Site Map Icon
RSS Feed icon
 
 
 
April 26, 2017
 


Solidarity Newspaper Deadline Dates

January 15 - Jan/Feb Issue

February 20 - March Issue

March 20 - April issue

April 20 - May Issue

May 20 - June Issue

June 20 - July Issue

August 10 - Aug/Sept Issue

September 20 - Oct issue

October 20 - November Issue

November 20 - Dec Issue

Information is the Currency of Democracy

 

 

 

 

    

 

 

 

 

 

 

AFL-CIO Logo

APWU

About The APWU

  UnionActive Newswire  
 
Join the Newswire!
Updated: Apr. 26 (12:03)

James R. Hoffa Memorial College Student Essay
Teamsters Local Union No. 677
When Wall Street Writes the Rules for Retirement
Teamsters local 570
Sanders, Dems Introduce $15 Minimum Wage Bill
Teamsters Local 355
April 15, 2017 Front Page
Kansas City Labor Beacon Newspaper
Teamsters 419 #Fairness Information Demonstration
Teamsters local 419
Charlotte Area Local Return Ballot Instruction
Charlotte Area Local APWU
 
     
 

Moe Biller


 

"The

Struggle

Continues"

Sign the petition TODAY!

 

AFL-CIO Employee Free Choice Act

 

Join CLUW

 

 

Iowa Federation of Labor
Iowa Federation of Labor, AFL-CIO Logo

 

Labor Notes

Cover Image

 

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.
GIVE TO COPA!

GIVE TO COPA TODAY!

Your Job and the future of the USPS and the Labor Movement depend on you contributions!

Give to the APWU Committee on Political Action.

 

Newspapers from Everywhere
Click here to a copy of anewspaper from just about anywhere in the world!

 

Union Safe

Benefits from Union Plus

for Union Families facing hardships.

Union SAFE - Security. Assistance. Financial Education. Unique Benefits for Union Members at Risk

National Federation Post Office MVE
National Association Post Office & General Services Maintenance Employees
National Postal Union
National Association Special Delivery Messengers
United Federation of Postal Clerks
APWU Shield
Military Leave
Updated On: Jul 29, 2010

 

Disabled Vets Leave - step 4

Executive Order Special leave for Disabled Vets

FMLA for Reservists

FMLA USERRA

Military Deposit Info

Military Leave USPS

Military Leave Act Q & A FMLA

Military Leave for Probationary Employees

Military Leave on Probation

Military Leave Power Point

MSPB ruling on use of Scheduled Leave

TSP while on Military Leave

USERRA Letter on Military Leave USPS

FAQ's on Military Leave

517 Paid Military Leave

517.1 General

517.11 Postal Service Support

The Postal Service supports employee service in the Reserve or National Guard, and no action is permitted to discourage either voluntary or involuntary participation. The Postal Service allows employees to be absent:

a. To participate in drills or meetings scheduled by the National Guard or Reserve Units of the armed forces.

b. To attend usual summer training periods.

c. To perform any other active duty ordered by the National Guard and Reserve Units of the armed forces.

However, eligible employees are entitled to paid military leave only for such duty as and to the extent provided below.

517.12 Definition

Paid military leave is authorized absence from postal duties without loss of pay, time, or performance rating, granted to eligible employees who are members of the National Guard or Reservists of the armed forces.

517.13 Types of Duty
517.131 Duty Covered for Members of the Reserves and National Guard, Except D.C. National Guard

Types of duty covered as paid military leave include:

a. Active duty, field, and coast defense training.

b. Scheduled drills.

c. Service providing military aid for law enforcement purposes.

517.132 Duty Covered for Members of the D.C. National Guard

Types of duty covered as paid military leave include:

a. Parade or encampment activities of the D.C. National Guard.

b. Service providing military aid for law enforcement purposes as provided in 517.43.

Return to top of page

517.133 Duty Not Covered

Types of duty not covered as paid military leave include:

a. Summer training as a member of Reserve Officer Training Corps.

b. Temporary Coast Guard Reserve.

c. Service with the National Guard, if ordered by the State Governors without authority of the Department of Defense, except when such service is in connection with regular annual encampment or for law enforcement purposes as specified in 517.43.

d. Training with a State Guard or other state military organization that is not a part of the National Guard or that was created to take the place of the National Guard during an emergency.

e. Weekly drills as member of D.C. National Guard.

f. Civil Air Patrol, established as a civilian auxiliary of the U.S. Air Force, and similar reserve and guard auxiliary organizations.

g. Time taken on a workday to travel to the place where training is to begin, unless military training orders encompass the period of travel time required.

517.2 Eligibility

517.21 Eligible Employees

Career postal employees, i.e., full-time, part-time regular, and part-time flexible employees who are members of the following components of the armed forces, are eligible for paid military leave:

a. The Army National Guard of the United States.

b. The Army Reserve.

c. The Naval Reserve.

d. The Marine Corps Reserve.

e. The Air National Guard of the United States.

f. The Coast Guard Reserve.

g. The Air Force Reserve.

Return to top of page

517.22 Ineligible Employees

Permitted to be absent, but not eligible for paid military leave, are noncareer employees such as the following:

a. Casual employees.

b. Contract workers.

c. Noncareer rural carriers.

d. Temporary employees.

e. Transitional employees.

517.3 Procedures

517.31 Approval

The employee is to complete a PS Form 3971 before the period of absence. Sufficient notice is required for making necessary arrangements for replacements. If the employee does not learn of the need for the absence until later, notice is to be given as soon possible. The official responsible for approving the attendance record also approves military leave.

517.32 Use of Mixed Leave

Normally the first days of a longer period of military duty are charged to military leave. If circumstances warrant it, any other scheduled workdays during the longer active duty period may be designated as military leave instead of the days at the beginning of the military duty.

517.33 Use of Leave Intermittently

Military leave may be taken intermittently.

517.34 Return From Duty

For paid military leave approval, upon return from military duty to the Postal Service, the employee furnishes a copy of military orders or other documentation properly endorsed by appropriate military authority to show the duty was actually performed.

Return to top of page

517.4 Military Leave Allowances

517.41 General Allowance

Eligible full-time and part-time employees receive credit for paid military leave as follows:

a. Full-time employees other than D.C. National Guard - 15 calendar days (120 hours) each fiscal year.

b. Part-time employees other than D.C. National Guard - 1 hour of military leave for each 26 hours in pay status (including military LWOP) in the preceding fiscal year provided:

(1) Employee was in pay status a minimum of 1,040 hours in the preceding fiscal year.

Note: A part-time employee's time on military LWOP in one fiscal year counts toward meeting the 1,040 hours' requirement for the next fiscal year.

(2) Employee's pay for military leave does not exceed 80 hours.

c. D.C. National Guard - all days (no limit) of parade or encampment duty ordered under Title 49, District of Columbia Code.

An employee may carry over up to 1 year's allotted but unused (not to exceed 15 days) military leave from one fiscal year to the next.

517.42 Previous Service

Employees transferring to the Postal Service from other government agencies are entitled to credit for paid military leave purposes for government service performed prior to appointment as part-time employees. Any other creditable federal civilian service rendered during the prior fiscal year is also used in computing the required 1,040 hours. Creditable service is determined by requesting a transcript from the other agency detailing the number of hours in which the employee was in pay status.

Return to top of page

517.43 Law Enforcement Allowance
517.431 State or Jurisdiction Duty

Eligible full-time and part-time employees who are members of the National Guard are granted additional paid military leave over and above the general allowance if they are ordered by appropriate authority to provide military aid to enforce the law of their contracted state or their chartered jurisdiction (e.g., the District of Columbia, the Commonwealth of Puerto Rico, or a territory of the United States). See approval procedures in 517.3. The following provisions apply:

a. Evaluation of Circumstances.

(1) Qualifying Circumstances. Military aid is the kind of work characteristic of, or typically performed by, soldiers. Military aid to enforce the law means engagement in the suppression of riots, violent assembly, widespread looting, and civil disorder where the guardsman is ordered to perform state military duty under a state law that specifically confers law enforcement powers on the guardsman or under the authority of an executive order of the governor (or the highest authority of the jurisdiction) pursuant to state law that specifically confers on the governor the authority to confer law enforcement powers on activated guardsmen. Orders to provide assistance or support to law enforcement agencies do not constitute an order conferring law enforcement powers. The mere fact that national guardsmen in uniform perform a given function does not necessarily transform that function into military aid. The duty performed must be evaluated. Such additional military leave is granted only when an employee's military orders (or other official documentation from the employee's guard unit) specify that he or she was engaged in one or more of the activities and under the authority referenced above for the particular periods of military duty.

(2) Nonqualifying Circumstances. Additional military leave is not granted when military orders do not specify one or more of the duties and statutory requirements referenced in 517.431a(1) above. For example, it is not granted when an employee's military orders simply indicate the employee was ordered to duty "for law enforcement purposes," "to enforce the law," "for state emergency active duty," etc. It is not granted if the duties are top secret and the actual duties cannot be verified as meeting these requirements. It is not granted if the military orders state that the duty is to provide aid to civil authorities to protect life, preserve property, or prevent injury. Circumstances that do not qualify the employee for additional military leave include, but are not limited to, the following:

(a) Activities that, although prompted by emergencies, do not involve directly enforcing the law, such as when guardsmen are engaged in fighting fires, controlling floods, controlling routine crowds, cleaning up following natural disasters, eradicating controlled substances, providing transportation and/or services to persons engaged in law enforcement or other activities, or providing security for such missions.

(b) Activities that, although they may have a collateral effect of enforcing the law, do not involve military aid, such as when guardsmen are engaged in directing vehicular traffic, which may concern enforcement of traffic laws, or when a guardsman provides security for public events, buildings, or places, these duties do not constitute military aid to enforce the law.

(c) Activities whose principal purpose is to protect the United States and its territories from attack by foreign enemies or domestic agents aligned with foreign enemies.

b. Amount Granted. Law enforcement military leave is granted, upon the presentation of qualifying military orders, as follows:

(1) Full-time employee - 22 workdays (176 workhours) each fiscal year.

(2) Part-time employee - 1 hour of military leave for each 13 hours of service performed as a part-time employee in the fiscal year preceding the request provided both of the following conditions apply:

(a) The employee has worked at least 1,040 hours during the preceding fiscal year.

(b) Additional leave granted under this section does not exceed 160 workhours in a fiscal year.

Return to top of page

517.432 Allowance for Federal Duty

Paid military leave is not granted for enforcement of federal law or in support of a federal agency, regardless of the employee's specific duties.

517.5 Leave Charge Information

517.51 Pay Status Requirement

Generally, an employee must be in pay status either immediately prior to the beginning of military duty or immediately after the end of military duty in order to be entitled to military leave with pay. The approving official determines whether (but for the active duty) the employee fulfills the pay status requirement.

517.52 Minimum Units

Military leave may be taken in one-hundredths of an hour, except for regular rural carriers (designation 71) or substitute rural carriers (designation 72), who must take military leave in minimum units of 8 hours.

517.53 Continuance of Night Differential Pay

Employees regularly assigned in whole or in part to a night tour of duty are entitled to night differential pay when absent on military leave.

517.54 Absence Beyond the General Military Leave Allowance
517.541 Training Periods

Any absence beyond the general military leave allowance is charged to annual leave or LWOP regardless of the number of training periods in the fiscal year.

517.542 Choice of Annual Leave, Sick Leave, or LWOP

Eligible employees who volunteer or are ordered for a period of military training or for a period of active military duty beyond the general military leave allowance may use annual leave or LWOP, at their option. Sick leave can be used only if the employee is hospitalized, confined to quarters as directed by competent military medical authorities, or on convalescent leave due to military service.

Return to top of page

517.6 Conflict With Work Schedule

517.61 Employee Alternatives

An employee who has official duty orders or official notices signed by appropriate military authority for weekly, biweekly, or monthly training meetings and who has a conflict with scheduled work requirements may choose one of four ways of meeting the military obligation:

a. Use military leave not in excess of the general military leave allowance.

b. Use annual leave.

c. Use LWOP.

d. Arrange a mutually agreeable trade of workdays and days off with another employee who is qualified to replace the absent employee. Such trades must be cleared with the responsible supervisor and must be in accordance with the terms of collective bargaining agreements.

517.62 Administrative Policy
517.621 Reassignments

The following provisions concern reassignments:

a. Arbitrary reassignments of other employees are not made to permit absences of employees for military duty. An employee having military drills or military training responsibility should attempt to bid on a work assignment (when the opportunity presents itself) that will not conflict with military duties.

b. Employees requesting a temporary schedule change must submit PS Form 3189 (with PS Form 3971) to the appropriate postal official at their installation (see Handbook F-21, 232.23).

517.622 Rescheduling

An employee desiring absences for military duty may be rescheduled if such action can be taken without increasing costs or adversely affecting the service to other employees. Every effort should be made to work out these problems as satisfactorily as possible.

Return to top of page

517.7 Records Control

517.71 PS Form 3973

PS Form 3973, Military Leave Control, provides installations with an official record of the amount of military leave used. Timekeepers or other officials responsible for processing time cards maintain a file of PS Form 3973. The forms are retained for 3 years after the end of the pay period in which the leave was taken.

PS Form 3973 is used to monitor paid military leave. As with annual leave and sick leave, military leave requested in excess of amounts provided in 517 are automatically charged to LWOP. Offices must follow the procedures below to ensure that the payroll system functions effectively.

517.72 General Paid Military Leave

The following provisions concern general paid military leave allowance:

a. Full-Time Employees. When full-time employees request general paid military leave, i.e., for other than law enforcement duty, offices must check AAD935P3, Military - Leave Report, to ascertain whether military leave has been advanced. If it has not, offices must submit their requests for a credit of 120 hours military leave to Payroll Processing, Eagan ASC.

b. Part-Time Employees. For a part-time employee, installations should check AAD935P4, Military - Leave Potential Report, for the number of hours the employee is entitled and submit a request for an advance of the hours authorized on the report.

c. Transfers From Other Agencies. When an employee transfers from another federal agency, a transcript must be requested detailing hours in a pay status in the prior fiscal year and the military leave used in the current fiscal year. These hours are sent to Payroll Processing, Eagan ASC, and are used in addition to the hours on the AAD935P4 report to determine hours to be advanced.

d. Noncareer Employees. Offices may not authorize paid military leave for noncareer employees.

Return to top of page

517.73 Paid Military Leave for Law Enforcement

If a leave request is for law enforcement purposes, installations must submit a memorandum to Payroll Processing, Eagan ASC, requesting advancement of paid military leave for law enforcement purposes for the number of hours requested, not to exceed 176 hours for a full-time employee or, for a part-time employee, the number of hours of law enforcement leave to which the employee is entitled as shown in the AAD935P4 report. If regular military leave has not been advanced, follow the procedures for full-time employees.


Member Login
Username:

Password:


Not registered yet?
Click Here to sign-up

Forgot Your Login?
TAKE ACTION
Support 6 Day Delivery 

Restore Financial Stability to the USPS

<< April 2017 >>
S M T W T F S
1
2 3 4 5 6 7 8
9 10 11 12 13 14 15
16 17 18 19 20 21 22
23 24 25 26 27 28 29
30
Site Search
Site Map
RSS Feeds
Important Links
APWU
KC NBA's
APWU ABA
APWU Auxilary
APWU Health Plan
APWU Postal Press
Des Moines BMC
Arkansas State APWU
Missouri State APWU
Illinois State APWU
Voluntary Benefits
National Presidents Conference APWU
USPS LIteblue
USPS
USPS OIG
USPS Postal Inspectors
AFL-CIO
Mail Contractors of America
Iowa Federation of Labor
South Central Iowa Fed.
Change to Win
Mailhandlers Iowa
Mailhandlers National
Letter Carriers National
NALC Letter Carriers Iowa
Iowa Rural Letter Carriers
Rural Letter Carriers National
Canadian Union Postal Workers
Wobblies
EAP
Thrift Savings
Postal Employee Relief Fund
United Way Des Moines
Federal Employee Education and Assistance Fund
LifeCare
Department of Labor
Department of Transportation
MSPB
NLRB
OPM
OSHA
EEOC
Federal Motor Carriers Safety Assoc
First Gov
Government Benefits
Who Runs the Government
White House
Library of Congress legislative
Tracking Congress
ALEC Exposed -
Real Clear Politics
House of Reps
U S Senate
U.S. Library of Congress
Veteran Administration
Vet Center
Bureau of Labor Statics
Des Moines Vet Center
Iowa Legislature
Iowa OSHA
Working America
Working Families
World Trade Union
Union Directory
Union Democracy
Global Unions
Jobs with Justice
National Education Association
UE Rank n file
Big Labor and Ammo for Unionists
CLUW
Asian Pacific Alliance
Labor Council for Latin American Advancement
Pride at Work
A Philip Randolph Institute
Coalition of Black Trade Unionists
National Intrefaith Committee for Workers Justice
Union Review
Pro Unions
Union Facts (anti union)
Union Facts (anti union)
UNI Global Unions
Alliance for Retired Americans
NARFE
NARFE Iowa
National Association of Postmasters of the US
NAPUS IOWA
Iowa National League of Postmasters
National League of Postmasters
National Association of Postal Supervisors
National Alliance of Postal and Federal Employees
First Class Credit Union
First Federal Credit Union
Quad Cities Credit Union
Reference Desk
International Labor Communications Assoc.
Internet Public Library
Labour Start
21 Century Postal Worker
Association for Postal Commerce
Federal Daily
Federal News Radio
FedSmith
Federal Times
Federal Weekly
Labor Notes
Postal Employee Network (PEN)
Postal Magazine
Postal News
Postal Reporter
Rural Info
Federal Soup
Postal Union Directory
Workday Minnesota
Jim Hightower
University of Iowa Labor Center
University Of Missouri Labor Education Center
University of Nebraska Labor Studies
University of Minnesota Labor Education Service
Labor Heritage Foundation
National Labor College
National Labor Committee
National Postal Museum
Labor Net
American Friends
Iowa labor Project
Illinois Labor History Society
Iowa Policy Project
Iowa Citizens for Community Improvement
Center on Budget and Policy Priorities
Iowa Citizens Action Network
Center for Responsive Politics
Citizens for Tax Justice
Economic Policy Institute
United for a fair Economy
Open Secrets
National Priorities
Union Sportsmens Alliance
USO
Roberts Rules of Order
BlueGreen Alliance
ZipSkinny
Google

Weather Report

 

IOWA 211 United Way

Get Connected

Get Answers

 

Mother Jones

Mother Jones 1924

Courtesy of Library of Congress. Modifications © Jone Lewis 2001.

Pray for the dead,

and fight like hell

for the living

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


EAP4YOU
Make the Call

 

UNION PLUS

 

 

Voluntary Benefits Plan
P.O. Box 1471
Waterbury, CT 06721

1-800-422-4492

 

 

TAKE ACTION
Support 6 Day Delivery 

Restore Financial Stability to the USPS

College Assistance

 
 
Iowa Postal Workers Union
Copyright © 2017, All Rights Reserved.
Powered By UnionActive™

1593869 hits since May 29, 2008
Visit Unions-America.com!

Top of Page image