American Postal Workers Union

Madison Wisconsin Area Local

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LOCAL MEMORANDUM OF UNDERSTANDING

BETWEEN

UNITED STATES POSTAL SERVICE,

MADISON, WISCONSIN

AND

AMERICAN POSTAL WORKERS UNION,

MADISON WISCONSIN AREA LOCAL

 

December 2016

 

1.         UNION RECOGNITION

2.         WASH-UP TIME

3.         FIXED OR ROTATING DAYS OFF

4.         GUIDELINES FOR CURTAILMENT OR TERMINATION OF POSTAL OPERATIONS

5.         LEAVE

6.         HOLIDAY SCHEDULES

7 .        LIGHT DUTY ASSIGNMENTS

8.         IDENTIFICATION OF ASSIGNMENTS COMPRISING A SECTION WHEN IT IS PROPOSED

            TO REASSIGN WITHIN AN INSTALLATION, EMPLOYEES EXCESSED TO THE NEEDS

            OF THE SECTION

9.         PARKING

10.        OVERTIME LIST

11.        POSTING

12.        SENIORITY

13.        SCHEMES

14.        REPRESENTATION

15.        SEPARABILITY CLAUSE

16.        TRAINING

17.        EXCHANGE OF INFORMATION

18.        BULLETIN BOARDS

19.        ROTATION OF ASSIGNMENTS

20.        UNIFORMS

21.        RIGHTS OF UNION OFFICIALS TO ENTER POSTAL INSTALLATIONS

22.        MOTOR VEHICLE UTILIZATION

23.        USE OF TELEPHONES

 

            QUESTIONS AND ANSWERS

 

 

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 the 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 of employees that shall be allowed off during the choice vacation period will be in accordance with the following percentages: (The weeks of the 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 fourteen (14) calendar days 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 employee’s 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 Year’s shall be given out on a daily basis by seniority.  Request(s) for that time period will be made between December 1st 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. Within one (1) week prior to November 28th, 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 between November 28th and December 4th, and may continue for the entire month of December.  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 PS 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 cancelled 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 (30) days in advance of the service week 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 PS form 3971.  Requests for a week(s) or individual day(s) of annual leave must be returned to the employee by the end of the employee’s next working day or prior to the date/time requested, whichever comes first.  Requests for guaranteed individual days shall be ranked by seniority, by leave section on the day submitted.  Employees whose request(s) for individual day(s) is denied shall be listed by leave section, by seniority.  No further annual leave shall be granted for that day, for that leave section, until those employees previously denied have been contacted, in order as listed, as to whether or not they would like to have their leave reconsidered.  Requests not returned in a timely manner shall be considered 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 than the end of tour the day the leave is requested or the time requested.

 

Requests not returned in a timely manner shall be considered approved, provided the request was submitted more than one (1) hour prior to the end of the employee’s tour and the employee works until the end of their scheduled tour.  All requests submitted up to fifteen (15) minutes past the employee’s regular scheduled start time will be considered as being submitted at the employee’s 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 a week of annual leave must do so in writing at least fourteen (14) days prior to the Saturday of the week of the leave being cancelled.  Employees wishing to cancel individual days of annual leave must do so in writhing at least five (5) days prior to the start of the day of the leave being cancelled.  Failure to do so will result in the employee taking the annual leave as scheduled.

 

A. Surrendered week(s) of vacation shall be posted for bid for a period of three (3) days and awarded to the senior applicant.  The notification of cancelled leave will be posted the day the leave is surrendered, or as soon as administratively possible, and will remain posted for three (3) full days.

 

B. Weeks of annual leave cancelled 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 cancelling 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 employee’s annual leave balance falls below the amount needed for the vacation, then the vacation will be cancelled 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 cancelled, the employee will be allowed to select which week is cancelled.

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 employee’s 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 employee’s selection is entered will be the week (slot) within which the majority of the employee’s 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 (Thursday/Friday work days in one week and Saturday/Sunday/Monday work days in the work week recorded as their slot).

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 the following units – appropriate seniority shall prevail:

 

A. Clerk Craft

• Full-Time and Part-Time career automation Mail Processing Clerks (principal assignment area of automation), by tour.

• Full-Time and Part-Time career Parcel Post Distribution (SPBS) clerks, by tour.

• Full-Time and Part-Time career clerks not covered above, by tour.

• Full-Time and Part-Time career Main Office Window Unit and Monona clerks.

• Full-Time and Part-Time career Bulk Mail and Mailing Requirements clerks, by tour.

• Full-Time and Part-Time career ODIS clerks (including relief), by tour.

• Full-Time and Part-Time career Address Management Service unit clerks.

• Full-Time and Part-Time career PEDC unit clerks.

• Full-Time and Part-Time career Postal Operations unit clerks.

• Full-Time and Part-Time career In-Plant Support unit clerks.

• Full-Time and Part-Time career clerks at each individual Station, Branch, and Annex.

• Full-Time and Part-Time career 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-07 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) employee 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, employee’s wedding anniversary, or death of a close relative.

 

13. No later than November 1st, 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. The preferred method for employees requesting unscheduled leave will be the toll free absence reporting number for eRMS (1-877-477-3273/TTY 866-833-8777).  In case of an unexpected injury or illness, employees must notify appropriate postal authorities of their illness or injury and expected duration of absence as soon as possible (ELM 513.332) and should call, when possible, at least one (1) hour in advance of scheduled starting time, except in case of emergency.  In the event eRMS is unreachable, employees should call the General Clerk or their immediate Supervisor to report any unscheduled absence.  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 9 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 Thursday preceding the Tuesday holiday scheduling posting day.  The holiday schedule shall be posted no later than the following times:  Tour 1 @ 0200 (Monday night/Tuesday morning); Tour 2 at 1000 (Tuesday); and Tour 3 at 1800 (Tuesday), which is the Tuesday service day preceding the service week in which the first designated holiday falls.  Maintenance for all tours will be posted by 1500 on Monday preceding the service week in which the holiday falls.

4. The OTDL 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 employee’s 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 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.

 

Temporary and permanent light duty positions and assignments shall be consistent with the employee’s physical ability to perform the work as documented by a physician’s 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 Supervisor’s 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 medical documentation on file.

 

Motor Vehicle Craft, such limited driving 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. Parcel Post Distributor (SPBS) clerks by tour.

5. Bulk Mail Clerks by level and tour.

6. Each individual station, branch and annex by craft and level.

7. Main Office Window Unit by level.

8. Administrative Office Personnel by level and tour.

9. Motor Vehicle craft by occupational group and tour.

10. 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 needs 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) hour notice is given, an employee with a reasonable excuse should not be required to work

3. Overtime Desired Lists (OTDLs) shall be established as follows and each OTDL shall contain an option for the employee to indicate their availability for overtime for either before tour, after tour or on their off duty days.  These options may be indicated singularly 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.  Employees already on the Overtime Desired Lists (OTDLs) will be carried forward to the next quarter’s OTDLs unless they notify management they wish to be removed from the OTDLs.

      2.  Clerk Craft

Section 1      102,103,104, 170,189

Section 2      185, 186

Section 3      202, 203, 204, 270, 289

Section 4      285

Section 5      302, 303, 304, 370, 389

Section 6      385, 386

Section 7      149

Section 8      249

Section 9      349

Section 10    400, 501, 601, 602, 701, 801

Section 11    016, 043

Section 12    704

Section 13    502 by tour

Section 14    702

Section 15    703

 

Each individual station, annex, and branch, except Monona Branch, is a separate section.  For retail overtime in Section 11, window clerks must have a drawer in the unit where overtime is needed.

 

If after exhausting the appropriate OTDLs, additional overtime is needed; such overtime will be assigned to another available OTDL before going off the list.

 

3. Maintenance Craft

By occupational group and tour, and as stated below:

Maintenance Mechanics, Level 7, shall have OTDLs for two (2) sections:

a. MM-7s assigned to Field Maintenance

b. All other MM-7s.

If after exhausting the appropriate OTDL, additional overtime is needed, the overtime will be assigned to another available Maintenance Mechanic, level 7, OTDL before going off the list.

 

Building Services shall have one OTDL for Stations and Branches and one OTDL for the Main Office.  Overtime shall be offered first to those on the OTDL in the work location where the employee(s) regularly work.  Employees on an OTDL for Stations and Branches shall have preference in other Stations and Branches prior to selection from the Main Office OTDL.  If, after exhausting the appropriate OTDLs, additional overtime is needed, the overtime will be assigned to another available Building Services OTDL before going off the list.

 

4. 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 seven (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 OTDL they desire to be on.  Upon request, the employee’s name will be added to those option(s) of the OTDL.  A request by an employee to have their name removed from any or all options of the OTDL must be in writing and submitted to their immediate Supervisor.  Requests to be removed from that option(s) of the OTDL are effective the day after they are submitted.  An employee who removes their name from any option(s) of the OTDL will not be allowed back on the option(s) of the OTDL until the next quarter’s 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 forty-eight (48) hours of receipt under normal circumstances.

 

5. Employees working overtime on their off duty day will not be scheduled to BT (begin tour) outside of their tour hours.

 

            Tour 1 2000-0399

            Tour 2 0400-1199

            Tour 3 1200-1999

 

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, per the    schedule provided at the beginning of the year.

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 ten (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 position(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 dues

C. Driving duties

D. ODIS

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, and MVS) shall be posted once yearly.  Postings shall be posted sufficiently in advance to assure completion and assignment of bids prior to April 15th.  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. The Union shall receive, after bidding is completed, two (2) copies of the bidding results.

12. When changing jobs from one tour to another, the parties agree that the employee will be given every consideration.

13. When it is determined to fill a temporarily vacant best qualified position for duration of ninety (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 employee’s 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 one (1) week 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 INFORMATION

 

1. Employees may request, or be given, a personal evaluation verbally from their Supervisor in private for their own personal information.

 

2. Management shall provide the Union, electronically to email address(es) designated by the Union, with copies of Job Postings, Award Announcements, Personnel Actions, Reversion Notices, and Holiday Schedules.

 

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 employer’s 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.

 

  1. Any personal use of a cell phone/cellular device on the work floor is prohibited, without prior approval of management.

 

 

Madison Wisconsin LMOU

Questions and Answers

 

 

Q1. To be considered timely, when must a properly submitted PS form 3971 be returned to an employee requesting leave that falls in the choice vacation period?  This excludes the vacation board circulation in December.

 

A1. If an employee submits a PS form 3971 for a week or a single guaranteed day, it must be returned by the scheduled end tour of his/her next working day.

 

If an employee submits a PS form 3971 for the following day, the PS form 3971 will be returned prior to his/her scheduled end tour that day, providing the PS form 3971 was submitted one (1) hour in advance of his/her scheduled end tour.  This also applies if the employee requests a day or days following a scheduled absence, including off duty days.

 

If an employee submits a PS form 3971 to leave early that day, the PS form 3971 will be returned prior to the time which the employee wishes to leave, providing the PS form 3971 was submitted one (1) hour in advance of when he/she wishes to leave.

 

Q2. When is a PS form 3971 considered properly submitted?

 

A2. PS form 3971(s) should be handed to the employee’s immediate Supervisor or Supervisor/Manager of that department.  If none are available, the PS form 3971 handed to a Supervisor/Manager would be considered properly submitted.

 

Q3. When is annual leave at the discretion of Management?

 

A3. Annual leave is discretionary when the PS form 3971 is submitted the day before, or the same day the leave commences.  Annual leave in excess of guaranteed slots is also discretionary.

 

Q4. Are employees that are on a change of schedule available for overtime?

 

A4. An OTDL employee on a schedule change (PS form 3189) is available for overtime only after all available listers on the OTDL have been utilized.

 

Q5. If an employee on the OTDL is awarded a job, what happens to his/her name on the OTDL?

 

A5. The employee’s name is removed from the OTDL when he/she is awarded a job.  He/she has seven (7) days from the start of the job, to submit in writing, to get back on the OTDL.

 

Q6. What part(s) of the OTDL can an employee sign when submitting a written request within seven (7) days of starting a new job?

 

A6. The employee can only sign up for the same choices he/she was on the OTDL prior to the new job (BT, AT, OD, 10-hr, & 12-hr).  An employee newly transferred or converted to FTR can sign all options.

 

Q7. If an OTDL employee has a week of annual leave, is he/she available for off day overtime?

 

A7. The employee is available to work his/her first off day prior to the week of vacation.  He/she is available to work both off days after the week of vacation provided the employee submitted a signed and dated written request indicating their availability for the overtime.  The written request will be submitted prior to commencement of the vacation.

 

 

 

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 2015 National Agreement.

 

 

 

 

 

 

______________________                _____________________                  __________________

Bret Wersland                                     Gary Kaiser                                         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