A LITTLE INFO
I had the opportunity to fill in as Clerk Craft Director for six weeks. September through October
During that time 1 had a chance to meet members listen and act on their concerns, review steward grievances and to make a
stronger case suggestions on additional documentation if needed. 1 attended several Labor Management meeting. One of which
I was made aware USPS has to cut six hundred thousand hours. As we all know PTF will be FTR by December 1, 2007 increasing
hours. LISPS is aiming to accomplish all PTF conversions by November 24, 2007in Dallas. With this in mind attrition will not
he enough to lower hours. Therefore cutting overtime, automation and zero tolerance could be a means USPS use to reduce hours.
Did you receive in the mail this policy? Take the hint
Also, there is no definite answer on when or if AMC will close at this time. We were told the decision
is a long way off but the SPBS will close.
I had a chance to participate in certification
of stewards, request a copy or call the Union Hall (214-63 1-3162) for information concerning who’s your representative.
If for any reason you are unable to contact your Steward, please call
the
Union Hall or leave a voice mail on my pager.
President
Crawford is in the process of preparing material for Steward Training Class so stewards can continue to properly represent
the members and he on one accord, and the importance of documenting grievances
FYI:
USPS has mistaken “ Burrus Memo” concerning documentation requirement when a bid is submitted by employees on
permanent light/limited duty. Medical only applies to “temporary”
light or limited duty employees. Handicapped employees are as interested in promotions. Preferred bid assignments and conversion
to FTR status as any other employee. The reasonable accommodation process is triggered each time an employee with a disability
is under consideration for such an opportunity. Handbook EL-312, 571 Policy states: A medical assessment to determine medical
suitability is mandatory for all career and non career appointments, and for all changes to jobs having more demanding physical
requirements than the employee’s present position. Handbook EL-312. 572 a. states: A new assessment is not required
if an employee is going to a new job with similar duties.
