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August 18, 2017
 


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President
Nov 25, 2009

 

Hi everyone,

I know this holiday season is going to be "ugly" due to lack of bodies in everyone's work place.  I have put together some information that I hope you will find useful in filing grievances at Step 1 on reversions.  To date I have only received notice of the consideration to revert from two offices.  The business agents have instructed us to sit on those because they were not sent properly.  I anticipate that I will be getting reversion notices soon, as most duty assignments became vacant on October 31.  I wanted everyone to have a good idea of how to argue these cases so we can be effective in fighting against the continued loss of craft work.  I don't consider myself the expert, but I have but some thought into this problem.  I only offer this to you as a frame work for making any arguments you deem appropriate, this is not a mandate.

One thing  that I did forget to mention in the attachments, watch for the inclusion of any injured carriers in LDC 48, operation 742.  This will inflate hours in LDC 48 and that has been one of the arguments around the state used to make adjustments in clerk staffing.

I know this is going to be a tough time to be filing grievances that are as involved as this so I hope the attachments will help.  If you have any problems in meeting time limits for any of the grievances in your area please let me know right away. Together hopefully we can share the load so everyone can enjoy the holidays without feeling overwhelmed or over burdened by their grievance load.

You have all been doing a wonderful job and I wanted to take this opportunity to thank you for sharing your talents as stewards.  I am very fortunate to have an opportunity to work with each and every one of you.  Enjoy your holiday.

Kim


IPWU Reversion Grievance Form

IPWU Reversion Instructions

IPWU Steward Questions for Reversion Grievances

 

January 2009

 

 

 

I am sitting here wondering what to write for my very first article in Solidarity, and all I keep thinking is how did I get here? I remember going to my very first local union meeting 16 years ago, and being afraid to say anything, not knowing my rights as a member. I attended several meetings before I gained the confidence to make any contribution at all. I listened at these meetings and learned what was going on in the local. A year or so passed before I had the courage to ask to become a steward. At the time there were no female stewards, and I felt pressure to do this work well. In order to accomplish this I read; I read a lot, I reviewed grievances, and asked for convention materials. Then I started attending conventions and training seminars.

That is when I first met Bruce Clark. He was chairing the state convention, and I challenged the chair on a parliamentary procedure. My first convention, and I challenged the chair…I thought he would hate me! To the contrary, he came to find me later that evening so that he could introduce himself. In our very first conversation it was very evident that he passionately believed in the power of the union. I was immediately impressed. Through the years we have had lively conversations regarding organizing, one union, and politics. In every conversation it would be hard to miss the power of his conviction. It is even more apparent that he is not afraid to stand up and put himself on the line. I have been watching Bruce and learning from him. It is in many ways because of Bruce that I began to push the boundaries of my own comfort zone. It has been over 6 years ago that I became an area steward for the state, and left the comfort and familiarity of my local environment to learn about issues facing small offices in our state. It was this appointment that profoundly changed my focus regarding the union. Over the years Bruce has been very patient in answering my questions. Through his leadership I have been made aware of my misperceptions and I now have more clarity in my politic and economic thinking.

Meeting Bruce Clark changed my thinking and my life. I know his continued contributions to the union will affect others in a similar way. It is because of him that I am now writing this article. It is now my turn to step up and give back to the union for all that the union has given to me. With his guidance I hope to continue to represent the issues of the state in a positive and progressive way. I have ideas that I hope will empower our members with the information they need to protect our craft work. I am determined to do whatever is necessary to achieve this goal. To Bruce’s credit he has nurtured these feelings in others, and it is my pleasure to be working with these individuals. Lance Coles, Lonnie Matticks, Bill Baumgardner, Jim Spina, Jon Arnold and Chuck Konig have been working for the state for several years on the executive board of the IPWU. New to the executive board will be Dan Skemp as the clerk craft director. I am confident that he and the other craft directors will be a dominating force in representing grievances for the state. In addition I am proud to announce that the state has six area stewards. The following individuals will be the initial contact for asking questions and filing grievances across the state:

 

 

 

 

Lance Coles- South West Area Steward

Don O’Hern- North West Area Steward

Lonnie Matticks- South Central Area Steward

Larry Wegmuller- North Central Area Steward

Sheryl Stagg- South East Area Steward

Ann Denniston- North East Area Steward

 

 

 

 

The state is very lucky to have the breadth of knowledge these individuals bring to their roles for the organization. I am honored to be working with these talented and committed people. I encourage everyone to clip the contact information out of this issue of Solidarity so they will have it for future reference.

 

In remembering how I got to this point, I am at a loss for a means of expressing my thanks to Bruce for everything he has accomplished for the state, and all that I have learned from him personally. It has also left me feeling pressured to prove myself. Once again I am reading, reading a lot and asking questions. I will stay focused on my goals, and hope that this will yield the same caliber of accomplishment that those before me were able to achieve. I am in the process of discovering my place, understanding my responsibilities and uncovering my limitations. I hope that my efforts will inspire others to recognize the full magnitude of the benefits that union membership brings and motivate them to have the courage to stand up and give back.

 

How to run a meeting

Most analysts have concluded that the election of Barack Obama signals that the majority of Americans are ready for a change. The country is facing monumental challenges. The changes will not come easy, hard decisions will need to be made in order to get this country back on track. The challenge is not solely housed in Washington D.C., everyone will need to participate in bringing about the change that is truly needed. The battle ground for the future of this country has just changed to be closer to home; it is going to be waged in State Legislatures, and local government bodies. We need to keep leaders at all levels of government focused on the goals of working people. The election was only the first battle in the economic war between working people and corporations. In this article I want to discuss a few issues that you should know about, become familiar with, and be willing to discuss with friends, co-workers and neighbors. Understanding the issues and letting government leaders know how you think they should vote on the issues is going to be crucial in achieving victory for working families.

In the work place- What can happen when the public’s attention is diverted elsewhere; harmful laws are passed without notice. As a parting shot against workers, the Bush administration passed changes to the FMLA regulations which will go into effect January 16th. These changes make it more difficult to be certified for FMLA protections and provide additional leverage to managers to discourage individuals from exercising their rights under the law. What you need to know in brief:

Categories 2 & 4-

Reduced schedules

5 days to determine eligibility-

Contacting Doctors without permission-

Originally the law makers believed that 2 days was sufficient to determine whether or not the employee was eligible for FMLA. Now the law allows management to delay that decision.Last and worst of all the new law allows managers to contact the employee’s health care provider directly and without permission to obtain clarification or verify authenticity of the certification.
can now be counted against the 12 week FMLA entitlement. If you are restricted to only 8 hours a day, and would have been scheduled to work overtime if not for this restriction, then the overtime hours can now be counted towards your 12 weeks. This effectively limits your entitlement.
Prior to the changes you only needed to be seen by the doctor once and prescribed medication to have a qualifying condition. The new law requires that you be seen by the doctor twice in a 30 day period- the first time within 7 days of becoming incapacitated and the next no later than 30 days of the first day of incapacity. With condition 4 you also need to demonstrate that the condition will require at least two treatments in that year period.

Send an email to the new President to let him know that you support the immediate repeal of these very damaging changes in the law.

Other Legislation

 

All levels of Government

It is important to remember that issue is a huge threat to corporations in this country. It has the potential to impact how profits are distributed, meaning the leaders of these business are likely to have less in their bank accounts. The fight will be ugly. I anticipate that corporate America will go "all in" on this issue. It is also my feeling that the battle will move away from the National stage, where the potential for gaining media attention can be avoided. The battle will be waged in state and local governing bodies. Although postal employees already are organized and represented by a union, it is important to understand that this issue directly affects you as well. In negotiating the salaries and benefits for postal employees, the compensation of private sector employees is used as a comparison to determine whether our compensation is adequate. If the private sector cannot organize and achieve better compensation packages then our compensation package becomes too generous and is subject to cuts. (It can happen, it does happen- look at John Deere workers, and the recent cut for the United Auto Workers. We are not insulated!) By becoming educated and understanding the true importance of this issue, we can prevent big business from distracting our friends and families with false claims. Please go to www.APWU.org , the Secretary/Treasure’s section has additional information and suggestions for becoming involved in the passage of this legislation.

Some say that change is constant. For too long the change has consistently taken away the economic security of American workers. It has been dependent on building false security by distracting the attention of the masses, and preventing any coalition of ideas to form. With the election of Barack Obama it is now evident that success can be achieved through grass roots campaigning. For me it reinforces the idea that average citizens can influence the outcome of elections, and policy. It casts doubt on the unlimited power of the minority simply because they have money. I am hopeful that a change in the economic balance is coming, and Working America, the majority, will once again be recognized and represented by the policies at all levels of government.

Stay informed, and involved! Let your law makers know what is important to you and your family.

- There is a battle looming that all Americans should become educated about, that of the Employees Free Choice Act. This may be the most important decision that any government body will discuss, and it affects everyone who works in this country. For too long there has been an economic imbalance in this country as a result of government de-regulation of corporate activities. This lack of oversight has allowed big businesses to hoard the company’s profits; cut benefits and pensions without notice, and generally avoid compensating employees in a meaningful way for their contributions to the company’s success. These policies have contributed to the current crisis on Wall Street due to the unavailability of consumers to offset poor trading and lending practices with consumer spending-no one has the money! Why? Average workers earnings have not kept pace with the cost of living. This is due largely to the fact that a majority of workers are not represented by a union. Although 60% of Americans have indicated that they would join a union if one was available to them in their work place. This legislation would allow workers to freely discuss and make a choice whether or not they wish to form a union without interference from the employer. Millions of dollars will be spent on campaigns against this legislation. When the balance of power is threatened, that is to be expected. It is my hope that workers will arm themselves with the truth about the benefits of unions; how they have positively affected the earning power of the members they represent, and increasing the tax bases in the communities where they exist. I am hopeful that the activism that was instrumental in electing Barack Obama will continue with this issue so that it is adopted at all levels of government.
- Many employees are not aware that currently two laws exist that reduce retirement benefits for federal employees. These two laws are the Government Pension Offset, (GPO) and the Windfall Elimination Act. Both of these laws penalize federal employees that may be entitled to Social Security benefits or through a spousal entitlement. Currently H.R. 235 has been introduced to repeal these two very damaging, and discriminatory laws. It is critical that the voices of the people be heard on this issue. Please contact your Representatives and Senators and urge their support for this legislation.


Treasurer
May 02, 2017

IOWA MAL LIST

Join the Union - Today!

MAL (Members at Large) Dues are $21.55

 1187 - Join the Union form

Fiduciary Responsibility of Union Officials

IPWU Voucher

Private Sector (MCA) sign-up form - Dues are $9.99 per week.

Private Sector Membership Form 

Travel Report

 IRS Mileage Rates

WASHINGTON — The Internal Revenue Service today issued the 2010 optional standard mileage rates used to calculate the deductible costs of operating an automobile for business, charitable, medical or moving purposes.

Beginning on Jan. 1, 2010, the standard mileage rates for the use of a car (also vans, pickups or panel trucks) will be:

  • .555 cents per mile for business miles driven

 Per Capita Increase

November 1, 2012

Due to the negotiated raise effective 11/17/2012, the Per Capita tax for the IPWU will increase as follows.

Section 1: Dues

A) IPWU per capita tax shall be derived from One Dollar and fifty cents ($1.54) per member, per month. The IPWU per capita tax shall be increased when each negotiated salary increase takes effect by the following formula:

Ten percent (10%) of the dues increase to the locals resulting from a negotiated salary increase (excluding COLA) as published by the APWU.

Accordingly, based on the $.62 dues increase with $.39 going to the locals and $.23 going to the national, the increase to the IPWU Per Capita tax will be 10% of .39 x 26 or $1.01. This number divided by 12 gives a monthly increase of $.08.

The 2013 Per Capita tax will therefore be $1.62 per member per month until the year following another negotiated salary increase.

In Solidarity,

Jon Arnold, Treasurer

Iowa Postal Workers Union

 


Recording Secretary
Nov 06, 2014

2014 State Convention

May 2013

October 2013

April 2012

October 2012

Sept 9, 2011 EX BD

April 29, 2011 EX BD

 Fall 2010 Ex BD

May 2010 Ex Bd

April 2010 State Convention

April 2010 - Ex Bd

October 2009 - Ex Bd 

May  2009 - Ex Bd

October 10, 2008 - Ex Bd.

 April 26, 2008 - Ex Bd.

 April 24, 2008 - Ex Bd.

 September 30, 2007 - Ex Bd.

 April 27, 2007 - Ex Bd.

 November 17, 2006 - Ex Bd

 April 29, 2006 - Ex Bd.

 April 27, 2006 - Ex Bd.

 IPWU Minutes 1998 - 2005

IPWU Minutes 2006 - 2010


Editor
Dec 23, 2009

 Building the Local Union - PPA

No Clue what to do - A new editors guide

Postal Solidarity Paper Schedule 2010

Jan/Feb - January 20th

March - February 20th

April - March 20th

May - April 20th

June - May 20th

July - June 20th

Aug/Sep - August 15th

Oct - September 20th

Nov - October 20th

Dec - November 20th

For more information:

lancecoles@apwuiowa.com

 

If you are aware of a member who is not receiving their union news paper, please let me know

 

 

Over the Coles

 

Above your Pay Grade - Move the Problem July 2009

Is the Union in Financial Trouble? Jan 2009

 Queen of de Station, Fort Dodge Problems, Put the money on the table. Nov 2008

Goodybye Mr. Shipman

Join the Team, NALC Merger, Wall Street and the USPS Dec 2008

Whats Going On? July 2008

 

 

 Over the Coles

By Lance Coles, Editor

The Postal Service is given the ability to behave like a corporation through recent legislation, and that is what they did – and it wasn’t for the betterment of the corporation (USPS)

The USPS corporation is telling their employees that mail volume is down, revenue is down, and overtime will have to be cut as well as jobs, but in the same breath the give 8 of the top postal officials pay raises around 39%.

Sounds just like corporate American. The company is in trouble, so lets reward those that put it there, with mega pay raises and perks.

Just because the new legislation allows the USPS to be more "competitive" and act like a private corporation, doesn’t mean they actually are one. The USPS still belongs to the public, and are part of the federal government.

Now congress, through the Postal Accountability act, has given the USPS board of governors the authority raise the pay of up to 12 USPS workers up to an amount "not to exceed 120 percent of the vice president’s total annual compensation". So they did!

So here is how this works. The districts are told to cut hours, so less mail can be worked, or there are less people at the window to help customers. The top 8 postal managers get massive pay increases – so they can have their pay somewhat competitive with private industry.

See the logic. Cut workers hours. Cut service to the public, and increase pay to a handful of good-ole’boys, so they can hang out with other overpaid CEO’s , and not feel inferior because they are paid less. That’s good business logic.

If these postal managers feel they are underpaid for their work, then they should do what our supervisors and managers tell us, when we bitch about the USPS – they say McDonalds is hiring.

If times are not good for the USPS, the managers responsible for putting it there should not be rewarded for their failures.

If these managers have any morals and dedication to the USPS they would refuse these pay increases, or leave and go work somewhere else where they can be overpaid, like most CEO’s.

This is really a sad day for the American public. They see another rate increase in postage on the horizon, yet the USPS is paying a hand full of managers double digit pay increases, all so these managers can fit in with other overpaid CEO’s.

Some in Washington isn’t listening to the American Public about all this change we want. It’s this kind of blatant division between the haves and have-nots.

At negotiation time, the USPS likes to compare Clerks in the USPS to a sales clerk at a clothing store, and not to the UPS worker. Quit speaking out of both sides of your mouth. If you want to be compared to competitive pay in the private sector, so do we.

I just hope the national officers for the APWU don’t jump on this bandwagon, and think they need a 39% pay raise. They have always argued that they need to be on a level playing field with the PMG – so I can only imagine that this will be on the convention floor this year,

 

 

Employee have thrown a piece of mail at another employee and they were disciplined. Others have done similar and faced the same dilemma – the threat of being fired or facing the inspectors for assault.

Just recently a supervisor threw a Kleenex box at a union steward, and nothing was done.

When asked why he threw the box at the steward the supervisor was reported to have said "Because I wanted to!"

Just another example of the double standards that apply to management.

If a craft employee had thrown this same box of tissues at the same supervisor, the employee would have been removed from the building, placed on emergency placement, issued a removal and face the interrogation of the postal inspectors or inspector generals office.

"Because I wanted to" There are many things that I have wanted to do over the 29 plus years here, but I did not do, for the fact that some insecure, power hungry manager wannabe will propose removal.

It never has been do as I do (supervisors) it has always been do as I say, no matter how stupid it is, or how wrong it is.

This whole – sky is falling mantra – has even taken another step where all it apparently takes to convict someone of a fireable action, it to say so. There is not need for witnesses, not need for evidence, just a statement by one employee, that something inappropriate happened, and the other person is fired.

I think they are trying to incorporate the Patriot Act into the Employee and Labor Relation Manual. So much for civil rights!

Of course if the USPS is able to continue these practices, they won’t have to worry about any early out programs – they will have most of the employees fired!

Queen of Denial –

If you are in the Hawkeye District and have had any thing to do with Family Medical Leave, you have dealt with the Queen of Denial.

Actually there could be two of them, but clearly there is the queen of queens when it comes to denial of FMLA.

The Unions – (NALC, Mailhandlers and APWU) are still fighting all the problems we are having in the district. If you have a problem with FMLA or with one of the coordinators.

 

 

The legislative page will offer you a lot info on legislative issues and stories of national and state interest.

Working Families Tool Kit offers you a lot of really good things. You can make professional flyers on many issues that have your state or local name on it. You have to sign up for this option, but it is easy.

The took kit also offers many other things that are more political, which we can run in our publications and not violate the Hatch Act.

You can also subscribe to Working Families daily Emails. This is a really good source of daily labor information.

The issue is – we have to get active! We can not sit back and blame an outdated law for our inactivity. The law has been changed, and we can now be much more active than in the past. Look for articles from other unions and the AFL-CIO, run them. Once the candidate of choice is selected, then use these other union’s articles to garner support within our own union.

Get out there and be a reporter. Cover an event and write about what went on and what was said – report!

You can to the APWU Legislative web page and find out what you can and can not do under the Hatch Act.

 

Be careful what you say!

By Lance Coles, Editor

     I hate to make any one more paranoid that we all ready are - big brother is watching - but as a postal employee - on or off the clock - you are really restricted on what you can say in public.

     Many of you probably have never had a reason to read section in the Employee and Labor Relations Manual (ELM) on conduct. (660)

Recently an employee in another state attended a public meeting where there was a discussion about the consolidation or moving of a postal facility out of the area. This employee addressed these issues at the meeting, and a few days later they were served notice of removal from the USPS for an obscure section in the ELM.Section 668.22 of the ELM states " Employees in active status will not engage in campaigns for or against changes in mail service. This regulation will not be construed to infringe on the rights to participate in labor organizations."

     Basically what this is saying is that if you attend a meeting - regardless of how large, how public or how well reported, and you stand up - for or against - the USPS proposed changes you are placing your self in a position to be fired.

     Here we are back to being second class citizens - but the fact remains that all it takes is one power hungry, over-zealous supervisor to get you fired for exercising what you thought were your constitutional rights.

If your area or office is facing USPS proposed changes, and you want to make your community and leaders aware, do so on behalf of the union or let your union officials make the media and public comments. It is not a guaranteed - get out of jail free card - but if you truly feel compelled to speak up, let them know you are here as a proud union member of your union and speaking on this issue with permission of the union. ( oh yeah let your local or state union know what you intend to say and to whom.)

This also goes for letters to the editor. If you write one, do so as a union member, with the union permission, or let the union do so.

     It is really unfortunate that many of us do not have the right to speak up on injustice and wrongdoing. It may be that we will have to go through the "whistle blower" protection practice in order to get our voice heard - it's better than being fired!

 

 

 

Use the law and get ACTIVE!

By Lance Coles, Advisor

A few years ago Congress changed the Hatch Act law giving federal employees the ability to be more active in partisan politics.

We have been given more privileges than we had in the past and we need to take advantage of them.

I know you hear this every election year, but this is a very important year for politics. Unions and the working people of America have great opportunity to elect people who are labor friendly and people who will help change laws that will make it easier for union to grow and to bring back the middle class.

Just because the Hatch Act prohibits you from certain activities, it does allow you to do a lot.

One of the easiest ways to get political information into your publications is to cover a story. Go to a rally, a caucus, or primary. Write what the candidate said, or what went on. You are not bound by equal time, so you are not obligated to cover one party equal to another.

You can get articles from your State Federation of Labor or Central Body.

Another great source of information is through the AFL-CIO. Go to www.aflcio.org. Once you are on their web page you have several options, but the two most useful for politics is the Legislative Alerts Center and Working Families Tool Kits.

 

 

 

By Lance Coles, Editor, IPWU

Good Bye Mr. Shipman!

This is something you will probably not see too often – that is a union official praising someone in management.

There are adversaries out there that deserve praise – and have earned respect.

D. James Shipman is one of these people. He was the Manager of Human Resources for the Hawkeye District for many years.

I called him Mr. Shipman out of respect. He never asked for or demanded respect – he just earned it.

I asked him several times if he was ever going to retire – he would always tell me no – because he loved what he was doing. Lung cancer put an end to his desire and his life. Mr. Shipman died May, ??, 2008.

It was probably no surprise to those of us that knew him, that his smoking would play a part in his demise.

Mr. Shipman would walk in to a meeting room, with long lanky strides. No hurry, just confidence in himself, and respect to all in the room.

As a new steward, I thought I knew it all. I took on the best of them – with many ending in a yelling match, often within ear shot of others – i.e. Mr. Shipman.

Mr. Shipman would ask me into his office. He would quietly close the door. Patiently walk back to his flawlessly clean desk and sit down, all while I continued to rant and rave.

He sat back in his chair, and patiently waited for me to finish. He would then tell me his position, where I could find it, and how I was wrong – not just in my argument, but in my presentation.

This happened several time early in my career, and it was probably due to Mr. Shipman that I have lasted here this long.

I only saw him get angry once, and that was when he was trying to convince a postmaster, that he was not obligated to do what I and a grievant were asking for. He lost that argument – but he never lost his temper.

He came a long way from a clerk in Nebraska, through law school, to a manager in the USPS. He was well respected by the Postal Service in that he was often asked to be a part of their contract negotiation team. His decisions and memos, we along reaching and have played a major roll in shaping the union/management climate in the state of Iowa.

He was well respected by union officials from the newest steward to national officers. His opinion was respected, even if you disagreed with it.

There is no doubt that Mr. Shipman played an important part in shaping my life, I have been blessed to know him and even more blessed that I never had to be an arbitration advocate, across the table, from him.

He was dependable, reliable, and a classic – much like his old red Ford truck.

He will be missed, but not forgotten.

Thank you Mr. Shipman for all you have done for all of us.

 

 

 

Hey You Small Office clerks – you may be entitled to level 6

 

By Lance Coles, Editor

If you accept Bulk Mailings in your office, you may be entitled to level 6 pay and a level 6 job should be posted.

According to APWU National Officers, the upgrade of Bulk Mail Clerks to level 6 is applicable to all Sale and Service Associate, Services and Distribution Associates and all Lead Sales and Services Associates.

Effective March 16, 2006, any employee who performs these duties – "accepts, classifies, and computes the chargeable postage on second or third class mail matter or both." - will be performing Level 6 work

According to APWU President Burrus the USPS and APWU have also agreed that the ELM section dealing with "mixed duty assignments" is also applicable. ELM section 233.3 requires that a duty assignment be posted at the higher level when:

    • "when a full-time employee is regularly scheduled every workday " to perform the higher level bulk mail duties, or:
    • "When a full-time employee…performs the work of two separate positions in different grades...on intermittent days…the employee is placed in the position in which more than 50% of the time is spent. If the time is equally divided, the employee is placed in the higher grade position."

 

 

 

 

 

 

 

If the Clerk is accepting bulk mailings on a daily basis, regardless of the amount of time spent daily, the duty assignment should be posted as a newly established Level 6 LSSA.

If the SSA is accepting bulk mailings intermittently but at least 20 hours per week, the duty assignment should also be posted as a newly established Level 6 LSSA.

If the SSA is accepting bulk mailings intermittently but less than 20 hours per week, they should be paid higher level pay for time actually spent on the bulk mailings.

 

 

 

 

 

 

 

The clerks that qualify for this Level 6 position, or act as relief for this position are also entitled to the official two-week training program in Norman Oklahoma. Employees not working or relieving in a Bulk Mail Acceptance Unit, but are performing those duties 20 hours or more per week must also attend the official training program.

Those that work bulk mail less than 20 hours per week will receive the 8 full hours of training in the Business Mail Acceptance Training for Associate Offices Course 23201-09

If you believe the work you are doing in your office meets the criteria for these upgrades, you need to contact the union right away.


Legislative Director
May 01, 2017

COPA

All COPA solicitations, in publications or personal appeals, should be accompanied by a "disclaimer" that gives assurances that all contributions are voluntary and that no favor will be bestowed or withheld as a result of a contribution or the failure to make a contribution. The following language, which is on the APWU COPA contribution form, should be reprinted in any publication or correspondence urging COPA contributions:

Contributions or gifts to COPA are not deductible as charitable contributions for federal income tax purposes. COPA will use the contributions it receives for political purposes, including making contributions to candidates for federal, state, and local offices, and addressing political issues of public importance. Contributions to COPA are voluntary. More or less than the suggested amount may be given, and the amount given or the refusal to give will not benefit or disadvantage the person being solicited. Federal law requires political action committees to report the name, mailing address, occupation, and employer for each individual whose contributions aggregate in excess of $200 in a calendar year.

To Contribute to COPA through PostalEase

1. Dial 1-877-477-3272

2. Press #1 for PostalEase

3. When prompted, enter your employee Identification Number (EIN)

4. When prompted again, enter your USPS PIN number. If you do not know your PIN number, call PostalEasr, 1-877-477-3272, press #1 for PostalEase, when prompted enter your social security number, when prompted for your PIN, pause, thenpress #2, your PIN will be mailed to you.)

5. When prompted choose option #2 (to select payrool allotments)

6. When prompted, choose option #1 (to select the type of allotment)

7. When prompted press #2 to continue.

8. When prompted, press #3 to "add" the allotment.

9. When prompted, add routing number 054001220

10. When prompted, enter the COPA account number 29320001 followed by your social security number (no hyphens; 17 digits total) press #1 if correct.

11. When prompted, press #1 for checking

12. When prompted for the dollar amount enter your choice for a bi-weekly allotment; press #1 if correct.

13. When prompted, press #1 to process; at this point you will be provided with a confirmation number and the start date of the allotment. Record the confirmation number and the start date.

14. Press #1 to repeat or

#9 to end the call


Motor Vehicle
Jan 04, 2009

 

 

Vehicles

 

Subcontracting Practices
Contribute to USPS Woes

(This article first appeared in the January/February 2009 issue of The American Postal Worker magazine.)

We are struck by the sorry condition of the country in general, and the condition of the Postal Service in particular, and we wonder how we ended up in this position.

It is apparent to us that the country got in this predicament because of deregulation of the financial markets, which led to a breakdown of the lines between investment banks and commercial banks, and the issuance of too many loans, which many people are unable to repay due to a decrease in property values or unemployment.

Some of our country’s Fortune 500 companies are implementing massive layoffs, and the collapse of financial markets leaves us unsure whether the $700-billion government bailout will bring us back. Hopefully, it will free up the movement of capital and ease the pressures on stock prices, which have affected everyone. Even if you do not invest in the market, virtually all pension plans are tied to the stock market. This has a severely adverse effect on our economy.

Close to Home

When we look at the USPS and its treatment of Postal Vehicle Service, we see the same sort of phenomena that led to the economic collapse: unregulated practices. In the case of the Motor Vehicle Craft, the unregulated practices involve subcontracting.

The Postal Service is eager to contract out our work whether it will be cost effective or not. As a recent study by the Government Accountability Office (GAO) found, USPS managers cannot demonstrate that they save money through subcontracting.

PS Forms 5505, which are used to make cost-comparisons between PVS and private contractors, do not give an accurate account; they consistently elevate MVS costs. The Postal Service has put the burden of costs that should be placed on the Highway Contract Route ledger on us, which drives up our costs per mile and the cost of MVS Craft work in general. The result is a PVS operation that appears to be very inefficient.

It is amazing that while the USPS has employees who are fairly young and who will be on the rolls for quite some time, management gives away work that these drivers need to remain gainfully employed. Anyone who has had a trucking company or has worked for one realizes that an enterprise can make money only while the trucks “roll.” To park trucks while subcontracting work ultimately renders the operation inefficient and unprofitable. We see it from coast to coast: MVS employees sitting in the swing room and performing no useful function while our trucks are sitting idle in the yard. It’s a waste of money and time.

Needless Ventures

The amount of work that typically is subcontracted out of a Vehicle Maintenance Facility is outrageous. If it did not have such serious implications, it would be laughable. For instance, the Postal Service will pay $300 to $500 to have a contractor tow a large truck, when they have a tow truck on hand and employees on duty to perform this work. (This is true even when relatively short distances are involved.)

But when you are paying that kind of money, it doesn’t matter whether the trucks are far away or nearby, it would still be more cost-effective to have the work done by postal employees. When work is contracted out for $80 to $100 an hour and even higher, it just does not make sense. There are competent MVS employees on site, with trucks available that do not need to be transported.

The problem is not limited to MVS, of course. Mail volume is down, yet the Postal Service continues to push more mail out of the postal system and into private mailing houses. As a result, virtually none of the mail processing facilities are operating anywhere close to full processing capacity. You would think the Postal Service would be trying to make use of its own space, equipment, and personnel instead of shifting the work elsewhere.

You have to wonder what the Postal Service is planning in terms of a long-term strategy: It’s almost like it has a program to make the system so inefficient that Congress will step in, break up the USPS, sell off key parts, and shut down some portions.

Despite the odds, we are actually hopeful about the future, in part because we now have more friends in Congress and, of course, in the White House.

Winds of Disaster

We have passed through another hurricane season and are very fortunate that we only had one major hurricane hit the continental United States in 2008.

The reason we bring this up is that once again we went through the season without the Postal Service officially stating at what point during a high-wind storm it is too dangerous to operate a commercial vehicle.

How hard must the wind be blowing? How high must wind speeds be before it is too dangerous for our drivers to pull an empty 11-ton truck or an empty trailer? Empty trucks and trailers can be flipped over by high winds. It is not a common occurrence, but it is also not a rare occurrence. It is a dangerous situation not just for the driver, but for the public in general.

The Postal Service always claims that safety is its first concern, yet it has not been willing to discuss this issue with the APWU. We plan to press them on this, however, and maybe by next year’s hurricane season we will have some results. Since it is a danger for everybody, we are asking that local MVS employees ask their managers for a standard operating- procedure document on the policies covering postal-vehicle operation in wind storms.

Scanning

It is imperative that we receive credit for all the mail and equipment that we transport, so “scanning” remains a critical issue for the MVS Division. Most of the audits are done electronically, off-site, so it really can be a problem for us when there is no verification on site of our actual loads.

Quite simply, we need to make sure that what we move gets entered into the system. The Postal Service has not responded to our inquiries regarding whether everything is actually being scanned.

This is a serious issue that impacts the fight to keep our work. So we ask again that you please keep pressing your local management on this issue: Make consistent contact with whoever is doing the scanning, and make sure they are doing it with actual site verification, and not from a book, where bar codes represent each truck. Scanning from a book could mean that individual loads would never be verified.

When loads are documented only by the bar codes, it is a type of falsification of postal forms and is a very serious offense as far as the union is concerned. Please be vigilant and assure that everything we pull is scanned into the system so we can receive proper credit.


Support Services (MCA)
Dec 23, 2008

 Lee Gray - leeapwulocal44ssc@gmail.com

Bill Manley -

Bill Manley
Director
Support Services Division

8009-34th Avenue, South
Suite 1250
Bloomington, MN 55425
(952) 854-0093
(952) 854-0268 (FAX)

bmanley@apwu.org

 MCA Dues

Union Dues $9.99 per week. 

Membership Sign-up form.

Support Services APWU - Bill Manley

MCA web page

U. S. Department of Transportation

Federal Motor Carriers Safety Association

Iowa OSHA

Missouri OSHA

Iowa DOT

MIssouri DOT

Iowa Motor Vehicle Division

Missouri Motor Vehicle


Download: HCR Surveys.pdf , HCR Contracts Negotiated.pdf , HCR Screening.pdf

Maintenance
Mar 06, 2009

 

Maintenance Selection System - open season - 2009


Clerk
Jul 24, 2008

Auxiliary
Aug 20, 2009

 

 

Iowa Postal Workers Union Auxiliary Constitution

 

President:

Vice President:

Treasurer:




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APWU FMLA FORMS

WH 380E - Employee serious health condition

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WH 381 - Notice of Eligibility, Rights and Responsibilities

WH 382 - Designation Notice

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Form 1 - Certification by Employee's Health Care Provider for Employee's Serious Illness.

 Form 2 - Health Care Provider Certification of Employee's Family Member Serious Illness.

Form 3 - Certificate by Employee of Qualifying Exigency for Military Family Leave.

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