1996 LOCAL AGREEMENT

National Postal Mail Handlers Union

A Division of the

Laborers’ International Union of North America AFL-CIO

LOCAL 308

and

UNITED STATES POSTAL SERVICE

HARRISBURG, PENNSYLVANIA, 17107

NOTE:  All new language in this agreement appears in BOLD PRINT.   

1994 MAIL HANDLERS AGREEMENT

ARTICLE 30 – LOCAL IMPLEMENTATION

ITEM A – Wash Up Time

Mail Handlers shall be allowed necessary time to wash up when handling dirty or toxic material as has been management’s past practice.

ITEM B – Guidelines For Curtailment or Termination of Postal Operations to Conform to Orders of Local Authorities or as Local Conditions Warrant Because of Emergency Conditions.

a.      Emergency Conditions

If the Postmaster or his designee determines that conditions exist whereby continued postal operations could imperil the safety of employees, the Postmaster or designee will make a decision whether to curtail or terminate operations after consulting with the organizational representative, if possible. In arriving at the decision, the following conditions, as a minimum, must be considered:

1.     Reports from weather bureau, local authorities, local and state police about prevailing conditions.

2.     The closing of industries and federal and state agencies.

3.     Public transportation has been sharply curtailed.

4.     Normal entrances to the post office building are not accessible due to weather conditions.

      b.  Employee Notification

The Plant Manager, utilizing the news media, will communicate information relative to postal operations and duty hours of employees during the term of the emergency. 

     c.  Employee Attendance

Employees who fail to report for duty or who report late for duty under such conditions will be treated on an individual basis.

ITEM C – Formulation of Local Leave Program

Annual leave shall be granted on a section and tour basis by seniority during the calendar year, excluding the Christmas period.

The sections for all purposes in this contract are as follows:

          AMF – Harrisburg

          First Floor

          Second Floor

          MCC – when moved to the Main Office this will become part of  the First Floor section.

Military Duty, Maternity Leave, Jury Duty and Donation of Blood Leave will not be used in the calculations of the choice vacation period/short term annual leave.

In any instance where an employee is requested to submit evidence, the evidence must be submitted upon his/her return to duty. An exception to this rule can be made by supervisors if satisfied that evidence is necessary.

Seniority is the determining factor on long term and short term leave when requests are submitted simultaneously.

In the event that an employee cancels his/her leave, the first employee who was refused for that selection will be canvassed by the immediate supervisor to determine if that employee still desires to take the leave.

HOLIDAY SCHEDULING

If insufficient employees volunteer on a tour in one section and excess volunteers on the same tour in another section, the excess volunteers shall be used in the section where there are insufficient volunteers, providing they possess the necessary skills to perform the duties. These assignments shall be by seniority.    

All regulars and PTF’s will be given an eight (8) hour rest period between their next scheduled tour of duty.

Recognizing that changes to the facility and layout may necessitate adjustments to section assignments, the parties agree that a Labor/Management meeting will be the vehicle for redefining specific job assignments that are involved.

 ITEM D – Duration of the Choice Vacation Period

The choice vacation period shall be the entire calendar year, excluding the Christmas Period, which is the two weeks preceding Christmas week and the week of Christmas. Such duration is applicable to “Each Year” covered by the Local Memorandum.

 ITEM E – The Determination of the Beginning Day of an Employee’s Vacation Period

The beginning day of an employee’s vacation period will be the first day of his/her basic work week. Exceptions shall be granted by agreement among the employee, his/her union representative and the employer.

 ITEM F – Whether Employees at their Option May Request Two Selections During the Choice Vacation Period in Units of Either Five (5), Ten (10), or Fifteen (15) Days

Employees shall, at their option, request two (2) selections during the choice vacation period in units of either five (5) or ten (10) working days, provided adequate leave balances exist, the total not to exceed the ten (10) or fifteen (15) days set forth in Article 10 of the National Agreement.

A notice will be made available in advance concerning the pre-scheduling of annual leave for the choice vacation period. This notice will advise employees to make a personal note about their annual leave choices for the year on the Notice. It will be the employee’s responsibility to request and schedule sufficient leave to prevent forfeiture.

Employees will be contacted to report in seniority order to ascertain his/her desire for annual leave during the choice vacation period. At that time the employee must be prepared to select his/her vacation period(s).

Upon completion of the above first round of selections each employee will again be contacted in seniority order for second selection of the remaining full weeks. Following this, there will be a contact for a third time for their choice of periods for less than a week. Leave will be granted on a seniority basis. Only annual leave will be entered in the annual leave book.

ITEM G – Whether Jury Duty and Attendance at National or State Conventions Shall be Charged to the Choice Vacation Period.

a.      Jury Duty shall not  be charged against the choice vacation period.

b.     The maximum amount of employees that may attend a state or national convention without being charged against the choice vacation period are those elected to attend.

ITEM H – Determination of the Maximum Percentage of Employees Who Shall Receive Leave Each Week During the Choice Vacation Period

The percentage of employees granted leave shall be as follows based upon the quantity of jobs assigned to the section.

a.      First full week of May through last full week of September – 15%

b.     From the end of the period in Paragraph A above through the week preceding the deer season week – 10%

c.     During the first week of deer season, Monday through Saturday inclusive – 15%

d.     From December 26^th until the first full week in May – 10%

Requests for same day annual leave will be approved based on prescheduled annual leave and the number of employees reporting for duty that day in accordance with the percentages outlined above to the maximum extent possible.

When the calculation comes to less than .50 it shall be dropped. If .50 or over, it shall be counted as a whole number or one (1). In sections that do not have enough employees for the percentage figure used to allow one (1) employee off, the percentage figure shall not be used and one (1) employee will be granted leave each week, if  so requested.

 ITEM I – The Issuance of Official Notices to Each Employee of the Vacation Schedule Approved for Him/Her

Approved vacation schedules shall be posted on bulletin boards by May 1^st. A PS Form 3971 will have been completed in duplicate for the approved sections. Duplicate copy will be returned to the employee.

ITEM J – Determination of the Data and Means of Notifying Employees of the Beginning of the New Leave Year

No later than the first week of November, a bulletin shall be issued and posted on all bulletin boards advising employees of the beginning date of the new leave year and forfeiture of accrued leave in excess of the maximum carry over.

 ITEM K – The Procedures for Submission of Applications for Annual Leave During Other than the Choice Vacation Period

a.      The choice vacation period as the result of the 1987 Local Negotiations is the entire calendar year, excluding the Christmas period.

b.     If the employee submits a 3971 to request leave for full days when the section percentage has not been granted. This request must be submitted two (2) employee working days prior to the requested leave date. Management must take action on the PS 3971’s during this two (2) day period or leave will be granted.

 ITEM L – Whether “Overtime Desired” Lists in Article 8 Shall be by Section and/or Tour

a.      Overtime Desired Lists shall be established by sections and tours.

b.     Sections are as defined in Item C.

c.     Overtime Desired Lists shall be established by tour and section, as follows;

1.     Drop days list

2.     Before tour list

3.     After tour list

4.     General List

d.     Management shall notify employees on duty as far in advance as  possible when overtime is available and required. An attempt should     be made to provide one (1) hour advance notice; however the parties  recognize and agree that there will be times due to operational  needs/requirements that the 1 hour notice cannot be met, and the employer will not be liable.

e.      It is understood that employees who place their names on the OTDL must work overtime as directed. Exceptions to this requirement must comply with 8.5e of the National Agreement.

f.       Any additions to the OTDL’s will be as follows:

1.     Part-time flexible mail handlers are converted to full-time mail handlers. This category will  be added to that particular OTDL for that tour upon their request.

2.     Bidded mail handlers relocating tours, sections, etc. This category will be added to that particular OTDL for that tour upon their request.

3.     Mail handlers on extended absences will be given the opportunity to place their names on OTDL’s within 7 days of their return to duty.

       g.   Employees in an overtime status are junior to non-overtime status regular employees working on that tour in terms of duty assignment.

 ITEM M – The Number of Light Duty Assignments within Each Craft or Occupational Group to be Reserved for Temporary or Permanent Light Duty Assignments

Light Duty Assignments will be made on an individual basis, determined by Plant Manager, or designee. Light Duty Assignments shall consist of those available duties a mail handler can perform consistent with his physical condition without hazard to himself or others, within the mail handler craft, including modification of the duties of the employee’s current position where possible.

No employee shall be assigned from one craft to another craft without first consulting the unions involved.

 ITEM N – The Method to be Used in Reserving Light Duty Assignments so that no Regularly Assigned Members of the Regular Work Force will be Adversely Affected

Should a light duty employee be eligible for a temporary vacant higher level assignment and he/she is physically capable and qualified to perform the duties, he/she will be granted the higher level assignments.

To the fullest extent possible, the employer will keep the light duty assignment as close as possible to the employee’s regular work hours/tour.

 ITEM O – Identification of Assignments that are to be Considered Light Duty Assignments Within Each Craft Represented in the Office

Light Duty Assignments will be identified, after consideration of the examining physician’s report and the employee’s ability to perform the assigned duties.

 ITEM P – The Identification of Assignments Comprising a Section when it is Proposed to Reassign within an Installation Employees Excess to the Needs of a Section

When it is proposed to reassign within an installation employees excess to the needs of a section, the following are designed as sections:

          Sections are as defined in Item C.

 ITEM Q – The Assignment of Employee Parking Space

When bargaining unit parking spaces become available, those designated for craft employees will be allocated on a first come, first served basis.

Local 308’s Union Official will have a reserved parking space.

 ITEM R – The Determination as to Whether Annual Leave to Attend Union Activities Requested Prior to Determination of the Choice Vacation Schedule is to be Part of the Total Choice Vacation Plan

Annual leave to attend union activities shall not be charged against choice vacation period, provided that not more than six (6) union members are involved.

 ITEM S – Those Other Items Which are Subject to Local Negotiations as Provided in the Following Articles:

Art. 12.3B5  When the duties of Mail Handler’s present position are changed by 50% or more, the job shall be reposted.

                   The positions of the Administrative Vice President (AVP) and the Quality of Work Life (QWL) representative shall be posted for bid and filled as detail assignments.

                   Such position(s) shall be posted in a special bid notice. Notice of submission of applications for detail to the position(s) shall be posted on designated employee bulletin boards in the P&DC and all detached units where members of the Mail Handler Craft are assigned. Special bid notice(s) for the position(s) shall be independent of the monthly bid posting procedure.

                   Applications for detail to the position(s) will be made on regular bid forms normally available and shall be deposited in designated bid boxes or received in the Personnel Office by 9:00 a.m. on the date specified in the Special Bid Posting announcing the vacant position(s). Mail Handlers shall have 10 days to submit applications.

                   Applicants shall designate their choice of detail assignment by specifying the designation “AVP” or “QWL” in the space provided on the bid sheet. If applying for both positions simultaneously, the first designation listed shall be considered the applicant’s first choice.

                   Applications for detail shall be filled by order of seniority, as indicated on Seniority Postings. Applicants must possess the necessary skills and qualifications at the time the detail is effective. Assignment to such detail shall not affect the employee(s) time in grade relative to step increases. In the event that the successful applicant(s) for the position(s) is/are lower level Mail Handlers, they shall receive higher level pay, including leave, overtime, differentials, etc., in accordance with the applicable provisions of Article 25 and the Employee and Labor Relations Manual.

                   Upon the return to the Craft of the AVP or QWL representative, the employee(s) assigned to the detail position(s) shall become an unencumbered Mail Handler and shall assume the schedule the employee(s) held immediately prior to entering into the detail assignment(s). Such employee(s) shall remain unencumbered until they successfully bid or are assigned to a position pursuant to the provisions of the National Agreement. Should the AVP or QWL representative successfully bid to a vacant position while serving in these positions, the employee detailed to their former position shall serve in the detail until that vacant position is awarded through the monthly bid process.

Art. 12.3C   Procedures for posting vacancies shall be posted in separate notices the first Friday of every month on designated employee bulletin boards in the GPO and all detached units where members of the crafts concerned are assigned.

                   The deadline for submission of bids shall be 9:00 AM on the second Monday after the bid was posted (10-day posting).

                   Bids shall be recorded on PCD Form 1717 and sealed within specially prepared bid envelopes, both of which shall be available at the GPO and detached units. The bidder’s craft shall be entered on the face of the envelope directly below “Bid Opening Date” to distinguish it from bids for vacancies in other crafts.

                   It shall be the responsibility of the bidder that the bid is either deposited in designated bid boxes or received in the Personnel Office by the 9:00 AM deadline.

                   Designated representatives of the union are entitled to be present at openings for their craft. Bid opening shall take place in the Personnel Office on the designated Mondays at 10:00 AM.

                   Bids may be canceled by submitting a written request within the special envelopes and in the same manner as prescribed for bids, meeting the 9:00 AM deadline.

                   Successful Bidder – The name of the successful bidder will be announced FRIDAY following the bid closing date. Except in the month of December, assignments will be effective the second Saturday following the bid closing date, providing the second Saturday is not the first day of a pay period. If the second Saturday is not the first day of a pay period, the assignments will be effective the third Saturday following the bid closing date, except in the month of December.

Art.12.3E3e See Item T.

Art. 12.4      Sections are as defined in Item C.

Art.12.6C4a Reassignment within an installation of employees excess to the needs of a section is by tour and section unless otherwise specified.

 Art. 13.3     Light Duty Assignments will be identified, after consideration of the examining physician’s report and the employee’s ability to perform the assigned duties.

 ITEM T – Local Implementation of this Agreement Relating to Seniority Reassignments and Posting