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October 20, 2017
 


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About The APWU

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Updated: Oct. 20 (08:03)

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APWU Officers Oath of Office

I, having been duly elected to the office in the ____ of the APWU, AFL-CIO do solemnly pledge to uphold the Constitution and Bylaws of the APWU AFL-CIO, and the (state'Local). I further pledge to perform the duties of my office to the best of my ability. I promise that at the conclusion of my term in office, I will turn over to my successor all books, papers, records and documents that are the property of the APWU. Last, but not least, I promise to purchase only union made aticles whenever available. Failure to perform any of the above will mark me as an indivisual devoid of honor and destitute of integrety.
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Waterloo

Officers and Stewards
Jun 13, 2017

Waterloo Local #451

PO Box 2071

Waterloo, IA 50704

President:  Kimberly Karol
Vice-President/Steward Director: William (Bill) Henriksen
Secretary:  Lisa Henriksen
Treasurer:  Robert (Bob) Dew II
Trustees:  Rodger Rieseck, Jody Anucik, 
Clerk Craft Stewards Tour 1 Ashlee Speakar, Tour 2 Cindy Miller, Tour 3 Sam Nyland, Annex Jody Anucik

Maintenance Steward:  Scott Fields

Kimberly Karol 319-415-2298

Union Office 319-274-2286

apwulocal451@gmail.com


Activities/Events/Meetings
Jan 04, 2009

Local Meetings

11 AM, the 3rd Saturday of the month.

The Meetings are held at The Other Place, 3904 Lafayette Road, Evansdale, IA.

No meetings in the months of August and December

 

Retiree's Get-Together

Mondays at 1 PM

University Ave McDonald's (across from HY-Vee)


Constitution
Dec 02, 2009

LOCAL CONSTITUTION AND BYLAWS

OF THE

APWU LOCAL 451, AFL-CIO

WATERLOO, IOWA

(REVISED 2008)

 

 

 

PREAMBLE

We, the Postal Workers of America, in order to form a more perfect union, establish this Constitution.

We, who come from the diverse crafts, believe that in unity there is strength.

We believe that all postal workers and all members of labor have the right to economic, political and social justice.

That all men and women have the inherent right to earn a living and be justly paid for the services they perform.

That all postal workers have the right to expect to have decent shelter, food and clothing. That they have the right to see that their children have the best of education. The investment of the worker’s lifeblood in giving service gives him/her that right.

We further believe that all men and women are created equal with the right to determine their own destiny and to participate in the forces and events that affect them.

We believe that all postal workers have the right, regardless of race, color, creed, sex, sexual orientation, nationality, handicap, political affiliation, age, or religion to hold their heads high and to have respect for themselves as individuals.

We believe, therefore, that in the spirit of the Declaration of Independence and the U.S. Constitution, all men and women are free and have the right to come together to promote the common cause of all.

We also believe that all members have certain basic rights within our Union and shall be secure in those rights. In order to give life to the Preamble to this Constitution, and to the Constitution itself, the Members’ Bill of Rights has been established.

 

 

 

 

MEMBERS’ BILL OF RIGHTS

1. Every member has the right to be respected as a human being.

2. Every member has the right to be respected as a brother or sister of this Union.

3. Every member has the right to freedom of speech and the right to be heard.

4. Every member has the right to the freedom to listen.

5. Every member has the right to the freedom of the press.

6. Every member has the right to participate in the activities of this Union.

7. Members shall not be denied the right to seek any office or the right to vote in this Union

because of race, color, creed, sex, sexual orientation, nationality, handicap, political

affiliation, age or religion.

8. Every member has the right to support the candidate of his/her choice and to participate in

that right with others.

9. Every member has the right to a fair trial, to be represented by an individual of his or her

choice and to proper appeal procedures.

10. Every member has the right to be secure in his or her basic rights without fear of political,

economic, physical or psychological intimidation.

 

Article One: The Union

Section One: The name of this Union shall be "Waterloo Local #451" and shall be referred to as "Union" hereafter. The Union shall be affiliated with the American Postal Workers Union, AFL-CIO and all other labor organizations as determined by the membership.

Section Two: The Union’s objective and purpose are to unite postal workers into one organization for their social and economic advancement and to aid the improvement of the United States Postal Service.

 

Article Two: Membership

Section One: Full membership in this Union shall be limited to any active or retired dues-paying career Postal employee except those exercising permanent supervision.

Section Two: Limited membership shall be limited to non-dues paying retired career Postal employees.

Section Three: Social membership shall be available to permanent management personnel and full members leaving the USPS. Social members must pay dues, but shall have no right to hold office, be a delegate or vote in matters concerning this Union.

Section Four: All candidates for membership in this Union must be submitted on POD 1187.

Section Five: No eligible member shall be denied membership in this Union because of race, creed, sex, national origin, religion or political beliefs.

 

Article Three: Officers

Section One: The elected officers of this Union shall be President, Vice-President, Stewards Director, Secretary, Treasurer, Editor, and Trustee (3). This order represents the chain of command, with the Trustees in descending order by length of time in position, then by the votes when elected.

Section Two: The Executive Board shall consist of the elected officers. A meeting of the Executive Board shall require a quorum of five.

Section Three: The appointed officers of this Union shall be all Stewards, one of whom shall be designated by the President as Chief Steward and shall act as liaison between the Stewards and the Stewards Director.

 

Article Four: Duties of Officers and Delegates

Section One: Attendance of officers is required at monthly meetings. This shall be waived for the following reasons: (1) Official Union business, (2) Official USPS business, (3) Family emergency, (4) Military duty. Two or more unexcused absences in a calendar quarter shall result in forfeiture of that quarter’s salary.

Section Two: The President shall preside at all meetings, appoint all committee and committee chairpersons except the Election Committee, appoint all stewards and be responsible for their training, submit an article for each issue of the paper, and assign other duties to officers as necessary. S/he shall be a delegate to State and National Conventions and all other special meetings with funding as outlined under "Funds of the Union" below.

Section Three: The Vice-President shall perform the duties of President in the President’s absence, shall perform the duties of Hospital Plan and OWCP Representative and submit an article for each issue of the paper.

Section Four: The Stewards Director, as normal Step 2 designee, shall be responsible for the overall welfare, working conditions, grievances, safety and health of members in this Union, shall assist stewards in their duties and shall submit an article for each issue of the paper.

Section Five: The Secretary shall record minutes and attendance of each meeting in a bound book and submit these minutes to be published in the paper.

Section Six: The Treasurer shall keep records of funds and expenses of this Union in a bound book and submit financial reports to be published in the paper.

Section Seven: The Editor shall publish the paper at least ten months each year with complete editorial control; be a member of the APWU National Postal Press Association, with annual dues to be paid by the Union; be a delegate to the National Editor’s Conference with funding as outlined in "Funds of the Union" below; and display proper disclaimer advising the reader that the articles published in the newsletter are the opinion of the writer and not necessarily that of the Editor or the Union.

Section Eight: The Trustees shall have custody of all Union property and shall examine the condition of the Union, including but not limited to, a semi-annual audit and report of Union funds.

Section Nine: Delegates shall be selected and have duties as listed and as follows: Other delegates shall be elected at a regular meeting for which advance notice has been given. All delegates shall be required to present a timely report to a general meeting following their attendance as delegate.

 

Article Five: Nominations and Elections

Section One: Candidate eligibility shall be limited to any member in good standing who is eligible as defined in Article 10, Section 12 of the APWU Constitution and By-Laws. Upon nomination, the candidate shall certify that s/he meets these requirements. No member will be on the ballot for more than one office.

Section Two: Terms of office will be two years, unless completing an unfinished term. After a general election, duties will be assumed on January 1 with installations at the January or February meeting.

Section Three: Nominations will be accepted at the September and October meetings. Verbal and written nominations shall be accepted and posted on the Union bulletin board and published in the paper.

Section Four: The Election Committee shall consist of five members appointed by the Election Committee Chairperson. Committee members shall not appear on the ballot. The Election Committee shall mail out ballots and count votes, shall ascertain that all by-laws and regulations of the U.S. Department of Labor are followed, and shall post nominations and election results on the Union bulletin board and submit these results to the Editor for publication.

Section Five: General Elections shall be by referendum every two years. Ballots shall be mailed out no later than November 15 and counted after 1000 hours on November 30. Each member in good standing as of November 14 shall receive a ballot. The Treasurer will determine if a member is in good standing and will supply a list of members in good standing to the Election Committee in adequate time. Candidates will appear on the ballot in the order nominated for each office. All ballots shall be mailed to members and shall include a secret envelope in which the member places the complete ballot, and return envelope with member’s name and address label attached to the back side. Upon receipt of the complete ballot, the member’s signature must appear in the upper left hand corner of the outer return envelope. A subcommittee from the election committee shall verify envelopes by comparing to the most recent membership list. The election committee shall open returned envelopes and separate the ballots from the return envelope. The secret ballot will then be opened and counted. The candidate receiving the highest number of votes for each position shall be declared elected. In the case of a tie, a runoff referendum election shall be held.

Section Six: A special election shall be held to fill an office which is vacated before the normal end to term, except in the case of vacancy of the Presidency, in which case the Vice-President shall fill the position until after the next general elections. Nominations for special elections shall be taken at the next general meeting. Notification shall be posted on the bulletin board, and in the paper if time allows. Election of the officer shall be held at the second general meeting after the office is vacated. Voting shall be by paper ballot by those members present at the meeting. The winner shall be the member who receives the highest number of votes.

 

Article Six: Meetings

Section One: General membership meetings shall be required each calendar month except August and December. The date and time of each meeting shall be determined by a majority vote of the Executive Board before the meeting prior to the one being set. In the event the Executive Board has not set the meeting date and time, the meeting shall default to 1100 hours on the third Saturday of the month, unless by a three-fourths majority members at a meeting determine otherwise. Advanced notice of date, time and place of general membership meetings shall be printed in the newsletter and posted.

Section Two: Special meetings may be called by the President or the Trustees or a petition signed by at least twenty members with date, time and place posted on the Union bulletin board. Special meetings shall be limited to one announced subject, with the exception that the members present at a special meeting may consider additional subject(s) by three-fourths majority.

Section Three: A quorum shall consist of ten members who are present within one hour of the scheduled meeting time.

Section Four: Robert’s Rules of Order (Revised) shall govern all things not covered by the Union by-laws.

 

Article Seven: Funds of the Union

Section One: Dues increases shall be determined by membership at a regular meeting with advance notice given. A two-thirds majority of eligible voting members present at the meeting shall be necessary to pass a dues increase.

Section Two: Bank account(s) shall be established at the direction of the membership. All canceled checks shall be returned to the Union. Two signatures shall be required on all checks with the President, Vice-President and Treasurer authorized.

Section Three: The salaries of the officers shall be paid quarterly in the following amounts: President, $500.00; Vice-President, $125.00; Steward’s Director, $325.00; Secretary, $75.00; Treasurer, $300.00; Editor, $75; and Stewards (but not alternates), $150.00.

Section Four: In addition, the President shall be granted up to forty (40) hours of LWOP per quarter at the hourly rate for arbitration work and other necessary Union business, to be paid upon presentation of documentation. The Editor or officer performing as Editor shall receive $40 per issue published, paid quarterly. Any officer incurring lost leave due to being in an LWOP status solely for the performance of union duties and/or responsibilities shall be re-imbursed for said lost leave at his/her normal USPS hourly rate.

Section Five: No officer shall receive more than one salary for performing the duties of two or more officers. The highest or higher of the salaries shall be paid.

Section Six: Delegate expenses shall be determined by the membership at a regular meeting. Reimbursement shall not be made without a receipt, though advance checks may be paid to delegates.

 

Article Eight: Amendments

Section One: Proposal amendments, signed by at least ten members, shall be submitted in writing to the Secretary and shall be read at the next general meeting. The amendment(s) shall then be posted on the Union board and published in the paper to be acted upon at the following general meeting, with a two-thirds majority of eligible members at the meeting necessary for adoption.

Section Two: Adopted amendments shall stand immediately unless specified otherwise within.

 

Article Nine: Recall

A petition for recall may be filed by the signature of at least ten members who have sufficient proof that an officer of this Union has acted dishonestly or otherwise detrimentally to the interests of this Union. The charges shall be submitted in duplicate with the petition for recall to an elected officer. The Executive Board shall send one copy of the charges to the officer being charged. Fifteen days shall be allowed the officer to reply to the charge in writing. After the fifteen day period, the Executive Board shall call a special meeting to be held within the next fifteen days for the purpose of reading the charges and the reply, and for discussion of these only. Within five days following the special meeting, the Executive Board shall mail to each member a copy of the special meeting minutes and a referendum ballot as prescribed for a general election. Ballots shall be counted after 1000 hours on the fifteenth day after the special meeting. A two-thirds majority of the votes cast shall be required to recall the officer.

 

Article Ten: Deaths of Members

In the event of the death of any member of this Union, the President or her/his designee shall present to the member’s family a suitable arrangement of flowers, or a Holy Bible or other book of the member’s religion in the name of the Union. A special committee of members shall be named by the President to assist the deceased member’s family, if the family desires such help.

 

 

 


 

Cornerstone Newsletter
Jun 14, 2010

 2008

Jan   Feb   March   April  May  July   Aug   Sept   Oct   Nov

2007

Jan      Feb  March  April  May   June   July  Sept  Oct   Nov

2006

Jan    Feb    March    April   May    June     July     Sept    Oct   Nov   Dec

2005

Jan     Feb   March    April    May    June    July    Sept   Oct  Nov    Dec

2004

Jan    Feb    March   April    May    June    July   Sept   Oct   Nov   Dec

2003

July   Sept   Oct    Nov


Local Memorandum of Understanding
Oct 14, 2008

Waterloo Local Memorandum of Understanding (LMOU)

 

MEMORANDUM OF UNDERSTANDING BETWEEN

 

AMERICAN POSTAL WORKERS UNION, AFL-CIO

 

AND

 

UNITED STATES POSTAL SERVICE

WATERLOO, IA 50701

 

2006-2010

 

 

 

THIS MEMORANDUM OF UNDERSTANDING IS ENTERED INTO ON THE DATE OF SIGNING BELOW, AT WATERLOO, IOWA, BETWEEN THE REPRESENTATIVE OF THE UNITED STATES POSTAL SERVICE AND THE DESIGNATED AGENT OF AMERICAN POSTAL WORKERS UNION, AFL-CIO, LOCAL 451, PURSUANT TO THE LOCAL IMPLEMENTATION PROVISIONS OF THE 2006 NATIONAL AGREEMENT.

 

DATE ______________

 

______________________________ ______________________________

FOR THE U. S. POSTAL SERVICE FOR APWU, LOCAL 451

GREGORY J. BARNES, POSTMASTER DWIGHT A. SLAIKEU, PRESIDENT

 

 

Employees who perform dirty work or work with toxic materials shall be granted a reasonable wash-up time. Wash-up time shall be subject to the National Agreement.

Career employees will have consecutive scheduled days off, unless otherwise agreed to by the parties.

ITEM THREE-GUIDELINES FOR THE CURTAILMENT OR TERMINATION OF POSTAL OPERATIONS TO CONFORM TO ORDERS OF LOCAL AUTHORITIES OR AS LOCAL CONDITIONS WARRANT BECAUSE OF EMERGENCY CONDITIONS

 

 

ITEM THREE-GUIDELINES FOR THE CURTAILMENT OR TERMINATION OF POSTAL OPERATIONS TO CONFORM TO ORDERS OF LOCAL AUTHORITIES OR AS LOCAL CONDITIONS WARRANT BECAUSE OF EMERGENCY CONDITIONS

 

1. The decision for curtailment or termination of Postal Operations to conform to

the orders of local authorities or as local conditions warrant shall be made by the

installation head or designee. The decision shall be based upon information

available and received from local, state, and national authorities. The determination

and consideration shall be given to overall conditions, including, but not limited to:

A) The safety and health of employees.

B) Civil disorders.

C) Acts of God.

D) Official declaration of emergency conditions by city, county, and state authorities.

E) Closing of businesses, industries, and other offices.

F) Curtailment or termination of public transportation due to acts of God.

2. Management shall notify the employees at the earliest possible time of curtailment or

termination of postal operations. Such notification will be by available public media,

such as TV and radio.

3. Local management shall keep local Union up to date on above mentioned items.

 

 

1. Prime Time Bidding

A) Applications for annual leave for the choice vacation (prime time) will commence

on the first Wednesday of March of each year until completed.

B) Seniority will prevail throughout the selection period.

C) Two charts containing the vacation periods will be posted after consultation with

the Local Union President. One chart will be divided into the following vacation

sections: Window (including Evansdale, Washburn, and relief window

assignments), Manual Processors by tours (including Finance, Timekeeping,

Secretary, and VOMA, if occupied by APWU), Automation Letter Processors by

tours, Automation Flat Processors by tours, and Bulk Mail Entry Unit by tours (including a back-up position for each of Tour 2 and Tour 3). The second chart

will be for Maintenance by Occupational Group and Tour. Any annex, station,

etc. will be added appropriately if it becomes applicable.

D) A list for each vacation section will be posted below the vacation chart, divided

into groups of not more than twelve names, for the purpose of designating the date

that each group of employees will begin their vacation bidding. Bidding for all

vacation sections will take place concurrently. Excluding PTFs, bids will be taken using only the current leave balance.

E) Each employee will have seventy-two (72) hours in which to decide and submit

his/her choice of vacation period(s). If, at the end of the 72 hours, a decision has

not been made, the employee name(s) will be moved to the top of the next group

of names in the proper section.

F) At the conclusion of each group’s 72 hours for bidding, a management and union

designee will together post selections on the chart by 10:00 A.M. on the first day

of the next 72 hour bidding period. Bids shall be slotted on the chart to the week having the majority of normally scheduled work days.

G) Employees are expected to use annual leave awarded during the year. However,

they may turn back all, or a portion of, their leave if done no later than the

Tuesday prior to the service week of the beginning of such leave. Leave turned

back with less notice may be granted at the discretion of the supervisor.

Notification of turned back leave is to be made in writing to the employee’s

immediate supervisor. It will be dated, initialed by the supervisor and union

steward, and a copy given to the steward or the employee. Any turned back

vacation, when weeks are filled, will be posted for bid within two (2) days of

receipt, excluding weekends and holidays. This posting will last for three (3)

days. This time may be bid and shall be awarded by seniority consistent with the

limitations set forth in Item Nine.

2. After Prime Time Bidding

A) After the close of the choice vacation selection process outlined above, vacant

slots may be applied for by employees on a first come, first served basis.

1) Applications for a full week will be approved in accordance with the

percentages in Item Nine if received no later than the Tuesday prior to the

service week of the beginning of such leave. This leave may be

turned back, in full, if done no later than the Tuesday prior to the service

week of the beginning of such leave. Turning back less than the full

week and/or turning back leave after said Tuesday may be granted or

disapproved at the discretion of the supervisor.

2) Applications of less than 40 hours will be approved at 20% if received no later

than the Tuesday prior to the service week of the beginning of such leave.

This 20% will be based on the Regular employees scheduled per day per

section per tour. The 20% will include extended: LWOP, Sick Leave, Military

Leave and Union Leave. ("Extended" is defined as scheduled leave of 40 or

more hours.) When calculating annual leave percentage requirements, any

fraction of .50 or more will be rounded to the next higher number. Any

fraction less than .50 will be rounded to the next lower number, but never less

than one.

3. Holiday Bidding

    1. Applications for annual leave for Thanksgiving and Christmas/New Year’s Holiday periods will be accepted for ten (10) days beginning September 15. Notice will be posted by all appropriate time clocks. Partial day applications will not be accepted as a part of the holiday bidding process. Seniority will prevail throughout this process. Management and Union designees will post results as soon as possible after September 25. Turned back leave for these day(s) will be awarded to the next senior bidder so long as turned back prior to the posting of the holiday schedule.
    2. These holiday periods will be defined as:

      Thanksgiving-Tour 2 on the Wednesday before Thanksgiving through Tour 1 on the Monday after Thanksgiving.

      Christmas/New Year’s-Tour 2 on Dec. 24 through Tour 1 on Jan. 2.

    3. The minimum number of employees to be allowed annual leave during these periods will be as follows:

Maintenance by Occupational Group and Tour-15%

Window-15% (including Evansdale, Washburn, and window reliefs)

Manual Processors by tour-15%

Automation Letter Processors by tour-15%

Automation Flat Processors by tour-15%

BMEU by tour-15% (including a back-up position for each of

Tour 2 and Tour 3)

The 15% is calculated on the number of Regular employees by tour, by

section at the time the bidding takes place.

4. Part-Time Flexible employees’ requests for Annual Leave (other than FMLA or

similar purposes) during any 3-day holiday scheduling period will not be approved until it can be determined that no Full-Time employee will be involuntarily assigned to work, consistent with Item 13.5 of this agreement. The intent of this section does not prohibit a PTF from requesting leave for any 3-day holiday period, only that they will not be approved for those days until the holiday schedule is determined.

5. Employees have the responsibility of saving enough annual leave during the period

preceding their scheduled vacation to cover the time selected.

6. Leave without pay (LWOP) shall not be unreasonably denied for union business.

Service conditions will govern approval of other applications for LWOP.

7. Nothing in this Item or any other Item shall preclude the approval of leave at the

discretion of the supervisor beyond any named limitations.

 

 

 

The choice vacation period will be from the first Saturday in April until the fourth Friday in September.

 

The employee’s vacation period shall start on the first day after the employee’s non-scheduled days. Exceptions may be granted by agreement among the employee, his/her union representative, and the employer.

 

It is agreed that employees may have two (2) choices not to exceed the limits set forth in the National Agreement, Article 10.3.D. These may be taken in units of five and ten day periods.

 

 

 

Jury Duty and attendance at National and State Conventions (in blocks of 40 hours or more) shall be charged to the choice vacation period percentages agreed to in Item 9, but not to the individual’s choice vacation period referred to in Item 7. The leave for National and State Conventions shall be blocked off to insure the delegates may be granted leave in accordance with Article 24, Section 2.B. of the National Agreement.

 

1. When requested, 23% of the employees will be granted leave in accordance with Item

4 of this memorandum.

2. The 23% is calculated on the number of Regular employees, by tour, by section, and

 

 

will be re-calculated at the end of each quarter (March 31 or June 30) if

requested in writing by the Plant Manager, Union President or their designee

prior to the end of the quarter.

 

3. Sections, for the purpose of annual leave, are the same as those defined in Item 4.1.C.

4. When calculating annual leave percentage requirements, any fraction of .50 or more

will be rounded to the next higher number. Any fraction less than .50 will be rounded

to the next lower number, but never less than one.

 

Bids submitted for selections during the choice vacation period shall be submitted in duplicate. After approval or disapproval for the period has been determined, the duplicate leave slip will be initialed by both the management and the union representative. The original is to be retained by management and the duplicate returned to the employee.

 

 

 

  1. Management shall post a notice on all bulletin boards notifying all employees of the beginning date of the new leave year by November 1 of each year. Once the notice for the beginning of the leave year is received by management, it will be round dated and posted on the Information Bulletin Board located across from the employee break room. The local APWU president, or designee, will immediately be provided a copy of the dated posting.
  2. It will be the responsibility of each employee to police his/her annual leave hours

    to ascertain that they do not lose any leave time.

  3. Care shall be exercised to assure that no employee is required to forfeit any part of such employee’s annual leave.

 

1. Employees desiring annual leave during the months other than the choice vacation

period shall make application as far in advance as possible, but no later than the

Tuesday prior to the service week of the leave desired. This application shall be

submitted to the employee’s immediate supervisor. If requested by the employee the

supervisor will immediately provide a receipted copy of the 3971.

2. The employee will be notified of the approval or the reason for disapproval within five

(5) days receipt of the request for annual leave. Exceptions to this time limit may be

agreed to by the mutual consent of the employee and his/her supervisor. Except

 

 

during the annual prime time bidding period beginning and normally

completed in March of each year, a 3971 verified as properly submitted but not

acted on by the Supervisor and returned to the employee within 5 days shall be

assumed approved.

 

3. The above procedure shall not bar requests for individual days or parts thereof from

being submitted for approval on a day to day basis.

4. In the event that two or more requests are submitted concurrently, seniority shall be

the determining factor among those requests that are to be granted in the sections

outlined in Item 4.1.C.

5. Part-Time Flexible employees’ requests for Annual Leave (other than FMLA or

similar purposes) during any 3-day holiday scheduling period will not be approved until it can be determined that no Full-Time employee will be involuntarily assigned to work, consistent with Item 13.5 of this agreement. The intent of this section does not prohibit a PTF from requesting leave for any 3-day holiday period, only that they will not be approved for those days until the holiday schedule is determined.

 

 

 

TO WORK ON A HOLIDAY

1. In either of the following 2 situations a Full Time employee will be assigned to work

his/her holiday on a voluntary basis only:

    1. The employee, in a combination of scheduled leave, non-scheduled days, and the holiday, reaches at least 5 consecutive days off, or
    2. The employee has scheduled leave consecutive with, and on both sides of, his/her holiday.

2. An employee involved in Section 1 above shall not be allowed to turn back said leave

after the Monday of the week prior to the holiday unless he/she would not have been

otherwise involuntarily scheduled to work the holiday.

3. Sections for the purpose of holiday scheduling shall be as follows:

    1. All Manual Processors by tours (Tour 2 includes all stations’ Windows and Reliefs.)
    2. Automation Letter Processors by tours
    3. Automation Flat Processors by tours
    4. Maintenance by Occupational Group

4. Management shall, two weeks prior to the Monday preceding the service week in which the holiday falls, post a sign-up roster which affords employees the opportunity to sign up as volunteers to work their holiday and/or their non-scheduled day(s) for overtime, if those day(s) are a part of the 3-day holiday period. The sign-up roster shall show the number and categories of employees needed for each section and shall remain posted for ten (10) days. The Local President, or designee, and the Plant Manager, or designee, shall jointly review APWU holiday schedules prior to the final posting. The APWU designee will be given the opportunity to review and initial any changes to the schedule.

5. The method of selecting employees to work a holiday period shall be as follows: A) All full time employees who possess the necessary skills and

have volunteered to work on their holiday, in section by seniority.

B) All casuals and part time flexible employees to the extent possible, even if

payment of overtime is required.

C) Full-Time volunteers for non-scheduled day(s) on someone else’s holiday,

in section by seniority.

D) Full-Time volunteers solicited, not forced, from other sections’ sign-up

rosters regardless of their holiday or non-scheduled day by seniority so long as:

    1. There are sufficient volunteers in their section;
    2. There are no timekeeping problems that conflict with the Time & Attendance Handbook F-21 (example: an employee cannot work 2 tours of duty on the same day); and
    3. The employee will not work consecutive tours of duty.

E) Full-Time non-volunteers that are on the OTDL for NS day in section by

 

F) Full-Time non-volunteers regardless of their holiday or non-scheduled

day in section by juniority.

 

Items 13.1 or 14.6A or B.

7. APWU Craft employees will not normally be utilized as 204Bs during any 3-

 

 

day holiday period unless he/she would not have otherwise been scheduled to

work in-craft. If a conflict arises, it will be discussed by the Plant Manager

and Union President.

 

 

 

 

 

1. Management will give every consideration to documented requests for temporary or

permanent light duty. Such assignments will be consistent with the needs of the

service and the restrictions of the employee. ("Restrictions" being defined as physical

limitations; convalescence duration as specified in the statement of the employee’s

licensed physician or licensed chiropractor.)

  1. In the event a light duty request is to be denied, the Union President will be

    notified and allowed input prior to the final decision.

     

    ITEM SIXTEEN-THE METHOD TO BE USED IN RESERVING LIGHT DUTY ASSIGNMENTS SO THAT NO REGULARLY ASSIGNED MEMBER OF THE REGULAR WORK FORCE WILL BE ADVERSELY AFFECTED

No employee on light duty shall "bump" any regularly assigned employee on a regular bid position. Usage of vacant assignments or establishment of supplemental regular assignments will be investigated, after consultation with the appropriate union representative. Specific assignment on light duty will be in accordance with Item Fifteen.

ITEM SEVENTEEN-THE IDENTIFICATION OF ASSIGNMENTS THAT ARE TO BE CONSIDERED LIGHT DUTY WITHIN EACH CRAFT REPRESENTED IN THE OFFICE

In accordance with Items 15 & 16, no assignments will be specifically designated as light duty. There will be no cross-craft light duty assignments unless all work assignments available in the employee’s craft are combined. No cross-craft light duty assignment shall be made until consultation with the craft involved has been made. In the event a light duty request is to be denied, the Union President will be notified and allowed

 

 

input prior to the final decision.

 

 

 

 

ITEM EIGHTEEN-THE IDENTIFICATION OF ASSIGNMENTS COMPRISING A SECTION WHEN IT IS PROPOSED TO REASSIGN WITHIN AN INSTALLATION EMPLOYEES EXCESS TO THE NEEDS OF A SECTION

 

The principal assignment area as posted and awarded for bid shall identify the assignment section of employees. When management proposes to excess employees from any section of the installation, it shall be according to Article XII, Section 5.C.4. Sections identified in the Waterloo Post Office are as follows:

Window (including Station’s Window Clerks and Window Reliefs)

Bulk Mail

Maintenance (by occupational group and level)

VOMA

Manual Processors

Tour 1

Tour 2

Tour 3

Automation Letter Processors

Tour 1

Tour 2

Tour 3

Automation Flat Processors

Tour 1

Tour 2

Tour 3

Secretary

 

Management will strive toward an efficient method of employee parking that affords every employee a parking space. One space will be reserved for the Local Union 24 hours per day, seven days a week. Such space to be used by union officers as the union president deems appropriate. Casual employees will be instructed to park in areas other than those designated for APWU represented employees by the parking committee policy. No changes in the current parking policy will be made without consent of the parking committee and the Union President.

 

 

Using this Item in conjunction with Item 8 and in discussions with the Local President, every effort shall be made to accommodate both the choice vacation plan and all union activity requests.

 

1. Locally prepared lists of clerk craft positions indicating tour numbers, hours of work,

days off, and scheme assignments, will be furnished the organization when prepared

by management.

2. Three copies of the seniority list shall be provided the union on a quarterly basis, or as

updated.

3. The employer shall furnish separate bulletin boards for the exclusive use of each union

party to this agreement, if space is available.

4. Management will allow the granting of annual leave or leave without pay for local

union social functions consistent with the needs of the service.

5. The designated APWU representatives on the Safety and Health Committee shall

 

 

be notified of, and allowed to accompany management’s representative(s) on, any

scheduled safety inspection.

 

6. Management will send all official notices to all stations and branches. These notices

will include, but not be limited to, the following examples: Duty Assignment

postings, Vacation Bidding Notices and Sections list, turned back A.L. postings,

Official Policy Statements, Holiday Schedules, etc.

7. When computerized/phone bidding becomes available to all APWU represented

employees, the following procedures shall be implemented:

    1. All employees shall be trained on how to use the bidding system.
    2. Computer(s) shall be set up in an area easily accessible to all employees on all tours, and which provides the employees reasonable privacy for making their bid.
    3. Employees shall have the opportunity to make bid(s) on the clock.
    4. Hard copy of vacant and newly established assignments shall continue to be posted at all stations and official bidding bulletin boards consistent with Item 22.

8. The Maintenance Manager and APWU Maintenance Steward or President will

 

 

set a time to meet each year, preferably in March, to decide what courses are

needed for training and to discuss determination of the following:

  1. Training requests will be determined by the needed skills by tour, including retraining if the equipment has been significantly modified and/or operates differently than its original design.
  2. Management will then request the courses agreed upon through proper channels to secure classes at NCED or contractor training.
  3. If training slots conflict with needed scheduling, the parties will discuss alternative solutions.
  4. Once training slots are received, the requirements of Art. 38.6 will be followed to assign them. The sign-up list will notate the preferred Occupational Group, Level and Tour for each individual class. The list of training volunteers will be posted and provided to the Union President (Art. 38.6.A.2). New or updated lists will also be provided to the Union.
  5. If any training slots requested do not become available for the FY of the request, Management will attempt to secure additional courses that become vacant throughout the year if the skill is needed. Training courses in this paragraph may be denied if they conflict with scheduling.
  6. Deployment driven training slots will be assigned to all tours to maximize effectiveness of maintenance coverage.
  7. The Maintenance Manager will have the final determination on all training slots consistent with Article 38.6.

 

 

POSTING-All vacant or newly established assignments must be posted for bid for ten (10) days. For the purpose of Tour designation, the following shall be used for the determination:

Tour 1-Any Duty Assignment with a starting time of 2000 through 0359.

Tour 2-Any Duty Assignment with a starting time of 0400 through 1159.

Tour 3-Any Duty Assignment with a starting time of 1200 through 1959.

All assignments will be posted in all stations and on all official bidding bulletin boards. The union will be furnished with a copy of each Duty Assignment posting and the results of each posting. Within fourteen (14) days after the closing and awarding of the assignment, the successful bidder shall be placed in the new duty assignment, except in the month of December. No employee’s Duty Assignment will be reposted for bid due to change(s) without consultation with the union and making every reasonable effort to contact the employee.

SCHEME REPOSTING REQUIREMENTS-If, after discussion with the union, a scheme is added to or deleted from a duty assignment, said duty assignment shall be reposted for bid in accordance with the bidding procedures. Management will give the union fourteen (14) days advance notice when assigning or deleting a scheme.

SCHEME CHANGES-A copy of all scheme changes will be furnished to all employees responsible for the appropriate scheme. The union will also be furnished with a copy of all changes.

STARTING TIME CHANGES-If, after discussion with the union, a permanent change in starting time that exceeds one hour (from the time at which an assignment was awarded) is deemed necessary, the assignment shall be reposted for bid. Management will notify the union fourteen (14) days in advance of any such changes.

CHANGE IN DUTIES-If, after discussion with the union, it is determined the principal duties and responsibilities of a Duty Assignment have changed more than 50% the Duty Assignment shall be reposted for bid.

SENIORITY-In accordance with the National Agreement: Normally, the successful bidder will work the duty assignment as posted and shall not be displaced by another employee.

PTF PREFERENCING-When applicable, according to Art. 37 of the National Agreement, a union designee will poll the appropriate Part-Time Flexible employees by seniority for the purpose of determining the employee to be assigned/converted to a residual Duty Assignment.

LIVE RECORD-The "live record" is for bidding purposes only. Employees who have a 2-year and/or 5-year live record for a particular skill requirement shall not be assigned duties utilizing that skill until such time as all available and qualified employees, both on regular time and overtime, have been assigned.

 


CHANGE OF SCHEDULE-No change of schedule for APWU represented employees will be approved by management without notifying the Union, providing opportunity for input and opportunity for Union sign-off. The allowable reasons for changes of schedules are as follows:

  1. By Management direction, with payment of Out-of-Schedule Premium if applicable per E.L.M. requirements.
  2. Court Duty
  3. Military Duty
  4. Union Business
  5. When changing bid assignments between tours or because of transfer, creating a hardship for the employee.
  6. Exceptions may only be made if agreed upon between the Union President and the Postmaster or Plant Manager.

 

 

ITEM TWENTY-TWO-LOCAL IMPLEMENTATION OF THIS AGREEMENT RELATIVE TO SENIORITY, REASSIGNMENT, AND POSTING

set a time to meet each year, preferably in March, to decide what courses are

needed for training and to discuss determination of the following:

  1. Training requests will be determined by the needed skills by tour, including retraining if the equipment has been significantly modified and/or operates differently than its original design.
  2. Management will then request the courses agreed upon through proper channels to secure classes at NCED or contractor training.
  3. If training slots conflict with needed scheduling, the parties will discuss alternative solutions.
  4. Once training slots are received, the requirements of Art. 38.6 will be followed to assign them. The sign-up list will notate the preferred Occupational Group, Level and Tour for each individual class. The list of training volunteers will be posted and provided to the Union President (Art. 38.6.A.2). New or updated lists will also be provided to the Union.
  5. If any training slots requested do not become available for the FY of the request, Management will attempt to secure additional courses that become vacant throughout the year if the skill is needed. Training courses in this paragraph may be denied if they conflict with scheduling.
  6. Deployment driven training slots will be assigned to all tours to maximize effectiveness of maintenance coverage.
  7. The Maintenance Manager will have the final determination on all training slots consistent with Article 38.6.

be notified of, and allowed to accompany management’s representative(s) on, any

scheduled safety inspection.

ITEM TWENTY-ONE-THOSE OTHER ITEMS WHICH ARE SUBJECT TO LOCAL NEGOTIATIONS AS PROVIDED IN THE CRAFT SUPPLEMENTAL AGREEMENTS

ITEM TWENTY-THE DETERMINATION AS TO WHETHER ANNUAL LEAVE TO ATTEND UNION ACTIVITIES REQUESTED PRIOR TO DETERMINATION OF THE CHOICE VACATION SCHEDULE IS TO BE PART OF THE CHOICE VACATION PLAN

 

ITEM NINETEEN-THE ASSIGNMENT OF EMPLOYEE PARKING SPACES

ITEM EIGHTEEN-THE IDENTIFICATION OF ASSIGNMENTS COMPRISING A SECTION WHEN IT IS PROPOSED TO REASSIGN WITHIN AN INSTALLATION EMPLOYEES EXCESS TO THE NEEDS OF A SECTION

input prior to the final decision.

ITEM FIFTEEN-THE NUMBER OF LIGHT DUTY ASSIGNMENTS WITHIN EACH CRAFT OR OCCUPATIONAL GROUP TO BE RESERVED FOR TEMPORARY OR PERMANENT LIGHT DUTY ASSIGNMENT

 

 

 

  1. Full-Time employees desiring to work overtime during a calendar quarter shall sign their names on an "Overtime Desired Sign-up Roster" posted on the bulletin board for two (2) weeks prior to the beginning of the quarter. Management shall post a notice at all time clocks, at all stations, advising employees of said sign-up roster. After the initial 2 week sign-up period no additions will be made to the roster, or to any overtime desired list, except in the case of an employee being converted to regular status or a change from one tour or section to another. This addition shall be made within seven (7) days of said change. The overtime sign-up roster shall carry two places for employees who desire to work either ten (10) or twelve (12) hours. No employee will be required to sign "no". Copies of the completed sign-up rosters shall be furnished to the Union.

     

  2. Sections for the purposes of overtime shall be defined as:
    1. Manual Processors by tours (Tour 2 includes all stations’ Windows and Reliefs)
    2. Automation Letter Processors by tours
    3. Automation Flat Processors by tours
    4. Maintenance (by Occupational Group, Level and Tour)

    The Maintenance overtime desired list, in accordance with Article 38.7.B of the National Agreement, will be by occupational group and level showing special qualifications where necessary.

     

  3. Overtime Desired Lists, generated from the rosters listed in Section 1 above and described below, shall be maintained and posted daily by the Supervisors showing all overtime offered. Any overtime given out while an employee is on leave shall be considered as overtime declined. Clerk Craft lists will be kept at the Supervisor’s desk, Maintenance Craft lists will be kept in a secured area accessible to both Management and Union ensuring that all will be available for inspection by Union officials 24 hours a day, 7 days a week. Additionally, an end-of-the-month copy of the completed lists shall be furnished to the Union at the beginning of the next month.

     

  4. There shall be two separate OTDL charts for each section and tour; one for

    Begin/End-Tour overtime, and one for non-scheduled day overtime.

     

     

  5. In an effort to avoid excessive mandatory overtime for employees not on the OTDL, while utilizing the OTDLs consistent with the provisions of Article 8 of the National Agreement, when needed, the selection for overtime work shall be as follows:
    1. Begin and End tour overtime:
      1. In Section 10- and 12-hour OTDL, up to 10 hours, on a rotating basis.
      2. Part-Time Flexibles, up to 10 hours.
      3. In Section 12-hour OTDL, up to 12 hours, on a rotating basis.
      4. Part-Time Flexibles up to 12 hours.
      5. In Section 10-hour OTDL, up to 12 hours on a rotating basis. (For end-tour overtime, and at supervisory discretion, this section may be voluntary if sufficient volunteers come from #6 below.)
      6. In Section Full-Time volunteers not on the OTDL, by seniority rotation.
      7. Out of Section OTDL, on a voluntary basis, on a rotating basis.
      8. Casuals and Transitional Employees up to 12 hours.
      9. Out of Section OTDL on a rotating basis.
      10. In Section non-volunteer, non-OTDL Full-Time employees, up to 10 hours, by juniority rotation.
    2. Non-scheduled day overtime:"Rotating basis" for NS day overtime is described as a rotation within each individual day. The rotation within any particular day shall not interrupt or change the rotation of a different day. Tour hours for

      non-scheduled day overtime shall be the same as in Item 22:

      Tour 1-Any Duty Assignment with a starting time of 2000-0359.

      Tour 2-Any Duty Assignment with a starting time of 0400-1159.

      Tour 3-Any Duty Assignment with a starting time of 1200-1959.

      1. In Section OTDL by section and tour on a rotating basis.
      2. Out of Section OTDL, on a voluntary and rotating basis.
      3. In Section Full-Time volunteers not on the OTDL, by seniority rotation.
      4. In Section non-volunteer, non-OTDL Full-Time employees, by juniority rotation.

       

      non-scheduled day overtime shall be the same as in Item 22:

      Tour 1-Any Duty Assignment with a starting time of 2000-0359.

      Tour 2-Any Duty Assignment with a starting time of 0400-1159.

      Tour 3-Any Duty Assignment with a starting time of 1200-1959.

      1. In Section OTDL by section and tour on a rotating basis.
      2. Out of Section OTDL, on a voluntary and rotating basis.
      3. In Section Full-Time volunteers not on the OTDL, by seniority rotation.
      4. In Section non-volunteer, non-OTDL Full-Time employees, by juniority rotation.

       

     

  6. Additional Stipulations:
    1. An employee on non-scheduled days that are in conjunction with scheduled leave will be offered overtime in the proper rotation regardless of whether the overtime precedes or follows the leave. Such overtime shall be at the employee’s option except in December, during which time the overtime may be required.
    2. Any opportunities for non-scheduled day overtime while an employee has leave in conjunction with, and on both sides of, his/her non-scheduled days shall be considered as overtime declined.
    3. Supervisors shall make every effort to provide at least 30 minutes notice for end-tour overtime assignments.
    4. An APWU employee on light or limited duty will be permitted to sign the OTDL during a calendar quarter in the section to which they are temporarily assigned provided:
      1. They are qualified and able to perform the overtime assignment.
      2. They are on the OTDL in their own section.
      3. They sign the list within 7 days after the beginning date of the assignment.

      When the temporary assignment is completed, their name will be removed from that section’s OTDL. During the light or limited duty assignment, they will be passed over for overtime opportunities in their original section.

    5. An APWU employee on light or limited duty will be permitted to volunteer to work overtime per Sections 5.A.5 and 5.B.3 above provided they are qualified and able to perform the overtime assignment.
    6. For the "No Penalty Overtime" period each year, APWU represented employees shall be allowed, when needed, to waive the 20-hour maximum overtime per week normally controlled by Article 8 of the CBA. The following general rules shall apply:
      1. Any overtime hours beyond those allowed in Article 8 will be on a voluntary basis only. All involuntary assignments will be made with the maximum intact.
      2. When the need is determined by the supervisor, an employee may, on a voluntary basis, work their second non-scheduled day, regardless of the number of overtime hours accrued through the regularly scheduled week.
      3. Rotations as per Article 8 and the 10/12 hour OTDL will be adhered to. Employees on the 12-hour list shall be utilized to the extent possible prior to involuntarily assigning the 10-hour employees to work beyond 10 hours. Once the 12-hour list is exhausted, the 10-hour list will be utilized to 12 hours prior to assigning any further overtime.
      4. All 3 of the above options, as well as all regulations normally attached to Art. 8 that have not been varied by this agreement, will be utilized prior to assigning overtime to employees not on the OTDL.

 

ITEM FOURTEEN-WHETHER OVERTIME DESIRED LISTS IN ARTICLE EIGHT SHALL BE BY SECTION AND/OR TOUR

day holiday period unless he/she would not have otherwise been scheduled to

work in-craft. If a conflict arises, it will be discussed by the Plant Manager

and Union President.

 

ITEM FOURTEEN-WHETHER OVERTIME DESIRED LISTS IN ARTICLE EIGHT SHALL BE BY SECTION AND/OR TOUR

  1. Exceptions to 5.E and 5.F above are those employees referenced in either of

juniority.

ITEM THIRTEEN-THE METHOD OF SELECTING EMPLOYEES

during the annual prime time bidding period beginning and normally

completed in March of each year, a 3971 verified as properly submitted but not

acted on by the Supervisor and returned to the employee within 5 days shall be

assumed approved.

ITEM TWELVE-THE PROCEDURES FOR SUBMISSION OF APPLICATION FOR ANNUAL LEAVE DURING OTHER THAN CHOICE VACATION PERIOD

ITEM ELEVEN-DETERMINATION OF THE DATE AND MEANS OF NOTIFYING EMPLOYEES OF THE BEGINNING OF THE NEW LEAVE YEAR

 

 

ITEM TEN-THE ISSUANCE OF OFFICIAL NOTICES TO EACH EMPLOYEE OF THE VACATION SCHEDULE APPROVED FOR SUCH EMPLOYEE

will be re-calculated at the end of each quarter (March 31 or June 30) if

requested in writing by the Plant Manager, Union President or their designee

prior to the end of the quarter.

ITEM NINE-DETERMINATION OF THE MAXIMUM NUMBER OF EMPLOYEES WHO SHALL RECEIVE LEAVE EACH WEEK DURING THE CHOICE VACATION PERIOD

ITEM EIGHT-WHETHER JURY DUTY AND ATTENDANCE AT NATIONAL OR STATE CONVENTION SHALL BE CHARGED TO THE CHOICE PERIOD

 

 

ITEM SEVEN-WHETHER EMPLOYEES AT THEIR OPTION MAY REQUEST TWO SELECTIONS DURING THE CHOICE VACATION PERIOD, IN UNITS OF EITHER FIVE OR TEN DAYS

 

 

ITEM SIX-THE DETERMINATION OF THE BEGINNING DAY OF AN EMPLOYEE’S VACATION PERIOD

ITEM FIVE-THE DURATION OF THE CHOICE VACATION PERIOD

ITEM FOUR-FORMULATION OF THE LOCAL LEAVE PROGRAM

 

ITEM TWO-THE ESTABLISHMENT OF A REGULAR WORK WEEK OF 5 DAYS WITH EITHER FIXED OR ROTATING DAYS OFF

ITEM ONE-ADDITIONAL OR LONGER WASH-UP PERIODS


President's Page
Oct 28, 2008



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APWU FMLA FORMS

WH 380E - Employee serious health condition

WH 380F - Family member health condition

WH 381 - Notice of Eligibility, Rights and Responsibilities

WH 382 - Designation Notice

WH 384 - Certification of qualification - military leave

WH 385 - Certification for serious illness or injury - military leave 

 

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.

Form 4 - Certification by Service member's Health Care Provider for Caregiver Military Family Leave.

 

 

2009 APWU Calendar

2015 APWU Leave Calendar

2015 APWU Leave Chart

Employee Assistance Program


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