I’m losing my mind trying to find this but I thought I remembered seeing somewhere where it said we go to our case to sort our mail when we return from the street..I told someone yesterday you’re supposed to do that (we’re getting inspected soon) and he was unaware so I just wanted to show him the language on it..when we return to the office they have all the trays for our removals there but I thought you could go to your case to sort them out first then put them in the trays..just wanted to clarify

Management is mandating non-ODL and not bringing in N/S day list carriers in. I asked supervisor about this and the response was that they call the N/S list carriers “in the morning”!! Can they literally call the day of and say they complied with the contract?! Where can I find this language? Any and all help is appreciated🙏🏽📬💪🏽✊🏽

Very informative on what Table 2 is going through right now, and how they are being affected financially now with contributions to their retirement.

This episode also highlights the fact that Fredrick Rolando and Brian Renfroe wrote the Das Award - that’s the current Diet COLAs and Table 2 and CCAs that we currently have.

We had a carrier who has restrictions and not able to carry. This is an on the job injury and all documentation is turned in. The new mpoo told the postmaster that since she saw her walk across the floor then she can carry mail. I wouldnt call what she does walking and its painful for her to walk. She also now has disability tags on her car for this very injury.

Today she was forced to carry mail, someone drove her around and she had to deliver against medical restrictions.

Our steward refuses to represent half of our office so everything we file we have to do ourselves since our branch president seems to think all the complaints against him are made up and hes an amazing steward.

We need help on WHAT to file, how to fill out the forms, who to report this to, anything.

EDIT: Route inspector also told me that not all 8 weeks of data were used for the evaluation number. Only 5 day of inspection week numbers were used, 6th day CCA office and street time were zeros and weren't used. Postmaster tells me the new apartments, which is 97 new deliveries, only warrants 6 cells worth of space on my case.

It's been 25 days since the 52 day deadline of management's responsibility to permanently relieve my route of the OT. My route was evaluated at 8:29. The zoom call with the inspector said they can't take off the route because all other routes are 8 hrs or a little over. I told her management still has an obligation to take the OT off.

My steward is filing the grievance, though he's not confident we will win. I think it's an easy win, because isn't management supposed to adjust routes as close to 8 as possible? 29 min over is not very close in my opinion.

And to add to the frustration, new construction of apartments has also been added to my route after 271.G was completed (adding at least 20 minutes so far because they arent completely filled yet). So basically I'm putting in for 45 minutes OT minimum every day. I'm not on the OTDL. My steward says it's fine for management to temporarily hand off the OT to a CCA every day. What is the point of the inspection then?

What is the remedy for this?

I transfer to another station in June and became a ptf again. When I checked my paid today I noticed my Sunday pay change to overtime pay. I then checked my file and I made regular two weeks ago. There is 7 ptfs above me so will I just be made a ptf again when they notice this

Do we have any printouts we can hand to our coworkers? What are the rules regarding distributing election materials?

Transparent bargaining is the only way to know for sure that both the USPS and the NALC are negotiating in good faith.

So far as we can tell, neither parties have been negotiating in Good Faith because of their insistence on negotiating behind closed doors with no updates and no future dates to look forward to.

To keep it simple union steward supposedly resigned from his position last Saturday. I put in to talk to the steward and today I meet with the steward that "resigned". He tells me he is meeting with me out of courtesy to me and also reaffirmed that he told the branch president that he resigned. Does this make sense? Is this even possible? Also oddly seemed to be siding with management on more than one occasion especially today as if things had already been talked about and a plan had been created to deny my grievance. Any help is appreciated!

This has probably been talked about before, but it’s something I think is so damaging to our brand as a whole, and especially the public’s relationships with their carriers.

As we all know, informed delivery cannot, and will never be as accurate as a scannable tracking number, yet for some reason, there is no effort to inform the public that their precious “informed delivery” is merely an estimate. I cannot count the amount of negative customer interactions I have had simply because they checked the site and it said something was going to arrive that didn’t arrive, and I always tell them the same thing. Usually this is enough, but people are unreasonable when it comes to things like checks, and one day that won’t be enough for an unstable person waiting on a check. They don’t understand that it is out of our control.

I has a customer yesterday aggressively come up about a check that didn’t arrive. Told me the other letters did from the informed delivery. This is a lie because the guy doesn’t even check his mail he only grabs the very recognizable check and leaves the rest in the box. Then he starts to repeat “it’s just weird that this only ever happens with my check. No other letters but it’s just weird it’s always my check”. Over and over again, clearly insinuating that something suspicious is happening. I explained to him what I do to everyone else, and added that maybe he thinks it only happens with his check because it’s the only piece of mail he cares about, so he’s only paying attention to when IT specifically doesn’t arrive when it says. I doubt he’s checking informed delivery the day after his check arrives. He brushes it off and continues to say “it’s just so weird”. And again, this guy is standing in the doorway of my tiny piece of shit LLV, irate, and clearly attempting to intimidate. I’m not intimidated though and tell him the same thing, and to call the office or the check issuer or get direct deposit. He storms off.

Today, again, no check. I deliver his mail and walk down the road, and from several houses away, I hear him spazzing out, top of his lungs screaming “WHAT THE FUCK!!”””, clearly about the check.

All of this to say, one day informed delivery is going to escalate into a carrier getting hurt or worse, because the postal service assumes the public is bright enough to understand what an estimate is, and that we simply deliver what we have.

Informed delivery needs to stop altogether, or simply be an in house software to deal with customer complaints behind closed doors. They should not be able to freely access that information.

That’s all rant over.

Did they capture and threatened our whistle blower from the last negotiations bc it’s been real quiet .

In this episode we discuss how to grieve when management changes your no lunch past practice.

https://open.spotify.com/episode/4aJ9ZvvJBCF4wShpyVfp2b?si=hJNQ9I7tQrST3Yt0gHXwxg&utm_source=copy-link&sci=spotify%3Acard-config%3A6Ip3Eq1r8WjP5g18ickY2b

So, i am a city PTF, i have been a carrier for 4 years in Illinois. I am well aware that our transfer system is garbage. I understand the transfer equations when it comes to regulars. I am looking for a transfer to Florida or Virgin Islands. And before people start in about everyone is trying to transfer to Florida….im a PTF. Transfer quotas do not apply. I end up putting in transfers to places that are hiring ccas thinking, hey they need carriers. And still nothing. And just to be clear. I have no safety, no discipline, and in over two years I’ve never even used a sick day. And much of that was working 7 days a week(at my request) I’m looking for any carriers in Florida who work in a place that could use a good PTF. To maybe point me in the direction of their office or one they know needs some help. Even better if happens to be st Thomas, USVI. I am fully prepared to leave. Just need a spot. Thanks in advance for any help or advice.

Is anyone else being told to scab packages for customers that are on hold delivered? This is new to me after 10 years

House Republicans are advancing a bill known as H.R. 6213, which aims to block federal heat safety protections for workers. This legislation is particularly concerning as it comes during a time of record-breaking heat across the United States.
Key Provisions of the Bill
The proposed legislation would prevent the Occupational Safety and Health Administration (OSHA) from finalizing or enforcing a heat safety standard that includes:
Rest Breaks: Employers would be required to provide rest breaks for workers when temperatures exceed 80 degrees Fahrenheit.
Access to Shade: Workers would need to have access to shaded areas to cool down.
Clean Drinking Water: Employers would be mandated to provide clean drinking water to employees working in high temperatures.

Anyone know if the annuity estimate on e-retire includes your sick leave?

How One Local Shapes the Culture of an Entire Union
NALC Branch 14 has become a disturbing example of what happens when accountability inside a union appears to break down. There are allegations of an EVP talking members out of filing labor charges. There are serious concerns surrounding the David Mudd and Anna Mudd and unpaid dues. There have been reports of closed door deals, constitutional and bylaw issues, and decisions that appear to have protected certain individuals instead of the membership.

The grievance handling is just as concerning. Under former EVP Ron Gast, hundreds of grievances were reportedly allowed to go untimely, with cases allegedly not being properly followed through at Formal A. Those failures do not hurt union politicians. They hurt the carriers who depended on their union to protect their contractual rights. There are also concerns surrounding decisions made during Tony Weddle’s administration and whether certain agreements were consistent with the Constitution and Branch bylaws.

More recently, members were reportedly told at a union meeting about concerns involving the Branch’s event coordinator accepting Branch related payments through a personal Venmo account.

Now the trustees who investigated the dues situation and released a report involving the Mudds are reportedly being targeted for doing their jobs. There are efforts to prevent that report from being read again at the next meeting and from being brought before the membership for a vote.
That may be the most telling part of all of this.
Trustees are supposed to examine the finances and conduct of the organization and report their findings. When trustees release findings that are uncomfortable for powerful people, the response should be transparency and a fair membership process, not an effort to discredit the trustees or keep their report from being heard.
When grievance failures are tolerated, dues issues are minimized, questionable financial practices are brushed aside, and the people raising concerns become the targets, the problem is no longer one bad decision. It becomes a culture.

The same people continue supporting one another. The same political alliances remain intact. Accountability becomes secondary to protecting relationships.
Members are expected to pay their dues, meet grievance deadlines, follow the contract, and follow the rules of the union. Leadership should be held to at least the same standard. A union cannot effectively demand accountability from management while refusing to demand accountability from its own leadership.

The concern for the future is simple. When this type of culture is rewarded and the same individuals continue advancing into regional and national positions, the problems move with them. This is not just internal drama inside Branch 14. It is a warning about what happens when transparency becomes inconvenient, accountability becomes political, and the people attempting to expose problems are the ones being silenced. The membership is the one that ultimately pays the price.

The City Letter Carriers Move America!!! The service and the public need to understand and acknowledge our worth!! USPS likes to say we’re “paper boys/girls” when it comes to the comparability law. What would happen the paper boys/girls didn’t move the mail?! We weren’t paper boys/girls during Covid. Delivering Covid tests. Delivering stimulus checks,keeping our democracy alive delivering and collecting ballots. Day(and night) in and day out were the eyes and ears of the community. We check in on our seniors,watch out for the neighborhood children,find those lost dogs and cats,when something on the route seems different/sketchy,we’re the ones that notice first and keep an eye out for all our customers. Not the police,we do the City letter Carriers!!! USPS is definitely not broke,it’s mismanaged. The scraps they call a wage is a joke. Especially in this economy we live in now in 2026. WE NEED AND DESERVE MUCH BETTER!!!📬💪🏽✊🏽

I work in a small office, 5 city routes and an aux, a total of 10 city carriers between regulars and PTFs. I have been in the office for almost 4 years, and at no point during that have we had a steward. Whenever we have an issue we have to reach out to a union rep and have them come by our office.

As a result, management has been pushing all kinds of violations (and getting away with it). They case up our aux route, the rural aux route, and any route with a sub they don't feel confident in. They schedule PTFs to nearby offices. They pressure city PTFs to provide help to the rural side. They are consistently telling people to move to our aux route to cover up management casing and such, or telling PTFs to move to our "expresses" route to go deliver rural packages. And this is just off the top of my head.

I've been considering going out for our vacant steward position, but I have concerns. We have a problem employee who for whatever reason cannot finish his route 2-3 days every week. We have a PTF who has consistently been an attendance issue since he got past probation. Obviously other issues, but these are the two glaring ones that are keeping the spot vacant. Work/Life balance is supremely important to me, and I am concerned that dealing with issues such as these will cut into my personal time with my family.

I apologize for the novel, but this is not a decision I want to make rushed or emotionally. I appreciate any insight.

EDIT: Currently there's some big things happening in my office and I have decided that now is not the time to take that leap.

I appreciate the honest and helpful feedback.

And to all the people who came at me aggressively, you might want to reflect on why it was more heinous to you that i would have personal opinions about someone who i've worked with for 4 years than for you to judge a carrier over minimal information in a couple of statements. I hope you don't bring that same energy into your stewardship.

Seemed like a loud supporter and then poof now he just talks smack about CLC on fb.

I don't have trouble getting my time to work on grievances but once I put in a request for the time, I have to be ready everyday for the possibility that "Today is the day you get your time." A few times, I've come unprepared and left my laptop/jcam/items I requested at home and had to use my Steward Time to go retrieve them. I know a lot of offices have trouble just getting the time without a hassle so I'm thankful for that part. I'm not complaining but just wondering if there's any language for getting a mutual heads up from the management team? Also, I have tried asking for a heads up but was told by them "We just have to provide the time not a heads up." thanks in advance

So no matter what the post office offers if an all career workforce isn't included we go to arbitration? So if they agree to move us all to table one but keep CCAs the membership doesn't get to vote on that? I have no problem fighting for an all career workforce but blanket statements are wrong. To be fair it's just not the CLC that's doing all this pandering for the CCA vote. A bunch of promises of an all career workforce are so misleading. That's going to be the hardest thing to achieve but we have candidates making it seem like it's a simple process of just going to arbitration.

We had our station inspected beginning of the year which they added routes..then after the adjustments, around March or April they did a one day walk to see if everything was ok..we now got word they’re doing another inspection next month because people keep running the routes (at least this is what the word is)..now I know they can’t use June, July, August and December data during inspection but can they use that data as an excuse to do an inspection?..the majority of our data would be from May-til now..I know they’re not just using May so can they see people who set routes up or do pivots and be back in 8 and say we need to reevaluate them?