Western Michigan Area Local

From: Subject: Western Michigan Area Local Date: Wed, 11 Mar 2009 15:15:38 -0500 MIME-Version: 1.0 Content-Type: multipart/related; type="multipart/alternative"; boundary="----=_NextPart_000_0000_01C9A25C.3C3DBDE0" X-MimeOLE: Produced By Microsoft MimeOLE V6.00.2900.5579 This is a multi-part message in MIME format. ------=_NextPart_000_0000_01C9A25C.3C3DBDE0 Content-Type: application/octet-stream Content-Transfer-Encoding: base64 Content-Location: http://www.wmal.org/wmalbanz.gif R0lGODlhywJBAIcAAAAAAAIBCwsLCwUBEwYCGQgFFAgDHQwKFRANGxIREhUUGhoaGgkDIwsEKw4I KA0FMw8GOBMOKxAGOxkWJRkSNyEcNSEbOSMjIyQjLCgnKisrKyglNTEvNzQ0NDU0ODg3PDs7OxIH QhMIRxQITBkMTxYJUhgJVhkKWx0RWBsKYh0Lax8McSQbRSYaWSAPaCANdCINeyIRbikcYSoYejAf dykjQDArSTMqVzo5QTo0VS8hajUpbTMlcjsyZj0wdkI/TkI+U0Q9ZUU7ckk/eUREREhHTUxMTEdF VFBPUlRUVFZVW1tbW0pEZ01Ed1FOYVJKd1xaZV5XemBdaGFcd2NjY2Vka2tra2tpdXBvdnNzc3Vz eXh3e3t7eyQOgyYPiicRjCgQlCsRmy4YkzEcjDMbmi0SpC4TqjAUrDIVtDsoizollzsjpz0jsT4g 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Article 8 Overtime=20 Q&A

The USPS and APWU have agreed to develop a set of Questions and = Answers=20 related to Overtime.

1. What is the work week for a full-time regular in an office = with less=20 than 100 full-time employees in the bargaining unit?

Response: Forty (40) hours per = week, Eight=20 (8) hours per day within ten (10) consecutive hours.

2. = What is the work=20 week for a full-time regular in an office with more than 100 full-time = employees in the bargaining unit?

Response: (40) Forty hours per = week, (8)=20 eight hours per day within (9) nine consecutive hours.

3. = What is an=20 employee's service week?

Response: The calendar week = beginning at=20 12:01 a.m. Saturday and ending at 12:00 midnight the following=20 Friday.

4. What is an employee's service = day?

Response: The calendar day on = which the=20 majority of work is scheduled.

5. = Can part-time=20 regulars have a work week consisting of less than (40) forty hours a = week or=20 less than (8) hours a day?

Response: Yes

5A. = Can a part-time=20 regular have a work week consisting of forty (40) hours per week or = eight (8)=20 hours per day?

Response: NO

6. = Does the=20 reference to scheduling "part-time" employees in Section 3 apply to = both=20 part-time regulars and part-time flexible employees?

Response: No - The reference to = scheduling=20 "part-time" employees "in accordance with the above rules" apply only = to=20 part-time regular employees.

7. = Can the schedule=20 of a part-time regular be permanently changed?

Response: Yes - Changes can be = made in=20 accordance with operational needs, but such changes should not be made = on a=20 day-to-day or week-to-week basis. Changes are accomplished through = entry on=20 their Form 50.

8. = When the=20 schedule of a part-time regular employee is permanently changed, is = the=20 assignment reposted?

Response: No in clerk craft. Yes = in the=20 Maintenance and Motor vehicle Crafts.

9. = Are part-time=20 regular employees entitled to out-of-schedule overtime for work = performed=20 outside their established schedule?

Response: No - part-time regular = employees=20 are not entitled to overtime pay until the work performed exceeds 8 = hours in a=20 day or 40 hours in a week. However, such employees should be worked = the number=20 of hours recorded on their Form 50 since that represents a condition = of=20 employment.

10. = What is the=20 rate of pay for overtime work?

Response: One and one-half (1 = 1/2) times the=20 base hourly straight time, which includes COLA.

11. = What is the=20 rate of pay for penalty overtime work?

Response: Two (2) times the base = hourly=20 straight time rate, which includes COLA.

12. = When does the=20 overtime rate of pay become applicable for regular workforce=20 employees?

Response: For work performed = beyond eight=20 (8) paid hours in any one service day (postal overtime). Time and half = is paid=20 for work outside a full time regulars bid hours, unless waived by a PS = Form=20 3189 - request for Change of Schedule.

13. = When does the=20 overtime rate of pay become applicable for casual and transitional=20 employees?

Response: For work performed = beyond forty=20 (40) hours in any one service week (F.L.S.A. overtime).

14. = What is=20 included in "paid hours" when calculating postal overtime=20 eligibility?

Response: Paid work hours and = paid leave=20 hours.

15. = Is=20 "out-of-schedule premium" considered "overtime"?

Response: No - It is a premium = paid to=20 eligible full-time regular employees, at 50% of the employee's base = hourly=20 rate, for time worked outside of, and instead of, their regular = schedule, when=20 working on a temporary schedule at the request of = management.

16. = Is management=20 required to give the employee advance notice of the temporary schedule = change?

Response: Yes. Notice must be = given to the=20 employee by Wednesday of the preceding service week. If such notice is = not=20 given, the employee is entitled to work their regular schedule. Any = hours=20 worked outside this schedule would be "in addition to" rather than = "instead=20 of", and are paid as overtime hours worked.

17. = Do "unassigned=20 regular" employees have a regular schedule.

Response: Yes. The first = schedule assigned=20 to the employees in the "unassigned regular" status becomes the = employee's=20 regular schedule.

18. = Can the=20 schedule of an "unassigned regular" employee be permanently changed = without=20 paying "out-of-schedule" premium?

Response: The only way to = permanently change=20 the unassigned regular's schedule is by either the employee being a = successful=20 bidder or being assigned by management to a residual vacancy in the=20 Maintenance and Motor Vehicle. In the clerk craft the hours many be = changed=20 per Article 37 Section 4 B - during the initial 28 days and every 180=20 thereafter.

19. = Does the=20 "out-of-schedule" premium provisions apply to all full-time bargaining = unit=20 employees?

Response: Yes, except when the = work schedule=20 of a "full-time flexible" employee is changed by Wednesday of the = preceding=20 week.

20. = When does the=20 penalty rate of pay become applicable?

Response:
1. If full-time = employee is=20 required to work overtime on more than (4) of the employee's (5) = scheduled=20 work days in a service week (e.g., if employee was required to work = overtime=20 on his 5th day of work after working overtime on the preceding = scheduled work=20 days, he/she would be entitled to penalty overtime pay for the = overtime hours=20 worked on the 5th day).

2. If an employee works over 10 = hours on a=20 regularly scheduled day (e.g., if employee worked 11 hours, said = employee=20 would be entitled to (2) two hours at the time and one-half rate and 1 = hour=20 overtime at the penalty rate).

3. If a full-time employee works = over 8=20 hours on his/her non-scheduled day (e.g., employee works 10 hours on=20 non-scheduled day. Employee is entitled to 8 hours at time and = one-half and 2=20 hours at the penalty rate).

4. If a full-time employee works = over 6 days=20 in a service week (e.g., employee works the 2nd non-scheduled day of = service=20 week. Employee is entitled to be compensated at the penalty rate for = all hours=20 worked on the 2nd non-scheduled day).

5. If a part-time flexible or = part-time=20 regular works over 10 hours in a service day or over 56 hours in a = service=20 week.

It was discussed to take = part-time regulars=20 out of #5 because it implies that part-time regulars can work overtime = due to=20 the fact this would be extremely rare.

21. = Are employees=20 entitled to penalty pay for overtime hours worked during the month of=20 December?

Response: No. Exclusion is for a = four week=20 period and may encompass a short period during late November or early=20 January.

22. = If two or more=20 rates (overtime or premium) appear applicable to the same hours = worked, how is=20 the employee compensated?

Response: The employee is = compensated at the=20 higher applicable rate.

23. = Does the=20 Overtime desired list apply to part-time regular or part-time flexible = employees?

Response: No, the overtime = desired list=20 applies only to full-time employees. Only in emergency or = unanticipated=20 circumstances should the part-time regular's work hours be expanded = beyond=20 their fixed schedule.

24. = How is the=20 Overtime desired list established?

Response: By craft, section = and/or tour in=20 accordance with Article 30, Local Implementation.

25. = When may an=20 employee sign up on the Overtime desired list?

Response: Only during the two = (2) week=20 period prior to the start of each calendar quarter.

26. = Should an=20 employee who signs the OTDL indicate a preference for the amount of = overtime=20 desired (10 or 12 hours)?

Response: Yes, employees who = prefer to work=20 in excess of 10 hours on a scheduled day up to a maximum of 12 hours = should=20 indicate said preference on the OTDL.

27. = Can full-time=20 employees on limited or light duty sign up for the Overtime desired=20 list?

Response: Yes.

28. = Is a full-time=20 employee on limited or light duty entitled to overtime?

Response: A full-time limited or = light duty=20 employee's entitlement to overtime is dependent upon the employee's = medical=20 limitations.

29. = May an employee=20 request that his name be removed from the OTDL during the=20 quarter?

Response: Yes, however, = management does not=20 have to honor the request on the day that the employee makes said = request=20 (e.g., on Tuesday morning employee is advised that he will be required = to work=20 2 hours overtime. Employee responds by stating that he requests that = his name=20 be removed from the OTDL. Management does not have to honor the = request on=20 Tuesday, but will honor request on Wednesday).

30. = If an employee=20 signs up on the OTDL is he/she required to work = overtime?

Response: Yes, however, Article = 8, Section=20 5.E. provides for exceptions.

31. = Is management=20 required to assign overtime to OTDL employees before utilizing a = transitional=20 employee in excess of 8 work hours in service day and/or 40 hours in a = service=20 week.?

Response: Yes, qualified and = available=20 full-time employees on the appropriate OTDL will be selected to = perform such=20 work.

32. = Is management=20 required to assign overtime to OTDL employees before assigning = overtime to=20 PTFs or casuals?

Response: No, management may = assign overtime=20 to PTFs or casuals rather than utilize full-time regulars on the OTDL = or work=20 assignment list.

33. = Is the overtime=20 desired list used for Holiday scheduling?

Response: No, the OTDL is not = used when=20 preparing the prescribed holiday schedule posting for holiday = coverage. If the=20 need for additional full-time coverage is determined subsequent to the = Holiday=20 schedule posting, then recourse to the OTDL would be=20 appropriate.

34. = How is overtime=20 distributed to employees on the OTDL?

Response: Except in the Letter = Carrier=20 Craft, employees are selected to work overtime from the appropriate = OTDL, by=20 seniority, on a rotating basis.

35. = May management=20 remove an employee's name from the ODL?

Response: No.

36. = What is the=20 proper remedy when an APWU-represented employee who is on the OTDL is=20 improperly passed over in the selection for overtime work=20 assignments?

Response:
1. When, for any = reason, an=20 employee on the OTDL, who has the necessary skills, is available, is=20 improperly passed over and another employee on the list is selected = for=20 overtime work out of rotation, shall, within 90 days of the date the = error was=20 discovered, be given a similar make-up overtime opportunity.
Should = no=20 similar make-up overtime opportunity present itself within 90 days, = the=20 employee who was passed over shall be compensated at the overtime rate = for the=20 missed overtime period.

2. When, for any reason, an = employee on the=20 OTDL, who has the necessary skills, is available, is improperly passed = over=20 and another employee not on the list is selected for overtime work, = the=20 employee who was passed over shall be paid for an equal number of = hours at the=20 overtime rate for the opportunity missed.

37. = Must all=20 employees on the OTDL be utilized 12 hours per day before an employee = not on=20 the list works any overtime?

Response: Yes, except when there = are time=20 critical processing needs that cannot be met unless non-list employees = are=20 worked. At such time, list and non-list employees may be scheduled=20 simultaneously.

38. = How are=20 full-time regular employees not on the overtime desired list scheduled = to work=20 overtime when the OTDL does not provide sufficient people (does not = include=20 "work assignment" overtime)?

Response: When full-time regular = employees=20 not on the OTDL are needed to work overtime, they are forced on a = rotating=20 basis beginning with the junior employee. In such circumstances = management=20 may, but is not required to, seek volunteers from non-OTDL=20 employees.

39. = Is the 60 hour=20 limitation (Article 8, Section 5.G.) an absolute bar to working = full-time=20 employees beyond 60 hours in a service week?

Response: Yes, Article 8, = Section 5.G.2.=20 does establish an absolute bar against employees working more than 60 = hours in=20 a service week.

40. = If management=20 violates the 12 hour or 60 hour restriction, what is the remedy for = said=20 violation?

Response: In instances where = this provision=20 is or has been violated and a timely grievance is filed the full-time=20 employee(s) will be compensated at an additional premium of 50 percent = of the=20 base hourly straight time rate for those hours worked beyond the 12 or = 60 hour=20 limitation. Additional compensation could be awarded if the 60 hour = limit is=20 violated with impunity.

41. = After a=20 full-time employee reaches 20 hours of overtime within a service week = is=20 he/she still available for overtime?

Response: No. Once the employee = reaches 20=20 hours of overtime within a service week, the employee is no longer = available=20 for any additional overtime work.

42. What is management's obligation when an = employee=20 reaches the 60th hour of work?

Response: The employee's tour of = duty shall=20 be terminated once he/she reaches the 60th hours of = work.

43. Does paid leave count toward the 12 and 60 = hour work=20 limits?

Response: Yes.

44. Is an employee sent home in the middle of = the tour on=20 a regularly scheduled day, because of the bar against employees = working more=20 than 60 hours in a service week, entitled to be paid for the remainder = of his=20 scheduled day?

Response: Yes, an employee = having been sent=20 home on his regularly scheduled day before the end of his tour due to = the 60=20 hour ceiling and having experienced no temporary change of schedule, = must be=20 compensated for the hours he lost that day.

45. = May overtime=20 desired list employees on annual leave immediately preceding or = following=20 non-scheduled days be required to work on their off = days?

Response:
1. Normally, = employees on the=20 overtime desired list who have annual leave immediately preceding = and/or=20 following non-scheduled days will not be required to work overtime on = their=20 off days.

2. However, if they do desire, = employees on=20 the overtime desired list may advise their supervisor in writing of = their=20 availability to work a non-scheduled day that is in conjunction with = approved=20 leave.

46. = May an employee=20 opt to bring their name forward from one overtime desired list to = another when=20 they are successful in bidding on a different tour or = section?

Response: Yes, unless otherwise = addressed in=20 the Local Memorandum of Understanding.

47. = If a PTF=20 becomes a regular in the middle of a quarter as defined in Article 8, = Section=20 5.A., may he/she sign the Overtime Desired List?

Response: The National Agreement = does not=20 provide for signing the OTDL during a Quarter, unless in a unless = otherwise=20 addressed in the Local Memorandum of Understanding.

48. = May an employee=20 who was not on any overtime desired list at the beginning of the = quarter place=20 their name on the overtime desired list when they are successful in = bidding on=20 a different tour or section?

Response: No. They would be = required to wait=20 until the next quarter sign up period, unless otherwise addressed in = the Local=20 Memorandum of Understanding.

49. = May a 204-B be=20 utilized in lieu of a bargaining unit employee for the purpose of = bargaining=20 unit overtime?

Response: The parties have = agreed that an=20 acting supervisor (204-B) will not be utilized in lieu of a bargaining = unit=20 employee for the purpose of bargaining unit overtime. It was agreed as = well=20 that the PS Form 1723 will determine the time and date an employee = begins and=20 ends a detail and that an employee detailed to an acting supervisory = position=20 will not perform bargaining unit overtime immediately prior to or = immediately=20 after such a detail, unless all available bargaining unit employees = are=20 utilized.

50. = Does "Holiday=20 Worked Pay" count towards the 56 and 60 hour work = limits?

Response: No. "Holiday Worked = Pay" is a=20 premium paid to eligible employees for hours worked on a holiday. = However,=20 since employees are given credit for paid leave on a holiday, the = "Holiday=20 Leave" time would count toward the 56 and 60 hour = limits.

51. = What is the=20 minimum number of hours a part-time flexible employee can be scheduled = or=20 requested to work in a service day?

Response: In facilities with 200 = or more man=20 years no longer have PTFs. Employees in all other facilities are = guaranteed 2=20 hours.

52. = Can an employee=20 work less hours than the contractual guarantees provided for in = Article 8,=20 Section 8?

Response: Normally no. = Management may not=20 solicit employees to work less than their call in guarantee, nor may = employees=20 be scheduled to work if they are not available to work the entire = guarantee.=20 However, an employee may waive the guarantee in case of personal = illness or=20 emergency.

53. = Does the number=20 of overtime hours an employee is requested to work at the end of a = regularly=20 scheduled day become a guarantee?

Response: No. Employees only = work overtime=20 for the period of time they are needed.

54. = When an=20 employee is called in to work overtime on their non-scheduled day, are = they=20 contractually guaranteed to work their bid position?

Response: No. Employees called = to work on a=20 non-scheduled day only have a work hour guarantee.

55. = When does the=20 part-time flexible guarantee take effect?

Response: When the employee = reports to work=20 as scheduled. No guarantees apply when the PTF is notified prior to = reporting=20 to work that the previously scheduled work day is = canceled.

56. = Can a part-time=20 flexible employee be returned to work on the same day without = incurring=20 another guarantee period?

Response: Yes. When a PTF = employee is=20 notified prior to clocking out that he/she should return within two = hours,=20 this will be considered a split shift and no new guarantee applies. = When a=20 part-time flexible employee, "who has completed guarantees" prior to = clocking=20 out, is told to return after two hours, that employee must be given = another=20 minimum guarantee of two hours work or pay.
All part-time flexible=20 employees who complete their assignment, clock out and leave the = premises=20 regardless of interval between shifts, are guaranteed four hours of = work or=20 pay if called back to work. This guarantee is applicable to any size=20 office.

57. = Does a=20 part-time flexible employee have a guaranteed number of hours per pay=20 period?

Response: Yes. In offices with = 200 or more=20 man years of employment, part-time flexible employees are guaranteed a = minimum=20 of 4 hours per pay period. In all other offices, they are guaranteed a = minimum=20 of 2 hours per pay period, to stay in compliance with the intent of = Article 6=20 of the National Agreement.

58. = Does a full=20 time regular receive penalty pay if LWOP was used during regular work=20 hours?

Response: Penalty pay is based = on work or=20 paid leave hours. Therefore penalties would not be paid but time and = one half=20 is paid for hours worked by a full time regular outside bid hours = unless=20 waived by a change of schedule PS 3189. Penalty is paid for the = working the=20 second non scheduled day if the employee was worked or was on paid = leave each=20 regular work day.

Home

Webmeister=20 Jennifer Amos. =A9 Western Michigan Area Local
E-mail Jennia1957@aol.com with comments = or=20 suggestions

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