I did call OIG again once I saw the incindent in New Hampshire about managers deleting clock rings. They of course could not talk about another investigation and also told me that mine was somehow closed. I asked them that my case and the ones in NH are not the same thing??? Again, they said they could not talk about another investigation. As far as what they wanted me to do to another employee....I was told to tell an individual that they had to come in for overtime on their layoff day. I dont have a problem telling someone that but when I am told to tell them a half hour b4 they go home and on the day b4 their weekend...I do have a problem with that. They wanted to issue a letter of warning to this person cause they did not show up. I refused to do it. I understand the contract and the need for overtime but giving a letter is a bit extreme especially when I do not know the employee's history of this kind of action. As far as anyone hearing us, this whole company reminds so much of our Congressmen and politics in general. No one can be touched it seems unless they do something very outrageous. And those of us that do stand and fight are so few and far between that our voices will probabaly never be heard. A lot of ppl give up fighting cause it is a grueling process. And our unions at least where I am at are not effective or very competent in dealing with any of these issues. It is very time consuming as well. I fear that echo you hear will carry on a very long time.

Very well understood Wiz, I too have kids also. Then there is another tag on the internet with yours and let me tell you its all over. Anyway just seeing how your OIG thing is going if at all. I have had no luck with them at all as they are for management side and will protect them. In regards to making an employee do what was wrong, what did you have to do? It just seems this is a mandatory thing with all managers on having to do acts of stupidity on innocent employees. I as well as all my friends here wonder what training these spineless morsels undergo. Are they taught to deny everything and abuse employees verbally, mentally, sexually, what? Why is it our voices are not heard nationally. Sure we hear it on this site of daily happenings but I mean why cant we all get up and stand the fight against this. We do outnumber them you know. We should hold a march just like King did and put a stop to this ongoing madness this agency does on a daily basis to hard working employees. What say we start a national petition on getting our voice heard. Is there anyone with me. Echo, echo, did not think so. LOL

wiz28 and others if you register and remember to sign in befoe poting then your name can not be duplicated.

Let me clarify some of your questions. First and foremost, I am NOT management. I did supervise at one time as a 204B for about 2 years when I 1st started but when asked to do something I felt was wrong against an employee, I gave it up. I have been employed with the USPS for almost 20yrs as a Mailhandler and have no plans of ever going into management again. Secondly, I have only posted to this website for information. There must be someone else out there with the same name. I have fished for info b4 on some things but I only posted to websites that would give me the best feedback which just happend to be this one. I may have posted to others at one time or another, but if I did there is no way I have the time to post to a hundred lol. I have a 2 yr old son I have to take care of every evening alone so I only wish I had such time to post to that many. Those of you with kids of that age can relate. Any other questions, please ask and I will get to them as soon as I can. Thanks.

Kim, EEO starts off informal but the complainant chooses wether to go formal or not. Also, WIz are you not only affiliated with this forum but hundreds of others on the web? I see your usertag id on many sites. Would it no just be easier to post questions and answers on this forum as all the concerns you raised in other forums are covered under the highlighted fields of interest. I dont know if Wiz is management Kim, I would just like to know why would one post questions and answers on several websites when all the questions and answers Wiz posted outside of this site are all under the realm of activity you want answered in this site. I am confused? This site is a way for us to communicate, and the way I see it Wiz if it is you on other sites, are you fishing for information? I might be wrong there may be another Wiz, but I doubt the same user tag posted on these other sites. Help us out here WIz!!

eeo... is formal only. WIZ28 management

Wiz, as you should know by now the OIG is on managemants side. I have had numerous complaints filed with only a return letter from OIG ststing nothing was found. I excercised my right through FOIA and still did not get a response. All I received was the complaint itself filed with no findings. No investigative reports to show they did not find anything. We my friend are in a situation where the USPS managers think they are above the law. Everytime I file a grievance pertaining to harassment I simply attach the Bernice Fields arbitration on there. This arbitrator was known to other arbitrators that the workplace harassment will not be tolerated. In her power she removed the manager and had him apologize for all his wrong doing. It is sad that all arbitrators do not think like Bernice, butyet they find ways to promote and transfer these deadbeat managers. Good luck with the congressman as the letter he or she will send to the agency will only get forwarded to the law dept. Then you will receive a response such as follows: in light of your response on the ongoing discrimination we hope the employee can utilize the grievance procedure or EEO channels to get his or her answer.
This agency has an excuse for everything and I am shortly going on the web to exploit all abuse employees received. I am in the process of creating a web site for postal employees to use the resources I will provide. I have an extensive file cabinet with all EEOC cases sustained by employees on the wrongdoing this agency has done. I am going to share the world not only the actions done onto me but everone.

Wiz, as you should know by now the OIG is on managemants side. I have had numerous complaints filed with only a return letter from OIG ststing nothing was found. I excercised my right through FOIA and still did not get a response. All I received was the complaint itself filed with no findings. No investigative reports to show they did not find anything. We my friend are in a situation where the USPS managers think they are above the law. Everytime I file a grievance pertaining to harassment I simply attach the Bernice Fields arbitration on there. This arbitrator was known to other arbitrators that the workplace harassment will not be tolerated. In her power she removed the manager and had him apologize for all his wrong doing. It is sad that all arbitrators do not think like Bernice, butyet they find ways to promote and transfer these deadbeat managers. Good luck with the congressman as the letter he or she will send to the agency will only get forwarded to the law dept. Then you will receive a response such as follows: in light of your response on the ongoing discrimination we hope the employee can utilize the grievance procedure or EEO channels to get his or her answer.
This agency has an excuse for everything and I am shortly going on the web to exploit all abuse employees received. I am in the process of creating a web site for postal employees to use the resources I will provide. i have an extensive file cabinet with all EEOC cases sustained by employees on the wrongdoing this agency has done. I am going to share the world not only the actions done onto me but everone.

Way to wipe the sand off, get up, and kick the sand back at the Beach Bully (PM/Supervisor).
You show us true principle, and character. Keep up the fight!

Hello again folks. Wanted to update everyone on the outcome of my Redress. Besides catching the man in a bunch of lies, I was able to at least get my funds back. He could not prove to me what he was saying about the attendance process and the 3971's. I believe he thought I was not gonna call his bluff on this and when I did, he could not produce what he just got done telling me he does when a call off is in effect. And isn't it ironic that the OIG investigated the same thing in New Hampshire with TACS violations and found fraud was indeed involved. It is on www.postalnews.com for those of you that wish to view it. When I called OIG, I was told that because mine was a timekeeping issue and the violator was not gaining anything financially from this, they were unable to do anything about it. HOW IRONIC! Only difference was that the OIG was contacted by a Congressman which is my next step. I will keep everyone posted.

Sorry for any typos

We are waitinng for the Mcconnell case to come to light. I have a detailed list of all EEO cases won by USPS employees that I frequently use for reference. A good one is the Byrne case where an employee was denied to take his oxygen and while filing his complaint through the formal process of EEO, he died. In result the agency was ordered to pay his hefty attorney fees of 97,000 and ordered to pay the max of 300,000 as a result of his death and to include the manager getting heavily punished as aresult of his retaliatory practices. Rest in peace brother as your fight did not go unheard. I would like to add to advocates finding of the environmentalspecialist. This would also fall under the responsibilities of the HR manager in the district. He or she would have to alleviate the intense, as well as insane quai military environment in ones installation by enforcing there role of HR manager on management. This agency especially OIG covers for management and employees are left with only the collective bargaining agreement to fall on, in which most cases even if sent to arbitration will be not worded in the employees favor. Ridiculous as this might sound, the USPS thinks they are above the law. With so many agencies that are out there to protect workers rights, they sure have a quick resolution to there findings of no foul play when the agency in the charges filed against is the USPS. Advocate, when you say this win is for everyone, how do you or I benefit? I have been in this game too long to where the point the inspectors and OIG as well as all other agencies will not even take my complaint because the know I got them. I raise my glass and toast the ones that fightfor their rights and not let morangement trample over them. I will actually down my glass after raising it when someone in mangement will be accountable for all there actions. With this said, I know all management are not bad and all employees are not saints as well but the ones that create this useless hateful lifestyle have theirs' coming 100 time's worst. A fairs day work is a fair days pay does not even exist anymore. I pray for these managers and even wonder how their spouse could lie next to them not knowing or knowing what hate was done to employees on any given day. This goes for employees as well. EEO process is a jokek and always will be. I love the case where the eeo investigator filed against the agency and had won his eeo and was given full retirement with 190,000 for damaages. This man fough for everyone and when he raised his voice of concern the agency managers put a mock like wanted poster with this investigators face on there stating "if you see this man do not let him in". I'll raise my cup on his case as he prevailed victoriously. I am actually writing a book on my experiences with this agency and will publish it in the near future. I just keep documentingeverything. The way it just keeps going, I dont think this book will be done anytime soon.LOL Cheers Advocate

Chalk up another win for an employee based on discrimination because of her religion, race, and age. Complainant had met with her supervisor and postmaster (both named as RMO’s) as well as the agency’s Workplace Environmental Specialist to try to resolve the issues within her facility. The Workplace Environment Specialist and postmaster concluded that “the parties needed to work these things out amongst themselves in the office.” The AJ found that “essentially (they) washed their hands of the situation, and sent a clear message to Complainant that she was on her own.”
In my opinion this demonstrates the futility and cynicism of even having a Workplace Environmental Specialist. Apparently their only job function is to suppress legitimate complaints of discrimination (which, by law ADR Specialist can’t do). As a result of this complaint, the AJ ordered that the agency require the RMO’s, including the Workplace Environmental Specialist, are to be “provide(d) EEO training on Title VII and ADEA requirements, specifically including religious accommodation; race, age and religious discrimination and harassment; and the proper process to follow after receiving a complaint of discrimination and/or harassment.” What? Apparently Workplace Environmental Specialists aren’t required to have this training before they encumber a position that is supposed to resolve workplace environment problems. Just another useless $70,000 a year management position at a time when the Postal Service is in dire financial straights.
My editorial opinion aside, I just wanted to share with the skeptics that EEO complaints of discrimination can be won. So raise your glasses and offer a toast as this is a win for everyone.

Advocate, that is if the substantial evidence one has can offer a showing of carelessness and abusive use of the system created by the agency. In which most case briefing's represented by council do show the agency failing to abide by law outlined in the MD-110. Alot of times this agency will even try to have a third party to be an observer in the adr, which is not agreed to by the complainant at all. This third party this agency tries to get is merely a person interfering with the ADR by just being there. One does not have to follow ADR at all but the postal service relies on this even when the person initiating the EEO does not sign the ADR sheet or 1614 guidelines. It is sad this system is designed to lean on the agency as we all should know by now the ADR specialists, EEO investigators all work for the agency or has at one point. It is best to get council to represent you after mediation because of all the time frame's afterward. You are right to a certain extent on the redress program, but when one can have the mediator even state on paper who they work for you can utilize this to your advantage.

Just remember that anything that you may learn during REDRESS that might help your EEO case you will not be able to use later. EEO AJ's will not take any testimony related to what was learned or discussed during REDRESS.