Scott Miller Award

SAFETY

   

"CALL TO ARMS”! We urge all members of Boston Metro A.P.W.U. to please join us in front of the Grove Hall Post Office on Saturday, January 14th, at 10:00AM, for a very important rally. (see below for details)
    FINAL NOTICE BEFORE THE RALLY

I am urging all members of Boston Metro A.P.W.U. to please join us in front of the Grove Hall Post Office on Saturday, January 14th, at 10:00AM, for a very important rally. I know some members have to work that day, but if we don’t stand up for our job security, we won’t have a job to go to.

If your Post Office is not on the list of potential closings this time, it may very well end up on the next list of closures. At the present time, all closings are put on hold until May 15, 2012, but that will be here before we know it.

I’m sorry for the short notice, but this rally was put together in a matter of days. This is an important rally put together by the community and several unions. Please stand up for what is right and let your voices be heard.

IF WE DO NOTHING ABOUT THE SOLUTION, THEN WE ARE PART OF THE PROBLEM.

See you at the Grove Hall Post Office at 647 Warren Street, Dorchester, this Saturday, January 14th, at 10:00AM.


In Union Unity,

Paul Kilduff, Jr., General President
                           ---------------------------------------------
                                   GROVE HALL POST OFFICE RALLY

SATURDAY, JANUARY 14, 2012, @ 10:00AM

@ 647 WARREN STREET, DORCHESTER

"Occupy 4 Jobs Boston" has taken up our fight to stop the closings of all post offices throughout the Boston area.

I am urging every member to please attend this rally. Many unions will be there to help us in our fight. At the present time, all closings are put on hold until May 15, 2012. Please show up and let your voices be heard.

We must do our part to STOP THE CLOSINGS. Make this rally bigger than the September 27th rally. Even though this rally is held at the Grove Hall Post Office, it is actually a rally to save all post offices listed below. The closings are an attack on us all!!

Grove Hall    -    West Newton    -     Inman Square
Uphams Corner    -  Newton Lower Falls    -   M.I.T.
Arlington Heights    -   Newton Upper Falls   -  Readville
East Arlington   -  East Watertown   -   East Dedham
South Waltham    -   Nonantum   -  Babson College
Tufts University   -   New Town   -   Soldiers Field
West Medford    -   No. Weymouth    -   Northwest Boston
Boston College    -    State House
                ------------------------------------------

NATIONAL CONVENTION DELEGATES

As per our local constitution, article 11, section 1, the number of delegates to the National Convention must be decided at the January Executive Board meeting the year of the convention. Our National Convention will be in Los Angeles, CA, August 20 - 24, 2012.

The deadline to submit your name as a delegate is JANUARY 31, 2012. Any brother or sister who submits their name is a delegate and may attend the National Convention. The election is to determine who will attend as a paid delegate from our local. See the December "Bostonian" for the application.

At the February meeting, we will determine the time, place and date for the delegate election if there is a need to do so. Please watch the bulletin boards for National Convention Delegate information.


Yours in Union Solidarity,

Paul Kilduff, Jr., General President
              ------------------------------------

BULLETIN . . .         January 3, 2012

Laborer-Custodian Mutual Swap Opportunity

My office has been contacted to initiate a mutual swap offering for a laborer-custodian (LC-4) position at the Osbourne Post Office Branch in Phoenix, Arizona.

The current bid holder in Arizona is interested in a mutual swap with a laborer-custodian in the Boston District.

Mutual swaps involve each party assuming the bids of the other party. Establishment of seniorities will be in accordance with Article 12 and 38.

Interested parties may contact me for more information at the Boston GMF union office at 617-728-4975 or via e-mail at:

bostonmaint@hotmail.com
In Union Unity,
Wayne Greenside, Maintenance Craft President
                            
-----------------------------------
BULLETIN. . .         December 12, 2011

NEW A.B.A. CLAIM FORMS

 ACCIDENT BENEFIT ASSOCIATION
                          (ABA)

To All Boston Metro members and stewards:


Please discard any old A.B.A. claim forms you may have in your possession. There is a new "CLAIM FOR DISABILITY BENEFITS" form. This is in the form of a 4-page booklet, and it is the only one to be used from now on. Direct Deposit is also now available if you wish to have your claim payment deposited directly into your account.

All Boston Metro members are automatically covered for LOW OPTION (ABA Value Plan) in the Accident Benefit Association (ABA) – at no cost to you. Under the Low Option Plan, you are eligible to collect $12 per day (7 days a week) for injuries - on or off the job - due to an accident, which cause you to be out of work, for up to one year. You can also enroll in the HIGH OPTION (ABA Advantage) Plan - for an additional $1.40 per pay period. The High Option Plan pays you $24 per day.

A member may enroll his/her spouse in this benefit program - in either the Low Option/Value Plan or the High Option/Advantage Plan. The spouse's payment will be added to the member's payroll dues deduction. I would advise all members to put in for HIGH OPTION (Advantage Plan). It only costs you $1.40 per pay period and pays you $12 more per day than the Low Option (Value Plan).

There is also the Family Benefit Provision (Accidental Death Benefit) which is included with your ABA benefits - AT NO EXTRA COST to you. The Family Benefit Provision provides a $2,000 accidental death benefit for the spouse of an ABA member (provided the spouse is not already covered as an ABA member); and also a $2,000 accidental death benefit for all unmarried dependent children (up to and including the age of 18) of an ABA member.

In addition, the "ABA PLUS PLAN" is also available to Boston Metro members. You can increase your ACCIDENTAL DEATH BENEFITS coverage to a total of $50,000, $75,000, or $100,000 under this plan. Call the union office for additional information.

The filing of all A.B.A. claim forms, High Option forms, and ABA PLUS forms, should be done through the Boston Metro Local office. Send to my attention.

The "CLAIM FOR DISABILITY BENEFITS" form must be filed within ninety (90) days after the disability ceases or claimant returns to work, whichever date occurs first. In the case of anticipated prolonged disability, the injured member may make claim for partial payments, BUT NOT MORE OFTEN THAN EACH THIRTY (30) DAYS. If you have any questions regarding this benefit, call me at (617)-423-2798.

Bob Dempsey, Boston Local A.B.A. Rep.
                                  --------------------------------------


Click on "Scott Miller Award" above,  for criteria on the Sixth Annual Scott Miller Rescuer's Award in memory of Boston Metro member, Scott Miller.  It is available to all present and retired APWU members and members of their immediate and extended family, across the country, in recognition of life-saving acts and heroic actions. 

THE NEXT DEADLINE FOR THE SCOTT MILLER AWARD IS LABOR DAY 2012.
                                   -----------------------------------------------------------

     AMERICAN POSTAL WORKERS UNION
                                        AFL-CIO
             BOSTON METRO AREA LOCAL 100

             Regular Membership Meeting

            Wednesday,  January 18, 2012        

                                              7:00PM
                    AT CARSON PLACE (B.T.U.), DORCHESTER

            
  CARSON PLACE (Boston Teachers Union) is off of the Southeast Expressway - 
                                                           on Day Blvd., So. Boston 
                          Take the U/MASS - COLUMBIA ROAD Exit off the Expressway
.

 

          
 
MARIE ALLOUISE                              PAUL KILDUFF, Jr.
             Recording Secretary                                 General President 
           - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -  
                                  1767s

Any member who observes a safety hazard in your station or plant should fill out a Form 1767. The top portion of the form is to be filled out completely by you. After your portion is completed, give it to your immediate supervisor.

Management has until the end of the work day to fill out their portion of the 1767; and at that point, you should receive a copy of the fully completed 1767 with their answer.

It is important for all members to identify these hazards for your own protection in regards to window shortages, work related injuries, etc.

Once a Form 1767 is completed and management does not correct the identified hazard, please ask for union representation immediately. Please keep a copy of the completed 1767.


Yours in Union Solidarity,

Paul Kilduff, Jr., General President
                       -----------------------------------------

BULLETIN. . .                      Dec. 5, 2011

* * * C O R R E C T I O N * * *

The End of the 2011 Leave Year is JAN. 13, 2012, –
NOT December 30th


Please note the "end of leave year date" was incorrect on the Nov. 28th bulletin. We’re sorry for any confusion this may have caused.

ANNUAL LEAVE CARRYOVER

JANUARY 13, 2012, marks the end of the 2011 Leave Year. The 2010 - 2015 contract allows a carryover of up to 440 hours of accumulated Annual Leave into the next year. Note that any Annual Leave exceeding the 440 hour limit must be used by JANUARY 13, 2012.

                                              2011 PENALTY OVERTIME EXCLUSION PERIOD SET
There are four consecutive service weeks each year during which penalty overtime regulations do not apply. This four-week period is referenced in Article 8 (Sections 4 and 5) of the Collective Bargaining Agreement.

The December period during which penalty overtime regulations are not applicable consists of four consecutive service weeks. This year the time period begins –
                                                           the first day of Week 1 in Pay Period 26, 2011, (Dec. 3, 2011)

and ends with the last day of Week 2 in Pay Period 01, 2012, (Dec. 30, 2011)


THE PENALTY OVERTIME EXCLUSION PERIOD IS

December 3, 2011, to December 30, 2011


In Union Unity,
Paul Kilduff, Jr., General President
                                  --------------------------------------------------------------

BULLETIN . . .                    Nov. 28, 2011

COPA RAFFLE WINNERS -  DRAWING, SUNDAY, NOVEMBER 20th

The drawing for the Fall COPA Fundraiser took place at the Membership Meeting on November 20, 2011. Congratulations to the following winners.

First Prize - Bruce Pearson, Brookline Village

Second Prize - Virginia Lagos, Maint., GMF

Third Prize - Ann Cronin, Dedham P.O.

Congratulations also to the following winners of the turkey raffle.

Bob Waterhouse, Cambridge P.O.

Peg McCaffrey, Braintree DMU

Jim Cargill, M.V.S. Craft, Boston

Jay Lowenstein, Maintenance, NWB

Mary Flanagan, Roslindale P.O.

John Milso, Norwood P.O.

Wayne Magnuson, Natick P.O.

Billy Elms, M.V.S. Craft, Boston

John Uccello, Lexington P.O.

Mary Jane Russell, Mansfield P.O.

In Union Unity,
 

Bob Dempsey, Vice President-Treasurer

                    --------------------------------------------------

BULLETIN . . .        Dec. 1, 2011

2012 DENTAL INFORMATION

Effective January 1, 2012, in addition to the Altus Dental Plan, our local will offer an Alternative / Discounted Dental Plan through our broker. We are pleased to offer a membership-based discounted dental program to all members at reduced rates. This alternative/discounted dental plan will be good for those members who are lucky enough to have fairly good teeth and a dentist that participates in the network. This plan is designed for people who "really don’t get their money’s worth out of their dental premiums".

UNIVERSAL DENTAL PLAN is a dental insurance alternative. It is a discounted dental program with network dentists offering their services to members at reduced rates according to their published rate schedule. To see the participating dentists and how much you can save, log on to: www.universaldentalplan.com.

For an affordable monthly membership fee, members receive an initial and periodic exam at no charge and 20% to 50% discounts on all dental procedures.
      * NO yearly maximums 
      * NO pre-existing condition exclusions
      * NO age limitation
      * NO deductibles
      * NO waiting period
      * NO claim forms

When you become a member of UDP, you’ll first select a dentist from the Universal Dental Directory and will be charged according to the Universal Dental Plan Fee Schedule every time you visit the dentist. All you’ll need to do is present your UDP ID card at the dentist’s office and make your discounted payment at the time of service, unless other arrangements are made.

PLAN OPTIONS                        USUAL RATES            BOSTON METRO RATES
                                              (Monthly Rates)             (Monthly Rates)

Family (Unlimited members)      $14.60                            $10.25
Couple (Liberal definition)         $11.25                           
$ 7.85
Individual                                  $  7.95                            $ 5.75


Log on to: www.universaldentalplan.com – and go to "Sign Up" and use Coupon Code: APWU BOSTON – to get these UNION RATES, or call the union office for an enrollment form. I am updating our website to make things easier to get more information and to compare plans.


2012 ALTUS DENTAL RATES

I have been informed the Altus Dental rates for 2012 will increase 2.0% per category.

                                                        2011 Rates                 2012 Rates

Member . . . . . . . . . . .     $19.32 Bi-weekly          $19.71

Member & 1 . . . . . . . .     $40.89 Bi-weekly          $41.71

Member & Child(ren) . .   $40.89 Bi-weekly         $41.71

Family . . . . . . . . . . . .     $62.38 Bi-weekly         $63.63

The new rates will take effect in Pay Period 02-2012 and members’ dues will be adjusted accordingly. Any member NOT wishing to continue their dental plan at these new rates MUST CANCEL WITH WRITTEN NOTIFICATION of your cancellation, or the increases will be submitted on your behalf. Please send any cancellations to me at the union office.


In Union Unity,

Bob Dempsey, Vice President-Treasurer
                 * * * * * * * * * * * * * * * * * * *
* * *


BULLETIN. . .          Nov. 2, 2011

THIRD QUARTER 2011

V.O.E. SURVEY DRAWING

At the Membership Meeting held in October, the winners of the Third Quarter 2011 V.O.E. Survey Drawing were drawn, and the four winners are:

FOUR WINNERS of $100 EACH

James Ryan - Maintenance, NWB
Debra Center - Clerk, Northwest Boston
Albert Reppucci, Clerk, GMF
John Marenna, Clerk, GMF

Please remember to send in your survey to be eligible for the upcoming quarter. This is your First Class Mail so don’t be intimidated. Any threat made by management concerning you not giving them this survey back is weak and unenforceable. Don’t be tempted by some cheap offer of extra time. The Local is putting their money where their mouth is. Help us help each other.

                    Boycott "Voice of the Employee Surveys"!
 
                             Send us your survey today
!

Yours in Union Solidarity,

Paul Kilduff, Jr., General President
                 -----------------------------------------------

BULLETIN . . .     October 6, 2011

KEEP TRACK OF YOUR HOURS

To all members that are unassigned working less than forty (40) hours,


It has come to our attention that the TACS system does not automatically pay "out of schedule" premium to employees who work extra hours.

If you currently are unassigned with a thirty (30) hour schedule, and management forces you to work an additional two (2) hours that day – you should receive two (2) hours of "out of schedule" pay. Your supervisor must manually input your "out of schedule" pay for each hour any member works beyond their schedule.


I would ask you to keep track of your hours and match the hours with your paycheck. If your supervisor does nothing, then you will only receive straight pay - instead of "out of schedule" pay.


Hopefully in the near future this problem will be corrected.

Yours in Union Solidarity,

Paul Kilduff, Jr., General President

             ------------------------------------------------- 

BULLETIN . . .         August 25, 2011

PLEASE TELL YOUR CONGRESSIONAL REPRESENTATIVE: 

Oppose H.R. 2309
– or legislation like it – and Support H.R. 1351!

Tell Your Legislator: Save USPS, Stop Layoffs, Support H.R. 1351

APWU News Bulletin 18-2011, Aug. 22, 2011

With headlines predicting the imminent demise of the Postal Service — and management brazenly exploiting the crisis to attack postal employees — the APWU is asking union members to contact their members of Congress and urge them to take action to save the USPS and protect our jobs.

A brochure with that message will be sent to every APWU member in the next several days — so look for it in your mail. The pamphlet includes a postcard recipients can sign and mail to legislators to make sure members of Congress get our message. The postcards will include the appropriate name and mailing address of each union member’s U.S. representative. Every APWU member should fill it out, affix a 44-cent stamp, and send it in.

As the mailing notes, a battle is brewing on Capitol Hill over what to do about the USPS financial crisis. One thing is clear: We are in the fight of our lives. Our jobs, our pay, and our benefits are in danger!


The USPS is asking Congress to enact legislation to remove postal workers and retirees from the Federal Employees Health Benefits Program and federal retirement plans; allow management to lay off 120,000 employees, and effectively eliminate our right to collective bargaining. In September, the Postal Service will default on a $5.5 billion payment to the Treasury. Some members of Congress are using the budget crisis to attack our rights, while ignoring other methods of fixing the problem.

In June, Rep. Darrell Issa (R-CA) and Rep. Dennis Ross (R-FL) introduced H.R. 2309, which would be devastating for the Postal Service and for postal employees. It would accomplish many of management’s goals, but it would do nothing to correct the cause of the Postal Service’s economic difficulties: It would do nothing about the billions of dollars in USPS overpayments to its pension accounts, and it would do nothing to correct the 2006 congressional mandate that requires the Postal Service to pre-fund the healthcare benefits of future retirees. (No other government agency or private company bears this burden, which costs the Postal Service more than $5.5 billion per year.)

On the other hand, H.R. 1351, introduced by Rep. Stephen Lynch (D-MA), would allow the USPS to use the billions of dollars in pension overpayments to meet its financial obligations. It would address the cause of the USPS financial crisis without cutting pay, reducing benefits, eliminating collective bargaining rights, or slashing service. However, word on Capitol Hill is   that Rep. Issa is blocking consideration of H.R. 1351.    
Tell your congressional representative: Oppose H.R. 2309 – or legislation like it – and Support H.R. 1351!

- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
BULLETIN . . .       August 17, 2011


WE’RE UNDER ATTACK


By now I am sure you are all aware of the bombshell the USPS dropped on us with a Congressional white paper. This has resulted in Mandatory Stand-Up Talks, "uspsnewsbreaks", and numerous news articles.

Less than three months after signing our new Collective Bargaining Agreement, Postmaster General Donohoe is urging Congress to abrogate our Agreement. If nothing else comes of this atrocious act, it should make it very clear to us exactly who we are dealing with.

We need every member, along with their family members, co-workers, friends and neighbors to tell their congressional representatives that this attack on working families in America needs to stop immediately and to please support collective bargaining.

To protect our careers, we are asking everyone - at the very least - to oppose the Issa Bill (H.R. 2309), and the easiest way to accomplish this would be to follow the links on our website (bostonmetroapwu.com), or go to the Congressional Information Center on the National APWU’s website (APWU.org). You can send an email, print letters to mail, and get telephone numbers to call.

H.R. 2309 would empower a Board to unilaterally cut wages, abolish benefits, and end protection against layoffs; create a commission to order $1 billion worth of post office closures in the first year, and $1 billion worth of facility closures in the second year; increase employees’ costs for healthcare and life insurance, and eliminate the right to bargain over these crucial benefits.

Now more than ever we need you to get involved because our futures depend upon it, so PLEASEOPPOSE H.R. 2309 TODAY!

In Solidarity,
Bob Dempsey, Vice President/Treasurer

                           --------------------------------------


BULLETIN . . .                   August 17, 2011 

NEVER BID A POSITION OF LESS THAN 40 HOURS


This office is still waiting for the new staffing proposals for the Plant and Stations. From all indications from management, they intend to cut and reduce as many hours as possible. I believe management intends to abolish as many full-time (40-hour) bids as possible, and create less than 40-hour assignments. No current full-time employee can be involuntarily forced into a position of less than 40 hours, but it is very clear management is going forward with a staffing package that is intended to slice and dice full-time jobs.

It is also clear the Postal Service does not intend to adhere to the new contract. They have already violated several signed agreements which are now being grieved nationally.

I would strongly urge anyone who currently has a full-time 40-hour position to NEVER BID A POSITION OF LESS THAN 40 HOURS. You may never be able to bid back to 40 hours for the rest of your postal career under the new Agreement.

The Postal Service and the union must meet to create desirable bids. I believe they have no intention of creating these desirable bid assignments. I have informed management that I will ask all full-time members not to bid any newly established position that is less than 40 hours. As your President, I don’t have any problem telling you the Postal Service is purposely lying to all of us to make us feel like they have our backs. They want you to believe it’s a good thing to reduce the workforce by 235,000 employees. They want you to believe lifting the "No Layoff Clause" is a good thing. They want you to believe paying more health premiums is a good thing. I don’t see good in any of the above.

Yours in Union Solidarity,
Paul Kilduff, Jr., General President

                * * * * * * * * * * * * * * * *
BULLETIN . .
.           August 4, 2011                    
                                   
FOR ALL CURRENT PTRs

As stated in a previous bulletin, this office has been waiting for management at the headquarters level to establish new Non-Traditional Duty assignments. Despite our repeated attempts to management as to the whereabouts of these bids, our pleas have fallen on deaf ears.


The way it was suppose to work under our new contract was – newly established bids should have been created and awarded by August 23 so that ALL part-time regulars who became full-time would have a newly established Non-Traditional assignment. Like I said, that is the way it was and should have happened. Headquarters has not done their part, so management in the Boston area has notified us that they have a two-step plan.

1. All current PTRs will become unassigned full-time clerks as of August 27, 2011. All PTRs will receive a schedule by August 23, 2011, of thirty (30) hours. This schedule should closely mirror the one you currently own.

2. Non-Traditional newly established bids should be posted in the September bid cycle. ALL former PTRs who became full-time must bid to secure a bid.

NO
ONE under the new contract will be slotted into one of the newly established bids. BIDS ARE AWARDED BY SENIORITY.


It is the position of the Boston A.P.W.U. that as of August 27, 2011, all former PTRs that are unassigned full-time clerks as of August 27, 2011, should be guaranteed forty (40) hours. Management does not agree so the appropriate grievances will be filed for all unassigned full-time clerks working less than forty (40) hours.


I will keep you informed with any changes that may occur with each passing day.

Yours in Union Solidarity,
Paul Kilduff, Jr., General President

                                    * * * * * * * * * * * * * * * *
BULLETIN . .
.           July 14, 2011

TO ALL CURRENT PART-TIME REGULAR CLERKS

As many of you are aware of by now, the category of "part-time regular clerk" will cease to exist as of August 23, 2011. Under the newly ratified contract, the re-classification of all PTRs to full-time must be done within ninety (90) days of ratification, which is August 23rd.

There is mass confusion as to what will occur from this time forward.

1. ALL PTRs will be abolished - whether they are 20, 25, 30 or 35 hour clerks - by August 23rd.

2. All PTRs will be required to bid to secure a bid in the upcoming bid cycles. No one will remain in their current bid unless they bid it and secure it by their seniority.

Since day one our office has tried to get management to get off their asses to meet with us to discuss bids for all approximately 200+ PTRs. There has not been a week that we have not approached the Postal Service to expedite their intentions of how and where they are going to create these newly established Non-Traditional Full Time (NTFT) positions.

I wish I could ease everyone’s mind with this bulletin but, unfortunately, I can’t. I will keep everyone updated as this process moves forward. I believe management does not have a clue as to what they are doing, but that shouldn’t surprise anyone. They have known for three months they must create new bids, but yet one has to wonder – what is the problem?

Please feel free to call this office at any time for updates.

Yours in Union Solidarity,
Paul Kilduff, Jr., General President
             
------------------------------------------------------------

BULLETIN . . .          April 18, 2011 
       Non Traditional Full-Time (NTFT)

Clearing up the confusion caused by clearing up the confusion.

Question:
Can traditional full- time assignments (eight-hour days, five days per week) be converted to non-traditional assignments?

Answer: Management can repost occupied traditional full-time assignments as non-traditional assignments as service needs require;
however, in doing so, management will have to make certain that the new assignments are attractive enough so that somebody bids them.

No current full-time employee can be involuntarily assigned to an assignment of less than 40 hours or more than 44 hours in a service week
.

The Tentative Agreement amends Article 37.3.A.1 to include the following: "Every effort will be made to create desirable duty assignments from all available work hours for career employees to bid.".

"Clearly a 40 hour FTR cannot be excessed or forced to take a job of less than 40, if there are either PTF or PSE hours Available" – Mike Morris


Sincerely,
Bob Dempsey
              ------------------------------
BULLETIN . . .             March 31, 2011 

$ $ $ - T. S. P. WARNING - $ $ $

It has come to our attention that a couple of "advisers" are working in the Boston area from Sterling Heights, Michigan. On a "Letter of Instruction" worksheet that was left behind with one of our members, it asks for information that should NEVER be given to anyone.

It was looking for your EIN #, PIN #, favorite color, favorite hobby, pet name etc., which are all "security questions’ one might be challenged with to prove your identity.


They are attempting to talk people into moving money from their TSP account into an IRA account with them by doing a "rollover". If they are a legitimate business, this will most likely cost you a commission for their services; and if they’re not a legitimate business – you could lose your savings.

Law enforcement agencies are looking into them, but in the meantime we want our members to be forewarned and please remember to NEVER give your personal information such as this to anyone !!

In Union Unity,
Bob Dempsey

                       - - - - - - - - - - - - - - - - - - - - - -
BULLETIN . . .      February 3, 2011 
                       
TRAVELING WINDOW CLERKS

There seems to be a lot of confusion concerning the use of PS Form 1164-E and eTravel amongst management these days.
On December 17, 2008, we put out a bulletin concerning R & P clerks to use this form when covering multiple assignments. Management continues to try to ignore the use of these forms for reimbursement.
We recently started receiving calls from window clerks being sent in town for training, and management’s reluctance to reimburse the employees for their travel.

It is pretty clear on the form under Section C, Line 1, that if your travel (expense) is greater than your normal commute, you are eligible for reimbursement. If your manager/supervisor didn’t offer to cover your added expense (if any) for this training, please ask them for a form (PS Form 1164-E) to fill out and submit for reimbursement.

If you experience any problems with the above, please ask to see your steward.

In Union Unity,
Bob Dempsey
                                               * * * * * * * * * * * * * * *


BULLETIN . . .                Dec. 20, 2010


UNION  ENCOURAGES  MEMBERS  TO  USE
DEPARTMENT  OF  LABOR  FORMS

FOR  FMLA  LEAVE  REQUESTS


APWU Web News Article 152-2010, Dec. 17, 2010

The APWU is encouraging members to use Department of Labor forms when requesting Family & Medical Leave, while the union pursues a dispute with the Postal Service over employees’ right to use APWU forms or other equivalent documentation.

In a Dec. 17, 2010, memo to local, state, and national union officers, Mike Morris, Director of Industrial Relations, wrote that the APWU continues to assert that use of Department of Labor (DOL) forms are optional. Under the Family & Medical Leave Act (FMLA), medical certification provided in any format must be accepted, as long as it contains all of the information required under the law, he said.


Despite the APWU’s position, Morris said,
the union is encouraging employees to use the DOL Forms
WH-380E (for employee's own serious condition) and WH-380F (for family member's serious condition) -  until such time as a national-level grievance on the issue is resolved. The union filed a dispute on the matter, after management notified the APWU of its intent to require employees to use the DOL forms.


In the past, the union encouraged members to use forms offered by the APWU, because the DOL forms ask physicians to provide some information that is not required by FMLA regulations.

                                                 * * * * * * * * * * * * * * * *

BULLETIN . . .      Dec. 30, 2010

Retail Customer Experience Program (RCE) Changes


The Postal Service has announced changes to the Retail Customer Experience Program (RCE), previously known as the
Mystery Shopper Program, which will begin in January, 2011. Currently, Retail Associates (RAs) use the Perfect Transaction method to ask scripted questions to customers who are mailing packages, in which RAs offer specific products that provide features and benefits.

• Beginning in January, 2011, RA’s will no longer be required to use the Perfect Transaction method. • RA’s can customize their questions to best address individual customer needs. • Product Offerings and Product Explanation categories will no longer be scored. • RCE Shopper comments for these categories will be provided for informational purposes only. • In addition, the HAZMAT question will still be required, but instead of asking the question for each individual package, the question will now be asked for the entire customer visit.

The scoring weights of RCE categories will be revised as follows:

                                                      Current Weight                        NEW Weight
RCE Category
                            towards                                  towards
                                                     Overall RCE Score               Overall RCE Score

WTIL                                                        25%                                        40%
HAZMAT                                                 10%                                        15%
Product Offering                                       25%                                          0%
Product Explanation                                 20%                                          0%
Promotion/Merchandising                       10%                                         25%
Image                                                        10%                                         20%

                                               TOTAL WEIGHT        100%                                                      100%


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 ACCIDENT  BENEFIT ASSOCIATION (ABA) -- A UNION BENEFIT
This is a reminder to all Boston Metro A.P.W.U. members that, as a member of the Boston Metro Local, you are automatically covered for LOW OPTION (ABA Value Plan) in the Accident Benefit Association (ABA) -- at no cost to you. Under the Low Option Plan, you are eligible to collect $12 per day (7 days a week) for injuries - on or off the job - from a covered accident, which cause you to be out of work, for up to one year. You can also enroll in the HIGH OPTION (ABA Advantage) Plan - for an additional $1.40 per pay period. The High Option Plan pays you $24 per day.

A member may enroll his/her spouse in this benefit program - in either the Low Option/Value Plan or the High Option/Advantage Plan. The spouse's payment will be added to the member's payroll dues deduction.

Injury due to an accident is defined as a break of the skin and flesh or other condition of the body. It must be identifiable as to time and place of occurrence and body member or function of the body affected. It must be the result of a specific event or incident. Total loss of time must begin within 60 days after the accident happens that caused the disability. The daily benefit will begin on the day disability first arises. It shall continue for such period as he/she cannot perform service as a Postal employee or follow any other employment.

All members are reminded that the A.B.A. insurance contract does not pay on disabilities caused by lifting, stress, strain or over-exertion. As long as you are a member of the Boston Metro Local, you are covered under LOW OPTION, if you have an accident ON OR OFF THE JOB.


I would advise all members to put in for HIGH OPTION (Advantage Plan). It only costs you $1.40 per pay period and pays you $12 more per day than the Low Option (Value Plan). Bi-weekly dues deductions - which includes regular dues of
$22.81, plus ABA amount) are as follows: 

                                                                                 
DUES DEDUCTION

MEMBER - High Option ABA (add $1.40)   -              $24.21

MEMBER & SPOUSE - High Option (add $3.40) -    $26.21

MEMBER & SPOUSE - Low Option (add $ .60)   -    $23.41

MEMBER/High & SPOUSE/Low   (add $2.00)     -    $24.81


An additional benefit is also provided. A Family Benefit Provision (accidental death benefit) is included with your ABA benefits - AT NO EXTRA COST to you. The Family Benefit Provision provides a $2,000 accidental death benefit for the spouse of an ABA member (provided the spouse is not already covered as an ABA member); and also a $2,000 accidental death benefit for all unmarried dependent children (up to and including the age of 18) of an ABA member.

In addition, the "ABA PLUS PLAN" is also available to Boston Metro members. You can increase your ACCIDENTAL DEATH BENEFITS coverage to a total of $50,000, $75,000, or $100,000 under this plan. Call the union office for additional information.

The filing of all A.B.A. Application for Benefits claim forms, High Option request forms, and ABA PLUS PLAN forms, should be done through the Boston Metro Local office. Send to my attention. The "APPLICATION FOR BENEFITS" form must be filed within ninety (90) days after the disability ceases or claimant returns to work, whichever date occurs first. In the case of anticipated prolonged disability, the injured member may make claim for partial payments, BUT NOT MORE OFTEN THAN EACH THIRTY (30) DAYS. If you have any questions regarding this benefit, call me at (617)-423-2798.

Bob Dempsey, A.B.A. Boston Local Rep.                               
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BULLETIN. . .          

HOLIDAY LEAVE PROVISIONS

LOCAL AGREEMENT & NATIONAL AGREEMENT

Many calls are received at the union hall regarding holidays and the provision of Annual Leave in conjunction with a holiday. Below is the Local Agreement language that explains the holiday in conjunction rule.  (Local Agreement, Article 10, Miscellaneous, 4.c.)

c. When a holiday falls in conjunction with the leave requested, annual leave requests for three (3) days or less will not be accepted before 21 days prior to the service week in which the holiday falls, or after 14 days prior to the service week in which the holiday falls. Requests will be approved or disapproved by the Tuesday prior to the service week in which the holiday falls. Seniority will be the determining factor.


The easiest way to ascertain this time frame to submit Annual Leave in conjunction with a holiday is to look at the service week in which the holiday falls within. The service week starts on Saturday. Count back three Saturdays from that date. Once you have that day, go forward to the next Friday. That is the week to submit for Annual Leave in conjunction with the holiday.


The National Agreement language regarding Holiday on Non-Work Day is printed below.

(National Agreement, Article 11, Section 5 & 6)

5. Holidays on Non-Work Day

A. When a holiday falls on Sunday, the following Monday will be observed as the holiday. When a holiday falls on Saturday, the preceding Friday shall be observed as the holiday.


B. When an employee’s scheduled non-work day falls on a day observed as a holiday, the employee’s scheduled workday preceding the holiday shall be designated as that employee’s holiday.


6. Holiday Schedule


A. The Employer will determine the number and categories of employees needed for holiday work and a schedule shall be posted as of the Tuesday preceding the service week in which the holiday falls.

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BULLETIN . . .         May 28, 2010

ATTENTION WINDOW CLERKS


I
t has come to our attention that there’s a sporadic security problem with POS screens.

If you put your screen on standby from the "clerk services" page, it is possible to come back to the screen and hit the blank screen where the "no sale" button would be located (if not in standby mode), and your drawer will open while going to the sign-in screen.

The standby problem seems to be – when standby is entered into from the "clerk services" screen, instead of the "main / mailing screen", the security/lock-out function does not secure the drawer in some instances.

This fluke was not duplicated in offices that we did some random checks with while investigating this problem. The problem does exist, however, in some Post Offices in the Providence District, which I witnessed first-hand the other day, much to my skepticism; so please be careful and be aware that your drawer might not be secure.


Yours in Union Solidarity,
Bob Dempsey, General President
                       
                                  
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BULLETIN . . . 

National Agreement, Article 11, Section 5. Holiday on Non-Work Day

A. When a holiday falls on Sunday, the following Monday will be observed as the holiday. When a holiday falls on Saturday, the preceding Friday shall be observed as the holiday.


B. When an employee’s scheduled non-work day falls on a day observed as a holiday, the employee’s scheduled workday preceding the holiday shall be designated as that employee’s holiday.


Yours in Union Solidarity,
Bob Keough, Director Industrial Relations

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BULLETIN. . .   June  2009

              To All Members/All Crafts:
                 
Re: Filling Out 3971s

Recently our office received several questions and complaints from the membership concerning the proper way to fill out a 3971. Under Article 10 of the Local Agreement, requests for leave other than for an emergency, or choice / non-choice vacation, shall be submitted on Form 3971 – at least 48 hours in advance. Such requests must be acted on within 48 hours. The request should be filled out in triplicate.

If any member has to call in for emergency annual leave, sick leave, and/or FMLA, I would urge you to immediately - upon return to work - fill out a Form 3971 so you may put your reasons in the "remarks" section; or if one has been filled out already, to please read it carefully to make sure the 3971 states whatever reason you called in for.

If the 3971 is not correct, either cross the mistake out or, better yet, make out a new 3971. Too many members are signing 3971s without reading them first. Management all too often will add a comment in the remarks section that is not correct. If you call in for FMLA, make sure it states FMLA!

If management does not adhere to Article 10 concerning their responsibilities, please ask for a steward to file the appropriate grievance.

Yours in Union Solidarity,

Paul Kilduff, Jr.,

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BULLETIN. . .           June 2009

HOLIDAY LEAVE PROVISIONS

LOCAL AGREEMENT & NATIONAL AGREEMENT

Many calls are received at the union hall regarding holidays and the provision of Annual Leave in conjunction with a holiday. Below is the Local Agreement language that explains the holiday in conjunction rule.

(Local Agreement, Article 10, Miscellaneous, 4.c.)

c. When a holiday falls in conjunction with the leave requested, annual leave requests for three (3) days or less will not be accepted before 21 days prior to the service week in which the holiday falls, or after 14 days prior to the service week in which the holiday falls. Requests will be approved or disapproved by the Tuesday prior to the service week in which the holiday falls. Seniority will be the determining factor.


The easiest way to ascertain this time frame to submit Annual Leave in conjunction with a holiday is to look at the service week in which the holiday falls within. The service week starts on Saturday. Count back three Saturdays from that date. Once you have that day, go forward to the next Friday. That is the week to submit for Annual Leave in conjunction with the holiday.


The National Agreement language regarding Holiday on Non-Work Day is printed below.

(National Agreement, Article 11, Section 5 & 6)

5. Holidays on Non-Work Day

A. When a holiday falls on Sunday, the following Monday will be observed as the holiday. When a holiday falls on Saturday, the preceding Friday shall be observed as the holiday.


B. When an employee’s scheduled non-work day falls on a day observed as a holiday, the employee’s scheduled workday preceding the holiday shall be designated as that employee’s holiday.


6. Holiday Schedule


A. The Employer will determine the number and categories of employees needed for holiday work and a schedule shall be posted as of the Tuesday preceding the service week in which the holiday falls.

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BULLETIN. . .     MAY 2009

PROTECTING OUR WORK AS WINDOW CLERKS TODAY

The battle to protect our brother and sister window clerks’ positions in stations and branches throughout Boston Metro rages on. To that end, American Postal Workers Union has been distributing much information to our officers, stewards and members which will absolutely help us protect your craft work.

Key among these job saving measures is the necessity to ensure your moves onto other operations is credited towards your window service. By doing so, the hours of work performed off the window will clearly demonstrate that management is abolishing window positions needlessly and in a cavalier manner.

We are asking all window clerks to help your union in our never-ending struggle to save your valued position. Every brother and sister window clerk is protected by the National Agreement in regards to time allowed to perform functions of your job. Management has no doubt made your job much harder by constantly harassing and trying to intimidate us to the point many are ignoring these rights to get the lines down, etc.

A.P.W.U. is continuing to expose management’s attack on window clerk employees to our legislators in hopes of forcing the United States Postal Service to give up this dangerous posture of swaying the public from post offices to alternative mailing venues.

We can stem the tide if we follow these guidelines, especially hitting onto other window clerk related duties. Management’s business motto of doing much more with less is what put the Service into this financial mess, among other hair-brained ventures. A.P.W.U. is fighting for more positions, not just trying to maintain the status quo.

Yours in Union Solidarity,

Moe Lepore
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ATTENTION WINDOW CLERKS

* * * CUSTOMS FORMS * * *


Changes were implemented to the handling of PS Forms 2976 & 2976-A. This change will require the Retail Associates to type the information into the POS terminal. The Post Office will then send the information electronically to the Customs and Border Protection (CBP) agency prior to the mail piece leaving the United States.

Please try to enter all information on a POS terminal – and not an ACE workstation, so we keep the time within the window operation. This is a clerical function and should be done by Retail Associates. Supervisors should not perform these duties.


If you experience any problems getting enough time to do your job properly, please ask to speak with your steward.

In Unity, Bob Keough

             ----------------------------
Official Personnel Files


For reasons "unknown", just about every piece of discipline ever issued over most people’s career is available for viewing in your "eOPF" which is available on liteblue.usps.gov. Management has scanned our "Official Personnel Files" into their database, including all the discipline and decision letters that should have been "expunged and removed from all files" years ago.

Please visit: liteblue.usps.gov, and log in and view your "eOPF", and then make a list requesting all the items to be removed, and send it to Labor Relations, U.S.P.S., 25 Dorchester Ave., Boston, MA 02205.

I’ve been informed that Labor Relations has the authority to "locally" remove these items that don’t belong in our "eOPF". I would suggest using the following format as a "cut & paste" from the computer to make things easier.


Form ID
     Description                         Form Category         Effective Date

OTHER       Other Form Type                        Other                  11/01/2002

DISC.         Disc. Notice or decision ltr       Discipline           09/22/1989


I heard stories of some supervisors viewing information that they shouldn’t be entitled to find, so please request this information be removed "yesterday".

In Union Unity,
Bob Dempsey,Vice President/Treasurer

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DOL FORMS


A new WH-380-E, "Certification of Health Care Provider for Employee’s Serious Health Condition," and WH-380-F, "Certification of Health Care Provider for Family Member’s Serious Health Condition," which replace the old WH-380, "Certification of Health Care Provider";

A new WH-381 that will replace USPS Publication 71
, "Notice for Employees requesting Leave for Conditions Covered by the Family and Medical Leave Act," to provide written notification detailing the employer’s specific expectations and obligations of an employee taking FMLA protected leave;


A new WH-382, "Designation Notice," to meet the employer’s obligation to designate leave as FMLA-protected and inform the employee of the amount of leave that will be counted against the employee’s FMLA leave entitlement. The WH-382 form is also used to inform employees of any additional information that may be needed, and/or whether a second or third opinion is being requested by the Postal Service.


A new WH-384, "Certification of Qualifying Exigency For Military Family Leave," and a new WH-385, "Certification for Serious Injury or Illness of Covered Service Member – for Military Family Leave."

Please note that the two new "optional" medical certification forms created by the DOL to replace the old optional WH-380 permit the healthcare provider to provide information beyond what is actually required. For example, while the new "optional" WH-380-E and WH-380-F forms expressly allow the healthcare provider to state the employee’s medical diagnosis on the form, they are not required to do so.

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