• ITEM #1: SEPARABILITY CLAUSE
• ITEM #2: IMPLEMENTATION OF CHANGES
• ITEM #3: LABOR MANAGEMENT MEETINGS
• ITEM #4: WASH UP PERIOD
• ITEM #5: SECTIONS DEFINED-EXCESSING
• ITEM #6: HOLIDAYS
• ITEM #7: POSTINGS
• ITEM #8: SCHEDULING OF ANNUAL LEAVE
• ITEM #9: ASSIGNMENT OF ILL OR INJURED EMPLOYEES
• ITEM #10:. ABSENCE DUE TO ILLNESS OR INJURY
• ITEM #11:. OVERTIME
• ITEM #12:. NOTICE TO UNIONS
• ITEM #13: SAFETY AND HEALTH
• ITEM #14: EMPLOYEE PARKING
• ITEM #15:. TERMINATION OR CURTAILMENT OF POSTAL OPERATIONS
• ITEM 8 QUESTIONS AND ANSWERS

ITEM#1
SEPARABILITY CLAUSE

Should any part of this memorandum or any provisions contained herein be rendered or declared invalid by reason of any existing or subsequently enacted legislation or by a court of competent jurisdiction, such invalidation of such part or provision of this Memorandum shall not invalidate the remaining portions of this Memorandum, and they shall remain in full force and effect.

ITEM #2
IMPLEMENTATION OF CHANGES

Both parties recognize the need for improvement of mail service.

The Union will be informed as far in advance as possible of implementation of changes that affect jobs or working conditions.

ITEM #3
LABOR-MANAGEMENT MEETINGS

1. An exchange of agenda items for discussion at scheduled meetings must be submitted no less then seven (7) days in advance. The agendas are to be specific and in detail. Both parties agree that matters not included in the agenda may be made the subject of discussion. Management responses to agenda items that must be researched shall be submitted to the Union no later than seven (7) days after the date of the meeting.

2. The Union representative shall be given an opportunity to verify the minutes of each meeting before they are published.

3.      Labor-Management meetings will be no less than on a quarterly basis. If no new or old business is available for discussion, it will be noted and a copy forwarded to the Union indicating such.   

ITEM #4
WASH-UP PERIOD

The “past practice” of granting employees a reasonable wash-up period prior to lunch and at the end of the tour will continue throughout the duration of this agreement. In addition, employees will be granted additional wash-up time for biochemical threats as per National guidelines from USPS and APWU.    

ITEM #5
SECTION DEFINED- EXCESSING

  The parties agree that for the purpose of excessing, sections will be by tour as listed below:  

Clerk Craft  

Belt Operations,
Priority Dispatch,
FSM Dispatch
Bulk Mail Acceptance Clerks
Clerks Stenos
Data Collection Clerks
DMAF
Duplicating
Expediters-by-bid
Express Mail
 FSM Operators by bid, scheme, and skill
In-plant Support
Mail Processing Clerks by PAA
Mail Requirements Clerks
Main Office (LDC 48, Window Services, Philatelic)
Mobil Units
Modified General Clerks (Plant)
Nixie Clerks
 PEDC Technicians
Pool and Relief Clerks
Quality Control
Rita Ranch
Registry Room-Plant
SPBS
SSPC
Stamps by Mail
Station Clerks (By Stations)
Supply 

Motor Vehicle Craft  
Clerical DSI
Garage men
 Mechanics
Maintenance Craft  

By occupational group and level  
Labor Custodial
Group Leader, Custodial
Maintenance Mechanic
Maintenance Support Clerk
 Postal Machine Mechanics
 Blacksmith
Carpenter
Stationary Engineer
Area Maintenance
Technicians
Electronic Technician
Building Equipment Mechanics    

ITEM #6
HOLIDAYS

 

  Management will determine the number of employees needed to work the holiday, by station and tour and section, as spelled out below. Full-time employees will not be mandated to work their holiday unless all casuals, PTF Clerks with necessary skills (effective until January 2008), and FTR volunteers have been maximized, including changing a PTF’s schedule within tour.

Bulk Mail Acceptance Clerks
DMAF
Expediter by bid
Express Mail
FSM Clerks by bid, scheme and skill
In-Plant Support
Mail Processing Clerks by PAA
Mail Requirement Clerks
Main Office (LDC 48, Window Services, Philatelic)
Mobil Units
Modified General Clerks (Plant)
Pool Relief Clerks (Will be considered part of the section to which they are assigned as reflected on PS-1723)
Rita Ranch
SPBS
SSPC
Stamps by Mail
Station Clerks (By Station)


Motor Vehicle Craft


Clerical
DSI
Garagemen
Mechanics


Maintenance


Occupational group and level


Labor/Custodian
Group Leader/Custodian
Maintenance Mechanic
Maintenance Support Clerk
Postal Machine Mechanics
Blacksmith/Welder
Carpenter
Stationary Engineer
Area Maintenance Technicians
Electronic Technicians
Building Equipment Mechanics


For the purposes of Holidays, unencumbered employees will be considered a part of the section to which they are assigned to at the time of the holiday.


The employer will select to work on their holiday, or day designated as their holiday, in the following sequential order:


1     All full-time and part-time regulars who volunteer by seniority.
2     All casuals, even if overtime in necessary.
3     All PTF’s even if overtime is necessary.
4     Full-time and part-time non volunteers by inverse seniority.

   
1.    All positions vacant on the first Monday of the pay period, and determined not to be reverted, shall be posted for bid on the
       second Monday of the same pay period. EXCEPTION: When a holiday falls on the second Monday of a pay period, the            second Tuesday of the pay period shall be the posting day. The bids will be received until 1600 hours on the first Thursday of
       the following pay period. Providing no computer breakdown, all clerical and maintenance positions posted for bid shall be
       posted in the plant by 5:00p.m. Monday and stations and branches by 12 p.m. on Tuesday.

2.    One copy of all positions for bid shall be mailed to the Union President or the President’s designee. Additionally, one copy will
       be posted on the Employee Bulletin Board identifying the successful bidder.

3.    Bids must be done by computer using Postal ease or phone bidding.


4.    Invitations for bids must include all pertinent information such as principal assignment area, location, hours, schemes, heavy lifting, prolonged periods of standing, fixed days off, loading and unloading trucks.

5.    The awards of bids shall be posted on the second Monday of the pay period. (When the Monday is a holiday, the posting shall occur on Tuesday). The successful bidder shall be assigned to the position effective the first Saturday of the following pay period, except:

a.    During the month of December. EXCEPTION: When bid only affects a change in days off for the employee, the award shall not be deferred unless the employer and the union agrees that the needs of the service will be impacted.

b.    When an extension is agreed upon after consultation with the Union.

c.    When qualifying period is involved.

6.    When qualifying period is involved, permanent filling of the position shall be deferred in accordance with Article 37, Section 3F, of the Collective Bargaining Agreement.

7.    Senior bidders shall begin employee’s initiated training no later than 10 days after the posting of the awards. EXCEPTION: When the Monday designated as the day to post awards is a holiday, they shall be posted on Tuesday and the senior bidder shall begin training no later than 13 days from that date.

a.    In the event Management deems it necessary to change the starting time of a duty assignment by more than one hour and/or change the duties, principal assignment area, or scheme assignments, the incumbent will be given written notification of the changes with the option of accepting or declining the change. Only if the incumbent declines the changes will the job be reposted. A copy of the notification shall be posted as per Article 7, Section 1 of the Local Memorandum of Understanding.

Motor Vehicle Craft Only

No assignment will be posted because of change in starting time unless the change exceeds two hours. Whether to post or not is negotiable at the local level, if it exceeds two hours.

b.    When it is not feasible to make an orderly change to an assignment as a result of the bidding procedure because of tour or days off, the employee, at his/her option, shall be granted a schedule change of the effective date, with the Union’s concurrence (PS Form 3189) or given the appropriate leave to facilitate the change to the new assignment. Where there is an overlap of tours, employees will have to take annual leave, leave without pay or schedule change.

c.    When more than one position has not been bid so that it is necessary to assign the senior unencumbered FTR to these positions, the choice of jobs shall be offered to the most senior of those to be assigned.

d.    The Union and Management agree that notification of the assignment of unassigned regulars to a fixed schedule and days off shall be in writing to the employee. Assignment of unassigned regulars to un-bid duty assignments will be posted on awards notices. A copy of such assignments will be furnished to the local Union.

8    Tours: The hours for tours will be any duty assignment with a start time between:

Tour I  -  2000 and 0399
Tour II  -  0400 and 1199
Tour III  -  1200 and 1999

    1.    Vacation planning as hereinafter provided is clarified for local application within the framework of and not conflicting with the National Agreement. The appropriate supervisor shall be responsible for scheduling and granting annual leave within his/her station or branch, tour and section, on an equitable basis, with due regard for the needs of the service and welfare of the employees. Requests for annual leave during the choice vacation period, submitted prior to the deadline, shall be awarded by craft seniority.

2.    The dates of the choice vacation period shall be from December 26th through November 30th, both dates inclusive. The cutoff date for submission of PS Form 3971’s shall be December 1st.

3.    The vacation applied for may start on any day of the week, at each employee’s option.

4.    Employee shall have the option to select either one or two periods of annual leave during the choice vacation period.

5.    Jury duty, military duty, and attendance to a national regional or state convention or assembly shall not be charged to the choice vacation period.

6.    A minimum of thirteen (13) percent of the total compliment by craft shall be allowed leave each week during the choice vacation period, by section. Any fraction of .01 is rounded up to the nearest whole number. I.e.: 2.01 employees equal 3 employees or 3.80 employees equal 4 employees.


7.    Employees shall submit two requests for the choice vacation period leave no later than midnight Dec. 1. Between Dec. 1 and Dec. 15 Management shall approve the choices by seniority, approving the first choice for all employees in the section prior to approving any second choices. In the event management cannot approve the first choice of an employee, that employee will be notified and given the opportunity to select another choice before going on to the next junior employee. Once all employees in a section have an approved first choice, the supervisor shall follow the same method for approving the second choices by seniority, as long as such approval would not exceed the limitations contained in the National Agreement on choice vacation leave section.

8.    All applications for annual leave for the choice vacation period shall be submitted to the employee’s immediate supervisor on their assigned tour and in their work assignment area in triplicate on PS Form 3971. The supervisor shall initial and return the triplicate copy, not indicating approval or disapproval, only receipt. The appropriate supervisor shall, within two weeks after the final date of submission, furnish the employee with the duplicate indicating the vacation schedule approved for the employee. A leave chart shall be posted in each unit showing the approved vacation period for each employee within that unit, by craft, station, and branch, during the choice vacation period. The leave chart shall be posted not later than December 30th.


9.    Employees who find that they are unable to take their approved choice vacation period shall notify the station manager or unit supervisor as soon as it has become evident they do not intend to use the granted period. These vacated periods shall be posted in the unit upon notification for a period of ten (10) days and granting of leave for reverted periods shall be by craft seniority. Employees shall notify the supervisor via Form 3971 when they cancel all or a portion of prior approved choice annual leave request, annotating “cancel approved annual leave,” and a copy will be provided to the Union.

10.    Requests for periods of annual leave other than during the choice vacation periods shall be granted on an as available, first-come, first-served basis. Seniority shall be used only to break a tie when requests are submitted on the same day at the same time at the stations, within the same tour, by time. Application for non-choice vacation leave shall be submitted in triplicate to the employee’s immediate supervisor on the employee’s assigned tour and work location. The supervisor shall initial and return the triplicate copy, not indicating approval or disapproval, only receipt. Duplicates of requests shall be returned with action indicated within 72 hours after submission. If duplicate is not returned within 72 hours after submission of PS Form3971, the leave shall be granted. Requests for annual leave other than the choice vacation will not be accepted more than 45 days prior to the actual date requested. **Unless the employee can show a legitimate reason for making the request in advance of the 45 day period.

a.    Employees who earn 13 days of leave per year are granted 10 days for prime time. Employees who earn 20 or 26 days of leave per year are granted 15 days for prime time. Employees are allowed up to two prime time choices in units of either 5 or 10 working days, the total working days of those choices cannot exceed the 10 or 15 days above.


b.    If a leave request is denied the supervisor will annotate the leave book (P&DC) or the leave board (Customer Service) redlining the dates denied so that they are not granted to a different employee in a future request.

c.    Effective for 2007 only- “For Thanksgiving week a minimum of ten (10) percent of career craft employees by tour, station, and branch shall be granted annual leave. Submission of PS- 3971 will be accepted beginning October 1 and no later than October 10. Approval will be granted by craft seniority. Employees will be notified by October 15 of the disposition of their request. Employees requested annual leave in conjunction with their scheduled holiday or scheduled days off will so annotate to work in their work location.”

11.    Attendance at union meetings: Employees desirous of attending union meetings should discuss the necessary time off arrangements with their supervisor at least one (1) week in advance. Management will give the utmost consideration to such requests, bearing in mind the immediate needs of the service.

12.    Full-time Regular and Part-time regular employees at the stations shall be considered in one section for the purpose of annual leave scheduling.

13.    Rehab Clerks shall be included in the vacation planning as part of the section where they are assigned and shall submit leave and their requests shall be approved using their clerk craft seniority.

14.    For the purpose of annual leave, unassigned regulars will submit choice vacation selections in the section in which they are assigned at the time of submission.

15.    The Parties agree for the purpose of Annual Leave Sections will be by Tour as listed.

Bulk Mail Acceptance Clerks
DMAF   
Expediter by Bid
Express Mail
FSM Clerks by bid, scheme, and skill
In-Plant Support
Mail Processing Clerks by PAA
Mail Requirement Clerks
Main Office (LDC 48, Window Services, Philatelic)
Mobil Units
Modified General Clerks (Plant)
Pool & Relief Clerks
Rita Ranch
SPBS
SSPC
Stamps by Mail
Station Clerks (By Station)

Motor Vehicle Craft

Clerical
DSI
Garagemen
Mechanics

Maintenance Sections for Annual Leave

By occupational group and level

Labor/Custodian
Group Leader/Custodian
Maintenance Mechanic
Maintenance Support Clerk
Postal Machine Mechanic
Blacksmith/Welder
Carpenter
Stationary Engineer
Area Maintenance technicians
Electronic Technicians
Building Equipment Mechanics

  
1.    It is hereby agreed to by all parties concerned that the earliest possible return to duty of any ill or injured employee is in the best interest of the Postal Service and the individual concerned, consistent with medical determination of the attending medical authority.

2.    Any and all written requests from an employee for a temporary or permanent change in duty assignment submitted per the provisions of Article XIII of the National Agreement shall be submitted as soon as possible. Each light duty request shall be acted upon based on its own merit and may not be cited as precedent in past or future requests. The committee shall be composed of three members from management and one member each from the NALC, APWU, and LIUNA. A quorum will consist of four members. The chairperson shall be a management member. Meeting time will be on a no-loss-no gain basis for the members. Management shall call the meeting of the committee once a pay period. The committee shall not be convened on light duty requests of two weeks or less. One medical authority extension of two weeks or less shall not require reconvening of the advisory committee. Light duty assignments authorized under Article XIII of the national Agreement shall be afforded qualified employees consistent with their medical limitations and availability of assignment. Minutes from the light duty meetings will be provided to the Union by the Chairperson.

3.    Any employee recuperating from an illness or off-the-job injury who is temporarily unable to perform their assigned duties may voluntary submit a written request for temporary light duty. Employees requesting light duty, and supervisors responding to those requests shall comply with the following instruction; there will be no exceptions:

a.    For serious medical conditions, the request must be initiated prior to reporting for work. All other light duty requests for a duration of two (2) weeks or more shall be referred to the Light Duty Committee. This referral shall not delay the assignment of available light duty work.

b.    The employee’s request must be in writing, submitted to the Health Unit or supervisor along with medical documentation from their licensed health care professional.

c.    The document must contain medical restrictions, outlining the restrictions which have been placed on the employee by his/her health care provider, with the anticipated convalescence period.

d.    If management determines there is no work available within the restriction, the postmaster, or designee, and the Union President, or designee, shall be notified along with referring the request to the Light Duty Committee. Every effort shall be made to find work in other work locations.

e.    The employee is required to inform management of any changes in their medical restrictions.

f.    It will be the responsibility of the employee to provide current medical restrictions every thirty (30) days in the event the light duty assignment exceeds that time frame. Unless otherwise stated by the employee’s medical provider. If the anticipated duration of convalescence is unknown, the employee will submit updated requests with supporting medical documentation every thirty (30) days.

g.    Under no circumstances will an employee work in excess of their medical restrictions.

h.    No APWU bargaining employee will be negatively impacted by Management assigning light duty within our crafts to an employee from another craft.


i.    Management will notify the local APWU President in writing at least 24 hours prior to any assignment of another craft employee into our craft.


j.    Light duty shall only be requested if an employee is unable or restricted from performing the core duties of their bid duty assignment. The supervisor may request medical restrictions to determine the employee’s unavailability to perform other duties assigned.


4.    The following will be considered light duty assignments for the Clerk Craft; however, nothing preludes management or the committee from agreeing to other accommodations within the employee’s medical restrictions.

Telephone answering duties
Processing PS Forms 3574 and 3579
Markup Mail, box forwards, Nixie, mechanical markups, etc.
Postmarking forms for windows and carriers
Window duties, depending on illness or injury
Boxing mail
Office details for which the employee qualifies
Lobby Director
Stamps by Mail
Rewrap Torn Letters
Letter and or Flat Distribution
Outgoing and Ingoing Primer & SCF

The following shall be considered light duty assignments for the Motor   Vehicle Craft:

Postal vehicle safety checks and fueling. Cleaning vehicle windshields, windows, and interior, exterior of Postal vehicles and washing Postal vehicles. Cleaning work benches, shop equipment and vehicle parts prior to assembly.  Office work if needed and available. Cleaning parts room and assisting storekeeper if work is available. Bench work such as turning brake drums and rotors, rebuilding vehicle doors and distributors. Garage maintenance such as cleaning shop, vehicle wash rack, Part(s) storage rooms. Providing no heavy lifting involved and within restrictions, assists other automotive technicians in the service of postal vehicles and any duty of a light duty nature, as requested by fleet manager or shop supervisor. Providing qualifications already meet Postal vehicle driving requirements and possess a valid driver’s license, shuttling postal vehicles.

The following shall be considered light duty assignments for the Maintenance Craft:

Tool Room
Parts assistant and work orders
Office details for which employee qualifies

5.    Anytime an APWU bargaining unit employee requests or is denied light duty, the tour steward will be notified.

6.    The Union will be provided with a copy of the weekly flash report from the Plant and information requested by the APWU designee to the Light Duty Committee necessary to determine the availability of light duty work.

7.    The affected Union will be notified upon the assignment of a limited duty employee into, out of, or within its craft jurisdiction.

8.    The Union will continue to receive notice of employees on limited duty by pay location, D/A and LDC codes, as well as, the pay location of their limited duty assignment. The Union will be given the opportunity for input on new and changed limited duty assignments with the Plant after the light duty meeting.

 When an employee is absent from work because of illness or injury, it may be necessary for the supervisor to contact the employee at home concerning the period he/she expects to be away from work. This is to enable supervision to forecast work hour requirements and prepare duty schedules and in no way should be construed as pressure for the employee to return to work. The employer is strongly opposed to any action designed to make an employee feel obligated to return to work before physically able.              
 

ITEM #11
OVERTIME

1. The overtime desired list shall be prepared and maintained by craft, station, or branch, tour and section. For overtime purposes, sections are defined as follows:

 

SECTIONS

Bulk Mail Acceptance Clerks
DMAF         
Expediter by Bid
Express Mail
FSM Clerks by bid, scheme, and skill
In-Plant support
Mail Processing clerks by PAA
Mail Requirements Clerks
Main Office (LDC48, Window Services, Philatelic)
Mobile Units
Modified General Clerks (Plant)
Pool & Relief Clerks
Rita Ranch
SPBS
SSPC
Stamps by Mail
Station Clerks (By Station)

MOTOR VEHICLE

Clerical
DSI
Garagemen
Mechanics

 

Overtime worked by mechanics that is less than 3 0 minutes will not be considered an opportunity.

 

2. When the need for overtime arises in operations not requiring a scheme or skill in unspecified operations not having bid jobs in them, currently defined as Plant: 150, 170, customer service (box sections), spreading of mail, simplified distribution and spreading carrier-route presort mail, will be assigned to those employees on the OTDL. Future additions or deletions of the current list will require a written agreement between management and the APWU.

 

a.      The Tucson P & DC shall have two (2) OTDL’s consisting of a regular OTDL for up to 12 hour daily assignments and a separate sixth (6^th) day list. The Customer Services side of the house will have three (3) separate OTDL’s consisting of a 10 hour list, a 12 hour list, and a sixth (6^th) day list.

 

The OTDL’s will be maintained separately. Employees not desiring any overtime should not sign any lists. Employees desiring all overtime should sign all lists. For instance, if an employee only signs the 6^th day list, that employee will be rotated for sixth day assignments among those other employees also on that specific list. However, if the regular overtime list was exhausted, that employee would be required to work other overtime assignments prior to employees who did not sign any of the OTDL’s.

 

3. Any employee who wishes to remove their name from the OTDL during the quarter will do so in writing. Such requests will be provided to their immediate supervisor. A copy of the same will be provided to the representing steward. Any employee who removes their name during the quarter will be obligated, unless excused be Management, to work any prior notification commitments of overtime. (Limited to end tour overtime on the day of notification, beginning of tour overtime on the day immediately following notification, and 6^th day assignments for the week immediately following notification. Since the employee has provided notification of their desire to remove their name from the OTDL Management is prohibited from any future overtime desired list assignments to that employee during the remainder of the quarter.) If a steward is not assigned to a station the APWU President will be notified.

4. At least one hours advance notice shall be given when overtime is required.

5. Any employee converted to Full-time during the Quarter will be offered the opportunity to sign the OTDL for that quarter within ten (10) days of their conversion.

6. Each quarter, pool and relief clerks shall sign the overtime desired list at the station to which assigned. A pool and relief clerk signing the OTDL will be eligible to be included on the OTDL at any station they are assigned to during the quarter. Pool and relief clerks will be allowed to work overtime by seniority on a rotating basis in the stations where they relieve.

7. Employees who have signed the OTDL at on pay location and subsequently move to a new section, either voluntarily or involuntarily, shall automatically transfer their name to the list in the new section or station. Upon arrival at their new assignment the employee must inform the supervisor that they are on the appropriate OTDL and to have their name listed on the OTDL at their new duty station.

8. Overtime of .25 units or less at the stations and branches will not be considered an overtime opportunity or bypass.

9. For the purpose of overtime, unencumbered employees shall sign the OTDL in the section to which they are assigned when the OTDL is posted. Unassigned Regulars shall be allowed to work overtime by seniority on a rotating basis in accordance with Article 8 of the Collective Bargaining Agreement and Item 11 of the LMOU.

10. In accordance with the MOU on overtime the employer will not require OTDL employees to work OT on more than four or the employees five scheduled days in a service week, nor more than 8 hours on their non scheduled day, or to work more than 6 days in a service week, excluding the month of December.

 

OVERTIME POLICY – MAINTENANCE

 

The Maintenance Craft overtime desired list (OTDL), shall be prepared and maintained by Tour and Section, listing volunteers willing to work overtime on their regular scheduled tour. When needed, overtime work for regular full-time employees will be scheduled among available, qualified employees who have signed the Overtime Desired List. There shall be an OTDL and OSDL (Out of Schedule Desired List) maintained. Selection for out of schedule work will be determined by position seniority and availability. Assignment of overtime is determined by current position seniority and availability. Management will schedule overtime as far in advance as reasonably possible based on the circumstances. However, when a need for immediate overtime occurs, any person absent, nonscheduled or on leave will be considered unavailable for Overtime.
 

Before mandating a non-OTDL person to overtime within their tour and section, qualified and available volunteers from the OTDL will be solicited 1^st, from other sections in the same job description on the tour where the need exists and 2^nd, from other tours within the same section where the need exists.

On scheduled sixth (6^th) day overtime, an employee must have a minimum eight (8) hours between time clock rings. The parties agree that when necessary, sixth (6^th) day overtime start time can be changed from the employee’s regular schedule where it would not negatively impact the work to be accomplished.

 

Maintenance Sections

By occupational group and level

Labor/Custodian
Group Leader/Custodian
Maintenance Mechanic
Maintenance Support Clerk
Postal Machine Mechanic
Blacksmith/Welder
Carpenter
Stationary Engineer
Area Maintenance Technicians
Electronic technicians
Building Equipment Mechanics
 

Clarifying comments (Maintenance Craft Only)
 

Volunteers will be selected from the OTDL & OSDL on a rotating basis by seniority. Non-volunteers will be assigned rotating by reverse seniority.

Overtime worked that is less than thirty (30) minutes will not be considered as an opportunity.

 

 

ITEM # 12
NOTICE TO UNIONS
 

1. One copy of all personnel notices, announcements, seniority lists, personnel rosters, and personnel assignment summaries shall be mailed to the Union President. 

2. Permanent posting kept on a current basis of all jobs covered by Tucson APWU showing job number, principal assignment area, days off, hours of work, location and incumbent’s name. Such posting kept on main bulletin board of north wall. (Plant) Posting will be updated quarterly. 

3. Seniority list shall be posted quarterly, and a copy mailed to the Local Union President within ten (10) days after the beginning of the new quarter. 

4. Two (2) copies of PS Form 1723 indicating assignment of any craft employee to a 204-b or any other non-bargaining unit position shall be sent to the Union President prior to the beginning of the detail. Information to include beginning, ending time & ending date of such assignment. In unforeseen circumstances, i.e., sick leave, FMLA, EAL, two (2) copies of PS-1723 will be provided to the Union President within three (3) working days. Working Days are considered as Monday through Friday. All PS- 1723’s will be mailed to the Union office. 

 

ITEM # 13
SAFETY AND HEALTH

1. Each employee shall be assigned an individual locker, whenever possible.

2. The employer and the Union support without reservation programs dealing with the health, safety, and welfare of all employees. 

3. The Safety and Health committee shall meet quarterly and at such other times as requested by a Committee Member and approved by the Chairman in order to discuss significant problems or items. The meetings shall be on time; each Committee Member shall submit agenda items to the Secretary at least three (3) working days prior to the meeting. There shall be equal representation on the Committee between the Union and Management. 

4. The Plant Safety and Health Committee shall meet on the last Thursday of each month.

 

 

ITEM # 14
EMPLOYEE PARKING

 

A committee established by the Plant Manager shall ( or his designee) review employee parking requirements and make recommendations regarding employee parking assignments. The Plant Manager (or his/her designee) shall give full consideration to the recommendations. All supervisors and EAS employees will be required to park in slots reserved for EAS employees and supervisors. A copy of any committee recommendations will be provided to the Local APWU President for their input prior to any decisions being made which would alter or change the current parking spaces.

 

ITEM # 15
TERMINATION OR CURTAILMENT OF POSTAL OPERATIONS

 

The parties recognize that the Postal Service is the most vital part of the communications machinery of the United States of America, and that, historically, this post office has provided this service to the public without interruption. Therefore, as a matter of policy, postal operations will not be terminated at the post office until the Postmaster determines that the conditions so warrant. Reasonable consideration shall be given, but not limited to, such conditions as:

 

1. The safety and health of the employee. 

2. Civil Disorders. 

3. Acts of God. 

4. Hazardous weather conditions. 

5. Advice of local authorities. 

6. Bomb threats. 

7. BDS

 

Management shall notify the employees, at the earliest possible time, of termination or curtailment of postal operations. Such notification may be by telephone and/or available public media, such as television or radio.
 

 

Attachment to the 2006-2010 LMOU
Tucson Installation Article 8 Questions and Answers
 

1. How many overtime desired lists will be used? 

1. Customer Services will have three: 1) a sixth day list, 2) a 10 hour list, 3) a 12 hour list. The P & DC will have two: 1) a sixth day list and 2) a regular overtime list (daily). 

2. How will daily overtime assignments be issued? 

1. Overtime assignments will be by section among qualified and available employees on the OTDL possessing the necessary skills. Management will assign overtime by the specific list on a rotating basis by seniority. If that list is exhausted (maximized) the Management will assign overtime to employees from other list(s) on a rotating basis by seniority. If additional overtime is still needed after all of the lists have been maximized, Management will assign overtime to employees not on a list on a rotating basis for a time critical dispatch. 

3. How will assignments for sixth day overtime be made? 

1. Management will assign sixth days in the same manner as described above. Those employees who have signed the sixth day OTDL will be utilized first on a rotating basis by seniority. If the sixth day list is exhausted (eight hour assignments are the maximum on a sixth day) then Management will assign sixth days to the other list(s) on a rotating basis by seniority. If all lists have been exhausted then Management will assign mandatory sixth days to employees not on any list on a rotating basis by inverse seniority. 

4. What does the term maximized mean? 

1. Employees on the OTDL are maximized when they have been assigned 12 hours of work in a day or 60 hours of work in a service week.

 

 

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           APWU Local 255                                               USPS, Customer Service

 

 

 

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                                                     USPS, P&DC