{"id":342,"date":"2021-12-14T11:45:38","date_gmt":"2021-12-14T19:45:38","guid":{"rendered":"https:\/\/swcalretirees.org\/union\/?p=342"},"modified":"2021-12-16T20:55:27","modified_gmt":"2021-12-17T04:55:27","slug":"tentative-apwuusps-agreement","status":"publish","type":"post","link":"https:\/\/swcalretirees.org\/union\/uncategorized\/tentative-apwuusps-agreement\/","title":{"rendered":"Tentative APWU\/USPS Agreement"},"content":{"rendered":"<p>The APWU and USPS have reached a Tentative Agreement. Members will have the opportunity to vote on the agreement.<\/p>\n<p>These are my observations.<\/p>\n<p>Pay package is like pay packages in the past COLA remains. PSE\u2019s wages are increasing.<\/p>\n<p>The job security remain sound.<\/p>\n<p>Additional holiday (Juneteenth) improves holiday provision and increased PTF pay.<\/p>\n<p>Health Insurance languages did not see a decrease.<\/p>\n<p>PS Grade 8 reflects PS Grades 8-11 step provisions.<\/p>\n<p>PTF gains were good and provide PTF with more benefits.<\/p>\n<p>PSE Conversions are always a benefit for PSE\u2019s.<\/p>\n<p>PSE and PTF annual leave advance make it possible for PTF and PSEs to make plans.<\/p>\n<p>Uniform and work clothes reflect normal increases. As in the past uniform manufacturers will increase cost of items.<\/p>\n<p>Work rule improvements are good.<\/p>\n<p>Clerk, Maintenance, Motor Vehicle, and Support Services provisions all saw increases.<\/p>\n<p>A three-year contract is good.<\/p>\n<p>I have read the agreement and expect the members to vote yes. Like the last negotiated agreement current members benefits expanded and they were no give backs to any current APWU represented employee. I expect the Tentative Agreement will be supported and ratified by the majority of our members.<\/p>\n<p><span style=\"text-decoration: underline;\"><strong>This is what the APWU Posted:<\/strong><\/span><\/p>\n<p><strong>Contract Time Period<\/strong><\/p>\n<ul>\n<li>Three-year contract:\u00a0September 21, 2021 through September 20, 2024<\/li>\n<\/ul>\n<p><strong>General\u00a0Annual\u00a0Wage Increases\u00a0and Cost of Living Allowances (COLA)\u00a0\u00a0<\/strong><\/p>\n<ul>\n<li>1.3% November 20, 2021 (Will be Retroactive)<\/li>\n<li>1.3% November 19, 2022<\/li>\n<li>1.3% November 18, 2023<\/li>\n<li>Six (6)\u00a0Cost of Living Allowances\u00a0(COLA)\u00a0for career employees\u00a0(March and September of each year)\u00a0with no change to the current formula\u00a0based on the July 2021 CPI-W.\u00a0(After the fourth month of the six-month measuring period, the COLA increase is at $0.39 per hour\u00a0and\u00a0will be\u00a0based on the January 2022 CPI-W Index)<\/li>\n<li>PSEs receive the general wage increases\u00a0and an additional\u00a01% increase\u00a0each year in\u00a0lieu\u00a0of COLA\u00a0(i.e.\u00a02.3% each November)<\/li>\n<\/ul>\n<ul>\n<li>$0.50\/hour\u00a0additional increase\u00a0for PSEs\u00a0effective the first pay period of the second full month after\u00a0the Agreement is ratified<\/li>\n<\/ul>\n<p><strong>Job Security\u00a0<\/strong><\/p>\n<ul>\n<li>No Lay-off protections for career employees with six years of service remain in full-force and effect.<\/li>\n<li>Any current career employee\u00a0on the rolls as of September 20, 2021,\u00a0with less than six years of service will be included in the no lay-off protections for the life of the National Agreement, providing an additional 72,000 career employees\u00a0protection from lay-offs.<\/li>\n<\/ul>\n<ul>\n<li>50-mile limit on excessing of employees<\/li>\n<li>The current moratorium on subcontracting\u00a0of Postal Vehicle Service (PVS)\u00a0work\u00a0will continue in its present form\u00a0during life of the Agreement<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><strong>Holiday Pay\u00a0<\/strong><\/p>\n<ul>\n<li>Juneteenth added\u00a0to the holidays\u00a0for career employees for a total of 11 paid holidays per year<\/li>\n<\/ul>\n<ul>\n<li>PTF\u00a0pay\u00a0rate\u00a0will be increased\u00a0to reflect a total of 11 holidays each year, increase will be effective on January 1, 2022<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><strong>Health Insurance\u00a0<\/strong><\/p>\n<ul>\n<li>No change to the Postal Service contribution to premiums for those participating in the Federal Employees Health Benefits Program.<\/li>\n<li>95%\u00a0Postal Service\u00a0contribution to\u00a0premiums of the APWU\u00a0Consumer Driven Health Plan\u00a0(CDHP)<\/li>\n<li>PSEs converted to career will receive credit for\u00a0time they were enrolled in a FEHBP plan\u00a0towards the 1-year qualifying period for the 95%\u00a0Postal Service\u00a0contribution\u00a0to CDHP premiums<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><strong>Enhanced Level 8 &amp; 11 Pay Scales\u00a0<\/strong><\/p>\n<ul>\n<li>Grade 8 Pay Scale:<\/li>\n<\/ul>\n<ul>\n<li>Bottom\u00a0Steps FF-AA eliminated with Step A becoming the first Step.<\/li>\n<li>New top Step P added<\/li>\n<\/ul>\n<ul>\n<li>Employees currently in Grade 8 will move into new steps\u00a0while retaining\u00a0all credit toward next step\n<ul>\n<li>Steps FF-BB moved to Step A<\/li>\n<li>Step AA moved to Step B<\/li>\n<li>Steps B-O moved up one Step<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li>Grade 11 Pay Scale increased by an average of 2.3%\u00a0prior to any general increases or COLAs<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><strong>Part-Time Flexible (PTF) Work Rules\u00a0<\/strong><\/p>\n<ul>\n<li>Schedule guarantee of\u00a024-hour per pay period,\u00a0increased from 2 hours a pay period<\/li>\n<li>Guaranteed\u00a0at least\u00a0four hours of work\u00a0or pay\u00a0when scheduled<\/li>\n<\/ul>\n<ul>\n<li>Forty (40) hours of annual leave will be advanced at the\u00a0start\u00a0of each leave year for immediate use<\/li>\n<li>Guaranteed\u00a0a minimum of one (1) non-scheduled day each service week except during the\u00a0peak season\u00a0exception\u00a0period\u00a0with\u00a0notice\u00a0Wednesday\u00a0the week prior<\/li>\n<li>Within 90-days of ratification\u00a0a\u00a0One-time Voluntary Transfer Opportunity to residual\u00a0full time regular\u00a0vacancies\u00a0in larger offices\u00a0within\u00a0a\u00a0district.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><strong>Automatic Conversion of PSEs\u00a0in Level 20 offices and above\u00a0<\/strong><\/p>\n<ul>\n<li>PSEs will be converted to career status upon reaching 24-months of relative standing\n<ul>\n<li>Clerk\u00a0PSEs assigned to offices\u00a0Grade\u00a021 or higher will be converted to Full-Time Flexible\u00a0with such assignments made in accordance with the Clerk Craft provisions of Art. 37.4<\/li>\n<li>Clerk\u00a0PSEs assigned to\u00a0Grade\u00a020 offices will be converted to Part-Time Flexible<\/li>\n<li>MVS PSEs assigned in any size office will be converted to Part-Time Flexible<\/li>\n<li>PSEs converted\u00a0under this provision\u00a0start\u00a0at\u00a0a new Step GG in Grades 5-7 and Step A in Grade 8.<\/li>\n<li>Automatic Conversion does not apply to PSEs assigned to\u00a0Grade-4 RMPOs<\/li>\n<\/ul>\n<\/li>\n<li>Conversions\u00a0will\u00a0still occur prior to the 24-months\n<ul>\n<li>The\u00a0\u201cFilling of Residual Vacancy MOU\u201d\u00a0and Article 37.5.D\u00a0remains in full force and effect<\/li>\n<li>\u00a0MVS Craft Conversions will be made\u00a0in accordance with\u00a0Article 39.2.A.11<\/li>\n<li>Conversion\u00a0occurring\u00a0earlier\u00a0to 24-months start\u00a0at\u00a0Step FF for Grades 5-7 and Step-A for Grade 8<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><strong>Other PSE Provisions\u00a0<\/strong><\/p>\n<ul>\n<li>Forty (40) hours of\u00a0advanced\u00a0annual\u00a0leave\u00a0upon\u00a0completion of an initial 360-day\u00a0PSE\u00a0appointment\u00a0in Level 20 offices and above.<\/li>\n<li>PSEs assigned to\u00a0Level\u00a04 RMPOs\u00a0receive an additional one (1) hour of\u00a0paid\u00a0annual leave per\u00a0pay\u00a0period upon completion of two (2) 360-day appointments<\/li>\n<li>PSEs assigned to Level 4 RMPOs upon completion of two 360-day appointments will receive 40 hours of advance leave.<\/li>\n<\/ul>\n<ul>\n<li>PSEs will be\u00a0offered\u00a0one (1) non-scheduled day each service week except during\u00a0peak season\u00a0with\u00a0notice the Wednesday the week prior.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><strong>PSE\u00a0Staffing\u00a0<\/strong><\/p>\n<ul>\n<li>The 12 PSEs per\u00a0District assigned to\u00a0Level\u00a04 RMPOs\u00a0will no longer\u00a0count against the\u00a020%\u00a0District cap<\/li>\n<li>10 PSEs in the\u00a046 Package Support Annexes (PSAs) will not count against the\u00a0District\u00a0cap\u00a0(for a total\u00a0maximum of 460 PSEs) and will be allowed to work in any facility in the\u00a0installation the PSA is attached to<\/li>\n<\/ul>\n<ul>\n<li>A\u00a0four (4) weeks\u00a0\u201cramp-up\u201d period\u00a0prior to the start of accounting period 3, the\u00a020%\u00a0PSE\u00a0District\u00a0cap will be\u00a0temporarily\u00a0increased by 1% per week\u00a0equating to no more than a 4% increase.<\/li>\n<li>New protections for the OTDL during \u201cramp-up\u201d whereby prior to utilizing a PSE more than 8 hours in a day or 40 hours in a service week, qualified and available employees on the appropriate OTDL will be utilized. No requirement to use an OTDL employee on the second non-scheduled at the penalty rate prior to using a PSE in excess of 40 hours.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>Uniform\/Work Clothes Program Allowances\u00a0<\/strong><\/p>\n<ul>\n<li>2.5% increase to the uniform\/work clothes allowances in 2022, 2023, and 2024<\/li>\n<\/ul>\n<ul>\n<li>Delivery\/Sales Service Distribution Associate (DSSDA) will receive Type 1 uniform allowance<\/li>\n<li>New \u201cRollover\u201d\u00a0program where\u00a0unused funds\u00a0can carry over to\u00a0a successor allowance year<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><strong>Additional\u00a0Work Rule\u00a0Improvements\u00a0<\/strong><\/p>\n<ul>\n<li>Remote Encoding Center\u00a0staffing ratio changed to 62% Full-time Regular and 38% PSE\u00a0and all career\u00a0duty assignments\u00a0are\u00a0Full-time Regular.<\/li>\n<\/ul>\n<ul>\n<li>90-day waiting period to use annual leave eliminated for new career employees with 90-days continuous\u00a0service prior to their conversion.<\/li>\n<li>Updated the\u00a0Deaf and Hard of Hearing\u00a0MOU<\/li>\n<li>Work Environment Improvement Task Force<\/li>\n<li>Work Place Free of Harassment<\/li>\n<li>Enhanced and Expanded Services<\/li>\n<\/ul>\n<ul>\n<li>Environmental\/Sustainability issues, EAP, and Child and Elder care, included in the jurisdiction of the\u00a0National Labor Management Committee<\/li>\n<li>District Safety Committees made permanent<\/li>\n<li>Right of Union Officials to Enter Postal Installations<\/li>\n<li>Regional Safety and Health Representative Training Opportunities<\/li>\n<li>Repromotion\u00a0MOU<\/li>\n<\/ul>\n<ul>\n<li>Article 8 Task Force to address excessive\u00a0overtime, particularly in relation to non-list\u00a0employees<\/li>\n<li>Election Mail Task Force MOU<\/li>\n<li>Full per diem for employees traveling to NCED<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><strong>Additional\u00a0Clerk Craft\u00a0Provisions\u00a0<\/strong><\/p>\n<ul>\n<li>Window training\u00a0starts\u00a0within 10-days after posting of the senior bidder<\/li>\n<li>Updated NTFT\u00a0duty\u00a0assignments\u00a0language<\/li>\n<li>Pilot\u00a0program to test new pecking order for the\u00a0assignment of PTF Hub Clerks<\/li>\n<li>Filling of\u00a0Residual\u00a0Vacancy\u00a0MOU\u00a0updated<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><strong>Additional\u00a0Motor Vehicle Service Craft\u00a0Provisions\u00a0<\/strong><\/p>\n<ul>\n<li>PTFs identified for conversion to FTR converted within 28-days<\/li>\n<li>APWU will have opportunity to submit recommendations on new vehicles prior to specifications\u00a0being\u00a0sent to contractors and before manufacturing and completion of new vehicles<\/li>\n<li>National\u00a0committee established to address training initiative and opportunities<\/li>\n<li>HCR limitation on Subcontracting MOU remains in full force and effect.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><strong>Additional\u00a0Maintenance Craft\u00a0Provisions\u00a0<\/strong><\/p>\n<ul>\n<li>No\u00a0additional\u00a0custodial\u00a0staffing packages\u00a0will change\u00a0from MS-47 TL-3 to TL-5 for life of the\u00a0contract<\/li>\n<li>Change\u00a0the\u00a0calculation method of PS Form 4852\u00a0for\u00a0Juneteenth Holiday<\/li>\n<li>Annual cap on the number\u00a0of times an employee can be involuntarily assigned to off-site training courses<\/li>\n<\/ul>\n<ul>\n<li>Career employee may request to be tested for maintenance craft positions and if rated eligible may request placement on the appropriate in-service register.<\/li>\n<li>Updates to the posting of relief assignments in the craft<\/li>\n<li>Agreement\u00a0to consolidate and upgrade\u00a0multiple legacy jobs.<\/li>\n<li>Employees traveling to NCED for training receive full per diem for length of stay<\/li>\n<\/ul>\n<p><strong>Additional Support Services\u00a0Craft\u00a0Provisions\u00a0<\/strong><\/p>\n<ul>\n<li>In Material Distribution Centers Maintenance Mechanic General Grade 7 eliminated and Building Equipment Mechanic Grade 9 added.<\/li>\n<li>Penalty Overtime provisions applied to Operating Service\u00a0employees<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The APWU and USPS have reached a Tentative Agreement. Members will have the opportunity to vote on the agreement. These are my observations. Pay package is like pay packages in the past COLA remains. PSE\u2019s wages are increasing. The job &hellip; <a href=\"https:\/\/swcalretirees.org\/union\/uncategorized\/tentative-apwuusps-agreement\/\">Continue reading <span class=\"meta-nav\">&rarr;<\/span><\/a><\/p>\n","protected":false},"author":7,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3,1],"tags":[],"class_list":["post-342","post","type-post","status-publish","format-standard","hentry","category-reports","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/swcalretirees.org\/union\/wp-json\/wp\/v2\/posts\/342","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/swcalretirees.org\/union\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/swcalretirees.org\/union\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/swcalretirees.org\/union\/wp-json\/wp\/v2\/users\/7"}],"replies":[{"embeddable":true,"href":"https:\/\/swcalretirees.org\/union\/wp-json\/wp\/v2\/comments?post=342"}],"version-history":[{"count":3,"href":"https:\/\/swcalretirees.org\/union\/wp-json\/wp\/v2\/posts\/342\/revisions"}],"predecessor-version":[{"id":345,"href":"https:\/\/swcalretirees.org\/union\/wp-json\/wp\/v2\/posts\/342\/revisions\/345"}],"wp:attachment":[{"href":"https:\/\/swcalretirees.org\/union\/wp-json\/wp\/v2\/media?parent=342"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/swcalretirees.org\/union\/wp-json\/wp\/v2\/categories?post=342"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/swcalretirees.org\/union\/wp-json\/wp\/v2\/tags?post=342"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}