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NALC responds to Florida Republican’s “stealing votes” claims

NALC President Bill Young sent a letter to the Republican Party of Broward County, Florida, angered over groundless claims made by party officials that Republican ballots aren’t safe being mailed through the Postal Service. One official was quoted by The Sun-Sentinel newspaper: “It is a shame that we cannot trust the postal people,” and that, “These people are stealing votes from us.” Upon investigating, NALC determined these comments came from the claims of a single voter who said that an unidentified postal clerk mishandled his absentee ballot. Young’s response: “You owe every postal employee in South Florida – some 20,000 workers in all – an apology. Sun-Sentinel article | President Young’s letter

Meeting at USPS Headquarters

NAPS/NAPUS & League 

October 30, 2008 - 12:30 p.m. 

For the Management Associations:

Ted Keating, President, NAPS

Dale Goff, President, NAPUS 

Charley Mapa, President, League 

Louis Atkins, Executive VP, NAPS 

Jay Killackey, Secretary/Treasurer NAPS 

For the Postal Service

Doug Tulino, Vice President, Labor Relations
Bill Jones, Manager, Labor Relations, Policy Administration

The postmaster associations provided a response to an inquiry that had been made by the Postal Service to forgo the use of postmaster’s convention leave. The postmaster’s organizations responded that they would not give up their rights to convention leave and recommended that the use of convention leave be extended to NAPS.

The management then asked for information from the recent agreement between the NALC and the Postal Service concerning route evaluations.

The Postal Service responded that the goal of this agreement was to ultimately reduce the cost of delivery through the changes in the route evaluation process. In a change from the current method of route evaluations, the adjustments to routes will be data driven through the use of eight weeks of information from current computerized systems. The evaluations will be conducted jointly between the NALC and the Postal Service. The results of this agreement will significantly reduce and eliminate the costs that are involved in the current process.

The management associations then requested information on an email that has been circulating around the country that contained information allegedly from the Board of Governors Meeting last week concerning District Support positions reverting to a Shared Services environment.

The Postal Service responded that this information was not valid.

The management association then questioned the fact that there were numerous rumors in the field about changes that impact individuals represented by one or more of the management associations.

The management associations recommended that any plans by the Postal Service that impacted our members be shared immediately with the management associations as soon as possible.

Management responded that they would provide information on any plans on organizational changes when they are developed.

The management organizations asked again if there were any plans to consolidate Area or Districts and the response was that there were no plans at this time, but that this could change at some later date.

The management organizations asked if there was a national policy that is driving the consolidations of Tour Two operations in Plants across the country. NAPS brought out that there are different plans that have been related to NAPS Headquarters that include some Plants placing all EAS positions on all Tours up for competitive bidding as a result of the elimination of Tour Two operations.

NAPS stated its’ position that supervisor on Tour Three and Tour One should not be impacted by the abolishment of Tour Two operations and that supervisors who had bid positions on Tour Three and Tour One should not have to bid for the positions that they are already in and own.

Management responded that there is not a mandate for the field to adopt a strategy to eliminate Tour Two operations but that there were instructions given to review volumes, equipment staffing and all factors to determine the best use of resources. Once these reviews have been completed then a course of action should be taken on a Plant by Plant basis.

Management also did not believe that wholesale bidding should result from the Tour Two consolidations. Management also responded that they will review the applicable rules that already are in place on how to handle this type of consolidation and will share this information with the management associations.

NAPS replied that with the move to initiate 10 hour/4 day workweeks that the time may have come to look to initiate this type of scheduling with EAS employees as we do not have contractual restrictions on this type of schedule.

Management responded that they are still in negotiations with the APWU and MHU to develop new criteria to accomplish these schedules, and took NAPS’ recommendations under advisement.

Management then asked for a response from all three management organizations on the Postal Service’s request to defer or forgo the payment of NPA for the recently completed FY.

The management organizations provided a written response and also provided the following comments:

The management organizations stated that it would not be in the best interest of their membership to agree with the request. The overwhelming feedback from all of the members of the three management organizations was that the membership’s performance in the PFP system needs to be maintained and that they payouts cannot be stopped.

The meeting concluded at 1:15 p.m. 

Update  NAPS and Postmaster Organizations Say “No” to Pay Concessions

Postmaster, Supervisor Groups Reject Pay Freeze (PDF)

 we cannot agree to either forego or defer the upcoming NPA payouts scheduled for January 2009. The attorneys with whom we have consulted on this issue believe that the Postal Service does not have the right to demand that we  re-open pay consultations or change the pay agreement in any way

Rumors and Pay Raises

Postmasters, supervisors and other postal employees have had their own reasons for concern. Rumors about pay raises being stripped away and massive layoffs of postal employees created another climate of uncertainty. Postmaster General Jack Potter recently inferred that, although layoffs were a possibility and were being considered because everything is being considered, they certainly weren’t imminent. That brings us to Postmaster and supervisor raises.

Postmasters, by and large, give tremendously to the Postal Service. They take seriously their position in the Postal Service as well as their standing in and responsibility to America’s communities. They have taken ownership of their post offices and assume full responsibility for what goes on in their office. They are totally committed to the success of their post offices. In spite of the acute shortages of resources (employees, equipment, support and budgeted work hours) Postmasters are out there somehow making it all work. They impact the bottom line of the Postal Service first by their revenue generating efforts, and cost cutting, but also by the thousands of hours that they labor ‘off-the-clock.’ They have sacrificed much of their family and personal life and often their health suffers under the tremendous burden they’ve taken up. So often, at their sides, enduring much of the same pressure are their supervisors, perhaps the least appreciated of all postal employees (except, maybe, our PMRs). It was to these employees that the Postal service came to ask to give up their general increase pay raises.

It is a serious error to believe that Postmasters and supervisors don’t care about the Postal Service and are unwilling to sacrifice. I’ve established above that the sacrifices are being made. Postmasters have labored for the last year with the promise of a small raise at the end of the year. If things were lined up just so for them and they put in even more effort, they might have even earned a bonus. After a year with possibly the tightest budgets yet, and many working under the lash of micromanaging districts and areas, the Postal Service, in an effort to cut losses for FY 09 asked, through the management associations, Postmasters to give up their small general increase. It did not help that this year the craft employees received their largest COLA (something EAS employees were forced to give up years ago) in history.

While the management associations are committed to helping the Postal Service find its way out of the predicament in which it finds itself, taking a pay raise away from Postmasters and supervisors is not the right thing to do. It is the position of Naps, Napus, and the League that the U.S. Code prevents the Postal Service from unilaterally opening pay consultations, and we have informed Postal Headquarters of our opinion. I absolutely don’t foresee Postmasters and supervisors giving up their raises.

read remainder of message from National League Of Postmasters President Charley Mapa

 Letter sent out by the National Postal Mail Handlers Union

October 28, 2008

To: All Local Union Presidents
All National RI-399 Advocates

From: John F. Hegarty, National President
William J. Flynn, Jr., Manager, CAD

Re: Craft Jurisdiction for Flat Sequencing System (FSS)

We are pleased to enclose a copy of an October 24, 2008 letter that sets forth the Postal Service’s determination of craft jurisdiction for employees working on the Flat Sequencing System (FSS). As you know from prior meetings and reports, the National Office has been working to obtain this determination for some time, before the FSS will be deployed in the coming months and years.

As set forth in the attached, the mail handler craft has been determined to be the primary craft to perform most of the work associated with this piece of equipment. In particular, the duties performed at the Automated Bundle Sorting Unit (ABSU), the preparation stations, the dolly maker, the dolly induction unit, as well as the removal of mail containers from the FSS machine and the movement of containers between parts of the FSS, have all been assigned to the mail handler craft. The work at the feed station of the Automatic Induction system has been assigned to the mail processors. Finally, allied duties such as clearing jams have been assigned to whichever craft can perform the work most efficiently and effectively.

Should you have any questions about this letter or its implementation in any particular facility, please contact the National CAD. Also, if you are encountering resistance or opposition from management when implementing this letter, please contact the National CAD so that we can address particular implementation problems with USPS headquarters.

Please disseminate this memorandum and the attached letter as you deem appropriate

source: NPMHU

or Selling Office Products

OBJECTIVES OF RFI
 
Identify opportunities for USPS to leverage its retail infrastructure to generate income by

1) Leasing Postal Store space to companies which sell office supplies and related products/services. 

2) Selling an office supply company’s products in post offices using USPS labor resources.
 
*****

Comments from PostalReporter reader:
 
I think this RFI will be controversial.  It is one thing to sell USPS-branded products/services.  It is quite another to sell Office Max/Depot/Staples products and services on postal property.  Would sales tax and property tax be collected?  If not, local and state governments will complain.  Excluded retailers will see it as unfair competition.

Federal Business Opportunities notice

On October 24, 2008, the Trenton Local met with management about two-tour consolidation. Management presented to the union their plan to become a two tour-processing center.  The first round will be to eliminate all Tour 2 automation.  This move will cause us to lose 24 mail processing clerk positions on Tour 2 automation. At the present time there is no plan, or were any plans discussed with the union, regarding the AFSM 100 or the SPBS.  Tour 3 automation hours will be moved to 14:50 or 15:50, which will cause some positions to be abolished.  Management intends on posting 11 (eleven) new positions in the Tour 3 automation section.  There will be no change to Tour 1 automation.  

Management plans on creating one manual section by moving tour 1 manual sections 044/150 to two start times of 20:00 and 22:50, and eliminating all Tour 3 manual 030.  Management intends on eliminating 7 (seven) Tour 1 jobs in 044/150. 

Management intends to implement these changes in January 2009.  There is no doubt in my mind with the consolidation of tours that there will be excessing to the needs of the installation and there will clearly be excessing to the needs of the section.  It seems to me that management has no intentions on honoring the CBA, which requires a 6 (six) month notification to the Union on excessing to the needs of the section.  In total, management’s plans will result in 52 clerks not having a duty assignment. 

I will take whatever appropriate action deemed necessary to enforce our Collective Bargaining Agreement.  Another meeting has been scheduled for October 29, 2008 to discuss managements plan further.  This plan, by management, is a clear attack on the senior employees of the Trenton installation.  Due to the large number of employees being displaced from sections, many jobs will be reposted.  No employee is safe from having their job ripped out from underneath them.

Thank you,

Bill Lewis
President, TMAL #1020
http://www.trentonmetroarealocal.com/

USPS is facing one of the most difficult challenges in its history. There has been a continual decline in First-Class Mail volumes over the past decade. The current economic downturn has led to an even greater decline in volume with the loss of more than 9 billion pieces this past year alone. All Headquarters Officers have identified opportunities to streamline staffing by matching current workforce with the workload.

As a result, complement in all Headquarters and Headquarters-related units has been reduced — some vacant positions have been eliminated, while other occupied positions are impacted. Starting this week, employees occupying impacted positions will be notified and given information and guidance.

In a letter to Officers this week, Anthony Vegliante, Executive Vice President and Chief Human Resources Officer, stated, “We are moving forward with a focused approach to organizational change within all Headquarters and Headquarters-related functions.”

On previous occasions, USPS has successfully managed complement with minimal impact to employees and we expect that record of success to continue. A successive series of job postings will be opened to place qualified employees in vacant positions starting Oct. 27.

All Headquarters and Headquarters-related employees interested in competing for these vacancies, impacted or not, are urged to create a profile now within the eCareer system on LiteBlue. Some additional positions will become vacant as a result of regular and voluntary retirements.

What’s next?

Week of 10/20:  General information session for potentially impacted employees only, eCareer tutorials for all Headquarters and Headquarters-related employees begin.

Week of 10/27:  First phase of vacancies is posted for five business days within limited area of consideration (LAC) under each vice president.

Starting 11/5:  Review and selection of first phase vacancies.

Starting 11/19:  Second phase of all Headquarters and Headquarters-related vacancies is posted for five business days.

Week of 12/1:  Review and selection of second phase vacancies.

Additional information will be communicated as it becomes available. Details also will be posted on Blue starting the week of Oct. 27 and updated on an ongoing basis.

source: USPS News LInk

The APWU and the Postal Service have been meeting periodically at the headquarters level and have finally reached a tentative agreement on a method that will allow for locally-negotiated four-day workweeks.

“We have been pushing for a modified-workweek agreement seemingly forever: The first pilot programs were in 1994.”
 
The sticking point of the negotiations was the need to come up with a method that would allow for as many flexible work schedules as possible, which necessarily would have to be implemented on a facility-by-facility basis.

The agreement was set to be finalized the first week of October, with some local parties authorized to negotiate immediately..

We have been pushing for a modified-workweek agreement seemingly forever: The first pilot programs were in 1994. The 2000-2003 APWU-USPS Collective Bargaining Agreement — as well as a contract extension ratified Aug. 5, 2005 — also provided for the establishment of “modified workweek” pilot sites, with employees selecting work schedules of four 10-hour days.

Employees who want overtime may from time to time work a five-day schedule.
 
The pilot programs the last two years were frequently stymied and stalled by Area-level managers who restricted the pilots to a very limited number of post offices and areas within post offices.

This should be a giant step into the future for many postal employees. Changing a full day of work to a full day off for employees will dramatically change lifestyles. A side benefit of the elimination of a full day of work each week is that it reduces the amount of time workers spend getting to and from their jobs, which can only diminish congestion on the roads and help save energy. That’s a win for employees, the Postal Service, and our nation as a whole.

Employees who go on a modified workweek will work 10 hours a day straight time, and will receive penalty pay when they work more than 10 hours in a shift. Workers who like to work overtime should realize that while some straight-time hours and overtime hours will be available, if a sufficient number of employees choose a modified schedule — which is expected — overtime will be possible by working a fifth day.

Employees who want overtime may from time to time work a five-day schedule, but will forfeit their “third day off” in such weeks. Some employees who work the four-day schedule will not necessarily have the third day off consecutively with the other two.
source: American Postal Workers Union

FORMER DEPUTY GENERAL COUNSEL TO ACT AS USPS INSPECTION SERVICE HEAD PMG Jack Potter has announced the appointment of William Gilligan as Acting Chief Postal Inspector to replace Chief Postal Inspector Al Lazaroff, who retires Nov. 3.

Gilligan has been the Deputy General Counsel at Headquarters since May 2000. He began his postal career in 1973 as a clerk-carrier in Philadelphia. Gilligan worked as a postal police officer and an Inspection Service analyst prior to becoming an attorney in 1987.

“Bill has served in a variety of leadership positions within the Law Department and has proven to be a strong and innovative leader who is extremely effective in working with teams to address strategic issues and delivering results,” Potter said.

Gilligan holds Bachelor of Science and Master of Science degrees in criminal justice from Westchester State University. He earned a Doctorate degree in law from Delaware Law School.

source: USPS News Link

 USPS Chief Postal Inspector  Retires in Wake of ABC News Investigation

 Press Release  United States Department of Justice

Acting United States Attorney Julia C. Dudley announced today that Samuel Davis Kemp, age 59, of Roanoke, pled guilty Thursday in the United States District Court for the Western District of Virginia in Roanoke to charges that he threatened and interfered with a United States Postal Supervisor while he was engaged in his official duties.

At the time of the incident, Kemp was employed as a mail handler at the United States Postal Service Processing and Distribution Center on Rutherford Avenue in Roanoke.

“All Americans must feel secure and free from intimidation at their place of business,” Acting United States Attorney Julia C. Dudley said today. “Employees of the federal government must be held to the highest possible standard and must be held accountable for their actions.”

Kemp pled guilty today to one count of threatening and interfering with a United States Postal Supervisor while he was engaged in his official duties. He was charged in August in a one-count indictment.

According to a statement of facts submitted to the Court by Assistant United States Attorney Charlene R. Day and agreed to by Kemp, on the evening on July 26, 2008 he was called into work by a postal supervisor. At approximately 9:30 p.m., Kemp told his supervisor he needed to go home to retrieve his diabatic medication. At that time, the defendant was advised to “clock off” on lunch and return as soon as possible.

Kemp then left the facility. He returned at approximately 11:05 p.m. At that time, another postal employee smelled an odor of alcohol on the defendant. As a result, Kemp was called into the office of the postal supervisor.

The postal supervisor asked Kemp if he had been drinking, to which the defendant answered, “Hell no.” As per United States Postal Service Policy, 911 was called in order to escort the defendant out of the facility.

According to the statement of facts, when 911 was called Kemp became angry and began to yell profanities and threats at the United States Postal Supervisor. During the altercation he made the following threats and statements toward the United States Postal Supervisor:

“You are going to get yours, MB”

“I’ll kill all you mother f—–s.”

“I am going to get you for this.”

“I am going to kill you, MB. I am a United States Marine.”

During the argument, the defendant also threatened to kill a Roanoke City Police Officer who had responded to the scene. When officers informed Kemp he was under arrest, he became irate and had to be pepper sprayed in order to be handcuffed.

Kemp was transported to the Roanoke City Jail where he continued to be uncooperative. As a result he was taken to Roanoke Memorial Hospital for further evaluation. While the defendant was at Roanoke Memorial he continued to make threats that he would pursue the employees at the post office where he was employed and that he would “kill each and every one of them.”

While at Roanoke Memorial Kemp’s blood alcohol level was tested and analysis showed a .289 blood alcohol content. Today in court, Kemp admitted he had left work to retrieve his medicine but while at home consumed two drinks of “corn liquor.” The defendant also admitted that when his supervisor asked him if he had been drinking, he lied and said he had not been drinking when in fact he did have two drinks.

If convicted on all counts, the maximum penalty faced by the defendant is 8 years imprisonment and/or a fine of $250,000. A sentencing hearing has been scheduled for January 7, 2008 in District Court in Roanoke.

The investigation of the case was conducted by the United States Postal Inspection Service. Assistant United States Attorney Charlene R. Day is prosecuting the case for the United States.