St. louis 801 rule
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Here's a copy of St. Louis's 810/no lunch rule signed in 1997
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Settlement
Settlementkameleon_o
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Here's a local settlement on combining comfort stops with breaks or lunches. Obviously not binding but it shows that some offices recognize that there's no rule against it like some in mgt believe. Employee medical restrictions
Employee medical restrictionskameleon_o
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Letter to usps mgr's on 8 hour restrictions from Chief Operating Officer and Executive Vice President Megan BrennanUnprocessed mail/5 minute rule
Unprocessed mail/5 minute rulekameleon_o
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Local settlement on the so-called 5 minute PM office rule and on allowing carriers to do their PM office duties.Arbitration Award - Non-ODL carrier remedy
Arbitration Award - Non-ODL carrier remedykameleon_o
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Art 8 arbitration. Mgt already agreed they shouldn't have mandated non-ODL carriers but refused to abide by prior cease and desist orders and prior Informal A, Formal A, and Step B decisions that awarded non-ODL carriers a financial remedy and refused to agree that their way of mandating non-ODL carriers (first in the door, first sent back out) was a violation even if it didn't go by juniority. Mgt also argued that cease and desist remedies were improper and so were remedies to the non-ODL carriers. Arbitrator Bierig was NOT a good arbitrator for this case and yet we still prevailed.Unauthorized OT - Step B decision
Unauthorized OT - Step B decisionkameleon_o
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Here's a Step B decision on unauthorized OT from my office. Mgt was telling carriers that their OT requests were unauthorized but to carry it. We got all of the entries in the 1017-b log deleted.Step B decisions-non-ODL compensation
Step B decisions-non-ODL compensationkameleon_o
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These are some Step B decisions on mgt mandating non-ODL carriers improperly. The first one is one where we got financial compensation for the non-ODL's CCA notice of removal for accident
CCA notice of removal for accidentkameleon_o
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Arbitration where a removal for a CCA was overturned. Discipline for CCA's doesn't have to be progressive but it must be CORRECTIVE. AccidentCca arbitration for removal for accident - discipline not corrective
Cca arbitration for removal for accident - discipline not correctivekameleon_o
油
The arbitration case involves Christine Strauser, a city carrier assistant, who was removed from her position following a vehicle accident caused by her inattention while driving. The arbitrator found there was not just cause for her removal but for a suspension instead, citing her prior discipline-free record and the lack of severe consequences from the accident. The union argued that her removal was excessive compared to similar cases of discipline among other employees in similar situations.Arbitration Award - Backpay Delay/Advance J16N-4J-C 21027175
Arbitration Award - Backpay Delay/Advance J16N-4J-C 21027175kameleon_o
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This arbitration case involves a grievance filed by the National Association of Letter Carriers (NALC) against the United States Postal Service (USPS) regarding the timely processing of a backpay award and denial of an advance for grievant Latonia Waites. The arbitrator sustained the grievance, finding that the USPS violated the contract by failing to timely process the backpay award within 60 days and denying the grievant's request for an advance payment. The arbitrator ordered the USPS to cease violating the contract regarding timely backpay processing. The USPS was also ordered to pay the grievant $1000 and any interest owed on the backpay amount for the period of delay.CCA removal arbitration - overturned discipline not corrective - loss of arro...
CCA removal arbitration - overturned discipline not corrective - loss of arro...kameleon_o
油
Arbitration where a removal for a CCA was overturned. Discipline for CCA's doesn't have to be progressive but it must be CORRECTIVE. CCA lost his arrow keyCCA removal arbitration - removal overturned - discipline not corrective - un...
CCA removal arbitration - removal overturned - discipline not corrective - un...kameleon_o
油
Arbitration where a removal for a CCA was overturned. Discipline for CCA's doesn't have to be progressive but it must be CORRECTIVE. Unsecured mailNALC eReassign September 2013 posting
NALC eReassign September 2013 postingkameleon_o
油
The document lists over 100 postal job openings for carriers and carrier technicians in Alabama and other states. The jobs have varying weekly hours, schedules, and start dates in September 2013. The positions are in multiple districts and locations across Alabama, as well as some positions in Alaska, New York, West Virginia and other states.Das Award - Searchable
Das Award - Searchablekameleon_o
油
The document details the arbitration award regarding the collective bargaining dispute between the United States Postal Service (USPS) and the National Association of Letter Carriers (NALC) following the expiration of their 2006 agreement. The arbitration board has determined wages, benefits, and work rules for city letter carriers, addressing the USPS's financial crisis primarily caused by decreasing mail volumes and regulatory burdens. The award includes a two-year wage freeze, a deferral of cost-of-living adjustments, and provisions for new non-career hires, while maintaining some job security protections for existing employees.Arbitration decision - Advanced Sick Leave -
Arbitration decision - Advanced Sick Leave - kameleon_o
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Here's a regional arbitration from Arbitrator Robert McAllister on advanced sick leave that we did in my office.Regional arbitration C-10717
Regional arbitration C-10717kameleon_o
油
The arbitration case involved grievant Ronald Krawczyk and the United States Postal Service regarding overtime work assigned on a non-scheduled day due to a part-time flexible (ptf) carrier's annual leave. The grievance was denied as the arbitrator found insufficient evidence to prove a violation of the national agreement, highlighting that this was an isolated incident without a history of such occurrences. The union sought a declaration of rights rather than monetary compensation, but the ruling supported the Postal Service's management rights in assigning work under the circumstances.C 28556 a-b
C 28556 a-bkameleon_o
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Arbitration decision by Arbitrator Clarke on management's improper usage of DOIS to set leave times and that it created a hostile work environment.Msp discipline impasse
Msp discipline impassekameleon_o
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Another impasse on MSP scanning. It'll give stewards a good idea of what to argue but unfortunately, with the mgt we have it won't make a difference. Video evidence of the carrier scanning wouldn't convince this mgr.Contentions
Contentionskameleon_o
油
The union is grieving a Letter of Warning issued to Kathy Blank for allegedly missing an MSP scan. The union argues that:
1) The letter of warning is untimely and based solely on MSP data, which cannot be used alone to justify discipline.
2) Management did not conduct a thorough investigation or attempt progressive discipline, violating just cause principles.
3) The grievant was held to a higher standard than other carriers who had similar or worse scan rates.
4) Management arbitrarily implemented a new 99% scanning standard without union negotiation.Info & time request
Info & time requestkameleon_o
油
The document is a request for information related to a grievance concerning a low performance rating given to an employee named Kathy. It outlines specific documents needed, including management reports, discipline sheets, arbitration decisions, maintenance logs for a scanner, and various communications from upper management regarding discipline. Additionally, it states the need for steward time to investigate the alleged violation of Article 16.C-29920
C-29920kameleon_o
油
This arbitration case involved a grievance filed by the union alleging that management at the St. Charles, Missouri post office violated the collective bargaining agreement by requiring letter carriers who were not on the overtime desired list (ODL) to work overtime when ODL carriers were available. The union argued this violated the agreement's provisions regarding overtime opportunities for ODL carriers. Management contended their actions were necessary to meet the established window of operation for mail processing. The arbitrator was tasked with determining if a violation occurred and providing an appropriate remedy.C-28726
C-28726kameleon_o
油
The grievance concerns a Postal Service policy requiring letter carriers in Frankfort, KY to provide verification of medical appointments for all scheduled sick leave requests of less than 3 days. The arbitrator found that the policy violated the Employee and Labor Relations Manual (ELM) which only allows supervisors to request verification for absences of 3 days or less on a case-by-case basis if the employee is on restricted sick leave or if verification is deemed necessary to protect the employer's interests. The blanket policy constituted an unreasonable and arbitrary application of the ELM. As such, the grievance was sustained.More Related Content
More from kameleon_o (18)
Arbitration Award - Backpay Delay/Advance J16N-4J-C 21027175
Arbitration Award - Backpay Delay/Advance J16N-4J-C 21027175kameleon_o
油
This arbitration case involves a grievance filed by the National Association of Letter Carriers (NALC) against the United States Postal Service (USPS) regarding the timely processing of a backpay award and denial of an advance for grievant Latonia Waites. The arbitrator sustained the grievance, finding that the USPS violated the contract by failing to timely process the backpay award within 60 days and denying the grievant's request for an advance payment. The arbitrator ordered the USPS to cease violating the contract regarding timely backpay processing. The USPS was also ordered to pay the grievant $1000 and any interest owed on the backpay amount for the period of delay.CCA removal arbitration - overturned discipline not corrective - loss of arro...
CCA removal arbitration - overturned discipline not corrective - loss of arro...kameleon_o
油
Arbitration where a removal for a CCA was overturned. Discipline for CCA's doesn't have to be progressive but it must be CORRECTIVE. CCA lost his arrow keyCCA removal arbitration - removal overturned - discipline not corrective - un...
CCA removal arbitration - removal overturned - discipline not corrective - un...kameleon_o
油
Arbitration where a removal for a CCA was overturned. Discipline for CCA's doesn't have to be progressive but it must be CORRECTIVE. Unsecured mailNALC eReassign September 2013 posting
NALC eReassign September 2013 postingkameleon_o
油
The document lists over 100 postal job openings for carriers and carrier technicians in Alabama and other states. The jobs have varying weekly hours, schedules, and start dates in September 2013. The positions are in multiple districts and locations across Alabama, as well as some positions in Alaska, New York, West Virginia and other states.Das Award - Searchable
Das Award - Searchablekameleon_o
油
The document details the arbitration award regarding the collective bargaining dispute between the United States Postal Service (USPS) and the National Association of Letter Carriers (NALC) following the expiration of their 2006 agreement. The arbitration board has determined wages, benefits, and work rules for city letter carriers, addressing the USPS's financial crisis primarily caused by decreasing mail volumes and regulatory burdens. The award includes a two-year wage freeze, a deferral of cost-of-living adjustments, and provisions for new non-career hires, while maintaining some job security protections for existing employees.Arbitration decision - Advanced Sick Leave -
Arbitration decision - Advanced Sick Leave - kameleon_o
油
Here's a regional arbitration from Arbitrator Robert McAllister on advanced sick leave that we did in my office.Regional arbitration C-10717
Regional arbitration C-10717kameleon_o
油
The arbitration case involved grievant Ronald Krawczyk and the United States Postal Service regarding overtime work assigned on a non-scheduled day due to a part-time flexible (ptf) carrier's annual leave. The grievance was denied as the arbitrator found insufficient evidence to prove a violation of the national agreement, highlighting that this was an isolated incident without a history of such occurrences. The union sought a declaration of rights rather than monetary compensation, but the ruling supported the Postal Service's management rights in assigning work under the circumstances.C 28556 a-b
C 28556 a-bkameleon_o
油
Arbitration decision by Arbitrator Clarke on management's improper usage of DOIS to set leave times and that it created a hostile work environment.Msp discipline impasse
Msp discipline impassekameleon_o
油
Another impasse on MSP scanning. It'll give stewards a good idea of what to argue but unfortunately, with the mgt we have it won't make a difference. Video evidence of the carrier scanning wouldn't convince this mgr.Contentions
Contentionskameleon_o
油
The union is grieving a Letter of Warning issued to Kathy Blank for allegedly missing an MSP scan. The union argues that:
1) The letter of warning is untimely and based solely on MSP data, which cannot be used alone to justify discipline.
2) Management did not conduct a thorough investigation or attempt progressive discipline, violating just cause principles.
3) The grievant was held to a higher standard than other carriers who had similar or worse scan rates.
4) Management arbitrarily implemented a new 99% scanning standard without union negotiation.Info & time request
Info & time requestkameleon_o
油
The document is a request for information related to a grievance concerning a low performance rating given to an employee named Kathy. It outlines specific documents needed, including management reports, discipline sheets, arbitration decisions, maintenance logs for a scanner, and various communications from upper management regarding discipline. Additionally, it states the need for steward time to investigate the alleged violation of Article 16.C-29920
C-29920kameleon_o
油
This arbitration case involved a grievance filed by the union alleging that management at the St. Charles, Missouri post office violated the collective bargaining agreement by requiring letter carriers who were not on the overtime desired list (ODL) to work overtime when ODL carriers were available. The union argued this violated the agreement's provisions regarding overtime opportunities for ODL carriers. Management contended their actions were necessary to meet the established window of operation for mail processing. The arbitrator was tasked with determining if a violation occurred and providing an appropriate remedy.C-28726
C-28726kameleon_o
油
The grievance concerns a Postal Service policy requiring letter carriers in Frankfort, KY to provide verification of medical appointments for all scheduled sick leave requests of less than 3 days. The arbitrator found that the policy violated the Employee and Labor Relations Manual (ELM) which only allows supervisors to request verification for absences of 3 days or less on a case-by-case basis if the employee is on restricted sick leave or if verification is deemed necessary to protect the employer's interests. The blanket policy constituted an unreasonable and arbitrary application of the ELM. As such, the grievance was sustained.