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emyleigh
05-24-2013
01:31 AM ET (US)
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Union Brothers & Sisters: Check out OLMS, Office of Labor Management Standards Website. It is the Standards of Conduct Regulations for Labor Organizations in the Federal Sector. Check out the Bill of Rights. This is another avenue to take after exhausting internal remedies. Hence, there is no statute of limitations. I will be using this avenue next. Civil suits against union officers is addressed in Article 13. National will support legal representation against a member IF, and only IF, the civil charges are NOT related to breach of trust! So, out of the pockets of the corrupt officers the monies will come! Won't they just love that! It's time they learn for every action there is a consequence....whether it comes immediately, or is delayed.
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emyleigh
05-24-2013
01:09 AM ET (US)
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Kimmiek: Read Article 18. Send your charges via registered mail directly to President Rolando at the NALC Headquarters. Their address is in the Postal Record, or call National. Ignore your NBA's comments.. but document them by following up a discussion with an email reiterating exactly what they said and who said it. Ask them to get back to you with a response. It doesn't matter if they respond. It's the documented contact/letter you want. Fax a copy of it too. Then they cannot claim they never "knew" about your complaints. The documentation will aid you in filing Labor Charges against both the local and the National Officers. With viable evidence, President Rolando must act upon the charges. Either way it is a "win-win" situation. Be clear and provide evidence with the charges. National will listen. They must. Good luck!
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KIMMIEK  05-24-2013
12:47 AM ET (US)
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emy I have been going the rounds.. I was told by the NBA agents that national does not care about the branches and that the branches are governed by themselves.. as we are experiencing the same thing in the district we are in as the branch president is corrupt and is working with management to help remove members of his branch. Emy and Golfgod.. I am in with you and if I can get the address I will file the complaint.. I have much evidence and we are in the NLRB. Edited 05-24-2013 12:49 AM
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emyleigh
05-24-2013
12:18 AM ET (US)
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ANYONE experiencing unjust treatment from their union reps need to file a complaint directly to PRESIDENT ROLANDO, UNDER Article 18, page 55, Trusteeship, of the Constitution. More and more we hear of worthless local representation that collaborates with management. Perhaps if the National Office is flooded with Article 18 charges President Rolando will address this issue at the National Convention. We have become our own worst enemy when we allow corrupt, worthless, incompetent officers control and abuse our union rights. These self-serving officers need to face the consequences of their actions!
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golfgod
05-23-2013
08:00 PM ET (US)
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b2bjutme: the phone number you gave is a hooker phone number. she has received so many phone calls from mail carriers. I had another carrier try also.
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golfgod
05-23-2013
07:49 PM ET (US)
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b2bjutme: I have all the 8190's signed at the informals plus our vp of branch kept saying they were going to send to DRT. This was from Dec 2012. Filed charges with NLRB for not resolving grievances. Have write-ups that were to go with grievances. Have e-mails text messages to show they were going to handle grievances but never resolved. Have other offices that have same problem. Have employees wanting to know what happen to there grievances and President of branch said they have shreaded them. My understanding when settled for payment you keep for 3 yrs discipline you keep 5 yrs srbritration decisions keep for 7 yrs. That is what I found out. Thanks for phone number I will check that out.
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b2bjustme
05-23-2013
12:38 PM ET (US)
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golfgod - not sure of the required time-frame, but you could call the NALC National Office and just ask 202-393-4695. Do you have any documentation proving date and/or issues, violations, etc you requested the grievances be filed? You should just file your own at the Informal A, which is everyone's right under Article 15. Then keep a copy of the PS 8190 and related documentation to the union rep, with a dated/signed statement addressed to the union asking them to appeal the grievance to the Formal A and provide you with a copy of that appeal. They are required, also under Article 15, to provide you (the Informal A representative) with a copy of the resolution or withdraw of your grievance. As you know - documentation is critical. I also have ______ for union representatives.
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Sheila B. - Illinois
05-22-2013
06:45 PM ET (US)
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Can you give me any information on a class action law suit regarding illness/disabilities/death caused by lead paint filed against the USPS. I had a family member that was effected by this but we lost contact with the person we had communication with & now we can't find anything about it. I would appreciate your help and response.
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golfgod
05-22-2013
04:13 PM ET (US)
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How long do the union hold on to settle and unsettled grievances. I had to file a complaint with the NLRB against the union for not settling the grievances in a timely fashion. They claim there are NO grievances. How long does the union office need to keep grievances on file.
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Slingshot 05-21-2013
11:02 PM ET (US)
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(4/18/04) Improper Disclosure of Medical Condition Unlawful-EEOC found that USPS violated the Rehabilitation Act's prohibition against the improper disclosure of confidential medical information, when it mailed a letter to approximately thirty-two Associate Office Postmasters, disclosing the Custodial Laborer's s medical diagnosis and his symptoms. The agency had sent the letter in an attempt to find complainant a job that could be performed during a particular shift as a reasonable accommodation. Noting that the Rehabilitation Act permits managers to be informed of necessary restrictions on the work or duties of the employee and necessary accommodations, EEOC found the disclosure to be a violation of the Rehabilitation Act. EEOC stated that the disclosure was not necessary to alert managers to restrictions on complainant's work or duties and his need for accommodation. EEOC reiterated to the agency that the Rehabilitation Act does not limit the prohibitions against improper disclosure of confidential medical information, and improper medical inquiries, to individuals with disabilities. EEOC remanded the matter on the issues of compensatory damages and attorney's fees and costs. http://www.eeoc.gov/decisions/01992086.txt
The regulations provide that information obtained regarding the medical condition or history of any employee shall be treated as a confidential medical record. Id. The Commission regards documentation of the individual's diagnosis or symptoms as confidential medical information. ADA Enforcement Guidance: Preemployment Disability-Related Questions and Medical Examinations (October 10, 1995) at 22 n. 26. However, supervisors and managers may be informed regarding necessary restrictions on the work or duties of the employee and necessary accommodations. 29 C. F. R. § 1630.14(c).
We find that the contents of RMO's letter violated the Rehabilitation Act by disclosing complainant's medical diagnosis and symptoms. See Hampton v. United States Postal Service, EEOC Appeal No. 01A00132 (April 13, 2000). This disclosure was not necessary to alert managers to restrictions on complainant's work or duties and his need for accommodations. Accordingly, based on the agency's disclosure of information about complainant's medical condition, we find that the agency has violated the Rehabilitation Act. See 29 C. F. R. § 1630.13(a). Such a disclosure constitutes a per se violation of the Rehabilitation Act Valle v. United States Postal Service, EEOC Request No. 05960585 (September 5, 1997), Brunnell v. United States Postal Service, EEOC Appeal No. 07A10009, (July 5, 2001). We vacate the FAD, find that the agency violated the Rehabilitation Act, and remand the issues of compensatory damages and attorney's fees and costs as provided by the order below.
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Slingshot 05-20-2013
09:08 PM ET (US)
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/m10793
Hey Horse, no I'm not an attorney.
;-)
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Slingshot 05-20-2013
09:07 PM ET (US)
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The word "brief" has two meanings in law: "A written statement setting out the legal contentions of a party in litigation, especially on appeal; a document prepared by counsel as the basis for arguing a case, consisting of legal and factual arguments and the authorities in support of them." (Black's Law Dictionary, 7th Edition, p.186) An analytical summary of a court opinion This guide focuses on the first kind of brief: written legal arguments submitted to a court. This guide lists reliable sources for briefs by court level. It also recommends a few handbooks on how to write briefs.
http://www.law.georgetown.edu/library/rese...riefs_arguments.cfm
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golfgod
05-19-2013
03:58 AM ET (US)
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b2bjutme: i did the informals with supervisors and at this time our union was doing the formals with management and getting the gats numbers. Well I found out that there were NO gats numbers but the union vice president kept telling me he was going to send them down to DRT from Dec thru the beginning of May when I finally filed the complaint. It wasn't just 1 or 2 grievances. I have 5 myself and management is requesting at least 8 more grievances to be either removed or settled. Before I went on vacation I had my clerk hand over to the president of the union 11 more grievances but he did not sign and I have know idea what ocurred. I might have to hand the list of grievances to NLRB again to find out the results on those plus the union has been in our office at least 2 times in a week to do grievances. We have never had that before because we are 60 miles away from the office.
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b2bjustme
05-18-2013
06:06 AM ET (US)
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golfgod management is supposed to issue each grievance a GATS number, which should be included on Line 14 of the PS8190 grievance form. They request the GATS number online, which is then entered into the districts database. If they don't have a GATS number, it is because they are attempting to make it appear as though NO grievance was filed and everything is just 'hunky dory' in your office. If you have your local branch grievance number you can request 'in writing'(duplicate copy)the GATS number corresponding to the union number. You keep the original copy of this request and give them the carbon copy so nothing can be altered and they know you have the original.
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horsenut
05-15-2013
09:33 AM ET (US)
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slingshot, are you a lawyer? I may need one if they don't settle with me during Redress. Kimmiek, I am not a CCA, and I had very little training. I learned what I could from other employees that I would ask to show me how to do certain tasks. It looks like I may have them worried.
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Slingshot 05-14-2013
10:22 PM ET (US)
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Keep swinging. Golf..Make um sweat...
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