True/False Statements

  1. 204Bs/Seniority
  2. 204-B work schedule pay
  3. Management's notification of 204b status
  4. 204B use/part of day
  5. Is OIC a Temp
  6. 204-B Informal Step A Rep
  7. 204-B/Bid Assignment
  8. 204-B Circumvent Art. 41
  9. Management Terminate 204-B assign
  10. 204-B use in lieu of craft employee for O/T
  11. 204-B may not sign OTDL
  12. 204=B opt for hold down
  13. 204=B can't bid on vacant assignments
  14. 204-B is represented by NAPS
  15. When supervisors perform craft work/remedy
  16. Supervisors may case mail
  17. Supervisors may change labels on carrier cases
  18. Supervisors doing bargaining unit work
  19. Supervisors prohibited from delivering Express Mail
  20. Discharged individuals bidding rights
  21. A full-time reserve or unassigned regular (opting)
  22. Regular carrier who is temporarily disabled (opting)
  23. Carriers designated successful bidder 7 times
  24. Street break location choice
  25. A Street Break Taken in the Office

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Executive Board Meetings: Last Thursday of every month @ 7:30 PM

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Phone # (610) 461-8333
Fax # (610) 461-1283


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Frequently Asked Questions

 

These are the questions that many people have thought or asked about over the years. It serves as a tool to help us in our development as we continue to learn the national agreement. As the national agreement, it's implications, and applications are so vast, the process is a life long pursuit. Union business is a reference business and not a memorization contest. The object is to get the right answers. And knowing where the information is. Finally, in the interests of time, it is important to call the office or someone who could direct you to that information. In union business, please magnify the FACTS and minimize the ego.

This page will consist of the frequently asked questions submitted by Rhonda Massari (accepted from another branch) and passed out to all the Shop Stewards as a reference guide. And later added will be any topical issues that arise. No question is a dumb one. The dumb one is the unionist who does not ask the questions for his/her members.

Please be patient as I build this page daily. There are almost 300 entries to start

 

021 Full time reserve or unassigned regular (opting)

021 Q. - A full-time reserve or unassigned regular letter carrier who has opted for an assignment per Article 41.2.B.3 must work the duty assignment for the duration and may not bid on other full-time duty assignments.
A. - False --- M-00669 (Step 4 H1N-5G-C 22641 02/24/87), JCAM page 41-12

Such a full-time employee has the right to bid full-time duty assignments even though on the opt. If their seniority allows them to secure such a FULL-TIME BID ASSIGNMWENT, then the individual is placed into such assignment according to Article 41, Section 1.C.3.

The resultant vacant opt is then filled pursuant to the provisions of Article 41, Section 2.B.3-5, provided there are 5 or more days remaining in the hold down.

022 Regular carrier who is temporarily disabled (opting)

022 Q. - A Regular letter carrier who is temporarily disabled is not allowed to bid for, and be awarded, a full-time letter carrier bid assignment.
A. - False --- M-00752(Memorandum 03/16/87)

After an individual is awarded a full-time bid assignment as a result of the exercise of their seniority, and they are unable to immediately assume the duties therein, the Postal Service may require medical certification which would indicate whether or not that individual will be physically able to carry the route within the first six month period.

If after six months the individual is still physically unable, medical certification may also be required for another six-month period which would indicate whether or not the individual would be physically able to do the duties of the position.

After a year if the individual is still physically unable to carry their assignment then the bid is vacated and re-posted per Article 41. That individual may not bid for the job.

023 Carriers designated successful bidder 7 times

023 Q. - Carriers may be designated a successful bidder not more than seven times during the duration of this National Agreement (2001-2006).
A. - False -- Article 12.3

Carriers may have additional bids for higher level positions, elimination or reposting of the employee's duty assignment, or when assigned to a station closer to home.

024 Street break location choice

024 Q. - A letter carrier may designate the "line of travel" as the approximate break location for their street breaks.
A. - True -- M-00138 (Letter 5/10/79)

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025 A Street Break Taken in the Office

025 Q. - A Street Break may not be taken in the office.
A. - False -- M-00424(Step 4 N8-W-0312 06/11/80) and M-00527 (Step 4 H1N-3U-C 32763 09/10/84)

005 OIC a Temp

005 Q. - An "Officer in Charge" assignment is regarded as a temporary detail per Article 41, Section 1.A.2. of the National Agreement.
A. - True -- M 00249(Step 4 H1N-5D-C 3290 07/09/82)

006 204-B Informal Step A Rep

006 Q. - A 204-B may not serve as the management representative in a Informal Step A grievance meeting per Article 15, Section 2, Informal Step (a) of the National Agreement.
A. - False -- M 00824(Step 4 H4N-5E-C 36561 02/26/88)

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007 204-B/Bid Assignment

007 Q. - A 204-B may serve as a 204-B for an unlimited time and still retain their bid assignment as a letter carrier.
A. - False -- Article 41.1.A.2

A 204-B assigned as a temporary supervisor may not serve in that capacity in excess of four months, or their route is declared vacant and should be posted for bid in accordance with Article 41. If the individual returns to the craft after that date, they are an Unassigned Regular. That individual may rebid their assignment if they are working as a letter carrier during the job posting.

008 204-B Circumvent Art. 41

008 Q. - A 204-B may return to their route for a short period of time in order to circumvent the intent of Article 41.1.A.2.
A. - False -- M 00011(Step 4 NCW 8287 10/27/77)

009 Management Terminate 204-B assign

009 Q. - Management may not prematurely terminate a 204-B assignment.
A. - False -- M 00789(Pre-arb H1N-3U-C 34332 12/13/87)

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010 204-B use in lieu of craft employee for O/T

010 Q. - A 204-B may not be utilized in lieu of a bargaining unit employee for the purpose of a bargaining unit overtime.
A. - True -- M 00506(Pre-arb H1N-5G-C 5929 03/02/83)

An employee detailed to an acting supervisory position cannot perform bargaining unit overtime immediately before, or after, their detail unless all available bargaining unit employees are utilized.

011 A 204-B may not sign the overtime desired list

011 Q. - A 204-B may not sign the overtime desired list
A. - False -- M 00747(Step 4 H4N-3N-C 38394 04/15/87)

A letter carrier may sign the overtime desired list according to Article 8, Section 5.A., if they are not in a 204-B status during the sign-up period. They may not perform overtime within the letter carrier craft within the begining and ending times of Form 1723.

012 204=B opt for hold down

012 Q. - A 204-B may not opt for available temporary assignments of five days or more.
A. - True -- M 00552(Step 4 H1N-4B-C 16840 10/24/83)

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013 204-B can't bid on vacant assignments

013 Q. - A 204-B may not bid on vacant letter carrier craft duty assignments.
A. - True -- M 00016(Pre-Ard NC-NAT-8581) and Article 41.1.A.2

There is nothing that would prohibit the 204-B from voluntarily terminating their assignment and returning to their craft position in order to exercise a bid under Article 41.

014 204-B is represented by NAPS

014 Q. - A 204-B who is disciplined for an act while serving as a supervisor is represented by the NAPS.
A. - False -- JCAM page 1-3

Per Article 1 of the National Agreement, until the 204-B becomes a permanent supervisor, they are represented by the appropriate craft union.

015 When supervisors perform craft work/remedy

015 Q. - When supervisors perform craft work in violation of Article 1, there is no remedy if the amount of time is de minimus.
A. - True -- JCAM page 1-5

If, however, the amount of time is not de minimus, the employee identified by the parties will be compensated the appropriate rate for an amount of time equal to the amount of time the supervisor spent performing bargaining unit work.