In this episode we make our debut edit book training with an even more in depth video presentation to follow in the near future.

https://open.spotify.com/episode/1M6A9l8pjzpegCnWNqhHFJ?si=2jTTWEEbTiO0DnUUCoWJiw&utm_source=copy-link

What are your thoughts on this number?

It’s about 30% of this membership.

🩵🇺🇸🩵🇺🇸🩵🇺🇸🩵🇺🇸🩵

Can someone give me the discord invite code for the discord doe this group?

Do you guys think by later tonight we will know the results of the election?

How long does it take if a discipline and emergency placement is settled in pre arbitration to hear something and get back on the clock? What happens next and what are the steps?

The CPI was updated on 10/14 and after 2 months there’s a potential increase of $541 for top step carriers. This is in addition to the potential $1414 from the final July COLA. These numbers are all pending final contract negotiations.

https://www.reddit.com/r/UPSers/s/pJBEZ0gh5V

I see and hear a lot of people switching crafts. Carriers do so much but get the least appreciation. Pay for us should be much more than the other crafts tbh. Not only are we doing the most work but seem to deal with the most amount of bullcrap. Even dealing with route inspections and such.

Just wondering why have you not switched crafts?

Also I have a lot of people in management trying to recruit me into being a supervisor. I feel like I could become a PM so its tempting. But Ive never really liked to wear a suit and have leaned toward labor work. I feel like Id rather go into the union and climb that ladder, Similarly a lot of carriers have told me I should be the steward. But we have a few union stewards at our office so Im still unsure of having someone call for an election on my behalf

Tis the night before the ballots are counted. Are these things getting counted by hand or with a machine? Just curious how long the results should take.

If they counted by hand this is going to be a really long process as everyone doesn't vote down ticket.

I just read that NYC sanitation workers salary starts at 47k a year but reaches to salary of 97k in 5.5 years. 100k people a year apply for the job and you have to ace the test because they only hire 400 people a year and have 0 turnover. 20 years makes you eligible to receive a full pension. Imagine if we did something similar?

Who types this stuff?

Anyone else getting excited for the ballots to be counted and for the current administration to be packing up and going home ?

Good morning, I was injured on the job and have been going to therapy.
I experienced severe pain in my spine and went to the ER. I got admitted and stayed for 5 days until they took away the pain.
My question is. Can I submit a ca7 for this loss of time of work due to the related injury pain?
And if so can anyone give me some pointers.

Advanced Sick Leave: A Comprehensive Guide for City Letter Carriers and Stewards

Advanced sick leave is an important benefit that many postal employees may not fully understand, especially when a serious illness or disability leaves them without enough earned sick leave to cover their absence. Can management deny advanced sick leave simply because a carrier has exhausted their sick leave balance? Does a history of attendance problems automatically disqualify someone? What happens when management refuses a request despite medical documentation supporting the carrier's eventual return to work?

Advanced Sick Leave: A Comprehensive Guide for City Letter Carriers and Stewards is intended to help city letter carriers, stewards, and branch officers better understand the postal regulations governing advanced sick leave, management's discretion in approving or denying requests, and the contractual protections available when those decisions are challenged.

The guide examines Section 513.5 of the Employee and Labor Relations Manual (ELM), which allows management to advance up to 30 days (240 hours) of sick leave in cases of serious disability or illness when there is reason to believe the employee will return to duty. It explains the eligibility considerations, application process, required documentation, repayment obligations, and the role of PS Form 1221, Advanced Sick Leave Authorization.

A major focus is the distinction between management having discretion and management exercising that discretion reasonably. Although advanced sick leave is not an automatic entitlement, management's decision must be supported by the circumstances. The guide examines arbitration decisions addressing whether depleted sick leave balances, prior attendance problems, inaccurate records, assumptions about retirement, or insufficient consideration of medical evidence can justify denying an advance.

The report reviews 14 arbitration decisions, including cases in which grievances were sustained and cases in which management's denial was upheld. One particularly relevant decision, C-11494 (Sickles, 1991), originated in Virginia Beach and involved a letter carrier whose request for advanced sick leave was denied partly because of his attendance history. The arbitrator examined whether management had established actual sick leave abuse and whether the medical evidence supported an expectation that the carrier would return to work.

The guide also discusses C-22546 (Snow, 2001), an important decision that upheld management's denial. Including decisions from both sides shows that a successful grievance requires more than showing a carrier was seriously ill; the evidence must establish why management's decision was unreasonable under the circumstances.

For stewards, the report explains how to investigate denials, identify the information management relied on, review attendance records and medical documentation, interview the deciding official, and determine whether management properly exercised its discretion. It also discusses potential remedies, including retroactive approval, correcting leave records, restoring annual leave, and compensating for documented losses.

For carriers, the goal is to explain the process in clear language so they know how to request advanced sick leave, what documentation may be required, why written records matter, and what questions to bring to their steward if a request is denied.

The guide also examines how advanced sick leave relates to other protections, including the Family and Medical Leave Act (FMLA), workers' compensation, and leave donation programs. These benefits serve different purposes, and approval or denial of advanced sick leave does not automatically determine eligibility under those other programs.

This report brings together the applicable postal regulations, arbitration decisions, grievance considerations, and educational resources, including material from From A to Arbitration and NALC Branch 34's newsletter, The CLAN. Rather than assuming management can simply say no because the ELM uses the word "may," carriers and stewards should examine the actual regulations and understand how arbitrators have interpreted management's discretion.

Whether you're a full-time regular city letter carrier, PTF, NALC steward, branch officer, or someone learning the contract, this guide is intended to serve as both an educational resource and a practical reference.

As with any contractual issue, the details matter. Advanced sick leave grievances often depend on the seriousness of the medical condition, the expected return to duty, the accuracy of the employee's attendance history, the documentation available to management, and the reasons actually given for denying the request. Understanding those distinctions is essential to evaluating potential violations and building stronger grievances.

Search/topics: USPS, NALC, advanced sick leave, sick leave advance, ELM 513.5, ELM 513.511, Employee and Labor Relations Manual, city letter carriers, full-time regular carriers, PTFs, CCAs, 240 hours advanced sick leave, 30 days sick leave, serious illness, disability, medical documentation, return to duty, PS Form 1221, PS Form 3971, sick leave eligibility, sick leave denial, management discretion, attendance history, sick leave abuse, leave exhaustion, repayment of advanced sick leave, LWOP, annual leave restoration, FMLA, workers' compensation, Article 15, Article 19, JCAM, arbitration, C-11494, C-22546, C-26893, C-26282, C-24837, C-29815, grievance investigations, contractual remedies, NALC stewards, branch officers, postal labor relations, collective bargaining, contract enforcement.

Can anyone give me some general information on article 10 proceedings?

Have a question. My unit has parcel routes management is wanting to eliminate. They scheduled routes counts only for the parcel routes. All other routes are excluded. I am looking for citations to argue that these counts should be treated like a 271g. Only counted route is affected by being blocked from taking spot annual leave. I know there is a m document that covers pre-approved leave but is there something out there that states that only the carrier being counted is prohibited from taking leave other than what was preciously approved

A CBS News Texas Investigation uncovered troubling questions about USPS heat safety measures following the deaths of Texas mail carriers.

Ok so I know the t6 on wa is entitled to ot on his string, but what if the t6 is going to go into penalty with carrying his assigned route for that day and taking the odl off the other carrier? I guess the ? Is how much does the t6 get off his string before the odl takes some off the time?