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Letters to Editor
Below is an HTML version of the PDF file
|
NALC
Re: Clarification of Regulations for National Day of Observance HTML & PDF |
|
APWU
Re: Clarification of Regulations for National Day of Observance (PDF) |
|
Clarification of Regulations for National
Day of Observance (Mail Handlers) |
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Clarification of Regulations for National
Day of Observance (Rural Letter Carriers) |
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National Day Of Observance Guidelines from USPS (and MOAs
from the 4 Major Unions -PDF)
Included
is a letter sent to field HR managers containing National Observance
guidelines for PCES, EAS and other employees not covered by the MOAs .The
MOAs are between USPS and each of the four major unions-APWU, NALC, NPMHU
and NRLCA (6/8/04)
|
|
USPS: No Regular Retail, Delivery Operations On Tuesday, Jan. 2, 2007
USPS Press Release (December 29, 2006)
Federal agencies will honor the memory of former
President Ford
President George W. Bush has issued an Executive
Order directing federal government agencies to close Tuesday, Jan. 2,
2007, as a mark of respect for former President Gerald Ford, who died
Tuesday, Dec. 26.
For USPS, this means that Jan. 2 is a “National Day
of Observance” and there will be no regular mail delivery or retail
service. Express Mail delivery will be available. All postal units,
including Headquarters, Area and District administrative offices, will
observe this day of mourning. Local postal managers will advise employees
regarding staffing levels for Tuesday, Jan. 2, to maintain operations in
preparation for resumption of delivery on Wednesday.
Regular retail and delivery service will resume
Wednesday, Jan. 3. Flags at all USPS facilities will continue to fly at
half-staff through Jan. 25.
Pay and leave administration for the “National Day
of Observance” for affected bargaining unit employees is governed by
Employee and Labor Relations Manual 519.4 and
provisions of May 4, 2000, Memorandums of Agreement between the Postal
Service and its unions. Update :
Full-time and part-time
employees will adhere to the following guidelines.
Those with the national day
of observance as a scheduled workday:
a.
If not directed to report for work, you are granted
administrative leave for that day.
b.
If directed to report for work, you are granted a day
of administrative leave at a future date, for the number of hours equal to
the employee’s regular workday.
Those will the national day
of observance as a nonscheduled (relief) workday:
a.
If not directed to report for work, you are granted a
day of administrative leave at a future date, for the number of hours
equal to the employee’s regular workday.
b.
If directed to report for work, you are granted
overtime pay, plus a day of administrative leave at a future date, for the
number of hours worked, up to the number of hours equal to the employee’s
regular workday.
|
Memorandum of Agreement
Between
The United States Postal Service
And
The American Postal Workers Union, AFL-CIO
Re: Clarification of Regulations
for National Day of Observance
The
parties agree that the following procedures will apply to affected employees if
the Postmaster General or designee determines that the Postal Service will
participate in a National Day of Observance (e.g. National Day of Mourning),
subsequent to the declaration of a National Day of Observance having been made
by Executive Order of the President of the United States.
1.
Full-time employees whose basic work week includes the National Day of
Observance as a scheduled work day but who are not directed to report for work
will be granted administrative leave for that day.
2.
Full-time employees whose work week includes the National Day of Observance
as as scheduled work day but who are not directed to report
3.
Full-time employees whose basic work week includes the National Day of
Observance as a non-scheduled day and are not directed to report to work, will
be granted a day of administrative leave at a future date.
4. If
the National Day of Observance is a full-time employee's non-scheduled
day and the employee is scheduled to work, the employee will receive overtime
pay, plus up to eight hours of future administrative leave for the number of
hours worked.
5.
The same provisions apply to part-time regular employees as apply to
full-time employees. The total hours of administrative leave should only equal
the scheduled hours for the National Day of Observance, which may be less than
eight hours. However, part-time regular employees whose basic work week includes
the National Day of Observance as a non-scheduled work day and who are not
directed to report for work on the National Day of Observance will be granted a
day of administrative leave at a future date equal to the average number of
daily paid hours in their schedule for the service week previous to the service
week in which the National Day of Observance occurs, which may be less than
eight hours.
6.
Part-time flexible employees should be scheduled based on operational needs.
Part-time flexible employees who work will be granted a day of administrative
leave at a later date. The day of administrative leave will be based on the
number of hours actually worked on the National Day of Observance, not to exceed
eight hours. Part-time flexible employees who are not directed to work on the
National Day of Observance will be granted administrative leave at a future date
equal to the average number of daily paid hours during the service week previous
to the service week in which the National Day of Observance occurs, not to
exceed eight hours.
7.
Transitional employees will only receive pay for actual work hours performed
on the National Day of Observance. They will not receive administrative leave.
8. If
an employee is on leave or Continuation of Pay on the National Day of
Observance, the employee will be granted a day of administrative leave at a
future date, not to exceed eight hours.
9. An
employee on OWCP, AWOL, suspension or pending removal on the National Day of
Observance will not be granted administrative leave. If the employee on AWOL,
suspension or pending removal is returned to duty and made whole for the period
of AWOL, suspension or removal, the employee may be eligible for administrative
leave for the National Day of Observance if the period of suspension or removal
for which the employee is considered to have been made whole includes the
National Day of Observance. Such determination will be made by counting back
consecutive days from the last day of the suspension or removal to
determine if the employee had been made whole for t he National Day of
Observance.
10.
Where provisions in this Memorandum of Agreement provide for a day of
administrative leave to be taken at a future date, such leave must be granted
and used within six months of the National Day of Observance or by the end of
the Fiscal Year, whichever is later. However, administrative leave will not be
granted to employees who are on extended leave for the entire period between the
Day of Observance and six months from that date, or between the Day of
Observance and the end of the Fiscal Year, whichever is later.
11.Administrative leave taken at a future date must be taken at one time.
12.
Administrative leave to be taken at a future date may, at the employee's option,
be substituted for previously scheduled but not used annual leave.
13.
Administrative leave to be taken at a future date should be applied for by using
the same procedures which govern the request and approval of annual leave
consistent with Local Memoranda of Understanding.
Below is an HTML version of the PDF file
(
Re: Clarification of Regulations for National
Day of Observance (PDF)
MEMORANDUM OF
UNDERSTANDING
BETWEEN THE
UNITED STATES POSTAL
SERVICE
AND THE
NATIONAL ASSOCIATION
OF LETTER CARRIERS,
AFL-CIO
Re: Clarification of
Regulations for National Day of Observance
The parties agree that
the following procedures will apply to affected employees if the Postmaster
General or designee determines that the Postal Service will participate in a
National Day of Observation (e.g., National Day of Mourning), subsequent to the
declaration of a National Day of Observance having been made by Executive Order
of the President of the United States.
1. Full-time employees
whose basic work week includes the National Day of Observance as a scheduled
work day but who are not directed to report for work, will be granted
administrative leave for that day.
2. Full-time employees
whose basic work week includes the National Day of Observance as a scheduled
work day, and who perform service, will be granted a day of administrative leave
at a future date, not to exceed eight hours.
3. Full-time employees
whose basic work week includes the National Day of Observance as a non-scheduled
day and are not directed to report for work, will be granted a day of
administrative leave at a future date.
4. If the National Day
of Observance is a full-time employee’s non-scheduled day and the employee is
scheduled to work, the employee will receive overtime pay, plus up to eight
hours of future administrative leave for the number of hours worked.
5. The same provisions
apply to part-time regular employees as apply to full-time employees. The total
hours of administrative leave should only equal the scheduled hours for the
National Day of Observance, which may be less than eight hours. However,
part-time regular employees whose basic work week includes the National Day of
Observance as a nonscheduled work day and who are not directed to report for
work on the National Day of Observance will be granted a day of administrative
leave at a future date equal to the average number of daily paid hours in their
schedule for the service week previous to the service week in which the National
Day of Observance occurs, which may be less than eight hours.
6. Part-time flexible
employees should be scheduled based on operational needs. Part-time flexible
employees who work will be granted a day of administrative leave at a later
date. The day of administrative leave will be based on the number of hours
actually worked on the National Day of Observance, not to exceed eight hours.
Part-time flexible employees who are not directed to work on the National Day of
Observance will be granted administrative leave at a future date equal to the
average number of daily paid hours during the service week previous to the
service week in which the National Day of Observance occurs, not to exceed eight
hours.
7. Transitional
employees will only receive pay for actual work hours performed on the National
Day of Observance. They will not receive administrative leave.
8. If an employee is
on leave or Continuation of Pay on the National Day of Observance, the employee
will be granted a day of administrative leave at a future date, not to exceed
eight hours.
9. An employee on
OWCP, AWOL, suspension or pending removal on the National Day of Observance will
not be granted administrative leave. If the employee on AWOL, suspension or
pending removal is returned to duty and made whole for the period of AWOL,
suspension or removal, the employee may be eligible for administrative leave for
the National Day of Observance if the period of suspension or removal for which
the employee is considered to have been made whole includes the National Day of
Observance. Such determination will be made by counting back consecutive days
from the last day of the suspension or removal to determine if the employee had
been made whole for the National Day of Observance.
10. Where provisions
in this Memorandum of Agreement provide for a day of administrative leave to be
taken at a future date, such leave must be granted and used within six months of
the National Day of Observance or by the end of the Fiscal Year, whichever is
later. However, administrative leave will not be granted to employees who are on
extended leave for the entire period between the Day of Observance and six
months from that date, or between the Day of Observance and the end of the
Fiscal Year, whichever is later.
11. Administrative
leave taken at a future date must be taken at one time.
12. Administrative
leave to be taken at a future date may, at the employee’s option, be substituted
for previously scheduled but not used annual leave.
13. Administrative
leave to be taken at a future date should be applied for by using the same
procedures which govern the request and approval of annual leave consistent with
Local Memoranda of Understanding.
Date: May 4, 2000
519.4 National Day of Observance
519.41 General
In the event that the postmaster general or designee determines that the
Postal Service will participate in a national day of observance (for example,
National Day of Mourning) subsequent to the declaration of a national day of
observance by Executive Order of the President of the United States,
administrative leave is granted to employees.
The policy shown below applies to executive and administrative schedule (EAS)
employees, Postal Career Executive Service (PCES) employees, and other employees
not covered by union agreements concerning national days of observance and is
consistent with the agreements developed for that purpose. Employees in the
following unions should refer to the memorandums of agreement or understanding
between the Postal Service and their unions regarding regulations for national
days of observance:
a. American Postal Workers Union, AFL-CIO.
b. National Association of Letter Carriers, AFL-CIO.
c. National Postal Mail Handlers Union, AFL-CIO.
d. National Rural Letter Carriers' Association.
e. Fraternal Order of Police, National Labor Council, USPS No. 2.
519.42 Leave Granted
519.421 Full-Time Employees
Full-time employees whose basic work week includes the national day of
observance are granted administrative leave as follows:
a. Those with the national day of observance as a scheduled workday:
(1) If not directed to report for work, are granted administrative leave for
that day.
(2) If directed to report for work, are granted a day of administrative leave at
a future date, for the number of hours equal to their regular workday.
b. Those with the national day of observance as a nonscheduled (relief) workday:
(1) If not directed to report for work, are granted a day of administrative
leave at a future date, for the number of hours equal to their regular workday.
(2) If directed to report for work, are granted overtime pay, if eligible, plus
a day of administrative leave at a future date, for the number of hours worked,
up to the number of hours equal to their regular workday.
519.422 Part-Time Regular Employees
Part-time regular employees whose basic workweek includes the national day
of observance are granted administrative leave as follows:
a. Those with the national day of observance as a scheduled workday:
(1) If not directed to report for work, are granted administrative leave for
that day, for the number of hours scheduled to work.
(2) If directed to report for work, are granted a day of administrative leave at
a future date, for the number of hours scheduled to work on the national day of
observance.
b. Those with the national day of observance as a nonscheduled (relief) workday:
(1) If not directed to report for work, are granted a day of administrative
leave at a future date, equal to the average number of daily paid hours in their
schedule for the service week previous to the service week in which the national
day of observance occurs, up to 8 hours.
(2) If directed to report for work, receive straight time pay (or overtime pay
if appropriate), plus administrative leave at a future date for the number of
hours worked on the national day of observance, up to 8 hours.
519.423 Part-Time Flexible Employees
Part-time flexible employees are granted administrative leave for the
national day of observance as follows:
a. Those directed to report for work are granted a day of administrative leave
at a future date, for up to 8 hours.
b. Those not directed to report for work are granted a day of administrative
leave at a future date, equal to the average number of daily paid hours during
the service week previous to the service week in which the national day of
observance occurs, up to 8 hours.
519.424 Transitional Employees
Transitional employees receive pay only for actual workhours performed on
the national day of observance. They are not granted administrative leave.
519.425 Employees on Paid Leave
Employees on paid leave on the national day of observance receive
administrative leave on that day in lieu of requested leave for up to the number
of hours equal to the employee's regular workday. (See 519.423(b) for part-time
flexible employees.)
519.426 Employees on Continuation of Pay, Office of Workers' Compensation
Programs Pay, and Leave Without Pay
Employees on continuation of pay (COP) and employees on leave without pay (LWOP)
not associated with Office of Workers' Compensation Programs (OWCP) on the
national day of observance are granted a day of administrative leave for up to 8
hours.
Employees working part days on the national day of observance as a result of an
injury on duty (IOD) receive administrative leave equal to the hours normally
worked.
Employees not working as a result of an IOD and employees on OWCP pay on the
national day of observance are not granted administrative leave.
519.427 Employees Absent Without Leave, Suspended, or Pending Removal
Employees absent without leave (AWOL), suspended, or pending removal on the
national day of observance are not granted administrative leave.
Note: An employee returned to duty and made whole for a period of AWOL,
suspension, or removal may be eligible for administrative leave for the national
day of observance consistent with the rules of the provision of ELM 519.4 for
that employee's group if the period of suspension or removal for which the
employee is considered to have been made whole includes that day.
519.428 Individuals Not Eligible for Administrative Leave
Individuals not eligible for administrative leave include the following:
a. Postmaster relief employees.
b. Rural carrier relief employees.
c. Substitute rural carrier employees and rural carrier associate employees who
are not in leave-earning positions.
d. Temporary employees.
e. Noncareer officer-in-charge employees.
f. Contractors.
519.43 Leave Taken at a Future Date
Administrative leave to be taken at a future date:
a. Must be granted and used within 6 months of the national day of observance or
by the end of the fiscal year, whichever is later.
Note: Administrative leave is not granted to an employee who is on extended
leave for the entire period between the day of observance and 6 months from that
date, or between the day of observance and the end of the fiscal year, whichever
is later.
b. Must be taken all at one time.
c. May, at the employee's option, be substituted for previously scheduled but
not used annual leave.
d. Should be requested by using the same procedures that govern the request and
approval of annual leave consistent with ELM 512.41 and ELM 512.42.
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