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LOCAL MEMORANDUM OF
UNDERSTANDING
BETWEEN
UNITED STATES POSTAL SERVICE,
MADISON,
WISCONSIN
AND
AMERICAN POSTAL WORKERS UNION,
MADISON
WISCONSIN AREA
LOCAL
May,
2007
MADISON,
WISCONSIN
LOCAL MEMORANDUM OF UNDERSTANDING
Table of
Contents
1. UNION
RECOGNITION
..3
2. WASH-UP
TIME
.
.3
3. FIXED OR ROTATING DAYS
OFF
.
.3
4. GUIDELINES FOR CURTAILMENT OR TERMINATION OF
POSTAL
OPERATIONS.
3
5.
LEAVE
.
...4
6. HOLIDAY
SCHEDULES
..
..9
7. LIGHT DUTY
ASSIGNMENTS
..
..10
8. IDENTIFICATION OF ASSIGNMENTS
COMPRISING A SECTION WHEN IT IS PROPOSED TO REASSIGN WITHIN AN INSTALLATION,
EMPLOYEES EXCESSED TO THE NEEDS OF
THE
SECTION
..
12
9. PARKING
..
.
.13
10. OVERTIME
LIST
.
.
..13
11. POSTING
.
..
.15
12. SENIORITY
.
..
..
...16
13.
SCHEMES
.
..
.
..
.
...17
14. REPRESENTATION
.
.
.
..
17
15. SEPARABILITY
CLAUSE
..
..
...17
16. TRAINING
..
.
..
..17
17. EXCHANGE
OFINFORMATION
..
.
.17
18. BULLETIN
BOARDS
.
...18
19. ROTATION OF
ASSIGNMENTS
..
..
18
20. UNIFORMS
..
...18
21. RIGHTS
OF UNION OFFICIALS TO ENTER POSTAL INSTALLATIONS
.18
22. MOTOR VEHICLE
UTILIZATION
.......19
23. USE OF
TELEPHONES
19
1. UNION
RECOGNITION
In accordance with Article 1 of the National
Agreement,
the employer recognizes the American Postal
Workers Union, herein stated as
APWU, as the
designated exclusive bargaining representative for
all
employees in the clerk, motor vehicle, and maintenance
craft
bargaining units for which each has been
certified and recognized at the
National level.
2. WASH-UP TIME
Employees of the Motor Vehicle
Maintenance and
Maintenance crafts who work in dirt and grease shall
be
granted necessary wash-up time. All other APWU
Craft employees shall be
granted a reasonable period
of wash-up time after performing dirty work or
working
with toxic materials. Location and work assignment
shall not
be the sole determining factors in granting
wash-up time to any
employees. Wash-up time shall not
be restricted to prior to lunch or
ending of tour.
3. FIXED OR ROTATING DAYS OFF
In each craft, when
positions become vacant or when
additional positions are created, they shall
be on a
fixed schedule. Through mutual agreement, the parties
may
agree to a change for specific positions when the
need
arises.
4. GUIDELINES FOR CURTAILMENT OR TERMINATION OF
POSTAL
OPERATIONS
1. In determining whether emergency local
conditions
exist that may necessitate curtailment of postal
operations,
management shall give consideration to
severe weather conditions, civil
disturbances, actions
of other employers or employees in the area,
and
consider advice of local, county or state police, or
civil defense
authorities. When any emergency weather
alert is received by any system
including warning
sirens, the senior operations official shall be
notified
and has the authority to take appropriate
action. Management shall
notify employees at the
earliest possible time of curtailment or
termination
of postal operations by public media such as
television or
radio.
2. Management will designate personnel who will be
responsible
for monitoring the emergency weather
channel and then report severe weather
warnings to the
Manager, Distribution Operations. In the event of
a
Tornado Warning for Dane County, the Manager,
Distribution Operations
(or other immediately
responsible official for facilities outside the
Main
Office) will immediately direct all employees to the
designated
shelter areas and then ensure that all
machinery is turned off.
Employees will return to
their duties at the direction of the
Manager,
Distribution Operations (or other immediately
responsible
official for facilities outside the
Main
Office).
5. LEAVE
1. The choice vacation period shall
begin on the first
Saturday in March and run through the first Friday
in
December.
A. The exception shall be for the following
six-day
operations in the Clerk Craft which will have vacation
weeks that
begin on the first Sunday in March and run
through the first Saturday in
December (in the event
any of the below units cease becoming a six
day
operation they shall revert back to the week beginning
on a Saturday
at that time, unless mutually agreed
otherwise at a labor/management
meeting):
-All Stations, Branches, and Annexes (not
including
MOWU)
-BMEU
2. Vacation boards shall contain
sufficient slots to
ensure that every employee bidding on a board shall
be
able to select their maximum amount of vacation time,
ten (10) or
fifteen (15) days as applicable. The
minimum number employees that
shall be allowed off
during the choice vacation period will be in
accord
with the following percentages:
(The weeks of choice period are
numbered beginning
with the first Saturday in March but shall appear
on
the vacation boards with the actual dates of the week,
except those
identified in 5.1.A which shall begin on
a Sunday and end on a
Saturday.)
Weeks 1-12 Ten (10%) percent
> Weeks 13-26 Thirteen
(13%) percent
Weeks 27-30 Ten (10%) percent
Weeks 31 through the
end of the choice vacation period
shall be at five (5%) percent except the
week of
Thanksgiving and
the week after Thanksgiving
shall be
at thirteen (13%) percent.
A. In computing the minimum number
of employees
permitted annual leave each week of the choice
vacation
period, the applicable percentage figure will
be multiplied by the number of
positions or career
employees, whichever is greater, in each unit.
This
shall be based upon the applicable figure present on
the beginning of
the pay period following the
Thanksgiving Day Holiday. The number
computed for the
October non-choice bid process, referenced in 5.3
below,
will be as of the pay period following the
Labor
Day Holiday. Either total will be rounded to
the next higher
whole number when the resulting
fraction is five tenths (.5) or
higher.
1. On all vacation boards, at least one (1) APWU
represented
employee shall be allowed off on annual
leave during each week of the choice
vacation period.
3. Weeks outside of the choice period, excluding
the
last three (3) full weeks of December through the
first week ending in
January, will be bid during the
first two (2) calendar weeks of
October. Solicitation
for such non-choice bids will be posted on
all
bulletin boards
no later than the Friday following the
Labor
Day holiday and such notice shall advise
employees of the opportunity
for non-choice bids. All
such bids received up through October 14 shall
be
ranked on their respective leave board by seniority
and returned no
later than October 18. Any such
non-choice selection(s) by an employee
will be made in
unit(s) of a week, subject to a maximum of three (3),
and
such choice(s) will reduce the employees
available choices under 5.4.B,
below. There will be
slots equal to three (3%) percent of the employees
in
each unit, subject to a minimum of one (1), made
available for
non-choice bids. Any remaining
non-choice weeks, at the conclusion of
bidding, may be
crossed out.
A. Requests for the period of weeks
inclusive of
Christmas and New
Years shall be given out on a daily
basis by seniority. Request(s) for
that time period
will be made between December 1 and December 7th and
the
request will be returned to the employee by
December 10th. An employee
must have a sufficient
annual leave balance for the requested
day(s).
4. On the first working day after December 1,
management shall
post a notice concerning applications
for vacation, in units of one (1) week,
during the
choice period.
A. Selection for weeks of annual leave
during the
choice period will commence on December 1 and may
continue for
the entire month. No employee will be
denied an opportunity to secure a
vacation slot by the
prior selection of a junior employee. The
vacation
boards should be posted on the first Monday in
January.
Selection shall be made on a duplicate form
3971 and will be returned to the
employee prior to the
posting of the vacation board(s).
B. Employees
will be allowed two (2) selections in
units of either five (5) or ten (10)
working days, as
appropriate, the total not to exceed ten (10) or
fifteen
(15) consecutive days, as appropriate.
5. Vacation boards will be
circulated one (1) time
only.
A. Annual leave selections that have
been canceled or
are unused shall not reduce the number of
employees
allowed off on leave for any given week(s) during the
choice
vacation period.
B. Unselected weeks shall be granted, on a first
come,
first serve basis, to any employee requesting such
leave, within
units, in increments of five (5) days,
provided that the request is made more
than thirty
days (30) days in advance of the dates requested.
C. Any
unused slots during the choice period shall be
used to determine the amount
of individual days of
annual leave that employees will be guaranteed to
have
granted. For each open slot in a week, there will be
five (5)
individual days guaranteed during that week.
Such days shall be requested no
more than thirty (30)
days in advance of the service week of the
day
requested, nor the service day of or service day
preceding the day
requested. Requests over the amount
guaranteed will be granted at the
discretion of
management.
D. Requests shall be on a duplicate form
3971 and must
be returned to the employee by the end of the
employees
second working day after submission (or
prior to the day/time
requested). Requests submitted
shall be ranked and acted on by
seniority, by tour, on
the day submitted. Employees whose request(s)
is
denied shall be listed by seniority, by tour, in order
for the day
submitted. No further annual leave shall
be granted for the day until
those employees
previously denied have been contacted, in order or
listed,
as to whether or not they would like to have
their leave request
reconsidered. Requests not
returned in a timely manner shall be
considered as
approved.
E. Requests submitted the service day of or
service
day preceding the day requested will be acted upon on
a first
come, first serve basis, qualified skills
considered and must be returned no
later that the end
of tour the day the leave is requested or the
time
requested.
Requests not returned in a timely manner shall
be
considered as approved, provided the request was
submitted more than
one (1) hour prior to the end of
the employees tour and the employee works
until the
end of their scheduled tour. All requests submitted
up to
fifteen (15) minutes past the employees regular
scheduled start time will be
considered as being
submitted at the employees regular start time on
that
service day. Requests submitted at the same time
shall be acted
on in seniority order.
6. Employees wishing to cancel leave selections
drawn
must do so in writing at least two (2) weeks before
commencement of
that leave. Failure to do so will
result in the employee taking the
annual leave as
scheduled.
A. Surrendered vacation shall be posted for
bid for a
period of three (3) days and awarded to the
senior
applicant.
B. Selections canceled with less than thirty (30)
days
notice and not bid on during the three (3) day period
shall be made
available to employees for daily
guaranteed days.
C. Nothing in this
selection shall be construed so as
to reduce the number of weekly slots or
guaranteed
days due to the surrendering or canceling of
leave.
7. Employees must have sufficient annual leave
available for
the entire vacation period drawn or
selected under the provisions of Section
4 or Section
5B of this article, in units of one (1) week. If,
after
the leave request is approved, the employees
annual leave balance falls
below the amount needed for
the vacation then the vacation will be canceled
in
units of one (1) week at such time as it is no longer
possible for the
employee to earn sufficient annual
leave to bring the leave balance up to the
required
number of hours, or thirty (30) days prior to the
service week of
the leave, whichever comes first.
If the employee has more than
one week selected and
one week is to be canceled, the employee will
be
allowed to select which week is canceled.
8. The vacation shall
start on the first day of the
employees basic work week. Exceptions may
be granted
by agreement among the employee, the Union
representative, and
the employer. The first day of an
employees basic week is the day
after his/her first
off-duty day.
A. All consideration will be given
to not requiring an
employee to work overtime on the day prior to
his/her
off-day if that employee is scheduled for vacation
leave the
following week.
B. The slot on the vacation board in which
the
employees selection is entered will be the week
(slot) within which
the majority of the employees
basic work week falls. For example an
employee with
service days Tuesday and Wednesday as scheduled off
duty
days shall have their selection recorded in the
week following the start of
their annual leave (Th/Fr
work days in one week and Sa/Su/Mo work days in
the
week recorded as their slot).
1. Part-time flexible schedule
employees shall begin
their week of vacation on Saturday and the week
will
conclude on the following Sunday, except if the
following week
includes a Holiday in which event the
PTF and their supervisor will need to
communicate
regarding the scheduling need and available work hours
for the
PTF in the holiday week.
9. Employees called for or required to attend
jury or
military duties requiring jury or military leave to be
taken,
shall not have their selections charged to
their choice vacation bid nor
against the vacation
board.
A. For employees needing leave to attend
National or
State Union Conventions: On the Main Office
Clerk
vacation boards, five (5) spaces on each tour shall be
reserved for
the State Convention on the dates
supplied by the Madison WI Area Local and
three (3)
spaces on each tour shall be reserved for the
National
Convention on the dates given. On all other APWU
vacation
boards one (1) space shall be reserved for
the National Convention, and one
(1) for the State
Convention. The Union will inform management as
far
in advance as possible of the dates and number of
employees authorized
by the Local to attend as
delegates. Unneeded spaces shall be released
as
either full weeks or guaranteed days as appropriate.
10. For the
purpose of vacation bidding, there shall
be following units appropriate
seniority shall
prevail:
A. Clerk Craft
Full-Time and Part-Time
automation Mail Processing
Clerks (principal assignment area of automation),
by
tour.
Full-Time and Part-Time FSM clerks, by tour.
Full-Time and
Part-Time Parcel Post Distribution
(SPBS) clerks, by tour.
Full-Time and
Part-Time clerks not covered above, by
tour.
Full-Time and Part-Time
Main Office Window Unit and
Monona clerks.
Full-Time and Part-Time Bulk
Mail and Mailing
Requirements clerks, by tour.
Full-Time and Part-Time
ODIS clerks (including
relief), by tour.
Full-Time and Part-Time Address
Management Service
unit clerks.
Full-Time and Part-Time PEDC unit
clerks.
Full-Time and Part-Time Postal Operations
unit
clerks.
Full-Time and Part-Time In-Plant Support
unit
clerks.
Full-Time and Part-Time Quality Control unit clerks,
by
tour.
Full-Time and Part-Time Accountable Paper
unit
clerks.
Full-Time and Part-Time clerks at each
individual
Station, Branch, and Annex.
Full-Time and Part-Time
Clerk/Special Delivery
Messenger clerks, by tour.
Full-Time and
Part-Time Claims and Inquiry,
Procurement and all other
administrative clerks not
covered above.
B. Maintenance
Craft
Electronic Technicians by tour.
MPE Mechanics by tour.
BEMs
by tour
AMTs by tour
Maintenance Support Clerks by
tour.
Maintenance Mechanics PS-06 and Letter Box Mechanics
by
tour
Building Services by tour.
C. Motor Vehicle Craft
Motor
Vehicle Operators and Tractor Trailer
Operators
Automotive Technicians,
Lead Automotive Technicians,
and Garagemen
VMF Office
Personnel
D. Non-Bid Assignments
1. All full-time employees who
hold, or are assigned
to, non-bid assignments due to a job offer,
or
request, pursuant to light/limited duty provisions,
shall be on their
own leave board(s). These board(s)
shall be established by craft and
tour.
Additional units or deletions of units will be subject
to
agreement between the APWU President and the Plant
Manager or
Postmaster.
11. An employee who moves from one unit to another or
from
one tour to another shall carry his/her choice
vacation period to the gaining
unit or tour.
A. Any vacancy created by leaving the bargaining unit
or
leaving the office permanently shall be posted for
three (3) days
bidding. Leave so granted shall be by
seniority starting with seniority
one (1) day junior
to the person who occupied the slot.
12. The
employer and the Union agree that every
consideration shall be given to leave
requests for
dates which are of special importance or interest to
an
employee, based on operational needs. Examples of
such leave would be
marriage of the employee or a
close relative, leave for the birth of a
child,
employees wedding anniversary, or death of a
close
relative.
13. No later than November 1, management
shall
publicize on bulletin boards
or by other appropriate
means, the beginning date of the new leave year
which
shall begin the first day of the first full pay period
of the
calendar year.
14. Requests for sick leave by employees scheduled
for
duty should be made by calling the timekeeper at least
one (1) hour in
advance of scheduled starting time,
except in case of emergency.
Advance reporting to
return to duty status should be made at least one
(1)
hour in advance of scheduled starting time.
A. Requests for sick
leave which are not of an
emergency nature (such as scheduled appointments
with
doctors or dentists) should be made at least two (2)
days in
advance.
6. HOLIDAY SCHEDULES
1. Designated holiday and holiday
scheduling for
qualified employees will be developed in the
following
order and applied by tour:
A. Full-time and part-time
regular employees who have
volunteered to work on their holiday, by
seniority.
B. Full-time and part-time regular employees who
have
volunteered to work their regularly scheduled off-day,
by
seniority.
C. Part-time flexible employees, to the extent
possible,
even if the payment of overtime is required,
by
juniority.
D. Transitional employees, to the extent possible,
even if
overtime is required, by juniority.
E. All casual employees, to the
extent possible, even
if the payment of overtime is
required.
F. Full-time and part-time regular employees who have
not
volunteered to work on their holiday, by
juniority.
G. Full-time and
part-time regular employees who have
not volunteered to work their regularly
scheduled
off-day, by juniority.
2. All non-mail processing (mail
processing being
identified as those pay locations in overtime sections
1
through 6 inclusively of this LMOU) clerk craft
personnel working at the Main
Office, including
relief clerks, may be considered for
holiday
scheduling purposes as available to volunteer for
mail
processing. Such volunteers shall be scheduled, by
seniority,
after all mail processing volunteers. If
they do not volunteer, they
must be scheduled in their
unit. Unit holiday scheduling will take
precedence.
Non-mail processing volunteers must submit their Form
HV to
their unit supervisor at least eight (8) days
prior to the Tuesday holiday
schedule posting date to
be considered for mail processing holiday
scheduling.
The Form HV for the non-mail processing clerk craft
employees
shall also indicate, in addition to that in
6.3, their desire to be
considered for mail processing
holiday scheduling.
A. Full-Time
Regulars will be scheduled within their
unit as close as possible to their
normal bid times,
needs of the service permitting.
3. At least
thirty-five (35) days prior to the Tuesday
holiday scheduling posting day,
management shall post
a notice advising employees of the
forthcoming
holiday. This notice shall include the deadline
for
submission of the locally developed Form HV (which
form shall include
an indication of the employee
volunteering for holiday, designated holiday
and off
day(s) for the three day holiday scheduling period).
Forms HV for
holiday volunteers will be accepted no
earlier than thirty-five (35) days
prior to the
Tuesday holiday scheduling posting day nor later than
1800 on
the Friday preceding the Tuesday holiday
scheduling posting day. The
holiday schedule shall be
posted no later than the middle of the respective
tour
on the Tuesday preceding the service week in which the
first
designated holiday falls.
4. The O.T.D.L. is not to be considered for
advance
holiday scheduling purposes. After proper scheduling
of
employees during the holiday period, if overtime is
needed, then the
appropriate OTDLs are to be utilized
for those employees scheduled for
duty.
5. Employees who have a week(s) of scheduled leave and
a holiday
falls immediately preceding or immediately
following their week(s) of leave,
including their
scheduled off duty days in conjunction with such
leave,
are not available for holiday scheduling unless
such employee has submitted a
Form HV. It is the
employees obligation to confirm their scheduling as
a
volunteer.
A. Employees who are on leave and occupy a leave
slot
for a week in which the holiday falls during their
leave period are
unavailable for any holiday work
scheduling.
7. LIGHT DUTY
ASSIGNMENTS
1. Management agrees to provide temporary or
permanent
light duty assignments for any eligible employee in
the
following crafts: Clerk, Motor Vehicle Operators,
Motor Vehicle Maintenance,
and Maintenance, provided
the employee submits a written request
supported by
the requirement of Article 13 of the
National
Agreement. The needs of the Service and the needs of
the
employee, as outlined by a licensed physician or
licensed chiropractor, will
be reviewed, and whenever
possible, each employee shall continue on
his/her
regular assignment, providing any regularly assigned
member of the
regular work force will not be adversely
affected. All permanent light
duty assignments shall
be at the Main Office.
Temporary and permanent
light duty positions and
assignments shall be consistent with the
employees
physical ability to perform the work as documented by
a
physicians statement.
It is understood that light duty assignments will
not
be issued for a period of more than thirty (30) days
at a time.
An additional medical certificate must be
provided to extend the light duty
assignment.
All permanent light duty assignments to crafts
represented
by the APWU shall be subject of meaningful
discussion between the Union and
management.
Individuals assigned to light duty shall be noted in
the
supervisors light duty book upon the effective
date of each light duty
assignment. An employee is
considered to be on limited duty when he/she
has
physical limitations that have been identified by a
qualified,
treating physician and stem from an
on-the-job injury.
2. Temporary
light duty assignments shall be in the
craft and tour where the employee is
regularly
assigned, whenever possible.
There is no guarantee of eight
(8) hours duty (or
forty (40) hours per week) for those employees who
are
working either temporary or permanent light
duty
assignments.
If, for medical reasons, substantiated by
the
requirement in Article 13 of the National Agreement,
employees in
crafts other than the APWU crafts are
placed in clerical light duty
assignments, they shall
be assigned their normal basic work week on Tours
1
and 3, unless by mutual agreement they may be assigned
on Tour 2.
3. Within the Clerk Craft, duties which can be
considered light duty
shall include manual letter
distribution, telephone answering, record
keeping,
flat sorting operations, hand stamp, facing mail, and
those other
assignments consistent with the medical
documentation on file.
In
Maintenance Craft, duties which can be considered
light duty shall include
light sweeping, telephone
answering, record keeping, storeroom duties, and
those
other assignments consistent with the medial
documentation on
file.
Motor Vehicle Craft, such limited driving assignments
and other
work assignments that are consistent with
the medial documentation on
file.
Clerk/Special Delivery Messenger , such limited
delivery
assignments and other work assignments that
are consistent with the medical
documentation on file.
Management shall notify the APWU when light
duty
assignments, either temporary or permanent, have been
made.
It
is agreed that the installation head or his/her
designed shall consult with
the APWU President prior
to effecting light duty assignments
when:
A. The employee requesting temporary light duty cannot
be
accommodated for a light duty assignment within
his/her normal tour or
working area.
B. Requests for temporary changes in tour
and/or
assignments in hardship cases are submitted. The
nature of
the hardship shall remain confidential.
C. A request for light duty will
require an employee
to transfer across craft lines. The nature of
the
medical request shall remain confidential.
8. IDENTIFICATION OF
ASSIGNMENTS COMPRISING A SECTION
WHEN IT IS PROPOSED TO REASSIGN WITHIN
AN
INSTALLATION, EMPLOYEES EXCESSED TO THE NEEDS OF
THE
SECTION
Tour I = begin tour times between 2000-0399
Tour II =
begin tour times between 0400 1199
Tour III = begin tour times between
1200-1999
The above definition of Tour is used throughout this
LMOU
unless otherwise specifically addressed in an
individual
article/section.
The Main Office Window Unit consists of the
duties
currently performed by employees in pay location 043.
This
definition of the Main Office Window Unit is used
throughout this LMOU unless
otherwise specifically
addressed in an individual
article/section.
1. All clerks by level and tour not identified below
2. Data Collection Technicians by tour
3. Training Technicians by tour
4. FSM clerks by tour
5. Parcel Post Distributor (SPBS) clerks by tour
6. Clerk/Special Delivery Messengers by tour
7. Bulk Mail Clerks by level
and tour
8. Each individual station, branch and annex by craft
and
level
9. Main Office Window Unit by level
10. Administrative Office
Personnel by level and tour
11. Motor Vehicle craft by occupational group and
tour
12. Maintenance craft by occupational group and tour
Changes in
existing sections will be subject to
agreement with the Union
President.
9. PARKING
1. After the need of the
Service, all Main Office
employee parking stalls at rear of building will be
on
first-come, first-serve basis unless restricted by a
posted
sign.
2. At stations and branches outside the Main Office,
when
parking spaces are available for craft employees,
they shall be assigned,
after the needs of the
Service, within the station or branch to all
personnel
on an office-wide seniority basis at the
individual
unit.
3. A Parking Committee shall be established
for
parking considerations at the Main Post Office.
10. OVERTIME
LIST
1. Overtime assignment records shall be made available
to the
President of the APWU or his designee upon
request for grievance
investigations. The record
shall also include those employees who are
excused
from overtime.
2. Management shall provide the employees with
as much
notice as practicable of any overtime. If less than
one (1)
hours notice is given, an employee with a
reasonable excuse should not be
required to work.
3. Overtime Desired Lists (O.T.D.L.) shall
be
established as follows and each O.T.D.L. shall contain
an option for
the employee to indicate their
availability for overtime either before their
regular
schedule, after their regular schedule or on their off
duty
days. These options may be indicated singly or
in any
combination. For options not signed up for,
the employee shall be
considered and treated as a
non-lister. All overtime assignment
provisions and
obligations, including those contained in this section
of
the LMOU, shall be followed:
A. Sections:
1) Clerk Craft
Section
1 102,103,104,140,149,170,189 Tour 1
ODIS/STATS reliefs
Section 2 164,
185, 186
Section 3 202, 203, 204, 249, 270, 289, Tour 2
ODIS/STATS
reliefs
Section 4 285
Section 5 302, 303, 304,340, 349, 370, 389, Tour
3
ODIS/STATS reliefs
Section 6 364, 385, 386
Section 7 400, 501, 601,
602, 701, 801
Section 8 016, 043
Section 9 704
> Section 10 502 by
tour
>
Section 11 702
Section 12 703
> Section 13 002
Each
individual station, annex, and branch, except
Monona Branch. For retail
overtime in Section 8,
window clerks must have a drawer in the unit
where
overtime is needed.
If, after exhausting the appropriate
O.T.D.L.,
additional overtime is needed; such overtime will be
assigned to
another available O.T.D.L. before going
off the list.
2) Maintenance
Craft
By occupational group and tour, and as stated below.
Maintenance
Mechanics, Level 6, shall have OTDLs for
two (2) sections:
a. MM-6s
assigned to Field Maintenance
b. All other MM-6s.
If, after exhausting the
appropriate O.T.D.L.,
additional overtime is needed, the overtime will
be
assigned to another available Maintenance Mechanic,
level 6, O.T.D.L.
before going off the list.
Building Services shall have one O.T.D.L. for
Stations
and Branches and one O.T.D.L. for the Main Office.
Overtime
shall be offered first to those on the
O.T.D.L. in the work location where
the employee(s)
regularly work. Employees on an O.T.D.L. for
Stations
and Branches shall have preference in other Stations
and Branches
prior to selection from the Main Office
O.T.D.L. If, after exhausting
the appropriate
O.T.D.L., additional overtime is needed, the overtime
will
be assigned to another available Building
Services O.T.D.L. before going off
the list.
3) Motor Vehicle Craft
By occupational group and tour except
the Motor
Vehicle Operator and the Tractor Trailer Operator
shall be
combined.
B. Overtime assignments shall be based on qualified
skills
and availability.
C. When an employee bids to a new position,
is
assigned to a position, or is changed from part-time
employee to
full-time, he/she will not be on the
overtime desired list unless, within (7)
days of being
assigned to the new position, a written request is
made by
the employee to the supervisor of the gaining
unit stating which options(s)
of the O.T.D.L. they
desire to be on. Upon request, the employees
name
will be added to those option(s) of the O.T.D.L for
the duration of
that quarter. A request by an
employee to have their name removed from
any or all
options of the O.T.D.L. must be in writing and
submitted to
their immediate supervisor. Requests to
be removed from that option(s)
of the O.T.D.L. are
effective the day after they are submitted.
An
employee who removes their name from any option(s) of
the O.T.D.L. will
not be allowed back on the option(s)
of the O.T.D.L until the next quarters
sign-up
period.
D. Placement of additional units shall be
determined
by mutual agreement between the APWU President and
the
Postmaster and/or Plant Manager on any of the above
items in the
section.
4. Mutual trades between employees will be permitted,
service
conditions permitting.
Management will act timely on trade
requests. They
will be returned within 48 hours of receipt
under
normal circumstances.
11. POSTING
1. When requested,
management will verbally provide a
list of vacant duty assignments.
2.
A. Vacant duty assignments shall be posted not
less than once every
four (4) weeks.
B. All duty assignments which become vacant during
any
given four (4) week period will be posted on the
next
posting.
C. Assignments will be posted for 10 days.
The
posting shall include notice of the date and time
bidding opens and
closes.
D. Assignments will be awarded by posting the notice
of the senior
or successful bidder within ten (10)
days of the closing date of the
posting.
E. Assignments will normally be effective on the first
day
of the next available pay period (with the
exception of December).
F. Bidders who enter a pending qualification status
will be placed as
soon as operationally possible once
they successfully complete their
training.
G. Maintenance and Motor Vehicle Craft bids will be
handled as
they arise and in accordance with the
National Agreement.
3. The Union
shall receive two (2) copies of each
posting of positions represented by the
APWU on the
same day the notice is posted.
4. Any assignment in
which a change in starting time
of more than one (1) hour is made, shall
require that
position to be reposted, except that in the
Maintenance
Craft, a change in starting time of more
than two (2) hours shall require the
position to be
reposted.
A. Management shall give notice to the
President of
the APWU, as far in advance as practicable, of any
change in
a position which effects either days or
hours or upgrading of the
positions(s).
5. Management agrees to be as specific as possible
when
posting positions which include duties in
non-distribution areas.
Examples of non-distribution
duties are:
A. Rake cage
B. Postage
due
C. Driving duties
D. ODIC
E. PSDS
F. Registry
6. When an
entire section, as defined in the
reassignment sections, is moved from one
building to
another, the affected job positions will not have to
be
rebid.
When a part of a section moves from one building to
another
building, then the reassignment provisions
shall apply.
When an
existing position is changed from a one
building location assignment to a
multiple building
location assignment on a continuing basis, thirty
(30)
days or more, this shall cause the position to be
reposted or a new
position established.
When the duties involved in any job assignment
are
changed more than fifty (50) percent, the job shall be
reposted.
When it is determined to add a scheme to a
bid position, the job shall be
reposted if there is no
agreement concerning whether or not to repost
after
consultation with the Union.
7. Employees who are absent on
approved leave, may
request, in writing to the Personnel
Office,
notification of all postings. Employees will also
specify
the beginning and ending dates for this
absence. Copies of such posted
vacancies will be
forwarded to them.
8. Motor Vehicle positions (MVO,
TTO, MVS) shall be
posted once yearly. Postings shall be
posted
sufficiently in advance to assure completion and
assignment of bids
prior to April 15. New assignments
shall begin effective the week of
each change.
9. Maintenance Craft positions shall be posted
for
maintenance personnel and then, if no one is
qualified, career
development office-wide will be
considered.
10. The successful and
qualified bidder must be placed
in the new assignment within fourteen (14)
days
following the determination as qualified. If after
reasonable
attempts have been made to meet the
fourteen (14) day requirements and the
employee has
been determined to be qualified, the employee shall be
placed
in the new position within twenty-one (21)
days.
11. Notification
shall be posted on bid results
following the third (3rd) successful
bid.
12. The Union shall receive, after bidding is
completed, two (2)
copies of the bidding results.
13. When changing jobs from one tour to
another, the
parties agree that the employee will be given
every
consideration.
14. When it is determined to fill a temporarily
vacant
best qualified position for a duration of 90 days or
longer, notice
of such details will be posted for a
minimum of ten (10) days, in all
facilities on the
same bulletin board
where APWU craft vacancy
announcements are displayed. The Standard
Position
Description of the position, beginning date and
anticipated
duration of the detail, application
process and the deadline for submission
of application
shall be included in the posted notice.
12.
SENIORITY
1. Wherever Maintenance Craft determinations within
this
LMOU are based on seniority, the employees
continuous Maintenance Craft
seniority in the craft
and installation shall be the determining
factor.
2. Updated seniority lists shall be posted quarterly
if there
have been changes. Two (2) copies shall
automatically be furnished to
the Union.
13. SCHEMES
1. The changing of scheme assignments
after Scheme
Committee consultation by deleting a scheme shall
not
constitute the necessity for reposting of a position.
2. City
primary schemes shall be posted in the area of
primary cases. Secondary
schemes shall also be
maintained in the same manner.
3. Supervisors
shall rotate clerks on assigned
schemes.
14.
REPRESENTATION
1. Schedule of Labor-Management Meetings. The
parties
to this agreement shall meet at 2:00 p.m. on the first
(1st)
Thursday of each month unless that day is a
legal holiday in which case the
parties will meet on
the second (2nd) Thursday. Meetings may be
jointly
cancelled.
2. Representation at Meetings. The parties to
this
agreement shall be entitled to equal representation at
each
meeting. A maximum of eight (8) representatives
shall be
allowed.
3. Agenda, Items for discussion shall be submitted at
least
two (2) days in advance of the designated date
of the meeting.
Additional items may be discussed by
mutual consent of the parties to this
agreement.
15. SEPARABILITY CLAUSE
1. The local
contract and all of its provisions shall
remain in effect until a new local
agreement is
reached and signed.
16. TRAINING
1.
The APWU shall be provided with copies of all
printed training materials used
in training of new
employees
17. EXCHANGE OF
INFORMAITON
1. Employees may request a personal evaluation
verbally
from their supervisor for their own personal
information.
2. Management
shall provide the Union with two (2)
copies of Postal Bulletins; one (1) copy
of any and
all publications from the Regional, District, Area, or
Local
Level (e.g. Direct Line); one (1) copy of all
Madison installation employee
newsletter (e.g. Plant
Talk, Mad City Communications); two (2) copies
of
Personnel Actions; and two copies of Accessions,
Reassignments, and
Promotion notices.
18. BULLETIN
BOARDS
1. Management will continue to provide bulletin
boards
at each unit and for each craft.
19. ROTATION OF
ASSIGNMENTS
1. Rotation should be considered by Management
when
an employee requests to be changed from assignments
after a two (2)
hour period.
20. UNIFORMS
1. A neat, clean uniform,
appropriate to the season
will be worn by all uniformed employees while on
duty.
2. A uniform tie must be worn when the employee wears
an outer
garment. (Exception rain gear during
summer months.)
3. Those
employees not eligible for uniform allowance,
but who do or could be expected
to appear to the
public during their tour duty, shall appear for duty
in
locally accepted business attire, which shall
include shirt with or without
tie and slacks as
appropriate.
4. A window or office employee who may
be expected to
work with the public should not normally be assigned
to a
position which is considered as dirty work.
A. Window clerks who receive
a uniform allowance shall
wear the appropriate uniform which shall include
a
shirt and tie from October through April. From May
through
September, a uniform sport shirt shall
be
acceptable attire.
B. All employees who serve in the window and do
not
receive a uniform allowance shall wear a clean, neat
sport shirt, with
a collar, which may be open at the
neck, appropriate to normal business
attire (tie not
required).
21. RIGHTS OF UNION OFFICIALS TO
ENTER POSTAL
INSTALLATIONS
1. Duly authorized representatives shall be
those
persons who have been elected or appointed as officers
or stewards
of the APWU, as certified by the Local
President.
2. Notification to
the employer shall be given to that
official in charge of the office,
station, annex, or
branch location which is being
visited.
22. MOTOR VEHICLE UTILIZATION
1. The
employer will make a reasonable effort to
assign the same vehicle to the same
full-time route
each day if operational requirements permit.
Management
may interchange vehicles to equalize
mileage and to reflect the mail volume
for the various
routes. It is the employers intent that vehicles
be
maintained in an acceptable state of cleanliness,
including periodic
washes.
23. USE OF TELEPHONES
1. The use of telephones
will be authorized for Union
officials and stewards for local calls relating
to the
administration of the National Agreement with prior
approval of the
supervisor in charge.
This MEMORANDUM OF UNDERSTANDING is entered into
at
Madison,
Wisconsin, covering all APWU represented
employees of such
installation, between the
representative of the U.S. Postal Service and
the
designated agent of the Union signatory to the
National Agreement,
American Postal Workers Union
(Madison Wisconsin Area Local) pursuant to the
Local
Implementation Provisions of the 2006
National
Agreement.
________________________ ____________________ _
_______
Martin
Mater Wayne McMahon Paul Nistler
President Plant
Manager Postmaster
Madison WI Area Local U.S. Postal Service U.S.
Postal
Service
American Postal Workers Union Madison, WI Madison,
WI