 14 6 82

Ergonomics 14 1 77

ErgonomicsCommittee,Funding 14 3A 78‐80

GrievanceAppeals 14 2 77

HealthServices,Availability 14 3D 81

HealthUnit,RoleonCommittee 14 7 82

HumanFactors 14 1 77

InvestigationBoard,Seriousor

FatalAccidents

14 8C 85,86

Investigations 14 8A 83‐85

JointLabor‐Management

Committee,National

14 3A 78‐80

LocalCommittee 14 4 81‐86

LocalCommitteeMeetings 14 7 82

LocalCommitteeResponsibilities 14 8 83‐86

S‐SalaryRates

525



Article Section Page(s)

LocalCommitteeSubjectsfor

Discussion

14 5 82

ManagementResponsibility 14 1 77

NationalCommittee’sRoleinEAP

35 2 151

OﬀsiteSafetyandHealthProgram,

Memo

 359

OrientationandTrainingofNew

CommitteeMembers

14 8B 85

RegionalJointLabor‐

ManagementCommittee

14 3B 80

Steward’sRole 14 2(b) 77

Williams‐SteigerOccupational

SafetyandHealthAct

14 3E 81

SeeAlso 

Accidents 

IllorInjured 

InjuryonDuty 

Vehicles 

SalariesandWages 9  30‐39

ApplicationofRates 9 4 33

SalaryRates 9  30‐39

Application 9 4 33

BasicAnnualSalary 9 1,3C 30,32

Cost‐of‐LivingAdjustment(COLA)

9 3 31‐33

GrantingStepIncreases 9 5 33

PostalSupportEmployees(PSEs) 9 7 34

ProtectedSalaryRates 9 6 33

Protections,General 9 5 33

Protections,Involuntary

Reassignments

124 49

S‐SalaryRates(cont’d)

526



Article Section Page(s)

Protections,TechnologicalChange

4 3 8



SavedGrade

4 38

9 6B 33

374C6a(3)186

37 4C6 185

Schedules,StepProgression 9 2 30,31

StepIncreases 9 5 33

SeeAlso

BaseAnnualSalary 9 3C 32

BaseHourlyStraight‐TimeRate  

BasicAnnualSalary 9 1 30

Schedule 

Full‐TimeEmployees 8 2 24

Holiday 11 6 45

Part‐TimeEmployees

Exceptions



8 3 25

SeeAlso–PostingandBidding

UnderEachCraftHeading





Schemes





Brush‐upTrainingDefined



37 1L 155

Brush‐upTraining,Memo



 426

ChangeinScheme,Brush‐up

Training,Memo



 426

Committee,Scheme 37 7 194

CurrentlyQualified 37 1J 154

DefermentPeriod

Machine 37 3F4 176

Manual 37 3F3 174

Multiple 37 3F7 179

SubsequentBid,Eﬀect 37 3F1c 173

S‐SickLeave

527

Article Section Page(s)

WithdrawalfromBid

37 3F1c 173

37 3F3b 176

InformationonJobPosting 37 3E 172

LiveRecord 37 1K 154

ProbationarySchemeTests 12 1A 47

ProductiveDistribution,

Memo

412

PTFPreference 37 5 188

SecurityGuards,Excluded 1 2 2

Seniority,Crafts

SeeSeniorityUnderEachCraft

Heading

Seniority,Principles 12 2A–F 48,49

SeniorityforRehiredEmployees 12 1D 48

SeparabilityandDuration 43 270

Separation, Unjust–See Seniority

(Restored) Under Each Craft

Heading

ServiceComputationDate,Tie

Breaker

37 2D4 157

ServiceDay 8 2B 24

ServiceWeek

Defined 8 2A 24

Full‐TimeEmployees 8 2A 24

Part‐TimeEmployees 8 2A 24

SeverancePay 6 E1 17

SF‐1187(DuesDeduction) 17 7B,C 117

SF‐95(TortClaimForm) 27 133

ShortagesinFixedCredits 28 1 134

SickLeave 10 5 42

BereavementLeave,Memo 338

S‐SickLeave(cont’d)

528

 Article Section Page(s)

DependentCare,Memo333

MinimumCharge 10 6 43

UsedwithLWOP 10 6 43

SkillDemonstration 37 3F5 178

BidswithRequiredComputer

Skills,Memo

 410

CurrentlyQualified,LiveRecord 37 1K 154

StartingTime–SeeReportingTime  

Step1,GrievanceProcedure 15 2 87,88

Step2,GrievanceProcedure 15 2 89‐91

Step3,GrievanceProcedure 15 2 91‐94

Step4,GrievanceProcedure 15 2 94,95

StepIncreases 

General 9 2 30

Progression 9 2 30

WhileonLWOPforUnionBusiness

24 1 125

Stewards 17 111

Alternate 17 2A 111

Appointment 17 2A 111

Certification 17 2A,B 111,112

ChiefSteward 17 2A 111

CraftOtherThanOwn 17 2E 112

DeterminationifaGrievanceExists 17 3 113

InvestigatingGrievance

 17 1 111

InvoluntaryTransfers 17 3 113

Layoﬀs 6 C4 15

LockerInspections–SeeLocker

Inspections

17 9 119

NotonPayroll 17 2D 112

Number 17 2A 111

S‐SuccessfulBidder‐LimitedtoFiveTimes

529

 Article Section Page(s)

Payment

17 4 114

Rights

17 3 113

SafetyandHealth 14 2 77,78

SpecificWorkLocation 17 2A 111

SuperSeniority

Excessing 17 3 114

Layoﬀs 6 C4 15

UnionOﬃcerasSteward 17 2B 112

Strike,NoStrikeProvision 18 1 119

Studies 

Parking 20 1 122

SafetyandHealth

14 3 78

14 8 83

TrainingCommittee,Memo 395

WorkMeasurementandTime

Standards

34  147‐150

EmployerStudies 34 B‐D 147‐148

UnionStudies 34 I 149

Subcontracting 32 142‐146

AdvanceNotification 32 1B 142

Article32Exceptions,Memo  394

AverageMVSemployeecosts 32 2E1 144

CleaningServices,Memo

MaintenanceCraft

 440

CostComparisons 32 2E 144

EvaluationforNeed 32 1A 142

GeneralPrinciples 32 1 142

JointCommittee 32 3 146

MotorVehicleCraft 32 2E 144

SuccessfulBidder–LimitedtoFive

Times

12 3A 49

S‐SuccessfulBidder‐LimitedtoFiveTimes(cont’d)

530

 Article Section Page(s)

SeeAlso–PostingandBidding

UnderEachCraftHeading

 

SundayPremiumPayment 8 6 28

SuperSeniority,Stewards

Layoﬀs 6 C4 15

Reassignments 17 3 113

Supervisors,Excluded122

SupervisorsPerformingBargaining

UnitWork



1 6 4

InPostOﬃceswith100orMore

BargainingUnitEmployees



1 6A 4

InPostOﬃceswithLessthan100

BargainingUnitEmployees

‐SeeGlobalSettlement,Memo

1 6B 4

SupplementalWorkforce–SeePostal

SupportEmployees



SupplyItems–SeeEquipment

SurplusEmployees–SeeExcess

Employees



Suspension 16 4,5,6 107‐109

EmergencySuspension 16 7 109

IndefiniteSuspension 16 6 108

14DaysorLess 16 4 107

MoreThan14DaysorDischarge 16 5 108

Review 16 8 99

T

TaskForce

Deaf,Memo   301

Discipline,Memo   373

FunctionFour,Memo   421

ThreatAssessment,Memo   357

T‐Tests

531

 Article Section Page(s)

TechnologicalandMechanization

Changes

4  7,8

AdvanceNotice 4 1 7

Labor‐ManagementCommittee

(NationalLevel)

4 2 7

NewJobs 4 3 8

NewMechanizationorEquipment 4 1 7

TelephoneDevicesfortheDeaf,

Memo

  301

Telephones,Useof 17 8 118

TemporaryDetails‐SeeDetailTo   

TemporaryHolddowns 39 1J 228

TemporaryScheduleChange  

ProductiveDistributionDuring

Training,Memo



412

TrainingforComputerSkills,Memo  410

TemporaryVacancy 

AvailableToPTFandUnassigned

Regular,MotorVehicle

39 1J 228

HigherLevelVacancy–SeeHigher

LevelReliefandPoolClerk

37 3F9 182

Maintenance 38 7C 215

TenHoursWorkinDay,Over 8 5F 27

Tests

Brush‐upTraining–TestNotNeeded

Memo  426

ComputerAptitudeTestMemo410

Examinations–EntranceGeneral

Reference

37 5A 188

InterlevelBidding 37 3A11 168

MedicalExaminations 



T‐Tests(cont’d)

532

 Article Section Page(s)

LightDutyRequests 13 2 70

LightDutyReview 13 4F,G 73,74

PilotTests,SeeStudies 

PolygraphTests 17 3 113

PromotionExaminations 33 3 147

SchemeTests—SeeSchemes 

WorkMeasurementandTime

StandardsTests

34 C,D 148

TimeStandards 34B147

Tools–SeeEquipment 

TortClaim,PrivatelyOwnedVehicles

27 133

Tractor‐TrailerOperators 

Bidding,Assignment,Seniority

 39 1B7 222

Training 

Bids–SeePostingandBidding

UnderEachCraftHeading

 

Brush‐upTraining,Memo   426

Committee,Training,Memo   395

ComputerSkills,Memo   410

DeafandHardofHearing,Memo   301

Deferment–SeeDefermentPeriod

forTrainingHazardousMaterials

14 8D 86

SeeAlso‐ClerkCraftPostingand

BiddingMaintenanceCraft

38 5C3,

6A

212,213

MotorVehicleCraft 39 3H 237

NewJobs,Automation 4 3 8

NightDiﬀerentialDuringTraining

39 3F 236

ProductiveDistribution,

Memo

 412

PTFPreference 37 5 188

RetailTrainingTaskForce416

T‐TwelveHourDay

533

 Article Section Page(s)

Safety&Health,Committee

MemberOrientation

14 8B 85

Safety&Health,Hazardous

Materials

14 8D 86

Scheme

–

SeeSchemes 

Self‐Development 33 1 146

Transfers 

InvoluntaryReassignments–See

InvoluntaryReassignments



Lateral,MaintenanceCraft 38 5B3 209

MutualExchanges–

SeeMutualExchanges,Memo

  437

OpportunitiestoMinimize

Excessing,Memo

 352

RequestsforVoluntaryTransfers 12 6 69

MotorVehicle 39 1G 227

Transfer,Memo   348

SeniorityUponTransfer  

Clerk,PTF 37 2D2 156

Maintenance 38 3E 198

MotorVehicle 39 1B3 219

MaterialSupport 41 2E 260

SeeAlso  

Demotion 

IllandInjured 

Reassignments 

TravelAuthority 36 2 152

TTO–SeeTractor‐TrailerOperators

TwelveHourDay 8 5G 28



T‐TypingSkills

534

 Article Section Page(s)

TypingSkills 

Demonstrationof 37 3F5,6 178

IncidentalTyping 37 3F6 178

InterlevelBidding 37 3A11 168‐170

U   

UnassignedRegulars 

HowAssigned 

Maintenance 38 5A8 208

TemporaryHolddowns,MVS 39 1J 228

SeeAlsoDetailTo(204(b)) 

UniformsandWorkClothesMemo 26  382

Administration 26 1 129

AnnualAllowance 26 2A 129

AnnualAllowance,Newly

EligibleEmployees

26 2B 130

Eligibility 26 2,3 129,130

EntitlementContinuation 26 1 129

NationalJointLabor‐Management

UniformControlCommittee

26 1 129

PostalSupportEmployees(PSEs)

26 4 131

UniformsandWorkClothes,Memo

26  382

Wear‐OutPeriod

26 1 129

WorkClothesProgram

26 3 130

UnilateralAction–Prohibition 5  9

UnionBusiness–AnnualLeave 24 2 126

UnionConventions 24 2 126

UnionLWOP 24 2 126

UnionManagementCooperation 31 141,142

DatatobeSupplied 31 2 141

InspectionofRelevantInformation

31 3 141

V‐VacantDutyAssignment

535

 Article Section Page(s)

ReimbursementofUSPSfor

Information

31 3 129

RequestsforInformation 31 3 129

RighttoInformation 31 3 129

SolicitationofEmployeesfor

Membership

31 1 141

UnionOﬃcials 

AnnualLeaveDuringChoice

VacationPeriod

24 2B,C 126

10 3F 41

ContinuationofBenefits 24 1 125

Conventions 24 2 126

RighttoEnterPostalInstallations



23 125

SickLeave 24 1 126

UnionRecognition 1 1 1

Union’sRighttoInitiateGrievance

(Step1)

15 2 87

UnjustRemoval/Transfer  

SeeSeniority(Restoration)Under

EachCraftHeading

 

UnsafeorUnhealthful



Conditions‐



FormstobeAvailable

14 2(d) 77,78

SeeAlsoSafetyandHealth   

UpgradingPosition–SeePosting

andBiddingUnderEachCraft

Heading

 

UseofDisciplineRecords

16 10 111

V

  

VacantDutyAssignment

 

PTFPreference

37 5 188



V‐VacantDutyAssignment(cont’d)

536



Article Section Page(s)

Reserving/Withholdingfor

ExcessedEmployees

12 5B2 52

SubcontractingCleaningServices,

Memo

 440

SeeAlsoDefinitions(Duty

Assignment,Preferred

Assignment,ResidualVacancy,

Reversion)UnderEachCraft

Heading

Detailto(204(b))

PostingandBiddingUnderEach

CraftHeading

TemporaryVacancyUnassigned

Regulars



Vacation(SeeLeave) 101‐440‐42

Vacation,ChoicePeriod 10 3 40

APWUAdministrationofChoice

Vacation

  329

LocalNegotiationsOverVacation

Issues

30 B4‐12,

20

138,139

VacationPlanning 10 4 41

VacationScheduling‐PTF

Clerk 37 2D3c 157

MotorVehicle 39 1I 228

Vehicle 

Accidents,EﬀectonGovernment

Driver’sLicense

29  136

Accident–ReinstatementofDriving

Privilege,Memo

  384

DamagetoUSPSVehicle 28 3 135

DirectionalFans 39 3G 237



W‐WorkSchedules

537

Article Section Page(s)

NewVehicles,UnionInvolvement 39 3B 236

SafetyofVehicles 14 2 77

TortClaims 27 133

VoluntaryUseofPOV,Memo 399

VehicleOperations–

MaintenanceAssistant

38 7D 216

Veterans’Preference 16 9 110

VoluntaryTransfer–SeeTransfers

W

Wages 9 30‐39

Wash‐UpTime 8 9 29

LocalImplementation 30 B1 137

Williams‐SteigerOccupational

SafetyandHealthAct

14 3E 81

Witness

AtStep2Hearing 15 2(d) 89

Payment 17 4 114

WorkAssignments(CrossCrafts) 7 2 21,22

Work,BargainingUnit(Nottobe

PerformedbySupervisors)

1 6 4

WorkClothes,SeeUniformsandWork

Clothes

26 128

WorkClothesProgram 26 3 130

WorkDayforOvertimePurposes 8 4B 25

WorkHours 8124

SeeAlsoReportingTime

WorkSchedules 7

Full‐TimeEmployees 7 1A1 18

Part‐TimeEmployees 7 1A2 18

W‐Workand/orTimeStandards

538

 Article Section Page(s)

Workand/orTimeStandards 34  147‐150

AdvanceNoticetoUnions 34 C 147

Arbitration 34 E–H 148,149

ArbitrationAward 34 F 148

ArbitrationDecision 34 H 149

ArbitrationIssue 34 G 149

TeststobeConducted 34 C 147

UnionGrievanceLimitation 34 E 148

WorkWeek–Defined 8 1 24

WorkWeek–Modified,Memo  321

WorkWeek–Normal,Defined 8 2C 24

WorkyearsorNumberofEmployees  

DisciplineReviewProcess 16 8 109

Full‐timeEmployment 7 3A 22

GrievanceProcessing(Step2) 15 2 89‐91

LengthofWorkDay 8 1 24

LocalSafetyCommittees 14 4 81,82

Maximization,Memo   312

OﬃceSize,ClerkJobs,Memo   401‐404

SafetyInspections 14 8 83

SupplementalWorkforce 7 1B 19‐21

Transfer,Memos343,348

WorkHourGuarantees 8 8 29

WorkingSupervisorsProhibited

1 6A 4

WorkplaceEnvironment

Improvement,Memo

360

WorkplaceEnvironment

Improvement/ThreatAssessment

Team,Memo

 360

539

540

2021

S S M T W T F Pay Period S S M T W T F

19 20 21 22 23 24

56789

26 27 28 29 30 31

1 115

10 11 12 13 14 15 16

2345678 17181920212223

9 101112131415

216

24 25 26 27 28 29 30

16 17

19202122 31123456

23 24 25 26 27 28 29

317

7 8 9 10111213

303112345 14151617181920

6789101112

418

21 22 23 24 25 26 27

13 14

16 17 18 19 28 29 30 31 1 2 3

20 21 22 23 24 25 26

519

78910

272812345 11121314151617

6789101112

620

18 19 20 21 22 23 24

13 14 15 16 17 18 19 25 26 27 28 29 30 1

20 21 22 23 24 25 26

721

2345678

27 28 29 30 31 1 2 9 10

12 13 14 15

3456789

822

16 17 18 19 20 21 22

10 11 12 13 14 15 16 23 24 25 26 27 28 29

17 18 19 20 21 22 23

923

303112345

24 25 26 27 28 29 30 6 7 8 9 10

1234567

10 24

13 14 15 16 17 18 19

8 9 10 11 12 13 14 20 21 22 23 24

15 16 17 18 19 20 21

11 25

27 28 29 30 1 2 3

22 23 24 25 26 27 28 45678910

29 30

1234

12 26

11 12 13 14 15 16 17

5 6 7 8 9 10 11 18 19 20 21 22 23 24

12 13 14 15 16 17 18

13 1 25

26 27 28 29 30 31

19 20 21 22 23 24 25

234567

26 27 28 29 30 1 2

14 2

8 9 10 11 12 13 14

Key to Calendar

# Holiday Leave Year

Begins:

PP 02-2021 Jan 2, 2021

Pay Day Ends:

PP 01-2022 Dec 31, 2021

Dec 2020

JUL

JAN

AUG

FEB

SEP

MAR

OCT

APR

NOV

MAY

DEC

JUN

Jan 2022

541

2022

S S M T W T F Pay Period S S M T W T F

18 19 20 21 22 23 24 23

5678

26 27 28 29 30 31

115

9 101112131415

234567 16171819202122

8 9 10 11 12 13 14

216

23 24 25 26 27 28 29

15 16

18192021 303112345

22 23 24 25 26 27 28

317

6789101112

2930311234 13141516171819

567891011

418

20 21 22 23 24 25 26

12 13 14 15 16 17 18 27 28 29 30 31 1 2

19 20

22 23 24 25

519

6789

2627281234 10111213141516

567891011

620

17 18 19 20 21 22 23

12 13 14 15 16 17 18 24 25 26 27 28 29 30

19 20 21 22 23 24 25

721

1234567

26 27 28 29 30 31 1 8 9

11 12 13 14

2345678

822

15 16 17 18 19 20 21

9 101112131415 22 23 24 25 26 27 28

16 17 18 19 20 21 22

923

2930311234

23 24 25 26 27 28 29 5 6 7 8 9 10

30123456

10 24

12 13 14 15 16 17 18

78910111213 19 20 21 22 23

14 15 16 17 18 19 20

11 25

26 27 28 29 30 1 2

21 22 23 24 25 26 27 3456789

28 29

31123

12 26

10 11 12 13 14 15 16

45678910 17181920212223

11 12 13 14 15 16 17

13 1

26 27 28 29 30

20 21 22 23 24 31

23456

25 26 27 28 29 30 1

14 2

7 8 9 10111213

Key to Calendar

# Holiday Leave Year - 27 Pay Periods

Begins:

PP 02-2022 Jan 1, 2022

Pay Day Ends:

PP 02-2023 Jan 13, 2023

Dec 2021

JUL

JAN

AUG

FEB

SEP

MAR

OCT

APR

NOV

May

DEC

JUN

Jan 2023

542

2023

S S M T W T F Pay Period S S M T W T F

17 18 19 20 21 22 23 123

567

26 27 28 29 30

115

8 9 10 11 12 13 14

23456 15161718192021

78910111213

216

22 23 24 25 26 27 28

14 15

17181920 2930311234

21 22 23 24 25 26 27

317

567891011

28 29 30 31 1 2 3 12 13 14 15 16 17 18

45678910

418

19 20 21 22 23 24 25

11 12 13 14 15 16 17 26 27 28 29 30 31 1

18 19

21 22 23 24

519

5678

25262728 1 2 3 9 101112131415

45678910

620

16 17 18 19 20 21 22

11 12 13 14 15 16 17 23 24 25 26 27 28 29

18 19 20 21 22 23 24

721

30123456

25 26 27 28 29 30 31 7 8

10 11 12 13

1234567

822

14 15 16 17 18 19 20

8 9 10 11 12 13 14 21 22 23 24 25 26 27

15 16 17 18 19 20 21

923

28 29 30 31 1 2 3

22232425262728 45678910

293012345

10 24 11

12 13 14 15 16 17

6789101112 18 19 20 21 22

13 14 15 16 17 18 19

11 25

25 26 27 28 29 30 1

20 21 22 23 24 25 26 2345678

27 28

30 31 1 2

12 26

9 101112131415

3456789 16171819202122

10 11 12 13 14 15 16

13 1

23 24

26 27 28 29

17 18

20 21 22 23 30 31

2345

24 25 26 27 28 29 30

14 2

6789101112

Key to Calendar

# Holiday Leave Year

Begins:

PP 03-2023 Jan 14, 2023

Pay Day Ends:

PP 02-2024 Jan 12, 2024

Dec 2022

JUL

JAN

AUG

FEB

SEP

MAR

OCT

APR

NOV

MAY

DEC

JUN

Jan 2024

543

2024

S S M T W T F Pay Period S S M T W T F

16 17 18 19 20 21 22 2930123

23 24

26 27 28 29

115

6789101112

30 31

2345 13141516171819

6789101112

216

20 21 22 23 24 25 26

13 14

16 17 18 19 27 28 29 30 31 1 2

20 21 22 23 24 25 26

317

3456789

27 28 29 30 31 1 2 10 11 12 13 14 15 16

3456789

418

17 18 19 20 21 22 23

10 11 12 13 14 15 16 24 25 26 27 28 29 30

17 18

20 21 22 23

519

31 1

3456

24 25 26 27 28 29 1 7 8 9 10 11 12 13

2345678

620

14 15 16 17 18 19 20

9 101112131415 21222324252627

16 17 18 19 20 21 22

721

2829301234

23 24 25 26 27 28 29 5 6 7 8 9 10 11

303112345

822

12 13

15 16 17 18

6789101112 19 20 21 22 23 24 25

13 14 15 16 17 18 19

923

26 27 28 29 30 31 1

20212223242526 2345678

27 28 29 30 1 2 3

10 24

910

12 13 14 15

45678910 16 17 18 19 20 21 22

11 12 13 14 15 16 17

11 25

23 24 25 26 27

18 19 20 21 22 23 24 30123456

25 26

28 29 30 31

12 26

7 8 9 10111213

1234567 14151617181920

8 9 10 11 12 13 14

13 1

21 22 23 24

26 27

15 16 17 18

20 21 28 29 30 31

22 23 24 25 26 27 28

14 2

45678910

Key to Calendar

# Holiday Leave Year

Begins:

PP 03-2024 Jan 13, 2024

Pay Day Ends:

PP 02-2025 Jan 10, 2025

Dec 2023

JUL

JAN

AUG

FEB

SEP

MAR

OCT

APR

NOV

MAY

DEC

JUN

Jan 2025

544

2025

S S M T W T F Pay Period S S M T W T F

14 15 16 17 18 19 20 28 29 30 1 2 3

21 22 23 24

26 27

115

567891011

28 29 30 31

2 3 12 13 14 15 16 17 18

45678910

216

19 20 21 22 23 24 25

11 12 13 14 15 16 17 26 27 28 29 30 31 1

18 19

21 22 23 24

317

2345678

25 26 27 28 29 30 31 9 10 11 12 13 14 15

1234567

418

16 17 18 19 20 21 22

8 9 10 11 12 13 14 23 24 25 26 27 28 29

15 16

18 19 20 21

519

30 31

2345

22 23 24 25 26 27 28 6 7 8 9 10 11 12

1234567

620

13 14 15 16 17 18 19

8 9 10 11 12 13 14 20 21 22 23 24 25 26

15 16 17 18 19 20 21

721

27 28 29 30 1 2 3

22232425262728 45678910

2930311234

822

11 12

14 15 16 17

567891011 18 19 20 21 22 23 24

12 13 14 15 16 17 18

923

25 26 27 28 29 30 31

19202122232425 1234567

26 27 28 29 30 1 2

10 24

8910

12 13 14

3456789 15 16 17 18 19 20 21

10 11 12 13 14 15 16

11 25

22 23 24 25 26

17 18 19 20 21 22 23 293012345

24 25

27 28 29 30

12 26

6789101112

31123456 13141516171819

78910111213

13 1

20 21 22 23 24

14 15 16 17 18

20 27 28 29 30 31

21 22 23 24 25 26 27

14 2

3456789

Key to Calendar

# Holiday Leave Year

Begins:

PP 03-2025 Jan 11, 2025

Pay Day Ends:

PP 02-2026 Jan 09, 2026

Dec 2024

JUL

JAN

AUG

FEB

SEP

MAR

OCT

APR

NOV

MAY

DEC

JUN

Jan 2026

545

2026

S S M T W T F Pay Period S S M T W T F

13 14 15 16 17 18 19 27 28 29 30 1 2 3

20 21 22 23 24

1154

5678910

27 28 29 30 31

2 11121314151617

3456789

216

18 19 20 21 22 23 24

10 11 12 13 14 15 16 25 26 27 28 29 30 31

17 18

20 21 22 23

317

1234567

AUG

24 25 26 27 28 29 30 8 9 10 11 12 13 14

31123456

418

15 16 17 18 19 20 21

7 8 9 10111213 22232425262728

14 15

17 18 19 20

519

2930311234

21 22 23 24 25 26 27 5 6

891011

28123456

620

12 13 14 15 16 17 18

7 8 9 10111213 19202122232425

14 15 16 17 18 19 20

721

26 27 28 29 30 1 2

21222324252627 3456789

28 29 30 31 1 2 3

822

10 11

13 14 15 16

45678910 17 18 19 20 21 22 23

11 12 13 14 15 16 17

923

24 25 26 27 28 29 30

18192021222324 31123456

25 26 27 28 29 30 1

10 24

78910

12 13

2345678 14 15 16 17 18 19 20

9 101112131415

11 25

21 22 23 24 25

16 17 18 19 20 21 22 2829301234

23 24

26 27 28 29

12 26

567891011

303112345 12131415161718

6789101112

13 1

19 20 21 22 23 24

13 14 15 16 17 18

26 27 28 29 30 31

20 21 22 23 24 25 26

14 2

2345678

Key to Calendar

# Holiday Leave Year

Begins:

PP 03-2026 Jan 10, 2026

Pay Day Ends:

PP 02-2027 Jan 08, 2027

MAY

DEC

JUN

Jan 2027

Dec 2025

JUL

JAN

FEB

SEP

MAR

OCT

APR

NOV

NOTES