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WHAT?
05-26-2013
03:23 AM ET (US)
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I goofed. PSE's don't get sunday premium. NIght differential included in overtime calculation.
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WHAT?
05-26-2013
02:36 AM ET (US)
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Thank you for posting the article. I had read it but am confused by the section that says it may include night differential. Wouldn't management have to include it any time that a pse is entitled to night differntial? In the ELM, section 444 it also lists night diffential and sunday premiun but I was hoping for an example including night differential. Something we could use to check the accuracy of managemtent. My guess is take the hours worked (40, standard for pse's in our facility) times the hourly rate for pse's plus the night differntial and sunday premium then divide that by 40 to get regular rate for the week. Using that number, multiply by one and a half for the flsa overtime computation for OT hours that week. Does that look accurate or did I stupervise the problem. The payroll office should do this correctly now that DOL has informed them but our local would like to know how to fact check this. Thank you and have a great day. Edited 05-26-2013 02:37 AM
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postalvet  05-25-2013
11:13 PM ET (US)
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decided to post it so it will not disappear.
For many years part-time flexibles ( PTFS ) have questioned why their overtime rates of pay were calculated differently than full-time employees. Now we have Postal Support Employees (PSEs), and their overtime rates are calculated differently as well. I have received many questions from the field on how the rates are calculated. A little background is necessary in order to fully understand the calculations.
PSE Overtime Pay Calculations
When we eliminated TEs and casuals, many of the pay and benefit rules were carried forward to the PSEs.
Article 11 of the Collective Bargaining Agreement provides for a higher hourly rate for PTFs to compensate them for holiday pay. Unlike full-time regulars (FTRs) and part-time regulars (PTRs), PTFs are not paid a holiday premium when they work on holidays. Instead, PTFs receive a higher hourly rate to compensate them for the 10 holidays. (See Article 11 of the Collective Bargaining Agreement.)
When Transitional Employees (TEs) were created in 1991, their hourly rate was tied to PTF rates, so the concept of including holiday pay in the hourly rate continued. In the 1994 contract arbitration, Arbitrator Jack Clarke broke the link to PTF rates. He gave TEs their own schedule of hourly rates, but retained the concept of including holiday pay in hourly rates for TEs.
Now that TEs have been eliminated, many of the pay and leave provisions have been carried over for PSEs, including holiday pay.
Calculations
The hourly rate for PTFs is computed by dividing the annual rate of FTRs by 2,000 hours. For Sunday premium and overtime, the rate is calculated by dividing the annual rate by 2,080 (which excludes the 80 hours holiday premium).
When Arbitrator Clarke separated the TEs from the PTFs and gave the TEs their own rates, the method for computing overtime did not change. The USPS multiplied the hourly rate by 2,000 to get an annual rate. For overtime purposes, USPS divided the annual rate by 2,080 to get the basic hourly rate used to calculate OT.
When we eliminated TEs and casuals, many of the pay and benefit rules were carried forward to the PSEs. The OT calculations remain unchanged.
Therefore, to calculate PSE overtime, take $14.60/hour and multiply by 2,000 to get $29,200. Then divide $29,200 by 2,080 to get $14.0385 (carry out to five digits and round to four). To get the OT rate, multiply $14.0385 by 150 percent and the result is $21.06 per hour.
Please note that 150 percent of $14.60 would be $21.90 per hour. The Fair Labor Standards Act (FLSA) requires that employees be paid no less than 150 percent for work over 40 hours in a week, so management must pay that amount for overtime for PSEs. Pay adjustments will show up as an FLSA adjustment at the bottom of employees’ pay stub. Since the FLSA hourly rate may include night differential, the FLSA adjustment ends up being a complicated calculation that can produce unexpected results.
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postalvet 05-25-2013
11:11 PM ET (US)
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read it here; hopefully it will remain there for awhile.
http://www.apwu.org/dept/ind-rel/magarts/irmagartmay12.htm
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WHAT?
05-25-2013
08:39 PM ET (US)
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Where would I find the formula for pse overtime? Did someone at national contact the DOL to look into this? Thank you for the help. Have a great day.
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postalvet 05-25-2013
11:00 AM ET (US)
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/m5353 yes, the post office was using that formula for PSE's, they can not any more.
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WHAT?
05-25-2013
03:04 AM ET (US)
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PSE Overtime Rates to Increase,
Retroactive Pay Adjustments to Be Made
Is the adjustment due to management not including the pse night differential in the calculation of their regular rate? Is this where postal overtime and flsa overtime differ? Didn't understand why they talk about dividing annual rate by 2080 for overtime calculation for PTF's and TE's but didn't say what the formula is for PSE's. Does this mean the PSE's overtime calculation would be annual rate/2000 hours, excluding holiday hours? Thank you for helping me understand this.
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JPC
05-22-2013
05:46 PM ET (US)
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confusedntft===Out-of-schedule premium regulations are applicable only in cases where management has given advance notice of the change of schedule by Wednesday of the preceding service week(for managements convenience). Its calculated from your set schedule. If you start time is 8am and they schedule for 6am on Wednesday of the preceding week you will get 2 hours (1.5x your pay) if you work only 8 hours. If you work 9 hours you will get 1 hour of OOS and 1 hour of OT (7 hours straight pay, 1 hour of OOS, 1 hour of OT = 9 hours of work). If you work 10 hours you will get 8 hours of straight pay and 2 hours of OT. Every click (second)you work of overtime or penalty is subtracted from OOS (OT and penalty always supersede when it com to pay). Out-of Schedule applies to EACH DAY not "collectively" but you cant exceed forty hours of OSS in a week because any time worked beyond 40 will become OT that is always OT which supersedes it. IF you are a NTFT the same rules apply (refer to JCIM Q&A's in article 8). IF your bid is six days then you can get OSS on those 6 days. If it is 4 days then you can get OOS for the 4 days you are regularly scheduled, and so on. If you work a day that is not part of bid job time then overtime or penalty rules apply. NTFT's have a bid job like Neildj said do not sign the form you are taking money from your pocket.
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JPC
05-22-2013
05:15 PM ET (US)
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TO==== M.Smith & Neildj, PSE's get flsa overtime like you said ...This means they get OT only after 40 hours!!They do NOT get "postal overtime" which is after 8 hours (FLSA OT is the law after 40, postal OT is contractual). PSE's are only guaranteed 2 hours when called into work. PSE's do NOT get OT after 8 hours BUT the OTDL MUST be used for OT after a PSE works over 8 hours (even though they are not actually in OT). This is to protect the PSE from being worked 12,13,14 hour days and trying to avoid paying overtime to the OTDL. I think that is what Neildj was trying to say but it just didn't come out right. Look at the JCIM on the APWU website (the Q&A's) explains it in plains in detail. IF a PSE work over 40 for so many weeks then management must make a full-time position per the contract. This is similar to the PTF maximization rule.
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X-stew 05-21-2013
03:01 PM ET (US)
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Clerks bid on boss jobs???
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justaclerk
05-21-2013
12:43 PM ET (US)
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A postmasters job.
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RIKSNY 05-21-2013
09:59 AM ET (US)
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/m5346 Bid on what??
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Neildj
05-21-2013
09:50 AM ET (US)
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What?
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justaclerk
05-20-2013
09:39 PM ET (US)
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No response from regional Gonzales as to why a clerk from Pocatello (not closing in immediate future) was allowed to retain her seniority in Boise and bid right away.
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RIKSNY 05-20-2013
08:47 PM ET (US)
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It's just plain old spam. Posted the same link on about 4 boards.
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Neildj
05-20-2013
08:37 PM ET (US)
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Huh?
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