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U. S. Postal Service Employees - Clerk Craft

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^     All messages            11665-11684 of 11684  11645-11664 >>
11684
SpringgPerson was signed in when posted
03-24-2017
06:54 PM ET (US)
/m11681 You need to get the Union involved ASAP! and don't worry about this holiday question right now.
That is 10 hours per day M-F and 5 hours Sat (if no lunch).
10+10+10+10+10+5 = 55 hours per week!!!! if everything you have said is to be considered correct.

Here is another NTFT Q&A you need to read and it answers your holiday pay question, but again that is NOT what you need to worry about. http://www.apwu.org/sites/apwu/files/resou...ntft-q_a-111006.pdf

/m11683 I agree the implication is that of 32 of 50(49) hours, but if the duty assignment posting and award states "M-F 7:00-17:00 1 hr lunch & Sat 7:00-11:00, Sunday Off", those are the hours USPS pays for and the cap on NTFT is 44 hours a week.
I've been out of the union steward stuff for a bit, but was there for the NTFT introduction in the contract and training and stated duty assignment hours are guaranteed, it's just that mgt has the right to adjust those begin and end start times as the see fit without out of schedule pay when they tell the clerk the Wednesday prior to the week of hour change.
Edited 03-24-2017 06:57 PM
11683
PMR2PSE2PTFPerson was signed in when posted
03-24-2017
05:09 PM ET (US)
/m11682 Not sure, but as I read it, the implication is that they will be scheduled for 32 of those 49 hours listed. Could be wrong.
11682
Fedup
03-24-2017
03:02 PM ET (US)
The way I see that schedule, you'll be working more than 32 hrs!!
11681
NewptfPerson was signed in when posted
03-24-2017
01:06 AM ET (US)
my set hours would be 7 to 5 lunch at 1-2 m-f sat 7 to 11 Sundays off. Within those hours available I would be scheduled 32 for the week.
Say Monday is a holiday... would I then be paid 8 hours holiday pay? Because that is the way I interpret what I read.
Edited 03-24-2017 10:41 AM
11680
SpringgPerson was signed in when posted
03-23-2017
02:27 PM ET (US)
/m11679 You do have a "set schedule". You have a set time that you start and end your workday, set days you work and off day(s), and a set duty assignment. Management can change your schedule without suffering the "out of schedule pay" as long as they do so by the Wednesday of the proceeding week. Do not be fooled into believing that you can have your hours and days off changed at their whim, without them having to pay out of schedule and sometimes Penalty OT.
Google, "APWU NTFT Q&A" ( http s://www.apwu.org/sites/apwu/files/resource-files/11-075-q_and_a-110706.pdf )
See page 8 of 12, question #44
Edited 03-23-2017 02:37 PM
11679
NewptfPerson was signed in when posted
03-23-2017
01:49 AM ET (US)
I am being covered to a NTFT flex clerk position. (32 hours per week)
Holidays... how are those paid as it is not a set schedule?
Edited 03-23-2017 01:50 AM
11678
PMR2PSE2PTFPerson was signed in when posted
03-20-2017
11:43 AM ET (US)
/m11674 Though the usual advice is "comply now, grieve later" -- almost always the best advice in most situations -- it does not always apply in situations where an order results in a very real health or safety hazard. (For example, being asked to clean up a spill of blood without proper training or PPE is a clear safety hazard and one you can refuse to follow). The OSHA law empowers employees to refuse to do dangerous work.

Complying with an order that countermand's doctor's orders is complying with an order that represents a clear health/safety hazard.

That said, I would still want to pull the steward in ASAP before actually opting to refuse to do such work.
Edited 03-20-2017 11:44 AM
11677
VWPerson was signed in when posted
03-20-2017
10:09 AM ET (US)
Jeanne- First thing that should be done is for those employees to NEVER violate their restrictions. If they do what management tells them to do and they violate their restrictions it will screw up their claim and make it look bad for themselves. I will guarantee you that the minute they violate their restrictions management will send a letter to OWCP informing them that the employee can do more than what their restrictions say and they have proved it by doing the work that is outside of their restrictions. It is up to each individual to make sure they are only working within their restrictions. Management will threaten them with discipline or threaten them saying we will tell OWCP you are not cooperating with us and do whatever they can think of to make the employee feel like they have no choice but to do what management is telling them to do. They can threaten whatever they want but it is up to each individual to make sure they don't work outside of their restrictions. Ultimately management can do whatever they want and it will be up to the employee to fight them on it and they will most likely win in the long run but the worst thing they could do is violate their restrictions. I would also tell them to try and have a witness around anytime management tells them to do something against their restrictions and keep a log of the date, time, and who was present when management tells them to violate their restrictions. Depending on what management does after they refuse will determine what avenues they can pursue if management does try to do anything against them.
11676
RIKSNYPerson was signed in when posted
03-20-2017
09:44 AM ET (US)
/m1165 You don't send a request. You don't need a form. Go to the Lite Blue website. Go to the PostalEase section.
Edited 03-20-2017 09:45 AM
11675
leavingPerson was signed in when posted
03-20-2017
09:39 AM ET (US)
/M11673 -- Marbar -- "I've sold back 40 hours leave for the past two years. I put in my request in November."

-- To whom or where did you send your request?

-- Just a memo /note or an official form?
11674
Jeanne
03-20-2017
06:05 AM ET (US)
We have 5 employees in our office on O w c p. Managed always gives them direct orders to perform duties against their Dr. restrictions. What should be done?
11673
MarbarPerson was signed in when posted
03-20-2017
05:52 AM ET (US)
You go to lightblue and then go to postalease. I've sold back 40 hours leave for the past two years. I put in my request in November. They will take alot of taxes out of it. Its better to just take the time off, instead of selling it back.
11672
leavingPerson was signed in when posted
03-20-2017
04:42 AM ET (US)
/m11670 -- CuriousinBoston -- "Can you trade annual leave days for their monetary value?"

-- Check the MOU on page 328 of the 2010-2015 APWU-USPS contract.

The parties agree that APWU career employees will be allowed to sell back a maximum of forth ( 40 ) hours of annual leave prior to the beginning of the leave year provided the following two ( 2 ) criteria are met:

"If so, how is that done?"

a. The employee must be at the maximum leave carry-over ceiling at the start of the leave year, and
b. The employee must have used fewer than 75 sick leave hours in the leave year immediately preceding the year for which the leave is being exchanged.

Unfortunately the MOU doesn't mention who to contact or if there is an official form. Contact your office steward or possibly Shared Service in NC.
11671
SouthernClerkPerson was signed in when posted
03-19-2017
09:07 PM ET (US)
/m11668 not true
11670
CuriousinBoston
03-19-2017
07:26 AM ET (US)
Can you trade annual leave days for their monetary value? If so, how is that done?
11669
PMR2PSE2PTFPerson was signed in when posted
03-18-2017
12:46 PM ET (US)
/m11668 Never heard that one. And I assume you are specifically speaking of a Level 18 post office here, because that's the only place where the 15 hour weekly limit on PM clerk work applies.
11668
Small Office PTF
03-18-2017
10:43 AM ET (US)
I was told that Postmasters cannot perform their 15 hours of clerk work while they have a clerk on the clock in the office, is this true?
11667
Randy1Person was signed in when posted
03-16-2017
11:35 PM ET (US)
/m11666.. EAP counselors are paid by the USPS. You would be much better off going to an impartial counselor/doctor if you are trying for stress leave.
11666
leavingPerson was signed in when posted
03-15-2017
09:20 PM ET (US)
/m11665 -- Fedup -- "Has anyone ever used stress leave,"

-- Contact the Employee Assistance Program ( EAP ) at 1-800-327-4968 any time of day or night.

-- EAP is a free, voluntary, and confidential program that offers assessment, referral, short-term counseling, and work/life consultation to postal employees and their families.
11665
Fedup
03-15-2017
04:41 PM ET (US)
Has anyone ever used stress leave, and what type of Dr did you see? I'm in need of some!!
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