General Info
Accident Investigation Tort Claims -MI
Ad Hoc DSI
Alcohol and Drug Testing of CDL Employees
APWU USPS Letter
Article 29 Consideration of national outsourcing initiative
Article 32 MOU 2011
Article 32 History
AS 508 Tech Ref Guide
AS 554C Vehicle Washing Tech
BPI
Breakthrough Productivity BPI
CDL Drug & Alcohol Testing
CDL Drug Testing SOP
CDL Medical Eval 1997
CDL Requirment
CDL Testing - MI
Conducting HIghway Contract Route Surveys
Contract Modification
Contracting out VMF work
CSA 2010
Delivery Unit Optimization (DUO) Mgmt Briefing
Delivery Unit Optimization Dockins Letter 8-3-10
DM 901 Registered Mail
Documenting to Win
Duty Assignment
Driver Selection Orientation Course
DSI and DIE
Drug and Alcohol Testing
Drug Testing 1998
EL 804 Safe Driver Program
EL 809 Guidelines for Area/Local Joint Labor Management Safety and Health Comm.
EL 814 Postal Employees Guide to Safety
Electric Drive Vehicles
Electric Truck Testing
Exams 943 and 944
Exams 943 & 944 USPS and APWU Letters
Excessing in MVS 2009
Financial Viability GAO 2010
First Time Violation pending removal
Fitness for Duty - Drug Testing
Form 4533
Form 5399 Contract routes performance record
Form 5407 Highway contract route
Form 5429 Instruction for 5429 and exception service
Form 5443 Contract routes statements, schedules
For 5500 Irregularity report
Form 7439 Solicitation record
Form 7459 Extra tip log
Form 7463 cost estimate
Grievance Info
Guide to fighting Cosolidations - APWU
HCR and VMF Subcontracting
HCR Contract Negotiated
HCR Schedule Trenton 2011
HCR Screening
HCR Surveys
Highway Contracts - MI
Highway Contract Negotiated Services
Honoring Labor Settlements
Insulin Dependant Drivers
Internal Use and Transportation of Pallets
Large Truck GAO Report
Less Than Truck Load
LMOU Training Manual USPS
M22 Disptach and Route Policy
Mail Transporting Equipment Control
MOU Amended Work Rules
MT Transportation
MVS Basic Shop Stewards
MVS Discipline
MVS Job MOU 2011
MVS Schedule form 1990
MVS Subcontracting
National Payroll hour summary report
National Trailer Lease - OIG Report
Network Distribution Center Activiations 2009
Notification HIghway Contract Routes
Number of Trailers Pulled for MTESC
OIG Reports
P 1 General Purchasing Concepts and Practices
Pilot Program Membership Letter
Pilot Sign Off Q & A
PO 516 Highway Contractor Safety
PO 701 Fleet Management
PO 702 Tort Claims
POM
Postal Bulletins
Prescription Meds
President's Commission on USPS 2003
Preventive Maintenance Program 2008
Processing Trailer Damage
PTR's Q & A
PTR in Clerk Craft 1993
Pub 33 Mail Transportation
Pub 60C A Great Place to Work - Auto Mechanic
Purchasing Manual
PVS Class 2011 PP
PVS Guidelines
PVS MOU Power Point
PVS vs contract info sheet 2011
PVS vs contract info sheet 2011 Trenton
Right to Waive Training Course
Ring Scanner Plant Scanner System
Ring Scanner RS 507
RingScanner RS 507 letter 8 23 2011
Ring Scanner User Guide
Sample Letter to Congress on Subcontracting
Screened HCR
Screening HCR Personel
Scheduled Maintenance Audit
Sensors on Postal Fleet
Shuttling Agreement
Sleep Apnea
Sleep Apnea 2011
SP 1 Highway Contract Routes Contract Delivery
Statement of services
Step 4's
Step 4 and letter that will affect MVS 2011
Subcontracting - Sample Letter
Subcontracting Step 4
Subcontracting Violation it is there
Surface Rail
Trailer Repositioning
Trenton PVS 302
Trenton Run 206
Trenton Run 207
Trenton Run 209
Trenton Run 211
Trenton Run 303
Trenton Stand-by time
Trenton to Kilmer
Vehicle Maintenance Bulletin
Vehicle Maintenance Repair for Shuttling
Vehicle Shuttling Agreement
VMAS Commercial work order
VMAS Reference Code Table
VMAS Types of work orders
VMAS Work Order Report
VMF Cost PP
VMF Cost comparision new
VMF cost comparision PP
VMF Reference code table
Work Observations 4584 Tracking Sheet
Standard Position Descriptions
Admin Clerk VMF
Automotive Mechanic 6
auto painter 6
Level 6 Automotive Mechanice Qual Stds
Automotive Tech 7
body and fender repair
Clerk Vehicle dispatcher
General Clerk VMF
Lead automotive tech
lead automotive tech AG
Lead Automotive Tech 8
Lead Automotive Tech 9
MVS Qual Standards
Office clerk vehicle ops
Office clerk vehicle ops 5
Schedule examiner vehicle runs
Storekeeper automotive parts 7
Time and attendance clerk
vehicle dispatcher 6
vehicle dispatcher 7
VOMA
VOMA Qual Stds 2003
VOMA Qual Stds 1987
We want out work back
Management Positions
Supervisor Body Shop
Supervisor transportation ops 16
Supervisor transportation ops 17
supervisor vehicle dispatcher A
supervisor vehicle dispatcher B
Supervisor vehicle Mt 15
Supervisor vehicle Mt 17
Postal Vehicle Information |
Flex Fuel Vehicles - FFVs (Originally named Carrier Route Vehicles - CRVs) |
Door Latch Problem
A management team recently descended on a Dallas-area post office to perform a security check on postal vehicles. (We say "descended" because the team included "Mad Dog" Chuck of Route Check Nightmare fame.) The team found five vehicles that were "unsecured" and referred the vehicle numbers to the station manager for employee discipline. Several carriers insisted that their vehicles were locked. Upon examination it was revealed that a firm push to the door latch will open the door even when locked. (To perform this yourself, stand to the front of the latch and give the latch a firm push/jab at the top with the palm of your hand. This technique was successful in opening the locked doors of a number of FFVs at this Dallas Post office.) |
Fuse Box Overloaded?
Received from a VMF technician:
"I was sent out on a call the carrier called in to tell the supervisor the fuse box was smoking. It was a clear warm day and by the time I arrived in the wrecker a small fire had started in the fuse box. As a VMF Tech I have seen botched repairs, both by the contractors and by in house techs, if that's what you want to call them. I have been told by my supervisor that I'm worried about nothing and the odds of that happening are low. When are the people in safety going to wake up and get a person who understands electricity to convince management that you cannot overload the boxes with super flashers, strobes, DRLS, etc. The vehicles are not designed for all these additions!" |
LLV Fire Problem? |
PostalMag.com first received the below photo in about 2001. At the time, we thought the photo depicted an isolated accident. Since then, however, we have received several reports of other LLVs that have burned in similar fashion. One letter carrier reported that he was "just driving down the street when his engine suddenly caught fire and burned the entire front of his LLV." (Contact us if you have related information.) |
Reversion Guidelines Central Plains
REVERSION GUIDELINES
The different crafts have different contractual requirements that must be followed when a position is either under consideration for reversion or actually is reverted. Therefore, each craft has its own section in this SOP. The rural craft is not referred to because reversion is not mentioned in the rural contract.
However, regardless of craft, when a position becomes vacant, if the manager believes the position may need to be reverted, he/she must notify the facility’s Labor Relations Specialist.
Clerk Craft
1) A decision on whether to revert or post a position must be made no later than 28 days after the position becomes vacant.
2) If a facility is considering reverting a vacant position, the Postmaster/Manager/Designee must notify the union that the position is being considered for reversion, and allow the union an opportunity for input. This notice must be in writing to the union via a letter to the local union president, using certified return receipt for one letter and delivery confirmation for the 2nd copy. This notice must notify the union what position is being considered for reversion. The position will be identified by job title, job number and station name or section/tour. The letter must be sent out timely so the union has sufficient time to receive it, review it and respond to it, and we have time to consider their response before the position is vacant for 28 days (a template of this letter can be found on the Central Plain’s HR website under Labor Relations) . A guideline is to notify the union that the position is being considered for reversion within 7 days of it becoming vacant. A copy of this letter and the signed return receipt will be kept by the PM/ Manager/Designee. It is imperative that the union be notified that a position is under consideration for reversion as soon as possible after the position becomes vacant.
3) If the union does respond to the PM/Manager, the manager will consider the union’s argument before deciding to revert the position. If the union does not contact the manager, the manager will decide whether to revert the vacant position or not. A final decision whether or not to revert the position must be made within 28 days after the position became vacant.
4) If a decision is made not to revert the position, the PM/Manager/Designee must immediately post the position.
5) If a decision is made to revert the position, the reversion notice found on the HR website under Labor Relations must be filled out by the PM/ Manager/ Designee. This Notice must be posted in the facility of the reverted position within the 28 day timeframe. The notice should be posted for at least ten (10) days, and the date it was posted should be written on the notice. A copy of this reversion notice must be sent via certified return receipt to the local union. A copy of the reversion notice must also be filed in the facility in case it is needed for a future grievance.
6) The PM/Manager/Designee must complete the necessary worksheet and send to Human Resources Shared Service Center (HRSSC) to process the reversion.
8) If the decision is not to revert the position, this decision must be made to allow enough time for the position to be posted within 28 days.
Maintenance Craft
1) Vacant duty assignments must be posted by a notice of intent within 30 days from when the vacancy occurs. If a duty assignment has not been posted by the 30th day after the position became vacant, the PM/Manager/Designee must inform the union in writing why the duty assignment is being withheld. This written notice must be given to the union no later than the 30th day after the position becomes vacant. This notice must be sent to the union, by local management, via certified return receipt, with a copy of both the notice and the signed return receipt being kept at the local office in case it is needed for a future grievance (a template of this letter can be found on the Central Plain’s HR website under Labor Relations).
2) If the vacant duty assignment is reverted, a notice must be posted within 10 days (the reversion notice to be filled out is found on the HR website under Labor Relations) of the decision. This notice must give the reason(s) for the reversion. A copy of this posting must be sent to the union, by local management, via certified return receipt, with a copy of both the notice and the signed return receipt being kept at the local office in case it is needed for a future grievance.
3) The PM/Manager/Designee must complete the necessary worksheet and send to Human Resources Shared Service Center (HRSSC) to process the reversion decision.
4) A decision to revert or not revert must be made within 40 days of the position becoming vacant.
Motor Vehicle Craft
1) Vacant duty assignments must be posted or reverted within 28 days from when the vacancy occurs.
2) If the decision is made to revert the position, a notice is posted by a supervisor/manager immediately upon that decision being made. The reversion notice must state what position has been reverted and the reason(s) for the reversion (the reversion notice to be filled out is found on the HR website under Labor Relations). PM/Manager/Designee must be informed immediately if a position is reverted, or if a position is being considered for reversion.
3) The local union must be given a copy of this posted notice. To serve as proof that the local union was given a copy of this notice, local management must send the notice to the union via certified return receipt, with a copy of both the notice and the signed return receipt being kept at the local office in case it is needed for a future grievance.
4) The PM/Manager/Designee must complete the necessary worksheet and send to Human Resources Shared Service Center (HRSSC) to process the reversion decision.
5) If the decision is made not to revert the position, the decision must be made to allow enough time for the position to be posted within 28 days.
Mail Handlers
All vacant duty assignments must be posted for bid within 10 days after management has determined a position will not be reverted.
If the decision to revert will be made within 30 days of the position becoming vacant, then:
1) A reversion notice is posted by local management in the facility of the position being reverted. The notice must state the action being taken and the reasons for the action (the reversion notice that is to be filled out and posted is found on the HR website under Labor Relations). The PM/Manager/Designee must provide the local union official with a copy of this notice via certified return receipt. A copy of the reversion notice and the signed receipt must also be filed in the facility in case it is needed for a future grievance.
2) The PM/Manager/Designee must complete the necessary worksheet and send to Human Resources Shared Service Center (HRSSC) to process the reversion decision.
If the decision to revert will be made outside 30 days of the position becoming vacant, then:
1) The PM/Manager/Designee will send a letter, via certified return receipt, informing the union why the position is not being posted and the anticipated length of time the position will remain vacant. A copy of this letter and the signed return receipt will be kept by the PM/ Manager/Designee. This written notice must be given to the union no later than the 30th day after the position becomes vacant (a template of this letter can be found on the Central Plain’s HR website under Labor Relations).
2) If the ultimate decision is to post the position, the position must be posted within 10 days of the date the decision was made, and no later than 40 days after the position became vacant. This decision must be made to allow enough time for the position to be posted within 40 days.
3) If the ultimate decision is to revert the position, local management must post a reversion notice in the facility of the position being reverted. The notice must state the action being taken and the reasons for the action (the reversion notice that is to be filled out and posted is found on the HR website under Labor Relations).
4) The manager must immediately send a copy of this reversion notice to the union via certified return receipt. A copy of the reversion notice and the signed return receipt must also be filed in the facility in case it is needed for a future grievance.
5) The PM/Manager/Designee must complete the necessary worksheet and send to Human Resources Shared Service Center (HRSSC) to process the reversion decision.
NALC
1) A decision to revert or not to revert a position must be made no later than 30 days after the position becomes vacant. If a vacant position is not being considered for reversion, it must be posted within 14 days of the position becoming vacant.
2) If a facility is considering reverting a vacant position, Postmaster/Manager/Designee must send a letter to the union, via certified return receipt, notifying the union what position is being considered for reversion. The position will be identified by job title, job number and station/office name or section/tour. A copy of the letter and the signed receipt must be filed in the facility in case it is needed for a future grievance (a template of this letter can be found on the Central Plain’s HR website under Labor Relations).
3) If the ultimate decision is to post the position after reversion was considered, the union must be notified of this decision by letter. A copy of the letter and the signed receipt must be filed in the facility in case it is needed for a future grievance. This decision must be made to allow time for the position to be posted within 30 days of it becoming vacant.
4) If the ultimate decision is to revert the position, the designated manager must send a written notice to the local union advising them what position(s) is(are) being reverted. The manager must immediately send this reversion notice to the union via certified return receipt. A copy of the notice and the signed return receipt must be kept at the local office in case it is needed for a future grievance.
5) The PM/Manager/Designee must complete the necessary worksheet and send to Human Resources Shared Service Center (HRSSC) to process the reversion decision.
DOCUMENTATION
To increase the likelihood of prevailing in arbitration, management must produce documents, not just arguments, in support of its decision. The documents or reports that must be reviewed and provided in the grievance file if relevant can include the following:
TACS reports – is there stand-by time before reversion? Is there OT increase after reversion? If so, how much? Any increase in PTF/ TE/ casual hours after reversion? If so, how much?
Volume reports – total mail volume, cased volume, distribution volume, percent to standard performance, window transactions,
Performance/Productivity reports – 3999, 1838C, end-of run reports.
Any evidence of operational changes, including new equipment, change in mail arrival/dispatch times. The closer a reversion or abolishment is in time to the operational change, the stronger the operational change argument.
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