NALC and the Postal Service have entered into the Memorandum of Understanding Re: Residual Vacancies – City Letter Carrier Craft (M-01824), which establishes a process for filling residual vacancies not under a proper Article 12 withholding order. Vacancies will be filled by a number of steps including assignment of unassigned regulars, part-time flexible conversions to full-time status, acceptance of transfers and conversions of city carrier assistants to full-time career status. Under this memorandum, part-time flexibles will have the opportunity to transfer as full-time regulars into residual vacancies on a first come, first serve basis without regard to normal transfer considerations and will be afforded eventual retreat rights. The memorandum should also result in the conversions of many city carrier assistants to full-time career status.
Great news for cca’s hope this vacancies get fill as soon as possible not fair for them to be working so hard and get no benefits now they will have chance to make this a carreer. Violence in the working floor can be stopped if steward documents all the evidence with statements,witnesses labor management meetings with station manager then with the PostMaster but document why you requested this meetings then also write to your congressman but nothing will be done if you dont get statements to include also Doctors notes and EAP counceling to back up intimidation and bulying in you station.
I am a PTF Carrier with a transfer in two different offices. Since the CCA’s have been hired I am told until the compliment is achieved I will sit twiddling my thumbs.
So what do I do file a grievance?
Postal mgmt. has never, and still does not honor any of it’s agreements.
This announcement isn’t worth the electrons it’s wrote on.
I’m a city carrier. Well said by the both of you!!!
There* ^
Scott- Believe it or not, I agree with your post even though I am a Postmaster of a level 21 office. There are renegade managers AND their are renegade craft employees. When you advise the members to be ready to present statements of incidents. I would add the statements should be factual and at the very least the employee should have been at work and actually witnessed the incident when they write a statement. It is no secret there is disdain for management because of EAS you described. We are not all like that just like city carriers, rural carriers, clerk and mail handlers are not all scum bags and lazy people like the stereo typed government employee. There are many great employees who go to work to do a good job and go home to their life; craft and management. I challenge you and all of the other Postal bloggers to go to work Tuesday, look at the environment and say to yourself “Am I helping to calm the environment or causing unrest?” If you are the latter change your attitude and maybe, just maybe your co-worker will change theirs. I hoped to get hired when I applied. I was thankful to get the job and I refuse to curse the blessings of my job. Trust me. In my Postal career it has not been all rainbows and sunshine because of renegade management but I decided then and I still live by it now “No one is in control of my attitude but me.” God Bless the Postal Service and God Bless the USA.
I’m skeptical too, but all we can do is force the issue. I’ve got five CCA’s in my office that are waiting to go full time. As the president I’ve got to keep up with this stuff. As far as the joint statement on violence in the workplace, we had several years ago a supervisor who was off her trolley, a real psychotic who was cruel to people she didn’t like and did stuff to craft people so bad you wouldn’t believe me if I told you. Anyway, the PM at the time was a spineless puss, who didn’t want to attract negative attention to himself and basically let her run amok.
I started documenting and filing several Joint Statement violations, and while it was slow at first, it eventually over a couple of years (two or three, I don’t remember exactly) got the attention of Area because we were winning grievances that were just ignored. They sent some big shots from Area to our office for a meeting with her, the PM, myself and the RAA at the time. She blew up right in front of the Area guys! Needless to say, a week later she “took some time off” and they gave her the choice of going to a midnight shift at the local plant or retire immediately, so she took retirement. The PM was removed and assigned to a podunk office.
So it can work, but you have to be smart, brave, be ready to be harassed every which way, and, this is crucial, have members of your branch who will stand behind you with statements of incidents. If your own people chicken shit out when the going gets tough it makes it much harder for you. And document, document, document!! It’s hard work but after we got rid of her it was a whole new world on the workroom floor. It was worth the time and effort. Nobody should have to tolerate supervisors or other management’s harassment or threats. Just make sure you have plenty of back up, with your own membership and your NBA office.
I’ll believe it when I see it. I don’t know why the union even try’s with management, they will not live up to any agreements and will do what ever they want. How’s the mou on violence in the work place doing?