On July 30, 2008, the APWU Eastern Region Coordinator, Mike Gallagher, was notified that the Philadelphia Installation is under Article 12, along with many other surrounding states. The Philadelphia Installation consists of: the Lindbergh Facility, the AMC, and all Philadelphia city stations.
The Local officers, along with Mike Gallagher, met with USPS District Management on August 29, 2008. At this meeting management informed us of their intention to excess 113 level six clerks, and three level seven clerks from the Philadelphia Installation. At this time the 116 identified clerks had already received notification they might possibly be excessed. We are exhausting every available option to minimize this impact to our membership and making sure all contractual provisions are adhered to.
Causing division amongst the ranks is an old tactic; they use because they know it can take time to settle, and the longer an issue takes to be settled the more agitated the workers become with the union, and each other. This is done in an effort to distract our focus. In order for the union to be effective and prevail our members must remain strong, stick together and support each other and the union. Whenever you witness management violating the contract in any form or fashion please notify the union.
In a series of historic firsts, NALC President Bill Young addressed the delegates at our national convention and APWU President Bill Burrus spoke at the National Letter Carriers Convention, each of them promoting solidarity. President Young urged all APWU members to write their elected representatives and ask them to co-sponsor and support the Mail Network Protection Act (H.R 4236).
The Bill was introduced by Rep. Stephen Lynch (D – MA) on Nov 15, 2007, and would require the USPS to bargain with postal unions before it engages in significant subcontracting. I don’t have to explain to you how subcontracting would negatively effect our jobs, so it is imperative that we all take a stand and become more involved. Please contact our Legislative Director, June Cohen, at the union hall and she will be able to assist you in formatting a sample letter, with the proper address, to write your elected representatives.
I would also like you all to know that, just like when I was Treasurer, I have an open door policyand you all are always welcome.
Apparently, higher level management has also unilaterally decided to implement a plan where the presort mail originating at (PSI ) Reading, PA, that is normally delivered to the Philadelphia AMC for distribution to commercial air carriers will instead be delivered directly to the commercial air carrier’s freight warehouses, by-passing the Philadelphia AMC. It is management’s intention that this plan be fully implemented by some time in October. This course of action will have an adverse impact on AMC employees.
The shifting of work from the AMC, and the piece-meal elimination of operations, is just a part of the larger USPS plan to close AMCs across the country. Will postal management close the Philadelphia AMC as they have so many other AMCs across the country? I don’t know, but rest assured the Local is making every attempt to thwart this attack on our jobs. As we acquire information we will provide it to the membership. It is unfortunate that postal management chooses to act more like the CIA than the USPS when it comes to sharing information with the union.
It is sad that instead of viewing the union, and our members, as an equal partner in the mail business that are capable of providing the postal service with invaluable input and insight into truly making this a successful and viable organization, now and into the future, we are viewed as the enemy. I am truly baffled as to why postal management continues to make so many short-sighted and ridiculous decisions based on who knows what information. These decisions will have a profoundly negative impact on the survival of the USPS.
It is unfathomable that the postal service will cut jobs and staffing while we have lines of customers at stations that stretch out the door due to unfilled vacancies and job reversions. It is inconceivable how a customer service oriented business can operate like this and expect to survive. It would seem that the USPS has essentially lost its way.
Our future depends on the continued use of our services by the public, and if the USPS continues to disregard the needs of its customers we are all in for a very bleak tomorrow. The officers and stewards of the Philadelphia PA Area Local APWU will continue to fight for our members and our future.
Well, we have hit the ground running; to date we have conducted several basic steward training seminars and step two hearing courses at the union office. We have attended quite a few meetings in these past two months with management on a number of issues, including labor/management and safety and health to name a few.
Our country has embarked on, and continuously faces, challenging times that are adversely affecting numerous families; from job security to the costs of everyday necessities. The prices of gas, utilities, food, etc. are outrageous and warrant some prudent financial decisions that will allow people to keep their heads above the water. Well, I plan to use that same methodology in reference to this local’s finances.
On July 1, 2008, the Mayor of Philadelphia, Michael Nutter, implemented legislation to reduce the city wage tax. Prior to the bill being passed, the city wage tax rate was 4.219%. The new rate is 3.98% for all residents of Philadelphia, and for non residents the wage tax is 3.5392%. This change became effective during pay period 14/08 and should reflect in paychecks received on July 11, 2008 and thereafter. The reduction may not appear to be significant, but in these trying times, every little bit helps.
Also, the fourth COLA of the 2006 National Agreement will take effect during Pay Period 19/08 (August 30, 2008). Paychecks dated September 19, 2008, will reflect that change. The COLA is based on the July 2008, Consumer Price Index (CPI) and is the highest that we have ever received. APWU bargaining unit employees will receive an annual raise of $1,477.00! The adjustment will equate to a 71 cents per hour increase, or $56.80 a pay period.
Our national organization reported that the House of Representatives passed H.R. 1108 on July 30, 2008. One measure of the bill would allow Federal Employees Retirement System (FERS) employees credit for unused sick leave when calculating retirement annuities. Previously, only Civil Service Retirement System (CSRS) employees were allowed to participate in this benefit. The provision allows federal employees who retire within three years from the date of enactment of the bill, credit for 75 percent of unused sick leave. Federal employees that retire more than three years of this legislation would receive full credit. USPS employees that were hired after 1983 are categorized as FERS employees. The bill was passed 326-102, which gives it a veto-proof margin in the House of Representatives. President William Burrus stated that this is an important bill that the union enthusiastically supports. Updates will be reported as more information becomes available.
As an APWU member we encourage members from other unions to utilize the services that assist in keeping us gainfully employed and as union members we have an obligation to promote solidarity as well. Whenever possible we should try to promote union labor and take advantage of benefits afforded to us because we are dues paying members. The Union Plus website, www.unionplus.com, is a site that offers various benefits for APWU members such as; education scholarships, credit cards, health club discounts, mortgage and real estate assistance, discounts on computers, and other discounts and benefits that may be advantageous to you and your families. The benefits from this website are available to you because as a member you believe in promoting unity and strength within our organization.
Additionally, I would also like to report that employees may use the USPS employee website, www.liteblue.usps.gov, to place bids, request unscheduled leave, view copies of your pay stubs, view and print documents from your official personnel folder such as all Form 50’s (Notice of Personnel Action), bargaining unit reassignment opportunities, deals and discounts for postal employees on designated products, and utilize Postalease to make changes to your benefits or payroll deductions. You may also use Postalease to request an optional retirement annuity estimate if you are eligible to retire within the next five years. To access any of this information listed you will need your employee ID number, which is located on your pay stub, and also your USPS pin. If you do not know your pin, have forgotten it, or would like to change it, there is an option on the webpage that will allow you to make the necessary changes.
Again, I just wanted to say thanks for your support in the Local election and I look forward to serving as your Treasurer.
In Solidarity!
Pursuant to the Memorandum of Understanding (MOU) found on pages 381 through 384 of the National Collective Bargaining Agreement 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.
Affected employees requesting transfer must meet the minimum qualifications for the position being considered. In accordance with applicable provisions of the EL-312 Handbook, nepotism rules are still in effect. Affected employees work, attendance and safety records will not be considered when applying for transfer as a result of impending excessing. Affected employees will not be required to have 18 or 12 months of service in their present installation prior to requesting a transfer to another installation. 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 and the affected employee will be allowed to transfer prior to the excessing if they desire.
The postal service will not provide affected employees copies of vacancies at postal facilities in advance of transfer requests. Installations with hard to fill vacancies post them in eReassign as reassignment opportunities. 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.
Selections by installations accepting transfer requests will be on a seniority basis using craft installation seniority from the losing installation. In the event of a seniority tie, the tie breaker will be as follows: a) total career postal time, and b) entered on duty date. 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 excessed employee.
An employee accepting transfer under the priority consideration will have their name removed from the priority eReassign pending request list at all locations. Affected 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.
Employees may transfer across APWU craft lines. Transfers outside the craft will be processed in accordance with applicable provisions of the collective bargaining agreement and postal regulations. Affected employees requesting transfers must meet the minimum qualifications for the position being considered. The first selection will come from the same craft to same craft prior to making cross-craft selections. There is no priority consideration to non-APWU craft positions.
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 their request through eReassign.
Any employee wishing to transfer under this memorandum of understanding between the USPS and the APWU needing more information may contact me at 610-522-4520.
The current economy, gas prices, the cost to feed our families and provide security is a clear indication that we should be very concerned. In light of these difficulties, a business-preoccupied employer has decidedly sought to protect their bottom line and abandon the security for our families. We must, therefore, be vigilant, united and forceful in the enforcement of our contractual agreement. We can not be lax, nor can we be naive about the steps being taken by management to diminish our rights. Recently, there has been talk of facility closings, and realignment (redistribution) of our assignments.
This is certain; war is being waged directly against unions and their members. Let me be absolutely clear, we are not in agreement with any decision to reduce jobs or cast employees aside by sending them out of our facility. We will not sit idly by while these, and other decisions, are made without discussion or the union’s input. We will not assist them in the weakening of our union or the diminishing of the rights that each of us is guaranteed. I assure you that each of us has a stake in this fight! Each and every one of us; whether you’re a clerk or maintenance, custodian, MVS, mechanic, technician or welder; whether you work at a desk or feed the mail into a machine, or turn a wrench, we are all at risk! We must fight together for all our jobs, and for all our rights. It is the life’s work of all unionists everywhere to fight for the rights of the worker.
We must organize our brothers and sisters who left our union; after all, organizing members and potential members are the life’s blood of a union. The union must remain strong; its survival depends on the membership and its survival will ensure the survival of its members. Potential members must see with clear eyes the need for their support. Without them, and a unified union, we will lose this fight. We must all put aside our individual ideals and work together in this endeavor. During the next few months, there will be many changes planned by management, however, we will not allow our way of life to be diminished. Join me and the many others in this fight for the survival of our families, our future in this workplace, and our way of life. The next step is up to you.
For clarification, allow me to say once again; the many changes in jobs, the changes in staffing, these are all decisions that were made without discussion with the union. These issues, and others, are the central subject of several grievance appeals. We do not agree with any of them! We will not allow these issues to go unchallenged or overlooked. We will be aggressive, diligent, and consistent in the steadfast enforcement of our National and Local Contractual Agreements.
Once again, Thank you, for your time and renewed support in this fight, and our Local.
At this time the impact affects 116 clerks. The Collective Bargaining Agreement provides that the “dislocation and inconvenience to full-time and part-time employees shall be kept to a minimum consistent with the needs of the service.” That means the postal service shall give full consideration to withholding sufficient full-time and part-time flexible positions within the area for those employees who may be involuntarily reassigned.
What does your Local do in this situation? Your Local, in conjunction with our Eastern Region Coordinator, is responsible for enforcing all contractual provisions involved in the implementation of Article 12. This includes a review of the ‘impact statement.’ An impact statement has all the available information used by the postal service to determine the need to excess. Your Union will review the impact statement and discuss with management its reasons for downsizing and try to come up with ways to reduce the impact and /or diminish its effects on the employees.
As a union we cannot stop the need for the Postal Service to excess, but we can and will make every argument available to us to decrease the impact of this action. One thing we need is for our employees to become proactive instead of reactive. When management does the work of the clerk craft it greatly affects our jobs; notify a steward and file a grievance. When other crafts perform clerk work it also diminishes the need to employ our craft; notify a steward and file a grievance. When you, as a clerk, are asked to do a particular job never say that it not your responsibility, or get someone else to do it because management will. The position of the American Postal Workers Union is to view as many jobs as possible as opportunities for APWU bargaining unit employees. Technology has changed the postal service’s need for manual labor. There may be additional changes the future that could adversely affect our members and since we are in this together, we have to fight together.
Barack Obama says that, “politics didn’t lead me to working folks; working folks led me to politics.” After college, he worked with a church-affiliated organization as a community organizer in a Chicago neighborhood devastated by the closing of steel mills. He worked with community members to get a job-training program in the area, and get the city to test the housing projects for asbestos. He talks about his time in that community as being the inspiration for what he does as a public servant today.
For the past eight years, the Bush Administration has given big tax cuts to the wealthy and granted the wishes of special interests while living standards have declined for the rest of us. Good jobs have continued to be “outsourced” at an alarming rate to nations with poor labor standards. Our nation is saddled with mounting deficits, and many thousands of families are losing their homes to the schemes of corporate financiers. Workers’ rights and safety-and-health protections are being systematically eroded by politically-appointed Labor Department and NLRB officials, and nothing has been accomplished to solve the healthcare crisis.
Obama stated, “These challenges are not government’s entire making. But the failure to respond is a direct result of a broken politics in Washington and the failed policies of George W. Bush.” During his years of public life, Senator Obama has stood staunchly with the union movement. He has stood up for working families in 98 percent of the votes he has cast as a legislator. Senator McCain’s record, by comparison, is only 16 percent.
McCain voted in favor of President Bush’s Social Security privatization plan, and has stated that the only solution for fixing Social Security is through privatized accounts. This privatization scheme would directly affect all postal employees who are covered by the Federal Employee Retirement System (FERS) and who will depend on Social Security for their retirement benefits.
While every American can, and should, admire Senator McCain for his military service record and the fact that he was a prisoner of war, they should realize that he has voted numerous times against legislation that would have improved the lives of our veterans.
Barack Obama will side with workers. In the Illinois State Senate and U.S. Senate, he has consistently supported our issues, living up to his words. He supported strong wages by voting to raise the minimum wage, enforce prevailing wages and guarantee equal pay. Obama wants to close corporate tax loopholes so we don’t reward corporations for sending our jobs overseas. He believes in a fair trade policy that protects workers’ rights and will only enter trade agreements with strong labor protections. Obama will protect our retirement by ensuring Social Security stays strong.
So on November 4, 2008, be a part of history, do your part to take back OUR country. VOTE FOR BARACK OBAMA!