Wiz ya need ta call the inspectors for timekeeping fraud. Internal fraud will be exposed. Enjoy!

Wiz1369/m171
I replied to your e-mail yesterday. Sorry I’m still not up to speed on these forums. After the move from Michigan to Idaho I’m still unpacking and getting caught up on all of my cases. Haven’t had much time to spend on the Internet. Hope you were satisfied with my response.

Vet /m172 Calling the OIG is a hit or miss situation. If your boss is one of the "annointed" ones...nothing happens.

Postal Employee Advocate /m173 Got it. Many thanks. I am working a pretty substantial Art 2 grievance at this time. My attachments should number in excess of 800. I will keep you in the loop. Thanks for your information.

To All,
I am posting this comment on several EEO forums because there’s a disturbing trend happening in union settlements of grievances where the employee also has an active EEO complaint. It seems that the union is being persuaded by management to enter into a global settlement agreement that includes withdrawing the employee’s EEO complaint. I cannot emphasize enough that the union has NO AUTHORITY to negotiate the withdrawal of an employee’s EEO complaint of discrimination any more than they have the authority to withdraw an employee’s OWCP claim of injury of illness. Any employee who has found themselves in this situation should continue to pursue their EEO complaint, regardless of the union’s agreement, and explain to the EEOC that the union was not their EEO representative, and that their advice was based solely from a contractual standpoint and not one from an expertise in discrimination or any EEO laws. Then the employee should also file an Unfair Labor Practice with the NLRB against the union for extending their representation outside of their authority and violating your Civil Rights by negotiating away your right to raise a claim of discrimination separate from the grievance process. In addition, if an employee raised Age discrimination in their EEO complaint, any settlement agreement must contain language that assures that the employee has been afforded the opportunity to discuss the terms of the agreement with legal counsel. Any agreement reached by the union which does not contain that language is not in compliance with EEOC requirements and cannot be enforced.
This practice by the union only engenders them to management and hurts the employee that had been discriminated against. It’s up to those of you who read this to pass the word along to other employees, and at union meetings, that the union’s exclusive right to representation is not plenary, but confined to contractual matters only.

Thanks for the info Postal Employee Advocate. as a matter of fact, last year, I represented a letter carrier, when her termination grievance went to pre-arb. As her representative, I had her permission to settle if necessary. The case was a slam-dunk...but the carrier also had an active EEO. Day before the Arbitration, Labor called me and asked if we could consider reducing the termination to a 14 day susp AND a withdrawl of the EEO. This is the AREA Labor Relations Manager! I told him the offer was unacceptable, and I had no control over the individual's EEO. I countered with the termination expunged, and relieve the PM...he hung up. 20 min later, the termination was expunged.

Management is just as guilty of this practice. Not trying to ruffle feathers, but I have first hand experience in this instance.

Wiz, your right on the hit or miss. Oig dismissed several of our claims when actual proof was right in the paperwork, and witness's. They cover management and that should be disallowed. Preserve the trust when management get's away with murder.This agency run's on conspiracy and distrust.

Ever have any of your subordinate's shuffle their affidavit's around to other manager's? This is done all the time so they can rely on one another's affadavit. I see this all the time where a supervisor will have the eeo complaint on the screen in the office and while dozens of people zoom in an out all day they catch a glimpse of what the supe is working on. The supe later walk's out with a printed affadavit and hand's it to another supervisor. All the employees that have zoomed in and out of the office tell the complainant that the information os being relayed. Witness statements wil damage severley the agencies rapport due to disperse of eeo complaint's. The agency will lose due to this.

Wiz I take it they still presumed with the eeo right?

Vet...Not sure what you mean. I will be calling the EEO and NLRB this week. The copies of the clock rings that management "creatively edited" are going to be part of the package. OIG is worthless.

Wiz, you are right about OIG.

Wiz,good luck with NLRB also. We have tried with all union's to have our unfair labor practice go unheard. Well it went unheard because NLRB found no wrong from all this three of our union's. I have to say though I have sustained several charges when filed individually. It is a long process but if have have smokin evidence, then the case will be in your favor. It took me about half a year for a case to get sustained and I am waiting also for my ecab result's. Good luck

NLRB is new to me.....am I correct, that all I have to do to initiate, is call and talk to them? Then follow up with the paperwork?

Dear: Postal Employee Advocate,

I noticed on May 1, 2008 you posted that you had recieved a response from the EEOC that your employees case was awaiting certification of Sandra McConnell Vs. John E. Potter. The weirdest thing is, that today on May 1, 2009 I also recieved my response from the EEOC that my case is being held awaiting the certifiaction of McCollum Vs. Potter as a class action. WHAT! Does the EEOC send the notice out on the same day (May 1) every year!? No wonder shit is moving so slow!

Anyway I was designted the agent of a class, by many employees here in the city where I live as the bringer of several complaint violations of handbook EL-307 (Reasonnable Accommodation process) forth before the EEOC, as well as USPS management failing employees (Job Restructuring) to employees with disabilities as defined under Section 504 of the Rehabilitations Act of 1973. I am also responsible for exposing the formula that the USPS is intentionally using in order to force it's Injured/ Disabled Employees from service, using the National Reassessment Act.

1. The Formula consists of mass violations of Section 504 Rehabilitations Act violations of reasonnable accommodations/ job restructuring by managers. (I have a copy with a local postmasters handwriting on it, of a course, from a training class that he was enrolled in from the University of pheonix, where he was trained in 07 on how to cut back on the workforce during hard economic times. The course involved scenarios of legally removing a pregnant female, and an employee with a Mental Disorder disability, while keeping the other healthy employees without being sued, I am saving this for the judge, as the icing on the cake... And the poetic justice about it is I aquired these documents from a Post Office that was built in 1929 during the great depression... I believe that "she" a beautiful Post Office wanted to tell on them!)(The USPS managers job is to deny the injured employees the tools they need to do the job, such as smaller mail cases, smaller lighter mops, smaller, lighter trash recepticals, days off fror needed therapy, ect.)(Also the managers are disallowing Job Restructuring, for example the guidelines under the rehabilitations Act permit that if you are a manager with 2 custodial employees, assigned to a two story building, one employee can climb stairs, one cannot because of his disability, the manager should designate the disabled employee to do the bottom floor, and the healthy employee to climb the stairs and do the top floor.) In so many words, USPS Management is telling the injured employee that he either does the top floor, or he don't work, and they have no work for he/ she...

Once the managers continue to deny the reassonnable accommodations/ job restructuring they can then keep the injured employee in pain, and force him to suffer until he/ she is in enough pain that they can no longer do the job, then comes step 2.

Step 2. The Manager comes to the employee, and tells him that he cannot provide the small reasonnable accommodations/ job restructuring, and tells the injured employee "just don't do that particuliar function of your job" and so the manager's plan goes as planned. He then keeps doing this over and over, and starts slowly removing functions of the employees job, one by one, until he can alledge that he has no work for the injured employee, and place them wherever he wants, or in a dead end job, (See also Albrecht/ Glover where they sat Dean down at a table in the center of the workroom floor cutting paper dolls while his co-workers busied about their day walking around him looking at him like he was useless.) other dead end jobs might entail answering a telephone, and/or other ways the managers attempt to make he/ she look worthless before his/ her co-workers, and then later claim that USPS no longer has work for them for their injuries, and out on the National Reassessment Act...

Postal Employee Advocate, I'd like to know how I may contact you. This case may be as big as Albrecht/ Glover.

I plan on writing a book on my account, of what happened once the below case gets certified, and judged! And they can't stop me! I have my constitutional rights to freedom of speech! And I promise I will expose these Civil Rights violators for everything that they are, and have always been, as well as the useless, uneducated f#'n morons who are running this outfit into the ground, as if it were "Tom's air conditioning shop" on the corner. This is a Federal organization, bound by Federal Laws, and protected by a Federal umbrella shielding it's idiot f#'n managers from personal litigation, and civil actions! So they all walk around fearless, doing as they please, like they are God!

 I think Dean Albrecht, or Chandler Glover should have written a book on what they experienced, the public needs to know about this sh#t once and for all! We must expose them, and this time we will do it the right way!