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National Association of Letter Carriersthe United States Postal Service

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TABLE OF CONTENTS2006 NATIONAL AGREEMENT

Subject PagePreamble 1 Article 1 Union Recognition 1Article 2 Non-Discrimination and Civil Rights 4Article 3 Management Rights 5Article 4 Technological and Mechanization Changes 5Article 5 Prohibition of Unilateral Action 7Article 6 No Layoffs or Reduction in Force 7Article 7 Employee Classifications 15Article 8 Hours of Work 17Article 9 Salaries and Wages 23Article 10 Leave 27Article 11 Holidays 30Article 12 Principles of Seniority, Posting and

Reassignments 32Article 13 Assignment of Ill or Injured Regular

Workforce Employees 50Article 14 Safety and Health 57Article 15 Grievance-Arbitration Procedure 65Article 16 Discipline Procedure 78Article 17 Representation 82Article 18 No Strike 88Article 19 Handbooks and Manuals 89Article 20 Parking 90Article 21 Benefit Plans 91Article 22 Bulletin Boards 93Article 23 Rights of Union Officials to

Enter Postal Installations 93Article 24 Employees on Leave with Regard

to Union Business 94Article 25 Higher Level Assignments 95Article 26 Uniforms and Work Clothes 97Article 27 Employee Claims 99Article 28 Employer Claims 100Article 29 Limitation on Revocation of Driving Privileges 102Article 30 Local Implementation 103Article 31 Union-Management Cooperation 107Article 32 Subcontracting 108Article 33 Promotions 109

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Article 34 Work and/or Time Standards 110Article 35 Employee Assistance Program 112Article 36 Credit Unions and Travel 113Article 41 Letter Carrier Craft 115Article 42 Energy Shortages 129Article 43 Separability and Duration 130

Appendix ANight Differentials ............................................................ 131

Memorandums and Letters of IntentDeaf and Hard of Hearing................................................. 132Article 7, 12 and 13— Cross Craft and Office Size ......... 135Article 7.1 ......................................................................... 136Article 7.3 ......................................................................... 136Maximization— Full-Time Flexible................................. 137Maximization— Letter of Intent....................................... 138Transitional Employees-Additional Provisions ................ 140Transitional Employees-Part-Time Flexible Conversions 144Transitional Employee Employment Opportunities ......... 146Transitional Employees (Flat Sequencing System) .......... 147FSS Implementation ......................................................... 148FSS Work Methods........................................................... 149Article 8 ............................................................................ 150Overtime Issues................................................................. 152Work Assignment Overtime ............................................. 154Granting Step Increases .................................................... 156Leave Sharing ................................................................... 157Sick Leave for Dependent Care ........................................ 158Return to Duty .................................................................. 159Bereavement Leave........................................................... 160Leave Policy ..................................................................... 161Paid Leave and LWOP ..................................................... 161Day of Observance............................................................ 162PTF Court Leave............................................................... 164Transfers ........................................................................... 166Mutual Exchanges............................................................. 169Joint Safety and Accident Control Teams ........................ 170District Safety Committees Pilot Program........................ 171Interest on Back Pay ......................................................... 172Article 15—ELM 436—Back Pay.................................... 172

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Article 15—Dispute Resolution Process .......................... 173Article 15—Intervention Process...................................... 178Arbitration Task Force...................................................... 179Processing of Post-Removal Grievances .......................... 180Processing of Grievances.................................................. 180Article 17.7.D Payroll Deductions/Allotments................. 181Article 19 .......................................................................... 181Centralized Uniform Program .......................................... 184Reinstatement of Driving Privileges................................. 185Local Implementation ....................................................... 187Extension of Negotiation Period- Local Implementation . 189Bargaining Information..................................................... 190Customer Connect Program.............................................. 191Article 32 Committee........................................................ 191Subcontracting .................................................................. 193Subcontracting MOU Issues ............................................. 194Article 41—Bid Process ................................................... 195Router, Carrier Craft ......................................................... 195Alternate Route Evaluation Process ................................. 196Special Count and Inspection— City Delivery Routes .... 197Training Committee.......................................................... 198Use of Privately Owned Vehicles ..................................... 199Segmentation .................................................................... 200Joint Agreements— 9-17-92............................................. 203Resolution of Issues Left Open by Mittenthal Award ...... 206X-Routes ........................................................................... 209DPS Work Methods .......................................................... 214Fleischli Award Implementation ...................................... 215Subcontracting MOU Letter of Intent............................... 216Subcontracting—List of City Delivery Offices ................ 217

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Note:

Bold Face Type in the text indicates revised or new lan-guage. Bold Face Type in headings does not necessarilyindicate change.

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PREAMBLE

This Agreement (referred to as the 2006 National Agreement)is entered into by and between the United States Postal Service(hereinafter referred to as the “Employer”) and the NationalAssociation of Letter Carriers, AFL-CIO (hereinafter referredto as the “Union”). The Agreement is effective as ofNovember 21, 2006 unless otherwise provided.

ARTICLE 1

UNION RECOGNITION

Section 1. Union

The Employer recognizes the National Association of LetterCarriers, AFL-CIO as the exclusive bargaining representativeof all employees in the bargaining unit for which it has beenrecognized and certified at the national level —City LetterCarriers.

Section 2. Exclusions

The employee group set forth in Section 1 above does notinclude, and this Agreement does not apply to:

1. Managerial and supervisory personnel;

2. Professional employees;

3. Employees engaged in personnel work in other than apurely non-confidential clerical capacity;

4. Security guards as defined in Public Law 91-375,1201(2);

5. All Postal Inspection Service employees;

6. Employees in the supplemental work force as defined inArticle 7;

7. Rural letter carriers;

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8. Mail handlers;

9. Maintenance Employees;

10. Special Delivery Messengers;

11. Motor Vehicle Employees; or

12. Postal Clerks.

Section 3. Facility Exclusions

This Agreement does not apply to employees who work inother employer facilities which are not engaged in customerservices and mail processing, previously understood andexpressed by the parties to mean mail processing and delivery,including but not limited to Headquarters, Area Offices,Information Service Centers, Postal Service Training andDevelopment Institute, Oklahoma Postal Training Operations,Postal Academies, Postal Academy Training Institute,Stamped Envelope Agency, Supply Centers, Mail EquipmentShops, or Mail Transport Equipment Centers.

Section 4. Definition

Subject to the foregoing exclusions, this Agreement shall beapplicable to all employees in the regular work force of theU.S. Postal Service, as defined in Article 7, at all present andsubsequently acquired installations, facilities, and operationsof the Employer, wherever located.

Section 5. New Positions

A. Each newly created position shall be assigned by theEmployer to the national craft unit most appropriate for suchposition within thirty (30) days after its creation. Before such assignment of each new position the Employer shall consult with the Union for the purpose of assigning the newposition to the national craft unit most appropriate for suchposition. The following criteria shall be used in making thisdetermination:

1. existing work assignment practices;

2. manpower costs;

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3. avoidance of duplication of effort and “make work”assignments;

4. effective utilization of manpower, including the PostalService’s need to assign employees across craft lines ona temporary basis;

5. the integral nature of all duties which comprise a normalduty assignment;

6. the contractual and legal obligations and requirements ofthe parties.

B. The Union shall be notified promptly by the Employerregarding assignments made under this provision. Should theUnion dispute the assignment of the new position within thirty(30) days from the date the Union has received notification ofthe assignment of the position, the dispute shall be subject tothe provisions of the grievance and arbitration procedure pro-vided for herein.

Section 6. Performance of Bargaining Unit Work

A. Supervisors are prohibited from performing bargainingunit work at post offices with 100 or more bargaining unitemployees, except:

1. in an emergency;

2. for the purpose of training or instruction of employees;

3. to assure the proper operation of equipment;

4. to protect the safety of employees; or

5. to protect the property of the USPS.

B. In offices with less than 100 bargaining unit employees,supervisors are prohibited from performing bargaining unitwork except as enumerated in Section 6.A.1 through 5 aboveor when the duties are included in the supervisor’s positiondescription.

(The preceding Article, Article 1, shall apply toTransitional Employees.)

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ARTICLE 2

NON-DISCRIMINATION AND CIVIL RIGHTS

Section 1. Statement of Principle

The Employer and the Union agree that there shall be no dis-crimination by the Employer or the Union against employeesbecause of race, color, creed, religion, national origin, sex,age, or marital status.

In addition, consistent with the other provisions of thisAgreement, there shall be no unlawful discrimination againsthandicapped employees, as prohibited by the RehabilitationAct.

[see Memo, page 132]

Section 2. Committees

There are established at the national and area levels JointCommittees on Human Rights. The committees will be com-posed of a representative of the Union and responsible man-agement officials. The committees may develop affirmativeaction proposals on all matters affecting minority groups. Thecommittees will also be advised of the plan for site selectionfor facilities planned for national postal mail networks andmajor metropolitan areas, and review availability of adequatehousing and public transportation. The committees shall meetas required at mutually agreeable times.

Section 3. Grievances

Grievances arising under this Article may be filed at FormalStep A of the grievance procedure within fourteen (14) days ofwhen the employee or the Union has first learned or may rea-sonably have been expected to have learned of the alleged dis-crimination, unless filed directly at the national level, in whichcase the provisions of this Agreement for initiating grievancesat that level shall apply.


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ARTICLE 3

MANAGEMENT RIGHTS

The Employer shall have the exclusive right, subject to the pro-visions of this Agreement and consistent with applicable lawsand regulations:

A. To direct employees of the Employer in the performanceof official duties;

B. To hire, promote, transfer, assign, and retain employeesin positions within the Postal Service and to suspend, demote,discharge, or take other disciplinary action against suchemployees;

C. To maintain the efficiency of the operations entrusted to it;

D. To determine the methods, means, and personnel bywhich such operations are to be conducted;

E. To prescribe a uniform dress to be worn by letter carriersand other designated employees; and

F. To take whatever actions may be necessary to carry outits mission in emergency situations, i.e., an unforeseen circum-stance or a combination of circumstances which calls forimmediate action in a situation which is not expected to be of arecurring nature.

(The preceding Article, Article 3, shall apply to TransitionalEmployees.)

ARTICLE 4

TECHNOLOGICAL AND MECHANIZATION CHANGES

Both parties recognize the need for improvement of mail ser-vice.

Section 1. Advance Notice

The Union will be informed as far in advance of implementa-tion as practicable of technological or mechanization changes

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which affect jobs including new or changed jobs in the area ofwages, hours or working conditions. When major new mecha-nization or equipment is to be purchased and installed, theUnion at the national level will be informed as far in advanceas practicable, but no less than 90 days in advance.

Section 2. Labor-Management Committee

There shall be established at the national level a Joint-LaborManagement Technological or Mechanization ChangesCommittee composed of an equal number of representatives ofmanagement and the Union. Notice to said Committee shallsatisfy the notice requirements of the preceding paragraph.Upon receiving notice, said Committee shall attempt to resolveany questions as to the impact of the proposed change uponaffected employees and if such questions are not resolvedwithin a reasonable time after such change or changes areoperational, the unresolved questions may be submitted by theUnion to arbitration under the grievance-arbitration procedure.Any arbitration arising under this Article will be given priorityin scheduling.

Section 3. New Jobs

Any new job or jobs created by technological or mechaniza-tion changes shall be offered to present employees capable ofbeing trained to perform the new or changed job and theEmployer will provide such training. During training, theemployee will maintain his/her rate. It is understood that thetraining herein referred to is on the job and not to exceed sixty(60) days. Certain specialized technical jobs may require addi-tional and off-site training.

An employee whose job is eliminated, if any, and who cannotbe placed in a job of equal grade shall receive rate protectionuntil such time as that employee fails to bid or apply for aposition in the employee’s former wage level.

The obligation hereinabove set forth shall not be construed to,in any way, abridge the right of the Employer to make suchchanges.

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ARTICLE 5

PROHIBITION OF UNILATERAL ACTION

The Employer will not take any actions affecting wages, hoursand other terms and conditions of employment as defined inSection 8(d) of the National Labor Relations Act which violatethe terms of this Agreement or are otherwise inconsistent withits obligations under law.


ARTICLE 6

NO LAYOFFS OR REDUCTION IN FORCE

(1) Each employee who is employed in the regular work forceas of the date of the Award of Arbitrator James J. Healy,September 15, 1978, shall be protected henceforth against anyinvoluntary layoff or force reduction.

It is the intent of this provision to provide security to eachsuch employee during his or her work lifetime.

Members of the regular work force, as defined in Article 7 ofthe Agreement, include full-time regulars, part-time employ-ees assigned to regular schedules and part-time employeesassigned to flexible schedules.

(2) Employees who become members of the regular workforce after the date of this Award, September 15, 1978, shallbe provided the same protection afforded under (1) above oncompletion of six years of continuous service and havingworked in at least 20 pay periods during each of the six years.

(3) With respect to employees hired into the regular work force after the date of this Award and who have not acquiredthe protection provided under (2) above, the Employer shallhave the right to effect layoffs for lack of work or for otherlegitimate reasons. This right may be exercised in lieu of reas-signing employees under the provisions of Article 12, exceptas such right may be modified by agreement. Should the exer-

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cise of the Employer’s right to lay off employees require theapplication of the provisions of Chapter 35 of Title 5, UnitedStates Code, employees covered by that Chapter with less thanthree years of continuous civilian federal service will be treat-ed as “career conditional” employees.

The Employer’s right as established in this Section shall beeffective July 20, 1979.

The following terms as to the employees’ and Employer’srights and the rules and procedures to be followed in theimplementation of Article 6 are a part of the September 15,1978 Final Resolution and shall be final and binding upon theparties:

A. Coverage

1. Employees protected against any involuntary layoffor force reduction.

Those employees who occupy full-time, part-time regu-lar or part-time flexible positions in the regular workforce (as defined in Article 7) on September 15, 1978,are protected against layoff and reduction in force dur-ing any period of employment in the regular work forcewith the United States Postal Service or successororganization in his or her lifetime. Such employees arereferred to as “protected employees.”

Other employees achieve protected status under the pro-visions of A.3 below.

2. Employees subject to involuntary layoff or forcereduction.

Except as provided in A.1 and A.3, all employees whoenter the regular work force, whether by hire, transfer,demotion, reassignment, reinstatement, and reemploy-ment on or after September 16, 1978, are subject to lay-off or force reduction and are referred to as “non-pro-tected employees.”

3. Non-protected employees achieving protected status.

(a) A non-protected employee achieves protected statusupon completion of six years of continuous service

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in their regular work force. The service requirementis computed from the first day of the pay period inwhich the employee enters the regular work force.To receive credit for the year, the employee mustwork at least one hour or receive a call-in guaranteein lieu of work in at least 20 of the 26 pay periodsduring that anniversary year.

Absence from actual duty for any of the followingreasons will be considered as “work” solely for thepurposes of this requirement:

(1) To the extent required by law, court leave, timespent in military service covered by Chapter 43of Title 38, or time spent on continuation of pay,leave without pay or on OWCP rolls because ofcompensable injury on duty.

(2) Time spent on paid annual leave or sick leave,as provided for in Article 10 of the Agreement.

(3) Leave without pay for performing Union busi-ness as provided for in Article 24 of theAgreement.

All other unpaid leave and periods of suspensionor time spent in layoff or RIF status will not beconsidered work. Failure to meet the 20 payperiod requirement in any given anniversaryyear means the employee must begin a new sixyear continuous service period to achieve pro-tected status.

(b) Temporary details outside of the regular work forcein which the employee’s position of record remainsin the regular work force count toward fulfilling the20 pay periods of work requirement per year.

(c) If a non-protected employee leaves the regular workforce for a position outside the Postal Service andremains there more than 30 calendar days, uponreturn the employee begins a new service period forpurposes of attaining six years continuous service.

(d) If a non-protected employee leaves the regular work

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force and returns within two years from a positionwithin the Postal Service the employee will receivecredit for previously completed full anniversaryyears, for purposes of attaining the six years contin-uous service.

B. Preconditions for Implementation of Layoff andReduction in Force.

1. The affected Union(s) shall be notified at the Regionallevel no less than 90 days in advance of any layoff orreduction in force that an excess of employees exists orwill exist at an installation and that a layoff and reduc-tion in force may be necessary. The Employer willexplain to the Union(s) the basis for its conclusion thatlegitimate business reasons require the excessing andpossible separation of employees.

2. No employee shall be reassigned under this Article orlaid off or reduced in force unless and until that employ-ee has been notified at least 60 days in advance that heor she may be affected by one or the other of theseactions.

3. The maximum number of excess employees within aninstallation shall be determined by seniority unit withineach category of employees (full-time, part-time regular,part-time flexible). This number determined by theEmployer will be given to the Union(s) at the time ofthe 90-day notice.

4. Before implementation of reassignment under thisArticle or, if necessary, layoff and reduction in force ofexcess employees within the installation, the Employerwill, to the fullest extent possible, separate all casualswithin the craft and minimize the amount of overtimework and part-time flexible hours in the positions or group of positions covered by the seniority unit as defined in this Agreement or as agreed to by the par-ties. In addition, the Employer shall solicit volunteersfrom among employees in the same craft within theinstallation to terminate their employment with theEmployer.

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Employees who elect to terminate their employmentwill receive a lump sum severance payment in theamount provided by Part 435 of the Employee andLabor Relations Manual, will receive benefit coverageto the extent provided by such Manual, and, if eligible,will be given the early retirement benefits provided bySection 8336(d)(2) of Title 5, United States Code andthe regulations implementing that statute.

5. No less than 20 days prior to effecting a layoff, theEmployer will post a list of all vacancies in other senior-ity units and crafts at the same or lower level whichexist within the installation and within the commutingarea of the losing installation. Employees in an affectedseniority unit may, within 10 days after the posting,request a reassignment under this Article to a postedvacancy. Qualified employees will be assigned to suchvacancies on the basis of seniority. If a senior non-pref-erence eligible employee within the seniority unit indi-cates no interest in available reassignment, then suchemployee becomes exposed to layoff. A preference eli-gible employee within the seniority unit shall berequired to accept such a reassignment to a vacancy inthe same level at the installation, or, if none exists at theinstallation, to a vacancy in the same level at an installa-tion within the commuting area of the losing installation.

If the reassignment is to a different craft, the employee’sseniority in the new craft shall be established in accor-dance with the applicable seniority provisions of thenew craft.

C. Layoff and Reduction in Force

1. Definition. The term “layoff’ as used herein refers tothe separation of non-protected. non-preference eligibleemployees in the regular work force because of lack of work or other legitimate, non-disciplinary reasons.The term “reduction in force” as used herein refers tothe separation or reduction in the grade of a non-protected veterans’ preference eligible in the regularwork force because of lack of work or other legitimatenon-disciplinary reasons.

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2. Order of layoff. If an excess of employees exists at aninstallation after satisfaction of the preconditions setforth in (B) above, the Employer may lay off employ-ees within their respective seniority units as defined inthe Agreement.

3. Seniority units for purposes of layoff. Seniority unitswithin the categories of full-time regular, part-time reg-ular, and part-time flexible, will consist of all non-pro-tected persons at a given level within an establishedcraft at an installation unless the parties agree other-wise. It is the intent to provide the broadest possibleunit consistent with the equities of senior non-protectedemployees and with the efficient operation of the instal-lation.

4. Union representation. Chief stewards and union stew-ards whose responsibilities bear a direct relationship tothe effective and efficient representation of bargainingunit employees shall be placed at the top of the seniori-ty unit roster in the order of their relative craft seniorityfor the purposes of layoff, reduction in force, and recall.

5. Reduction in force. If an excess of employees exists atan installation after satisfaction of the preconditions setforth in (B) above and after the layoff procedure hasbeen applied, the Employer may implement a reductionin force as defined above. Such reduction will be con-ducted in accordance with statutory and regulatoryrequirements that prevail at the time the force reductionis effected. Should applicable law and regulationsrequire that other non-protected, non-preference eligi-ble employees from other seniority units be laid offprior to reduction in force, such employees will be laidoff in inverse order of their craft seniority in the senior-ity unit.

In determining competitive levels and competitive areasapplicable in a force reduction, the Employer will sub-mit its proposal to the Union(s) at least 30 days prior tothe reduction. The Union(s) will be afforded a full

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opportunity to make suggested revisions in the proposal.However, the Employer, having the primary responsibil-ity for compliance with the statute and regulations,reserves the right to make the final decision with respectto competitive levels and competitive areas. In makingits decision with respect to competitive levels and com-petitive areas the Employer shall give no greater reten-tion security to preference eligibles than to non-prefer-ence eligibles except as may be required by law.

D. Recall Rights

1. Employees who are laid off or reduced in force shall beplaced on recall lists within their seniority units andshall be entitled to remain on such lists for two years.Such employees shall keep the Employer informed oftheir current address. Employees on the lists shall benotified in order of craft seniority within the seniorityunit of all vacant assignments in the same category andlevel from which they were laid off or reduced in force.Preference eligibles will be accorded no recall rightsgreater than non-preference eligibles except as requiredby law. Notice of vacant assignments shall be given bycertified mail, return receipt requested, and a copy ofsuch notice shall be furnished to the local union presi-dent. An employee so notified must acknowledgereceipt of the notice and advise the Employer of his orher intentions within 5 days after receipt of the notice. Ifthe employee accepts the position offered he or she mustreport for work within 2 weeks after receipt of notice. Ifthe employee fails to reply to the notice within 5 daysafter the notice is received or delivery cannot be accom-plished, the Employer shall offer the vacancy to the nextemployee on the list. If an employee declines the offerof a vacant assignment in his or her seniority unit ordoes not have a satisfactory reason for failure to reply toa notice, the employee shall be removed from the recalllist.

2. An employee reassigned from a losing installation pur-suant to B.5 above and who has retreat rights shall beentitled under this Article to exercise those retreat rights

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before a vacancy is offered to an employee on the recalllist who is junior to the reassigned employee in craftseniority.

E. Protective Benefits

1. Severance pay. Employees who are separated becauseof a layoff or reduction in force shall be entitled to sev-erance pay in accordance with Part 435 of theEmployee and Labor Relations Manual.

2. Health and Life Insurance Coverage. Employees whoare separated because of a layoff or a reduction in forceshall be entitled to the health insurance and life insur-ance coverage and to the conversion rights provided forin the Employee and Labor Relations Manual.

F. Union Representation Rights

1. The interpretation and application of the provisions ofthis Award shall be grievable under Article 15. Anysuch grievance may be introduced at Step B and shall besubject to priority arbitration.

2. The Employer shall provide to the affected Union(s) aquarterly report on all reassignments, layoff and reduc-tions in force made under this Article.

3. Preference eligibles are not deprived of whatever rightsof appeal such employees may have under applicablelaws and regulations. If the employee appeals under theVeterans’ Preference Act, however, the time limits forappeal to arbitration and the normal contractual arbitra-tion scheduling procedures are not to be delayed as aconsequence of that appeal; if there is an MSPB appealpending as of the date the arbitration is scheduled by theparties, the grievant waives access to the grievance-arbi-tration procedure beyond Step B.

G. Intent

The Employer shall not lay off, reduce in force, or take anyother action against a non-protected employee solely to pre-vent the attainment of that employee of protection status.

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ARTICLE 7

EMPLOYEE CLASSIFICATIONS

Section 1. Definition and Use

A. Regular Work Force. The regular work force shall becomprised of two categories of employees which are as fol-lows:

1. Full-Time. Employees in this category shall be hiredpursuant to such procedures as the Employer mayestablish and shall be assigned to regular schedules con-sisting of five (5) eight (8) hour days in a service week.

2. Part-Time. Employees in this category shall be hiredpursuant to such procedures as the Employer mayestablish and shall be assigned to regular schedulesof less than forty (40) hours in a service week, orshall be available to work flexible hours as assignedby the Employer during the course of a service week.

B. Transitional Work Force

The transitional work force shall be comprised of noncar-eer, bargaining unit employees as follows:

1. The number of transitional employees who may beemployed in any period, other than December, shallnot exceed 3.5% of the total number of career citycarriers covered by this agreement.

2. The number of transitional employees employedin a district other than December, may not exceed6% of the total number of career city carriersemployed in that district.

3. Over the course of a pay period, the Employerwill make every effort to ensure that qualified andavailable part-time flexible employees are utilizedat the straight-time rate prior to assigning suchwork to transitional employees working in thesame work location and on the same tour, provid-ed that the reporting guarantee for transitionalemployees is met.

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4. Transitional employees shall be hired pursuant tosuch procedures as the Employer may establish.They will be hired for a term not to exceed 360calendar days for each appointment. Transitionalemployees will have a break in service of at least 5days between appointments.

[See Memo, page 136]

Section 2. Employment and Work Assignments

A. Normally, work in different crafts, occupational groupsor levels will not be combined into one job. However, to pro-vide maximum full-time employment and provide necessaryflexibility, management may establish full-time schedule assign-ments by including work within different crafts or occupationalgroups after the following sequential actions have been taken:

1. All available work within each separate craft by tour hasbeen combined.

2. Work of different crafts in the same wage level by tourhas been combined.

The appropriate representatives of the affected Unions will beinformed in advance of the reasons for establishing the combi-nation full-time assignments within different crafts in accor-dance with this Article.

B. In the event of insufficient work on any particular dayor days in a full-time or part-time employee’s own scheduledassignment, management may assign the employee to anyavailable work in the same wage level for which the employeeis qualified, consistent with the employee’s knowledge andexperience, in order to maintain the number of work hours ofthe employee’s basic work schedule.

C. During exceptionally heavy workload periods for oneoccupational group, employees in an occupational group expe-riencing a light workload period may be assigned to work inthe same wage level, commensurate with their capabilities, tothe heavy workload area for such time as management deter-mines necessary.


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Section 3. Employee Complements

A. The Employer shall staff all postal installations whichhave 200 or more workyears of employment in the regularwork force as of the date of this Agreement with 88% full-timeemployees in the letter carrier craft.

B. The Employer shall maximize the number of full-timeemployees and minimize the number of part-time employeeswho have no fixed work schedules in all postal installations;however, nothing in this paragraph B shall detract from theUSPS’ ability to use the awarded full-time/part-time ratio asprovided for in paragraph 3.A. above.

C. A part-time flexible employee working eight (8) hourswithin ten (10), on the same five (5) days each week and thesame assignment over a six month period will demonstrate theneed for converting the assignment to a full-time position.

D. Where a count and inspection of an auxiliary city deliv-ery assignment indicates that conversion to a full-time positionis in order, conversion will be made.

[see Memos and Letter of Intent, pages 136-138]

ARTICLE 8

HOURS OF WORK

Section 1. Work Week

The work week for full-time regulars shall be forty (40) hoursper week, eight (8) hours per day within ten (10) consecutivehours, provided, however, that in all offices with more than100 full-time employees in the bargaining units the normalwork week for full-time regular employees will be forty hoursper week, eight hours per day within nine (9) consecutivehours. Shorter work weeks will, however, exist as needed forpart-time regulars.

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Section 2. Work Schedules

A. The employee’s service week shall be a calendar weekbeginning at 12:01 a.m. Saturday and ending at 12 midnightthe following Friday.

B. The employee’s service day is the calendar day onwhich the majority of work is scheduled. Where the workschedule is distributed evenly over two calendar days, theservice day is the calendar day on which such work schedulebegins.

C. The employee’s normal work week is five (5) servicedays, each consisting of eight (8) hours, within ten (10) con-secutive hours, except as provided in Section 1 of this Article.As far as practicable the five days shall be consecutive dayswithin the service week.

Section 3. Exceptions

The above shall not apply to part-time employees and transi-tional employees.

Part-time employees will be scheduled in accordance with theabove rules, except they may be scheduled for less than eight(8) hours per service day and less than forty (40) hours pernormal work week.

Transitional employees will be scheduled in accordance withSection 2, A and B, of this Article.

Section 4. Overtime Work

A. Overtime pay is to be paid at the rate of one and one-half (1 1/2) times the base hourly straight time rate.

(The preceding paragraph, Article 8.4.A., shall apply totransitional employees.)

B. Overtime shall be paid to employees for work per-formed only after eight (8) hours on duty in any one serviceday or forty (40) hours in any one service week. Nothing inthis Section shall be construed by the parties or any reviewingauthority to deny the payment of overtime to employees fortime worked outside of their regularly scheduled work week atthe request of the Employer.

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(The preceding paragraph, Article 8.4.B., shall apply totransitional employees.)

C. Penalty overtime pay is to be paid at the rate of two (2)times the base hourly straight time rate. Penalty overtime paywill not be paid for any hours worked in the month ofDecember.

(The preceding paragraph, Article 8.4.C., shall apply totransitional employees.)

D. Penalty overtime pay will be paid to full-time regularemployees for any overtime work in contravention of therestrictions in Section 5.F.

E. Excluding December, part-time flexible employees willreceive penalty overtime pay for all work in excess of ten (10)hours in a service day or fifty-six (56) hours in a service week.

(The preceding paragraph, Article 8.4.E., shall apply totransitional employees.)

F. Wherever two or more overtime or premium rates mayappear applicable to the same hour or hours worked by anemployee, there shall be no pyramiding or adding together ofsuch overtime or premium rates and only the higher of theemployee’s applicable rates shall apply.

(The preceding paragraph, Article 8.4.F., shall apply totransitional employees.)

Section 5. Overtime Assignments

When needed, overtime work for full-time employees shall bescheduled among qualified employees doing similar work inthe work location where the employees regularly work inaccordance with the following:

A. Employees desiring to work overtime shall place theirnames on either the “Overtime Desired” list or the “WorkAssignment” list during the two weeks prior to the start of the calendar quarter, and their names shall remain on the listuntil such time as they remove their names from the list. Employees may switch from one list to the other duringthe two weeks prior to the start of the calendar quarter,

Article 8.5.A

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and the change will be effective beginning that new calendarquarter.

B. “Overtime Desired” lists will be established by craft,section or tour in accordance with Article 30, LocalImplementation.

C.1. (RESERVED)

C.2.a. When during the quarter the need for overtime arises,employees with the necessary skills having listedtheir names will be selected from the “OvertimeDesired” list.

b. During the quarter every effort will be made to dis-tribute equitably the opportunities for overtimeamong those on the “Overtime Desired” list.

c. In order to insure equitable opportunities for over-time, overtime hours worked and opportunitiesoffered will be posted and updated quarterly.

d. Recourse to the “Overtime Desired” list is not neces-sary in the case of a letter carrier working on theemployee’s own route on one of the employee’s reg-ularly scheduled days.

D. If the voluntary “Overtime Desired” list does not providesufficient qualified people, qualified full-time regular employeesnot on the list may be required to work overtime on a rotatingbasis with the first opportunity assigned to the junior employee.

E. Exceptions to C and D above if requested by theemployee may be approved by local management in excep-tional cases based on equity (e.g., anniversaries, birthdays, ill-ness, deaths).

F. Excluding December, no full-time regular employeewill be required to work overtime on more than four (4) of theemployee’s five (5) scheduled days in a service week or workover ten (10) hours on a regularly scheduled day, over eight(8) hours on a non-scheduled day, or over six (6) days in aservice week.

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G. Full-time employees not on the “Overtime Desired” listmay be required to work overtime only if all available employ-ees on the “Overtime Desired” list have worked up to twelve(12) hours in a day or sixty (60) hours in a service week.Employees on the “Overtime Desired” list:

1. may be required to work up to twelve (12) hours in aday and sixty (60) hours in a service week (subject topayment of penalty overtime pay set forth in Section4.D for contravention of Section 5.F); and

2. excluding December, shall be limited to no more thantwelve (12) hours of work in a day and no more thansixty (60) hours of work in a service week.

However, the Employer is not required to utilize employees onthe “Overtime Desired” list at the penalty overtime rate ifqualified employees on the “Overtime Desired” list who arenot yet entitled to penalty overtime are available for the over-time assignment.

[see Memo, pages 150-154]

Section 6. Sunday Premium Payment

Each employee whose regular work schedule includes a periodof service, any part of which is within the period commencingat midnight Saturday and ending at midnight Sunday, shall bepaid extra compensation at the rate of 25 percent of theemployee’s base hourly rate of compensation for each hour ofwork performed during that period of service. An employee’sregularly scheduled reporting time shall not be changed onSaturday or Sunday solely to avoid the payment of Sundaypremium payment.

Section 7. Night Shift Differential

For time worked between the hours of 6:00 p.m. and 6:00a.m., career employees shall be paid additional compensationat the applicable flat dollar amount at each pay grade and stepin accordance with Appendix A attached hereto.

(The preceding, Article 8.7, shall apply to transitionalemployees.)

Article 8.7

21

Section 8. Guarantees

A. An employee called in outside the employee’s regularwork schedule shall be guaranteed a minimum of four (4) con-secutive hours of work or pay in lieu thereof where less thanfour (4) hours of work is available. Such guaranteed minimumshall not apply to an employee called in who continues work-ing on into the employee’s regularly scheduled shift.

B. When a full-time regular employee is called in on theemployee’s non-scheduled day, the employee will be guaran-teed eight hours work or pay in lieu thereof.

C. The Employer will guarantee all employees at least four(4) hours work or pay on any day they are requested or sched-uled to work in a post office or facility with 200 or more work-years of employment per year. All employees at other postoffices and facilities will be guaranteed two (2) hours work orpay when requested or scheduled to work.

D. Any transitional employee who is scheduled to workand who reports for work shall be guaranteed four (4) hours’work or pay.

Section 9. Wash-Up Time

Installation heads shall grant reasonable wash-up time to thoseemployees who perform dirty work or work with toxic materi-als. The amount of wash-up time granted each employee shallbe subject to the grievance procedure.

(The preceding paragraph, Article 8.9, shall apply to transi-tional employees.)

Article 8.8

22

ARTICLE 9SALARIES AND WAGES

Section 1. Basic Annual Salary

For those grades and steps in effect during the term of the2001 Agreement, the basic annual salary schedules, with proportional application to hourly rate employees, for thoseemployees covered under the terms and conditions of thisAgreement shall be increased as follows:

Effective November 25, 2006—the basic annual salary foreach grade and step shall be increased by an amount equalto 1.4% of the basic annual salary for the grade and step ineffect as of November 24, 2006.




Effective November 20, 2010—the basic annual salary foreach grade and step shall be increased by an amount equalto 1.85% of the basic annual salary for the grade and stepin effect as of November 24, 2006.

Section 2. One-Time Cash Payment

A. Full-Time Employees

All eligible non-probationary full-time employees coveredby this Agreement shall receive a one-time cash payment,not to be included in basic pay, as follows:

A one-time cash payment based on the change in CPI-Wfrom July 2006 to May 2007 will be paid as soon as

Article 9.2.A

23

practicable following ratification of the new Agreement.The one-time cash payment will be based on the COLAformula as detailed in Section 3.C, below.

B. Hourly Rate Employees

All eligible non-probationary hourly rate employees, whohave been paid for less than 2000 hours during the twenty-six pay periods ending with pay period 20, i.e.,September 15 - 28, 2007, shall receive such cash paymentbased on their number of paid hours during that period inaccordance with the following schedule:

Number of Paid Hours Percent of Cash Payment1 and Under 500 25500 and Under 1000 501000 and Under 1500 751500 and Over 100

The percentage determined as a result of the abovecomputation will be applied to the one-time cash payment todetermine the non-probationary hourly rate employee’s shareof the one-time cash payment. This payment does not becomepart of the employee’s basic pay.

C. Eligibility

1. Full-Time Employees

In order to be eligible to receive the one-time cash pay-ment, the employee must be in a full-time regular pay sta-tus during pay period 20, i.e., September 15 - 28, 2007.

2. Hourly Rate Employees

In order to be eligible to receive the one-time cash pay-ment, an hourly rate employee must be in a pay status dur-ing pay period 20, i.e., September 15 - 28, 2007.

Section 3. Cost of Living Adjustment

A. Definitions

1.“Consumer Price Index” refers to the “NationalConsumer Price Index for Urban Wage Earners andClerical Workers,” published by the Bureau of LaborStatistics, United States Department of Labor (1967=100)

Article 9.2.A

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and referred to herein as the “Index.”

2. “Consumer Price Index Base” refers to the ConsumerPrice Index for the month of May 2007 and is referred toherein as the “Base Index.”

B. Effective Dates of Adjustment

Each employee covered by this Agreement shall receivecost-of-living adjustments, upward, in accordance with theformula in Section 3.C, below, effective on the followingdates:

—the second full pay period after the release of the July2007 Index

—the second full pay period after the release of theJanuary 2008 Index








C. The basic salary schedules provided for in thisAgreement shall be increased 1 cent per hour for each full 0.4of a point increase in the applicable Index above the BaseIndex. For example, if the increase in the Index from July2007 to January 2008 is 1.2 points, all pay scales foremployees covered by this Agreement will be increased by 3cents per hour. In no event will a decline in the Index below

Article 9.3.C

25

the Base Index result in a decrease in the pay scales providedfor in this Agreement.

D. In the event the appropriate Index is not published onor before the beginning of the effective payroll period, anyadjustment required will be made effective at the beginningof the second payroll period after publication of theappropriate Index.

E. No adjustment, retroactive or otherwise, shall be madedue to any revision which may later be made in the publishedfigures for the Index for any month mentioned in 3.B, above.

F. If during the life of this Agreement, the BLS ceases tomake available the CPI-W (1967=100), the parties agree to usethe CPI-W (1982-84=100) at such time as BLS ceases to makeavailable the CPI-W (1967=100). At the time of change to theCPI-W (1982-84=100), the cost-of-living formula in Section3.C will be recalculated to provide the same cost-of-livingadjustment that would have been granted under the formulausing the CPI-W (1967=100).

Section 4. Application of Salary Rates

The Employer shall continue the current application ofsalary rates for the duration of this Agreement.

Section 5. Granting Step Increases

The Employer will continue the program on granting stepincreases for the duration of this Agreement.


Section 6. Protected Salary Rates

The Employer shall continue the current salary rate protec-tion program for the duration of this Agreement.

Section 7. Transitional Employees

Transitional employees will be hired at Grade 1, Step A,and will be paid at Step A of the position to which they areassigned.

The hourly rate paid to transitional employees will be sub-ject to the increases and adjustments set forth in Sections 1and 3 above.

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26

ARTICLE 10LEAVE

Section 1. Funding

The Employer shall continue funding the leave program so asto continue the current leave earning level for the duration ofthis Agreement.

Section 2. Leave Regulations

The leave regulations in Subchapter 510 of the Employeeand Labor Relations Manual, insofar as such regulationsestablish wages, hours and working conditions of employeescovered by this Agreement, shall remain in effect for the lifeof this Agreement.

Section 3. Choice of Vacation Period

A. It is agreed to establish a nationwide program for vacationplanning for employees in the regular work force with emphasisupon the choice vacation period(s) or variations thereof.

B. Care shall be exercised to assure that no employee isrequired to forfeit any part of such employee’s annual leave.

C. The parties agree that the duration of the choice vaca-tion period(s) in all postal installations shall be determinedpursuant to local implementation procedures.

D. Annual leave shall be granted as follows:

l. Employees who earn 13 days annual leave per yearshall be granted up to ten (10) days of continuousannual leave during the choice period. The number ofdays of annual leave, not to exceed ten (10), shall beat the option of the employee.

2. Employees who earn 20 or 26 days annual leave peryear shall be granted up to fifteen (15) days of con-tinuous annual leave during the choice period. Thenumber of days of annual leave, not to exceed fifteen(15), shall be at the option of the employee.

3. The subject of whether an employee may at the em-

Article 10.3.D.3

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ployee’s option request two (2) selections during thechoice period(s), in units of either 5 or l0 workingdays, the total not to exceed the ten (10) or fifteen(15) days above, may be determined pursuant to localimplementation procedures.

4. The remainder of the employee’s annual leave maybe granted at other times during the year, as request-ed by the employee.

E. The vacation period shall start on the first day of theemployee’s basic work week. Exceptions may be granted byagreement among the employee, the Union representative andthe Employer.

F. An employee who is called for jury duty during theemployee’s scheduled choice vacation period or who attends aNational, State, or Regional Convention (Assembly) duringthe choice vacation period is eligible for another availableperiod provided this does not deprive any other employee offirst choice for scheduled vacation.

Section 4. Vacation Planning

The following general rules shall be observed in implementingthe vacation planning program:

A. The Employer shall, no later than November l, publi-cize on bulletin boards and by other appropriate means thebeginning date of the new leave year, which shall begin withthe first day of the first full pay period of the calendar year.

B. The installation head shall meet with the representativesof the Union to review local service needs as soon afterJanuary 1 as practical. The installation head shall then:

1. Determine the amount of annual leave accrued toeach employee’s credit including that for the currentyear and the amount he/she expects to take in thecurrent year.

2. Determine a final date for submission of applicationsfor vacation period(s) of the employee’s choice dur-ing the choice vacation period(s).

Article 10.3.D.3

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3. Provide official notice to each employee of the vaca-tion schedule approved for each employee.

C. A procedure in each office for submission of applicationsfor annual leave for periods other than the choice period may beestablished pursuant to the implementation procedure above.

D. All advance commitments for granting annual leavemust be honored except in serious emergency situations.

Section 5. Sick Leave

The Employer agrees to continue the administration of the pre-sent sick leave program, which shall include the followingspecific items:

A. Credit employees with sick leave as earned.

B. Charge to annual leave or leave without pay (at employ-ee’s option) approved absence for which employee has insuffi-cient sick leave.

C. Employee becoming ill while on annual leave may haveleave charged to sick leave upon request.

D. For periods of absence of three (3) days or less, a supervisormay accept an employee’s certification as reason for an absence.

Section 6. Minimum Charge for Leave

The minimum unit charged for sick leave and annual leave forregular work force employees as defined in Article 7, Section1.A, is one hundredth of an hour (.01 hour).

Employees may utilize annual and sick leave in conjunction withleave without pay, subject to the approval of the leave in accor-dance with normal leave approval procedures. The Employer isnot obligated to approve such leave for the last hour of theemployee’s scheduled workday prior to and/or the first hour ofthe employee’s scheduled workday after a holiday.

[see Memos, pages 157-165]

(Additional leave provisions regarding TransitionalEmployees are found in the Memorandum Re: TransitionalEmployees-Additional Provisions on page 140.)

Article 10.6

29

ARTICLE 11

HOLIDAYS

Section 1. Holidays Observed

The following ten (l0) days shall be considered holidays forfull-time and part-time regular scheduled employees here-inafter referred to in this Article as “employees”:

New Year’s DayMartin Luther King, Jr.’s BirthdayPresidents DayMemorial DayIndependence DayLabor DayColumbus DayVeterans’ DayThanksgiving DayChristmas Day

Section 2. Eligibility

To be eligible for holiday pay, an employee must be in a paystatus the last hour of the employee’s scheduled workday priorto or the first hour of the employee’s scheduled workday afterthe holiday.

Section 3. Payment

A. An employee shall receive holiday pay at the employ-ee’s base hourly straight time rate for a number of hours equalto the employee’s regular daily working schedule, not toexceed eight (8) hours.

B. Holiday pay is in lieu of other paid leave to which anemployee might otherwise be entitled on the employee’s holiday.

Section 4. Holiday Work

A. An employee required to work on a holiday other thanChristmas shall be paid the base hourly straight time rate foreach hour worked up to eight (8) hours in addition to the holi-day pay to which the employee is entitled as above described.

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B. An employee required to work on Christmas shall bepaid one and one-half (l 1/2) times the base hourly straighttime rate for each hour worked in addition to the holiday payto which the employee is entitled as above described.

Section 5. Holiday on Non-Work Day

A. When a holiday falls on Sunday, the following Mondaywill be observed as the holiday. When a holiday falls onSaturday, the preceding Friday shall be observed as the holi-day.

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

Section 6. Holiday Schedule

A. The Employer will determine the number and cate-gories of employees needed for holiday work and a scheduleshall be posted as of the Tuesday preceding the service weekin which the holiday falls.

B. As many full-time and part-time regular scheduleemployees as can be spared will be excused from duty on aholiday or day designated as their holiday. Such employeeswill not be required to work on a holiday or day designated astheir holiday unless all casuals and part-time flexibles are uti-lized to the maximum extent possible, even if the payment ofovertime is required, and unless all full-time and part-time reg-ulars with the needed skills who wish to work on the holidayhave been afforded an opportunity to do so.

C. An employee scheduled to work on a holiday who doesnot work shall not receive holiday pay, unless such absence isbased on an extreme emergency situation and is excused bythe Employer.

D. Qualified transitional employees will be scheduled forwork on a holiday or designated holiday after all full-time vol-unteers are scheduled to work on their holiday or designatedholiday. They will be scheduled, to the extent possible, prior toany full-time volunteers or non-volunteers being scheduled to

Article 11.6.D

31

work a nonscheduled day or any full-time non-volunteersbeing required to work their holiday or designated holiday. Ifthe parties have locally negotiated a pecking order that wouldschedule full-time volunteers on a nonscheduled day, theLocal Memorandum of Understanding will apply.

Section 7. Holiday Part-Time Employee

A part-time flexible schedule employee shall not receive holi-day pay as such. The employee shall be compensated for theten (10) holidays by basing the employee’s regular straighttime hourly rate on the employee’s annual rate divided by2,000 hours. For work performed on December 25, a part-timeflexible schedule employee shall be paid in addition to theemployee’s regular straight time hourly rate, one-half (l/2)times the employee’s regular straight time hourly rate for eachhour worked up to eight (8) hours.

ARTICLE 12

PRINCIPLES OF SENIORITY, POSTING AND

REASSIGNMENTS

Section 1. Probationary Period

A. The probationary period for a new employee shall beninety (90) calendar days. The Employer shall have the rightto separate from its employ any probationary employee at anytime during the probationary period and these probationaryemployees shall not be permitted access to the grievance pro-cedure in relation thereto. If the Employer intends to separatean employee during the probationary period for scheme fail-ure, the employee shall be given at least seven (7) daysadvance notice of such intent to separate the employee. If theemployee qualifies on the scheme within the notice period, theemployee will not be separated for prior scheme failure.

B. The parties recognize that the failure of the Employer todiscover a falsification by an employee in the employment appli-cation prior to the expiration of the probationary period shall not

Article 11.6.D

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bar the use of such falsification as a reason for discharge.

C. When an employee completes the probationary period,seniority will be computed in accordance with this Agreementas of the initial day of full-time or part-time employment.

D. When an employee who is separated from the PostalService for any reason is re-hired, the employee shall serve anew probationary period. If the separation was due to disabili-ty, the employee’s seniority shall be established in accordancewith Section 2, if applicable.

Section 2. Principles of Seniority

A. Except as specifically provided in this Article, the prin-ciples of seniority are established in the craft Articles of thisAgreement.

B. An employee who left the bargaining unit on or afterJuly 21, 1973 and returns to the same craft:

1. will begin a new period of seniority if the employeereturns from a position outside the Postal Service; or

2. will begin a new period of seniority if the employeereturns from a non-bargaining unit position withinthe Postal Service, unless the employee returns with-in 2 years from the date the employee left the unit.

Section 3. Principles of Posting

A. To insure a more efficient and stable work force, anemployee may be designated a successful bidder no more thanseven (7) times during the duration of this Agreement unlesssuch bid:

1. is to a job in a higher wage level;

2. is due to elimination or reposting of the employee’sduty assignment; or

3. enables an employee to become assigned to a stationcloser to the employee’s place of residence.

B. Specific provisions for posting for each craft are con-tained in the craft posting provisions of this Agreement.

Article 12.3.B

33

Section 4. Principles of Reassignments

A. A primary principle in effecting reassignments will bethat dislocation and inconvenience to employees in the regularwork force shall be kept to a minimum, consistent with theneeds of the service. Reassignments will be made in accor-dance with this Section and the provisions of Section 5 below.

B. When a major relocation of employees is planned inmajor metropolitan areas or due to the implementation ofnational postal mail networks, the Employer will apply thisArticle in the development of the relocation and reassignmentplan. At least 90 days in advance of implementation of suchplan, the Employer will meet with the Unions at the nationallevel to fully advise the Unions how it intends to implementthe plan. If the Unions believes such plan violates theNational Agreement, the matter may be grieved.

Such plan shall include a meeting at the regional level inadvance (as much as six months whenever possible) of thereassignments anticipated. The Employer will advise theUnions, based on the best estimates available at the time, ofthe anticipated impact; the numbers of employees affected bycraft; the locations to which they will be reassigned; and, inthe case of a new installation, the anticipated complement bytour and craft. The Unions will be periodically updated by theRegion should any of the information change due to more cur-rent data being available.

C. When employees are excessed out of their installation,the National Business Agent of the Union may request at theArea level a comparative work hour report of the losing instal-lation 60 days after the excessing of such employees.

If a review of the report does not substantiate that business con-ditions warranted the action taken, such employees shall havetheir retreat rights activated. If the retreat right is denied, theemployees have the right to the grievance-arbitration procedure.

D. In order to minimize the impact on employees in the regu-lar work force, the Employer agrees to separate, to the extent pos-sible, casual employees working in the affected craft and installa-tion prior to excessing any regular employee in that craft out ofthe installation. The junior full-time employee who is being

Article 12.4

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excessed has the option of reverting to part-time flexible status inhis/her craft, or of being reassigned to the gaining installation.

Section 5. Reassignments

A. Basic Principles and Reassignments

When it is proposed to:

l. Discontinue an independent installation;

2. Consolidate an independent installation (i.e., discon-tinue the independent identity of an installation bymaking it part of another and continuing independentinstallation);

3. Transfer a classified station or classified branch tothe jurisdiction of another installation or make anindependent installation;

4. Reassign within an installation employees excess tothe needs of a section of that installation;

5. Reduce the number of regular work force employeesof an installation other than by attrition;

6. Centralized mail processing and/or delivery installa-tion (Clerk Craft only);

7. Reassignment—motor vehicles;

8 . Reassignment—part-time flexibles in excess ofquota; such actions shall be subject to the followingprinciples and requirements.

B. Principles and Requirements

l. Dislocation and inconvenience to full-time and part-time flexible employees shall be kept to the mini-mum consistent with the needs of the service.

2. The Vice Presidents Area Operations shall give fullconsideration to withholding sufficient full-time andpart-time flexible positions within the area for full-time and part-time flexible employees who may beinvoluntarily reassigned. When positions are withheld,management will periodically review the continuing

Article 12.5.B.2

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need for withholding such positions and discuss withthe NBA the results of such review.

3. No employee shall be allowed to displace, or “bump”another employee, properly holding a position orduty assignment.

4. Unions affected shall be notified in advance (asmuch as six (6) months whenever possible), suchnotification to be at the regional level, except underA.4 above, which shall be at the local level.

5. Full-time and part-time flexible employees involun-tarily detailed or reassigned from one installation toanother shall be given not less than 60 days advancenotice, if possible. They shall receive moving,mileage, per diem and reimbursement for movementof household goods, as appropriate, if legallypayable, as governed by the standardizedGovernment travel regulations as set forth in theapplicable Handbook.

6. Any employee volunteering to accept reassignmentto another craft or occupational group, anotherbranch of the Postal Service, or another installationshall start a new period of seniority beginning withsuch assignment, except as provided herein.

7. Whenever changes in mail handling patterns areundertaken in an area including one or more postalinstallations with resultant successive reassignmentsof clerks from those installations to one or more cen-tral installations, the reassignment of clerks shall betreated as details for the first 180 days in order toprevent inequities in the seniority lists at the gaininginstallations. The 180 days is computed from the dateof the first detail of a clerk to the central, consolidat-ed or new installation in that specific planning pro-gram. If a tie develops in establishing the mergedseniority roster at the gaining installation, it shall bebroken by total continuous service in the regularwork force in the same craft.

Article 12.5.B.2

36

8. In determining seniority of special delivery messen-gers who received career status under Civil ServiceRegulation 3.101, that period of continuous serviceas a special delivery messenger prior to attainingcareer status shall be included.

9. Whenever in this Agreement provision is made forreassignments, it is understood that any full-time orpart-time flexible employee reassigned must meet thequalification requirements of the position to whichreassigned.

10.Whenever the provisions of this Section establishingseniority are inconsistent with the provisions of theCraft Article of this Agreement, the provisions of theCraft Article shall prevail.

11.It is understood that any employee entitled hereunderto a specific placement may exercise such entitle-ment only if no other employee has a superior claimhereunder to the same position.

12.Surplus U.S. Postal Service Employees-Surplus U.S.Postal Service employees from non-mail processingand non-mail delivery installations, regional offices,the U.S. Postal Service Headquarters or from otherFederal departments or agencies shall be placed atthe foot of the part-time flexible roll and begin a newperiod of seniority effective the date of reassignment.

C. Special Provisions on Reassignments

In addition to the general principles and requirements abovespecified, the following specific provisions are applicable:

1. Discontinuance of an Independent Installation

a. When an independent installation is discontinued,all full-time and part-time flexible employeesshall, to the maximum extent possible, be invol-untarily reassigned to continuing postal positionsin accordance with the following:

b. Involuntary reassignment of full-time employeeswith their seniority for duty assignments to vacan-

Article 12.5.C.1.b

37

cies in the same or lower level in the same craft oroccupational group in installations within 100 milesof the discontinued installation, or in more distantinstallations, if after consultation with the affectedUnions, it is determined that it is necessary. ThePostal Service will designate such installations forthe reassignment of excess full-time employees.When two or more such vacancies are simultane-ously available, first choice of duty assignment shallgo to the senior employee entitled by displacementfrom a discontinued installation to such placement.

c. Involuntary reassignment of full-time employeesfor whom consultation did not provide for place-ment under C.1.b above in other crafts or occupa-tional groups in which they meet minimum quali-fications at the same or lower level with perma-nent seniority for duty assignments under (1) and(2) below, whichever is lesser:

(1) One day junior to the seniority of the juniorfull-time employee in the same level and craftor occupation in the installation to whichassigned, or

(2) The seniority the employee had in the craftfrom which reassigned.

d. Involuntary reassignment of part-time flexibleemployees with seniority in any vacancy in thepart-time flexible quota in the same craft or occu-pational group at any installation within 100 milesof the discontinued installation, or in more distantinstallations, if after consultation with the affectedUnions it is determined that it is necessary, thePostal Service will designate such installations forthe reassignment of the part-time flexible employ-ees.

e. Involuntary reassignment of part-time flexibleemployees for whom consultation did not providefor placement under C.1.d above in other crafts oroccupational groups in which they meet minimum

Article 12.5.C.1.b

38

qualification at the same or lower level at the footof the existing part-time flexible roster at thereceiving installation and begin a new period ofseniority.

f. Full-time employees for whom no full-timevacancies are available by the time the installationis discontinued shall be changed to part-time flex-ible employees in the same craft and placed assuch, but shall for six months retain placementrights to full-time vacancies developing withinthat time within any installation within 100 milesof the discontinued installation, or in more distantinstallations, if after consultation with affectedUnions it is necessary, U.S. Postal Service willdesignate such installations for the reassignmentof excess full-time employees on the same basisas if they had remained full-time.

g. Employees, full-time or part-time flexible, invol-untarily reassigned as above provided shall uponthe reestablishment of the discontinued installa-tion be entitled to reassignment with full seniorityto the first vacancy in the reestablished installa-tion in the level, craft or occupational group fromwhich reassigned.

2. Consolidation of an Independent Installation

a. When an independent postal installation is consol-idated with another postal installation, each full-time or part-time flexible employee shall be invol-untarily reassigned to the continuing installationwithout loss of seniority in the employee’s craftor occupational group.

b. Where reassignments under 2.a, preceding, resultin an excess of employees in any craft or occupa-tional group in the continuing installation, identi-fication and placement of excess employees shallbe accomplished by the continuing installation inaccordance with the provisions of this Agreementcovering such situations.

Article 12.5.C.2.b

39

c. If the consolidated installation again becomes anindependent installation, each full-time and part-time flexible employee whose reassignment wasnecessitated by the previous consolidation shall beentitled to the first vacancy in the reestablishedinstallation in the level and craft or occupationalgroup held at the time the installation was discontin-ued.

3. Transfer of a Classified Station or ClassifiedBranch to the Jurisdiction of Another Installationor Made an Independent Installation

a. When a classified station or classified branch istransferred to the jurisdiction of another installa-tion or made an independent installation, all full-time employees shall at their option remain withthe classified station or classified branch withoutloss of seniority, or remain with the installationfrom which the classified station or classifiedbranch is being transferred.

b. A realistic appraisal shall be made of the numberof employees by crafts or occupations who will beneeded in the station after transfer, and potentialvacancies within these requirements created bythe unwillingness of employees to follow the sta-tion to the new jurisdiction shall be posted for bidon an office-wide basis in the losing installation.

c. If the postings provided in paragraph 3.b, preced-ing, do not result in sufficient employees to staffthe transferred classified station or classifiedbranch, junior employees, by craft or occupationalgroup on an installation-wide seniority basis inthe losing installation, shall be involuntarily reas-signed to the classified station or classified branchand each employee thus involuntarily reassignedshall be entitled to the first vacancy in suchemployee’s level and craft or occupational groupin the installation from which transferred.

Article 12.5.C.2.c

40

4. Reassignment Within an Installation ofEmployees Excess to the Needs of a Section

a. The identification of assignments comprising forthis purpose a section shall be determined locallyby local negotiations. If no sections are estab-lished immediately by local negotiations, theentire installation shall comprise the section.

b. Full-time employees, excess to the needs of a sec-tion, starting with that employee who is junior inthe same craft or occupational group and in thesame level assigned in that section, shall be reas-signed outside the section but within the samecraft or occupational group. They shall retain theirseniority and may bid on any existing vacanciesfor which they are eligible to bid. If they do notbid, they may be assigned in any vacant dutyassignment for which there was no senior bidderin the same craft and installation. Their preferenceis to be considered if more than one such assign-ment is available.

c. Such reassigned full-time employee retains theright to retreat to the section from which with-drawn only upon the occurrence of the first resid-ual vacancy in the salary level after employees inthe section have completed bidding. Such biddingin the section is limited to employees in the samesalary level as the vacancy. Failure to bid for thefirst available vacancy will end such retreat right.The right to retreat to the section is optional withthe employee who has retreat rights with respectto a vacancy in a lower salary level. Failure toexercise the option does not terminate the retreatrights in the salary level in which the employeewas reassigned away from the section. In theClerk Craft, an employee may exercise the optionto retreat to a vacancy in a lower salary level onlyto an assignment for which the employee wouldhave been otherwise eligible to bid.

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d. The duty assignment vacated by the reassignmentof the junior full-time employee from the sectionshall be posted for bid of the full-time employeesin the section. If there are no bids, the juniorremaining unassigned full-time employee in thesection shall be assigned to the vacancy.

5. Reduction in the Number of Employees in anInstallation Other Than by Attrition

a. Reassignments within installation. When for anyreason an installation must reduce the number ofemployees more rapidly than is possible by nor-mal attrition, that installation:

(1) Shall determine by craft and occupational groupthe number of excess employees;

(2) Shall, to the extent possible, minimize the impacton regular work force employees by separationof all casuals;

(3) Shall, to the extent possible, minimize the impacton full-time positions by reducing part-time flex-ible hours;

(4) Shall identify as excess the necessary number ofjunior full-time employees in the salary level,craft, and occupational group affected on aninstallation-wide basis within the installation;make reassignments of excess full-time employ-ees who meet the minimum qualifications forvacant assignments in other crafts in the sameinstallation; involuntarily reassign them (exceptas provided for letter carriers and special deliv-ery messengers and vehicle service employees inSection C.5.b below) in the same or lower levelwith seniority, whichever is the lesser of:

(a) One day junior to the seniority of the juniorfull-time employee in the same level and craftor occupational group in the installation towhich assigned, or

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(b) The seniority the employee had in the craftfrom which reassigned.

(5) The employee shall be returned at the firstopportunity to the craft from which reassigned.

(6) When returned, the employee retains senioritypreviously attained in the craft augmented byintervening employment in the other craft.

(7) The right of election by a senior employee pro-vided in paragraph b(3), below is not availablefor this cross-craft reassignment within theinstallation.

b. Reassignments to other installations after makingreassignments within the installation:

(1) Involuntarily reassign such excess full-timeemployees starting with the junior with their sen-iority for duty assignments to vacancies in thesame or lower level in the same craft or occupa-tional group in installations within 100 miles ofthe losing installation, or in more distant installa-tions if after consultation with the affected Unionit is determined that it is necessary, the PostalService will designate such installations for thereassignment of excess full-time employees.However:

(a) Whenever full-time letter carrier routes, carriertechnician or router assignments are transferredfrom one installation to another, the full-timeletter carriers whose complete routes or assign-ments are transferred shall have the option oftransferring with their routes or assignments,with their seniority. If a full-time letter carrierdeclines the option of transferring with theroute or assignment, any qualified full-time let-ter carrier in the delivery unit may request, byseniority, to be reassigned with the route orassignment, with their seniority. The request of

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the senior qualified carrier shall be granted, andshall be counted in accordance with Article12.3.

(b) Whenever full-time or part-time motor vehi-cle craft assignments are discontinued in aninstallation and there is an excess in a positiondesignation and salary level, the excess shallbe adjusted to the maximum extent possibleby making voluntary reassignments to vacantmotor vehicle craft positions in installationswithin 100 miles unless the employee appliesfor a vacancy in a more distant installation.Senior qualified applicants for such vacantpositions shall be reassigned. When reassign-ment is in the same designation and salarylevel, the reassigned employee retains his/herseniority.

(c) When the entire special delivery messengerunit is moved from one independent installa-tion to another and all special delivery territoryis transferred, the special delivery messengerswill be reassigned in the gaining unit with fullseniority credit for all seniority gained in thecraft and installation. When less than the entirespecial delivery messenger unit is transferredand it is necessary to reassign one or more spe-cial delivery messengers to the gaining installa-tion, senior special delivery messengers shallbe given option for reassignment. If no specialdelivery messenger elects to be reassigned, thejunior special delivery messenger shall be reas-signed.

(2) Involuntarily reassign full-time employees forwhom consultation did not provide for placementunder b(1) above in other crafts or occupationalgroups in which they meet minimum qualifica-tions at the same or lower level with permanent

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seniority for duty assignments whichever is less-er of:

(a) one day junior to the seniority of the juniorfull-time employee in the same level and craftor occupational group in the installation towhich assigned, or

(b) the seniority he/she had in the craft fromwhich reassigned.

(3) Any senior employee in the same craft or occu-pational group in the same installation may electto be reassigned to the gaining installation andtake the seniority of the senior full-time employ-ee subject to involuntary reassignment. Such sen-ior employees who accept reassignment to thegaining installation do not have retreat rights.

(4) When two or more such vacancies are simultane-ously available, first choice of duty assignmentshall go to the senior employee entitled by dis-placement from a discontinued installation tosuch placement.

(5) A full-time employee shall have the option ofchanging to part-time flexible in the same craftor occupational group in lieu of involuntary reas-signment.

(6) Employees involuntarily reassigned under b(1)and (2) above, other than senior employees whoelect to be reassigned in place of junior employ-ees, shall be entitled at the time of such reassign-ment to file a written request to be returned tothe first vacancy in the level, in the craft or occu-pational group in the installation from whichreassigned, and such request shall be honored solong as the employee does not withdraw it ordecline to accept an opportunity to return inaccordance with such request.

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45

In the Clerk Craft, an employee(s) involuntarilyreassigned shall be entitled at the time of suchreassignment to file a written request to return tothe first vacancy in the craft and installation fromwhich reassigned. Such request for retreat rightsmust indicate whether the employee(s) desires toretreat to the same, lower, and/or higher salarylevel assignment and, if so, what salary level(s).The employee(s) shall have the right to bid forvacancies within the former installation and thewritten request for retreat rights shall serve as abid for all vacancies in the level from which theemployee was reassigned and for all residualvacancies in other levels for which the employeehas expressed a desire to retreat. Theemployee(s) may retreat to only those assign-ments for which the employee(s) would havebeen otherwise eligible to bid. If vacancies areavailable in a specified lower, higher or samesalary level, the employee will be given theoption. Failure to exercise retreat rights to thefirst available vacancy terminates such rights.Furthermore, employee(s) electing to retreat to alower level assignment are not entitled to salaryprotection.

6. Centralized Mail, Processing and/or DeliveryInstallation (Clerk Craft Only)

a. When the operations at a centralized installationor other mail processing and/or delivery installa-tion result in an excess of full-time clerks atanother installation(s), full-time clerks who areexcess in a losing installation(s) by reason of thechange, shall be reassigned as provided in SectionC.5.b. Reassignments of clerks shall be treated asdetails for the first 180 days to avoid inequities inthe selection of preferred duty assignments byfull-time clerks in the gaining installation.

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46

b. Previously established preferred duty assignmentswhich become vacant before expiration of thedetail period must be posted for bid and awardedto eligible full-time clerks then permanentlyassigned in the gaining installation. Excess part-time flexible clerks may be reassigned as provid-ed for in Section C.8.

c. All new duty assignments created in the gaininginstallation and all other vacant duty assignmentsin the centralized installation shall be posted forbid. One hundred eighty (180) days is computedfrom the date of the first detail of an employee.Bidding shall be open to all full-time clerks of thecraft involved at the gaining installation. Thisincludes full-time clerks assigned to the gaininginstallation.

d. When the centralized installation is a new one:

(1) Full-time clerks who apply for reassignmentfrom the losing installation, shall be reas-signed with their seniority.

(2) Reassignments shall be in the order of senior-ity and shall not exceed the number of excessfull-time clerks in the losing installation.

(3) The provisions of 5.a, above, apply to reas-sign junior full-time excess clerks, with theirseniority, when there are excess full-timeclerks after the reassignment of senior full-time clerks who apply for reassignment.

7. Reassignments - Motor Vehicle

a. When a vehicle maintenance facility is established toreplace an auxiliary garage, full-time and part-timeflexible craft positions in the gaining installation are tobe posted in the losing installation for applications byfull-time and part-time flexible employees, respective-ly. Senior qualified applicants shall be reassigned

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without loss of seniority, but not to exceed the numberof excess employees in the losing installation.

b. When a vehicle maintenance facility is established toreplace vehicle maintenance in a perimeter office,full-time and part-time flexible craft positions in thenew maintenance facility shall be posted in the losinginstallation for applications by full-time and part-time flexible employees, respectively. Senior quali-fied applicants shall be reassigned without loss ofseniority, but not to exceed the number of excessemployees in the losing installation.

c. When vehicle operations are changed by transferfrom one installation to another, new full-time andpart-time flexible craft positions shall be posted forapplications in the losing installation by full-time andpart-time flexible employees in the craft, respective-ly. Senior qualified applicants shall be reassignedwithout loss of seniority, but not to exceed the num-ber of excess employees in the losing installation.

d. After all reassignments have been made to the gain-ing installation, pursuant to Subsections a, b and c,the new full-time assignments in the gaining installa-tion shall be posted for bids.

e. If, after establishment of a new installation, opera-tions result in further excess at losing installation(s),the procedures in Subsections a, b, c and d, above,apply to reassign senior applicants from the losinginstallation(s) to positions in the new installation.

8. Reassignment—Part-Time Flexible Employees inExcess of Quota (Other Than Motor Vehicle)

Where there are part-time flexible employees inexcess of the part-time flexible quota for the craft forwhom work is not available, part-time flexibles low-est on the part-time flexible roll equal in number tosuch excess may at their option be reassigned to thefoot of the part-time flexible roll in the same oranother craft in another installation.

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a. An excess employee reassigned to another craft inthe same or another installation shall be assignedto the foot of the part-time flexible roll and begina new period of seniority.

b. An excess part-time flexible employee reassignedto the same craft in another installation shall beplaced at the foot of the part-time flexible roll.Upon change to full-time from the top of the part-time flexible roll, the employee’s seniority forpreferred assignments shall include the senioritythe employee had in losing installation augmentedby part-time flexible service in the gaining instal-lation.

c. A senior part-time flexible in the same craft oroccupational group in the same installation mayelect to be reassigned in another installation in thesame or another craft and take the seniority, ifany, of the senior excess part-time flexible beingreassigned, as set forth in a and b, above.

d. The Postal Service will designate, after consulta-tion with the affected Union, vacancies at installa-tions in which excess part-time flexibles mayrequest to be reassigned beginning with vacanciesin other crafts in the same installation; thenvacancies in the same craft in other installations;and finally vacancies in other crafts in otherinstallations making the designations to minimizerelocation hardships to the extent practicable.

e. Part-time flexibles reassigned to another craft inthe same installation shall be returned to the firstpart-time flexible vacancy within the craft andlevel from which reassigned.

f. Part-time flexibles reassigned to other installa-tions have retreat rights to the next such vacancyaccording to their standing on the part-time flexi-ble roll in the losing installation but such retreatright does not extend to part-time flexibles who

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elect to request reassignment in place of the juniorpart-time flexibles.

g. The right to return is dependent upon a writtenrequest made at the time of reassignment from thelosing installation and such request shall be hon-ored unless it is withdrawn or an opportunity toreturn is declined.

D. Part-Time Regular Employees

Part-time regular employees assigned in the craft units shall beconsidered to be in a separate category. All provisions of thisSection apply to part-time regular employees within their owncategory.

Section 6. Transfers

A. Installation heads will consider requests for transferssubmitted by employees from other installations.

B. Providing a written request for a voluntary transfer hasbeen submitted, a written acknowledgement shall be given in atimely manner.


ARTICLE 13

ASSIGNMENT OF ILL OR INJURED REGULAR

WORKFORCE EMPLOYEES

Section 1. Introduction

A. Part-time regular schedule employees assigned in thecraft unit shall be considered to be in a separate category. Allprovisions of this Article apply to part-time regular scheduleemployees within their own category.

B. The U.S. Postal Service and the Union recognizing theirresponsibility to aid and assist deserving full-time regular or part-

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time flexible employees who through illness or injury are unableto perform their regularly assigned duties, agree to the followingprovisions and conditions for reassignment to temporary or per-manent light duty or other assignments. It will be the responsibil-ity of each installation head to implement the provisions of thisAgreement within the installation, after local negotiations.

Section 2. Employee’s Request for Reassignment

A. Temporary Reassignment

Any full-time regular or part-time flexible employee recuper-ating from a serious illness or injury and temporarily unable toperform the assigned duties may voluntarily submit a writtenrequest to the installation head for temporary assignment to alight duty or other assignment. The request shall be supportedby a medical statement from a licensed physician or by a writ-ten statement from a licensed chiropractor stating, when possi-ble, the anticipated duration of the convalescence period. Suchemployee agrees to submit to a further examination by a physician designated by the installation head, if that official sorequests.

B. Permanent Reassignment

1. Any ill or injured full-time regular or part-time flexi-ble employee having a minimum of five years ofpostal service, or any full-time regular or part-timeflexible employee who sustained injury on duty,regardless of years of service, while performing theassigned duties can submit a voluntary request forpermanent reassignment to light duty or other assign-ment to the installation head if the employee is per-manently unable to perform all or part of theassigned duties. The request shall be accompanied bya medical certificate from a physician designated bythe installation head giving full evidence of the phys-ical condition of the employee, the need for reassign-ment, and the ability of the employee to performother duties. A certificate from the employee’s per-sonal physician will not be acceptable.

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2. The following procedures are the exclusive proce-dures for resolving a disagreement between theemployee’s physician and the physician designatedby the USPS concerning the medical condition of anemployee who has requested a permanent light dutyassignment. These procedures shall not apply tocases where the employee’s medical condition aroseout of an occupational illness or injury. On request ofthe Union, a third physician will be selected from alist of five Board Certified Specialists in the medicalfield for the condition in question, the list to be sup-plied by the local Medical Society. The physicianwill be selected by the alternate striking of namesfrom the list by the Union and the Employer. TheEmployer will supply the selected physician with allrelevant facts including job description and occupa-tional physical requirements. The decision of thethird physician will be final as to the employee’smedical condition and occupational limitations, ifany. Any other issues relating to the employee’s enti-tlement to a light duty assignment shall be resolvedthrough the grievance-arbitration procedure. Thecosts of the services of the third physician shall beshared by the Union and the Employer.

C. Installation heads shall show the greatest considerationfor full-time regular or part-time flexible employees requiringlight duty or other assignments, giving each request carefulattention, and reassign such employees to the extent possiblein the employee’s office. When a request is refused, the instal-lation head shall notify the concerned employee in writing,stating the reasons for the inability to reassign the employee.

Section 3. Local Implementation

Due to varied size installations and conditions within installa-tions, the following important items having a direct bearing onthese reassignment procedures (establishment of light dutyassignments) should be determined by local negotiations.

A. Through local negotiations, each office will establishthe assignments that are to be considered light duty within

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each craft represented in the office. These negotiations shouldexplore ways and means to make adjustments in normalassignments, to convert them to light duty assignments withoutseriously affecting the production of the assignment.

B. Light duty assignments may be established from part-time hours, to consist of 8 hours or less in a service day and 40hours or less in a service week. The establishment of suchassignment does not guarantee any hours to a part-time flexi-ble employee.

C. Number of Light Duty Assignments. The number ofassignments within each craft that may be reserved for tempo-rary or permanent light duty assignments, consistent with goodbusiness practices, shall be determined by past experience asto the number of reassignments that can be expected duringeach year, and the method used in reserving these assignmentsto insure that no assigned full-time regular employee will beadversely affected, will be defined through local negotiations.The light duty employee’s tour hours, work location and basicwork week shall be those of the light duty assignment and theneeds of the service, whether or not the same as for theemployee’s previous duty assignment.

Section 4. General Policy Procedures

A. Every effort shall be made to reassign the concernedemployee within the employee’s present craft or occupationalgroup, even if such assignment reduces the number of hours ofwork for the supplemental work force. After all efforts areexhausted in this area, consideration will be given to reassign-ment to another craft or occupational group within the sameinstallation.

B. The full-time regular or part-time flexible employeemust be able to meet the qualifications of the position to whichthe employee is reassigned on a permanent basis. On a tempo-rary reassignment, qualifications can be modified providedexcessive hours are not used in the operation.

C. The reassignment of a full-time regular or part-timeflexible employee to a temporary or permanent light duty or

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other assignment shall not be made to the detriment of anyfull-time regular on a scheduled assignment or give a reas-signed part-time flexible preference over other part-time flexi-ble employees.

D. The reassignment of a full-time regular or part-timeflexible employee under the provisions of this Article to anagreed-upon light duty temporary or permanent or otherassignment within the office, such as type of assignment, areaof assignment, hours of duty, etc., will be the decision of theinstallation head who will be guided by the examining physi-cian’s report, employee’s ability to reach the place of employ-ment and ability to perform the duties involved.

E. An additional full-time regular position can be author-ized within the craft or occupational group to which theemployee is being reassigned, if the additional position can beestablished out of the part-time hours being used in that opera-tion without increasing the overall hour usage. If this cannotbe accomplished, then consideration will be given to reassign-ment to an existing vacancy.

F. The installation head shall review each light duty reas-signment at least once each year, or at any time the installationhead has reason to believe the incumbent is able to performsatisfactorily in other than the light duty assignment theemployee occupies. This review is to determine the need forcontinuation of the employee in the light duty assignment.Such employee may be requested to submit to a medicalreview by a physician designated by the installation head if theinstallation head believes such examination to be necessary.

G. The following procedures are the exclusive procedures forresolving a disagreement between the employee’s physician andthe physician designated by the USPS concerning the medicalcondition of an employee who is on a light duty assignment.These procedures shall not apply to cases where the employee’smedical condition arose out of an occupational illness or injury.On request of the Union, a third physician will be selected from alist of five Board Certified Specialists in the medical field for thecondition in question, the list to be supplied by the local MedicalSociety. The physician will be selected by the alternate striking

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of names from the list by the Union and the Employer. TheEmployer will supply the selected physician with all relevantfacts including job description and occupational physical require-ments. The decision of the third physician will be final as to theemployee’s medical condition and occupational limitations, ifany. Any other issues relating to the employee’s entitlement to alight duty assignment shall be resolved through the grievance-arbitration procedure. The costs of the services of the third physi-cian shall be shared by the Union and the Employer.

H. When a full-time regular employee in a temporary lightduty assignment is declared recovered on medical review, theemployee shall be returned to the employee’s former dutyassignment, if it has not been discontinued. If such former reg-ular assignment has been discontinued, the employee becomesan unassigned full-time regular employee.

I. If a full-time regular employee is reassigned in anothercraft for permanent light duty and later is declared recovered,on medical review, the employee shall be returned to the firstavailable full-time regular vacancy in complement in theemployee’s former craft. Pending return to such former craft,the employee shall be an unassigned full-time regular employ-ee. The employee’s seniority shall be restored to include ser-vice in the light duty assignment.

J. When a full-time regular employee who has been award-ed a permanent light duty assignment within the employee’sown craft is declared recovered, on medical review, theemployee shall become an unassigned full-time regularemployee.

K. When a part-time flexible on temporary light duty isdeclared recovered, the employee’s detail to light duty shall beterminated.

L. When a part-time flexible who has been reassigned inanother craft on permanent light duty is declared recovered,such assignment to light duty shall be terminated. Section 4.I,above, does not apply even though the employee has advancedto full-time regular while on light duty.

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Section 5. Filling Vacancies Due to Reassignment of anEmployee to Another Craft

When it is necessary to permanently reassign an ill or injuredfull-time regular or part-time flexible employee who is unableto perform the regularly assigned duties, from one craft toanother craft within the office, the following procedures willbe followed:

A. When the reassigned employee is a full-time regularemployee, the resulting full-time regular vacancy in the com-plement, not necessarily in the particular duty assignment ofthe losing craft from which the employee is being reassigned,shall be posted to give the senior of the full-time regularemployees in the gaining craft the opportunity to be reassignedto the vacancy, if desired.

B. If no full-time regular employee accepts the opportunityto be assigned to the vacancy in the complement, not necessar-ily in the particular duty assignment in the other craft, thesenior of the part-time flexibles on the opposite roll who wish-es to accept the vacancy shall be assigned to the full-timeregular vacancy in the complement of the craft of the reas-signed employee.

C. When the reassigned employee is a part-time flexible,the resulting vacancy in the losing craft shall be posted to givethe senior of the full-time regular or part-time flexible employ-ees in the gaining craft the opportunity to be assigned to thepart-time flexible vacancy, if desired, to begin a new period ofseniority at the foot of the part-time flexible roll.

D. The rule in A and B, above, applies when a full-timeregular employee on permanent light duty is declared recov-ered and is returned to the employee’s former craft, to give thesenior of the full-time regular or part-time flexible employeesin the gaining craft the opportunity, if desired, to be assignedin the resulting full-time regular vacancy in the complement,not necessarily in the particular duty assignment of the losingcraft.

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Section 6. Seniority of an Employee Assigned to AnotherCraft

A. Except as provided for in Section 4.I, above, a full-timeregular employee assigned to another craft or occupationalgroup in the same or lower level in the same installation shalltake the seniority for preferred tours and assignments,whichever is the lesser of (a) one day junior to the junior full-time regular employee in the craft or occupational group, (b)retain the seniority the employee had in the employee’s formercraft.

B. A part-time flexible employee who is permanentlyassigned to a full-time regular or part-time flexible assignmentin another craft, under the provisions of this Article, shallbegin a new period of seniority. If assigned as a part-time flex-ible, it shall be at the foot of the part-time flexible roll.

ARTICLE 14

SAFETY AND HEALTH

Section 1. Responsibilities

It is the responsibility of management to provide safe workingconditions in all present and future installations and to developa safe working force. The Union will cooperate with and assistmanagement to live up to this responsibility. The Employerwill meet with the Union on a semiannual basis and inform theUnion of its automated systems development programs. TheEmployer also agrees to give appropriate consideration tohuman factors in the design and development of automatedsystems. Human factors and ergonomics of new automatedsystems are a proper subject for discussion at the NationalJoint Labor-Management Safety Committee.

Section 2. Cooperation

The Employer and the Union insist on the observance of saferules and safe procedures by employees and insist on correc-tion of unsafe conditions. Mechanization, vehicles and vehicle

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equipment, and the work place must be maintained in a safeand sanitary condition, including adequate occupational healthand environmental conditions. The Employer shall make avail-able at each installation forms to be used by employees inreporting unsafe and unhealthful conditions. If an employeebelieves he/she is being required to work under unsafe condi-tions, such employee may:

(a) notify such employee’s supervisor who will immediate-ly investigate the condition and take corrective action ifnecessary;

(b) notify such employee’s steward, if available, who maydiscuss the alleged unsafe condition with such employee’ssupervisor;

(c) file a grievance at Formal Step A of the grievance pro-cedure within fourteen (14) days of notifying such employ-ee’s supervisor if no corrective action is taken during theemployee’s tour; and/or

(d) make a written report to the Union representative fromthe local Safety and Health Committee who may discussthe report with such employee’s supervisor.

Upon written request of the employee involved in an accident,a copy of the PS Form 1769 (Accident Report) will be provid-ed.

Any grievance which has as its subject a safety or health issuedirectly affecting an employee(s) which is subsequently prop-erly appealed to arbitration in accordance with the provisionsof Article 15 may be placed at the head of the appropriate arbi-tration docket at the request of the Union.

Section 3. Implementation

To assist in the positive implementation of the program:

A. There shall be established at the Employer’sHeadquarters level, a Joint Labor-Management SafetyCommittee. Representation on the Committee, to be specifical-ly determined by the Employer and the Union, shall includeone person from the Union and representatives from appropri-ate Departments in the Postal Service. Not later than 60 days

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following the effective date of this Collective BargainingAgreement, designated representatives of the Union andManagement will meet for the purpose of developing a com-prehensive agenda which will include all aspects of theEmployer’s Safety Program. Subsequent to the developmentof this agenda priorities will be established and a tentativeschedule will be developed to insure full discussion of all top-ics. Meetings may also be requested by either party for thespecific purpose of discussing additional topics of interestwithin the scope of the Committee.

The responsibility of the Committee will be to evaluate andmake recommendations on all aspects of the Employer’sSafety Program, to include program adequacy, implementationat the local level, and studies being conducted for improvingthe work environment.

The Chair will be designated by the Employer. The Union maydesignate a coordinator who, in conjunction with the Chair,shall schedule the meetings, and recommended priorities onnew agenda items. In addition, the coordinator may assist theChair in conducting the activities of the Committee. TheEmployer shall furnish the Union information relating toinjuries, illness and safety, including the morbidity and mortal-ity experience of employees. This report shall be in form ofreports furnished OSHA on a quarterly basis.

The Headquarters level Committee will meet quarterly and theEmployer and Union Representatives will exchange proposedagenda items two weeks before the scheduled meetings. Ifproblems or items of significant, national nature arise betweenscheduled quarterly meetings either party may request a spe-cial meeting of the Committee. Either party will have the rightto be accompanied to any Committee meeting by no more thantwo technical advisors.

B. There shall be established at the Employer’s Area level,an Area Joint Labor-Management Safety Committee, whichwill be scheduled to meet quarterly. The Employer and UnionRepresentatives will exchange proposed agenda items twoweeks before the scheduled meetings. If problems or items ofa significant, area nature arise between scheduled quarterly

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meetings, either party may request a special meeting of theCommittee. Either party will have the right to be accompaniedto any Committee meeting by no more than two technicaladvisors.

Representation on the Committee shall include one personfrom the Union and appropriate representatives from thePostal Service Area Office. The Chair will be designated bythe Employer.

C. The Employer will make Health Service available forthe treatment of job related injury or illness where it deter-mines they are needed. The Health Service will be availablefrom any of the following sources: U.S. Public Health Service;other government or public medical sources within the area;independent or private medical facilities or services that can becontracted for; or in the event funds, spaces and personnel areavailable for such purposes, they may be staffed at the installa-tion. The Employer will promulgate appropriate regulationswhich comply with applicable regulations of the Office ofWorkers’ Compensation Programs, including employee choiceof health services.

D. The Employer will comply with Section 19 of theWilliams-Steiger Occupational Safety and Health Act.

Section 4. Local Safety Committee

At each postal installation having 50 or more employees, aJoint Labor-Management Safety and Health Committee will beestablished. In installations having fewer than 50 employees,installation heads are encouraged to establish similar commit-tees when requested by the Union. Where no Safety andHealth Committee exists, safety and health items may beplaced on the agenda and discussed at labor-managementmeetings. There shall be equal representation on theCommittee between the Union and management. The repre-sentation on the Committee to be specifically determined bythe Employer and the Union shall include one person from theUnion and appropriate management representatives. The Chairwill be designated by the Employer.

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It is recognized that under some circumstances, the presenceof an additional employee employed at the installation will beuseful to the local Safety and Health Committee because ofthat employee’s special expertise or experience with the agen-da item being discussed. Under these circumstances, whichwill not normally be applicable to most agenda items, theemployee may, at the request of the Union, be in attendanceonly for the time necessary to discuss that item. Payment forthe actual time spent at such meetings by the employee will beat the applicable straight-time rate, providing the time spent isa part of the employee’s regular workday.

Section 5. Subjects for Discussion

Individual grievances shall not be made the subject of discus-sion during Safety and Health Committee meetings.

Section 6. Employee Participation

It is the intent of this program to insure broad exposure toemployees, to develop interest by active participation ofemployees, to insure new ideas being presented to theCommittee and to make certain that employees in all areas ofan installation have an opportunity to be represented. At thesame time, it is recognized that for the program to be effective,it is desirable to provide for a continuity in the committeework from year to year. Therefore, except for the Chair andSecretary, the Committee members shall serve three-yearterms and shall at the discretion of the Union be eligible tosucceed themselves.

Section 7. Local Committee Meetings

The Safety and Health Committee shall meet at least quarterlyand at such other times as requested by a Committee memberand approved by the Chair in order to discuss significant prob-lems or items. The meeting shall be on official time. EachCommittee member shall submit agenda items to the Secretaryat least three (3) days prior to the meeting. A member of theHealth Unit will be invited to participate in the meeting of theLabor-Management Safety and Health Committee when agen-da item(s) relate to the activities of the Health Unit.

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Section 8. Local Committee Responsibilities

A. The Committee shall review the progress in accidentprevention and health at the installation; determine programareas which should have increased emphasis; and it may inves-tigate major accidents which result in disabling injuries. Itemsproperly relating to employee safety and health shall be con-sidered appropriate discussion items. Upon a timely request,information or records necessary for the local Safety andHealth Committee to investigate real or potential safety andhealth issues will be made available to the Committee.

In addition, the Committee shall promote the cause of safetyand health in the installation by:

1. Reviewing safety and health suggestions, safety trainingrecords and reports of unsafe conditions or practices.

2. Reviewing local safety and health rules.

3. Identifying employee unsafe work practices and assist-ing in enforcing safety work rules.

4. Reviewing updated list of hazardous materials used inthe installation.

5. Reviewing local dog bite prevention efforts.

The Committee shall at its discretion render reports to theinstallation head and may at its discretion make recommenda-tions to the installation head for action on matters concerningsafety and health. The installation head shall within a reason-able period of time advise the Committee that the recommend-ed action has been taken or advise the Headquarters Safety andHealth Committee and the President of the local Union as towhy it has not. Any member of the Committee may also sub-mit a written report to the Headquarters Safety and HealthCommittee in the event the Committee’s recommendations arenot implemented.

Upon proper written request to the Chair of the Committee,on-the-spot inspection of particular troublesome areas may bemade by individual Committee members or a Subcommittee orthe Committee as a whole. Such request shall not be unreason-ably denied. When so approved, the Committee members shall

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be on official time while making such inspection.

The Union representative from the local Safety and HealthCommittee may participate on the annual inspection, conduct-ed by district safety and health services personnel in accor-dance with ELM Section 824, provided that the Union repre-sents employees at the facility being inspected. In no caseshall there be more than one NALC representative on suchinspections.

The Union representative from the local Safety and HealthCommittee may participate on other inspections of the mainfacility of each post office or other installation with 100 or moreworkyears of employment in the regular work force, and of anindividual station or branch where the station or branch has 100or more workyears of employment in the regular work force,provided that the Union represents employees at the main facili-ty or station or branch and provided that the Union representa-tive is domiciled at the main facility or station or branch to beinspected. If the Union representative to the local Safety andHealth Committee is not domiciled at the main facility or stationor branch to be inspected and if the Union represents employeesat the main facility or station or branch, at the Union’s option,representatives from the Committee may participate on theinspection (at no additional cost for the Employer) or the Unionmay designate representatives domiciled at the main facility orstation or branch to be inspected to participate on the inspection.In no case shall there be more than one NALC representative onsuch inspections.

The Union representative from the local Safety and HealthCommittee may participate on the annual inspection of eachinstallation with less than 100 workyears of employment in theregular work force, where such Committee exists in the installa-tion being inspected. In those installations that do not have aSafety and Health Committee, the inspector shall afford theopportunity for a bargaining unit employee from the Union, if itrepresents employees in that installation, to accompany him/herduring these inspections. If requested, these bargaining unitemployees should be selected by the various exclusive bargain-ing representatives in that installation. In no case shall there bemore than one NALC representative on such inspections.

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B. An appointed member of a local committee will receivean orientation by the Employer which will include:

1. Responsibilities of the Committee and its members.

2. Basic elements of the Safety and Health Program.

3. Identification of hazards and unsafe practices.

4. Explanation of reports and statistics reviewed andanalyzed by the Committee.

C. Where an investigation board is appointed by a VicePresident, Area Operations or a District Manager to investigatea fatal or serious industrial non-criminal accident and/orinjury, the appropriate Union at the installation will be advisedpromptly. When requested by the Union, a representative fromthe local Safety and Health Committee will be permitted toaccompany the board in its investigation.

D. In installations where employees represented by theUnion accept, handle and/or transport hazardous materials, theEmployer will establish a program of promoting safety aware-ness through communications and/or training, as appropriate.Elements of such a program would include, but not be limited to:

1. Informational postings, pamphlets or articles inPostal Area Bulletins.

2. Distribution of Publication 52 to employees whoseduties require acceptance of and handling hazardousor perishable items.

3. On-the-job training of employees whose dutiesrequire the handling and/or transportation of haz-ardous or perishable items. This training will include,but is not limited to, hazard identification; properhandling of hazardous materials; personal protectiveequipment availability and its use; cleanup and dis-posal requirements for hazardous materials.

4. All mailbags containing any hazardous materials, asdefined in Publication 52, will be appropriately iden-tified so that the employee handling the mail is awarethat the mailbag contains one or more hazardousmaterial packages.

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5. Personal protective equipment will be made availableto employees who are exposed to spills and breakageof hazardous materials.

Section 9. Field Federal Safety and Health Councils

In those cities where Field Federal Safety and Health Councilsexist, one representative of the Union who is on the LocalSafety and Health Committee in an independent postal installa-tion in that city and who serves as a member of such Councils,will be permitted to attend the meetings. Such employee will beexcused from regularly assigned duties without loss of pay.Employer authorized payment as outlined above will be grantedat the applicable straight time rate, provided the time spent insuch meetings is a part of the employee’s regular work day.



ARTICLE 15

GRIEVANCE-ARBITRATION PROCEDURE

Section 1. Definition

A grievance is defined as a dispute, difference, disagreementor complaint between the parties related to wages, hours, andconditions of employment. A grievance shall include, but isnot limited to, the complaint of an employee or of the Unionwhich involves the interpretation, application of, or compli-ance with the provisions of this Agreement or any localMemorandum of Understanding not in conflict with thisAgreement.

Section 2. Grievance Procedure—Steps

Informal Step A

(a) Any employee who feels aggrieved must discuss the griev-ance with the employee’s immediate supervisor within four-

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teen (14) days of the date on which the employee or the Unionfirst learned or may reasonably have been expected to havelearned of its cause. This constitutes the Informal Step A filingdate. The employee, if he or she so desires, may be accompa-nied and represented by the employee’s steward or a Unionrepresentative. During the meeting the parties are encouragedto jointly review all relevant documents to facilitate resolutionof the dispute. The Union also may initiate a grievance atInformal Step A within 14 days of the date the Union firstbecame aware of (or reasonably should have become aware of)the facts giving rise to the grievance. In such case the partici-pation of an individual grievant is not required. An InformalStep A Union grievance may involve a complaint affectingmore than one employee in the office.

(b) In any such discussion the supervisor shall have authorityto resolve the grievance. The steward or other Union represen-tative likewise shall have authority to resolve the grievance inwhole or in part. The local parties are not prohibited fromusing the Joint Step A Grievance Form to memorialize a reso-lution reached at an Informal Step A Meeting. No resolutionreached as a result of such discussion shall be a precedent forany purpose.

(c) If no resolution is reached as a result of such discussion, theUnion shall be entitled to file a written appeal to Formal Step Aof the grievance procedure within seven (7) days of the date ofthe discussion. Such appeal shall be made by completing theInformal Step A portion of the Joint Step A Grievance Form. Atthe request of the Union, the supervisor shall print his/her nameon the Joint Step A Grievance Form and initial, confirming thedate of the discussion.

Formal Step A

(a) The Joint Step A Grievance Form appealing a grievance toFormal Step A shall be filed with the installation head ordesignee. In any associate post office of twenty (20) or lessemployees, the Employer shall designate an official outside ofthe installation as the Formal Step A official, and shall so noti-fy the Union Formal Step A representative.

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(b) Any grievance initiated at Formal Step A, pursuant toArticle 2 or 14 of this Agreement, must be filed by submittinga Joint Step A Grievance Form directly with the installationhead within 14 days of the date on which the Union or theemployee first learned or may reasonably have been expectedto have learned of its cause.

(c) The installation head or designee will meet with the stew-ard or a Union representative as expeditiously as possible, butno later than seven (7) days following receipt of the Joint StepA Grievance Form unless the parties agree upon a later date.In all grievances at Formal Step A, the grievant shall be repre-sented for all purposes by a steward or a Union representativewho shall have authority to resolve the grievance as a result ofdiscussions or compromise in this Step. The installation heador designee also shall have authority to resolve the grievancein whole or in part.

(d) At the meeting the Union representative shall make a fulland detailed statement of facts relied upon, contractual provi-sions involved, and remedy sought. The Union representativemay also furnish written statements from witnesses or otherindividuals. The Employer representative shall also make afull and detailed statement of facts and contractual provisionsrelied upon. The parties’ representatives shall cooperate fullyin the effort to develop all necessary facts, including theexchange of copies of all relevant papers or documents inaccordance with Articles 17 and 31. The parties’ representa-tives may mutually agree to jointly interview witnesses wheredesirable to assure full development of all facts and con-tentions. In addition, in cases involving discharge either partyshall have the right to present no more than two witnesses.Such right shall not preclude the parties from jointly agreeingto interview additional witnesses as provided above.

(e) Any resolution of a grievance in Formal Step A shall be inwriting or shall be noted on the Joint Step A Grievance Form,but shall not be a precedent for any purpose, unless the partiesspecifically so agree or develop an agreement to dispose offuture similar or related problems. If the grievance is resolved,

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a copy of the resolution will be sent to the steward andsupervisor who initially were unable to resolve the grievance.

(f) The Formal Step A decision is to be made and the JointStep A Grievance Form completed the day of the meeting,unless the time frame is mutually extended. The Union mayappeal an impasse to Step B within seven (7) days of the dateof the decision.

(g) Additions and corrections to the Formal Step A record maybe submitted by the Union with the Step B appeal letter withinthe time frame for initiating the Step B appeal with a copy tothe management Formal Step A official. Any such statementmust be included in the file as part of the grievance record inthe case.

Step B:

(a) Any appeal from an unresolved case in Formal Step A shallbe in writing to the Step B team at the appropriate Step Boffice, with a copy to the Formal Step A representatives, andwill include a copy of the Joint Step A Grievance Form, andshall specify the reasons for the appeal.

(b) The Step B team will review the appeal and issue a jointreport of the decision and any supporting findings withinfourteen (14) days of receipt of the appeal at Step B unless theparties mutually agree to extend the fourteen (14) day period.The Step B team will give priority consideration to discussionand decision of removal cases. It is the responsibility of theStep B team to ensure that the facts and contentions ofgrievances are fully developed and considered, and resolvegrievances jointly. The Step B team may 1) resolve thegrievance 2) declare an impasse 3) hold the grievance pendingresolution of a representative case or national interpretive caseor 4) remand the grievance with specific instructions. In anycase where the Step B team mutually concludes that relevantfacts or contentions were not developed adequately in FormalStep A, they have authority to return the grievance to theFormal Step A level for full development of all facts andfurther consideration at that level. If the grievance isremanded, the parties’ representatives at Formal Step A shallmeet within seven (7) days after the grievance is returned to

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Formal Step A. Thereafter, the time limits and proceduresapplicable to Formal Step A grievances shall apply.

(c) The written Step B joint report shall state the reasons indetail and shall include a statement of any additional facts andcontentions not previously set forth in the record of the griev-ance as appealed from Formal Step A. The Step B team willattach a list of all documents included in the file.

(d) The Union’s National Business Agent (NBA) or designeemay appeal an impasse directly to arbitration at theGrievance/Arbitration Processing Center within fourteen (14)days after the receipt of the Step B impasse in accordance withthe procedure hereinafter set forth.

(e) If either party’s representative at Step B or the NBA orEmployer’s Area representative thereafter maintains that thegrievance involves an interpretive issue under the NationalAgreement, or some supplement thereto which may be ofgeneral application, the issue will be discussed with theappropriate National Union /Management Representatives atthe Headquarters Level. If either party’s NationalRepresentative determines the issue to be interpretive, awritten notice will be sent to the other party specifying indetail the facts giving rise to the dispute, the preciseinterpretive issues to be decided and the initiating party’scontention. The grievance(s) shall be held at the Step B levelpending discussion at the national level or the outcome of aNational Arbitration award.

Interpretive Step:

In any interpretive dispute properly initiated at this Step by the appropriate National Union/ManagementRepresentative, the parties shall meet at the National levelpromptly, but in no event later than thirty (30) days afterinitiating such dispute in an effort to define the precise issuesinvolved, develop all necessary facts and reach agreement. TheUnion representative shall have authority to resolve the dispute in whole or in part. The Employer’s representative shallhave authority to resolve the dispute in whole or in part. Theparties’ national representatives may, by mutual agreement,return any dispute to Step B where (a) the parties agree that no

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national interpretive issue is fairly presented or (b) it appearsthat all relevant facts have not been developed adequately. Insuch event, the parties shall meet at Step B within fifteen (15)days after the dispute is returned to Step B. Thereafter theprocedures and time limits applicable to Step B grievancesshall apply. Should the parties at the National level fail to reachagreement, then within fifteen (15) days of such meeting eachparty shall provide the other with a statement in writing of itsunderstanding of the issues involved, and the facts giving riseto the interpretive dispute. In the event the parties have failed toreach agreement within sixty (60) days of the initiation of thedispute, the Union then may appeal it to national arbitrationwithin thirty (30) days thereafter. Any local grievances filed onthe specific interpretive issue shall be held in abeyance at theappropriate level pending resolution of the national interpretivedispute.

Section 3. Grievance Procedure—General

A. The parties expect that good faith observance, by theirrespective representatives, of the principles and procedures setforth above will result in resolution of substantially all griev-ances initiated hereunder at the lowest possible step and recog-nize their obligation to achieve that end. At each step of theprocess the parties are required to jointly review the JointContract Administration Manual (JCAM).

B. The failure of the employee or the Union in InformalStep A, or the Union thereafter to meet the prescribed timelimits of the Steps of this procedure, including arbitration,shall be considered as a waiver of the grievance. However, ifthe Employer fails to raise the issue of timeliness at FormalStep A, or at the step at which the employee or Union failed tomeet the prescribed time limits, whichever is later, such objec-tion to the processing of the grievance is waived.

C. Failure by the Employer to schedule a meeting or rendera decision in any of the Steps of this procedure within the timeherein provided (including mutually agreed to extension peri-ods) shall be deemed to move the grievance to the next Step ofthe grievance-arbitration procedure.

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D. Where the NBA believes that grievances involve thesame, or substantially similar issues or facts, one such grievanceto be selected by the NBA or designee shall be designated the“representative” grievance. The Area Manager, LaborRelations or designee will determine which, if any, of thosegrievances will be held for the designated representative case.If the Step B team needs to identify a representative grievance forsimilar disputes in its jurisdiction, it must forward a copy of therelevant case files to the appropriate NBA. The Step B team willplace those grievances on hold only until such time as the NBAselects a representative case and the Area Manager, LaborRelations or designee determines which, if any, of those griev-ances are to be held pending resolution of the representativecase. Where the NBA determines a representative case will not beselected, the Step B team will process the held grievances withinfourteen (14) days of the NBA’s decision. If not resolved at StepB, the “representative” grievance may be appealed to arbitration,or the issue may be referred to the parties’ national representativesat the Headquarters level in accordance with the provisions ofArticle 15, Step B (e). A representative case appealed to arbitrationwill be placed ahead of other contractual appeals on the appropri-ate arbitration list.

E. Following resolution on the merits of the “representa-tive” grievance, the parties involved in that grievance shallmeet at Step B to apply the resolution to the other pendinggrievances.

F. It is agreed that in the event of a dispute between theUnion and the Employer as to the interpretation of thisAgreement, such dispute may be initiated at the national levelby the President of the Union. Such a dispute shall be initiatedin writing and must specify in detail the facts giving rise to thedispute, the precise interpretive issues to be decided and thecontention of the Union. Thereafter the parties shall meet at theinterpretive step within thirty (30) days in an effort to definethe precise issues involved, develop all necessary facts, andreach agreement. Should they fail to agree, then, within fifteen(15) days of such meeting, each party shall provide the otherwith a statement in writing of its understanding of the issuesinvolved, and the facts giving rise to such issues. In the event

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the parties have failed to reach agreement within sixty (60)days of the initiation of the dispute at the interpretive step, theUnion then may appeal it to arbitration, within thirty (30) daysthereafter. Any local grievances filed on the specific interpre-tive issue shall be held in abeyance at the appropriate levelpending resolution of the national interpretive dispute.

Section 4. Arbitration

A. General Provisions

1. A request for arbitration shall be submitted withinthe specified time limit for appeal.

2. No grievance may be arbitrated at the National levelexcept when timely notice of appeal is given theEmployer in writing by the National President of theUnion. No grievance may be appealed to Regular orExpedited arbitration except when timely notice ofappeal is given in writing to the appropriate managementofficial at the Grievance/Arbitration Processing Centerby the certified representative of the Union. Such repre-sentative shall be certified to appeal grievances by theNational President of the Union to the Employer at theNational level.

3. All grievances appealed to arbitration will be placedon the appropriate pending arbitration list in theorder in which appealed. The Employer, in consulta-tion with the Union, will be responsible for maintain-ing appropriate dockets of grievances, as appealed,and for administrative functions necessary to assureefficient scheduling and hearing of cases by arbitra-tors at all levels.

4. In order to avoid loss of available hearing time,except in National level cases, back-up cases shouldbe scheduled to be heard in the event of late settle-ment or withdrawal of grievances before hearing.The designated advocates will discuss the scheduledcases at least thirty (30) days prior to the scheduledhearing date, if possible. In the event that either partywithdraws a case less than five (5) days prior to the

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scheduled arbitration date, and the parties are unableto agree on scheduling another case on that date, theparty withdrawing the case shall pay the full costs ofthe arbitrator for that date. In the event that the par-ties settle a case or either party withdraws a case five(5) or more days prior to the scheduled arbitrationdate, the back-up case on the appropriate arbitrationlist shall be scheduled. If the parties settle a case lessthan five (5) days prior to the scheduled arbitrationdate and are unable to agree to schedule another case,the parties shall share the costs of the arbitrator forthat date. This paragraph shall not apply to Nationallevel arbitration cases.

5. Arbitration hearings normally will be held duringworking hours where practical. Employees whoseattendance as witnesses is required at hearings duringtheir regular working hours shall be on Employertime when appearing at the hearing, provided thetime spent as a witness is part of the employee’s reg-ular working hours.

6. All decisions of an arbitrator will be final and bind-ing. All decisions of arbitrators shall be limited to theterms and provisions of this Agreement, and in noevent may the terms and provisions of thisAgreement be altered, amended, or modified by anarbitrator. Unless otherwise provided in this Article,all costs, fees, and expenses charged by an arbitratorwill be shared equally by the parties.

7. All arbitrators on the Regular Panels and theExpedited Panels and on the National Panel shallserve for the term of this Agreement and shall contin-ue to serve for six (6) months after the conclusion ofthe collective bargaining process for a successorAgreement, unless the parties otherwise mutuallyagree.

8. Arbitrators on the National Panel and on the Regularand Expedited Panels shall be selected by the methodagreed upon by the parties at the National Level.

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9. In any arbitration proceeding in which a Union feelsthat its interests may be affected, it shall be entitledto intervene and participate in such arbitration pro-ceeding, but it shall be required to share the cost ofsuch arbitration equally with any or all other Unionparties to such proceeding. Any dispute as to arbitra-bility may be submitted to the arbitrator and be deter-mined by such arbitrator. The arbitrator’s determina-tion shall be final and binding.

B. Arbitration - Regular

1. At the Grievance/Arbitration Processing Center three(3) separate lists of cases to be heard in arbitrationshall be maintained: (a) one for all removal cases andcases involving suspensions for more than 14 days,(b) one for all cases referred to ExpeditedArbitration, and (c) one for all other cases appealedto Regular Arbitration. Separate panels will beestablished for scheduling (a) removal cases andcases involving suspensions for more than 14 days,(b) for all cases referred to Expedited Arbitration,and (c) for all other cases appealed to RegularArbitration.

2. Cases will be scheduled for arbitration in the order inwhich appealed, unless the Union and Employer oth-erwise agree.

3. Only discipline cases involving suspensions of 14days or less and those other disputes as may bemutually determined by the parties shall be referredto Expedited Arbitration in accordance with Section C hereof.

4. Cases referred to arbitration, which involve removalsor suspensions for more than 14 days, shall be sched-uled for hearing at the earliest possible date in theorder in which appealed.

5. If either party concludes that a case referred toRegular Arbitration involves an interpretive issueunder the National Agreement or some supplementthereto which may be of general application, that

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party’s representative shall request input from theirappropriate National Representatives at theHeadquarters level. If either party’s representative atthe Headquarters level determines the case is inter-pretive, a notice will be sent to the other party. Thecase will be held pending the outcome of theNational interpretive dispute. If both parties’ repre-sentatives determine the case does not involve aninterpretive issue, the case, if already scheduled forarbitration, will be heard before the same arbitratorwho was originally scheduled to hear the case.Further, if the hearing had convened, the case willcontinue at the same stage of arbitration.

6. The arbitrators on each Regular Panel shall be sched-uled to hear cases on a rotating system basis, unlessotherwise agreed by the parties.

7. Normally, there will be no transcripts of arbitrationhearings or filing of post-hearing briefs in casesheard in Regular Arbitration, except either party atthe National level may request a transcript, andeither party at the hearing may request to file apost-hearing brief. However, each party may file awritten statement setting forth its understanding ofthe facts and issues and its argument at the begin-ning of the hearing and also shall be given an ade-quate opportunity to present argument at the con-clusion of the hearing.

8. The arbitrator in any given case should render anaward therein within thirty (30) days of the close ofthe record in the case.

C. Arbitration - Expedited

1. The parties agree to continue the utilization of anexpedited arbitration system for disciplinary cases of14 days suspension or less which do not involveinterpretation of the Agreement and for such othercases as the parties may mutually determine.

2. If either party concludes that the issues involved areof such complexity or significance as to warrant ref-

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erence to the Regular Arbitration Panel, that partyshall notify the other party of such reference at leastseven (7) days prior to the scheduled time for theexpedited arbitration.

3. The hearing shall be conducted in accordance withthe following:

a. the hearing shall be informal;

b. no briefs shall be filed or transcripts made;

c. there shall be no formal rules of evidence;

d. the hearing shall normally be completed withinone day;

e. if the arbitrator or the parties mutually conclude atthe hearing that the issues involved are of suchcomplexity or significance as to warrant referenceto the Regular Arbitration Panel, the case shall bereferred to that panel; and

f. the arbitrator may issue a bench decision at thehearing but in any event shall render a decisionwithin forty-eight (48) hours after conclusion of thehearing. Such decision shall be based on the recordbefore the arbitrator and may include a brief writtenexplanation of the basis for such conclusion. Thesedecisions will not be cited as a precedent. The arbi-trator’s decision shall be final and binding. An arbi-trator who issues a bench decision shall furnish awritten copy of the award to the parties withinforty-eight (48) hours of the close of the hearing.

4. No decision by a member of the Expedited Panel insuch a case shall be regarded as a precedent or becited in any future proceeding, but otherwise will bea final and binding decision.

D. National Level Arbitration

1. Only cases involving interpretive issues under thisAgreement or supplements thereto of general appli-cation will be arbitrated at the National level.

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2. A docket of cases appealed to arbitration at theNational level shall be maintained. The arbitrators onthe National Panel shall be scheduled to hear caseson a rotating system basis, unless otherwise agreedby the parties. Cases on the docket will be scheduledfor arbitration in the order in which appealed, unlessthe Union and Employer otherwise agree.

Section 5. Administration

The parties recognize their continuing joint responsibility forefficient functioning of the grievance procedure and effectiveuse of arbitration. Commencing April 1, 1979, and quarterlythereafter, the Employer will furnish to the President of theUnion a copy of a quarterly report containing the followinginformation covering operation of the arbitration procedure atthe National level, and for each Area separately:

(a) number of cases appealed to arbitration;

(b) number of cases scheduled for hearing;

(c) number of cases heard;

(d) number of scheduled hearing dates, if any, which werenot used;

(e) the total number of cases pending but not scheduled atthe end of the quarter.



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ARTICLE 16

DISCIPLINE PROCEDURE

Section 1. Principles

In the administration of this Article, a basic principle shall bethat discipline should be corrective in nature, rather than puni-tive. No employee may be disciplined or discharged except forjust cause such as, but not limited to, insubordination, pilfer-age, intoxication (drugs or alcohol), incompetence, failure toperform work as requested, violation of the terms of thisAgreement, or failure to observe safety rules and regulations.Any such discipline or discharge shall be subject to the griev-ance-arbitration procedure provided for in this Agreement,which could result in reinstatement and restitution, includingback pay.

Section 2. Discussion

For minor offenses by an employee, management has aresponsibility to discuss such matters with the employee.Discussions of this type shall be held in private between theemployee and the supervisor. Such discussions are not considereddiscipline and are not grievable. Following such discussions, thereis no prohibition against the supervisor and/or the employeemaking a personal notation of the date and subject matter for theirown personal record(s). However, no notation or otherinformation pertaining to such discussion shall be included in theemployee’s personnel folder. While such discussions may not becited as an element of prior adverse record in any subsequentdisciplinary action against an employee, they may be, whererelevant and timely, relied upon to establish that employees havebeen made aware of their obligations and responsibilities.

Section 3. Letter of Warning

A letter of warning is a disciplinary notice in writing, identifiedas an official disciplinary letter of warning, which shall includean explanation of a deficiency or misconduct to be corrected.

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Section 4. Suspensions of 14 Days or Less

In the case of discipline involving suspensions of fourteen (14)days or less, the employee against whom disciplinary action issought to be initiated shall be served with a written notice ofthe charges against the employee and shall be further informedthat he/she will be suspended. A suspended employee willremain on duty during the term of the suspension with no lossof pay. These disciplinary actions shall, however, be consid-ered to be of the same degree of seriousness and satisfy thesame corrective steps in the pattern of progressive discipline asthe time-off suspensions. Such suspensions are equivalent totime-off suspensions and may be cited as elements of past dis-cipline in subsequent discipline in accordance with Article16.10.

Section 5. Suspensions of More Than 14 Days or Discharge

In the case of suspensions of more than fourteen (14) days, orof discharge, any employee shall, unless otherwise providedherein, be entitled to an advance written notice of the chargesagainst him/her and shall remain either on the job or on theclock at the option of the Employer for a period of thirty (30)days. Thereafter, the employee shall remain on the rolls (non-pay status) until disposition of the case has been had either bysettlement with the Union or through exhaustion of the griev-ance-arbitration procedure. A preference eligible who choosesto appeal a suspension of more than fourteen (14) days orhis/her discharge to the Merit Systems Protection Board(MSPB) rather than through the grievance-arbitration proce-dure shall remain on the rolls (non-pay status) until dispositionof the case has been had either by settlement or throughexhaustion of his/her MSPB appeal. When there is reasonablecause to believe an employee is guilty of a crime for which asentence of imprisonment can be imposed, the Employer is notrequired to give the employee the full thirty (30) days advancewritten notice in a discharge action, but shall give such lessernumber of days advance written notice as under the circum-stances is reasonable and can be justified. The employee isimmediately removed from a pay status at the end of the noticeperiod.

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Section 6. Indefinite Suspension - Crime Situation

A. The Employer may indefinitely suspend an employee inthose cases where the Employer has reasonable cause tobelieve an employee is guilty of a crime for which a sentenceof imprisonment can be imposed. In such cases, the Employeris not required to give the employee the full thirty (30) daysadvance notice of indefinite suspension, but shall give suchlesser number of days of advance written notice as under thecircumstances is reasonable and can be justified. The employ-ee is immediately removed from a pay status at the end of thenotice period.

B. The just cause of an indefinite suspension is grievable.The arbitrator shall have the authority to reinstate and makethe employee whole for the entire period of the indefinite sus-pension.

C. If after further investigation or after resolution of thecriminal charges against the employee, the Employer deter-mines to return the employee to a pay status, the employeeshall be entitled to back pay for the period that the indefinitesuspension exceeded seventy (70) days, if the employee wasotherwise available for duty, and without prejudice to anygrievance filed under B above.

D. The Employer may take action to discharge an employeeduring the period of an indefinite suspension whether or notthe criminal charges have been resolved, and whether or notsuch charges have been resolved in favor of the employee.Such action must be for just cause, and is subject to therequirements of Section 5 of this Article.

Section 7. Emergency Procedure

An employee may be immediately placed on an off-duty status (without pay) by the Employer, but remain on the rollswhere the allegation involves intoxication (use of drugs oralcohol), pilferage, or failure to observe safety rules andregulations, or in cases where retaining the employee on dutymay result in damage to U.S. Postal Service property, loss ofmail or funds, or where the employee may be injurious to

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self or others. The employee shall remain on the rolls (non-paystatus) until disposition of the case has been had. If it is pro-posed to suspend such an employee for more than thirty (30)days or discharge the employee, the emergency action takenunder this Section may be made the subject of a separategrievance.

Section 8. Review of Discipline

In no case may a supervisor impose suspension or dischargeupon an employee unless the proposed disciplinary action bythe supervisor has first been reviewed and concurred in by theinstallation head or designee.

In post offices of twenty (20) or less employees, or wherethere is no higher level supervisor than the supervisor whoproposes to initiate suspension or discharge, the proposed dis-ciplinary action shall first be reviewed and concurred in by ahigher authority outside such installation or post office beforeany proposed disciplinary action is taken.

Section 9. Veterans’ Preference

A preference eligible is not hereunder deprived of whateverrights of appeal are applicable under the Veterans’ PreferenceAct. If the employee appeals under the Veterans’ PreferenceAct, however, the time limits for appeal to arbitration and thenormal contractual arbitration scheduling procedures are not tobe delayed as a consequence of that appeal; if there is anMSPB appeal pending as of the date the arbitration is sched-uled by the parties, the grievant waives access to the griev-ance-arbitration procedure beyond Step B.

Section 10. Employee Discipline Records

The records of a disciplinary action against an employee shallnot be considered in any subsequent disciplinary action if therehas been no disciplinary action initiated against the employeefor a period of two years.

Upon the employee’s written request, any disciplinary noticeor decision letter will be removed from the employee’s official

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personnel folder after two years if there has been nodisciplinary action initiated against the employee in that two-year period.

(Additional provisions regarding the removal ofTransitional Employees can be found in the MemorandumRe: Transitional Employees - Additional Provisions.)

ARTICLE 17

REPRESENTATION

Section 1. Stewards

Stewards may be designated for the purpose of investigating,presenting and adjusting grievances.

Section 2. Appointment of Stewards

A. The Union will certify to the Employer in writing asteward or stewards and alternates in accordance with the following general guidelines. Where more than one steward isappointed, one shall be designated chief steward. The selectionand appointment of stewards or chief stewards is the sole andexclusive function of the Union. Stewards will be certified torepresent employees in specific work location(s) on their tour;provided no more than one steward may be certified to repre-sent employees in a particular work location(s). The number ofstewards certified shall not exceed, but may be less than, thenumber provided by the formula hereinafter set forth.

Employees in the same craft per tour or station

Up to 49 1 steward50 to 99 2 stewards100 to 199 3 stewards200 to 499 5 stewards500 or more 5 stewards

plus additionalsteward for each100 employees

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B. At an installation, the Union may designate in writing tothe Employer one Union officer actively employed at thatinstallation to act as a steward to investigate, present andadjust a specific grievance or to investigate a specific problemto determine whether to file a grievance. The activities of suchUnion officer shall be in lieu of a steward designated under theformula in Section 2.A and shall be in accordance with Section3. Payment, when applicable, shall be in accordance withSection 4.

C. To provide steward service to installations with twenty orless craft employees where the Union has not certified a steward,a Union representative certified to the Employer in writing andcompensated by the Union may perform the duties of a steward.

D. At the option of the Union, representatives not on theEmployer’s payroll shall be entitled to perform the functionsof a steward or chief steward, provided such representativesare certified in writing to the Employer at the area level andproviding such representatives act in lieu of stewards designat-ed under the provisions of 2.A or 2.B above.

E. A steward may be designated to represent more thanone craft, or to act as a steward in a craft other than his/herown, whenever the Union or Unions involved so agree, andnotify the Employer in writing. Any steward designationsacross craft lines must be in accordance with the formula setforth in Section 2.A above.

(The preceding Section, Article 17.2, shall apply toTransitional Employees.)

Section 3. Rights of Stewards

When it is necessary for a steward to leave his/her work areato investigate and adjust grievances or to investigate a specificproblem to determine whether to file a grievance, the stewardshall request permission from the immediate supervisor andsuch request shall not be unreasonably denied.

In the event the duties require the steward leave the work areaand enter another area within the installation or post office, thesteward must also receive permission from the supervisor from

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the other area he/she wishes to enter and such request shall notbe unreasonably denied.

The steward, chief steward or other Union representative prop-erly certified in accordance with Section 2 above may requestand shall obtain access through the appropriate supervisor toreview the documents, files and other records necessary forprocessing a grievance or determining if a grievance exists andshall have the right to interview the aggrieved employee(s),supervisors and witnesses during working hours. Suchrequests shall not be unreasonably denied.

While serving as a steward or chief steward, an employee maynot be involuntarily transferred to another tour, to another sta-tion or branch of the particular post office or to another inde-pendent post office or installation unless there is no job forwhich the employee is qualified on such tour, or in such sta-tion or branch, or post office.

If an employee requests a steward or Union representative tobe present during the course of an interrogation by theInspection Service, such request will be granted. All polygraphtests will continue to be on a voluntary basis.

Section 4. Payment of Stewards

The Employer will authorize payment only under the follow-ing conditions:

Grievances—Informal and Formal Step A: The aggrievedand one Union steward (only as permitted under the formu-la in Section 2.A) for time actually spent in grievance han-dling, including investigation and meetings with theEmployer. The Employer will also compensate a stewardfor the time reasonably necessary to write a grievance. Inaddition, the Employer will compensate any witnesses forthe time required to attend a Formal Step A meeting.

Meetings called by the Employer for information exchangeand other conditions designated by the Employer concern-ing contract application.

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Employer authorized payment as outlined above will be grant-ed at the applicable straight time rate, providing the time spentis a part of the employee’s or steward’s (only as provided forunder the formula in Section 2.A) regular work day.

The Postal Service will compensate the Union’s primary StepB representatives at their appropriate rate of pay on a no loss,no gain basis. Activated back up Step B representatives will becompensated on the same basis for time actually spent as StepB representatives.

Section 5. Labor-Management Committee Meetings

A. The Union through its designated agents shall be enti-tled at the national, area, and local levels, and at such otherintermediate levels as may be appropriate, to participate inregularly scheduled Joint Labor-Management Committeemeetings for the purpose of discussing, exploring, and consid-ering with management matters of mutual concern; providedneither party shall attempt to change, add to or vary the termsof this Collective Bargaining Agreement.

B. All other national level committees established pursuantto the terms of this Agreement shall function as subcommitteesof the national level Labor-Management Committee.

C. Meetings at the national and area (except as to theChristmas operation) levels will not be compensated by theEmployer. The Employer will compensate one designated rep-resentative from the Union for actual time spent in the meetingat the applicable straight time rate, providing the time spent insuch meetings is a part of the employee’s regular scheduledwork day.

Section 6. Union Participation in New EmployeeOrientation

During the course of any employment orientation program fornew employees, a representative of the Union representing thecraft to which the new employees are assigned shall be provid-

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ed ample opportunity to address such new employees, provid-ed that this provision does not preclude the Employer fromaddressing employees concerning the same subject.

Health benefit enrollment information and forms will not beprovided during orientation until such time as a representativeof the Union has had an opportunity to address such newemployees.


Section 7. Checkoff

A. In conformity with Section 2 of the Act, 39 U.S.C.1205, without cost to the Union, the Employer shall deductand remit to the Union the regular and periodic Union duesfrom the pay of employees who are members of the Union,provided that the Employer has received a written assignmentwhich shall be irrevocable for a period of not more than oneyear, from each employee on whose account such deductionsare to be made. The Employer agrees to remit to the Union alldeductions to which it is entitled fourteen (14) days after theend of the pay period for which such deductions are made.Deductions shall be in such amounts as are designated to theEmployer in writing by the Union.

B. The authorization of such deductions shall be in the fol-lowing form:

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(Form to be revised to conform to Postal Service MachineRequirements as on SF 1187.)

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UNITED STATES POSTAL SERVICE

AUTHORIZATION FOR DEDUCTION

OF UNION DUES

I hereby assign to the National Association of LetterCarriers, AFL- CIO, from any salary or wages earned orto be earned by me as your employee (in my present orany future employment by you) such regular and periodicmembership dues as the Union may certify as due andowing from me, as may be established from time to timeby said Union. I authorize and direct you to deduct suchamounts from my pay and to remit same to said Union atsuch times and in such manner as may be agreed uponbetween you and the Union at any time while this autho-rization is in effect, which includes a $8.00 yearly sub-scription to the Postal Record as part of the membershipdues.

Notice: Contributions or gifts to the National Associationof Letter Carriers, AFL-CIO are not tax deductible ascharitable contributions for Federal income tax purposes.However, they may be tax deductible under other provi-sions of the Internal Revenue Code.

This assignment, authorization and direction shall beirrevocable for a period of one (1) year from the date ofdelivery hereof to you, and I agree and direct that thisassignment, authorization and direction shall be automati-cally renewed, and shall be irrevocable for successiveperiods of one (1) year, unless written notice is given byme to you and the Union not more than twenty (20) daysand not less than ten (l0) days prior to the expiration ofeach period of one (1) year. This assignment is freelymade pursuant to the provisions of the PostalReorganization Act and is not contingent upon the exis-tence of any agreement between you and my Union.

C. Notwithstanding the foregoing, employees’ dues deduc-tion authorizations (Standard Form 1187) which are presentlyon file with the Employer on behalf of the Union shall continueto be honored and given full force and effect by the Employerunless and until revoked in accordance with their terms.

D. The Employer agrees that it will continue in effect, butwithout cost to employees, its existing program of payroll deduc-tions at the request and on behalf of employees for remittance tofinancial institutions including credit unions. In addition theEmployer agrees without cost to the employee to make payrolldeductions on behalf of such organization or organizations as theUnion shall designate to receive funds to provide group automo-bile insurance and/or homeowners/tenant liability insurance foremployees, provided only one insurance carrier is selected toprovide such coverage.


ARTICLE 18

NO STRIKE

Section 1. Statement of Principle

The Union in behalf of its members agrees that it will not callor sanction a strike or slowdown.

Section 2. Union Actions

The Union or its local Unions (whether called branches or byother names) will take reasonable action to avoid such activityand where such activity occurs, immediately inform strikingemployees they are in violation of this Agreement and ordersaid employees back to work.

Section 3. Union Liability

It is agreed that the Union or its local Unions (whether calledbranches or by other names) which comply with the require-

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ments of this Article shall not be liable for the unauthorizedaction of their members or other postal employees.

Section 4. Legal Impact

The parties agree that the provisions of this Article shall not beused in any way to defeat any current or future legal actioninvolving the constitutionality of existing or future legislationprohibiting Federal employees from engaging in strike actions.The parties further agree that the obligations undertaken in thisArticle are in no way contingent upon the final determinationof such constitutional issues.


ARTICLE 19

HANDBOOKS AND MANUALS

Those parts of all handbooks, manuals and published regula-tions of the Postal Service, that directly relate to wages, hoursor working conditions, as they apply to employees covered bythis Agreement, shall contain nothing that conflicts with thisAgreement, and shall be continued in effect except that theEmployer shall have the right to make changes that are notinconsistent with this Agreement and that are fair, reasonable,and equitable. This includes, but is not limited to, the PostalService Manual and the F-21, Timekeeper’s Instructions.

Notice of such proposed changes that directly relate to wages,hours, or working conditions will be furnished to the Union atthe national level at least sixty (60) days prior to issuance. Atthe request of the Union, the parties shall meet concerningsuch changes. If the Union, after the meeting, believes the pro-posed changes violate the National Agreement (including thisArticle), it may then submit the issue to arbitration in accor-dance with the arbitration procedure within sixty (60) daysafter receipt of the notice of proposed change. Copies of those

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Article 19

parts of all new handbooks, manuals and regulations thatdirectly relate to wages, hours or working conditions, as theyapply to employees covered by this Agreement, shall be fur-nished the Union upon issuance.

Article 19 shall apply in that those parts of all handbooks, man-uals and published regulations of the Postal Service, whichdirectly relate to wages, hours or working conditions shall applyto transitional employees only to the extent consistent with otherrights and characteristics of transitional employees negotiated inthis Agreement and otherwise as they apply to the supplementalwork force. The Employer shall have the right to make changesto handbooks, manuals and published regulations as they relateto transitional employees pursuant to the same standards andprocedures found in Article 19 of this Agreement.


ARTICLE 20

PARKING

Section 1. National Study Committee

The existing parking program will remain in effect. A NationalStudy Committee on Parking will be established in order toimprove the parking program at existing facilities and to rec-ommend such programs for new facilities.

Section 2. Security

Recognizing the need for adequate security for employees inparking areas, and while en route to and from parking areas,the Employer will take reasonable steps, based on the specificneeds of the individual location, to safeguard employee securi-ty, including, but not limited to, establishing liaison with localpolice authorities, requesting the assignment of additional uni-formed police in the area, improving lighting and fencing, and,where available, utilizing mobile security force patrols.

90

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Section 3. Labor-Management Committee

Parking is a proper subject for discussion at local Labor-Management Committee meetings. The location of new,additional, or improved parking facilities; the number ofparking spaces; security and lighting in the parking areas aswell as similar subjects are proper agenda items for suchmeetings. The local Labor-Management Committee maymake recommendations to the installation head concerningsuch subjects.


ARTICLE 21

BENEFIT PLANS

Section 1. Health Benefits

The method for determining the Employer bi-weekly contri-butions to the cost of employee health insurance programsunder the Federal Employees Health Benefits Program(FEHBP) will be as follows:

A. The Office of Personnel Management shall calculate thesubscription charges under the FEHBP that will be in effectthe following January with respect to self only enrollmentsand self and family enrollments.

B. The bi-weekly Employer contribution for self only andself and family plans is adjusted to an amount equal to 85% in2008, 83% in 2009, 82% in 2010, 81% in 2011, and 80% in2012 of the weighted average bi-weekly premiums under theFEHBP as determined by the Office of PersonnelManagement. The adjustment begins on the effective datedetermined by the Office of Personnel Management inJanuary 2008, January 2009, January 2010, January 2011,and January 2012.

C. The weight to be given to a particular subscriptioncharge for each FEHB plan and option will be based on thenumber of enrollees in each such plan and option for whomcontributions have been received from employers covered bythe FEHBP as determined by the Office of PersonnelManagement.

D. The amount necessary to pay the total charge forenrollment after the Employer’s contribution is deducted shallbe withheld from the pay of each enrolled employee. To theextent permitted by law, the Employer shall permit employeescovered by this Agreement to make their premiumcontributions to the cost of each plan on a pre-tax basis, andshall extend eligibility to such employees for the U.S. PostalService’s flexible spending account plans for unreimbursedhealth care expenses and work-related dependent child careand elder care expenses as authorized under Section 125 of theInternal Revenue Code.

E. The limitation upon the Employer’s contribution towardsany individual employee shall be 88.75% in 2008, 86.5% in2009, 85.5% in 2010, 84.5% in 2011, and 83.5% in 2012 ofthe subscription charge under the FEHBP in 2008, 2009, 2010,2011, and 2012

Section 2. Life Insurance

The Employer shall maintain the current life insurance pro-gram in effect during the term of this Agreement.

Section 3. Retirement

The provisions of Chapter 83 and 84 of Title 5 U.S.. Code, andany amendments thereto, shall continue to apply to employeescovered by this Agreement.

Section 4. Injury Compensation

Employees covered by this Agreement shall be covered bySubchapter I of Chapter 81 of Title 5, and any amendmentsthereto, relating to compensation for work injuries TheEmployer will promulgate appropriate regulations which com-

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ply with applicable regulations of the Office of Workers’Compensation Programs and any amendments thereto.

Section 5. Health Benefit Brochures

When a new employee who is eligible for enrollment in theFederal Employee’s Health Benefit Program enters the PostalService, the employee shall be furnished a copy of the HealthBenefit Plan brochure of the Union signatory to thisAgreement which represents the craft in which the employee isto be employed.

ARTICLE 22BULLETIN BOARDS

The Employer shall furnish separate bulletin boards for theexclusive use of the Union, subject to the conditions statedherein, if space is available. If sufficient space is not available,at least one will be provided for all Unions. The Union mayplace its literature racks in swing rooms, if space is available.Only suitable notices and literature may be posted or placed inliterature racks. There shall be no posting or placement of lit-erature in literature racks except upon the authority of official-ly designated representatives of the Union.


ARTICLE 23

RIGHTS OF UNION OFFICIALS TO ENTER POSTAL

INSTALLATIONS

Upon reasonable notice to the Employer, duly authorized rep-resentatives of the Union shall be permitted to enter postalinstallations for the purpose of performing and engaging inofficial union duties and business related to the CollectiveBargaining Agreement. There shall be no interruption of the

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work of employees due to such visits and representatives shalladhere to the established security regulations.


ARTICLE 24EMPLOYEES ON LEAVE WITHREGARD TO UNION BUSINESS

Section 1. Continuation of Benefits

Any employee on leave without pay to devote full or part-timeservice to the Union shall be credited with step increases as ifin a pay status. Retirement benefits will accrue on the basis ofthe employee’s step so attained, provided the employee makescontributions to the retirement fund in accordance with currentprocedure. Annual and sick leave will be earned in accordancewith existing procedures based on hours worked.

Section 2. Leave for Union Conventions

A. Full or part-time employees will be granted annualleave or leave without pay at the election of the employee toattend National, State and Regional Union Conventions(Assemblies) provided that a request for leave has been sub-mitted by the employee to the installation head as soon aspracticable and provided that approval of such leave does notseriously adversely affect the service needs of the installation.

B. If the requested leave falls within the choice vacationperiod and if the request is submitted prior to the determina-tion of the choice vacation period schedule, it will be grantedprior to making commitments for vacations during the choiceperiod, and will be considered part of the total choice vacationplan for the installation, unless agreed to the contrary at thelocal level. Where the specific delegates to the Convention(Assembly) have not yet been determined, upon the request ofthe Union, the Employer will make provision for leave forthese delegates prior to making commitments for vacations.

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C. If the requested leave falls within the choice vacationperiod and the request is submitted after the determination of thechoice vacation period schedule, the Employer will make everyreasonable effort to grant such request, consistent with serviceneeds.


ARTICLE 25

HIGHER LEVEL ASSIGNMENTS

Section l. Definitions

Higher level work is defined as an assignment to a rankedhigher level position, whether or not such position has beenauthorized at the installation.

Section 2. Higher Level Pay

An employee who is detailed to higher level work shall be paidat the higher level for time actually spent on such job. Anemployee’s higher level rate shall be determined as if promotedto the position. An employee temporarily assigned or detailed toa lower level position shall be paid at the employee’s own rate.

Section 3. Written Orders

Any employee detailed to higher level work shall be given awritten management order, stating beginning and approximatetermination, and directing the employee to perform the dutiesof the higher level position. Such written order shall be accept-ed as authorization for the higher level pay. The failure ofmanagement to give a written order is not grounds for denialof higher level pay if the employee was otherwise directed toperform the duties.

Section 4. Higher Level Details

Detailing of employees to higher level bargaining unit work ineach craft shall be from those eligible, qualified and available

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employees in each craft in the immediate work area in whichthe temporarily vacant higher level position exists. However,for details of an anticipated duration of one week (five work-ing days within seven calendar days) or longer to those higherlevel craft positions enumerated in the craft Article of thisAgreement as being permanently filled on the basis of promo-tion of the senior qualified employee, the senior, qualified, eli-gible, available employee in the immediate work area in whichthe temporarily vacant higher level position exists shall beselected.

Section 5. Leave Pay

Leave pay for employees detailed to a higher level positionwill be administered in accordance with the following:

Employees working short term on a higher level assignment ordetail will be entitled to approved sick and annual paid leave atthe higher level rate for a period not to exceed three days.

Short term shall mean an employee has been on an assignmentor detail to a higher level for a period of 29 consecutive workdays or less at the time leave is taken and such assignment ordetail to the higher level position is resumed upon return towork. All short term assignments or details will be automati-cally canceled if replacements are required for absent detailedemployees.

Long term shall mean an employee has been on an assignmentor detail to the higher level position for a period of 30 consec-utive workdays or longer at the time leave is taken and suchassignment or detail to the higher level position is resumedupon return to work.

Terminal leave payments resulting from death will be paid atthe higher level for all employees who are assigned or detailedto higher level assignments on their last workday.

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ARTICLE 26

UNIFORMS AND WORK CLOTHES

Section 1. Uniform Control Committee

The parties agree that the National Joint Labor-ManagementUniform Control Committee shall be continued.

The Committee shall be composed of a representative of theUnion and a representative of the Employer. The Chair of theCommittee shall alternate each meeting between the Unionand the Postal Service.

The Committee shall meet at least once each three months andat such other times as may be necessary or as requested byeither of the parties.

The Committee shall have jurisdiction to consider the mattersset out below and all non-cost matters pertaining to theUniform Allowance Program, including but not limited to, theuniform items or work clothes items for which allowances areapplicable; the design, color, quality and fabrics of authorizedreimbursable items.

All employees who are required to wear uniforms or workclothes shall be furnished uniforms or work clothes or shall bereimbursed for purchases of authorized items from dulylicensed vendors.

The current administration of the Uniform and Work ClothesProgram shall be continued unless otherwise changed by thisAgreement or by the Employer based on recommendations ofthe Committee.

“Wear-out” periods for uniform items being changed orreplaced shall be determined by the Committee and appropri-ate recommendations made after giving full consideration tothe type of changes being made, the economic effect upon theemployees involved for replacement, and the overall appear-ance of the uniform.

The Committee shall establish its own rules of procedure.Recommendations of the Committee shall be addressed to thePostmaster General or designee.

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Section 2. Annual Allowance

The annual allowance for eligible employees in the reim-bursable uniform program shall be as follows:

A. Effective November 21, 2006 the annual allowance forall eligible employees shall be increased from present $328.00per annum to $336.00 per annum. The increase shall becomeeffective on the employee’s anniversary date.

Effective November 21, 2007 the annual allowance for alleligible employees shall be increased from $336.00 perannum to $345.00 per annum. The increase shall becomeeffective on the employee’s anniversary date.




B. A newly eligible employee entering the reimbursable uni-form program will receive an additional credit to the employee’sallowance as follows:

Effective November 21, 2006 - $78.00 if entitled to $336.00per annum.





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An eligible employee cannot receive this additional creditmore than once; however, the current procedures regardingemployees transferring from one allowance category to anoth-er shall be continued.

Section 3. Transitional Employee

In the event that the Postal Service requires transitionalemployees to wear uniform items, local Postal Service man-agement, at its option, may provide such uniform items, whichwill be returned at the time of separation. For each threemonths of service during the first term of appointment thetransitional employee may be entitled to purchase up to 25percent of the $298.00 uniform allowance. The uniform pur-chases are reimbursed by the Postal Service direct to the ven-dor. Purchase and payment provisions will continue as previ-ously agreed to by the USPS and NALC.


ARTICLE 27EMPLOYEE CLAIMS

Subject to a $10 minimum, an employee may file a claimwithin fourteen (14) days of the date of loss or damage and bereimbursed for loss or damage to his/her personal propertyexcept for motor vehicles and the contents thereof taking intoconsideration depreciation where the loss or damage was suf-fered in connection with or incident to the employee’s employ-ment while on duty or while on postal premises. The posses-sion of the property must have been reasonable, or properunder the circumstances and the damage or loss must not havebeen caused in whole or in part by the negligent or wrongfulact of the employee. Loss or damage will not be compensatedwhen it resulted from normal wear and tear associated withday-to-day living and working conditions.

Claims should be documented, if possible, and submitted withrecommendations by the Union steward to the Employer at thelocal level. The Employer will submit the claim, with the

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Employer’s and the steward’s recommendation, within 15days, to the Step B Team for determination. An impasse on theclaim may be appealed to arbitration pursuant to Article 15,Step B (d) of this Agreement.

A decision letter impassing a claim in whole or in part willinclude notification of the Union’s right to appeal the decisionto arbitration under Article 15.

The Step B Team will provide the National Business Agent acopy of the impasse referenced above, the claim form, and alldocumentation submitted in connection with the claim.

The Step B Team will also provide a copy of the impasse tothe steward whose recommendation is part of the claim form.

The above procedure does not apply to privately owned motorvehicles and the contents thereof. For such claims, employeesmay utilize the procedures of the Federal Tort Claims Act inaccordance with Part 250 of the Administrative SupportManual.

The procedure specified therein shall be the exclusive proce-dure for such claims, which shall not be subject to the griev-ance-arbitration procedure.

A tort claim may be filed on SF 95 which will be made avail-able by the installation head, or designee.


ARTICLE 28

EMPLOYER CLAIMS

The parties agree that continued public confidence in thePostal Service requires the proper care and handling of theUSPS property, postal funds and the mails. In advance of anymoney demand upon an employee for any reason, the employeemust be informed in writing and the demand must include thereasons therefor.

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Section 1. Shortages in Fixed Credits

Employees who are assigned fixed credits or vending creditsshall be strictly accountable for the amount of the credit. If anyshortage occurs, the employee shall be financially liable unlessthe employee exercises reasonable care in the performance ofhis/her duties. In this regard, the Employer agrees to:

A. Continue to provide adequate security for all employeesresponsible for postal funds;

B. Prohibit an employee from using the fixed credit orother financial accountability of any other employee withoutpermission;

C. Grant the opportunity to an employee to be presentwhenever that employee’s fixed credit is being audited and ifthe employee is not available to have a witness of the employ-ee’s choice present;

D. Absolve an employee of any liability for loss fromcashing checks if the employee follows established proce-dures; and

E. Audit each employee’s fixed credit no less frequentlythan once every four months.

Section 2. Loss or Damage of the Mails

An employee is responsible for the protection of the mailsentrusted to the employee. Such employee shall not be finan-cially liable for any loss, rifling, damage, wrong delivery of, ordepredation on, the mails or failure to collect or remit C.O.D.funds unless the employee failed to exercise reasonable care.

Section 3. Damage to USPS Property and Vehicles

An employee shall be financially liable for any loss or damageto property of the Employer including leased property andvehicles only when the loss or damage was the result of thewillful or deliberate misconduct of such employee.

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Section 4. Collection Procedure

A. If a grievance is initiated and advanced through thegrievance/arbitration procedure or a petition has been filedpursuant to the Debt Collection Act, regardless of the amountand type of debt, collection of the debt will be delayed untildisposition of the grievance and/or petition has (have) beenhad, either through settlement or exhaustion of contractualand/or administrative remedies.

B. No more that 15 percent of an employee’s disposablepay or 20 percent of the employee’s biweekly gross pay,whichever is lower, may be deducted each pay period to satis-fy a postal debt, unless the parties agree, in writing, to a differ-ent amount.


ARTICLE 29

LIMITATION ON REVOCATION OF

DRIVING PRIVILEGES

An employee’s driving privileges may be revoked or suspend-ed when the on-duty record shows that the employee is anunsafe driver.

Elements of an employee’s on-duty record which may be usedto determine whether the employee is an unsafe driver includebut are not limited to, traffic law violations, accidents or fail-ure to meet required physical or operation standards.

The report of the Safe Driver Award Committee cannot be usedas a basis for revoking or suspending an employee’s drivingprivileges. When a revocation, suspension, or reissuance of anemployee’s driving privileges is under consideration, only theon-duty record will be considered in making a final determina-tion. An employee’s driving privileges will be automaticallyrevoked or suspended concurrently with any revocation or sus-pension of State driver’s license and restored upon reinstate-ment. Every reasonable effort will be made to reassign such

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employee to non-driving duties in the employee’s craft or inother crafts. In the event such revocation or suspension of theState driver’s license is with the condition that the employeemay operate a vehicle for employment purposes, the employ-ee’s driving privileges will not be automatically revoked. Whenrevocation or suspension of an employee’s driving privileges isunder consideration based on the on-duty record, such condi-tional revocation or suspension of the state driver’s license maybe considered in making a final determination.

Initial issuance—an employee shall be issued a Certificate ofVehicle Familiarization and Safe Operation when suchemployee has a valid State driver’s license, passes the drivingtest of the U.S. Postal Service, and has a satisfactory drivinghistory.

An employee must inform the supervisor immediately of therevocation or suspension of such employee’s State driver’slicense.


ARTICLE 30

LOCAL IMPLEMENTATION

A. Presently effective local memoranda of understandingnot inconsistent or in conflict with the 2006 NationalAgreement shall remain in effect during the term of thisAgreement unless changed by mutual agreement pursuant tothe local implementation procedure set forth below or, as aresult of an arbitration award or settlement arising from eitherparty’s impasse of an item from the presently effective localmemorandum of understanding (LMOU).

B. There shall be a 30-day period of local implementationto commence October 1, 2007 on the 22 specific items enu-merated below, provided that no LMOU may be inconsistentwith or vary the terms of the 2006 National Agreement:


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1. Additional or longer wash-up periods.

2. The establishment of a regular work week of fivedays with either fixed or rotating days off.

3. Guidelines for the curtailment or termination ofpostal operations to conform to orders of localauthorities or as local conditions warrant because ofemergency conditions.

4. Formulation of local leave program.

5. The duration of the choice vacation period(s).

6. The determination of the beginning day of anemployee’s vacation period.

7. Whether employees at their option may request twoselections during the choice vacation period, in unitsof either 5 or 10 days.

8. Whether jury duty and attendance at National orState Conventions shall be charged to the choicevacation period.

9. Determination of the maximum number of employ-ees who shall receive leave each week during thechoice vacation period.

10. The issuance of official notices to each employee ofthe vacation schedule approved for such employee.

11. Determination of the date and means of notifyingemployees of the beginning of the new leave year.

12. The procedures for submission of applications forannual leave during other than the choice vacationperiod.

13. The method of selecting employees to work on a hol-iday.

14. Whether “Overtime Desired” lists in Article 8 shallbe by section and/or tour.

15. The number of light duty assignments within eachcraft or occupational group to be reserved for tempo-rary or permanent light duty assignment.

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16. The method to be used in reserving light duty assign-ments so that no regularly assigned member of theregular work force will be adversely affected.

17. The identification of assignments that are to be con-sidered light duty within each craft represented in theoffice.

18. The identification of assignments comprising a sec-tion, when it is proposed to reassign within an instal-lation employees excess to the needs of a section.

19. The assignment of employee parking spaces.

20. The determination as to whether annual leave toattend Union activities requested prior to determina-tion of the choice vacation schedule is to be part ofthe total choice vacation plan.

21. Those other items which are subject to local negotia-tions as provided in the craft provisions of thisAgreement.

22. Local implementation of this Agreement relating toseniority, reassignments and posting.

C. All proposals remaining in dispute may be submitted tofinal and binding arbitration, with the written authorization ofthe national Union President or the Vice President, LaborRelations. The request for arbitration must be submitted within10 days of the end of the local implementation period.However, where there is no agreement and the matter is notreferred to arbitration, the provisions of the former LMOUshall apply. The parties may challenge a provision(s) of anLMOU as inconsistent or in conflict with the NationalAgreement only under the following circumstances:

1. Any LMOU provision(s) added or modified duringone local implementation period may be challenged asinconsistent or in conflict with the National Agreementonly during the local implementation period of thesuccessor National Agreement.

2. At any time a provision(s) of an LMOU becomesinconsistent or in conflict as the result of a new ormodified provision(s) of the National Agreement.

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3. At any time a provision(s) of an LMOU becomesinconsistent or in conflict as the result of the amendmentor modification of the National Agreement subsequent tothe local implementation period.

In such case, the party declaring a provision(s) inconsistentor in conflict must provide the other party a detailed writtenexplanation of its position during the period of localimplementation, but no later than seven (7) days prior to theexpiration of that period. If the local parties are unable toresolve the issue(s) during the period of local implementation,the union may appeal the impasse to arbitration pursuant to theprocedures outlined above. If appealed, a provision(s) of anLMOU declared inconsistent or in conflict will remain ineffect unless modified or eliminated through arbitrationdecision or by mutual agreement.


D. An alleged violation of the terms of an LMOU shall besubject to the grievance-arbitration procedure.

E. When installations are consolidated or when a newinstallation is established, the parties shall conduct a thirty(30) day period of local implementation, pursuant to SectionB. All proposals remaining in dispute may be submitted tofinal and binding arbitration, with the written authorization ofthe national Union President or the Vice President, LaborRelations. The request for arbitration must be submitted within10 days of the end of the local implementation period.

F. Where the Postal Service, pursuant to Section C, sub-mits a proposal remaining in dispute to arbitration, which pro-posal seeks to change a presently-effective LMOU, the PostalService shall have the burden of establishing that continuationof the existing provision would represent an unreasonable bur-den to the USPS.

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ARTICLE 31

UNION-MANAGEMENT COOPERATION

Section 1. Membership Solicitation

The Union may, through employees employed by theEmployer, solicit employees for membership in the Union andreceive Union dues from employees in non-work areas of theEmployer’s premises, provided such activity is carried out in amanner which does not interfere with the orderly conduct ofthe Employer’s operation.

Section 2. Computer Tapes

The Employer shall, on an accounting period basis, providethe Union at its national headquarters with a computer tapecontaining information as set forth in the Memorandum ofUnderstanding regarding Article 31.


Section 3. Information

The Employer will make available for inspection by the Unionall relevant information necessary for collective bargaining orthe enforcement, administration or interpretation of thisAgreement, including information necessary to determinewhether to file or to continue the processing of a grievanceunder this Agreement. Upon the request of the Union, theEmployer will furnish such information, provided, however,that the Employer may require the Union to reimburse theUSPS for any costs reasonably incurred in obtaining the infor-mation.

Requests for information relating to purely local mattersshould be submitted by the local Union representative to theinstallation head or designee. All other requests for informa-tion shall be directed by the National President of the Union tothe Vice President, Labor Relations.

Nothing herein shall waive any rights the Union may have toobtain information under the National Labor Relations Act, asamended.

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[See Memo, page 191]

ARTICLE 32

SUBCONTRACTING

Section 1. General Principles

A. The Employer will give due consideration to publicinterest, cost, efficiency, availability of equipment, and qualifi-cation of employees when evaluating the need to subcontract.

B. The Employer will give advance notification to theUnion at the national level when subcontracting which willhave a significant impact on bargaining unit work is beingconsidered and will meet to consider the Union’s view on min-imizing such impact. No final decision on whether or not suchwork will be contracted out will be made until the matter isdiscussed with the Union.

C. The Employer and the Union agree that upon therequest of the NALC National President, the Employer willfurnish relevant cost information prior to the commencementor renewal of any contract delivery route which performs serv-ice formerly performed in a particular installation by a city let-ter carrier. The Employer’s decision as to whether to com-mence or renew the contract delivery route will be made on acost effective basis.

Section 2. Joint Committee

A joint committee is established at the national level to studythe problems in this area leading towards a meaningful evolu-tionary approach to the issue of subcontracting.


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ARTICLE 33

PROMOTIONS

Section 1. General Principles

The Employer agrees to place particular emphasis upon careeradvancement opportunities. First opportunity for promotionswill be given to qualified career employees. The Employerwill assist employees to improve their own skills throughtraining and self-help programs, and will continue to expandthe Postal Employee Development Center concept.

Section 2. Craft Promotions

When an opportunity for promotion to a craft position exists inan installation, an announcement shall be posted on officialbulletin boards soliciting applications from employees of theappropriate craft. Craft employees meeting the qualificationsfor the position shall be given first consideration.Qualifications shall include, but not be limited to, ability toperform the job, merit, experience, knowledge, and physicalability. Where there are qualified applicants, the best qualifiedapplicant shall be selected; however, if there is no appreciabledifference in the qualifications of the best of the qualifiedapplicants and the Employer selects from among such appli-cants, seniority shall be the determining factor. Written exami-nations shall not be controlling in determining qualifications.If no craft employee is selected for the promotion, theEmployer will solicit applications from all other qualifiedemployees within the installation.

Promotions to positions enumerated in the craft Article of thisAgreement shall be made in accordance with such Article byselection of the senior qualified employee bidding for theposition.

Section 3. Examinations

When an examination is given, there shall be no unreasonablelimitation on the number of examinations that may be taken byan applicant.

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ARTICLE 34

WORK AND/OR TIME STANDARDS

A. The principle of a fair day’s work for a fair day’s pay isrecognized by all parties to this Agreement.

B. The Employer agrees that any work measurement sys-tems or time or work standards shall be fair, reasonable andequitable. The Employer agrees that the Union concernedthrough qualified representatives will be kept informed duringthe making of time or work studies which are to be used as abasis for changing current or instituting new work measure-ment systems or work or time standards. The Employer agreesthat the National President of the Union may designate a quali-fied representative who may enter postal installations for pur-poses of observing the making of time or work studies whichare to be used as the basis for changing current or institutingnew work measurement systems or work or time standards.

C. The Employer agrees that before changing any currentor instituting any new work measurement systems or work ortime standards, it will notify the Union concerned as far inadvance as practicable. When the Employer determines theneed to implement any new nationally developed and national-ly applicable work or time standards, it will first conduct a testor tests of the standards in one or more installations. TheEmployer will notify the Union at least 15 days in advance ofany such test.

D. If such test is deemed by the Employer to be satisfacto-ry and it subsequently intends to convert the test to live imple-mentation in the test cities, it will notify the Union at least 30days in advance of such intended implementation. Within areasonable time not to exceed 10 days after the receipt of suchnotice, representatives of the Union and the Employer shallmeet for the purpose of resolving any differences that mayarise concerning such proposed work measurement systems orwork or time standards.

E. If no agreement is reached within five days after themeetings begin, the Union may initiate a grievance at thenational level. If no grievance is initiated, the Employer willimplement the new work or time standards at its discretion.

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If a grievance is filed and is unresolved within 10 days, andthe Union decides to arbitrate, the matter must be submitted topriority arbitration by the Union within five days. The conver-sion from a test basis to live implementation may proceed inthe test cities, except as provided in Paragraph I.

F. The arbitrator’s award will be issued no later than 60days after the commencement of the arbitration hearing.During the period prior to the issuance of the arbitrator’saward, the new work or time standards will not be implement-ed beyond the test cities, and no new tests of the new standardswill be initiated. Data gathering efforts or work or time stud-ies, however, may be conducted during this period in anyinstallation.

G. The issue before the arbitrator will be whether thenational concepts involved in the new work or time standardsare fair, reasonable and equitable.

H. In the event the arbitrator rules that the nationalconcepts involved in the new work or time standards are notfair, reasonable and equitable, such standards may not beimplemented by the Employer until they are modified tocomply with the arbitrator’s award. In the event the arbitratorrules that the national concepts involved in the new work ortime standards are fair, reasonable and equitable, the Employermay implement such standards in any installation. No furthergrievances concerning the national concepts involved may beinitiated.

I. After receipt of notification provided for in Paragraph Dof this Article, the Union shall be permitted through qualifiedrepresentatives to make time or work studies in the test cities.The Union shall notify the Employer within ten (l0) days of itsintent to conduct such studies. The Union studies shall notexceed one-hundred fifty (150) days, from the date of suchnotice, during which time the Employer agrees to postponeimplementation in the test cities for the first ninety (90) days.There shall be no disruption of operations or of the work ofemployees due to the making of such studies. Upon request,the Employer will provide reasonable assistance in making thestudy, provided, however, that the Employer may require theUnion to reimburse the USPS for any costs reasonably

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incurred in providing such assistance. Upon request, the Unionrepresentative shall be permitted to examine relevant availabletechnical information, including final data worksheets, thatwere used by the Employer in the establishment of the new orchanged work or time standards. The Employer is to be keptinformed during the making of such Union studies and, uponthe Employer’s request the Employer shall be permitted toexamine relevant available technical information, includingfinal data worksheets, relied upon by the Union.


ARTICLE 35

EMPLOYEE ASSISTANCE PROGRAM

Section 1. Programs

The Employer and the Union express strong support for pro-grams of self-help. The Employer shall provide and maintain aprogram which shall encompass the education, identification,referral, guidance and follow-up of those employees afflictedby the disease of alcoholism and/or drug abuse. When anemployee is referred to the EAP by the Employer, the EAPstaff will have a reasonable period of time to evaluate theemployee’s progress in the program. This program of labor-management cooperation shall support the continuation of theEAP for alcohol, drug abuse, and other family and/or personalproblems at the current level.

An employee’s voluntary participation in the EAP for assis-tance with alcohol and/or drug abuse will be considered favor-ably in disciplinary action proceedings.

Section 2. Joint Committee

For the term of the 2006 National Agreement, the Employer andthe Union agree to establish at the national level a National EAPCommittee. The Committee will have responsibility for jointlyassessing the effectiveness of EAPs operating inside and outside

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the USPS, and for developing on an ongoing basis the generalguidelines with respect to the level of services and the mecha-nisms by which the services will be provided.

The Committee is not responsible for day-to-day administra-tion of the program.

The Committee shall convene at such times and places as itdeems appropriate during the term of the 2006 NationalAgreement. No action or recommendations may be taken by theCommittee except by consensus of its members. In the event thatthe members of the Committee are unable to agree within a rea-sonable time on an appropriate course of action with respect toany aspect of its responsibility, the Vice President, LaborRelations, and the National Union President shall meet to resolvesuch issues.

The Committee is authorized to obtain expert advice and assis-tance to aid its pursuit of its objectives. The apportionment ofany fees and expenses for any such experts shall be by consen-sus of the Committee.

The Employer and the Union agree that they will cooperatefully at all levels towards achieving the objectives of the EAP.This joint effort will continue for the term of the 2006 NationalAgreement.

ARTICLE 36

CREDIT UNIONS AND TRAVEL

Section 1. Credit Unions

In the event that the Union or its local Unions (whether calledbranches or by other names) presently operate or shall here-after establish and charter credit unions, the Employer shall,without charge, authorize and provide space, if available, forthe operation of such credit unions in Federal buildings, inother than workroom space.

Any postal employee who is an employee of any such creditunion or an officer, official, or Board member of any such

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credit union, shall, if such employee can be spared, be grantedannual leave or leave without pay, at the option of theemployee, for up to eight (8) hours daily, to perform creditunion duties.

Section 2. Travel, Subsistence and Transportation

A. The Employer shall continue the current travel, subsis-tence and transportation program.

B. Employees will be paid a mileage allowance for the useof privately owned automobiles for travel on official businesswhen authorized by the Employer equal to the standardmileage rate for use of a privately owned automobile as autho-rized by the General Services Administration (GSA). Anychange in the GSA standard mileage rate for use of a privatelyowned automobile will be put into effect by the Employerwithin sixty (60) days of the effective date of the GSA change.


ARTICLE 37

RESERVED

ARTICLE 38

RESERVED

ARTICLE 39

RESERVED

ARTICLE 40

RESERVED

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ARTICLE 41

LETTER CARRIER CRAFT

Section 1. Posting

Section 2. Seniority

Section 3. Miscellaneous Provisions

Section 4. City Carrier Transportation (Driveout)Agreement

Section 5. National Joint City Delivery Committee

Section 1. Posting

A. In the Letter Carrier Craft, vacant craft duty assignmentsshall be posted as follows:

1. A vacant or newly established duty assignment notunder consideration for reversion shall be postedwithin fourteen calendar days from the day itbecomes vacant or is established, unless a longerperiod of time is negotiated locally.

All city letter carrier craft full-time duty assignmentsother than letter routes, Carrier Technician assignments,parcel post routes, collection routes, combinationroutes, official mail messenger service, special carrierassignments and night routers, shall be known as full-time Reserve Letter Carrier duty assignments. The term“unassigned regular” is used in those instances where afull-time letter carrier does not hold a duty assignment.

Positions currently designated in the Letter CarrierCraft:

City Carrier (includes the duty assignment ofOfficial Mail Messenger Service in theWashington, D.C. Post Office)

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Special Carrier

Carrier Technician

Positions that may in the future be designated inthe Letter Carrier Craft.

Changes in the foregoing position titles shall notaffect the application of this provision.

When a position is under consideration for reversion,the decision to revert or not to revert the positionshall be made not later than 30 days after it becomesvacant. If the decision is made not to revert, theassignment must be posted within 30 days of the dateit becomes vacant. The Employer shall provide writ-ten notice to the Union, at the local level, of theassignments that are being considered for reversionand of the results of such consideration.

2. Letter carriers temporarily detailed to a supervisoryposition (204b) may not bid on vacant Letter CarrierCraft duty assignments while so detailed. However,nothing contained herein shall be construed topreclude such temporarily detailed employees from voluntarily terminating a 204b detail andreturning to their craft position. Upon return to the craft position, such employees may exercise their right to bid on vacant letter carrier craft dutyassignments.

The duty assignment of a full-time carrier detailed toa supervisory position, including a supervisory train-ing program in excess of four months shall bedeclared vacant and shall be posted for bid in accor-dance with this Article. Upon return to the craft thecarrier will become an unassigned regular. A lettercarrier temporarily detailed to a supervisory positionwill not be returned to the craft solely to circumventthe provisions of Section l.A.2.

Form 1723, Notice of Assignment, shall be used indetailing letter carriers to temporary supervisor posi-tions (204b). The Employer will provide the Union at

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the local level with a copy of Form(s) l723 showingthe beginning and ending of all such details.

3. The existing local procedures for scheduling fixed orrotating non-work days and the existing local methodof posting and of installation-wide or sectional bid-ding shall remain in effect unless changes are negoti-ated locally.

4. No assignment shall be posted because of a change instarting time or in non-scheduled days (except as pro-vided in Section l.A.5 below). No overtime paymentwill be made for a permanent change in starting time.

5. Whether or not a letter carrier route will be postedwhen there is a change of more than one (1) hour instarting time shall be negotiated locally.

6. When a fixed schedule non-work day is permanentlychanged, the new non-work day shall be posted.

7. Unassigned full-time carriers and full-time flexiblecarriers may bid on duty assignments posted for bidsby employees in the craft. If the employee does notbid, assignment of the employee may be made to anyvacant duty assignment for which there was no seniorbidder in the same craft and installation. In the eventthere is more than one vacancy due to the lack ofbids, these vacancies may be filled by assigning theunassigned full-time carriers and full-time flexiblecarriers, who may exercise their preference by use oftheir seniority. In the event that there are more unas-signed full-time carriers and full-time flexible carriersthan vacancies, these vacancies may be filled byassigning the unassigned employees by juniority.

B. Method of Posting

1. The notice inviting bids for Letter Carrier Craft assign-ments, and to such other assignments to which a lettercarrier is entitled to bid, shall be posted on all officialbulletin boards at the installation where the vacancyexists, including stations and branches, as to assure that it comes to the attention of employees eligible to

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submit bids. Copies of the notice shall be given to thelocal Union. When an absent employee has so request-ed in writing, stating a mailing address, a copy of anynotice inviting bids from the craft employees shall bemailed to the employee by the installation head.

2. Posting and bidding for duty assignments and/or per-manent changes in fixed non-work days shall beinstallation-wide, unless local agreements or estab-lished past practice provide for sectional bidding orother local method currently in use.

3. The notice shall remain posted for 10 days, unless adifferent length for the posting period is establishedby local negotiations.

4. Information on notices shall be shown as below andshall be specifically stated:

(a) The duty assignment by position title and number(e.g., Key or Standard).

(b) Grade.

(c) Hours of duty (beginning and ending), including,in the case of a Carrier Technician assignment, thehours of duty for each of the component routes.

(d) The fixed or rotating schedule of days of work,as appropriate.

(e) The principal assignment area (e.g., sectionand/or location of activity).

(f) Invitation to employees to submit bids.

(g) Physical requirement unusual to the assignment.

(h) If a city carrier route is involved, the carrier routenumber shall be designated. If a Carrier Technicianassignment is involved, the route number of the Carrier Technician assignment and the routenumbers of the component routes shall be designated.

(i) Date of last inspection and date of last adjustment.


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C. Successful Bidder

1. The senior bidder meeting the qualification standardsestablished for that position shall be designated the“successful bidder.”

2. Within ten (10) days after the closing date of theposting, the Employer shall post a notice indicatingthe successful bidder, seniority date and number.

3. The successful bidder must be placed in the newassignment within 15 days except in the month ofDecember.

4. The successful bidder shall work the duty assignmentas posted. Unanticipated circumstances may require atemporary change in assignment. This same ruleshall apply to Carrier Technician assignments, unlessthe local agreement provides otherwise.

D. Other Positions

City letter carriers shall continue to be entitled to bid or applyfor all other positions in the U.S. Postal Service for which theyhave, in the past, been permitted to bid or apply, including thepositions listed below and any new positions added to the list:

SP 2-188 Examination Specialist

SP 2-195 Vehicle Operations-Maintenance Assistant

Section 2. Seniority

A. Coverage

1. This seniority section applies to all regular workforce Letter Carrier Craft employees when a guide isnecessary for filling assignments and for other pur-poses and will be so used to the maximum extentpossible.

2. Seniority is computed from date of appointment inthe Letter Carrier Craft and continues to accrue solong as service is uninterrupted in the Letter CarrierCraft in the same installation, except as otherwisespecifically provided.

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3. No employee solely by reason of this Article shall bedisplaced from an assignment the employee gained inaccordance with former rules.

B. Definitions

1. Seniority for bidding on preferred Letter Carrier Craftduty assignments and for other purposes for applica-tion of the terms of the National Agreement shall berestricted to all full-time regular and full-time flexiblecity letter carriers.

2. Part-time regular letter carriers are considered to be aseparate category and seniority for assignment andother purposes shall be restricted to this category.

3. Full-time reserve letter carriers, and any unassignedfull-time letter carriers whose duty assignment hasbeen eliminated in the particular delivery unit, mayexercise their preference by use of their seniority foravailable craft duty assignments of anticipated dura-tion of five (5) days or more in the delivery unitwithin their bid assignment areas, except where thelocal past practice provides for a shorter period.

4. Part-time flexible letter carriers may exercise theirpreference by use of their seniority for vacationscheduling and for available full-time craft dutyassignments of anticipated duration of five (5) days ormore in the delivery unit to which they are assigned.

5. A letter carrier who, pursuant to subsections 3 and 4above, has selected a craft duty assignment by exer-cise of seniority shall work that duty assignment forits duration.

6. Relative Seniority Standing

(a) In cases of appointment on the same day, wherethere is a tie in seniority, the relative standing onthe appointment register will determine the moresenior carrier.

(b) Part-time flexible letter carriers shall be convert-ed to full-time positions of the same designationand salary level in the order of their standing on

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the part-time flexible roll.

7. Seniority Tie Breaker

Except as otherwise specifically provided for in thisAgreement, effective the date of this Agreement, when it isnecessary to resolve a tie in seniority between two or moreCarrier Craft employees, the following criteria shall applyin the order set forth below:

(a) Total continuous postal career service in theCarrier Craft within the installation.

(b) Total postal career service in the Carrier Craftwithin the installation.

(c) Total postal career service in the Carrier Craft.

(d) Total postal career service.

(e) Total postal service.

(f) Total federal service as shown in the servicecomputation date on the employee’s Form 50.

C. Responsibility for Administration

The Employer shall be responsible for the day-to-day adminis-tration of seniority rules. Every installation, station, branch,and/or delivery unit shall have a roster posted in an appropri-ate place listing all carriers in order of seniority number. Saidroster shall be updated during the months of July and Januaryof every calendar year.

D. Transfers, Separations, etc.

Changes in which seniority is restored as if service had beencontinuous:

1. On reinstatement or reemployment after separationcaused by disability, retirement or injury on duty orresignation because of personal illness, and theemployee so stated in the resignation and furnishedsatisfactory evidence for inclusion in the personnelfolder, the employee shall receive seniority credit forpast service and for time on the disability retirement orfor the injury or the illness if reinstated or reemployedin the same postal installation and in the same or lower

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salary level from which originally separated; providedapplication for reinstatement or reemployment is madewithin six months from the date of recovery. The dateof recovery in the case of disability must be supportedby notice of recovery from the Bureau of Retirement,Insurance and Occupational Health, Office ofPersonnel Management, or the Office of Workers’Compensation Programs; and in the case of injury onduty or resignation due to illness, by a statement fromthe applicant’s attending physician or practitioner.

2. Letter carriers who enter the military shall not havetheir seniority broken or interrupted because of mili-tary service.

3. Letter carriers in leave without pay status while serv-ing as Union officers on either part-time or full-timebasis shall retain their former seniority and have theirseniority computed as though they had remained inan active duty status.

4. Letter carriers who are restored to duty in the sameinstallation after unwarranted or unjustified separa-tion shall have their seniority computed as thoughthey had remained in an active duty status.

5. Letter carriers who are changed from a higher levelposition within the Letter Carrier Craft to a lowerlevel position in the Letter Carrier Craft, whethervoluntary or involuntary, shall not have their seniori-ty broken.

E. Change in Which Seniority is Modified

When mutual exchanges are made between letter carriers fromone installation to another, the carriers will retain their seniori-ty or shall take the seniority of the other exchangee, whicheveris the lesser.

F. Return From Any Position for Which Selection WasBased on Best Qualified

Effective July 21, 1978, when an employee, either voluntarilyor involuntarily returns to the Letter Carrier Craft at the same

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installation, seniority shall be established after reassignment asthe seniority the employee had when leaving the Letter CarrierCraft without seniority credit for service outside the craft.

G. Changes in Which a New Period of Seniority isBegun:

1. When an employee from another agency transfers tothe Letter Carrier Craft.

2. Except as otherwise provided in this Agreement,when an employee from another USPS craft is reas-signed voluntarily or involuntarily to the LetterCarrier Craft.

3. When a letter carrier transfers from one postal instal-lation to another at the carrier’s own request (exceptas provided in subsection E of this Article).

4. Any former employee of the U.S. Postal Serviceentering the Letter Carrier Craft by reemployment orreinstatement shall begin a new period of seniority,except as provided in subsections D.1 and D.4 above.

5. Any surplus employees from non-processing and non-mail delivery installations, area offices or the UnitedStates Postal Service Headquarters, begin a new peri-od of seniority effective the date of reassignment.

Section 3. Miscellaneous Provisions

A. The carrier may use stools while casing mail and per-forming other office duties, provided the use of such stoolsdoes not interfere with or affect efficiency and standard jobperformance.

B. The Employer will not assess or hold a carrier responsi-ble for incorrect fees collected on mail improperly rated priorto being distributed to the carrier, who is expected to exercisereasonable care and judgment in the matter.

C. The Employer will not assess or hold a carrier responsi-ble for faulty checks accepted in payment for postal fees orpostal charges provided the carrier follows regulations govern-ing the acceptance of checks.

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D. The Union has the right to appeal the granting of anexception to the 52 calendar day period to make route adjust-ments pursuant to Section 211.3 of the M-39 directly to Step Bof the grievance procedure. Such appeal must be made within14 days of receipt of the written notification.

E. When the Employer requires the use of certain supplyitems for the proper performance of a carrier’s functions, suchitems will be supplied by the Employer.

F. A newly appointed carrier or a carrier permanentlyassigned to a route with which the carrier is not familiar willbe allowed a reasonable period to become familiar with theroute and to become proficient.

G. The Employer will advise a carrier who has properlysubmitted a Carrier Auxiliary Control Form 3996 of the dispo-sition of the request promptly after review of the circum-stances at the time. Upon request, a duplicate copy of the com-pleted Form 3996 and Form 1571, Report of UndeliveredMail, etc., will be provided the carrier.

H. The Postal Service recognizes that representatives ofthe NALC should be permitted to use available telephones.Accordingly, the Employer at the local level shall establish areasonable policy regarding the use of telephones by author-ized Union officials and stewards for calls relating to theadministration of the National Agreement. The policy will bemade known to the President of the NALC Branch.

I. Carriers shall not finger mail when driving, or whenwalking up or down steps or curbs, when crossing streets, or atany time it would create a safety hazard to the carriers or thepublic. Consistent with the efficiency of the operation, mailshall be placed in the delivery sequence in a bundle(s) duringstrapping out. The Employer shall not be required to conduct aspecial count or route inspection as a result of this Agreement.

J. The Employer agrees that, except in matters where thereis reasonable cause to suspect criminal activity, postal man-agement or inspectors shall not inspect lockers unless theemployee or the Union representative has been given theopportunity to be present. For a general inspection, in which anumber of lockers are to be inspected, where employees have

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had prior notification of at least a week, the above is not appli-cable.

K. Supervisors shall not require, nor permit, employees towork off the clock.

L. In the interest of safety and health and other appropriateconsiderations, representatives designated by the NALC willbe given an opportunity to examine, comment and to submitrecommendations on new vehicle specifications during theirdevelopment and before the specifications are transmitted topotential contractors, before manufacturing and upon comple-tion of vehicles.

M. The NALC will be informed concerning changes inexisting regulations relating to the duties and functions of cityletter carriers. Further, it is agreed that when changes of a sub-stantive nature are made they will only be made in accordancewith the contractual obligations already binding upon the par-ties under Article 34, “Work and/or Time Standards.”

N. Letter Carriers may cross lawns while making deliver-ies if customers do not object and there are no particular haz-ards to the carrier.

O. The following provision without modification shall bemade a part of a local agreement when requested by the localbranch of the NALC during the period of local implementa-tion; provided, however, that the local branch may on a one-time basis during the life of this Agreement elect to delete theprovision from its local agreement:

“When a letter carrier route or full-time duty assignment,other than the letter carrier route(s) or full-time duty assign-ment(s) of the junior employee(s), is abolished at a deliveryunit as a result of, but not limited to, route adjustments,highway, housing projects, all routes and full-time dutyassignments at that unit held by letter carriers who arejunior to the carrier(s) whose route(s) or full-time dutyassignment(s) was abolished shall be posted for bid inaccordance with the posting procedures in this Article.”

That provision may, at the local NALC Branch’s request dur-ing local implementation, be made applicable (including the

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right to delete it) to selected delivery units within an installa-tion. For purposes of applying that provision, a delivery unitshall be a postal station, branch or ZIP code area. Any lettercarrier in a higher level craft position who loses his/her dutyassignment due solely to the implementation of that provisionshall be entitled to the protected salary rate provisions (Article9, Section 7) of this Agreement.

P. The Employer shall promptly notify the local UnionPresident of any job-related vehicle accidents involving cityletter carriers.

Q. The Employer agrees to continue efforts to improve thecomfort and temperature level in postal vehicles.

R. A seasonal route is a route on which the weekly hours ofrequired service are substantially increased as a result of anincrease in the number of customers served during a specificperiod each year. These routes are generally located in resort orvacation areas. The following steps will be taken in regard to theservice of those routes during the abnormal period or periods:

(a) The duration of the seasonal periods shall be deter-mined by management after discussion with thelocal Union.

(b) During those periods, auxiliary assistance if request-ed shall be provided to the maximum extent possi-ble.

S. City letter carrier mail counts and route inspections andadjustments shall be conducted in accordance with MethodsHandbook M-39, Management of Delivery Services, as modi-fied by the parties’ Memorandum of Understanding dated July21, 1981 and October 22, 1984 (incorporated into December24, 1984 Award).


Section 4. City Carrier Transportation (Driveout) Agree-ments

It is agreed by and between the United States Postal Service andthe National Association of Letter Carriers, AFL-CIO, that thefollowing terms and conditions represent the basic understanding

Article 41.3.O

126

of the parties as to the administration of transportation agree-ments (driveout) of city carriers for the period of this Agreement.

1. The furnishing of a vehicle by a city carrier for trans-portation to and from the route shall be voluntary; nocarrier may be coerced into furnishing a vehicle or car-rying passengers or relays without the carrier’s consent.A written authorization (Form 1311) shall be executedby the installation head in every instance, with a copy ofsaid authorization to be retained by the installation headand the carrier. Carriers shall not drive their cars to andfrom the route for their own personal convenience.

2. Reimbursement to a carrier who provides a vehicle shallbe determined locally by written agreement between thecarrier and installation head and shall be not less nor morethan the sum of the amounts computed under each of thefactors listed below, as applicable to the individual case.

3. All carriers furnishing a vehicle for transporting them-selves, passengers and mail to and from the assigned routesshall be reimbursed on a mileage-zone basis as follows:

a. For transportation of carrier and carry-out swing fromdelivery unit to beginning of route when distance is1/2 mile or more or from end of route if route beginsless than, but ends more than 1/2 mile from deliveryunit.

REIMBURSEMENT RATES

Mileage Daily Rate0.5 to 1.0 $2.401.1 to 1.5 $2.651.6 to 2.0 $2.752.1 to 3.0 $2.903.1 to 4.0 $2.954.1 to 5.0 $3.25Over 5 $3.30 plus 20 cents per

each additional mile (oneway) over five miles tobeginning of route.

Article 41.4.3.a

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b. When carriers use their vehicles as transportation fordistances of more than 1/2 mile between segments ofa route or routes, they will be reimbursed sixty centsfor each such movement;

c. Sixty cents for each mail relay carried, up to a maxi-mum of $3.00 daily;

d. Sixty cents per authorized ride for each carrier orsupervisory passenger; and,

e. Thirty cents for each article transported larger thanthe size required to be delivered by foot letter carriers(2 lbs).

f. Part-time flexibles providing auxiliary assistance onone or more routes shall be paid at mileage-zonerates indicated above for the first route served, plussixty cents for each additional authorized move of1/2 mile or more.

4. Carrier Agreements in effect which provide allowancesmore favorable than those provided by the schedule insubsection 3 above shall continue in force for theduration of this Agreement unless terminated by eitherparty upon thirty days written notice, or reassignment ofthe carrier.

Section 5. National Joint City Delivery Committee

There will be established at the national level a Joint CityDelivery Committee. The Committee will be comprised ofrepresentatives of the Employer and five Union representativesappointed by the President of the NALC and will meet for thepurpose of advising on problems affecting city delivery serv-ice and to present suggested changes and improvements inoperating procedures. Such meetings will be held semiannual-ly at Postal Service Headquarters.

Agenda items shall be exchanged 15 working days in advanceof the scheduled meeting, and written minutes shall be kept ofall such Committee meetings. The City Delivery Committeeshall receive notice of any proposed changes in any instruc-tional booklet regarding the mail count and route inspection

Article 41.4.3.b

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and adjustment system. Recommendations of the NALC repre-sentatives will be considered and may be adopted by mutualagreement of the Committee provided they are not in conflictwith the National Agreement.

ARTICLE 42

ENERGY SHORTAGES

In the event of an energy crisis, the Employer shall makeevery reasonable attempt to secure a high priority from theappropriate Federal agency to obtain the fuel necessary for thesatisfactory maintenance of postal operations. In such a case,or in the event of any serious widespread energy shortage, theEmployer and the Union shall meet and discuss the problemsand proposed solutions through the Labor-ManagementCommittee provided in Article 17.


Article 42

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ARTICLE 43

SEPARABILITY AND DURATION

Section 1. Separability

Should any part of this Agreement or any provision containedherein be rendered or declared invalid by reason of any exist-ing or subsequently enacted legislation or by a court of compe-tent jurisdiction, such invalidation of such part or provision ofthis Agreement shall not invalidate the remaining portions ofthis Agreement, and they shall remain in full force and effect.

Section 2. Duration

Unless otherwise provided, this Agreement shall be effectiveNovember 21, 2006, and shall remain in full force and effectto and including 12 midnight November 20, 2011, and unlesseither party desires to terminate or modify it, for successiveannual periods. The party demanding such termination ormodification must serve written notice of such intent to theother party, not less than 90 or more than 120 days before theexpiration date of the Agreement.


In witness whereof the parties hereto affix their signaturesbelow this 9th day of October, 2007.

For the United States For the NALC:Postal Service:

John E. Potter William H. YoungPostmaster General PresidentChief Executive Officer National Association of LetterU.S. Postal Service Carriers, AFL-CIO

Article 43

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Appendix A

131

APPENDIX ANIGHT SHIFT DIFFERENTIAL HOURLY RATES

APPLICABLE TO NALC FULL-TIME EMPLOYEESEFFECTIVE NOVEMBER 22, 1997

GRADE A B C D E F G HI J K L M N O

CC1 $1.12 $1.25 $1.35 $1.45 $1.46 $1.47 $1.48 $1.50

$1.51 $1.52 $1.53 $1.55 $1.56 $1.57 $1.58CC2 $1.19 $1.32 $1.38 $1.48 $1.49 $1.50 $1.52 $1.53

$1.54 $1.56 $1.57 $1.58 $1.60 $1.61 $1.63

NIGHT SHIFT DIFFERENTIAL HOURLY RATESAPPLICABLE TO NALC HOURLY RATE REGULAR

EMPLOYEESEFFECTIVE NOVEMBER 22, 1997


CC1 $1.12 $1.25 $1.35 $1.45 $1.46 $1.47 $1.48 $1.50

$1.51 $1.52 $1.53 $1.55 $1.56 $1.57 $1.58CC2 $1.19 $1.32 $1.38 $1.48 $1.49 $1.50 $1.52 $1.53

$1.54 $1.56 $1.57 $1.58 $1.60 $1.61 $1.63

NIGHT SHIFT DIFFERENTIAL HOURLY RATESAPPLICABLE TO NALC HOURLY RATE FLEXIBLE

EMPLOYEESEFFECTIVE NOVEMBER 22, 1997


CC1 $1.16 $1.29 $1.40 $1.50 $1.51 $1.53 $1.54 $1.55

$1.57 $1.58 $1.59 $1.60 $1.62 $1.63 $1.64CC2 $1.23 $1.37 $1.43 $1.53 $1.55 $1.56 $1.57 $1.59

$1.60 $1.62 $1.63 $1.64 $1.66 $1.67 $1.69

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MEMORANDUM OF UNDERSTANDINGBETWEEN THE

UNITED STATES POSTAL SERVICEAND THE

NATIONAL ASSOCIATION OF LETTER CARRIERS,AFL-CIO

Re: Deaf and Hard of Hearing

REASONABLE ACCOMMODATION FOR THEDEAF AND HARD OF HEARING

MANAGEMENT’S RESPONSIBILITY

Management has an obligation to reasonably accommodateDeaf and Hard of Hearing employees and applicants whorequest assistance in communicating with or understandingothers in work related situations, such as:

a. During investigatory interviews which may lead to dis-cipline, discussions with a supervisor on job perform-ance or conduct, or presentation of a grievance.

b. During some aspects of training including formal class-room instruction.

c. During portions of EAP programs and EEO counselings.

d. In critical elements of the selection process such as dur-ing testing and interviews.

e. During employee orientations, safety talks, CFC andsavings bond drive kickoff meetings.

f. During the filing or meetings concerning an employee’sOWCP claim.

Reasonable accommodation must be approached on a highlyindividualized, case by case basis. The individual’s input mustbe considered prior to making a decision regarding accommo-dation.

MEMORANDUMS ANDLETTERS OF INTENT

IMPLEMENTATION

This obligation is met by selecting an appropriate resourcefrom the variety of resources available. In selecting a resource,the following, among others, should be considered, as appro-priate:

— The ability of the deaf or hard of hearing employee tounderstand various methods of communication and theability of others to understand the deaf or hard of hear-ing employee.

— The importance of the situation as it relates to workrequirements, job rights, and benefits.

— The availability and cost of the alternative resourcesunder consideration.

— Whether the situation requires confidentiality.

Available resources which should be considered include:

a. Installation heads are authorized to pay for certifiedinterpreters. Every effort will be made to provide certi-fied interpreters when deemed necessary by an applica-tion of the principles set forth herein.

b. In some states, the Division of Vocational Rehabilitation(DVR) provides interpreters at no charge. When a deci-sion is made that an interpreter is the appropriateaccommodation and a DVR interpreter is not available,other methods of securing an interpreter should be used.

c. Volunteer interpreters or individuals skilled in signingmay be obtained from the work force or from the com-munity. The skill level of such persons should be con-sidered.

d. In some situations, written communications may beappropriate. The deaf or hard of hearing employee’sability to understand written communications should beconsidered.

e. Supervisors, training specialists, EAP, and EEO coun-selors may be trained in sign language.

f. Deaf or hard of hearing applicants should normally be

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scheduled for a specific examination time when an inter-preter will be available.

g. State or Federal relay services may provide a way for adeaf or hard of hearing employee to conduct postal busi-ness by telephone with other employees and customers.

Management will provide the following assistance for deafand/or hard of hearing employees:

a. All films or videotapes designed for the training orinstruction of regular work force employees developedon or after October 1, 1987, shall be opened or closedcaptioned. To the extent practicable, existing films orvideotapes developed nationally that will continue to beused by deaf or hard of hearing employees with somefrequency, will be opened or closed captioned.

b. Special telecommunications devices for the deaf will beinstalled in all postal installations employing deafemployees in the regular work force. Special telecom-munications devices or telephone volume controldevices will be installed for hard of hearing employeeswhenever a hard of hearing employee requests andneeds such a reasonable accommodation in order tocommunicate by phone. These devices will be availableto deaf and/or hard of hearing employees for officialbusiness and in the case of personal emergencies. Asappropriate, Management will provide training to staffon the use of these special telecommunications devices.

c. A visual alarm will be installed on all moving poweredindustrial equipment in all postal installations employ-ing deaf employees in the regular work force or in anyinstallation where such a reasonable accommodation isrequested and necessary for a hard of hearing employee.

d. Visual fire alarm will be installed in all new postalinstallations (installations for which the U.S. PostalService, as of June 12, 1991, had not awarded a contractfor the design of the building) where the Postal Serviceinstalls audible fire alarms. The parties will discuss andseek to agree at the local level about the installation insuch other facilities as may be appropriate.

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JOINT LABOR-MANAGEMENT MEETINGS

Discussion of problem areas with regard to the use of certifiedsign interpreters, enhancement of job opportunities for the deafand hard of hearing, type of special telecommunicationsdevices or volume control devices to be installed, installationof visual alarms or other systems such as tactile devices atother than new postal installations, and the availability of newtechnologies which may help deaf and hard of hearingemployees perform a variety of tasks are appropriate mattersfor consideration at Joint Labor-Management meetings.Discussion of such matters at Labor-Management meetings isnot a prerequisite to the filing or processing of a grievance.

* * *




Re: Article 7, 12 and 13 - Cross Craft and Office Size

A. It is understood by the parties that in applying the provi-sions of Articles 7, 12 and 13 of this Agreement, cross craftassignments of employees, on both a temporary and perma-nent basis, shall continue as they were made among the sixcrafts under the 1978 National Agreement.

B. It is also agreed that where this Agreement makes referenceto offices/facilities/installations with a certain number ofemployees or man years, that number shall include all cate-gories of bargaining unit employees in the office/facility/installation who were covered by the 1978 NationalAgreement.

Date: August 19, 1995

* * *

MEMORANDUM OF UNDERSTANDINGBETWEEN THE UNITED STATES POSTAL SERVICE

AND THE NATIONAL ASSOCIATIONOF LETTER CARRIERS, AFL-CIO

Re: Article 7.1

The parties agree that the November 21, 2006 effective date ofthe National Agreement does not apply to the employment ofTransitional Employees or the elimination of the supplementalworkforce (casuals). The parties further agree that no city let-ter carrier casuals will be on the rolls later than December 9,2007. Any dispute over the beginning date for city letter carri-er casuals may be addressed only by the parties at the nationallevel.

Date: September 11, 2007

* * *

MEMORANDUM OF UNDERSTANDING

BETWEEN THEUNITED STATES POSTAL SERVICE ANDTHE JOINT BARGAINING COMMITTEE

(American Postal Workers Union, AFL-CIO, andNational Association of Letter Carriers, AFL-CIO)

Re: Article 7.3

Part-time flexible employees with three (3) or more years ofservice in the same craft and same installation on the effectivedate of this award, who are employed in an office with 200 ormore man years of employment will not have their averageweekly workhours reduced as a result of the revision to Article7.3 of the 1990 National Agreement.

Nothing shall preclude management from reducing such hoursfor other legitimate reasons.

The average weekly workhours for the part-time flexibleemployees with three (3) or more years of service will be theweekly workhour average for the 12 months prior to the effec-tive date of this Agreement. The weekly workhour average

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cannot exceed forty (40) hours or be combined with any paidleave to exceed forty (40) hours.

* * *

MEMORANDUM OF UNDERSTANDINGBETWEEN THE UNITED STATES POSTAL SERVICE

AND NATIONAL ASSOCIATIONOF LETTER CARRIERS, AFL-CIO

Re: Maximization/Full-time Flexible - NALC

Where a part-time flexible has performed letter carrier dutiesin an installation at least 40 hours a week (8 within 9, or 8within l0, as applicable), 5 days a week, over a period of 6months (excluding the duration of seasonal periods on season-al routes, defined in Article 41, Section 3.R of the NationalAgreement), the senior part-time flexible shall be converted tofull-time carrier status.

This criteria shall be applied to postal installations with 125 ormore man years of employment.

It is further understood that part-time flexibles converted tofull-time under this criteria will have flexible reporting times,flexible nonscheduled days, and flexible reporting locationswithin the installation depending upon operational require-ments as established on the preceding Wednesday.

The parties will implement this in accordance with their pastpractice.

Date: July 21, 1987

* * *

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138

LETTER OF INTENTBETWEEN THE



Re: Maximization

This letter memorandum sets forth our mutual intent regard-ing the attached Memorandum of Understanding relating tomaximization.

1. This Memorandum of Understanding is in settlement ofthe arbitration pending in case No. N8-NA-141, andsatisfies the obligations of the parties pursuant to theArbitrator’s decision in N8-NA-0141 and theMemorandum of Understanding relating to maximiza-tion dated September 15, 1978.

2. The initial 6 month measuring period to be evaluatedpursuant to the Memorandum of Understanding shall beAugust 1, 1980, through January 31, 1981. Conversionsbased upon this initial period shall be made no soonerthan April 1, 1981, and are expected to be concluded byMay 1, 1981. This conversion process shall not inter-fere with or delay conversions which would otherwisebe implemented pursuant to the existing NationalAgreement. Henceforth, the 6 month measuring periodswill be monitored on a continuing basis, and conver-sions required shall be implemented promptly.

3. Conversions required pursuant to this Memorandum ofUnderstanding shall be in addition to (but not duplica-tive of) conversions that may be required pursuant toexisting provisions of the National Memorandum ofUnderstanding. The criteria established by thisMemorandum of Understanding are supplementary to,not in limitation or diminishment of, existing criteria inthe National Agreement.

4. Subject to operational requirements, the intent of theparties is to avoid unnecessary disruptions in existing

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patterns of reporting times, non-scheduled days andreporting locations for those PTF’s converted pursuantto these criteria, to the extent the duties of the positionconverted are consistent with those performed by thePTF during the measuring period.

5. Employees converted to full-time positions pursuant tothis Memorandum of Understanding may bid on assign-ments posted for bids by employees in the craft, andshall be full-time regular city letter carriers under theNational Agreement.

6. In those installations where conversions have beenmade under this Memorandum of Understanding, andthere are subsequent reversions or excessing, any reduc-tions in full-time letter carrier positions shall be fromamong those position(s) converted pursuant to thisMemorandum of Understanding until they are exhaust-ed.

7. The parties will establish a national level committee toreview and resolve any problems relating to the initialperiod of implementation, in accordance with theirmutually expressed intentions. Accordingly, grievancesfiled at the local level relating to the initial period ofimplementation shall be stayed without prejudice toeither party, and the time limits deemed extended bymutual consent, in order to permit review by the nation-al committee. Upon such review, questions of fact maybe referred to the normal grievance machinery.

8. The parties recognize their continuing obligation to dis-cuss other respects in which maximization may beimplemented in accordance with the NationalAgreement.

Date: February 3, 1981.

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Re: Transitional Employees-Additional Provisions

ARTICLE 6

Layoff of Career Employees:

a. Prior to laying off career employees, management willoffer the impacted employees the opportunity to work anyexisting letter carrier craft transitional assignments withinthe installation.

b. There will be no out-of-schedule pay provided to theimpacted employees for these temporary assignments.

ARTICLE 10

I. GENERAL

A. Purpose. Annual leave is provided to transitional employ-ees for rest, recreation, emergency purposes, and illness orinjury.

1. Accrual of Annual Leave. Transitional employees earnannual leave based on the number of hours in which theyare in a pay status in each pay period.

Rate of Accrual Hours in PayStatus

Hours of Annual Leave Earned

Per Pay Period

1 hour for each unit of 20hours in pay status in eachpay period

20 1

40 2

60 3

80 4 (max.)

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2. Biweekly Crediting. Annual leave accrues and is creditedin whole hours at the end of each biweekly pay period.

3. Payment For Accumulated Annual Leave. A separatingtransitional employee may receive a lump-sum paymentfor accumulated annual leave subject to the following con-dition:

a. A transitional employee whose separation is effectivebefore the last Friday of a pay period does not receivecredit or terminal leave payment for the leave that wouldhave accrued during that pay period.

II. AUTHORIZING ANNUAL LEAVE

A. General. Except for emergencies, annual leave for transi-tional employees must be requested on Form 3971 andapproved in advance by the appropriate supervisor.

B. Emergencies and Illness or Injury. An exception to theadvance approval requirement is made for emergenciesand illness or injury; however, in these situations, the tran-sitional employee must notify appropriate postal authori-ties as soon as possible as to the emergency orillness/injury and the expected duration of the absence. Assoon as possible after return to duty, transitional employ-ees must submit Form 3971 and explain the reason for theemergency or illness/injury to their supervisor.Supervisors approve or disapprove the leave request.When the request is disapproved, the absence may berecorded as AWOL at the discretion of the supervisor asoutlined in Section IV.B below.

III.UNSCHEDULED ABSENCE

A. Definition. Unscheduled absences are any absences fromwork that are not requested and approved in advance.

B. Transitional Employee Responsibilities. Transitionalemployees are expected to maintain their assigned sched-ule and must make every effort to avoid unscheduledabsences. In addition, transitional employees must pro-vide acceptable evidence for absences when required.

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IV. FORM 3971, REQUEST FOR, OR NOTIFICATIONOF, ABSENCE

A. Purpose. Application for annual leave is made in writing,in duplicate, on Form 3971, Request for, or Notificationof, Absence.

B. Approval/Disapproval. The supervisor is responsible forapproving or disapproving application for annual leave bysigning Form 3971, a copy of which is given to the transi-tional employee. If a supervisor does not approve anapplication for leave, the disapproved block on Form 3971is checked and the reasons given in writing in the spaceprovided. When a request is disapproved, the reasons fordisapproval must be noted. AWOL determinations mustbe similarly noted.

ARTICLE 12

Reassignment of Career Employees Outside of a Section,Craft, or Installation.

a. Prior to reassigning career employees outside of a section,the craft, or installation, management will offer impactedcareer employees, on a seniority basis, the opportunity towork any existing letter carrier craft transitional assign-ments within the installation.

b. There will be no out-of-schedule pay provided to theimpacted employees for these temporary assignments.

TE Hire versus Excessing

A full time letter carrier may not be excessed and the result-ing vacancy filled by a TE, except where management candemonstrate that, as a result of legitimate operationalchanges, there is insufficient work to continue to support afull-time position. For example, management may not abol-ish a full-time route position and excess the full-time lettercarrier and hire or assign one or more TEs to perform thework of the abolished position, unless management candemonstrate that the work cannot be performed on a full-timebasis in compliance with the requirements of the NationalAgreement.

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ARTICLE 16

Transitional employees may be separated at any time uponcompletion of their assignment or for lack of work. Such sep-aration is not grievable except where the separation is pretex-tual. Transitional employees may otherwise be removed forjust cause and any such removal will be subject to the griev-ance-arbitration procedure, provided the employee has com-pleted ninety (90) work days, or has been employed for 120calendar days, whichever comes first. Further, in any suchgrievance, the concept of progressive discipline will not apply.The issue will be whether the employee is guilty of the chargeagainst him or her. Where the employee is found guilty, thearbitrator shall not have the authority to modify the discharge.In the case of removal for cause, a transitional employee shallbe entitled to advance written notice of the charges againsthim/her in accordance with the provisions of Article 16 of theNational Agreement.

ARTICLE 21

After an initial appointment for a 360-day term and upon reap-pointment to another 360-day term, any eligible noncareertransitional employee who wants to pay health premiums toparticipate in the Federal Employees Health Benefits (FEHB)Program on a pre-tax basis will be required to make an elec-tion to do so in accordance with applicable procedures. Thetotal cost of health insurance is the responsibility of the nonca-reer transitional employee.


* * *

144

MEMORANDUM OF UNDERSTANDING BETWEEN THE

UNITED STATES POSTAL SERVICE AND THE

NATIONAL ASSOCIATION OF LETTER CARRIERS, AFL-CIO

Re: TRANSITIONAL EMPLOYEES/PART-TIMEFLEXIBLE CONVERSIONS

1. All part-time flexibles (PTF’s) currently on the rolls will beoffered an opportunity to convert to full-time regular statusby November 20, 1994. The conversion opportunity maybe contingent on the PTF’s agreement to move to anavailable full-time assignment during this period. However,it is the intent of the parties that any such requirement tochange offices will not be utilized by management as adevice to discourage conversions and that inconvenienceand disruption to PTF’s will be minimized.

PTF’s will be converted to available full-time assign-ments in their current installation. If insufficient full-time assignments are available to accommodate allPTF’s in an installation, the remaining PTF’s will beoffered the opportunity to transfer to available full-timeassignments within the commuting area, and the localunion will be provided a list of all such assignments.The local union representative will be responsible forascertaining the preferences, by use of seniority, of thePTF’s who decide to accept a conversion opportunity inanother installation and for communicating that prefer-ence to management. If PTF’s from different installa-tions seek the same assignment in another installation,craft seniority will determine which PTF gets that con-version opportunity.

If the foregoing process does not result in the offer of aconversion to all PTF’s in an installation, the PostalService will identify other conversion opportunities,including assignments outside the commuting area, dur-ing the conversion period. Any decision by a PTF totransfer to another office under this agreement will be

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considered voluntary.

2. In lieu of the DSSA analysis provided in the January 16,1992, NALC Transitional Employee (TE) arbitration award,the parties will use the impact formula contained in theSeptember 21, 1992, Hempstead Memorandum ofUnderstanding to determine the number of TE hoursallowed in a delivery unit due to automation impact. Allsuch TE’s will be separated in a delivery unit whenDelivery Point Sequencing (DPS) is on-line andoperational.

3. The parties further agree that in offices (automationimpacted or non-impacted) where the number of PTFconversions exceeds the number of TE’s allowed underthe above impact formula, additional TE’s may be hiredto replace such PTF attrition. All such TE’s will be sep-arated from the rolls by November 20, 1994.

4. All pending national grievances seeking conversion ofPTF’s will be resolved by offering the affected PTF’sthe opportunity to convert to full-time regular assign-ments on a priority basis pursuant to this agreement.This agreement is without prejudice to the positions ofeither party with respect to any interpretive issue.

5. The parties at the local level will meet to review the cur-rent TE complement and pending TE or PTF grievancesas follows:

• The meeting will occur after the joint training andduring the local meeting on Hempstead issues;

• The parties will attempt to resolve any pendinggrievances, including appropriate remedies forviolations, if any. The Postal Service’s liability, ifany, will be limited to any TE hours in excess ofthat allowed by paragraphs 2 and 3 above whichoccurred prior to the date of this agreement;

• If TE hours in a delivery unit exceed that allowedby paragraphs 2 and 3 above, management must,no later than 3/1/93, either: (1) relocate TE’s to

146

another delivery unit to stay within the allowablelimits; or (2) reduce work hours per TE, so as tostay within the allowable limits; or (3) removeexcess TE’s from the rolls.

6. The parties herein express the desirability of affordingfuture career employment opportunities to TE’s.Consistent with that view, the parties agree to jointlyexplore the feasibility of such career opportunities, con-sistent with applicable law.

Date: December 21, 1992.

* * *




Re: Transitional Employee Employment Opportunities

In the interest of enhancing career employment opportunitiesfor NALC transitional employees (TE), the Postal Service andthe NALC agree to the following:

1. NALC TEs who have completed 180 days of employmentas a TE and are still on the TE rolls may take the entranceexamination for a career city letter carrier position. Only onesuch opportunity will be provided each eligible TE pursuant tothis memorandum.

2. Eligible TEs who wish to take the examination must submittheir request to their personnel office. The examination will beadministered to eligible TEs who have submitted a request ona periodic basis, but no less than once each quarter.

3. The TEs’ examination results will be scored, and passingscores will be merged with the appropriate existing city lettercarrier register. Thereafter, normal competitive selection pro-

147

cedures will apply in making career city letter carrier appoint-ments.

4. Eligible TEs who already have a passing test score on thecity letter carrier register may take the examination again pur-suant to this memorandum. At the request of the TE, the scorewill be placed on the register in accordance with the currentcompetitive selection procedure.

5. This memorandum will expire on November 20, 2011.


* * *




Re: Transitional Employees (Flat Sequencing System)

Upon ratification of the Agreement, the Employer shall haveauthority to hire up to 8,000 transitional employees (TEs).The Employer may maintain this level of transitional employ-ment for the duration of all phases of Flat Sequencing System(FSS) implementation. TEs hired under this Memorandumwill be so designated on their PS Form 50.

In any district, the number of these TEs shall not exceed 8% ofthe authorized city carrier complement for that district. Theparties understand that due to uncertainties with the implemen-tation of FSS, there may be circumstances that require somemodification to the above-referenced cap. It is agreed that anyexception to this cap can only be made by the Vice President,Labor Relations and the President, National Association ofLetter Carriers. Previously established prerequisites and crite-ria for the hiring and utilization of transitional employees,such as those found in Article 7.1.C.1 and Appendix B of the2001-2006 National Agreement, are not applicable.

148

Provisions establishing the wages, benefits and employmentterm for TEs, such as those found in revised Article 7.1.B.3and 7.1.B.4, Article 9.7, and the Memorandum Re.Transitional Employees-Additional Provisions shall apply.The existing MOU Re: Transitional Employee EmploymentOpportunities shall be applicable to these employees.


* * *




Re: FSS Implementation

The United States Postal Service and National Association ofLetter Carriers, AFL-CIO mutually recognize that the deliverypoint sequencing of flat mail will change the delivery environ-ment, ultimately producing better service for postal customers.The Postal Service experienced significant benefits in 1993 byautomating the processing and sequencing of letter mail, as theparties worked together to implement that technology. In theinterest of working jointly on this technology the parties agreeto the following:

1. Once FSS is fully implemented in a delivery unit, manage-ment will determine the methods to estimate impact in a deliv-ery unit and make route adjustments accordingly.

2. Sixty days after implementing route adjustments for FSS,the local parties will review the adjustments to ensure thatroutes are as near 8 hours as possible. This sixty day periodwill not count toward the special route inspection process(Section 271, Handbook M-39; Section 918, Handbook M-41).If either party determines that the route(s) is not properlyadjusted, then the route(s) will be adjusted in accordance with

the provisions of Handbook M-39 or, if applicable, a locallyagreed upon adjustment formula.

The terms of this Memorandum are effective immediately andcontinue through all phases of Flats Sequencing System (FSS)implementation.


* * *




Re: FSS Work Methods

The Flat Sequencing System (FSS) provides the means topresent flats to letter carrier routes in Delivery Point Sequence(DPS) order. Recognizing that a substantial investment hasbeen made in the FSS and in order for the Postal Service toremain efficient and competitive, it is necessary to explorealternative methods of handling DPS flat mail by city lettercarriers. Understanding that the parties’ respective interestsare best served through a cooperative effort, the United StatesPostal Service (USPS) and National Association of LetterCarriers (NALC) agree to jointly examine methods and proce-dures related to handling DPS flats.

Effective with the signing of this Memorandum, a Joint TaskForce comprised of four members from the NALC and fourfrom the Postal Service will be established to explore alterna-tive work methods necessary for handling mail in an FSS envi-ronment. The Task Force will attempt to reach agreement onnecessary studies and potential work method changes, as wellas implementation and operating procedures. The Task Forcewill submit a final report outlining findings and recommenda-

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tions to the NALC President and the Postal Service VicePresident, Labor Relations no later than February 18, 2008.

In the event the Task Force is unable to reach agreement onany or all issues involved with handling mail in an FSS envi-ronment, the Postal Service may implement FSS work meth-ods by providing the union with written notification. The par-ties agree that city letter carriers on park and loop or footdeliveries will not be required to carry more than three bun-dles. If the union believes that any management initiated workmethod is not fair, reasonable, or equitable the union may,within twenty-one days of notice, initiate a national-level dis-pute. Such dispute will be scheduled for arbitration on a prior-ity basis; beginning no later than March 25, 2008, with a finalaward rendered no later than July 15, 2008. The scope of thenational-level dispute is limited to whether the disputed workmethod(s) is fair, reasonable, or equitable.

The parties agree that the above is the sole and exclusiveprocess for establishing methods for handling mail in an FSSenvironment by city letter carriers and that no other proceduralrequirements (e.g., Article 34, Article 19) are necessary or rel-evant. This agreement is without prejudice or precedent andmay only be cited by either party to enforce its terms.


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UNITED STATES POSTAL SERVICE ANDJOINT BARGAINING COMMITTEE


Re: Article 8

Recognizing that excessive use of overtime is inconsistentwith the best interests of postal employees and the PostalService, it is the intent of the parties in adopting changes to

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Article 8 to limit overtime, to avoid excessive mandatory over-time, and to protect the interests of employees who do notwish to work overtime, while recognizing that bona fide oper-ational requirements do exist that necessitate the use of over-time from time to time. The parties have agreed to certainadditional restrictions on overtime work, while agreeing tocontinue the use of overtime desired lists to protect the inter-ests of those employees who do not want to work overtime,and the interests of those who seek to work limited overtime.The parties agree this memorandum does not give rise to anycontractual commitment beyond the provisions of Article 8,but is intended to set forth the underlying principles whichbrought the parties to agreement.

The new provisions of Article 8 contain different restrictionsthan the old language. However, the new language is notintended to change existing practices relating to use ofemployees not on the overtime desired list when there areinsufficient employees on the list available to meet the over-time needs. For example, if there are five available employeeson the overtime desired list and five not on it, and if 10 work-hours are needed to get the mail out within the next hour, allten employees may be required to work overtime. But if thereare 2 hours within which to get the mail out, then only the fiveon the overtime desired list may be required to work.

The parties agree that Article 8, Section 5.G.l., does not permitthe Employer to require employees on the overtime desired listto work overtime on more than 4 of the employee’s 5 sched-uled days in a service week, over 8 hours on a nonscheduledday, or over 6 days in a service week.

Normally, employees on the overtime desired list who don’twant to work more than 10 hours a day or 56 hours a weekshall not be required to do so as long as employees who dowant to work more than 10 hours a day or 56 hours a week areavailable to do the needed work without exceeding the 12-hourand 60-hour limitations.

In the Letter Carrier Craft, where management determines thatovertime or auxiliary assistance is needed on an employee’sroute on one of the employee’s regularly scheduled days andthe employee is not on the overtime desired list, the employer

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will seek to utilize auxiliary assistance, when available, ratherthan requiring the employee to work mandatory overtime.

In the event these principles are contravened, the appropriatecorrection shall not obligate the Employer to any monetaryobligation, but instead will be reflected in a correction to theopportunities available within the list. In order to achieve theobjectives of this memorandum, the method of implementationof these principles shall be to provide, during the 2-week peri-od prior to the start of each calendar quarter, an opportunityfor employees placing their name on the list to indicate theiravailability for the duration of the quarter to work in excess ofl0 hours in a day. During the quarter the Employer mayrequire employees on the overtime desired list to work theseextra hours if there is an insufficient number of employeesavailable who have indicated such availability at the beginningof the quarter.

The penalty overtime provisions of Article 8.4 are not intend-ed to encourage or result in the use of any overtime in excessof the restrictions contained in Article 8.5.F.

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This Memorandum of Understanding represents the partiesconsensus on clarification of interpretation and issues pendingnational arbitration regarding letter carrier overtime as set forthherein. In many places in the country there has been continuedmisunderstanding of the provisions of Article 8 of the NationalAgreement; particularly as it relates to the proper assignment ofovertime to letter carriers. It appears as if some representativesof both labor and management do not understand what types ofovertime scheduling situations would constitute contract

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violations and which situations would not. This Memorandumis designed to eliminate these misunderstandings.

1. If a carrier is not on the Overtime Desired List (ODL) orhas not signed up for Work Assignment overtime, man-agement must not assign overtime to that carrier withoutfirst fulfilling the obligation outlined in the “letter carri-er paragraph” of the Article 8 Memorandum. TheArticle 8 Memorandum provides that “. . . where man-agement determines that overtime or auxiliary assistanceis needed on an employee’s route on one of the employ-ee’s regularly scheduled days and the employee is noton the overtime desired list, the employer will seek toutilize auxiliary assistance, when available, rather thanrequiring the employee to work mandatory overtime.”Such assistance includes utilizing someone from theODL when someone from the ODL is available.

2. The determination of whether management must use acarrier from the ODL to provide auxiliary assistanceunder the letter carrier paragraph must be made on thebasis of the rule of reason. For example, it is reasonableto require a letter carrier on the ODL to travel for fiveminutes in order to provide one hour of auxiliaryassistance. Therefore, in such a case, management mustuse the letter carrier on the ODL to provide auxiliaryassistance. However, it would not be reasonable torequire a letter carrier on the ODL to travel 20 minutesto provide one hour of auxiliary assistance.Accordingly, in that case, management is not required touse the letter carrier on the ODL to provide auxiliaryassistance under the letter carrier paragraph.

3. It is agreed that the letter carrier paragraph does notrequire management to use a letter carrier on the ODL toprovide auxiliary assistance if that letter carrier wouldbe in penalty overtime status.

4. It is further agreed that the agreement dated July 12,1976, signed by Assistant Postmaster General James C.Gildea and NALC President James H. Rademacher, isnot in effect. In cases where management violates the

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letter carrier paragraph by failing to utilize an availableletter carrier on the ODL to provide auxiliary assistance,the letter carrier on the ODL will receive as a remedycompensation for the lost work opportunity at the over-time rate.

5. There is normally no monetary remedy for a carrierimproperly required to work overtime on his own route.However, on a one-time, nonprecedential basis, thePostal Service will pay $7 for each hour of overtimeworked to each carrier who has a timely grievance pend-ing at Step 2 or 3 as of the date of this agreement Inorder to recover, the grievant must establish that he/shewas not on the ODL or work assignment list and wasrequired to work overtime in violation of the principlesset forth above.

Date: December 20, 1988

* * *

LETTER OF INTENT BETWEENTHE UNITED STATES POSTAL SERVICE

AND THENATIONAL ASSOCIATION OF LETTER CARRIERS,

AFL-CIO

Re: Work Assignment Overtime

A. The Postal Service will provide the opportunity, on aquarterly basis, for full-time letter carriers to indicate a desirefor available overtime on their work assignment on their regu-larly scheduled days.

B. All full-time letter carriers are eligible to indicate theirdesire for “work assignment” overtime and by doing so are towork the overtime as specified on their regularly scheduleddays.

T-6 or utility letter carriers would be considered availablefor overtime on any of the routes in their string.

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Reserve Letter Carriers and unassigned regulars desiring“work assignment” overtime would be eligible for overtime onthe assignment on which they are working on a given day.

C. An annotation on the overtime desired list (ODL) maybe used to identify employees desiring “work assignment”overtime .

D. The ODL provided for in Article 8, Section 5, wouldcontinue to function.

E. “Work assignment” overtime will not be considered inthe application of Article 8, Section 5.C.2.b.

F. Once management determines that overtime is neces-sary for full-time letter carriers, if the carrier has signed up for“work assignment” overtime, the carrier is to work the over-time as assigned by management.

G. Full-time carriers signing up for “work assignment”overtime are to be considered available for up to 12 hours perday on regularly scheduled days. However, the parties recog-nize that it is normally in their best interests not to requireemployees to work beyond 10 hours per day, and managersshould not require “work assignment” volunteers to workbeyond 10 hours unless there is no equally prompt and effi-cient way in which to have the work performed.

H. Penalty pay would be due for work in excess of 10hours per day on 4 of 5 regularly scheduled days.

Penalty pay would be due for overtime work on more than4 of the employee’s 5 scheduled days.

I. Management could schedule employees from the ODLto avoid paying penalty pay to the carrier on his/her own workassignment.

J. With respect to overtime work opportunities for employ-ees on the fifth regularly scheduled day, the parties recognize adispute exists concerning scheduling obligations which wouldinvolve hours in excess of the limitations in Article 8, Section5.F, i.e., the fifth day in this case.

This issue is one of those we identified to be placed expedi-tiously before an arbitrator.

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K. Implementation of such a scheduling approach shouldoccur July 1, 1985.

L. Grievances presently within the system which deal withthe issue of “overtime on a carrier’s own assignment” shouldbe released from their current “on hold” status, and processedwithin the system with a concerted effort by the parties towardsettlement.

Date: May 28, 1985.

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(American Postal Workers Union, AFL-CIO and theNational Association of Letter Carriers, AFL-CIO)

Re: Granting Step Increases

The parties agree that periodic step increases will not be with-held for reason of unsatisfactory performance and that all otheraspects of the current step increase procedures remainunchanged, unless otherwise provided for by the 1990National Agreement.

The Employee and Labor Relations Manual (ELM) shall beamended to conform with the above stated agreement.

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Re: Leave Sharing

The Postal Service will continue a Leave Sharing Program dur-ing the term of the 2006 Agreement under which career postalemployees will be able to donate annual leave from their earnedannual leave account to another career postal employee, withinthe same geographic area serviced by a postal district. In addi-tion, career postal employees may donate annual leave toother family members that are career postal employees with-out restriction as to geographic location. Family membersshall include son or daughter, parent, and spouse as definedin ELM Section 515.2. Single donations must be of 8 or morewhole hours and may not exceed half of the amount of annualleave earned each year based on the leave earnings category ofthe donor at the time of donation. Sick leave, unearned annualleave, and annual leave hours subject to forfeiture (leave inexcess of the maximum carryover which the employee would notbe permitted to use before the end of the leave year), may not bedonated, and employees may not donate leave to their immediatesupervisors. To be eligible to receive donated leave, a careeremployee (a) must be incapacitated for available postal dutiesdue to serious personal health conditions or pregnancy and (b)must be known or expected to miss at least 40 more hours fromwork than his or her own annual leave and/or sick leave bal-ance(s), as applicable, will cover, and (c) must have his or herabsence approved pursuant to standard attendance policies.Donated leave may be used to cover the 40 hours of LWOPrequired to be eligible for leave sharing.

For purposes other than pay and legally required payrolldeductions, employees using donated leave will be subject toregulations applicable to employees in LWOP status and willnot earn any type of leave while using donated leave.Donatedleave may be carried over from one leave year to the next with-out limitation.

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Donated leave not actually used remains in the recipient’saccount (i.e., is not restored to donors). Such residual donatedleave at any time may be applied against negative leave balancescaused by a medical exigency. At separation, any remainingdonated leave balance will be paid in a lump sum.


(The preceding Memorandum of Understanding, LeaveSharing, applies to Transitional Employees.)

* * *




Re: Sick Leave for Dependent Care

The parties agree that, during the term of the 2006 NationalAgreement, sick leave may be used by an employee to give careor otherwise attend to a family member with an illness, injury orother condition which, if an employee had such condition,would justify the use of sick leave by that employee. Familymembers shall include son or daughter, parent, and spouse asdefined in ELM Section 515.2. Up to 80 hours of sick leavemay be used for dependent care in any leave year. Approval ofsick leave for dependent care will be subject to normalprocedures for leave approval.


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Re: Return to Duty

The parties reaffirm their understanding concerning the reviewof medical certificates submitted by employees who return toduty following extended absences due to illness.

We mutually agree to the following:

1. To avoid undue delay in returning an employee to duty, theon-duty medical officer, contract physician, or nurse shouldreview and make a decision based upon the presented medicalinformation the same day it is submitted.

Normally, the employee will be returned to work on his/hernext workday provided adequate medical documentation issubmitted within sufficient time for review.

2. The reasonableness of the Service in delaying an employ-ee’s return beyond his/her next workday shall be a proper sub-ject for the grievance procedure on a case-by-case basis.

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Re: Bereavement Leave

City letter carriers may use a total of up to three workdays ofannual leave, sick leave or leave without pay, to makearrangements necessitated by the death of a family member orattend the funeral of a family member.

Authorization of leave beyond three workdays is subject tothe conditions and requirements of Article 10 of the NationalAgreement, Subsection 510 of the Employee and LaborRelations Manual and the applicable local memorandum ofunderstanding provisions.

Definition of Family Member. “Family member” is definedas a:

(a). Son or daughter--a biological or adopted child,stepchild, daughter-in-law or son-in-law;

(b). Spouse;

(c). Parent; or

(d). Sibling--brother, sister, brother-in-law or sister-in-law;or

(e). Grandparent.

Use of Sick Leave. For employees opting to use availablesick leave, the leave will be charged to sick leave for depend-ent care, if eligible.

Documentation. Documentation evidencing the death of theemployee’s family member is required only when the super-visor deems documentation desirable for the protection of theinterest of the Postal Service.


* * *


UNITED STATES POSTAL SERVICE ANDTHE JOINT BARGAINING COMMITTEE


Re: Leave Policy

The parties agree that local attendance or leave instructions,guidelines, or procedures that directly relate to wages, hours, orworking conditions of employees covered by this Agreement,may not be inconsistent or in conflict with Article 10 or theEmployee and Labor Relations Manual, Subchapter 510.

* * *




Re: Paid Leave and LWOP

The parties agree that an employee need not exhaust annualleave and/or sick leave before requesting leave without pay.As soon as practicable after the signing of the 1990 NationalAgreement, Employee and Labor Relations Manual (ELM)Exhibit 514.4(d) will be amended to conform to thisAgreement.

The parties further agree that this Memorandum does notaffect the administrative discretion set forth in ELM Part514.22, nor is it intended to encourage any additional leaveusage.

Grievance Number H7C-NA-C 61 is withdrawn.

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Re: Clarification of Regulations for National Day ofObservance

The parties agree that the following procedures will apply toaffected employees if the Postmaster General or designeedetermines that the Postal Service will participate in a NationalDay of Observation (e.g., National Day of Mourning), subse-quent to the declaration of a National Day of Observance hav-ing been made by Executive Order of the President of theUnited States.

1. Full-time employees whose basic work week includes theNational Day of Observance as a scheduled work day but whoare not directed to report for work, will be granted administra-tive leave for that day.

2. Full-time employees whose basic work week includes theNational Day of Observance as a scheduled work day, andwho perform service, will be granted a day of administrativeleave at a future date, not to exceed eight hours.

3. Full-time employees whose basic work week includes theNational Day of Observance as a non-scheduled day and arenot directed to report for work, will be granted a day of admin-istrative leave at a future date.

4. If the National Day of Observance is a full-time employee’snon-scheduled day and the employee is scheduled to work, theemployee will receive overtime pay, plus up to eight hours offuture administrative leave for the number of hours worked.

5. The same provisions apply to part-time regular employeesas apply to full-time employees. The total hours of administra-tive leave should only equal the scheduled hours for theNational Day of Observance, which may be less than eighthours. However, part-time regular employees whose basicwork week includes the National Day of Observance as a non-

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scheduled work day and who are not directed to report forwork on the National Day of Observance will be granted a dayof administrative leave at a future date equal to the averagenumber of daily paid hours in their schedule for the serviceweek previous to the service week in which the National Dayof Observance occurs, which may be less than eight hours.

6. Part-time flexible employees should be scheduled based onoperational needs. Part-time flexible employees who work willbe granted a day of administrative leave at a later date. Theday of administrative leave will be based on the number ofhours actually worked on the National Day of Observance, notto exceed eight hours. Part-time flexible employees who arenot directed to work on the National Day of Observance willbe granted administrative leave at a future date equal to theaverage number of daily paid hours during the service weekprevious to the service week in which the National Day ofObservance occurs, not to exceed eight hours.

7. Transitional employees will only receive pay for actualwork hours performed on the National Day of Observance.They will not receive administrative leave.

8. If an employee is on leave or Continuation of Pay on theNational Day of Observance, the employee will be granted aday of administrative leave at a future date, not to exceed eighthours.

9. An employee on OWCP, AWOL, suspension or pendingremoval on the National Day of Observance will not be grant-ed administrative leave. If the employee on AWOL, suspen-sion or pending removal is returned to duty and made wholefor the period of AWOL, suspension or removal, the employeemay be eligible for administrative leave for the National Dayof Observance if the period of suspension or removal forwhich the employee is considered to have been made wholeincludes the National Day of Observance. Such determinationwill be made by counting back consecutive days from the lastday of the suspension or removal to determine if the employeehad been made whole for the National Day of Observance.

10. Where provisions in this Memorandum of Agreement pro-vide for a day of administrative leave to be taken at a future

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date, such leave must be granted and used within six monthsof the National Day of Observance or by the end of the FiscalYear, whichever is later. However, administrative leave willnot be granted to employees who are on extended leave for theentire period between the Day of Observance and six monthsfrom that date, or between the Day of Observance and the endof the Fiscal Year, whichever is later.

11. Administrative leave taken at a future date must be takenat one time.

12. Administrative leave to be taken at a future date may, atthe employee’s option, be substituted for previously scheduledbut not used annual leave.

13. Administrative leave to be taken at a future date should beapplied for by using the same procedures which govern therequest and approval of annual leave consistent with LocalMemoranda of Understanding.

Date: May 4, 2000

* * *




Re: PTF Court Leave

1. Effective September 26, 1987, part-time flexible employeeswho have completed their probationary period shall be eligiblefor court leave as defined in Employee and Labor RelationsManual Part 516.1 and Part 516.31.

2. Appropriate provisions of the applicable handbooks andmanuals shall be amended to carry out these changes consis-tent with the principles expressed in paragraphs 3, 4, and 5below. The handbooks and manuals, including Part 516 of the

Employee and Labor Relations Manual, shall be amended pur-suant to Article 19, except that the sixty (60) day notice ofsuch changes shall be waived.

3. A part-time flexible employee will be eligible for courtleave if the employee would otherwise have been in a workstatus or annual leave status. If there is a question concerningthe status, the part-time flexible employee will be eligible ifthe employee was in work status or annual leave status on anyday during the pay period immediately preceding the period ofcourt leave.

4. If eligibility is established under paragraph 3, the specificamount of court leave for an eligible part-time flexibleemployee shall be determined on a daily basis as set forthbelow:

a. If previously scheduled, the number of straight-time hoursthe Employer scheduled the part-time flexible employee towork;

b. If not previously scheduled. the number of hours the part-time flexible employee worked on the same service day duringthe service week immediately preceding the period of courtleave;

c. If not previously scheduled and if no work was performedon the same day in the service week immediately precedingthe period of court leave, the guarantee as provided in Article8, Section 8, of the National Agreement, provided the part-time flexible would otherwise have been requested or sched-uled to work on the day for which court leave is requested.

5. The amount of court leave for part-time flexible employeesshall not exceed 8 hours in a service day or 40 hours in a serv-ice week.

Date: July 21, 1987

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166


UNITED STATES POSTAL SERVICE ANDTHE JOINT BARGAINING COMMITTEE(American Postal Workers Union, AFL-CIO,

National Association of Letter Carriers, AFL-CIO)

Re: Transfers

The parties agree that the following procedures will be fol-lowed when career Postal Employees request reassignmentfrom Postal installations in one geographical area of the coun-try to Postal installations in another geographical area. Localreassignments (reassignments within the same MSC, Division,or to adjacent MSCs or Divisions) are covered by the provi-sions of Section 2 of this memorandum.

Section 1. Reassignments (Transfers) to other geographicalareas.

A. Installation heads may continue to fill authorized vacan-cies first through promotion, internal reassignment andchange to lower level, transfer from other agencies, rein-statements, etc., consistent with existing regulations andapplicable provisions of the National Agreement.

B. Installation heads will afford full consideration to allreassignment requests from employees in other geo-graphical areas within the Postal Service. The requestswill be considered in the order received consistent withthe vacancies being filled and type of positions request-ed. Such requests from qualified employees, consistentwith the provisions of this memorandum, will not beunreasonably denied. Local economic and unemploy-ment conditions, as well as EEO factors, are valid con-cerns. When hiring from entrance registers is justifiedbased on these local conditions, an attempt should bemade to fill vacancies from both sources. Except in themost unusual of circumstances, if there are sufficientqualified applicants for reassignment at least one out ofevery four vacancies will be filled by granting requestsfor reassignment in all offices of 100 or more man-yearsif sufficient requests from qualified applicants have

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been received. In offices of less than 100 man-years acumulative ratio of 1 out of 6 for the duration of theNational Agreement will apply.

C. MSCs will maintain a record of the requests for reas-signment received in the offices within their area ofresponsibility. This record may be reviewed by theUnion on an annual basis upon request. Additionally, ona semiannual basis local Unions may request informa-tion necessary to determine if a 1 out of 4 ratio is beingmet between reassignments and hires from the entranceregisters in all offices of 100 or more man-years.

D. Managers will give full consideration to the work, atten-dance, and safety records of all employees who are con-sidered for reassignment. An employee must have anacceptable work, attendance, and safety record and meetthe minimum qualifications for all positions to whichthey request reassignment. Both the gaining and losinginstallation head must be fair in their evaluations.Evaluations must be valid and to the point, with unsatis-factory work records accurately documented. Anemployee must have at least one-year of service in theirpresent installation prior to requesting reassignment toanother installation. Employees reassigned to installa-tions under the provisions of this memorandum mustremain in the new installation for a period of one year,unless released by the installation head earlier, beforebeing eligible to be considered for reassignment again,except in the case of an employee who requests to returnto the installation where he/she previously worked.Employees serving under craft lock-in periods per theprovisions of the National Agreement must satisfy thoselock-ins prior to being reassigned to other installations.

E. Installation heads considering employees for reassign-ment will contact the installation head of the losinginstallation and arrange for mutually agreeable reassign-ment and reporting dates. A minimum of thirty days’notice to the losing office will be afforded. Except in theevent of unusual circumstances at the losing installa-tions, reasonable time will be provided to allow the

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installation time to fill vacancies, however, this timeshould not exceed ninety days.

F. Reassignment granted to a position in the same grade willbe at the same grade and step. Step increase anniversarieswill be maintained. Where voluntary reassignments are toa position at a lower level, employees will be assigned tothe step in the lower grade consistent with Part 420 of theEmployee and Labor Relations Manual.

G. Employees reassigned under these provisions will bereassigned consistent with the provisions of the appro-priate craft article contained in the National Agreement.Employees will not be reassigned to full-time regularpositions to the detriment of career part-time flexibleemployees who are available for conversion at the gain-ing installation. Seniority for employees transferred perthis memorandum will be established consistent with theprovisions of the National Agreement.

H. Relocation expenses will not be paid by the PostalService incident to voluntary reassignment. Suchexpenses, as well as any resulting interview expenses,must be borne by employees.

I. Under no circumstances will employees be requested orrequired to resign, and then be reinstated in order to cir-cumvent these pay provisions, or to provide for an addi-tional probationary period.

Section 2. Local Reassignments (Transfers)

A. For local reassignment(s), managers will give full consid-eration to the work, attendance, and safety records of allemployees who are considered for reassignment. Anemployee must have an acceptable work, attendance, andsafety record and meet the minimum qualifications for allpositions to which he/she requests reassignment. Both thegaining and losing installation head must be fair in theirevaluations. Evaluations must be valid and to the point,with unsatisfactory work records accurately documented.An employee must have at least eighteen months of serv-ice in his/her present installation prior to requesting reas-

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signment to another installation. Employees reassigned toinstallations under the provisions of this paragraph mustremain in the new installation for a period of eighteenmonths (unless released by the installation head earlier)before being eligible to be considered for reassignmentagain, except in the case of an employee who requests toreturn to the installation where he/she previously worked.Employees serving under craft lock-in periods per the pro-visions of the National Agreement must satisfy those lock-ins prior to being reassigned to other installations. Localtransfers are included in the 1 out of 4 ratio.

B. The provisions of Section l, paragraphs A, C, E, F, G, Hand I are applicable to local reassignments.

C. In those instances where an employee can substantially in-crease the number of hours (8 hours or more per week) bytransferring to another installation and the employee meetsthe other criteria the lock-in period will be 12 months.

Date: July 21, 1987

* * *


UNITED STATES POSTAL SERVICE ANDNATIONAL ASSOCIATION OF LETTER CARRIERS,

AFL-CIO

Re: Mutual Exchanges

The parties agree that in applying the relevant provisions ofSection 351.6 of the Employee and Labor Relations Manual,city letter carriers in grades CC-01 and CC-02 are consideredas being in the same grade. This agreement applies solely todetermining whether employees are eligible for mutualexchanges.


* * *


UNITED STATES POSTAL SERVICE ANDNATIONAL ASSOCIATION OF LETTER CARRIERS,

AFL-CIO

Re: Joint Safety and Accident Control Teams

The United States Postal Service and the National Associationof Letter Carriers agree that it is in the best interest of bothparties to have an effective health and safety program.Therefore, it is hereby agreed that representatives of the par-ties will meet at the national level for the purpose of develop-ing an agenda to ensure the effectiveness of the HeadquartersJoint Labor-Management Safety Committee.

The Committee may establish Joint Safety and AccidentControl Teams whose aim is to reduce accidents and injuriesand promote improved safety performance. The Joint Safetyand Accident Control Teams will consider establishing whereappropriate, local accident prevention guidelines and proce-dures for

1) reporting and abating hazardous conditions and prac-tices,

2) expediting resolution of local safety and health issues,and

3) promoting safety awareness and investigating safety andhealth complaints.

The Joint Safety and Accident Control Teams will developperiodic progress reports to the Headquarters Joint Labor-Management Safety Committee and will make recommenda-tions regarding the program structure where necessary. TheHeadquarters Joint Labor-Management Safety Committee willmonitor the efforts of the local programs with the aim ofexpanding the Joint Safety and Accident Control Teams if theprogram is deemed successful by the parties.

It is further understood that nothing in this Memorandum ofUnderstanding is intended to infringe on management or unionrights as found in the National Agreement.

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National Association of Letter Carriers, AFL-CIO

Re: District Safety Committees Pilot Program

The United States Postal Service and the National Associationof Letter Carriers, AFL-CIO, agree that it is in their mutualinterest to have an effective health and safety program. Tothat end, the parties agree to further test district safety commit-tees in each area during the term of the 2006 NationalAgreement.

Under the test program, district safety committees will bephased in incrementally and will consist of two members fromeach party; with management members selected by the DistrictManager or designee and union members selected by theNational Business Agent or designee. District safety commit-tees will meet quarterly and are responsible for assisting inimplementing district-wide safety initiatives, facilitating com-munication between area and local safety committees, andassisting local committees as determined by the DistrictManager and NBA. Area Safety Committees are responsiblefor assisting and monitoring district committees within theirjurisdiction during the test period.

The USPS/NALC National Safety Committee will createguidelines for district committees. The National SafetyCommittee will also establish a methodology for assessing theeffectiveness of district safety committees during the test peri-od, and will provide quarterly evaluation reports and recom-mendations to the NALC President and the Postal ServiceVice President, Labor Relations.

It is understood that nothing in this Memorandum ofUnderstanding is intended to add or detract from managementor union rights as found in the National Agreement.

This memorandum expires with the 2006 National Agreement.


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Re: Interest on Back Pay

Where an arbitration award specifies that an employee is enti-tled to back pay in a case involving disciplinary suspension orremoval, the Employer shall pay interest on such back pay atthe Federal Judgment Rate. This shall apply to cases heard inarbitration after the effective date of the 1990 Agreement.

(The preceding Memorandum of Understanding, Interest onBack Pay, applies to NALC Transitional Employees.)

* * *



National Association of Letter Carriers, AFL-CIO

Re: Article 15—ELM 436—Back Pay

The following applies solely to back pay claims covered bySection 436 of the Employee and Labor Relations Manual(ELM):

A pay adjustment required by a grievance settlement or arbi-tration decision will be completed promptly upon receipt ofthe documentation required by ELM part 436.4 Documents inSupport of Claim. An employee not paid within sixty (60) daysof submission of the required documentation will receive anadvance, if requested by the employee, equivalent to seventy(70) percent of the approved adjustment. If a disagreementexists over the amount due, the advance will be set at seventy(70) percent of the sum not in dispute.

Date: April 25, 2002

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Re: Article 15—Dispute Resolution Process

The NALC National Business Agents, Area Managers,Labor Relations and District Managers are responsible forensuring that the Dispute Resolution Process is effective in allways, including the timeliness of decision-making. All partiesare expected to monitor the functioning of the new process and,generally, to assume a proactive role regarding the labor/man-agement relationship. In the event the National BusinessAgent and District Manager or Area Manager, LaborRelations are unable to resolve any differences, the issue will bereferred to the national parties for resolution, an event which isexpected to be an infrequent occurrence. To facilitate this over-sight responsibility, Step B Teams should copy both theirrespective National Business Agent and Area Manager, LaborRelations on all decisions.

Additionally, in any district where there are more cases pendingarbitration than can be arbitrated in a timely manner using theexisting arbitration scheduling process, the appropriate AreaManager, Labor Relations and National Business Agent areresponsible for ensuring an ongoing review of the backloggedcases in an effort to settle cases, select representative cases,reduce the backlog, and provide direction to the local parties.

The primary role of the Step B Dispute Resolution Team is todecide the grievance presented to them and to communicate thebasis for the decision to the parties at Step A, using a formatagreed upon at the national level. Additionally, with the jointconcurrence of the District Manager and National BusinessAgent, the Teams may be called upon to provide training andother assistance to the local parties. The national parties encour-age the use of the Step B Dispute Resolution Teams to providecontract training throughout the district, especially when griev-ance activity suggests a lack of understanding of contract appli-cation or local responsibilities to address disputes in a timely

manner. As noted above, however, the primary role of the StepB Dispute Resolution Team is to process and resolve disputes.No other secondary activities should be undertaken if the timelyprocessing of grievances is negatively impacted.

The Step B Dispute Resolution Team (and back-up team) will bemade up of one management representative and one union repre-sentative. Although the Postal Service and the NALC will eachdetermine their own method of selection for Step B representa-tives, it is anticipated that the National Business Agents andDistrict Managers will discuss their separate recommendations forappointment to the Step B Dispute Resolution Teams prior to sub-mitting recommendations.

Back-up Step B representatives will be designated for each StepB Dispute Resolution Team to provide coverage for vacationsor other lengthy absences or, when warranted by the workload,to ensure timely grievance processing. Back-up teams also maybe effectively utilized to provide training or such other assis-tance as may be agreed upon by the District Manager andNational Business Agent.

The Step B Dispute Resolution Team is responsible to trackand monitor its Step B workload. When the Step B DisputeResolution Team believes its current workload exceeds itsability to render Step B decisions in a timely manner (withinfourteen days of receipt of the Step B appeal), the Step BDispute Resolution Team will contact the Area Manager,Labor Relations and the National Business Agent jointly.

The National Business Agent and the Area Manager, LaborRelations will determine jointly whether there is a need toactivate back-up Step B representatives to address a back-log. If back-up activation is necessary the Area Manager,Labor Relations and the National Business Agent will deter-mine the most efficient and effective way to ensure timelyStep B processing. They will either:

1. Activate the back-up Step B Dispute Resolution Teamwithout undue delay, normally within 48 hours, subjectto availability. The back-up team will remain activateduntil the backlog is eliminated. For this purpose,“availability” means certified, employed by the Postal

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Service and fit for duty consistent with the provisions ofthis MOU.

2. Send Step B appeals to another primary Step B DisputeResolution Team under the jurisdiction of the AreaManager, Labor Relations and the National BusinessAgent if they determine that this Step B DisputeResolution Team can handle the workload withoutcausing the team’s regular work to become untimely. Ifthe National Business Agent and the Area Manager,Labor Relations do not agree that another primary StepB Dispute Resolution Team under their jurisdiction canhandle the additional work without becoming untimely,the back-up team will be activated as provided above.

In the event the National Business Agent and the AreaManager, Labor Relations determine neither the back-upteam nor another primary Step B Dispute ResolutionTeam under their jurisdiction is available for this addition-al work based on the above, the Area Manager, LaborRelations and the National Business Agent will activateanother back-up Step B Dispute Resolution Team undertheir jurisdiction until the backlog is cleared.

If the National Business Agent and the Area Manager,Labor Relations are unable to identify a primary or back-up Step B Dispute Resolution Team for this work, they willpromptly contact and fully inform their respective partiesat the headquarters level.

In the interest of providing stability and developing expertise,the parties expect that Step B representatives will serve for noless than 2 to 3 years, absent special circumstances such asretirement, promotion, relocation, decertification, etc.

Replacement or removal of any Step B representative fromStep B duties prior to fulfillment of this expectation will bediscussed in advance by the parties at the headquarterslevel.

Step B representatives will undergo a joint comprehensive train-ing and certification program. Training and certification of StepB representatives (including back-up Step B representatives) isrequired before Step B representatives may assume their duties.

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The national parties are jointly responsible for both the contentand the delivery of the training and will meet at least once eachcalendar year to discuss training needs and schedule trainingsessions, if needed. The NALC and the Postal Service reservethe right to certify their respective nominees to serve as Step Brepresentatives.

Step B Dispute Resolution Teams are responsible for issuingdecisions that are fair and consistent with the contract and theJoint Contract Administration Manual (JCAM), and written in amanner that is both educational and informative. The nationalparties encourage the Step B Dispute Resolution Teams to joint-ly respond to questions concerning the proper interpretation orapplication of their decisions.

Step B teams are not responsible for building the grievance file.It is the responsibility of the parties at Step A to exchange docu-mentary evidence and place copies in the file. If, however, a filelacking proper documentation is received, the grievance shouldbe remanded to the local level, or the Step B Dispute ResolutionTeam should jointly call the local parties with a request for thesubmission of specific information within a specific timeframe,whichever is more effective. The primary responsibility of theStep B team is making timely decisions on the merits of disputes.

Step B representatives will not be involved in arbitrations orother hearings involving letter carriers except as jointlyapproved by the Area Manager, Labor Relations and NationalBusiness Agent.

Step B representatives may not be subjected to instruction orcoercion while carrying out their duties.

Unless alternate arrangements are agreed upon by the DistrictManager and National Business Agent, the Step B DisputeResolution Teams will work at the District office. If the DistrictManager and the National Business Agent agree to use analternate location, any additional expenses will be shared equal-ly by the local parties. The Step B Dispute Resolution Teamsshould be provided suitable office space, clerical support as typ-ically provided in that office, a telephone, and computers withCD-ROM, and such other support as may be needed to performtheir assignments.

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Concerns about the performance of a Step B representative maybe forwarded to the national level by either the Area Manager,Labor Relations or the National Business Agent. When thisoccurs, the Vice President, Labor Relations, and the NationalPresident, NALC, or their designees, will review relevant evi-dence and determine jointly whether the subject of the complaintshould be decertified from Step B responsibilities. In the eventthe parties are unable to agree on the issue of decertification, thematter will be submitted to mediation. If a Step B representa-tive’s original duty assignment becomes a holddown assignment,the NALC will not seek the conversion of a PTF employee to fulltime as a consequence of a PTF serving in that assignment andmeeting the maximization criteria of Article 7.3.C or theMemorandum on Maximization.

Removal actions, subject to the thirty (30) day notification peri-od in Article 16.5 of the National Agreement, will be deferreduntil after the Step B decision has been rendered, or fourteen(14) days after the appeal is received at Step B, whichevercomes first, except for those removals involving allegations ofcrime, violence, or intoxication or cases where retaining theemployee on duty may result in damage to postal property, lossof mails, or funds, or where the employee may be injurious toself or others, pursuant to Article 16.6 and 16.7.

The national parties will update the current JCAM at least onceeach calendar year during the life of the National Agreement.


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Re: Article 15—lntervention Process

The parties mutually agree that the continued nationwide suc-cess of the Dispute Resolution Process (DRP) is dependent onthe successful operation of the process in each district. In keep-ing with our mutual oversight responsibility, we agree to estab-lish a Task Force on Process Intervention for the purpose ofassisting the local parties when the need arises.

The national parties recognize that when the DRP in a district isnot meeting expectations of timely responses, appropriate reso-lution rates, educational and contractually compliant grievancedecisions, there may be a need for some form of interventionfrom the offices of the NBA and area Labor Relations. To pro-vide joint guidelines for such activity, the Task Force onProcess Intervention will formulate the various triggering crite-ria indicating a need for intervention, and evaluate and recom-mend various options of process intervention for use based oncircumstances.

The Task Force will be comprised of three members from theNALC and three from the Postal Service. The national partieswill convene to discuss Process Intervention within sixty (60)days of the signing of the 2001 National Agreement. The TaskForce will report to the NALC President and USPS VicePresident, Labor Relations, or designees. A final report will beissued not later than one year from the date this memorandumis signed.


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NATIONAL ASSOCIATION OF LETTER CARRIERSUNION, AFL-CIO

Re: Arbitration Task Force

The parties have a shared interest in reducing the cost andimproving the efficiency of the arbitration process. Therefore, itis agreed to establish a national level Task Force to evaluate theimpact of modifying the manner by which we handle the arbi-tration process to achieve our goals of reduced cost andimproved efficiency.

The Task Force will consist of three members appointed by theNALC and three members appointed by the Postal Service. TheTask Force is authorized to test alternate methods of administer-ing the arbitration process, to include the following: district arbi-tration panels, a centralized scheduling center, and the proce-dures used to hire and compensate arbitrators. The Task Force isprohibited from implementing any test on any of these compo-nents without the agreement of the NALC President and theVice President of Labor Relations.

The Task Force will function during the term of the 2006National Agreement. The Task Force will provide reports andrecommendations to the NALC President and the VicePresident, Labor Relations, or their designees on a quarterlybasis.


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Re: Processing of Post-Removal Grievances

The parties agree that the processing and/or arbitration of anondisciplinary grievance is not barred by the final dispositionof the removal of the grievant, if that nondisciplinary griev-ance is not related to the removal action.

(The preceding Memorandum of Understanding,Processing of Post-Removal Grievances, applies toTransitional Employees.)

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JOINT BARGAINING COMMITTEE(American Postal Workers Union, AFL-CIO


Re: Processing of Grievances

It is agreed by the United States Postal Service, the NationalAssociation of Letters, AFL-CIO; and the American PostalWorkers Union, AFL-CIO, that the processing and/or arbitra-tion of a grievance is not barred by the separation of the griev-ant, whether such separation is by resignation, retirement, ordeath.

Date: October 16, 1981.

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Re: Article 17.7.D Payroll Deductions/Allotments

No later than January 4, 2008, the Postal Service will increasethe maximum allotments in the existing program by providingone additional allotment for the use of NALC bargaining unitemployees.


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Re: Article 19

1. When the Postal Service provides the Union with proposedchanges in handbooks, manuals, or published regulationspursuant to Article 19 of the National Agreement, the PostalService will furnish a final draft copy of the changes and asummary of the change(s) which shows the changes beingmade from the existing handbook, manual, or publishedregulation. When the handbook, manual, or publishedregulation is available in electronic form, the Postal Servicewill provide, in addition to a hard copy, an electronic versionof the final draft copy clearly indicating the changes andanother unmarked final draft copy of the changed provisionwith the changes incorporated.

2. The final draft copy will identify language that has beenadded, deleted, or moved, and the new location of language

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moved. Normally, the changes will be identified by strikingthrough deleted language, underlining new language, andplacing brackets around language that is moved, with thenew location indicated. If another method of identifying thechanges is used, the method will be clearly explained, andmust include a means to identify which language is added,deleted, and moved, as well as the new location of anylanguage moved.

3. When notified of a change(s) to handbooks, manuals, andpublished regulations, pursuant to Article 19 of the NationalAgreement, the Union will be notified of the purpose andanticipated impact of the change(s) on bargaining unitemployees.

4. At the request of the Union, the parties will meet to discussthe change(s). If the Union request a meeting on thechange(s), the Union will provide the Postal Service with thechange(s) the Union want to discuss.

5. Within sixty (60) days of the Union’s receipt of the notice ofproposed change(s), the Union will notify the Postal Servicein writing of any change(s) it believes is directly related towages, hours, or working condition and not fair, reasonableor equitable and/or in conflict with the National Agreement.The Union may request a meeting on the change(s) at issue.

6. The Postal Service will provide the Union with a writtenresponse addressing each issue raised by the Union, providedthe Union identifies the issue(s) within sixty (60) days of theUnion’s receipt of the notice of proposed change(s).

7. If the Union, after receipt of the Postal Service’s writtenresponse, believes the proposed change(s) violates theNational Agreement, it may submit the issue to arbitrationwithin sixty (60) days of receipt of the notice of proposedchange or thirty (30) days after the Union receives thePostal Service’s written response, whichever is later. TheUnion’s appeal shall specify the change(s) it believes isnot fair, reasonable or equitable and/or in conflict with theNational Agreement, and shall state the basis for theappeal.

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8. If modifications are made to the final draft copy as a result ofmeetings with employee organizations, the Postal Servicewill provide NALC with a revised final draft copy clearlyindicating only that change(s) which is different from thefinal draft copy.

9. When the changes discussed above are incorporated into anewly printed version of a handbook, manual, publication, orpublished regulation, and there is not additional change(s)which would required notice under Article 19, the Union willbe provided a courtesy copy. No new notice period isnecessary.

10 Lastly, in any case in which the Postal Service hasaffirmatively represented that there is no change(s) thatdirectly relates to wages, hours, or working conditionspursuant to Article 19 of the National Agreement, timelimits for an Article 19 appeal will not be used by thePostal Service as a procedural argument if the Uniondetermines afterwards that there has been a change towages, hours, or working conditions.

Nothing contained in this memorandum modifies the PostalService’s right to publish a change(s) in a handbook, manualor published regulation, sixty (60) days after notification tothe Union.





Re: Centralized Uniform Program

The parties agree to the joint development, establishment, andphase-in through the National Joint Labor-ManagementUniform Control Committee (Uniform Committee) of a cen-tralized system of purchasing and distributing uniforms andwork clothes. By allowing the U.S. Postal Service to procurethe items directly from the manufacturer(s), uniform items canbe acquired at a reduced cost, in comparison to the current sys-tem. As a result of such volume purchasing, the parties antici-pate that employees can be supplied with more uniform itemswith the U.S. Postal Service realizing monetary savings in theUniform Program.

1. Under this system, the U.S. Postal Service will enter intocontract(s) with uniform manufacturer(s) for authorizeduniform items which would provide for a controlled priceon uniform items. The contract(s) will also address matterssuch as the quality of items and the method of distributionto the employees and other requirements as agreed uponby the Uniform Committee.

2. Under the new program, the annual dollar allowancewill be replaced by an allowance of points to be spentby employees on authorized uniform items. The partiesagree to meet for the purpose of negotiating the specificelements of the uniform and work clothes allowance,including, but not limited to, the points assigned to eachauthorized item, the allowance of total points or numberof items available for eligible employees in the distribu-tion of such items.

3. Until phased in, the employees will acquire uniformsunder the current system. It is further understood that thecurrent system remains in effect until such time as theparties agree upon the matters enumerated above and the

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new system, meeting the requirements set by the UniformCommittee, is operational. During the phase-in period,the Uniform Committee will monitor the progress of theprogram to ensure the success of the new system andaddress matters of concern that may arise. Issues notresolved by this Memorandum will be discussed andresolved by the parties through the Uniform Committee.

4. It is understood by the parties that any increase in theexisting uniform allowance in Article 26 of thisAgreement will be credited toward the authorized uni-form items to be negotiated as set forth in paragraph 2.

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Re: Reinstatement of Driving Privileges

It is hereby agreed by the United States Postal Service and theNational Association of Letter Carriers, AFL-CIO, that:

1. The safety and health of employees is of significant con-cern to the parties. Accordingly, the parties further agreethat the following is not intended to provide drivingprivileges to an employee when such privilege wouldplace the safety of the public or the employee at risk.

2. The mere fact that an employee was involved in a vehi-cle accident is not sufficient to warrant automatic sus-pension or revocation of driving privileges or the auto-matic application of discipline.

3. When an employee’s driving privilege is temporarily sus-pended as a result of a vehicle accident, a full review ofthe accident will be made as soon as possible, but notlater than fourteen (14) days, and the employee’s driving

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privileges must either be reinstated, suspended for a spec-ified period of time not to exceed sixty (60) days, orrevoked as warranted. If the decision is to suspend orrevoke the employee’s driving privileges, the employeewill be provided, in writing, the reason(s) for such action.

4. If an employee requests that revoked or suspended drivingprivileges be reinstated, Management will review the requestand make a decision as soon as possible but not later than 45days from the date of the employee’s request. If the decisionis to deny the request, the employee will be provided with awritten decision stating the reasons for the decision.

The Management review must give careful consideration to:

— the nature, severity and recency of the incident(s) whichled to the revocation or suspension;

— any driver’s training or retraining courses completedfrom private schools, state sponsored courses, or PostalService training programs, especially when directly rele-vant to the incident(s) that led to the revocation;

— successful participation in an EAP program, when rele-vant to the reasons for revocation;

— the employee’s state driving record consistent with the cri-teria for initial certification of driving privileges as statedin the applicable Handbook. The Employer may waivethese criteria if warranted in light of the other factors listedabove.

5. This Memorandum of Understanding is not intended to de-fine the conditions or circumstances for which an employ-ee’s driving privileges may be suspended or revoked.


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Re: Local Implementation

It is hereby agreed by the United States Postal Service and theNational Association of Letter Carriers, AFL-CIO that the fol-lowing procedures will apply to the implementation of Article30 during the 2006 local implementation period.

1. 2006 local implementation will commence on October1, 2007 and terminate on October 30, 2007.

2. In the event that any issue(s) remain in dispute at theend of the thirty (30) day local implementation period,each party shall identify such issue(s) in writing.Initialed copies of this written statement and copies ofall proposals and counter-proposals pertinent to theissue(s) in dispute will be furnished by the appropriatelocal party to the appropriate management official at theGrievance/Arbitration Processing Center with copies tothe Postmaster and the Union’s Regional Representativewithin fifteen (15) days of the expiration of the localimplementation period. Inclusion of any matter in thewritten statement does not necessarily reflect the agree-ment of either of the parties that such matter is properlysubject to local implementation.

3. The Representative of the Employer from theGrievance/Arbitration Processing Center and theUnion’s Regional Representative shall attempt toresolve the matters in dispute within seventy-five (75)days after the expiration of the local implementationperiod. The Representatives of both the Union and theEmployer will have full authority to resolve all issuesstill in dispute.

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4. If the parties identified above are unable to reach agree-ment by the end of the seventy-five (75) day period pro-vided for above, the issue(s) may be appealed to finaland binding arbitration by the National Union Presidentor the Vice President, Labor Relations within twenty-one (21) days of the end of the seventy-five (75) dayperiod.

5. Where there is no agreement and the matter is notreferred to the Grievance/Arbitration Processing Centeror to arbitration, the provision(s), if any, of the formerLocal Memorandum of Understanding (LMOU) shallapply.

6. LMOU items existing prior to the 2001 local implemen-tation period may not be challenged as inconsistent or inconflict, unless already subject to a pending arbitrationappeal. The parties may challenge an LMOU item addedor modified during a National Agreement’s local imple-mentation period as inconsistent or in conflict only dur-ing the period of local implementation of the successorNational Agreement.

7. The national parties will establish an impasse arbitrationpanel in each area for challenges to LMOU items asinconsistent or in conflict with the National Agreementor an unreasonable burden. A sufficient number of arbi-trators will be selected so that all such appeals will bescheduled and heard within thirty (30) days of receipt ofthe appeal to arbitration. In those areas where theimpasse backlog will not allow the parties to meet thesetime limits, it is understood that steps will be taken toprocess them as expeditiously as possible. Impasseappeals addressing whether an item is inconsistent or inconflict will be scheduled prior to unreasonable burdencases.

This Memorandum of Understanding expires at 12 midnightNovember 20, 2011.


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Re: Extension of Negotiation Period for LocalImplementation

The parties agree to extend the period of local implementationand related deadlines by 15 days. As a result, the 45-day localimplementation period will begin on October 1, 2007, andcontinue through November 14, 2007. These revised dateswill be used to establish time frames in Article 30 of theNational Agreement and the Memorandum of Understanding;Re: Local Implementation.


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UNITED STATES POSTAL SERVICE ANDTHE JOINT BARGAINING COMMITTEE(American Postal Workers Union, AFL-CIO,


Re: Bargaining Information

Pursuant to the provisions of Article 31 of the NationalAgreement, as soon as practicable after the ratification of the1987 National Agreement between the United States PostalService and the Joint Bargaining Committee (JBC), theEmployer shall, on an accounting period basis, provide theUnion with a computer tape containing the following informa-tion on those in their respective bargaining units:

1. SSN 14. Rate Schedule2. Last Name 15. Nature of Action3. First Name (Full) 16. Effective Date4. Middle Initial 17. Pay Grade5. Address 18. Pay Step6. City 19. Health Benefit Plan7. State 20. Designation Activity8. ZIP Code 21. Enter on Duty Date9. Post Office Name 22. Retire on Date10. PO State 23. Layoff11. PO ZIP 24. Occupation Code12. PO Finance Number 25. Pay Location13. PO CAG

As a result of the Joint Bargaining Committee’s request tohave the full first name included, each Union will pay 50 per-cent of the actual systems and programming cost associatedwith this change, not to exceed a total cost of $10,000.Subsequently, the Postal Service will provide the Unions withthe information above without charge.

Date: July 21, 1987

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Re: Customer Connect Program

The National Association of Letter Carriers, AFL-CIO andUnited States Postal Service mutually recognize that revenuegrowth through the increased use of Postal Service products andservices is vital to the current and future success of the PostalService. To that end, the parties jointly developed the CustomerConnect Program in which city letter carriers use their access andspecial relationships with customers to encourage increased useof Postal Service products and services.

The parties reemphasize their joint commitment to the growthand long-term success of the Customer Connect Program andpledge to continue to work jointly at all levels of our organiza-tions to enhance this important effort.

Date: September 11, 2007.

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Re: Article 32 Committee

The Joint Committee established pursuant to Article 32.2 shall betasked with reviewing existing policies and practices concerningthe contracting out of mail delivery. The Committee shall seekto develop a meaningful evolutionary approach to the issue ofsubcontracting, taking into account the legitimate interests of theparties and relevant public policy considerations.

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The Committee shall have reasonable access to all relevant datamaintained by the Postal Service, and may seek and obtain dataand information from other relevant sources.

The parties agree that if the National Rural Letter Carriers’Association seeks to participate in the work of the Committee, itwill be permitted to do so.

The Committee shall complete its study within six months of rat-ification of the 2006 National Agreement, unless the partiesmutually agree to extend this deadline. Pending final resolutionof the work of the Committee, all grievances pertaining to sub-contracting which are pending at the national level shall be heldin abeyance.

If the work of the Committee does not result in a mutually agree-able approach to subcontracting, the Union may submit any of itspending national level grievances pertaining to subcontracting torights arbitration in accordance with the existing provisions ofthe National Agreement.

In addition, beginning with the ratification of the 2006 NationalAgreement, there will be a six-month moratorium on any newsubcontracting of delivery in offices in which city letter carriersare currently employed. This moratorium does not include anyin-growth or new growth on current rural routes. Contracts inexistence as of the date of the execution of this MOU may bemaintained or renewed in offices that are not exclusively citydelivery.


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Re: Subcontracting

The substantial changes in work force structure and compensa-tion reflected in the 2006 National Agreement have been negoti-ated by the parties in the spirit of a long-term partnership.Consistent with this basic understanding, the parties have agreedto some restrictions on the subcontracting of letter carrier work.

Effective upon ratification of the 2006 National Agreement,there will be a modification to the subcontracting of city deliver-ies. This modification includes restrictions on contracting outthe following:

— City delivery work at the 3,071 city delivery offices(offices with only city delivery), including new growthand in-growth within those offices

— Any existing city delivery in offices other than thosereferenced above

— Any assignments awarded as city delivery by settlementor arbitration of any pending or future grievance

The above restrictions shall be in effect for the duration of the2006 National Agreement, unless extended by mutual agree-ment.


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Re: Subcontracting MOU Issues

The parties recognize that, in light of continuing changes in tech-nology and the competetive environment in which the PostalService operates, the Employer cannot commit itself to the main-tenance of the MOU on subcontracting on an indefinite basis,and reciprocally, the Union may seek additional restrictions onsubcontracting. Accordingly, while the parties’ practice has beento keep in place the terms and conditions of the expired contractuntil a successor agreement is reached voluntarily or by interestarbitration, the Postal Service reserves its rights with regard tonot continuing the MOU upon expiration of the NationalAgreement. Likewise, the NALC reserves its rights with regardto such issue. Further, in the event that the parties do not achievean agreement for modification or extension of the next collectivebargaining agreement, and the continuation of the MOU on sub-contracting is an issue to be resolved in interest arbitration, thereshall be no presumption that those restrictions are to be carriedforward based upon the fact that the provisions of the MOU onsubcontracting have been in effect.

The subcontracting modifications provided in the MOU on sub-contracting are without prejudice to the positions of the partieswith respect to any interpretive issue. Accordingly, the MOUshall not be admissible in any future rights arbitration, except toenforce its terms.


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Re: Article 41—Bid Process

The parties agree that where telephone bidding is an alternativeform of bidding, bids may be submitted by telephone. Whencomputerized and telephone bidding are available to all employ-ees in an installation, telephone and computerized bidding ismandatory.


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UNITED STATES POSTAL SERVICE AND THENATIONAL ASSOCIATION OF LETTER CARRIERS,

AFL-CIO

Re: Router, Carrier Craft

1. Router is a Grade 1 city letter carrier assignment.

2. Router duties consist of casing, routing and sequencingof mail for a specific group of routes. Assignments mayinclude specific street duties as reflected in the assign-ment posting.

3. Router assignments shall be formed and bid as full-timeduty assignments. Part-time router work assignmentsmay be utilized consistent with 4 below.

4. The number of full-time router assignments shall bedetermined consistent with Article 7, Section 3 of theNational Agreement.

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5. The notice inviting bids shall include a listing of routesfor which router’s duties will be performed by the post-ed assignment.

6. A router may be temporarily moved from his/her bidassignment only in “unanticipated circumstances,” pur-suant to the provisions of Article 41, Section l.C.4. ofthe National Agreement.

7. A Grade 1 replacement router may be utilized wherepractical to cover the nonscheduled days of other routerassignments.

Date: November 21, 2001

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Re: Alternate Route Evaluation Process

The National Association of Letter Carriers, AFL-CIO (NALC)and United States Postal Service recognize the importance ofmaintaining routes in proper adjustment throughout the year.The existing route evaluation process is often a source of dis-putes between the parties. In an effort to minimize such disputesand to make the route evaluation and adjustment process moreefficient and less intrusive, the parties agree to establish aNational Task Force to jointly explore alternative methods ofevaluating, adjusting and maintaining routes.

The topics to be addressed by the National Task Force will alsoinclude the evaluation and adjustment of routes through theminor route adjustment process pursuant to Section 141 ofHandbook M-39.

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The Task Force will be established with the signing of thisMemorandum, and will include four members from the NALC,and four members of the Postal Service. The Task Force willreport to the NALC National President and the Postal ServiceVice President, Labor Relations. A final report outlining find-ings and recommendations will be issued by the Task Force nolater than six months from the date of this Memorandum. Theterm of the Task Force may be extended by mutual agreement ofthe parties.


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BETWEEN THEUNITED STATES POSTAL SERVICE

AND THENATIONAL ASSOCIATION OF LETTER CARRIERS,

AFL-CIO

Re: Special Count and Inspection - City Delivery Routes

The United States Postal Service and the National Associationof Letter Carriers, AFL-CIO, agree that it is in the bestinterests of the Postal Service for letter carrier routes to be inproper adjustment.

Therefore, where the regular carrier has requested a specialmail count and inspection, and the criteria set forth in Part271g of the Methods Handbook, M-39, have been met, suchinspection must be completed within four weeks of therequest, and shall not be delayed. If the results of the inspec-tion indicate that the route is to be adjusted, such adjustmentmust be placed in effect within 52 calendar days of the com-pletion of the mail count in accordance with Section 211.3 ofthe M-39 Methods Handbook. Exceptions may be granted by aDivision General Manager only when warranted by valid oper-ational circumstances, substantiated by a detailed written state-ment, which shall be submitted to the local union within seven

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days of the grant of the exception. The union shall then havethe right to appeal the granting of the exception directly toStep 3 of the grievance procedure within 14 days.

Date: July 21, 1987

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Re: Training Committee

The Postal Service reaffirms its commitment to provideemployees with training consistent with organizational needs.Additionally, the Postal Service recognizes the desirability ofaffording employees opportunities for self-development andwill make training programs available to meet such needs.

The Postal Service will afford the Unions, at the national level,the opportunity to discuss concerns about specific trainingopportunities or programs. A Joint Committee on Training ishereby established at the national level which will consist ofrepresentatives of both parties. The Committee shall meet todiscuss matters of mutual interest and benefit relating to train-ing programs and opportunities. The Assistant PostmasterGeneral, Training and Development Department, shall be theEmployer’s chief representative on such Committee. TheCommittee may consider and develop pilot programs,improved training methods and strategies, and other mattersrelated to employee training and educational opportunities.Issues concerning local training and educational opportunitiesincluding the use of postal facilities for noncompensable train-ing in college accredited courses, publicity of self-develop-ment training opportunities, and other training and educational

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matters of mutual interest and benefit are appropriate subjectsfor resolution at local labor-management committee meetings.

Consistent with established regulations and operational needs,the Postal Service will give consideration to requests for leavewithout pay by employees for training and educational oppor-tunities.

The parties agree to consult at the national level to definewhich specific training courses and/or programs are job-relat-ed and those which are self-developmental, including the con-ditions in which a particular course or set of courses could beeither. The parties further agree to initiate such discussions atthe national level within 90 days of the effective date of thisagreement, and to jointly pursue agreed upon strategies andinitiatives.

Date: July 21, 1987

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UNITED STATES POSTAL SERVICE AND THEAMERICAN POSTAL WORKERS UNION, AFL-CIO

Re: Use of Privately Owned Vehicles

The parties agree that the following represents the policy ofthe U.S. Postal Service and the American Postal WorkersUnion concerning the furnishing of privately owned vehicles(POV) by employees of the crafts represented by the APWU:

No craft employee represented by the APWU may be coercedinto furnishing a vehicle or carrying passengers without theemployee’s consent. The use of a personal vehicle is the deci-sion of the employee and it is not the intent of the parties todiscourage such use of personal vehicles when transportationis needed from one postal facility to another or in the comple-tion of the employee’s assignment. When an employee beginshis/her work day at one postal unit and is provided transporta-tion to another unit to complete his/her tour of duty, thatemployee will be provided transportation back to the unitwhere his/her tour began if transportation is needed. If the

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employee ends tour at the new location the return trip will notbe on the clock but transportation will be provided promptlyby management upon request.

Date: July 21, 1987

(The preceding Memorandum of Understanding, Use ofPrivately Owned Vehicles, applies to Transitional Employees.)

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SETTLEMENT AGREEMENT BETWEEN THE

UNITED STATES POSTAL SERVICE AND THE NATIONAL ASSOCIATION OF LETTER

CARRIERS, AFL-CIO

Re: Segmentation

The United States Postal Service and the National Associationof Letter Carriers, AFL-CIO, in joint discussion andconsultation, have agreed on a set of principles governing theimplementation of the segmentation concept as provided in theM-39 Handbook (see attachment).

These principles will ensure the efficiencies and effectiveimplementation of the segmentation concept and ensure thefair and appropriate utilization of letter carriers in the perform-ance of the work involved in segmentation.

Statement of Principles:

1. Segmentation of mail can efficiently be processed onautomated or mechanized equipment. Such processingwill be done by the craft designated to operate thatequipment.

2. A manual, tertiary or delivery preparation operation isthe manual sortation or preparation of mail that occursafter an incoming secondary operation and does notrequire memorization of distribution scheme items. Amanual tertiary or delivery operation will be done by

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city delivery letter carriers provided the mail is for citydelivery routes or post office box sections served bythese routes and provided there is space available at thedelivery unit. If space is not available, and sortation isdone at a General Mail Facility, a mail processing cen-ter, or any other postal installation or facility within theinstallation, letter carriers will perform the manual ter-tiary sortation at such facilities. An incoming secondaryoperation normally requires memorization of distribu-tion scheme items and is one which results in mail beingsorted to carrier routes, firms, box section, nixies,postage dues, and other separations necessary for theefficient processing of mail.

3. Routers can be used to perform the manual tertiary sor-tation of mail segmentation whenever that is opera-tionally feasible. Tertiary sortation duties may also becombined with other forms of letter carriers’ work tocreate full-time assignments.

4. Even though no arbitrary limitation is placed on thenumber of pieces in a segmentation, a limitation will, ineffect, be imposed by whatever number of pieces isoperationally effective and efficient for each operationin an installation.

Standard manual distribution cases that are used in deliveryunits should be fully utilized for sorting mail to carrier routes,box sections, postage dues, etc. Segmentations should containsufficient volumes that can be sorted and pulled down effi-ciently. For example, a single delivery point or ZIP + 4 seg-ment (blockface, apartment building, etc.) that averages two orthree pieces a day should not normally take up space on theincoming, manual secondary case. Exceptions could be hold-outs such as nixies, postage dues, etc., that require specialtreatment regardless of volume.

Segmentations are not necessarily static; therefore, manualsecondary cases should be reviewed periodically to ensure thatall cells are properly utilized in the most effective and efficientmanner possible, consistent with operational or service needs.

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5. Each installation will determine the type of equipmentto be used in a tertiary sortation. Performance on thatequipment will be done in accordance with the principleof a fair day’s work for a fair day’s pay which will nor-mally be reflected in the general performance expecta-tions for that equipment.

6. The parties understand that the tertiary sortation refer-enced here is the result of the implementation of the seg-mentation concept, which is presently described in thechanges to the M-39 Handbook as presented to theNational Association of Letter Carriers, AFL-CIO, onAugust 15, 1985. Any tertiary sortation establishedprior to June 16, 1983, will remain in effect unlesschanged by the installation. Changes made after June16, 1983, but prior to implementation of this under-standing, which are in conflict with this document, willbe changed to conform.

7. The Employee Involvement process will be utilized todevelop recommendations for use by the installationsaffected by this Agreement.

The National Association of Letter Carriers, AFL-CIO, andthe United States Postal Service acknowledge that thisSettlement Agreement is not an admission of fault or liabilityon the part of either party to this Agreement. The UnitedStates Postal Service and the National Association of LetterCarriers, AFL-CIO, also acknowledge that this Agreement setsforth all the terms for settling pending grievance H4N-NA-C35. The parties agree to meet as soon as practicable to resolveall other outstanding grievances involving segmentation in amanner consistent with this Agreement. The United StatesPostal Service and the National Association of Letter Carriers,AFL-CIO, agree that the terms of the settlement contained inthis document may not be added to or subtracted from, in anyway. This Settlement Agreement is without prejudice to thepositions of either party with respect to the interpretation orapplication of the National Agreement in any future proceed-ing between the parties. The effective date of this agreement isMarch 9, 1987.

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MANAGEMENT OF DELIVERY SERVICES

Handbook M-39

Transmittal Letter 11

November 15, 1985

116.8 Segmentation of Mail

.81 Definition. A major characteristic of the ZIP+4data file is the segment, or the smallest unit to whichdistribution can be made. Segmentation is the sortationor preparation of mail into clusters or groupings for thepurpose of achieving greater processing and/or carriersortation efficiency. Using the ZIP+4 segment concept,segmentations may be prepared by customers or con-tract personnel prior to entry, or in postal operationsprior to dispatch or receipt by the carrier. Examples ofSegmentations include but are not limited to mailgrouped by: unique ZIP+4 code, ZIP+4 blockface,multi-tenant buildings, box sections (includingNDCBUs), or individual addresses.

Date: March 9, 1987

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MEMORANDUM FOR POSTMASTERS, CITY DELIVERY OFFICES

LOCAL PRESIDENTS, NATIONAL ASSOCIATION OF LETTER CARRIERS, AFL-CIO

SUBJECT: Joint Agreements

The NALC and USPS recognize that our continued existenceas a viable organization is heavily dependent upon our abilityto meet our customers’ needs while empowering employees tolevels not previously envisioned.

As many of you are aware, we have strived at the Nationallevel to obtain an agreement on the implementation of automa-tion of letter mail on carrier routes. We agreed then, and weagree now, on three basic principles:

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—Provide the best service to postal customers (mailers andrecipients).

—Minimize impact on letter carrier craft employees.—Create an opportunity for increased efficiency.

Our mutual hope is that the following agreements will providea basis for trust and cooperativeness, and that they will form abasis on which to satisfy our customers’ needs. While eachagreement may not accomplish all that each party may desire,collectively they will form the basis for a positive workingrelationship of mutual trust and respect, and the foundation forcontinued empowerment of all employees.

Case Configuration/Letter-Sized Mail

This agreement provides for a standard definition of letter-sizedmail and provides guidelines for conducting route inspectionswhen letter mail is cased into four- and five-shelf case configura-tions that have been established as a result of a joint agreement.

Transitional Employees—Issue Resolutions

Provides information on the transitional employee and high-lights areas of apparent disparity of interpretation where mutu-al understanding has now been reached. Further, this agree-ment provides that a joint booklet on the transitional employeewill follow.

X-Route Alternative

An optional alternative joint process is provided for preparinginstallations for the future automated letter mail environment.This agreement has many unique features and should bereviewed in detail before deciding its applicability.

Delivery Point Barcoding Work Methods

This agreement recognizes the substantial contributions thatcity letter carriers can make in the development of new workmethods. It provides a five-step process that ensures a reviewof alternative methods and continued upgrading of work meth-ods as the process evolves.

Route Adjustments—The Future

The parties have fashioned an agreement that provides clearguidance on procedures to be followed when preparing future

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route adjustments for letter mail automation in delivery unitsnot selecting the X-route alternative.

Hempstead Resolution—The Past

We are remanding all pending grievances on route adjustmentsto the local parties for resolution. The parties will be guided bythe principles of the above-cited agreements and must takeinto consideration the following factors.

—Was there a current event; that is, were the routes out ofadjustment?

—How far in advance was the future event that was used toadjust the route? The parties have made no determinationas to the appropriate time period.

—What was the projected timing of the upcoming event?

—What was the basis for determining the effect of thefuture event?

—How certain is that future event?

As you review each case, you will find that either:

—Management preplanned properly and the current struc-ture is within the purview of this agreement; therefore,the current structure is valid;

or

—Management preplanned inappropriately or time frames have changed, negating the validity of the adjustment.

It is your obligation to make these joint determinations and todecide what remedy to apply and how to fix the problem if one isdiscovered. The parties should consider the impact of anydecision on our employees who serve our customers and theimpact on the customers which they serve. If the parties cannotresolve these cases, they may be appealed to regional arbitration.


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RESOLUTION OF ISSUES LEFT OPEN BY MITTENTHAL AWARD OF JULY 10, 1992

Current Events and Adjustments

A current event is defined as a route or routes which areshown to be out of adjustment by a recent route inspection andevaluation. All current adjustments to existing routes willplace the route on as near an 8-hour daily basis as possible, inaccordance with Handbook M-39.

Adjustments Near Term—Automation

When routes require a current adjustment and Delivery PointSequencing will commence within 6 months, management willadjust the routes using non-territorial, non-scheme changeadjustments by the use of router assistance, segmentation orpermanent handoffs as outlined in the M-39 Handbook Section243.21b. The 6-month period runs from the first day after theweek of route inspection.

Future Events and Adjustments—Automation

Management may utilize the results of a recent route inspec-tion and evaluation to estimate and plan route adjustments,including realignment of assignments, that will be required bya future event which is to take place within 18 months.Management must provide documentation to the local unionto support the deployment if they intend to plan the adjust-ments for a future event. The planned adjustments for futureevents will not be implemented until automation is on lineand operative. Management may implement the plannedadjustments if the actual percentage of Delivery PointSequence (DPS) mail received at the unit is within plus orminus 5 percentage points of the targeted (in Step l) level.Should the actual percentage of DPS mail be outside theselimits, then management must recalculate the estimatedimpact on carrier routes, based on the actual percentage of

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DPS mail being received at the unit. The results of the recentroute inspection and evaluation will be used to determine anew impact and construct a new plan or management maywait for the plan levels to be received. The 18-month periodruns from the first day after the week of route inspection. Forpurposes of this agreement, a future event is defined as mailbeing received at a delivery unit in DPS order.

Within 60 days of implementing the planned adjustments forfuture automated events, the parties will revisit those adjust-ments to ensure that routes are as near to 8 hours daily, as pos-sible. Both the planned adjustments and subsequent minoradjustments that may be necessary to ensure compliance willbe based on the most recent route inspection data for the route.However, if the future event occurs after the 18-month timelimit expires, a new mail count, route inspection and evalua-tion must occur, unless the local parties agree otherwise.

Methodology

Where the future event is the introduction of Delivery PointBar Coding (DPBC) for existing equipment or equipment thatwill cause a certain percentage of letter mail to be received bythe unit in DPS, the following methodology will be used toestimate the impact of the event on city delivery routes:

Step 1. Determine the percentage of letter-sized mail targetedto be received in DPS order on the date when the adjustmentswill be implemented.

Step 2. Multiply percentage determined in Step l by the aver-age letter-sized mail received during the week of count andinspection (from PS Form 1840, Column 1) to determine thenumber of letters for each route, targeted to be received inDPS order.

Step 3. Divide letters targeted to be received in DPS order (asdetermined in Step 2) by 18.

Step 4. Divide letters targeted to be received in DPS order (asdetermined in Step 2) by 70.

Step 5. Add results of Steps 3 and 4 to determine estimatedimpact.

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Step 6. For routes where the carrier was under standard timeduring the week of count and inspection, multiply results ofStep 5 by percentage of standard office time used during theweek of inspection. The result is the estimated impact.

EXAMPLE 1:

80 Percent Target for Letter Mail Carrier at/over*Standard Time Allowance

2,700 Letters 80 Percent Automated

2,160 divided by 18 = 120 minutes 2,160 divided by 70 = 31 minutes

151 minutes = estimated impact

Note: If actual performance is over standard time allowance,the standard casing allowance of 18 pieces per minute is used.

EXAMPLE 2:

80 Percent Target for Letter Mail Carrier used 85 Percent of Standard Time Allowance

2,700 Letters 80 Percent Automated

2,160 divided by 18 = 120 minutes 2,160 divided by 70 = 31 minutes

151 minutes = estimated impact

(Step 6) 151 x 85 Percent = 128 minutes = estimated impact.

It is mutually agreed that as the parties develop experience inestimating the impact of future events, adjustments to theabove described methodology may be jointly adopted at thenational level.

Pending Grievances

All pending grievances which involve the adjustment of routesfor future events will be remanded to the local parties for reso-lution.


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X-Route Alternative

The parties have reached agreement on an alternative RouteAdjustment strategy—X-Route. The decision to use the X-Route Concept is made on an installation wide basis, eventhough inspections and planning for individual units/zonesmay not occur at the same time. In units with more than onedelivery unit/zone the planning process is repeated as eachdelivery unit/zone is inspected, assignments are evaluated andadjustments are planned.

X-Route Process

The X-Route process is an alternative approach to routeadjustment in preparation for automation, particularly deliverypoint sequencing. An X-Route is, in effect, a letter carrier craftassignment held pending reversion. The workload will bedivided among remaining routes when agreed upon percent-age(s) of letter mail is being received at a unit/zone in deliverypoint sequence order. The process allows changes to beplanned in advance and permits carriers to know what theirassignments are expected to be in the automated environment.The X-Route process and time period are considered complet-ed when the unit/zone has achieved the final targeted level ofDelivery Point Sequence letter mail and the X-Route work hasbeen distributed.

Pre-Agreement Phase

If there is interest in attempting to utilize the X-Route alterna-tive, local management will meet with the local union toreview the provisions of this agreement. This includes areview of the attached Memorandum of Understanding on caseconfiguration, the Work Methods Memorandum, guidance onthe Hempstead case resolution and current base count andinspection data. If current route inspection data is not avail-able, plans should be made to conduct route inspections in

accordance with Article 41.3.S of the National Agreement toprovide a basis to implement the remainder of this agreement.

If the parties are considering pursuing this alternative, theymust be committed to mutual resolution of the outcome.Management will share the following information with theunion:

The expected accounting period(s) and year that increases inbar-coded mail generated by the Automation Programs willimpact the delivery unit/zone, such as customer prebarcoding,MLOCR, DBCS, and RBCS.

The projected impact on the delivery unit/zone of automatedsort schemes, and the basis for the estimate.

Agreement Phase

It must be understood, once the decision to use the X-Routeprocess has been finalized, that decision can only be changedthrough joint agreement between the local union and manage-ment.

Since the planning and adjustment(s) in a delivery unit/zoneusing the X-Route alternative are a joint endeavor, the partiesat the local level must first agree to a joint resolution process,should there be a barrier to full implementation of the partiesagreement to use the X-Route alternative.

The parties will then meet to review route examinations for theunit/zone. This exercise is intended to result in agreed uponevaluations.

If the parties fail to reach agreement regarding the use of theX-Route alternative, management may proceed to implementstrategies in concert with handbooks and manuals, theHempstead Resolution, and the National Agreement to accom-plish route adjustments. However, the provisions of this agree-ment are specific to application of the X-Route concept onlyand are not applicable to any other route adjustment method.

In working out the X-Route adjustment process for the deliv-ery unit/zone, it is recognized and agreed that:

Management must develop the final targeted Delivery PointSequencing percentage (from a low of 70% to a high of 85%) of

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delivery point sequencing letter mail for the X-Route period.That percentage is then used to estimate the impact on theunit/zone using the projection methodology outlined in theHempstead resolution. The parties will jointly determine thenumber and identity of the routes that will be designated as X-Routes using the above estimates of the impact on the deliveryunit. While the X-Route concept may not be applicable to allroutes within an installation because of limiting circumstances(i.e., geographic considerations), such circumstances will not bea barrier to implementing the concept. This determination as tothe non-applicability to certain routes will be made jointly.

The parties must jointly determine what realignment of routes(in-office or street territory) will be necessary to assure that X-Routes are strategically placed to facilitate the transfer ofworkload as delivery point sequencing evolves. The decisionas to when to realign the routes should be based upon the cur-rent need for realignment in order to place the routes on asnear an eight-hour-basis as possible based upon the currentevaluation from a recent inspection. The parties could decideto defer the proposed realignment of routes until DeliveryPoint Sequencing was implemented if no significant schemechanges were required to keep routes near eight hours, or theycould decide to make the necessary scheme changes for therealignment of routes now if significant scheme changes weregoing to be needed to adjust routes to eight hours as currentlyevaluated. In no instance will the parties effect adjustmentnow based on the future event, except as provided under inter-im adjustments (below). The regular carrier on any routewhose street territory is changed as a result of this adjustmentand realignment may elect, on a one-time basis, to vacatehis/her route and become an unassigned regular. Such actionwill not trigger the provisions of Article 41.3.0. All positionsvacated in this manner will be posted and filled in accordancewith the procedures set forth in Article 41.1.

Where exceptional circumstances require further adjustments,they must be jointly agreed to by the parties. The objective isto provide a smooth transition to the Delivery PointSequencing environment. Such an outcome requires no changein day-to-day administration of curtailment procedures, auxil-iary assistance or overtime.

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The parties agree that adjustment strategies for Delivery PointSequencing will vary based on individual offices, deploymentschedules and types of deliveries. For instance, offices thatwill be impacted by RBCS destinating keying prior toDelivery Point Barcoding and offices further along in thedeployment schedule may be at final targeted barcoding levelswhen Delivery Point sequencing commences and thereforerequire only one adjustment.

Some offices may initiate DPBC and Delivery PointSequencing prior to full barcoding levels and require an inter-im adjustment strategy. Adjustment strategy decisions will bemade jointly based on deployment schedules and currentautomation.

Once the Postal Service has implemented delivery pointsequencing and can demonstrate that the routes in a deliveryunit/zone are receiving volumes at the targeted percentage, thelocal parties will implement the preplanned adjustments.Where an interim adjustment strategy will be necessary asdescribed above due to the gradual increasing of DPBC levels,the local parties will meet and make interim adjustments byremoving work from the X-Routes and assigning that work tothe regular routes which will remain after full implementationof delivery point sequencing.

After the completion of each interim adjustment, the partieswill jointly determine the amount of hours remaining on theX-Routes and will jointly decide how to efficiently combineassignments to provide the maximum number of full-timeassignments. If this cannot be accomplished in an efficientmanner, the parties may jointly decide to either form auxiliaryassignments or split the remaining hours from these assign-ments to the regular routes that will remain once the finaldelivery point sequencing adjustments have been made. Wherethis latter option is agreed upon, it is understood that routeswill be built up (not to exceed 8:20). If less than 100% of theroutes will be built up, the following priority should beobserved if efficiency can be maintained:

(1) By seniority, routes whose regular carrier are on theWork Assignment List.

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(2) By seniority, routes whose regular carrier are on theOvertime Desired List.

(3) By inverse seniority, carriers not on any OvertimeDesired List.

Incumbents of, and bidders for, routes that are projected tocontinue after full implementation of automation will know, inadvance, what portions of the X-Route a delivery route willreceive after full delivery point sequencing is on-line. X-Routes will be posted for bid when vacant, as long as theyremain full-time assignments. When an X-Route becomesvacant and is posted for bid, the bid notice will include theanticipated date of elimination.

When an X-Route is abolished, the full-time carrier assignedto that route will become an unassigned regular. He/she may,within 30 days, review the list of residual vacancies withinhis/her bidding area and use his/her seniority to exercise apreference for that assignment. This may be accomplished bya bid posting limited to unassigned full-time carriers displacedby abolishment of X-Routes or by other means agreed to local-ly between the parties. (The provisions of Article 41.3.0.,where they have been incorporated in the local memorandum,will not be triggered by this process.)

The use of transitional employees in a unit where route adjust-ments are achieved under the X-Route concept will be inaccordance with the relevant National Interest ArbitrationAward and any subsequent agreement(s) between the UnitedStates Postal Service and the National Association of LetterCarriers, AFL-CIO.


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Re: City Letter Carrier DPS Work Methods

This Memorandum of Understanding (MOU) represents theparties’ final agreement regarding the October 8, 1998, JointWork Methods Study to determine the more efficient workmethod for city delivery routes in delivery units whereDelivery Point Sequence (DPS) has been, or will be, imple-mented. This MOU is based on the results of a joint study con-ducted by the parties pursuant to Chapter 5 of Building OurFuture By Working Together to determine the relative effi-ciency of the composite bundle and vertical flat casing workmethods in a DPS environment. Further, any interim or localagreements for handling the fourth bundle on park and loopand foot routes will continue until conversion to the DPS verti-cal flat casing work method. In accordance with paragraph 3of the October 8, 1998, Joint Work Methods Study Agreementthe following are the parties’ joint instructions to the field:

1. There continue to be two approved DPS work methods: thecomposite bundle work method and the vertical flat casing workmethod. Any other work methods must be approved by PostalService Headquarters prior to testing or implementation.

2 The parties have analyzed the results of the joint study andhave determined that the vertical flat casing work method isthe more efficient work method at all sampled percentage lev-els of DPS. Management may convert those routes that havevertical flat cases and are currently using the composite bundlework method to the vertical flat casing DPS work method.

3. On curbline routes and business routes where DPS isplanned, but not implemented, management will determine themost efficient DPS work method. All other routes not yet con-verted to DPS which have vertical flat cases will use the verti-cal flat casing DPS work method.

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4. On those routes where DPS is not currently planned butwhere DPS is implemented in the future, management willdetermine the DPS work method.

5. City letter carriers on a park and loop or foot route will notbe required to carry more than three bundles.

Date: March 21, 2000

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It is hereby agreed by the U.S. Postal Service and the NationalAssociation or Letter Carriers, AFL-CIO that the followingrepresents the parties’ agreement with regard to implementa-tion of the upgrade issue emanating from the September 19,1999, Fleischli Award, our agreement regarding case configu-ration when using the vertical flat casing work method, andadditional provisions relative to the 1998 National Agreement.

1. Effective November 18, 2000, all city letter carriers grade 5will be upgraded and the pay differential of grade 6 carriertechnicians shall be maintained in accordance with the proce-dures set forth in the attached Memorandum of Understanding.

2. The provisions of Article 35, Section 2, concerning thenational joint EAP committee will be renewed for the remain-der of the term of the 1998 National Agreement.

3. The Memorandum of Understanding Re: Leave Sharing foundon page 161 of the 1994 National Agreement will be renewed forthe remainder of the term of the 1998 National Agreement.

4. The Memorandum of Understanding Re: Sick Leave forDependent Care found on page 162 of the 1994 NationalAgreement will be renewed for the remainder of the term ofthe 1998 National Agreement.

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5. The 30-day period of local implementation specified inArticle 30 and the Memorandum of Understanding Re: LocalImplementation will commence on October 2, 2000.

6. When management elects to reassess the case configurationof a route currently using the DPS Vertical flat casing workmethod or changes the DPS work method on a route from thecomposite bundle work method to the vertical flat casing workmethod, management will determine for each route, whether 4,5, or 6 shelves will be used.

Date: March 21, 2000

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Re: Subcontracting—List of 3,071 City Delivery Offices

This will confirm our discussions regarding the Memorandum ofUnderstanding (MOU), Re: Sub-contracting included in the tenta-tive agreement. This MOU includes restrictions on contractingout “City delivery work at the 3,071 city delivery offices (officeswith only city delivery).”

The Postal Service has provided the Union with a list of the 3,071city delivery offices referenced above. However, the parties havenot had the opportunity to mutually verify the list's accuracy.Accordingly, the parties agree that they will work together to veri-fy the list's accuracy and will make adjustments to the list, if nec-essary. The parties recognize that this review could result inoffices being added to or subtracted from the list. The parties willundertake this review and prepare a final list as soon as practica-ble after ratification of the tentative agreement.

September 11, 2007

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AlaskaAnchorage Eastchester

Elmendorf AFBFort RichardsonHuffman Lake OtisMain Office/GMFMidtown MuldoonRussian JackSand LakeSpenard

Eagle River Main Post OfficeFairbanks College

Main Office/GMF North PoleNorth Pole Eielson AFB

Homer Main Post OfficeKenai Main Post OfficeKodiak Main Post OfficePalmer Main Post OfficeSitka Main Post OfficeSoldotna Main Post OfficeWasilla Main Post Office

AlabamaAnniston Fort McClellanBayou La Batre Main Post OfficeBirmingham Cahaba Heights

CrestlineDowntown Carrier AnnexEast Lake Roebuck FairviewGreen Springs AnnexRiver RunWoodlawn

Huntsville Downtown StationMobile Loop Station

Midtown StationMontgomery Capital Heights

DowntownShakespeare

Sheffield Main Post Office

ArkansasFort Smith Fianna Hills

GMFMidland

Harrison Main Post Office

Little Rock BradyForest ParkIndustrialMain Post OfficePleasant RidgeWestside

North Little Rock Park Hill Russellville Main Post OfficeWest Memphis Main Post Office

ArizonaAjo Main Post OfficeBullhead City Carrier AnnexCottonwood Main Post OfficeGlendale Downtown

Main Post OfficeHolbrook Main Post OfficeKingman Main Post OfficeMesa Dobson

Main Post OfficePioneer Sherwood

Payson Main Post OfficePeoria Downtown Phoenix Ahwatukee

Arcadia Cactus Capitol Downtown Indian School McDowell NortheastNorthwest Osborn Pecos Rio Salado Shaw Butte Sierra Adobe South Mountain SunnyslopeWashington

San Manuel Main Post OfficeScottsdale Air Park

Hopi Main Post Office

Sun City West Main Post OfficeSuperior Main Post OfficeTempe Apache

Main Post OfficeTucson Casas Adobes

After further review by the parties pursuant to the pre-ceding Letter of Intent, Re: MOU Re: Subcontracting - Listof 3,071 City Delivery Offices, the following list identifiesapproximately 3,580 ‘city delivery offices’ covered by theMemorandum of Understanding, Re: Subcontracting. Thelist is intended to represent all city delivery offices (deliv-ery units that have city delivery routes, but do not haverural routes) as of September 11, 2007. The parties agreeto discuss and make adjustments to this list, if necessary,consistent with that intent.

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Tucson Cont. Coronado Davis Monthan Air Force BaseDowntown Kino Midtown Old Pueblo AnnexSun

Winslow Main Post Office

CaliforniaAdelanto Main Post OfficeAgoura Hills Main Post OfficeAlameda Main Post OfficeAlamo Main Post OfficeAlhambra Main Post Office

South Alhambra Altadena Main Post OfficeAlturas Main Post OfficeAnaheim Anaheim Hills

BrookhurstCanyonHolidayMain Post OfficeSunkist

Arcadia Main Post OfficeArtesia Main Post OfficeAvenal Main Post OfficeBakersfield Downtown

East Bakersfield South Bakersfield Stockdale Annex

Baldwin Park Main Post OfficeBanning Main Post OfficeBarstow Fort IrwinBeaumont Main Post OfficeBell/Bell Gardens/

Maywood Main Post OfficeBellflower Main Post OfficeBelmont Main Post OfficeBelvedere Tiburon Main Post OfficeBenicia Main Post OfficeBerkeley Detached Delivery Delivery Unit

ElmwoodMain Post OfficeStation A

Beverly Hills Main Post OfficeBloomington Main Post OfficeBonita Main Post OfficeBoron Main Post OfficeBrisbane Main Post OfficeBuena Park La Palma

Main Post OfficeBurbank Main Post OfficeBurlingame Annex

Main Post OfficeCalifornia City Main Post OfficeCalimesa Main Post OfficeCampbell Main Post OfficeCanoga Park Main Post Office

West HillsWinnetka

Capitola Main Post OfficeCarlsbad Main Post OfficeCarmichael Main Post OfficeCarson Main Post OfficeCathedral City Main Post OfficeCayucos Main Post OfficeChatsworth Main Post OfficeChico MidtownCitrus Heights Main Post Office

Clayton Main Post OfficeCompton Main Post OfficeConcord Main Post OfficeCorte Madera Main Post OfficeCosta Mesa Main Post Office

Mesa CenterCovina Federal Station

Main Post OfficeCrockett Main Post OfficeCulver City Gateway

Main Post OfficeCupertino Main Post OfficeCypress Main Post OfficeDaly City Main Post Office

West LakeDana Point Main Post OfficeDanville Main Post OfficeDesert Hot Springs Main Post OfficeDowney Main Post Office

SouthDuarte Main Post OfficeDublin Main Post OfficeDunsmuir Main Post OfficeEdwards Main Post OfficeEl Cerrito Main Post OfficeEl Monte Main Post OfficeEl Segundo Bay Cities Annex El Sobrante Main Post OfficeFair Oaks Main Post OfficeFairfield Main Post OfficeFontana Southside Freedom Main Post OfficeFremont DDU

IrvingtonMain Post Office

Fresno Ashlen ParkCardwellClinterPinedale

Fullerton AnnexMain Post OfficeSunny Hills

Garberville Main Post OfficeGarden Grove Main Post Office

West Garden GroveGardena Main Post OfficeGlendale Grand Central

LaCrescentaMain Post OfficeNorth GlendaleTropicoVerdugo Viejo

Glendora Main Post OfficeGuadalupe Main Post OfficeHarbor City Main Post OfficeHawthorne Main Post OfficeHayward Main Post OfficeHighland Main Post OfficeHuntington Beach Beach Center

HaxtonMain Post Office

Huntington Park Main Post OfficeSotoState Street

Imperial Beach Main Post OfficeInglewood Carrier Annex

North Inglewood Irvine Harvest

NorthwoodIvanhoe Main Post Office

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Joshua Tree Main Post OfficeLa Canada Main Post OfficeLa Habra Main Post OfficeLa Jolla La Jolla AnnexLa Mesa Annex

Main Post OfficeLa Mirada Main Post OfficeLa Puente Main Post OfficeLa Verne Main Post OfficeLafayette Carrier Annex Laguna Beach Aliso Viejo

Journey (S Laguna Carrier Annex)Laguna HillsLaguna Niguel

Lake Forest El ToroLakeside Main Post OfficeLakewood Hawaiian Gardens

Main Post OfficeLamont Main Post OfficeLawndale Main Post OfficeLemon Grove Main Post OfficeLoma Linda Loma Linda Annex Lomita Main Post OfficeLong Beach Bixby

DowntownEast Long BeachGMFLomaNorth Carrier Annex PacificSpring AnnexTrade Center

Los Alamitos Main Post OfficeLos Altos Loyola

Main Post OfficeLos Angeles Alameda

BarringtonBicentennialBoyle HeightsBroadwayCommerceCrenshawDockweilerDosan Ahn Chung HoDowntown Carrier AnnexEagle RockEast Los Angeles EdendaleEl SeranoFoyGlassellGreenmeadGriffithHancock (John Marshall)HazardHollywoodJulian Dixon/La TijeraLincoln HeightsLos FelizLugo HeightsMain Post OfficeMar VistaMarketOakwood/Nat King ColePalmsPico Heights PreussRancho ParkRay CharlesRIMPAU

SunsetVernonVillageWagnerWashingtonWest BranchWest Los Angeles WestchesterWilcox

Los Gatos DellLos Osos Main Post OfficeLynwood Main Post OfficeMalibu Colony AnnexMarina Main Post OfficeMenlo Park Main Post OfficeMill Valley Main Post OfficeMillbrae Main Post OfficeMilpitas Main Post OfficeMission Viejo Main Post Office

San Juan CapistranoModesto Main Post OfficeMojave Main Post OfficeMonrovia Main Post OfficeMontclair Main Post OfficeMontebello Main Post OfficeMonterey Main Post OfficeMonterey Park Main Post OfficeMoraga Main Post OfficeMountain View Annex

Blossom ValleyMain Post Office

National City Main Post OfficeNeedles Main Post OfficeNewark Main Post OfficeNewport Beach Bay

Main Post OfficeNorco Main Post OfficeNorth Hollywood Chandler

Main Post OfficeStudio City

Northridge Main Post OfficeNorwalk Main Post OfficeNovato Main Post OfficeOakland Airport Station

Civic CenterEastmontEmeryvilleLaurel StationNorth OaklandPiedmontWest Grand Annex

Oceanside Brooks StreetOntario Downtown

Plaza CenterOrange Main Post Office Orangevale Main Post OfficeOrinda Main Post OfficePacific Grove Main Post OfficePacific Palisades Main Post OfficePacifica Linda Mar

Main Post OfficePacoima Main Post OfficePalm Springs Main Post OfficePalo Alto Main Post OfficePalos Verdes Main Post OfficeParamount Main Post OfficePasadena East Pasadena

Raymond Annex / Main OficeRobinsonSan Marino

220

Pebble Beach Main Post OfficePico Rivera Main Post OfficePinole Main Post OfficePittsburg Main Post OfficePlacentia Main Post OfficePomona Diamond Bar

Main Post OfficePort Hueneme Main Post OfficePoway Main Post OfficeRancho Cordova Main Post OfficeRancho Mirage Main Post OfficeRedding DowntownRedondo Beach Main Post OfficeRedwood City Main Post OfficeReseda Main Post OfficeRialto AnnexRichmond McVittieRio Dell Main Post OfficeRio Linda Main Post OfficeRiverside Downtown

RubidouxRodeo Main Post OfficeRosemead Main Post Office

South San Gabriel Roseville Main Post OfficeSacramento Arden

ColonialDel Paso HeightsFoothill FarmsFort SutterLand ParkOak ParkTown And Country

Salinas Bataan AnnexSan Anselmo Main Post OfficeSan Bernardino Del Rosa

Main Post OfficeNorthparkUptownWestside

San Bruno Main Post OfficeSan Carlos Main Post OfficeSan Clemente Main Post OfficeSan Diego Andrew Jackson

City HeightsCoronadoDowntownEncantoGrantvilleHillcrestLinda VistaMira MesaNavajoOcean BeachPacific BeachParadise HillsPoint LomaRiverfrontSan YsidroScripps RanchSerra MesaSorrento ValleySoutheasternUniversity CityWashingtonWilliam Taft

San Dimas Main Post OfficeSan Fernando Mission City Annex

SylmarSan Francisco Bayview

Bryant Street Annex C & GCollections (no delivery)Diamond HeightsEmbarcadero Postal CTR Golden GateMarinaNapoleon Street Carrier CPLX North BeachPacific Carrier Annex ParksidePine StSteiner StSunset

San Gabriel Main Post OfficeSan Jacinto Main Post OfficeSan Jose Almaden Valley

BaysideBlossom HillCambrian ParkFoothill Annex ParkmoorRobertsvilleSaint James ParkStation DWestgateWillow Glen

San Leandro Main Post OfficeSouth San Leandro Main Post Office

San Mateo Main Post OfficeSt. Matthew

San Pedro Main Post OfficeSan Rafael Civic Center

Main Post OfficeMission

San Ramon Main Post OfficeSanta Ana Annex

BristolFountain ValleyKingMain Post OfficeNorth GrandSpurgeon

Santa Barbara East Beach Carrier AnnexMain Post OfficeSan Roque

Santa Clara MissionSanchez Annex

Santa Clarita Golden ValleySanta Cruz Main Post Office

Santa Cruz UniversityScotts Valley

Santa Fe Springs Main Post OfficeSanta Monica Carrier Annex

ColoradoMain Post OfficeWill Rogers

Santa Rosa Carrier AnnexSantee Main Post OfficeSausalito Main Post OfficeSeal Beach Main Post OfficeSeaside Main Post OfficeSierra Madre Main Post OfficeSolana Beach Main Post OfficeSouth Gate Main Post OfficeSouth Pasadena Main Post OfficeSouth San Francisco AnnexStanton Main Post OfficeStockton Main Post OfficeSun Valley Main Post Office

221

Sunland Main Post OfficeSunnyvale Encinal

Main Post OfficeSusanville Eagle

Main Post OfficeTarzana Main Post OfficeTehachapi Main Post OfficeTemple City Main Post OfficeThousand Oaks Main Post OfficeThousand Palms Main Post OfficeTorrance Main Post Office

North TorranceTravis AFB Travis AFBTrona Main Post OfficeTujunga Main Post OfficeTustin Main Post OfficeTwentynine Palms Main Post OfficeUnion City Main Post OfficeUpland Main Post OfficeVan Nuys Carrier Annex

Civic CenterVenice Carrier AnnexVentura East VenturaVista AnnexWalnut Main Post OfficeWalnut Creek Dollar Ranch

Main Post OfficeWest Covina Main Post OfficeWestminster Main Post OfficeWhittier Bailey

Main Post OfficeWilmington Main Post Office

ColoradoAkron Main Post OfficeArvada Main Post OfficeAspen Main Post OfficeAurora Altura

Fletcher Gateway Hoffman Heights

Boulder Hi MarMain Post Office

Castle Rock Main Post OfficeColorado Springs Antares

Cheyenne Mountain Cimarron Hills Fort Carson General Mail FacilityMain Post OfficeNorth End Templeton West End

Denver Alcott Bear Valley Capitol Hill AnnexDowntown EdgewaterGlendale Lakewood Mile High Montclair North Pecos Northview AnnexPark Hill South Denver South Denver AnnexStockyards Sullivan Sunnyside

University Park Wellshire Westwood

Englewood Mail Processing CenterMain

Grand Junction Fruitvale Gunnison Main Post OfficeLeadville Main Post OfficeLittleton Centennial

Columbine Hills Main Post Office

Manitou Springs Manitou SpringsPueblo Belmont

Sunset Rangely Main Post OfficeSpringfield Springfield US Air Force Academy US Air Force AcademyVail Main Post OfficeWalsenburg Main Post OfficeWestminster Harris Park

Main Post OfficeWheat Ridge Wheat Ridge

ConnecticutAnsonia Main Post OfficeBeacon Falls Main Post OfficeBranford Main Post OfficeBridgeport Barnum

Bayview Stratford Station

Cheshire Main Post OfficeCos Cob Main Post OfficeCromwell Main Post OfficeDanbury Main Post OfficeDarien Main Post OfficeDerby Main Post OfficeHartford East Hartford

Elmwood Village Murphy Rd Carrier AnnexNewingtonOld StatehouseSilver LaneStation A-Washington StWeston ST

Meriden Main Post OfficeMiddletown Main Post OfficeMilford Main Post OfficeMonroe EastonNew Britain Main Post OfficeNew Haven East Haven

FairhavenHamdenMain Post OfficeMt. CarmelWestvilleWhitneyville

New London Main Post OfficeNorwalk Main Post OfficeOakville Main Post OfficeOld Greenwich Main Post OfficeOld Saybrook Main Post OfficeShelton Main Post OfficeSouthport Main Post OfficeStamford Barry Place Annex

Camp Avenue Stratford Main Post OfficeTaftville Main Post OfficeWallingford Main Post OfficeWaterbury Brass City Annex

Lakewood

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Waterbury Cont. Main Post OfficePlaza

West Haven Allingtown Westport Main Post OfficeWindsor Main Post Office

District of ColumbiaWashington Brookland

Chillum Place AnnexCleveland Park Carrier AnnexColumbia Heights Carrier AnnexCongress HeightsCustoms House FriendshipGeorgetown Carrier AnnexLamond RiggsSouthwest Ward PlaceAnacostiaCollege ParkRiver TerraceSection 1 Carrier Annex

DelawareClaymont ClaymontNew Castle Centre PointWilmington Edgemoor

Greenville Carrier AnnexLancaster AvenueMarshalltonNewport Rodney SquareTalleyville

FloridaAltamonte Springs East SideApalachicola Main Post OfficeBelle Glade Main Post OfficeBoca Raton Blue Lake—Collections Only

Boca RioDowntownMain Post OfficePalmetto ParkSpanish Isles AnnexWest Boca Carrier Annex

Boynton Beach DowntownGateway AnnexMain Post Office

Bradenton 57th AvenueBradenton Beach Main Post OfficeCape Canaveral Main Post OfficeCasselberry Main Post OfficeClearwater Cleveland Street

LincolnMain Post OfficeSunset PointBeach

Cocoa Beach Cocoa Beach AnnexCoral Gables Main Post OfficeCoral Springs Atlantic

Coral SpringsDania Main Post OfficeDavie Main Post Office

Westside BranchDaytona Beach DowntownDebary Main Post OfficeDeerfield Beach Main Post OfficeDelray Beach AnnexDeltona Deltona Blvd

Main Post OfficeDestin DestinEglin Air Force Base Eglin Air Force BaseEllenton Main Post OfficeFort Lauderdale Alridge

EvergladesMelrose VistaNorth AndrewsNorth Ridge Annex Oakland ParkSouthsideSunrise Tamarac

Fort Myers DowntownMiracle Mile

Fort Myers Beach Fort Myers BeachFort Saint Lucie Port Saint LucieGainesville UniversityHallandale HallandaleHialeah Annex

BrightMain Post OfficeMiami GardensPalmetto LakesPromenade

Hollywood Central Carrier AnnexHollywood HillsMain Post OfficePembroke Pines Annex

Howey in the Hills Main Post OfficeIndian Rocks Beach Main Post OfficeJacksonville Arlington

CarverJacksonville BeachMandarinNaldoSouth Jacksonville

Jupiter Main Post OfficeTequesta

Key West Main Post OfficeLake Helen Main Post OfficeLake Mary Main Post OfficeLake Park AnnexLake Worth Lucerne Avenue

Main Post OfficeLauderhill Crossroads Annex

InverraryLongboat Key Main Post OfficeLynn Haven Main Post OfficeMaitland Main Post OfficeMarco Island Main Post OfficeMelbourne Apollo Annex

IndiatlanticMain Post OfficeSatellite Beach

Miami AllapattahBlue LagoonBuena Vista Coconut GroveCounty LineDoralDr Martin Luther KingFlaglerGratignyHibiscus AnnexJose MartiKendallKey BiscayneLittle RiverLudlam

223

Milam DairyNorlandNorth MiamiNorth Miami BeachQuail Heights Shenandoah AnnexSnapper CreekTamiami

Miami Beach Main Post OfficeNormandyOcean viewSurfside

Miami Gardens Carol CityMiramar Main Post OfficeMiramar Beach Main Post OfficeNaples East Naples AnnexNorth Lauderdale Main Post OfficeNorth Miami Main Post OfficeOakland Park Main Post OfficeOpa Locka Main Post OfficeOrange City Main Post OfficeOrlando Azalea Park

College ParkDixie VillageGore StreetLee VistaMall AnnexPine CastleSand LakeUnion Park

Ormand Beach BeachsidePahokee Main Post OfficePalm Bay East Main Post OfficePalm Beach Main Post Office

Worth AvenuePanama City DowntownPembroke Pines Annex

FlamingoMain Post Office

Pensacola DowntownEast HillWarrington—Naval Air Station

Pinellas Park Pinellas ParkPlantation PlantationPompano Beach Lighthouse Point

Main Post OfficeTropical Reef

Port Richey Main Post OfficePort Saint Joe Main Post OfficePort Saint Lucie Main Post OfficeRockledge RockledgeSaint Petersburg Central

CrossroadsEuclidGateway MallGulfwindsMadeira BeachMidtownNorthsideOpen AirSaint Petersburg Beach

Sarasota Gulf GateSouthgate

Satellite Beach Satellite Beach - Patrick AFBShalimar Main Post OfficeSouth Bay Main Post OfficeSouth Miami Main Post OfficeStuart Main Post OfficeTallahassee Main Post OfficeTamarac Main Post OfficeTampa Annex

CarrollwoodCommerceForest HillsHyde ParkInterbayMacDill AFBSeminole HeightsSulphur SpringsYbor

Valparaiso Main Post OfficeWest Palm Beach City Place

HaverhillPalm CentralPalm WestSouthboro

Weston Weston BranchWinter Park Aloma

Main Post Office

GeorgiaAtlanta Ben Hill

BriarcliffBroadviewBrookhavenCascade Heights Central City Carrier AnnexChambleeCivic CenterCollege ParkCumberland Carrier AnnexDunwoody Carrier AnnexEast AtlantaEast PointEastwoodFederal ReserveGlenridgeHapevilleHowell MillIndustrialLakewoodMartech Carrier AnnexMidtownMorris BrownNorth Atlanta Carrier AnnexNorthside Carrier AnnexRalph McGill Carrier AnnexSandy Springs Carrier AnnexWest End

Augusta Main Post OfficeAvondale Estates Main Post OfficeClarkston Main Post OfficeColumbus Downtown Decatur Annex

Main Post OfficeFort Oglethorpe Main Post OfficeMarietta Main Post Office

Mount BethelMorrow Main Post OfficePeach Tree City Main Post OfficeRiverdale Main Post OfficeSavannah EastsideScottdale Scottdale

GuamBarrigada BarrigadaHagatna Downtown

HawaiiAiea Pearl CityEwa Beach Main Post Office

224

Honolulu CollectionsDowntownHawaii KaiKapalamaMain Post OfficeMakikiSand IslandWaialae-KahalaWaikiki

Kahulii Main Post OfficeKailua Main Post OfficeKaneohe Main Post OfficeLaie Main Post OfficeMililani Main Post OfficePearl City Pearl City / AieaWahiawa Main Post OfficeWaianae Main Post OfficeWaimanalo Main Post OfficeWaipahu Main Post Office

IowaCedar Rapids DowntownDes Moines Beaverdale

Metro Carrier AnnexMorgan StreetUniversity SeymourMorningside

IdahoBoise Main Post Office

Oregon Trail Overland Trail

Kellogg Main Post OfficeMountain Home Mountain Home/AFBSaint Maries Main Post OfficeSoda Springs Main Post OfficeWallace Main Post Office

IllinoisArlington Heights Main Post OfficeBellwood Main Post OfficeBenld Main Post OfficeBensenville Main Post OfficeBerwyn Main Post OfficeBloomington NormalBradley Main Post OfficeBridgeview Main Post Office

Moraine Valley FacilityBrookfield Main Post OfficeCalumet City Main Post OfficeCarol Stream Main Post OfficeChampaign Main Post OfficeChicago Ashburn

Auburn ParkCesar Chavez / PilsonCharles A HayesChicago Central Carrier AnnexCiceroClearingCraginDaniel J DoffynElmwood ParkEnglewoodEvergreen ParkFort DearbornGracelandGrand Crossing Carrier AnnexHarwood Heights Carrier Annex

HegewischHenry W McGeeIrving ParkJackson ParkJames E Worsham/

Grand Crossing AnnexJefferson ParkJohn J BuchananLakeviewLincoln ParkLincolnwood/EdgebrookLoop Section Station Mary Alice HenryMerchandise MartMorgan ParkMount GreenwoodNancy B JeffersonNorthtownNorwood ParkOgden ParkOtis Grant CollinsRavenswoodReverend Milton R BrunsonRiverdaleRobert LeFlore JrRoberto ClementeRoger P McAuliffeRogers ParkRoselandSouthwest Carrier AnnexStockyardTwenty Second StreetUptownWicker Park

Clarendon Hills Main Post OfficeCottage Hills Main Post OfficeDecatur AnnexDeerfield Main Post OfficeDes Plaines Main Post OfficeDolton Main Post OfficeDowners Grove Main Post Office

WoodbridgeEast Saint Louis Main Post Office

Fairview HeightsElk Grove Village Main Post OfficeElmhurst Main Post OfficeEvanston Main Post OfficeForest Park Main Post OfficeFox River Grove Main Post OfficeFranklin Park Main Post OfficeGlen Ellyn Glendale Heights

Main Post OfficeGlencoe Main Post OfficeGlenview Main Post OfficeHazel Crest Main Post OfficeHighland Park Highland ParkHighwood Main Post OfficeHillside Main Post OfficeItasca Main Post OfficeKenilworth Main Post OfficeLa Grange Main Post Office

La Grange ParkLake Bluff Main Post OfficeLake Forest Main Post OfficeLansing Main Post OfficeLincolnwood Lincolnwood/EdgebrookLisle Main Post OfficeLyons Main Post OfficeMadison Main Post OfficeMaywood Main Post Office

225

Melrose Park Main Post OfficeMidlothian Main Post OfficeMorton Grove Main Post OfficeMound City Main Post OfficeMount Prospect Main Post OfficeNiles Main Post OfficeNorth Brook Main Post OfficeNorth Chicago Great Lakes

Main Post OfficeOak Brook Main Post OfficeOak Forest Main Post OfficeOak Park Main Post Office

Oak Park South Palatine Main Post OfficePark Forest Main Post OfficePark Ridge Main Post OfficePeoria Persimmon Annex

West GlenPosen Main Post OfficeRichton Park Main Post OfficeRiver Forest Main Post OfficeRiver Grove Main Post OfficeRiverside North RiversideRobbins Main Post OfficeRockford Main Post Office Rolling Meadows Rolling MeadowsSchaumburg Main Post OfficeSilvis Main Post OfficeSkokie Main Post OfficeSpringfield Downtown

NortheastSteger Main Post OfficeSummit Argo Main Post OfficeThornton Main Post OfficeVenice Main Post OfficeVilla Park Elmhurst Carrier Annex

Main Post OfficeWaukegan Main Post OfficeWestchester Main Post OfficeWestern Springs Main Post OfficeWestmont Main Post OfficeWheeling Main Post OfficeWillow Springs Main Post OfficeWillowbrook WBD Carrier AnnexWilmette Main Post OfficeWinnetka Main Post OfficeWinthrop Harbor Main Post OfficeWood Dale Main Post OfficeZeigler Main Post Office

IndianaBeech Grove Main Post OfficeEast Chicago East Chicago

HarborEvansville Downtown

Lawndale Main Post OfficeRiver City

Fort Wayne Fort WayneHazelwood

Gary BrunswickGlen ParkLakeMain Post OfficeMerrillvilleMillerTolleston

Griffith Main Post OfficeHammond Hessville

HighlandMain Post Office

Munster Indianapolis Bacon

Brightwood Circle CityEastgateLawrenceLinwoodMapletonNora Rainbow Speedway

South Bend Brademas / Main Edison Park

Whiting Main Post Office

KansasFlorence Main Post OfficeFort Leavenworth Main Post OfficeFort Riley Main Post OfficeKansas City Argentine

Civic CenterIndian SpringsRosedale

Leawood Main Post OfficeMission Shawnee Mission Overland Park Blue Valley

BrookridgeIndian CreekMain Post Office

Prairie Village Main Post OfficeShawnee Main Post OfficeTopeka Main Post OfficeWichita Chisholm

DowntownMungerNorth Wichita River City

KentuckyBarbourville Main Post OfficeCloverport Main Post OfficeCovington Main Post OfficeCumberland Main Post OfficeEarlington Main Post OfficeFort Campbell Main Post OfficeFort Knox Main Post OfficeFort Thomas Main Post OfficeHarlan Main Post OfficeHighland Heights Cold Springs- Highland HeightsIrvine RavennaLexington Post RiderLouisville Annshire

DowntownHikes PointIroquoisLyndon Martin Luther King OkolonaPleasure Ridge ParkSaint Matthews ShelbyShively

Paintsville Main Post Office Russell Main Post OfficeSouth Williamson Williamson WVWhitesburg Main Post Office

LouisianaArabi Arabi/ChalmetteBarsksdale AFB Barksdale AFB

226

Baton Rouge AudubonBroadviewDowntownIstroumaOld Hammond

Berwick Main Post OfficeChalmette Main Post OfficeDelcambre Main Post OfficeFort Polk Main Post OfficeGretna Main Post OfficeHarvey Main Post OfficeKenner Kenner North

Main Post OfficeLake Arthur Main Post OfficeLake Charles Main Post OfficeMandeville Main Post OfficeMarreo Main Post OfficeMetairie Johnson Street

Park ManorMain Post Office

Monroe NorthsideNatchitoches East NatchitochesNew Orleans Algiers

Bywater CarrolltonCentralElmwoodMain Post OfficeUptown

New Roads Main Post OfficeNorco Main Post OfficeShreveport Main Post Office

MeriwetherThibodaux Houma-Thibodaux-Lockport

(has rural and CDS)Vidalia Main Post OfficeWestwego Main Post Office

MassachusettsAbington Main Post OfficeAshland Main Post OfficeAvon Main Post OfficeAyer Main Post OfficeBaldwinville Main Post OfficeBedford Main Post OfficeBeverly Main Post OfficeBoston Allston

Arlington Auburndale Back Bay Annex Belmont Brighton Chestnut Hill Dorchester Station East Weymouth Fenway Fields Corner Fort PointHyde Park IMC Charlestown Station IMC Chelsea IMC East Boston IMC Everett IMC Winthrop Station Jamaica Plain JFK-Back Bay (All JFK many zones)Kenmore Malden Mattapan Medford

Milton Needham Newton Center Newton Highlands St Newtonville North Quincy North Weymouth Quincy Revere Roslindale Roxbury Somerville South Boston South Weymouth Stoneham Waban Watertown Wellesley Hills Wellesley Station West Newton West Roxbury Weston Weymouth LandingWollaston

Braintree Main Post OfficeBrockton Main Post OfficeBrookline Main Post OfficeBurlington Main Post OfficeCambridge Cambridge-Central Square St

Cambridge-Porter Square Carrier Annex

East Cambridge AnnexCanton Main Post OfficeChelmsford Main Post OfficeChicopee Main Post OfficeClinton Main Post OfficeCohasset Main Post OfficeDanvers Main Post OfficeDedham Main Post OfficeEast Falmouth Main Post OfficeEast Walpole Main Post Office

Walpole CarriersFairhaven Fairhaven Fall River Flint

HighlandMain Post OfficeSomersetSouth

Falmouth Main Post OfficeFoxboro Main Post OfficeGloucester Main Post OfficeHanover Main Post OfficeHarwich Port Main Post OfficeHaverhill Main Post OfficeHingham Hull

Main Post OfficeHolbrook Main Post OfficeHopedale Main Post OfficeHyannis Main Post OfficeLawrence Lawrence-Sub-Station

Main Post OfficeMethuen

Lexington Main Post OfficeLowell Sub Station DDCLynn Main Post Office

NahantSaugusSwampscottWest Lynn

Lynnfield Lynnfield Annex

227

Manchester Main Post OfficeMarblehead Main Post OfficeMaynard Main Post OfficeMerrimac Main Post OfficeMilford Main Post OfficeNantucket Main Post OfficeNatick Main Post OfficeNeedham Needham HeightsNew Bedford New Bedford-Sub Station Newburyport Main Post Office

Newbury Newton Center Newton Center Carrier AnnexNewtonville Main Post OfficeNorth Attleboro Main Post OfficeNorth Chelmsford Main Post OfficeNorthampton Main Post OfficeNorwood Main Post Office

Westwood Osterville Main Post OfficePeabody Annex

Main Post OfficePittsfield Main Post OfficeProvincetown Main Post OfficeRandolph Main Post OfficeReading Main Post OfficeRockland Main Post OfficeRockport Main Post OfficeSalem Main Post OfficeScituate Main Post OfficeSharon Main Post OfficeSomerset Main Post OfficeSouth Grafton Main Post OfficeSouth Hamilton Main Post Office

Wenham South Yarmouth Main Post Office

West Yarmouth BranchYarmouth Port

Springfield East LongmeadowForest Park StationMain Post OfficeMain Street Station-Indian OrchardRiverdale Station

Stoughton Main Post OfficeWakefield Main Post OfficeWaltham Waltham StationWayland Main Post OfficeWhitinsville Main Post OfficeWhitman Main Post OfficeWinchester AnnexWoburn Main Post OfficeWorcester Joseph D Early Main Post Office

MarylandAberdeen Proving Aberdeen Proving Grounds Ashton Main Post OfficeBaltimore Arlington

Brooklyn South Carrier AnnexCarrollCatonsvilleClifton East EndDowntown Delivery AnnexDruidDundalk Sparrows PointFranklinGovansGwynn OakHalethorpeHamiltonHampden/RolandHighlandtownLoch Raven

Mount WashingtonNorthwoodNottinghamParkvilleRaspeburgWalbrookWaverly

Beltsville Main Post OfficeBethesda Arlington

West LakeBladensburg Main Post OfficeBrentwood Main Post OfficeBurtonsville Main Post OfficeCabin John Main Post OfficeCapitol Heights Main Post OfficeCheltenham Main Post OfficeCollege Park North College ParkColumbia Main Post OfficeCrofton Main Post OfficeDamascus Main Post OfficeDistrict Heights District Heights

ForestvilleFort George Meade Fort George MeadeFort Washington Main Post OfficeGaithersburg Main Post OfficeGlen Echo Main Post OfficeGreenbelt Main Post OfficeHyattsville Calvert Delivery Distribution Center

LandoverKensington Main Post OfficeLanham Lanham Seabrook Linthicum Heights Main Post OfficeLonaconing Main Post OfficeMount Rainier Main Post OfficeOxon Hill Main Post OfficePatuxent River Main Post OfficeRockville Derwood

Main Post OfficePike AnnexPotomacTwinbrook

Sandy Spring Main Post OfficeSilver Spring Ashton

Aspen HillColesvilleColesville Carrier AnnexMain Post OfficeSilver Spring Carrier AnnexTakoma ParkWheaton

Suitland Main Post OfficeTemple Hills Andrews Air Force Base

Main Post Office

MaineBooth Bay Harbour Main Post OfficeEast Millinocket East Millinocket Eastport Main Post OfficeGardiner Randolph Mexico Main Post OfficeMillinocket Main Post OfficeOld Orchard Beach Main Post OfficePeaks Island Main Post OfficePortland Main Station

Main Station Portland-North Main Station Portland-West (dispute)

MichiganAllen Park Main Post OfficeBirmingham Main Post OfficeBloomfield Hills Annex

228

Center Line Main Post OfficeClawson Main Post OfficeDearborn Carrier Annex

Main Post OfficeTeleford

Dearborn Heights Main Post OfficeDetroit Brightmoor

College ParkFenkellFox CreekGrand ShelbyGratiotGrosse PointeHamtramck Carrier AnnexHarperHighland Park Jefferson JoyfieldKensingtonLivernoisMt ElliottNorth EndNorthwesternOak ParkOld Redford Carrier AnnexPark GroveRedfordRiver RougeSeven OaksSpringwellsStrathmoor

Eastpointe Main Post OfficeFarmington Hills Farmington Carrier Annex

Main Post OfficeFlint Cody

Main Post OfficeNortheastNorthsideSoutheast

Fraser Main Post OfficeGarden City Main Post OfficeGrand Rapids East Town

KentwoodMain Post Office

Grosse Ile Main Post OfficeHazel Park Main Post OfficeInkster Main Post OfficeKinchelo Main Post OfficeLanse Main Post OfficeLansing Downtown

South West Carrier AnnexLincoln Park Main Post OfficeLivonia Greenmead

Main Post OfficeMichigan Center Main Post OfficeMount Clemens Main Post OfficeMuskegon Muskegon Heights

North Muskegon Norway Main Post OfficeOkemos Main Post OfficePontiac Auburn Hills

Main Post OfficePort Huron MarysvillePortage Portage Carrier AnnexRochester Rochester HillsRoseville Main Post OfficeRoyal Oak Madison Heights

Main Post OfficeSaint Clair Shores Main Post OfficeSaint Ignace Main Post Office

Sault St. Marie KincheloSouthfield Main Post OfficeSouthgate Main Post OfficeSterling Heights Main Post OfficeTaylor Main Post OfficeTrenton Main Post OfficeTroy Main Post Office

Minnesota Bldg / Carrier AnnexWarren Main Post Office

West Bloomfield Wayne Main Post OfficeWestland Main Post OfficeWyandotte Main Post Office

Riverview Branch

MinnesotaBabbitt Main Post OfficeBayport Main Post OfficeBurnsville Main Post OfficeChamplin Main Post OfficeCircle Pines Main Post OfficeEly Main Post OfficeHopkins Main Post OfficeHoyt Lakes Main Post OfficeInternational Falls Main Post OfficeMinneapolis Blaine

BloomingtonBrooklyn CenterBrooklyn ParkBurnettColumbia HeightsCommerce Coon RapidsCrystalDiamond LakeDinky TownEastsideEdinaElmwoodFridley AnnexGolden ValleyLake StreetLoringLowryMain Post OfficeMinnehahaNokomisNormandalePenn JamesPowderhornRichfieldRobbinsdaleSaint Louis ParkTwin Cities MetroUniversityWest Edina

Minnetonka AnnexMain Post Office

Saint Paul Dayton’s BluffEaganEastern HeightsElwayIndustrialMain Post OfficeNew BrightonNorth Saint PaulRice StreetRiverviewRosevilleTwin Cities

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Vadnais Heights AnnexWest Saint PaulWhite Bear Lake

Saint Paul Park Main Post OfficeSilver Bay Main Post OfficeSouth Saint Paul South Saint PaulVirginia Main Post Office

MissouriBallwin ManchesterCarterville Main Post OfficeFort Leonard Wood Main Post Office Grandview Main Post OfficeIndependence Englewood

Sugar CreekJefferson City Capital ViewKansas City Center Square

Civic Center Executive ParkGPO Carrier AnnexJames CrewLeon JordanMain Post OfficePlazaSouth TroostSoutheastStockyards WaldoWestportWilliam Chick

Saint Ann Main Post OfficeSaint Louis Afton

BadenBenton ParkBerkeleyBrentwoodCarrier SquareChambersChouteauClayton CoyleCreve CoeurDes PeresFergusonGaffneyGilesGravoisJenningsKirkwoodMackenzie PointMaplewoodMaryville GardensNorth CountyOldhamOlivetteReidRichmond HeightsSouth CountySouthwest University CityWeathersWest CountyWheeler

Valley Park Main Post Office

MississippiBiloxi Main Post Office

West StationGulfport Downtown Station

East StationJackson Lefleur

Moody StreetNorth Jackson Southwest

Pascagoula East Lawn Station Closed Hurricane

Main Post OfficeWaveland Main Post Office

MontanaBillings Centennial

PioneerBozeman BabcockCut Bank Main Post OfficeGlendive Main Post OfficeGreat Falls C.M. RussellHavre Main Post OfficeKalispell Main Post OfficeLivingston Main Post OfficePlentywood Main Post OfficeRound Up Main Post OfficeShelby Main Post OfficeWolf Point Main Post Office

North CarolinaButner Main Post OfficeCarolina Beach Main Post OfficeCharlotte 30th Street

Downtown Idlewild AnnexIndependencePark RoadRandolph

Cramerton Main Post OfficeEast Flat Rock Main Post OfficeFayetteville Eutaw

HaymountFort Bragg Fort BraggJacksonville Camp LeJeuneLandis Main Post OfficeLowell Main Post OfficeRaleigh Avent FerrySouthern Pines Main Post OfficeSouthport Main Post OfficeSpencer Main Post OfficeSpindale Main Post OfficeWeldon Main Post OfficeWilmington Azalea

Main Post OfficeWinston Salem Main Post OfficeWrightsville Beach Main Post Office

North DakotaMinot AFB Minot AFB

NebraskaBellevue Main Post OfficeChadron Main Post OfficeCrawford Main Post OfficeLincoln Woods ParkOmaha Ames

BensonElmwoodMillardPierceRalstonSaddle CreekSouth Omaha

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Omaha Cont. West OmahaValentine Main Post Office

New HampshireHampton Main Post OfficeManchester Downtown Somersworth Main Post Office

New JerseyAllendale Allendale Carrier AnnexAllenhurst Main Post OfficeAsbury Park Main Post Office

OceanAtlantic City Main Post Office Atlantic Highlands Main Post OfficeAvalon Main Post Office Avenel Main Post OfficeAvon by the Sea Main Post OfficeBarrington Main Post OfficeBayonne Main Post OfficeBayville Main Post Office Beachwood Main Post Office Belford Main Post OfficeBellmawr Annex

Main Post OfficeBergenfield Main Post OfficeBerkeley Heights Main Post OfficeBloomfield Main Post OfficeBloomingdale Main Post OfficeBound Book Main Post Office Bradley Beach Main Post OfficeBridgewater Main Post Office Brielle Main Post Office Brigantine Main Post Office Budd Lake Main Post OfficeCaldwell Caldwell/West CaldwellCamden Main Post Office

Main Post Office Carrier AnnexCarlstadt Main Post OfficeCarteret Main Post OfficeCedar Grove Main Post OfficeCedar Knolls Main Post OfficeChatham Main Post OfficeCherry Hill Main Post Office

WoodcrestCinnaminson Main Post OfficeClementon AnnexCliffside Park Main Post OfficeCliffwood Main Post OfficeClifton Delawanna

Main Post OfficeCloster Main Post OfficeCranford Main Post OfficeCresskill Main Post OfficeDeal Main Post OfficeDemarest Main Post OfficeDeptford Deptford/WoodburyDover Carrier AnnexDumont Main Post OfficeDunellen Main Post Office East Brunswick Main Post Office East Hanover Main Post OfficeEast Orange Main Post OfficeEdgewater Main Post OfficeEdison Main Post Office

NixonRaritan Center

Elizabeth Main Post OfficeElmwood Park Main Post Office

Emerson Hillsdale Englewood Englewood AnnexEssex Falls Main Post OfficeFair Lawn Main Post Office

River RoadWarren Point

Fairview Main Post OfficeFanwood Main Post OfficeFlorence Main Post Office Florham Park Main Post OfficeFords Main Post OfficeFort Lee Fort Lee AnnexFranklin Lakes Main Post OfficeFranklin Park Main Post OfficeGarfield Main Post OfficeGarwood Main Post OfficeGibbsboro Main Post OfficeGibbstown Main Post OfficeGillette Main Post OfficeGlen Ridge Main Post OfficeGlen Rock Main Post OfficeGlendora Main Post OfficeGloucester City Main Post OfficeHackensack Hasbrouck Heights

LeoniaMain Post OfficeMaywoodSouth Hackensack

Haddon Heights Main Post OfficeHaddonfield Main Post OfficeHarrington Park Main Post OfficeHarrison Main Post OfficeHaskell Main Post OfficeHaworth Main Post OfficeHazlet Main Post OfficeHigh Bridge Main Post Office Highlands Main Post OfficeHillsdale Washington TownshipHillside Industrial Hillside Ho Ho Kus Main Post OfficeHoboken Main Post OfficeHolmdel Main Post OfficeHopatcong Main Post OfficeIselin Main Post Office Jersey City Bergen North

Bergen SouthHudsonMain Post OfficeJournal SquareMain Post Office

Keansburg Main Post OfficeKearny Main Post OfficeKeasbey Main Post Office Kendall Park Main Post Office Kenilworth Main Post OfficeKeyport Main Post OfficeLake Hiawatha Main Post OfficeLakewood Main Post Office Landing Main Post OfficeLavallette Main Post Office Lawnside Main Post OfficeLeonardo Main Post OfficeLincoln Park Main Post OfficeLincroft Main Post OfficeLinden Main Post OfficeLinwood Main Post Office Little Falls Main Post OfficeLittle Ferry Main Post OfficeLittle Silver Main Post OfficeLivingston Main Post Office

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Lodi Main Post OfficeLong Beach Township Long BeachLong Branch Main Post OfficeLongport Main Post Office Lyndhurst Main Post OfficeMadison Carrier AnnexMagnolia Main Post OfficeMahwah Mahwah Carrier AnnexManasquan Main Post Office Mantoloking Main Post Office Mantua Main Post OfficeManville Main Post Office Maplewood Main Post OfficeMargate Main Post OfficeMargate City Main Post OfficeMetuchen Brainy Boro

Main Post OfficeMiddlesex Main Post Office Middletown Main Post OfficeMidland Park Main Post OfficeMillburn Main Post OfficeMillington Main Post OfficeMilltown Main Post Office Monmouth Beach Main Post OfficeMontclair Main Post Office

Upper MontclairMontvale Main Post OfficeMorris Plains Main Post OfficeMorristown Main Post OfficeMount Arlington Main Post OfficeMount Ephraim Mount EphraimMountain Lakes Main Post OfficeNational Park Main Post OfficeNeptune Main Post OfficeNetcong Main Post OfficeNew Brunswick Highland Park

Home News RowNew Milford Main Post OfficeNew Providence Main Post OfficeNewark Irvington

Main Post OfficeRosevilleSouthSpringfield AvenueVailsburgBelleville AnnexIronbound

North Bergen Main Post OfficeWoodcliff

Northfield Main Post Office Northvale Main Post OfficeNorwood Main Post OfficeOakhurst Main Post OfficeOakland Main Post OfficeOcean City Main Post Office Ocean Grove Main Post OfficeOceanport Main Post OfficeOgdensburg Main Post OfficeOradell Main Post OfficeOrange Main Post Office

West OrangePalisades Park Main Post OfficePalmyra Main Post OfficeParamus Main Post OfficePark Ridge Main Post OfficeParlin Main Post Office Parsippany Main Post OfficePassaic Main Post Office

WallingtonPaterson Haledon

HawthorneMain Post OfficePark River StreetSouth PattersonTotowa

Paulsboro Main Post OfficePennsville Main Post OfficePequannock Main Post OfficePerth Amboy Main Post OfficePhillipsburg Main Post Office Pine Beach Main Post OfficePiscataway Main Post Office Pitman Main Post OfficePlainfield Main Post Office

MuhlenbergNetherwood

Plainsboro Main Post Office Point Pleasant Point Pleasant

Point Pleasant BeachPoint Pleasant Boro

Pompton Lakes Main Post OfficePompton Plains Main Post OfficePort Monmouth Main Post OfficePort Reading Main Post OfficePrinceston Palmer SquareRahway Main Post OfficeRaritan Main Post OfficeRed Bank Fort Monmouth

Main Post OfficeRidgefield Main Post OfficeRidgefield Park Main Post OfficeRidgewood Main Post OfficeRingwood Main Post OfficeRio Grande Villas Carrier AnnexRiver Edge Main Post OfficeRiverdale Main Post OfficeRiverton Main Post OfficeRoebling Main Post Office Roseland Main Post OfficeRoselle Main Post OfficeRoselle Park Main Post OfficeRumson Main Post Office

Sea BrightRunnemede Main Post OfficeRutherford East Rutherford

Main Post OfficeWood-Ridge

Saddle Brook Main Post OfficeSayreville Main Post Office Scotch Plains Main Post OfficeSea Girt Main Post Office Sea Isle City Main Post Office Seaside Heights Main Post Office Seaside Park Main Post Office Secaucus Main Post OfficeSewaren Main Post OfficeShort Hills Main Post OfficeSomerdale Main Post OfficeSomers Point Linwood Annex

Main Post Office Somerset Main Post OfficeSomerville Main Post Office South Amboy Laurence Harbor

Main Post Office South Bound Brook Main Post Office South Orange Main Post OfficeSouth Plainfield Main Post OfficeSouth River Main Post Office Spotswood Main Post Office

232

Spring Lake Main Post OfficeSpringfield Main Post OfficeStirling Main Post OfficeStone Harbor Main Post Office Stratford Somerdale Carrier Annex

Main Post OfficeSuccasunna Main Post OfficeSummit Main Post OfficeTeaneck Main Post OfficeTenafly Main Post OfficeTrenton Downtown

Fort DixStation EVilla Park West Trenton

Union Main Post OfficeUnion City Main Post OfficeVauxhall Main Post OfficeVentor Main Post Office

Ventnor CityWaldwick Main Post OfficeWanaque Main Post OfficeWayne Main Post OfficeWenonah Main Post OfficeWest Long Branch Main Post Office West New York Main Post OfficeWestfield Main Post Office

MountainsideWestwood Main Post Office

River ValeWhippany Main Post OfficeWildwood Main Post Office Willingboro Main Post OfficeWoodbridge Main Post OfficeWoodbury Heights Woodbury HeightsWyckoff Main Post Office

New MexicoAlbuquerque Academy

Airport Mail FacilityHighlandHighland StationMain Post OfficeManzanoSteve SchiffUptown

Bloomfield Main Post OfficeFarmington Main Post OfficeGallup Main Post OfficeGrants Main Post OfficeHobbs Main Post OfficeHolloman AFB Holloman Air Force BaseLas Cruces White SandsLos Alamos Main Post Office

White RockRaton Main Post OfficeRuidoso Main Post OfficeSanta Rosa Main Post OfficeSilver City Main Post OfficeSocorro Main Post OfficeTaos Main Post OfficeTruth Or Consequences Main Post OfficeTucumcari Main Post OfficeTularosa Main Post Office

NevadaBattle Mountain Main Post OfficeBoulder City Main Post OfficeCarson City Main Post Office

OrmsbyElko Aspen

Spring Creek Ely Main Post OfficeLas Vegas Collections

East Las VegasEmeraldGarsideHuntridgeKingParadiseRed Rock VistaSpring ValleyStrip StationSunriseTopaz Winterwood

North Las Vegas Main Post OfficeReno Downtown

WashingtonSparks Main Post OfficeSun Valley Main Post OfficeWinnemucca Main Post Office

New YorkAlbany Broderick Street Annex

Henry Johnson Carrier AnnexMain Post OfficeTerminal Street

Albertson Main Post OfficeAlfred Main Post OfficeAmityville Main Post OfficeArdsley Main Post OfficeArmonk Main Post OfficeArverne Main Post OfficeAtlantic Beach Main Post OfficeBabylon Main Post Office

North BabylonBaldwin Main Post Office

Baldwin NorthBay Shore Main Post Office

PenataquitBayport Main Post OfficeBayville Main Post OfficeBeacon Main Post OfficeBedford Hills Main Post OfficeBellerose Main Post OfficeBellmore Main Post OfficeBellmore North Main Post OfficeBellport Main Post OfficeBethpage Main Post OfficeBlauvelt Main Post OfficeBlue Point Main Post OfficeBohemia Main Post OfficeBowmansville Main Post OfficeBrentwood Main Post OfficeBriarcliff Manor Main Post OfficeBrightwaters Main Post OfficeBronx Baychester

BoulevardCity IslandCo-op CityCornellFordhamGPOHighbridgeHUBHunts PointJeromeKingsbridge

233

Morris HeightsMorrisaniaMott HavenParkchesterRiverdale SoundviewThroggs NeckTremontWakefieldWest FarmsWestchester SquareWilliamsbridgeWoodlawn

Brooklyn AdelphiBath BeachBay RidgeBay StationBlythebourneBrevoortBrownsvilleBush TerminalBushwickCadman PlazaCanarsieConey IslandDedicated CollectionsDyker HeightsEast New YorkFlatbushFort HamiltonGravesendGreen PointHomecrestKensingtonLefferts/James E DavisMetropolitanMidwoodNew LotsParkvillePrattRed HookRugbyRyderSaint JohnsStarret City/Spring CreekStuyvesant/ChisholmTimes PlazaVan BruntVanderveerWilliamsburgWyckoff

Buchanan Main Post OfficeBuffalo Blasdell

Central ParkCheektowagaEastside EllicottHilerKenmoreLackawannaNiagara SquareNorthsideSouthsideWest SenecaWestsideWilliamsville

Carle Place Main Post OfficeCedarhurst Main Post OfficeCenter Moriches Main Post OfficeCentereach Main Post Office

Centerport Main Post OfficeCentral Islip Main Post OfficeChappaqua Main Post OfficeCold Spring Harbor Main Post OfficeCommack Main Post OfficeCongers Main Post OfficeCopiague Main Post OfficeCoram Main Post OfficeCornwall Main Post OfficeCornwall On Hudson Main Post OfficeDeer Park Main Post OfficeDobbs Ferry Main Post OfficeEast Hampton Main Post OfficeEast Islip Main Post OfficeEast Meadow Main Post OfficeEast Northport Main Post OfficeEast Rochester Main Post OfficeEast Rockaway Main Post OfficeEast Setauket Main Post OfficeElmont Main Post OfficeElmsford AnnexEndicott Main Post Office

Union StationFar Rockaway Arverne

Main Post OfficeFarmingdale Farmingdale Annex

Main Post OfficeFarmingville Main Post OfficeFloral Park Main Post OfficeFlushing Bayside

Collection UnitCollege PointCoronaEast ElmhurstElmhurstForest HillsFresh MeadowsKew Garden HillsLinden HillLittle NeckMain Post OfficeMaspethMiddle VillageOakland GardensRego ParkRidgewoodStation AWhitestoneWoodside

Franklin Square Main Post OfficeFreeport Main Post OfficeGarden City Main Post Office

Roosevelt Field Postal Facility Garnerville Main Post OfficeGlen Cove Main Post OfficeGlen Head Main Post OfficeGlen Oaks Glen OaksGlenwood Landing Main Post OfficeGrand Island Main Post OfficeGreat Neck Kings Point

Main Post OfficeOld Village

Greenlawn Main Post OfficeGreenvale Main Post OfficeHamburg Main Post OfficeHarrison Main Post OfficeHartsdale Main Post OfficeHaverstraw Main Post OfficeHawthorne Main Post OfficeHempstead Main Post Office

234

Hewlett Main Post OfficeHicksville Main Post Office

PlainviewHolbrook Main Post OfficeHoltsville Main Post OfficeHuntington Station Dix Hills

Main Post OfficeMelville

Inwood Main Post OfficeIrvington Main Post OfficeIsland Park Main Post OfficeIslip Main Post OfficeIslip Terrace Main Post OfficeJackson Heights Main Post OfficeJamaica Archer Ave.

Archie SpignerCambria HeightsHollisHoward Beach JFK AirportKew GardensMain Post OfficeOzone ParkQueensvillageRichmond HillRochdale VillageRosedaleSouth Ozone ParkSouth Richmond HillSpringfield GardensWoodhaven

Jericho Main Post OfficeKings Park Main Post OfficeLake Grove Main Post OfficeLake Placid Main Post OfficeLarchmont Main Post OfficeLatham Main Post OfficeLawrence Main Post OfficeLevittown Main Post OfficeLindenhurst Main Post OfficeLiverpool Bayberry

Main Post OfficeLocust Valley Main Post OfficeLong Beach Main Post OfficeLong Island City Astoria

BroadwayMain Post Office Parcel PostSteinwaySunnysideWoolsey

Lynbrook Main Post OfficeMalverne Main Post OfficeMamaroneck Main Post OfficeManhasset Main Post OfficeManhattan Ansonia

AudubonBowling Green AnnexCanal StreetCathedralChurch StreetCollegeColonial Park / HG AnnexCooperF.D.R.Fort GeorgeGracieGrand CentralHamilton GrangeInwood

James A. FarleyKnickerbockerLenox HillLenox Hill North & SouthLincolntonMadison SquareManhattanvilleMidtownMorningsideMurray Hill AnnexOld ChelseaOscar Garcia RiveraPeck SlipPeter StuyvesantPlanetariumPrince StreetRadio CityRoosevelt IslandTimes SquareTimes Square RCU Annex TriboroughTrinity AnnexVillageWall StreetWashington Bridge/Sgt Ryan

A.TejadMassapequa Main Post Office

North MassapequaMassapequa Park Main Post OfficeMastic Main Post OfficeMastic Beach Main Post OfficeMaybrook Main Post OfficeMerrick Bank Plaza

MerrickMineola Main Post OfficeMinoa Main Post OfficeMonsey Main Post Office

Suffern Carrier AnnexMontrose Main Post OfficeMount Vernon Main Post OfficeNanuet Main Post OfficeNesconset Main Post OfficeNew City Main Post OfficeNew Hyde Park New Hyde Park Carrier AnnexNew Rochelle Main Post Office

PelhamWykagyl

New York Mills Main Post OfficeNiagara Falls LaSalle

Main Post OfficeNorth Chili Main Post OfficeNorthport Main Post OfficeNyack Main Post OfficeOakdale Main Post OfficeOceanside Main Post OfficeOld Bethpage Main Post OfficeOrangeburg Main Post OfficeOssining Main Post OfficePatchogue Main Post OfficePearl River Main Post OfficePleasantville Main Post OfficePort Chester Main Post OfficePort Henry Main Post OfficePort Jefferson Port Jefferson StationPort Washington Main Post OfficePurchase Main Post OfficeRochester Beechwood

BrightonDowntownFederal

235

General Mail FacilityGreeceIrondequoitLexingtonMidtownPanoramaRidgemontWest RidgeWestgate

Rockaway Beach Main Post OfficeRockaway Park Main Post OfficeRockville Center Main Post OfficeRonkonkoma Main Post OfficeRoosevelt Main Post OfficeRoslyn Main Post OfficeRoslyn Heights Main Post OfficeRouses Point Main Post OfficeRye Main Post OfficeSayville Main Post OfficeScarsdale Carrier Annex

HeathcoteMain Post Office

Schenectady GlenviewMain Post OfficeNiskayuna

Sea Cliff Main Post OfficeSeaford Main Post OfficeSelden Main Post OfficeSherrill Main Post OfficeShirley Main Post OfficeSidney Main Post OfficeSmithtown Hauppage

Industrial ParkMain Post Office

Spring Valley Main Post OfficeStaten Island Eltingville/South Shore Annex

Great KillsMain Post Office GPOMariner’s HarborNew DorpPort RichmondPrince’s Bay/South Shore AnnexRosebankSaint GeorgeStapletonTottenvilleWest Brighton (same as ‘West New’)

Stony Brook Main Post OfficeSuffern Main Post OfficeSyosset Main Post OfficeSyracuse Colvin

DewittFranklin SquareGMF/CarrierTeall

Tappan Main Post OfficeTarrytown Main Post OfficeThornwood Main Post OfficeTonawanda Main Post OfficeTupper Lake Main Post OfficeUniondale Main Post OfficeUtica KernanValhalla Main Post OfficeValley Stream Main Post OfficeWantagh Main Post Office

Station A (North)Warrensburg Main Post OfficeWashingtonville Main Post OfficeWaterford Main Post OfficeWatervliet Main Post Office

West Hampton Beach Main Post OfficeWest Haverstraw Main Post OfficeWest Hempstead Main Post OfficeWest Islip Main Post OfficeWest Nyack Main Post OfficeWest Point Main Post OfficeWest Sayville Main Post OfficeWestbury Main Post OfficeWhite Plains Main Post Office

North White PlainsWilliston Park Main Post OfficeWoodmere Main Post OfficeWyandanch Main Post Office

Wheatly HeightsYonkers Bronxville

CentuckEastGreystoneHastingsNorthSouth Tuckahoe

Yorkville Main Post Office

OhioAkron Copley

East AkronElletFirestoneFive PointsKenmoreMaple ValleyNorth HillSouth Arlington

Avon Main Post OfficeAvon Lake Main Post OfficeBarberton Main Post Office

NortonBerea Main Post OfficeBrewster Main Post OfficeBrilliant Main Post OfficeBrunswick Main Post OfficeCampbell Main Post OfficeCanton Country Fair

DueberJackson BeldenNew MarketNorth CantonNortheast Waterworks

Chagrin Falls Main Post OfficeCincinnati Anderson

College HillCorryvilleGroesbeckLocklandMid CityMount HealthyMount WashingtonMurrayNorwood ParkdalePrice HillSaint BernardSharonvilleSycamoreSymmesTaftWalnut HillsWestern HillsWestwood

236

Cleveland Bay VillageBeachlandBeachwoodBedfordBriggsBroadview HeightsBrooklynBrookparkCleveland HeightsCollinwoodCranwoodEuclidFairview ParkGarfield HeightsGlenville Bratenhal Station H GMF Carrier UnitIndependenceLakewoodLyndhurst/MayfieldMaple HeightsMidparkNewburghNobleNorth RoyaltonParmaPearlbrookPuritas ParkRichmond HeightsRocky RiverShaker HeightsSolonSouth EuclidStation AStation B & CStrongsvilleUniversity Center/East Cleveland WestlakeWestpark

Columbus BeechwoldBexleyCentral PointClintonvilleColumbusEastlandGerman VillageHilltop Carrier UnitLindenLivingstonMount Vernon Carrier UnitNortheast NorthlandNorthwestOakland ParkOlde Towne Carrier UnitPolaris Carrier UnitRickenbacker Carrier UnitShepard Carrier UnitShort North Carrier UnitSouth ColumbusTri Village Carrier Unit UniversityUpper ArlingtonWest WorthingtonWhitehallWorthington

Cuyahoga Falls Main Post OfficeStow

Dayton BeavercreekDabelDayton View

Forest ParkHuber HeightsKetteringNorth DaytonNorthridgeP.L.DunbarTrotwood West CarrolltonWright Brothers Wright Patterson Air Force Base

Girard Main Post OfficeHamilton Fairfield

LindenwaldRossville

Hudson Main Post OfficeKent Main Post OfficeLorain Annex

Main Post Office Macedonia NorthfieldMcDonald Main Post OfficeMiamisburg Main Post OfficeMunroe Falls Main Post OfficeNiles Main Post OfficeNorth Olmsted Main Post OfficeNorthfield Main Post OfficeOlmstead Falls Main Post OfficeSebring Main Post OfficeSouth Lebanon Main Post OfficeStruthers Main Post OfficeTallmadge Main Post OfficeTerrace Park Main Post OfficeThe Plains Main Post OfficeTiltonsville Main Post OfficeToledo Central Station

Franklin ParkKenwoodManhattan PlazaMidtownOld West EndPoint PlaceReynolds CornersRossfordSouth ToledoStation AWernertWest Toledo

Twinsburg Main Post OfficeWarren Annex

Warren WestWesterville Main Post OfficeWickliffe Main Post OfficeYorkville Main Post OfficeYoungstown Austintown

BoardmanCornersburgMain Post OfficePolandYoungstown North

OklahomaBethany Main Post OfficeCommerce Main Post OfficeEnid Enid Air Force BaseHartshorne Main Post OfficeHealdton Main Post OfficeNorman Norman college drop by city carrierOklahoma City 39th Street

Center City Farley Martin Luther King Jr

237

Midwest City Northwest Shartel

Picher Main Post OfficeTulsa Donaldson

Downtown StationRobert W Jenkins Sheridan

OregonBeaverton Main Post Office

Evergreen Detached Carrier UnitBend Main Post Office Burns Main Post OfficeEugene Main Post OfficeJohn Day Main Post OfficeLake Oswego Lake Grove

Main Post OfficeLakeview Main Post OfficeMyrtle Point Main Post OfficeNewport Main Post OfficePortland Cherry Blossom

CrestonEast PortlandForest ParkHolladay ParkKentonLentsMultnomahOak GrovePark RosePiedmontRose City ParkSellwood Detached Carrier UnitUniversity West Slope

Reedsport Main Post OfficeSalem Main Post Office Collections onlySeaside Main Post OfficeVernonia Main Post Office

PennsylvaniaAbington Main Post OfficeAkron Main Post OfficeAliquippa Main Post Office Allison Park Main Post Office Ambridge Main Post Office Archbald Main Post OfficeArdmore Main Post OfficeBala Cynwyd Main Post OfficeBeaver Falls Main Post Office Bensalem Bensalem/Cornwell Heights

Main Post OfficeBethel Park Main Post Office Brackenridge Main Post Office Braddock Main Post Office Bridgeville Main Post Office Bristol Main Post OfficeBroomall Main Post OfficeBryn Mawr Main Post OfficeBurnham Main Post Office Camp Hill Main Post Office Catasauqua Main Post OfficeChester Main Post OfficeCheswick Main Post Office Clairton Main Post Office Clifton Heights Main Post OfficeCoaldale Main Post OfficeConshohocken Conshohocken Carrier Annex

Main Post OfficeConway Main Post Office Creighton Main Post Office Cresson Main Post OfficeCressona Main Post Office Darby Main Post OfficeDelmont Main Post OfficeDonora Main Post Office Dravosburg Main Post Office Drexel Hill Main Post Office

Pilgrim GardensDuquesne Main Post Office East McKeesport Main Post Office East Petersburg Main Post Office East Pittsburgh East PittsburghElkins Park Main Post OfficeEnola Main Post Office Erie Downtown

South ErieEssington Main Post OfficeExton Main Post OfficeFairchance Main Post OfficeFarrell Main Post OfficeFlourtown Main Post OfficeFolcroft Main Post OfficeFolsom Main Post OfficeFort Washington Main Post OfficeGallitzin Main Post OfficeGirardville Main Post Office Gladwyne Main Post OfficeGlassport Main Post Office Glen Lyon Main Post OfficeGlenolden Main Post OfficeGlenshaw Main Post Office Glenside Main Post OfficeGwynedd Main Post OfficeHarrisburg Keystone

SteeltonUptown

Hatboro Main Post OfficeHatfield Main Post OfficeHaverford Main Post OfficeHavertown Main Post OfficeHerminie Main Post OfficeHighspire Main Post Office Homestead Main Post Office Horsham Main Post OfficeHouston Main Post OfficeHuntingdon Valley Main Post OfficeJenkintown Main Post OfficeJessup Main Post OfficeKulpmont Main Post Office Lafayette Hill Main Post OfficeLandisville Main Post Office Lansdowne Main Post OfficeLansford Main Post OfficeLeetsdale Main Post Office Lemoyne Main Post Office Levittown Main Post OfficeLyndora Main Post OfficeMahanoy City Main Post Office Marcus Hook Main Post OfficeMatamoras Main Post OfficeMcAdoo Main Post OfficeMcKees Rocks Main Post Office McKeesport Main Post Office McSherrystown Main Post Office Media Main Post OfficeMerion Station Main Post OfficeMinnersville Main Post Office

238

Monaca Main Post Office Monessen Main Post Office Monroeville Main Post Office Morrisville Main Post OfficeMorton Main Post OfficeMount Carmel Main Post Office Mount Holly Springs Main Post Office Mount Pocono Main Post OfficeMountville Main Post Office Nanticoke Main Post OfficeNarberth Main Post OfficeNew Philadelphia Main Post Office Newtown Square Main Post OfficeNorristown King of Prussia Annex

Main Post OfficeNorth Versailles Main Post Office Norwood Main Post OfficeOakmont Main Post Office Oreland Main Post OfficePaoli Paoli Carrier Annex

Paoli/BerwynPeckville Main Post OfficePhiladelphia Boulevard

BustletonCheltenhamDavid P RichardsonEast FallsEast GermantownFairmontFoxchaseFrankfordKensingtonKingsessingLoganMain Office - Mid CityManayunkMarket SquareNorth PhiladelphiaOlneyOver BrookPascallPoint BreezeRichmondRoxanne Jones RoxboroughSchuylkill SouthwarkSpring GardenTaconyTorresdaleWest MarketWest ParkWilliam Penn Annex

Pittsburgh AlleghenyArsenalBellevueBlawnoxBloomfieldBrentwoodBrooklineCarsonCastle ShannonCedarhurstCollectionsCraftonEast LibertyEtnaGrant StreetHazelwoodHomewood

KilbuckMc KnightMillvaleMount LebanonMount OliverMount WashingtonOaklandObservatoryPenn HillsPleasant HillsPlumShadysideSharpsburgSouth HillsSquirrel HillSwissvaleUpper Saint ClairWest MifflinWest ViewWilkinsburgWoods RunWoods Run Annex

Plymouth Meeting Main Post OfficePort Carbon Main Post Office Presque Isle Main Post OfficeProspect Park Main Post OfficeReading Downtown

WyomissingRidley Park Main Post OfficeRoyersford Main Post OfficeSaint Clair Main Post Office Scranton DunmoreSharon Main Post OfficeSharon Hill Main Post OfficeShenandoah Main Post Office Shrewsbury Main Post Office Southampton Main Post OfficeSpringdale Main Post Office State College Main Post Office Swarthmore Main Post OfficeSykesville Main Post OfficeTopton Main Post OfficeTremont Main Post Office Trevorton Main Post Office Turtle Creek Main Post Office Upper Darby Main Post OfficeVerona Main Post Office Villanova Main Post OfficeWarminster Main Post OfficeWarrington Main Post OfficeWayne Main Post OfficeWhitehall Main Post Office Willow Grove Main Post OfficeWilmerding Main Post Office Wind Gap Main Post Office Woodlyn Main Post OfficeWyncote Main Post OfficeWynnewood Main Post OfficeYoungwood Main Post Office

Puerto RicoAdjuntas Main Post OfficeAguada Main Post OfficeAguadilla Main Post Office

Ramey/ Parcel PostAguas Buenas Main Post OfficeAibonito Main Post OfficeArecibo Main Post OfficeArroyo Main Post OfficeBarceloneta Main Post Office

239

Barranquitas Main Post OfficeBayamon Main Post Office

Main Post OfficeCabo Rojo Main Post OfficeCaguas Main Post OfficeCamuy Main Post OfficeCanovanas Main Post OfficeCarolina Main Post Office

Roberto ClementeCayey Main Post OfficeCeiba Main Post OfficeCiales Main Post OfficeCidra Main Post OfficeCoamo Main Post OfficeComerio Main Post OfficeCorozal Main Post OfficeCoto Laurel Main Post OfficeDorado Main Post OfficeEnsenada Main Post OfficeFajardo Main Post OfficeFlorida Main Post OfficeGuanica Main Post OfficeGuayanilla Main Post OfficeGuaynabo Main Post OfficeGurabo Main Post OfficeHattillo Main Post OfficeHormigueros Main Post OfficeHumacao Main Post OfficeJayuya Main Post OfficeJuana Diaz Main Post OfficeJuncos Main Post OfficeLajas Main Post OfficeLares Main Post OfficeLas Piedras Main Post OfficeLevittown Main Post OfficeLoiza Main Post OfficeLuquillo Main Post OfficeMaunabo Main Post OfficeMayaguez Main Post Office

Marina StationMercedita Main Post OfficeMoca Main Post OfficeMorovis Main Post OfficeNaguabo Main Post OfficeNaranjito Main Post OfficeOrocovis Main Post OfficePatillas Main Post OfficePenuelas Main Post OfficePonce Atocha

Main Post OfficePuerto Real Main Post OfficeQuebradillas Main Post OfficeRincon Main Post OfficeSabana Grande Main Post OfficeSalinas Main Post OfficeSan Antonio Main Post OfficeSan German Main Post OfficeSan Juan 65th Infantry

Barrio Obrero Bayamon GardensCaparra HeightsCatanoFernandex JuncosGPO Delivery & CollectionsHato ReyLoiza StreetLoiza Street CCUMain Post OfficeMows San JuanOld San Juan

Puerta de TierraRio Piedras

San Lorenzo Main Post OfficeSan Sebastain Main Post OfficeSanta Isabel Main Post OfficeToa Alta Main Post OfficeToa Baja Levittown

Main Post OfficeTrujillo Alto Main Post OfficeUtuado Main Post OfficeVega Alta Main Post OfficeVega Baja Main Post OfficeVieques Main Post OfficeVillalba Main Post OfficeYabucoa Main Post OfficeYauco Main Post Office

Rhode IslandBarrington Main Post OfficeGreenville Main Post OfficeManville Main Post OfficeNewport Broadway

Main Post OfficePawtucket Central Falls

Darlington Lincoln Main Post Office

Providence AnnexCorliss Park St-CenterdaleCorliss Park St-East SideCorliss Park St-GPO-4Corliss Park St-Special DeliveryEast Bay St-East ProvidenceEast Bay St-RiversideEast Bay St-RumfordElmwood St-CranstonElmwood St-EdgewoodGarden CityNorth StationOlneyville

Wakefield KingstonWarwick Main Post Office

Pilgrim CarriersWest Warwick Main Post OfficeWoonsocket Main Post Office

South CarolinaCharleston Cross Country Branch - AFB

East BayClemson Main Post Office

Clemson University—CollectionColumbia Dutch Fork

EdgewoodFive Points AnnexForest AcresMain Post Office

Isle of Palms Isle of PalmsJoanna Main Post OfficeMauldin Main Post OfficeMyrtle Beach Live OakNew Ellenton Main Post OfficePort Royal Main Post OfficeSumter Shaw Air Force Base

South DakotaDeadwood Main Post OfficeLead Main Post OfficeLemmon Main Post OfficePierre Main Post Office

240

TennesseeAlcoa Main Post OfficeChattanooga Brainerd

DowntownEast ChattanoogaEast LakeEast RidgeEastgateHighland ParkRed Bank

Knoxville Downtown KnoxvilleNorth Station

Madison Main Post OfficeBinghamton/HollywoodCrosstown Carrier AnnexDesoto Carrier AnnexEast/Lamar Carrier AnnexFront StreetHighland HeightsHoliday CityMendenhallNorth MemphisWhiteWhitehaven

Nashville AcklenArcadeBelle MeadeChurch StreetDonelsonEast NashvilleGlenviewGreen HillsJere BaxterMelroseNortheastSouth Nashville Woodbine

Oakridge Main Post Office

TexasAddison Main Post OfficeAlpine Main Post OfficeAndrews Main Post OfficeArlington Main Post Office

OakwoodWatson Community

Austin BalconesCentral ParkDowntownEast AustinNorth AustinNorthcrossNortheast AustinSouth CongressSoutheastUniversity

Beaumont General Mail FacilityBedford Main Post OfficeBellaire Main Post OfficeBig Lake Main Post OfficeBorger Main Post OfficeBridge City Main Post OfficeCanadian Main Post OfficeCarrizo Springs Main Post OfficeCarrollton Main Post OfficeChannelview Main Post OfficeClute Main Post OfficeCorpus Christi Downtown

Lamar

Roy MillerSix PointsStonewall

Cotulla Main Post OfficeCrane Main Post OfficeCrystal City Main Post OfficeDalhart Main Post OfficeDallas Airlawn

BrookhollowDowntownDr Caesar A W Clark SrFarmers BranchHamilton Park/ Price InwoodJuanita CraftLake HighlandsLakewoodMedranoNorthavenNorthwestOaklawnParkdalePleasant GrovePrestonRichlandRobert E PriceSpring ValleyStation AUniversity VickeryWhite Rock

Deer Park Main Post OfficeDel Rio Main Post OfficeDenver City Main Post OfficeDimmitt Main Post OfficeDumas Main Post OfficeDuncanville Main Post OfficeEagle Pass Main Post OfficeEl Paso Downtown

Five PointsFort Bliss BranchMesa HillsNorthgatePebble HillsRanchlandSummit HeightsSunriseWashington ParkYsleta

Fort Hood Main Post OfficeFort Worth Downtown

Eighth AvenueHaltom CityOaksPolytechnicRidgleaRiversideStockyardsTrinity River

Friendswood Main Post OfficeFriona Main Post OfficeGalena Park Main Post OfficeGalveston Bob Lyons

Main Post OfficeGarland Kingsley

Main Post OfficeNorth GarlandSouth Garland

Grand Prairie Main Post OfficeGroves Main Post Office

241

Hebbronville Main Post OfficeHidalgo Main Post OfficeHighlands Main Post OfficeHouston Albert Thomas

Anson Jones Ashford West Astrodome Beechnut Cornerstone De Moss Debora Sue Shatz Denver Harbor East HoustonEastwood Fleetwood Foster Place Genoa Granville Elder Greenbriar Irvington Jensen John Dunlap Julius MelcherLong Point Martin Luther King Medical Center Memorial Park Nassau BayNorth Shepherd Oak Forest Park Place Rich Hill River Oaks Roy Royal Sage Sam Houston South Post Oak Southmore T W House University Westbrae Westbury William Rice Windmill

Irving DowntownValley Ranch

Junction Main Post OfficeKaty Katy Annex

Main Post OfficeKeene Main Post OfficeKermit Main Post OfficeLa Marque Main Post OfficeLake Jackson Main Post OfficeLaredo DowntownLlano Main Post OfficeLubbock MontereyMonahans Main Post OfficePasadena D L Atkinson

Main Post OfficePearsall Main Post OfficePecos Main Post OfficePlano Coit StationPort Isabel Port IsabelPort Neches Main Post OfficeRichardson HuffhinesRockport Main Post OfficeSan Antonio Airmail Facility/Wainwright

Alamo HeightsArsenalBeacon Hill

Cedar ElmCresthavenDowntownFort Sam HoustonHackberryLaurel HeightsLockhillLos JardineresNimitzNorth BroadwaySernaSouth Texas Medical CenterThousand OaksUniversity ParkValley Hi

San Diego Main Post OfficeSeminole Main Post OfficeSonora Main Post OfficeSouth Houston Main Post OfficeSouth Padre Island Main Post OfficeSpearman Main Post OfficeSpring Main Post Office

Panther CreekWoodlands

Stafford Main Post OfficeUniversal City Main Post OfficeUvalde Main Post OfficeWaco WestviewWebster Main Post OfficeZapata Main Post Office

UtahBingham Canyon Main Post OfficeBlanding Main Post OfficeBountiful Main Post OfficeClearfield Clearfield (Hill AFB)Dugway Main Post OfficeEphraim Main Post OfficeHurricane Main Post OfficeHyrum Main Post OfficeKanab Main Post OfficeLogan Logan NorthsideMagna Main Post OfficeManti Main Post OfficeMidvale Main Post OfficeMoab Main Post OfficeMount Pleasant Main Post OfficeNephi Main Post OfficeOgden Mount OgdenOrem Main Post Office

Mountain ShadowsProvo East BaySalt Lake City “Collections only, no delivery”

CottonwoodCuster AnnexDowntownFoothillHollidayMillcreekMurrayNorthwestSouth Salt LakeSugarhouse

Salina Main Post Office

VirginiaAlexandria Belleview

CommunityEngleside

242

Alexandria Cont. FranconiaJefferson ManorKingstowneLincolniaMain Post OfficeMemorial AnnexPark FairfaxTrade Center

Annandale Main Post OfficeAppalachia Main Post OfficeArlington Buckingham

EadsForte Myer (del out of 22201)Main Post OfficeNorth Preston KingRosslynShirlington AnnexSouth

Chesapeake Indian RiverSouth Norfolk

Collinsville CollinsvilleFairfax TurnpikeFalls Church Baileys

Main Post OfficeMosby

Fort Belvoir Fort BelvoirHampton Langley AFB

Main Post OfficePhoebusPoquoson

McLean McLeanNewport News Denbigh

Fort EustisHidenwoodMain Post OfficeParkviewPatrick HenryWarwick

Norfolk Berkley DebreeLafayetteLC Page (Naval Amphibian Base)MilanNorviewOcean ViewPaigeWrightThomas Corner

Portsmouth ChurchlandMain Post Office

Quantico QuanticoReston Main Post OfficeRichlands Main Post OfficeRichmond Ampthill

Bon AirStewartBellevueCapitalEast EndForest HillLakesideNorthsidePocoshock CreekRegencySaundersSouthsideWest EndWesthampton

Roanoke Grandin

MelroseSpringfield Burke

Main Post OfficeNorth Springfield West Springfield

Suffolk DriverVirginia Beach Acredale Annex

BaysideLondon BridgeLynnhavenSeapinesWitchduck

Wallops Island Main Post OfficeWoodbridge Dale City

Main Post Office

Virgin IslandsSaint Thomas Charlotte Amaile

VermontBellows Falls North Walpole New HampshireBurlington North Burlington

Pine Street South Burlington Winooski

WashingtonAuburn Federal Way

Twin LakesBellevue Crossroads

MidlakesBellingham Main Post OfficeBothell Main Post OfficeCle Elum Main Post OfficeCollege Place Main Post OfficeCoulee Dam Main Post OfficeEdmonds Main Post Office

PerrinvilleFairchild Fairchild Air Force BaseKent Carrier Annex

Main Post OfficeKirkland Main Post OfficeLynnwood Main Post OfficeMercer Island Main Post OfficeOlympia TumwaterPort Townsend Main Post OfficeRedmond Main Post OfficeRenton Downtown

HighlandMain Post Office

Ritzville Main Post OfficeSeattle Ballard

Bitter LakeBroadwayBurienColumbiaDes MoinesEast UnionGeorgetownInterbayInternationalLake CityMidtown North CityQueen AnneRiverton Heights SkywayTerminal Operations (Collections)Tukwila/Riverton Heights

243

UniversityWallingfordWedgwoodWest SeattleWestwood

Spokane Hays ParkManitoMetro Carrier AnnexRiversideShadle

Tacoma 6th AvenueFort LewisLakewoodLincolnParklandProctorTacoma Central Carrier FacilityTacoma/University PlaceTacoma/Steilacoom

Vancouver DowntownYakima Central

WisconsinBrookfield Main Post OfficeButler Main Post OfficeCudahy Main Post OfficeElm Grove Main Post OfficeGreendale Main Post OfficeHales Corners Main Post OfficeKimberly Main Post OfficeLittle Chute Main Post OfficeMadison Capitol Carrier Annex

HilldaleSouthsideUniversity

Milwaukee Doctor Martin Luther KingHilltopJuneauMid CityNorth MilwaukeeNorth ShorePark LawnShorewoodTeutoniaTuckawayWauwatosaWest AllisWest MilwaukeeWesternBay View/Saint FrancisBradley Carrier AnnexFred JohnGreenfieldHampton

New Berlin Main Post OfficeOak Creek Main Post OfficePort Edwards Main Post OfficeRacine West RacineSouth Milwaukee Main Post Office

West VirginiaBelle Main Post OfficeBenwood Main Post OfficeCharleston Cross Lanes

South CharlestonStonewallVenable

Dunbar Main Post OfficeFollansbee Main Post Office

Gassaway Main Post OfficeGlendale Main Post OfficeHuntington Main Post OfficeLogan Main Post OfficeMadison Main Post OfficeMan Main Post OfficeMcMechan Main Post OfficeMontgomery Main Post OfficeMoorefield Main Post OfficeMorgantown Main Post OfficeMullens Main Post OfficeNewell Main Post OfficeNitro Main Post OfficePaden City Main Post OfficePetersburg Main Post OfficePiedmont PiedmontRainelle Main Post OfficeRichwood Main Post OfficeRomney Main Post OfficeWebster Springs Main Post OfficeWelch Main Post OfficeWhite Sulfur Spring Main Post OfficeWilliamson “Serves S. Williamson, KY”

WyomingCasper Main Post OfficeGillette Main Post OfficeGreybull Main Post OfficeKemmerer Main Post OfficeLander Main Post OfficeLaramie Carrier Annex New Castle Main Post OfficeRawlins Main Post OfficeRock Springs Main Post OfficeThermopolis Main Post Office

244

A

Abolishment of Route, Posting After 41 3O 125-126Accidents

Investigation, Safety and Health Committee 14 8A 62-63Report Form 1769 14 2 58Vehicle Accidents, Notification to NALC 41 3P 126

Appendix A, Night Differential 131Arbitration 15 4 72-77

Administration 15 5 77Arbitrability 15 4A9 74General Provisions 15 4A 72-74Expedited 15 4C 75-76Impasse 30 C 105-106Intervention by Other Parties 15 4A9 74National Level 15 4D 76-77Regular 15 4B 74-75Priority Scheduling

-Layoffs 6 F1 14-Mechanization Changes 4 2 6-Removals 15 4B4 74-Safety and Health 14 2 58

AssignmentBid-See Posting and BiddingCombining Assignments 7 2A 16Cross Craft Assignment 7 2 16Employee Complements 7 3 17Temporary Changes 7 2B-C 16Higher Level Assignments 25 3,4 95-96Ill or Injured-See Light or Limited DutyInvoluntary Assignment to Vacant Positions 41 1A7 117Supervisor, 204B Details 41 1A2 116-117

Auxiliary AssistanceCarrier Auxiliary Control Form 3996 41 3G 124Driveout Reimbursement 41 4 126-128Seasonal Routes 41 3R 126

INDEX

ARTICLE SEC. PAGE(S)

245

B

Bargaining Unit WorkAssignment to Craft 1 5 2-3Subcontracting 32 108Supervisors Performing 1 6 3

Basic Work WeekChanges and Reposting 41 1A 115-117Normal Work Week 8 1,2 17-188

Benefit PlansAutomobile and Homeowners Insurance 17 7D 88Continuation During Layoff 6 E2 14Continuation During Union LWOP 24 1 94Health Benefits 21 1 91-92Injury Compensation 21 4 92-93Life Insurance 21 2 92Retirement 21 3 92Tenant Liability Insurance 17 7D 88

Bidding, See Posting and BiddingBulletin Boards 22 93Bumping

Abolishment of Duty Assignment 41 3O 125-126Prohibited 12 5B3 36

C

Call In Guarantee 8 8 22Carrier Technician

Information on Posting 41 1B4 118Successful Bidder 41 1C4 119

Casual EmployeesExcessing Casuals 12 4D 34-35Exclusion from Agreement 1 2 1-2Holiday Scheduling 11 6B 31Layoffs, Casual Separated 6 B4 10-11

CommitteesCity Delivery 41 5 128-129Human Rights 2 2 4Joint Labor Management, Local 17 5A 85Joint Labor Management, Local Parking 20 3 91Joint Labor Management, Local

Safety and Health 14 4 60-61


INDEX

246

Joint Labor Management, National Uniform Control 26 1 97

Joint Labor Management, Safety 14 3A 58-59Joint Labor Management, Subcontracting 32 2 108Joint Labor Management, Technological

or Mechanization Change 4 2 6Safe Driver 29 102-103

Cost of Living Adjustment 9 3 24Cross Craft Assignment 7 2A-C 16Crossing Lawns 41 3N 125

D

Discrimination 2 1 4Disability

Injury Compensation 21 4 92-93Layoffs, Special Provisions 6 A3 8-10Light Duty 13 50-57Rehabilitation Act 2 1 4Retirement 21 3 92Seniority Provisions, Special 41 2D1 121-122

Discipline ProcedureBasic Principle, Just Cause 16 1 78Discharge 16 5 79Discussion 16 2 78Emergency Procedure 16 7 80-81Indefinite Suspension 16 6 80Letter of Warning 16 3 78Records Retention 16 10 81-82Review of Discipline 16 8 81Suspension of 14 Days or Less 16 4 79Suspension of More Than 14 Days or

Discharge 16 5 79Veteran’s Preference 16 9 81

Driveout Agreements 41 4 126-128Driving Privileges

Initial Issuance 29 103Off-Duty Driving Record 29 103On-Duty Driving Record 29 103State Driver’s License 29 103

Drug Recovery Program 35 112-113Dues Checkoff 17 7A-C 86-88


INDEX

247

E

Employee Assistance Program (EAP) 35 112-113Employee Claims 27 99-100Employees Hiring and Assignment

Full-Time 7 1A1 15Part-Time 7 1A2 15

Employees-Included in Agreement 1 4 2Employees-Excluded in Agreement 1 2 1-2Employees-On Leave With Regard to

Union Business 24 1,2 94-95Employer Claims

Bad Checks 28 1D 101Collection Procedures 28 4A,B 102Damage to USPS Property and Vehicles 28 3 101Loss or Damage of the Mails, Incorrect

Fees Collected 28 2 101Shortage in Fixed Credits 28 1 101

Employer Rights 3 5Energy Shortages 42 129Enter Postal Installations, Rights of

Union Officials 23 94Excessing, See Reassignment/Excessing

F

Facility Exclusions 1 3 2Falsification of Employment Application 12 1B 32Forms

50, Personnel Action 41 2B7 1211187, Dues Withholding 17 7 86-881311, Carrier Transportation Agreement 41 4 1271571, Report of Undeliverable Mail 41 3G 1241723, Notice of Assignment 41 1A2 116-1171769, Accident Report 14 2 583996, Carrier Auxiliary Control 41 3G 124SF 95, Tort Claim 27 100

Full-Time EmployeesCall-In Guarantee 8 8 22

-Outside Regular Schedule 8 8A 22-Non-Scheduled Day 8 8B 22

Definition and Use 7 1A 15

INDEX


248

Normal Work Week 8 2C 18Schedule 8 2 18Service Day 8 2B 18Work Week 8 2C 18

G

Grievance ProcedureDefinition 15 1 65Discussions 16 2 78General Procedures 15 3 70-72

-Informal Step A 15 2 65-66-Formal Step A 15 2 66-68-Step B 15 2 68-69-Interpretive Step 15 2 69-70

GuaranteesFull-Time Employee 8 8 22Part-Time Employee 8 8 22Transitional Workforce 8 8D 22

H

Handbooks and Manuals 19 89-90Health, Benefit Plans 21 91-93Higher Level Assignments 25 95-96Holidays

Christmas 11 4B 31Eligibility 11 2 30Local Implementation 30 B13 104Non-Work Day 11 5 31Observed 11 1 30Part-Time Flexible Employees 11 7 32Pay for Holiday Leave 11 3 30Pay for Holiday Work 11 4 30-31Schedule 11 6 31-32Transitional Workforce Schedule 11 6D 31-32

Hours of WorkExceptions 8 3 18Guarantees 8 8 22Night Shift Differential 8 7 21Overtime Work 8 4 18-19Part-Time Employees 8 3 18

INDEXARTICLE SEC. PAGE(S)

249

INDEX

I

Ill or InjuredAuthority of Installation Head to

Determine Assignments 13 2C 52Eligibility for Reassignment 13 2B1 51Filing Vacancies Due to Reassignment to

Another Craft 13 5 56General Policy on Reassignments 13 4 53-55Local Implementation 13 3A-C 52-53Permanent Reassignments 13 2B 51-52Seniority of Employee Assigned to

Another Craft 13 6 57Temporary Reassignments 13 2A 51

Impasse Arbitration 30 C 105-106Installation

Consolidated-Local Negotiations 30 E 106-Reassignments 12 5C2,3,6 39-40,46-47

Discontinued 12 5C1 37-39New or Future 1 4 2Union Right to Enter 23 93-94

Involuntary Reassignments, See Seniority

J

Job Security 6 7

L

Lawns, Crossing 41 3N 125Layoffs, Reduction in Force 6 7-14Leave-Annual or Sick

Advance Commitments 10 4D 29Attendance at Union Convention 10 3F 28

-Also 24 2A,B,C 94-95-Also 30 B 103

Choice Vacation Period 10 3 27-28During Choice Vacation Period,

Union Officials 10 3F 28Forfeiture, Annual Leave 10 3B 27Jury Duty 10 3F 28


250

LWOP, Leave Without Pay 10 6 29Minimum Charge 10 6 29Pay While on Higher Level Assignment 25 5 96Sick 10 5 29Vacation Planning 10 4 28-29

Light Duty AssignmentsEstablishment Of 13 3A-C 52-53Filling Vacancies Due to Reassignment to

Another Craft 13 5 56General Policy 13 4 53-55Local Negotiations 30 B15-17 104-105Number 13 3C 53Permanent Reassignment 13 2B 51-52Seniority of Employee Assigned to

Another Craft 13 6A,B 57Temporary Reassignment 13 2A 51

Local ImplementationAlleged Violations of Local Agreements 30 D 106Arbitration of Impasses 30 C 105-106New or Consolidated Installations 30 E 106Subjects for Local Negotiations 30 B 103-105

-Application of Seniority 41 2 119-Posting 41 1A 115-116-Length of Posting 41 1B3 118-Report Time Change 41 1A5 117-Reposting Jobs 41 3O 125-126-Scheduled Fixed or Rotating Non-Work Days 41 1A3 117

Locker Inspections 41 3J 124Loss or Damage of the Mails 28 2 101LWOP-Leave Without Pay

For Union Convention 10 3F 28For Union Business 24 2 94-95For Union Business - Seniority 41 2D3 122In Conjunction with AL or SL 10 6 29

M

Management Rights 3 5Maximization

200 Workyear Offices 7 3A 17Auxiliary Routes 7 3D 17

INDEX


251

Minimize and Maximize 7 3B 17PTFS 7 3C 17

Membership Solicitation 31 1 107Memorandums of Understanding and Letter of Intent

Alternate Route Evaluation Process 196Arbitration Task Force 179Article 7, 12 and 13 Cross Craft and Office Size 135Article 7.1 136Article 7.3 136Article 8 150Article 15-Dispute Resolution Process 173Article 15-ELM 436-Back Pay 172Article 15-Intervention Process 178Article 17.7.D Payroll Deduction/Allotment 181Article 19 181Article 32 Committee 191Article 41, Bid Process 195Bargaining Information 190Bereavement Leave 160Centralized Uniform Program 184Customer Connect Program 191Day of Observance 162Deaf and Hard of Hearing 132District Safety Committee Pilot Program 171DPS Work Methods 214Extension of Negotiation Period for Local Implementation 189Fleischli Award Implementation 215FSS Implementation 148FSS Work Methods 149Granting Step Increases 156Interest on Back Pay 172Joint Agreements, 9/17/92 203Joint Safety and Accident Control Teams 170Leave Policy 161Leave Sharing 157Local Implementation 187Maximization, Full Time Flexible 137Maximization, Letter of Intent 138Mutual Exchanges 169Overtime Issues 152Paid Leave and LWOP 161Processing of Grievances 180

INDEX


252

Processing Post-Removal Grievances 180PTF Court Leave 164Reinstatement of Driving Privileges 185Resolution of Issues Left Open by Mittenthal Award 206Return to Duty 159Router, Carrier Craft 195Segmentation 200Sick Leave for Dependent Care 158Special Count and Inspection-City Delivery Routes 197Subcontracting 193Subcontracting MOU Issues 194Subcontracting MOU Letter of Intent 216Subcontracting - List of City Delivery Offices 217Training Committee 198Transfers 166Transitional Employees-Additional Provisions 140Transitional Employees Employment Opportunities 146Transitional Employees (Flat Sequencing System) 147Transitional Employees Part Time Flexible Conversion 144Use of Privately Owned Vehicles 199Work Assignment Overtime 154X-Routes 209

Merit Systems Protection Board 16 5,9 79, 81Mileage Rate 36 2 114Mutual Exchanges 41 2E 122

N

National Joint Labor Management Uniform Control Committee 26 1 97

O

OvertimeAssignments 8 5 19-20Desired List 8 5 19-20Excused Absence 8 5E 20Penalty Pay 8 4C-E 19Pyramiding Pay Rates 8 4F 19Rate 8 4A 18Restrictions 8 5F,G 20-21Schedule Changes 41 1A4 117When Paid 8 4B-E 18-19

INDEX


253

Work 8 4 18-19

P

Parking 20 90-91Part Time Flexible Employee

Definition and Use 7 1A2 15Driveout Reimbursements 41 4.3f 128Excepted 8 3 18Guarantees 8 8 22Holiday Pay 11 7 32Hours of Work 8 2 18Overtime Penalty Pay 8 4E 19Temporary Holddown Jobs 41 2B4 120Work Preference, Over Transitionals 7 1B3 15

Part Time Regular EmployeesAssignment 7 1A2 15Excepted 8 3 18Excessing 12 5B 35-37Scheduling 8 3 18Work Week 8 1 17

Pay RatesChristmas Work and Pay 11 4B 31Holiday Leave Pay Calculation 11 3A 30Holiday Worked Pay Calculation 11 4 30-31Night Differential Calculation 8 7 21Overtime Calculation 8 4A 18Penalty Overtime Calculation 8 4C 19Transitional Workforce 9 7 26Sunday Premium Calculation 8 6 21-22

Payroll Deductions 17 7D 88Performance of Bargaining Unit Work

By Supervisors 1 6 3Offices with Less than 100 Bargaining

Unit Employees 1 6B 3Offices with 100 or More Bargaining

Unit Employees 1 6A 3Posting Principles 12 3 33Posting and Bidding

After Abolishment of Route 41 3O 125Change in Fixed Schedule Non-Work Day 41 1A6 117Change in Starting Time 41 1A5 117Duty Assignments 41 1A 115-117


254

Form 1723, Notice of Assignment 41 1A2 116-117Installation Wide/Sectional Bidding 41 1A3,B2 117-118Method of Posting 41 1B 117-118

-Information of Notices 41 1B4 118-Length of Posting 41 1B3 118-Local Procedures 41 1A3,B2 117-118-Notice of Posting 41 1B1 117-118

-To Employee 41 1B1 117-118-To Union 41 1B1 117-118

-Place of Posting 41 1B1 117-118Multi Craft Position 41 1D 119Physical Requirements 41 1B1 117-118Reversion 41 1A1 115-116Right to Bid on Other Positions 41 1D 119Successful Bidder 41 1C 119Supervisory Detail, 204b 41 1A2 116-117Unassigned Full Time Carriers 41 1A7 117

Preference Eligibles, Discipline Cases 16 9 81Principles of Promotions 33 1 109Privately Owned Vehicles

Letter Carrier Driveout Agreement 41 4 126-128Tort Claims 27 99-100

Probationary Period 12 1A-D 32-33Prohibition of Unilateral Action 5 7

R

Reassignments/ExcessingAdvance Notice 12 4B 34Principles 12 4A-D 34-35Special Provisions and Rules 12 5C 37-50

-Central Mail Processing and/or Delivery Installation 12 5C6 46-47

-Consolidation of an Independent Installation 12 5C2 39-40

-Discontinuance of an Independent Installation 12 5C1 37-39

-Excessing Outside an Installation 12 5C5b 43-46-Excessing Within an Installation 12 5C4 41-Major Metropolitan Area 12 4B 34-National Postal Mail Network 12 4B 34-Reduction of the Number of


255

Employees in an Installation Other Than by Attrition 12 5C5C5 42

-Transfer of a Classified Station or Branch to the Jurisdiction of Another Installation or Made an Independent Installation 12 5C3 40

RepresentationActivities 17 2B 83Appointment of Stewards 17 2 82-83Labor Management Committee Meetings 17 5 85Non-Steward Installations 17 2C 83Payment of Stewards 17 4 84-85Rights of Stewards 17 3 83-84Stewards Duties 17 1 82

Retreat RightsBack to a Section 12 5C4c 41Back to an Installation 12 5C5b 43

S

Safety and HealthCompensation 21 4 92-93Cooperation 14 2 57-58Dog Bites 14 8 62EAP, Role of Safety and Health Committee 35 2 112-113Employee Participation 14 6 61Ergonomics 14 1 57Fingering Mail 41 3I 124Grievances 14 2 57-58Health Services 14 3C 60Investigation Board, Serious or Fatal

Accidents 14 8C 64Lawn Crossing 41 3N 125Publication 52, Hazardous Materials 14 8D 64-65

Salaries and WagesApplication of Rates 9 4 26Basic Annual Salary 9 1 23Cost-of-Living Adjustments 9 3 24-26Granting Step Increases 9 5 26Protected Salary Rates 9 6 26Transitional Employees 9 7 26


INDEX

256

ScheduleFull Time Employees 8 2 18Holiday 11 6 31-32Part Time Employees 8 3 18

-Exceptions 8 3 18Seasonal Route 41 3R 126Seniority

Administration of 41 2C 121Best Qualified, Return From 41 2F 122-123Computation of 41 2A2 119Coverage 41 2A 119-120Definitions 41 2B 120Involuntary Reassignments 41 2G 123Level Change 41 2D5 122Military Service 41 2D2 122Mutual Exchanges 41 2E 122New Period 41 2G 123Opting 41 2B3-5 120OWCP Reinstatement 41 2D 121-122Principles 12 2A,B 33Rehired Employees 12 1D 33Relative Seniority Standing 41 2B6 120-121Resignation, Illness 41 2D 121-122Restoration of Seniority 41 2D 121-122

-Change From Higher to Lower Level Position 41 2D5 122

-Military Service 41 2D2 122-Reinstatement or Reemployment After Separation 41 2D1 121-122

-Service as Union Official 41 2D3 122-Unjustified Separation 41 2D4 122

Seniority Tie Breaker 41 2B7 121Seniority Lists 41 2C 121Transfers 41 2G 123Union LWOP 41 2D3 122Vacation Scheduling 41 2B4 120

Separability and Duration 43 130Stewards

Alternate 17 2A 82Appointment 17 2A-E 82-83Certification 17 2A-E 82-83


257

Chief Steward 17 2A,D 82-83Craft Other Than Own 17 2E 83Determination if a Grievance Exists 17 3 83-84Interrogation by Postal Inspector 17 3 83-84Investigating Grievance 17 1 82Layoffs 6 C4 12Not on Payroll 17 2D 83Payment 17 4 84-85Polygraph Tests 17 3 83-84Rights 17 3 83-84Specific Work Location 17 2A 82Superseniority 17 3 83-84Union Officer as a Steward 17 2B 83

Stools 41 3A 123Strapping Out 41 3I 124Strike, No Strike Provision 18 88-89Studies

Work Measurement and Time Standards 34 B-D 110-111Union Studies 34 I 111-112

SubcontractingAdvance Notification 32 1B 108Evaluation for Need 32 1A 108General Principles 32 1 108Joint Committee 32 2 108

Successful Bidder, Bid Limitation 12 3A 33Sunday Premium Payment 8 6 21Suspensions

Emergency Placement 16 7 80-81Indefinite Suspension 16 6 8014 Days or Less 16 4 79More Than 14 Days or Discharge 16 5 79Review 16 8 81

T

Telephones, Use By Union Representatives 41 3H 124Temporary Vacancies 41 2B 120Transfers

Request for Voluntary Transfers 12 6 50Transitional Workforce

Guarantees 8 8D 22Holiday Schedule 11 6D 31-32

INDEX


258

Hourly Rate 9 7 26Night Shift Differential 8 7 21Number of TEs 7 1B 15PTF Utilization Priority 7 1B 15Uniform Entitlement 26 3 99

Travel 36 113-114

U

Unassigned RegularsDefined 41 1A1 115-116Detail to 204b 41 1A2 116-117How Assigned 41 1A7 117Temporary Vacancies 41 2B3-5 120

Uniforms and Work ClothesAdministration 26 1 97Annual Allowance 26 2A 98Annual Allowance, Newly Eligible

Employees 26 2B 98-99Transitional Employees 26 3 99Wear Out Period 26 1 97

Union Management CooperationData to be Supplied 31 2 107Inspection of Relevant Information 31 3 107Reimbursement of USPS for Information 31 3 107Request for Information 31 3 107Right to Information 31 3 107Solicitation of Employees for Membership 31 1 107

Union OfficialsAnnual Leave During Choice Vacation

Period 24 2B,C 94-95Continuation of Benefits 24 1 94Conventions 24 2 94-95Right to Enter Postal Installations 23 93-94Seniority Upon Return From LWOP 41 2D3 122Sick Leave 24 1 94

Unsafe or Unhealthful ConditionsForms to be Available 14 2 57-58

V


259

Vacant Duty AssignmentPosting 41 1A1 115-116Withholding for Excessed Employees 12 5B2 35-36

Vehicle Operations Maintenance Assistance 41 1D 119

W

Wash-up Time 8 9 22Local Implementation 30 B1 104

WitnessesAt Formal Step A 15 2 67Payment 17 4 84-85

Work Off the Clock 41 3K 125

INDEX


260

NOTES

261

NOTES

262

NOTES

263

NOTES

264

NOTES