All Ballots have been mailed and if our members do not receive one, please contact the American Arbitration Association (AAA) by calling 1-800-529-5218 or 1-800-273-0726 between the between the hours of 9am to 5pm ET, Monday through Friday.
Ballots are to be returned and received by AAA, no later than 9:00am EST, on February 23, 2022 and counting will begin on that day.
As soon as National APWU receives the link for real time viewing of the ballot count, they will share it with our local to share it with our members.
We encourage members to look over the Summary of the 2021-2024 Tentative Collective Bargaining Agreement on the National APWU website and whether you vote for or against the agreement, most importantly, we urge you to vote, as this presents a significant opportunity to have your voices heard.
On January 5, 2022, the USPS released to the APWU, management's guidelines on actions to be taken regarding clearing employees to work or sending them home to quarantine. The Postal Service has developed the USPS Close Contact Tracing Program along with other management tools in order to assist supervisors in determining what actions to take when employees are potentially exposed to COVID-19.
The tracing program involves corroboration with the employee, the supervisor, and the OHNA or Safety personnel at the District level.
The January 2022 USPS Close Contact Tracing Program provides that the action for OHNA or Safety personnel is to initiate a close contact investigation:
The January 5, 2022 COVID-19 – Decision Tree is a flowchart style tool provided for supervisors. Following the line of questions and answers in the decision tree, if an Employee is potentially exposed to COVID-19 in the workplace or identified as a close contact to another COVID-19 positive employee and is sent home by USPS (only after concurrence from the OHNA), then the Employee stays home on Administrative Leave.
As stated in the USPS Return to Work Policy (We have a News Article on our website from 1/19/2022 explaining that policy):
Employee Absence due to Close Contact Tracing or Potential Exposure:
The employee can return to work after five (5) days have passed since last close contact with a positive person, provided the employee has not developed COVID-19 symptoms or tested positive for COVID-19. Upon return to work, the employee will be required to wear a face covering for five (5) days whenever working near any other employees. The determination of return to work can be made by a local supervisor or manager without requiring nurse intervention as long as the employee indicates that they have not developed any symptoms or tested positive for COVID-19. If the employee indicates that they have tested positive or have developed symptoms, nurse intervention is required
For other incidences of employees becoming ill with COVID-19 (We have a News Article on our website from 1/18/2022 explaining the OWCP claim process):
OWCP has set up a COVID-19 claim specific filing portal through e-COMP to make filing claims easier. Please note, this is only for COVID positive situations. Those put off work due to close contact tracing by the Postal Service should still be demanding administrative leave when the Postal Service orders them to stay home.
Criteria for Return to Work for Employees after an absence related to COVID-19
(Updated Guidance as of 1/5/2022)
Employee Absence due to Close Contact Tracing or Potential Exposure:
The employee can return to work after five (5) days have passed since last close contact with a positive person, provided the employee has not developed COVID-19 symptoms or tested positive for COVID-19. Upon return to work, the employee will be required to wear a face covering for five (5) days whenever working near any other employees. The determination of return to work can be made by a local supervisor or manager without requiring nurse intervention as long as the employee indicates that they have not developed any symptoms or tested positive for COVID-19. If the employee indicates that they have tested positive or have developed symptoms, nurse intervention is required.
Employee Absence due to Symptoms of COVID-19 (without testing):
The employee can return to work after these three things have happened:
Employee Absence due to a Positive Diagnosis:
Employees with a positive COVID-19 test result who have had symptoms of COVID-19 can stop home isolation and return to work following an interview with a Postal Service physician or nurse to confirm:
The APWU website has the following information on requesting payment if you contract COVID:
Currently, there is a spike of COVID-19 diagnosis throughout the United States. Postal Employees are not exempt from contracting COVID-19. Following national trends, there is also a spike in the number of COVID-19 cases at the Postal Service. Not knowing how COVID-19 can affect any one person whether it is a mild illness, a severe case, a case of “long” COVID-19, what the long-term effects might be, or sadly even death, it is vital that those who contract the virus understand that it is their right to apply for worker’s compensation benefits to protect themselves and their families.
If you are a postal employee, no matter if you are a career employee or non-career employee, you are entitled to file a claim with the Office of Workers Compensation Programs. The one caveat is that you must have worked at the Post Office at some point during the 21-days prior to your COVID-19 diagnosis, and are required to complete an approved form of COVID-19 testing to prove you are sick. Employees that have claims approved are entitled to have their medical costs and lost wages paid. Approved Claimants are also entitled to request that any annual sick or annual leave used be “bought back” and redeposited to their leave balances. Also, should a postal employee pass away due to COVID- 19, their survivors are entitled to benefits under the compensation programs if there is an approved claim.
Section 4016 of the law provides that a federal employee who is diagnosed with COVID-19 and carried out duties that required contact with patients, members of the public, or co-workers, or included a risk of exposure to the novel coronavirus during a covered period of exposure prior to the diagnosis, is deemed to have an injury that is proximately caused by employment.
In simple terms, this means that if you are diagnosed with (have a positive test) and you file an OWCP claim, it will be more than likely approved. You are not required to prove you contracted the disease at work. In order to receive benefits, those diagnosed must submit a claim. Do not expect management to do this for you and do not expect them to inform you that you have the right to file a claim.
When you file a claim for COVID-19 you are entitled to request continuation of pay (COP). This is pay at your regular rate of pay paid to you by the postal service during your COVID-19 illness absence. You are entitled to COP if you file your claim within 30-days of your diagnosis. If you are filing more than 30-days after your diagnosis, you are not entitled to COP. Please note, that for the first three days, the law requires a “waiting period” that you must use sick, annual, or leave without pay (LWOP) before COP kicks in. However, if your absence lasts longer than 14-days, the first three days will be converted to COP. Any non-scheduled days also count towards the three day “waiting” period. COP can be paid for up to 45 calendar days after which any additional missed time will be paid as worker’s compensation payments by OWCP. In order to file a claim, it is recommended that you do so through e-COMP. You must register at https://www.ecomp.dol.gov
Doing so ensures that OWCP receives your claim form, receives the necessary laboratory reports because you upload the documents. They system automatically forwards documents to your supervisors to complete and tracks whether or not the Postal Service has done their part. Using e-COMP gives you tracking and you can hold management accountable because you can see what they have and have not done. It should be noted that you can register on e-COMP at any time — whether you have an injury or not. In fact, it is a good idea to register and establish an account in case you need to use it anytime during your career for any at-work injury. It is also one thing less to worry about if you are diagnosed with COVID-19.
The instructions below are not all inclusive and do not guarantee claim approval. To file a claim and to receive COP:
You have the right under the law to file an OWCP claim for COVID-19! Do not let management discourage you from filing a claim.
Do not let them tell you that you have to prove your sickness was contracted at work, as this is not a requirement of the law.
It is in your best interest to file for the benefits. You protect yourself and your families by doing so. If you follow the steps and have a laboratory test confirmed case of COVID-19, you will likely be approved. However, the APWU cannot guarantee claim approval.
In November, at the local's general membership meeting, the Southern Oregon Area Local accepted nominations for the officers of our local that will be leading our union for the next two years. As many of you are aware, I have been diagnosed with a vision disablility which limits my ability to type, drive, and read at times. I have also had several eye surgeries over the last few years which require lengthy recovery times and dozens of follow up exams both here in Medford and less frequently in Portland at the Devers Eye Institute. It has become difficult for me to schedule and attend meetings, and I have not planned attending any APWU conventions or conferences for several years because I can never know that far in advance if I would be medically cleared to travel. This past year has been the most trying as a steward while trying also to perform the duties of your local president, which I admit I have dropped the ball on several important obligations.
Midway through 2021, Jeremy Schilling began taking on many of my responsibilities including planning our local meetings, the summer BBQ, updating our dues check off lists which were a disaster, contacting non-members and signing up new members, and representing some of the Medford clerk craft employees requesting steward representation when I was unable to drive out to their facilities. In October, Jeremy accepted my appointment of him to fill our local's vacant Vice President position, for which he exceeded my expectations in his leadership role. It was no surprise that when he was nominated for General President in November, that he would run unopposed, as I am sure everyone knew just as myself, that Jeremy was the leader we all wanted as our President.
I decided to run as the local's Treasurer, which was a position I held several years ago, and I am pretty comfortable performing duties. There aren't the day-to-day planning and meetings necessary, and I can take more time over the course of each month preparing the financial statements and other duties. Another addition to our local's executive board is Danielle Kipfer, who ran unopposed as our local's Vice President. Danielle has been one of the most active stewards I have ever had the pleasure to know in my twenty years of being a "trouble maker" (old timers know what that means). She brings with her a plethora of grievance experience dealing with just about every single issue that there is a article number for in the National Agreement. Danielle has been dedicated in serving our local for many years prior to taking on this honorable challenge.
For those of you who have frequented out local meetings, associate office steward, Dave Pettey is a familiar face and ever present figure fighting for clerks in the smaller offices in the Southern Oregon Area Local. I can not think of a better officer to fill the position of our local's Clerk Craft Director. And Jenna Haller, who also serves as the alternate chief steward for the Medford mail processing plant taking most of the workload over there as well, is once again serving our local as the Secretary for another two years. Jenna's dedication to attending just about every meeting (except when she was out of town on vacation) has been so important in that we have all of our meetings documented with accuracy as the meeting minutes are necessary in order to justify most of our local's expenses which require membership approval. I am also excited to see a relative new-comer to our membership meetings, and an active participant in our discussions, Nicole Rios-Seems as accepting the position of trustee.
Our future looks bright Southern Oregon Area Local. Make sure to attend our January meeting on Sunday the 23rd to welcome your new leaders. Check out the Events tab on the website for more meeting information and the location.
Scheduled Meetings for 2022:
It seems that just as everything is about to get back to normal, another setback occurs. Will we get back to living without masks again, or will we go through even another Covid variant once the Delta variant has been squelched?
Just last week our local had a membership BBQ at Cantrall Buckley Park just west of Jacksonville off Highway 238 with the Applegate River flowing nearby. It wasn't until right before the event began that the park attendant let us know that the charcoal BBQ pits could not be used because of the fire danger. Now that's a SETBACK! We weren't going to let that stop us though. So with quick thinking and perseverance, we overcame that obstacle, and soon a propane grill was acquired and set up to cook the burgers. The members and their families that showed up had a great time, and Jeremy Schilling prepared a terrific spread for everyone that came. The prizes for the drawings were fun to win and just about every member won something or went home with local t-shirts or water bottles. I surely hope that we have another one next year.
Another setback this year was the cancellation of the National APWU Convention in Las Vegas. However, the Craft Conferences are still scheduled to take place at the end of September. And although the Conferences are going to be a virtual event (meaning online on Zoom), the local will save money by not having to pay for travel, travel days, and hotel accommodations. At the BBQ, the local conducted the August general membership meeting, and we approved several members to be delegates to the Clerk Craft Conference. Jeremy was able to set up a group meeting facility through the Medford Cowork Collective in downtown Medford on East Main St. The delegates will be able to watch the Craft Conference from a large screen TV in the Cowork meeting room so that they can interact together while participating in the Conference discussions.
Also at the meeting Vice President Robert Rodriguez gave us an update on the constitution changes that the constitution committee were preparing for the membership to vote on. It is imperative for our members to show up and attend the upcoming general membership meeting on September 19th at Twin Creeks Park in Central Point. We will be discussing the constitutional changes, which will include changes to our local officer duties and titles, and we will be preparing for local elections this year. At our October meeting we will need to appoint an election committee, and open nominations for our local officers that will lead the Southern Oregon Area Local for the two years beginning in January of 2022. We have also discussed setting up our meetings so that we can have both online participation as well as members attending at the in-person locations at the same time. When we figure it out, we will have the link made available by email.
There have been several setbacks in working conditions both at the Medford installation as well as in the associate offices. Although some situations can be blamed on the realities of changes due to the Covid pandemic, many more issues have arisen because of poor management leadership, disillusioned work expectations and incompetence by management in properly staffing our offices, and they blame everything on Covid when most work related problems are not actually affected by Covid. Management's status quo nowadays is to use it as an excuse to set employees against one another, to single out employees they dislike, and to abuse the work hour limitations set out in Article 8 of our national agreement. If there were a time that more participation and unity were needed in our local union, NOW is the time! Management has essentially ignored the union in bargaining over bid jobs, they have ignored our requests to meet at labor and management committee meetings, they have ignored their responsibility to meet in joint safety and health committee meetings, they have ignored the union's insistence that they implement regional grievance settlements. I continually re-appeal grievances that management refuses to meet to implement. The members working on the workroom floor never get to see the results of your stewards efforts, however, I have not given up on these cases, and have requested more punitive remedies whenever management has thumbed their noses with impunity. My forecast is that these settlements will result in significant monetary awards for our members.
In a few weeks, our current national agreement will expire on September 20, 2021. The news offered from the national APWU states that the USPS and APWU National Negotiations Committee will be meeting daily beginning September 7th at the same hotel in order to attempt to hash out their various proposals. Although our last contract was a setback in that it took one and a half years (expiring on September 20, 2018) until an arbitration decision was awarded on March 10, 2020, our national union was able to secure several wins for the membership. With the success of that arbitration award, my prospects are that our negotiators will be able to convince their counterparts that our proposals are reasonable and expected to prevail should we need to proceed to arbitration once again. We handed out several union supporting buttons and bracelets at the BBQ. Talk to your stewards or officers and ask for the approved-at-work buttons showing your support for the union. Also, we still have several local t-shirts for our members, but the sizes that are available are limited.
If you want the setbacks at work to end, then don't let this depressing working climate stop us. We can persevere if you will make it a point to show up at our upcoming meetings. We need prospective members to become stewards and to step up and help lead our local as officers in order to fight our way out of the oppressive environment that management has determined to be their status quo going forward. I send out flyers to all of the stewards before our meetings, and some to other members I communicate with by email. There should be an APWU bulletin board to post those meeting notices on and all of our meetings are announced at our local website: apwu342.weebly.com
You can always access our local website from the national APWU website as well, by going to the APWU State and Local Links page on that website.
Craig Gordon - General President
Southern Oregon Area Local #342, APWU
Although I have experienced meeting colleagues online in the past, this was my first participation utilizing the ZOOM meeting application. I had a few hiccups at the beginning, but figured it out.
Friday's discussion encompassed issues related to advocating for employees requesting Emergency Federal Employee Leave (EFEL) included in the recent American Rescue Plan Act of 2021. Concern was raised regarding issues of local management implementation by creating their own rules and conditions for approval of the leave, and a delay from the Office of Personnel Management (OPM) in issuing the regulations and guidelines on how the Postal Service will allocate the funds. Of importance was the Union's concern in challenging any local management arbitrary and capricious reasons to deny the leave. Management must apply their decision based upon headquarters instructions, not their own.
Of local membership interest, Omar Gonzalez announced that the Postal Service's transformation plan will lead to several cuts and actions which will bring about job losses in APWU represented crafts. He asserted there is an urgent need for our membership at the local level to become involved before it is too late. It is critical for the local members to come to local meetings and to discuss with other members what plans need to be put into effect to secure their current jobs as well as the future jobs they hope to one day bid on when a co-worker vacates that job. WE NEED OUR MEMBERS TO SHOW UP AT THE LOCAL MEMBERSHIP MEETINGS TO LET THE LOCAL LEADERS KNOW WHAT THEY WILL DO TO HELP ORGANIZE ACTIVITIES TO FIGHT THESE CHANGES. IT WAS EMPHASIZED THAT IT IS USELESS FOR THE MEMBERSHIP TO SHOW UP AFTER THE CUTS AND CHANGES TAKE PLACE TO FIND OUT WHAT TO DO. That will be too late. Action must occur now to save your local post office, your Postal Service, and your Postal Service job.
Our National Organizing Director, discussed the conditions that exist to share membership opportunities with non-members. These included not only when an employee first becomes employed with the Postal Service, but also when other career changes take place. Article 17 allows the APWU to provide orientation to employees when a non-career employee becomes eligible for health care benefits or when they are converted to career. The same applies to employees that transfer into APWU represented crafts from other bargaining unit crafts.
The APWU has set up a user friendly application process online, that an interested employee can access through their computer at home or even on a cell phone or mobile device. The online 1187 form also includes what dues amounts will be deducted once the non-member signs up.
Friday's session concluded with the APWU National Business Agents providing training in grievance preparation and presentation.
Saturday's conference began with presentations from the Oregon APWU Auxiliary. One of their appeals was for the increase in per capita dues which our local, the Southern Oregon Area Local, sponsored in a resolution approved by our member ship earlier this year. Later in our convention, the body of delegates voted in favor of the resolution that will now be advanced to the National APWU convention.
National APWU officers President Mark Dimondstein, Vice President Debby Szeredy, Secretary-Treasurer Liz Powell, Clerk Division Director Lamont Brooks, Industrial Relations Director Vance Zimmerman, Organization Director Anna Smith, and APWU Health Plan Director Sarah Rodriguez all attended and gave presentations and updates on recent accomplishments, upcoming events and impending actions to expect that will be affecting our members.
Our convention concluded with the business portion including budgeting for the upcoming years and discussions and voting on resolutions that Oregon members and Oregon state locals proposed for hopeful changes that our national leaders can negotiate for us in the next collective bargaining agreement.
I would like to thank our local members for entrusting me with your voice to advance our wants and needs in the Southern Oregon Area Local to our state and national bodies. I hope that more members will come forward to personally participate in future state and national conferences and conventions.
Craig Gordon - General President
Southern Oregon Area Local #342, APWU
Effective March 12, 2021, the American Rescue Plan (ARP) Act provides employees with up to 600 hours of paid Emergency Federal Employee Leave (EFEL). This leave is available to employees beginning on March 12, 2021, and continuing through September 30, 2021—or until the funding established in the Emergency Federal Employee Leave (EFEL) Fund for reimbursement is exhausted.
Scheduled Meetings for 2021:
August 29th (SOAL Membership & Family BBQ)
At Sunday's General Membership meeting held on November 15th, Local Union President Craig Gordon formally announced that previous President, Jeremy Schilling had stepped down as the Southern Oregon Area Local President. As Vice President of the Local, Craig succeeded the position for the remainder of the unexpired term, and at the same meeting, Robert Rodriguez was appointed and confirmed by the Executive Board members as the new Local Vice President.
Grants Pass became a part of the Southern Oregon Area Local around September 7th of this year. There are a thirteen APWU members in Grants Pass that are now a part of the SOAL family.
There is a need for one or more initiative driven members to step up to represent the Clerks and Maintenance employees as their shop steward. Please get in touch with Local President Jeremy Schilling or Vice President Craig Gordon if you are interested. Our seasoned stewards are very supportive in providing help and suggestions as a new steward becomes more familiar with the grievance process.
Your pay location code indicates where you are assigned to work, sometimes the last two digits of your work location ZIP Code.
Finance number for the facility that you work in.
Your 8-digit employee ID number, instituted in pay period 14 of 2003, replaces the employee Social Security number previously used, to help strengthen privacy concerns.
This is the pay period and year in which you receive the payments (PP-YR or 01-00). Each calendar year is separated by twenty six (26) pay periods of two (2) weeks each.
This is either the serial number of the check issued to the employee or the sequence number of the "Form 1223" earnings issued when the employee's net pay has been directly deposited to the financial institution of their choice.
This is the general heading for all of the columns which identify the type and number of hours you are being compensated for, the week in which those hours occurred, the rate schedule and level, the designation/activity code, and the gross payment amount for the period.
RSC --This is the Rate Schedule Code for the hours stated. This code will be the same as on your time card.
LEV --This is the Grade Level for the hours stated.
RATE --This the Base rate (annual or hourly), including the cost-of-living allowance (COLA) for the hours stated.
CODE --This is the employee's Designation/Activity code. For clerks, the code would be 110.
TYP --This is the Type of Hours code. Codes include:
H -- Holiday work hours
L -- Leave hours (either paid leave or leave without pay)
N -- Night differential hours (for hours worked between 6:00 PM & 6:00 AM)
O -- Overtime hours
V -- Penalty overtime hours
P -- Out-of-Schedule Premium
S -- Sunday Premium
W -- Straight work hours
HOURS --This space will show the actual hours and hundredths worked for every hours type listed.
PAY --This space will show the total gross pay for each type of hours worked.
GROSS TO NET
This is the general heading for the two columns which show the total gross pay, all deductions, and the resulting net pay for the current pay period and the pay year-to-date.
FED TAX --This is the amount deducted for federal tax this period and year-to-date. Your claimed marital status and number of exemptions will appear next to FED TAX. M2 would mean married with two exemptions. S0 would mean single with no exemptions.
ST TAX --This is the amount deducted for state tax this period and year-to-date. Again, your claimed marital status and number of exemptions for the state will appear next to ST TAX. PAO1 would indicate the taxes were withheld to the State of Pennsylvania for a person married claiming one exemption.
RETIRE --This is the amount deducted toward your retirement account for the pay period and the year-to-date.
FICA/MED --This is the amount of FICA or Medicare deductions for this period and year-to date. If you were hired after 1984, your retirement contribution will be smaller and FICA/MED will be higher.
UN W --Union Dues.
IN --Indicates your life insurance choice.
ALOT --Indicates an authorized payroll deduction from your salary that is deducted each pay period for deposit to a financial institution-- for example, a set amount directed toward a savings account.
C SUP or CS/SS --This indicates child support or alimony payments.
GARN --This appears if you have a commercial garnishment levied against you.
HP --Followed by three (3) letters or numbers would show your health benefit plan enrollment code.
LEVY --Show a deduction has been made for some sort of outstanding taxes.
TSP --This indicates a withholding for the Thrift Savings Plan. If you participate in the plan, you will see either the percentage of withholdings or the dollar amount after the letter code.
NET PAY --This is what is left when all is said and done. Enjoy it!
This is the general heading identifying your usage and balance of Annual and Sick leave, and Leave Without Pay for the pay period and year.
EARNED-THIS YR --This is the number of hours earned to date this leave year.
EARNED-BAL --This is the number of hours carried over from last year plus the hours earned this year.
USED THIS YR --This is the total hours of annual leave used this year to date.
USED THIS PP --This is the total hours of annual leave used in this pay period (including adjustments).
BALANCE --This is the total annual leave available to you now.
EARNED THIS YR --This is the number of hours of sick leave accumulated this year.
USED THIS YR --This is the total sick leave used to date this year.
USED THIS PP --This is the total sick leave used this pay period (including adjustments).
BALANCE --This is the total sick leave available to you now.
LEAVE WITHOUT PAY
CUMULATIVE --This is the total LWOP hours accumulated this year. If you accumulate eighty (80) hours of LWOP within a year, your leave credits will be reduced by the amount of leave earned in one (1) pay period.
This is the total amount contributed to the retirement fund as of the close of the prior calendar year.
Other important codes are:
The Fair Labor Standards Act is a Federal Statute of general application that establishes requirements for child labor, minimum wages, equal pay, and overtime pay. FLSA work hours and FLSA overtime pay is printed on the Form 1223 whenever work hours for one or both weeks of the pay period exceeds forty (40) hours for nonexempt employees.
ADJ FOR PP-YR PROCESSED
Shows that an adjustment for a specific pay period and year was processed.
GARNISHMENT PAYMENTS COMPL
Shows the garnishment balance as zero (0).
GRIEVANCE OR EEO SETTLEMENT
INCLUDES BOND REFUND
MULTI PP ADJS PROCESSED
Shows that adjustments for multiple pay periods were processed.
PERIODIC STEP INCREASE
Shows this is a special check and Form 1223 for retroactive payment.
RETRO PAY IN YTD AMTS
Shows that retroactive payment amounts have been added to the year-to-date totals.
SCHEDULED COLA INCREASE
Shows that a cost-of-living increase has been added to the base salary effective with the pay period shown at the top of your stub.
SCHEDULED CONTRACTUAL INCREASE
Shows that it is now reflected in the base salary.
UPDT YTD BAL CANCEL CHK
An adjustment for a cancelled check was processed that updated the year-to-date earnings balance, affecting only the year-to-date fields.
UPDT YTD BK PAY AWD
An adjustment for a back pay award was processed, affecting only the year-to-date fields.
As the COVID-19 virus spreads throughout the world it has become a topic of conversation between the APWU and the Postal Service. The APWU is making sure the USPS is taking the risk seriously and not passively. The Centers for Disease Control (CDC) documents can be found at:
In November of 2018, former Local President Jim Alexander met with the Medford Postmaster to sign off on the 2016 Local Memorandum Of Understanding or LMOU. The LMOU is negotiated between the local APWU designees and local Management designees for locally determined rules for implementing work schedules, annual leave, and other benefits listed under Article 30 of the National Agreement. After each new National Agreement has been negotiated, locally designated APWU representatives have the opportunity to negotiate each installation's LMOU. The current Medford 2016 LMOU was negotiated following the Arbitration Award issued July 8, 2016.
Since we are getting close to finalizing the annual leave sign-up process in Medford, many of you will want to be aware of this change....
In past LMOUs, following the annual leave sign-ups, employees would have to wait until "no sooner than 35 days" prior to the requested time off. The 2016 LMOU was negotiated stating:
After final signing of the Annual Leave Sheet has been completed, annual leave will be requested on Form 3971 and shall be submitted no sooner than 60 days prior to the requested hour or hours of leave.
Our members requested this change to 60 days so that employees would have better opportunities to plan earlier especially when attempting to purchase airline fares. The submitted requests will still be granted on a first come first serve basis as stated in the LMOU.
PSE Clerks also have the opportunity to sign up for annual leave. When PSE Clerks are granted leave, they are granted at least a seven day period from Saturday through Friday of the week they are granted. The 2016 LMOU was negotiated stating:
B. Postal Support Employees (PSEs), for the purpose of vacation planning, shall have a basic work week from Saturday through Friday.
C. Exceptions may be granted by agreement between the employee and Management.
Another issue that may arise for Medford Clerks that bid from the Mail Processing Center (MPC) to Customer Service facilities, and vice versa, is having your name placed onto the Overtime Desired List (OTDL) mid quarter. The 2016 LMOU states:
An employee may opt to bring his/her name forward from one overtime desired list to another when he/she is the successful bidder in another facility within the Medford, OR installation. The employee shall notify management at the new facility in writing within one pay period following the effective date of the new assignment.
So, if you bid from a mail processing duty assignment at the MPC, to say, a window position at the Main Post Office, if you were on the OTDL at the MPC and want to be on the OTDL at the Main Post Office, you will need to provide your immediate supervisor with a written letter requesting to be placed onto the OTDL within two weeks after you start working your new bid job.