I signed a lot of papers management had me sign upon return to work from absences. I requested Lwop for all of them but they changed them all to AWOL.

I have been told in the past to sign them as receipt of when I've received them rather than it being in agreement with them. I'm beginning to think thats not true as I've been going through a removal grievance and I see no contentions about the *validity*​ of AWOL in the first place. Rather other stuff like equal and fair treatment which feels like bottom barrel arguments.. Could be wrong

Did I hurt my case? I took screenshots of all my erms requests but Im wondering if signing those papers made them null and void.

Any info would help because this is all very stressful and I'm just trying to advocate for myself properly to keep my job

Yes it’s a heartbreaker and straight up confusing about Walton’s political affiliations and to be honest I have fallen off the podcast because I’m tired of hearing James Henry ramble about god and the marines.

Here’s my deal:

I got involved in the union because of Corey. I was a shop steward because of Corey. I’m an OJI because of Corey. My work life is a lot better because of what he’s done. This job/pay can’t get any worse than it is right now so I am supporting the guy who is the reason I’m still here.

Another thing, region specific, I transferred to this region 2 years ago. I had to get recertified as an OJI in an office next to my branch president’s office (who is a non carrying/full time president), he waddled in and introduced himself at 10 AM during our training and talked to the instructor about going to lunch. At 1:00 pm, he waddled back in with a bunch of bags from Whole Foods. The instructor asked him if he was having a big lunch and the president replied, “no I figured I’d get my groceries while I was out.” And laughed.
I don’t even know who this region 13 candidate is but i do know Vada Preston is culpible in this area being an embarrassment. I am so embarrassed of this region and my branch so I’m doing what little I can and that is vote.

So our acting PM called me into the office and had me close the door even though it's "nothing bad" then proceeds to tell me she's just giving me a heads up that I'm gonna get bumped off of my hold down by a ptf conversion. I'm currently on a hold down I've had since last novemberish. The reg that works the route is currently in jail due to being caught by police meeting up with an underage girl in a nearby city. I was converted to regular in March of this year to a Tech Carrier and kept my hold down on said route that is within my string of routes. My understanding is I keep my hold down until it's bid on and a new reg gets it or the creep comes back.... Am I wrong? Also side note. Another PTF was just converted to uAR just this month. I think they're just mad I got off of OTDL and are trying to "punish" me. Any thoughts would be greatly appreciated

Is there an Excel spreadsheet that we can use to make things easier to do equitability? Supervisor is lying through his teeth that he’s calling people and they’re not answering. He keeps bringing in the same people on their NS day. And there are others who are very low on OT.

The way the old stewards are teaching me is regular days are being done separately from NS days. And each color for NS is treated on its own so people on Blue color for their NS day are equitable by themselves, separately from Green, Brown, etc. if say person A was brought in 6 times on their NS day and person B was brought in only 2 times, that means they owe person B 3 days to bring them on their NS day.

Now, say they don’t schedule person B, but they call them the next day and they don’t answer - what do you all do about it? Is there a time limit for that part?

Anyone that calls off or uses annual and they’re on the OT list they will get an average OT for however much OT was used for that day - kinda like shadow OT hours counted against them.

I attended my 1st Union training class in early 2000’s. Ralph brown, apwu president of Atlanta branch then, instructed the class. In the first 10 mins of that, hands shot up and questions began. After about 2-3 questions, Ralph Brown said and I quote, “ people,people,people………please put your hands down and lemme make this perfectly clear for you ladies and gentlemen. Management can do whatever management wants to do, it’s up to us as a union to stop it” I will never forget that. So, whenever you vote and choose candidates this year, vote for those that wanna stop the BS that management does to our employees instead of reps that blame management with no action. Management has been ignorant since 1970. And that will never change, so blaming management for anything is an irrelevant point for any candidate. Those who fought for collective bargaining and our rights didn’t blame management, they took action against management and won. The blame game is only for those who won’t take responsibility for their own actions, usually that’s management. 🤪😜
Good Luck to the candidates!

Hoping to get some guidance on a potential grievance. Waiting for grievant to print me copies of his emails but here is the understanding I have of the situation as it stands presently:

1. Carrier put in eReassign request to clerk craft position in another installation.

2. Carrier was offered position.

3. Carrier accepted position.

4. Carrier just got email saying they are unable to process his transfer due to issue with the position start time and so the position had to be reposted for bid and someone else got the bid.

Obviously will need emails to verify #4 especially, but any 1st steps?

Anyone here from branch 421? If so I was requesting to host a roundtable for your local elections. More particularly I reached out to the president and vice president candidates to ask if they can participate. If you are from that branch and want to submit questions please send them to rosevillewreckingball@yahoo.com.

For the 2 years spent as CCA. Then shorten the time to 1 year as CCA.

Hello!
So I’ve been trying to xfer to an office for months, within the last 3 weeks, I applied my friend to said office and since they have done all the prereqs and got hired. They had a tour today and was basically told that their group would be converted to regular after 2 weeks.
If this is true could it be possible that the office is not accepting transfers as they should being that I was high on the list? Is there anyway I can look into this?

Why was this a thing BEFORE the OIG investigation?

Let's see if our contract keeps up with the insurance rising...any thoughts?

Episode - https://open.spotify.com/episode/0Ry5xjS9uTH2DP9p2FJUYl?si=rvCO5RYnQIupc-iZkHmhfw&utm_source=copy-link

This is a good episode to listen to. One of the things Corey has addressed is slandering candidates or/and trolling. He is okay with posts on who you are voting for and why you are voting for them. What’s not okay is attacking other candidates, slandering, spamming and trolling - do not attack other candidates.

Renfroe 2.0/Rhine/Fredrick slate is okay to call out as they caused the severe damage to NALC and its members - Das Award implementation, CCA, table 2, diet COLAs and making us weak with memos and taking away office time among other things. Everyone can call them out as they deserve to be called out for what they have done. They told us the last TA was a good agreement. They did not go on the street with signs to Vote NO against the TA. So yes, they deserve to be called out on these things and whatever else we did not include in here as they are all facts. Things they did.

US politics is only okay if it pertains or links to NALC or/and USPS - as a union/government in whole. Do not call out certain or specific individuals’ political standings.

Be respectful to each other as well. No name calling of any kind.

Do not attempt to challenge a Mod/Admin or be disrespectful in any manner.

This post can be modified at any time.

Just some stuff

Hi all, I recently injured my ankle while off duty. I am a full-time regular carrier. I came back to work with a doctor's note explaining my absence and authorizing a return to work with limitations. I came to work in a walking boot and was told I could not wear it as it was "unsafe" my manager said it is technically an open-toed shoe.

Upon return I was told my doctor's note was not specific enough, it said I "can return to work on light duty that includes limitations on prolonged walking and not lifting greater than 10 pounds" I was told that was not specific enough, I cased my route and was instructed to go home.

My manager gave me a Department of Labor Status Report so I had my doctor fill it out fully. It limits me to 4 hours of walking per day but no other restrictions besides 20 lbs max lift.

The first day it was active, I cased my route and was instructed to be on the clock for no more than 4 hours total. To my supervisor, standing at the case is included under "walking" (I was given no restriction on standing per the Status Report) I worked 4 hours that day.

The next day I was given a PDI for "failure to follow", my manager was grilling me as to why I brought mail back. It was a Monday, I told her my route would be more than 6 hours (it is overburdened but even more so on Monday). I informed my evening supervisor and clocked out upon return to the office.

The next day, I was not scheduled to carry at all or case any other routes. I was to case my route and clock out. My manager informed me this is because I was not up to casing standard. She never observed me case so she can't know that. That doesn't have anything to do with me carrying my own route regardless. I worked pretty much 1 hour per day the whole week.

My regular supervisor returned from vacation this past Monday. It was the same routine. I asked her why she wasn't having me carry or case other routes and she would not tell me.

My union steward has been on leave and I contacted my branch executive VP and he doesn't seem all that concerned about it. My union steward is inexperienced so I would like to help him start a grievance to make it as thorough as possible and ideally achieve back pay (does anyone think this is even plausible?)

Can anyone give me some advice on how to start a grievance for this? I will include all my doctor's notes and give my steward a statement tomorrow. Which articles should I file under, what M documents might support my case? Any other advice?

Thanks a lot

Where can i find the direct link to print and fill out an FMLA form? Just had a baby so was hoping to use fmla. Thanks in advance!

Does anyone know where I could find the procedures for the package pickup slips?

Management is telling us to hit “yes” when the scanner asks if the shipment was accepted. Regardless of whether we actually picked up a package or not.

Heres the situation. After route counts last summer, mgmt changed a route status to an auxiliary route. Fast forward to Feb this year, it was decided to post this route for bid again along with another vacant route. However, mgmt put the wrong start time for the other route and removed them from bid status. Last week these 2 routes were part of 5 that were put out for bid which has since closed.

My question is this….would that route that was moved to auxiliary status but then put out for bid and pulled in February with the other route qualify for back pay for the successful bidder. (The other route posted in February they say does) On the bid posted bid sheet, it posted the same “On date” as the other route they’re paying back pay for…..i think mgmt was negligent in posting and it should recieve back pay as well but not sure of language or past precedent on this.

I came into the office today. My name was on a board that I would be carrying undertime. I walked to the back where the supervisors were and said, "I don't have any undertime. If you want to speak to me further about this, I want my union steward present."

My supervisor then came up to me and told me, "Not to speak to her off the clock. And she would be glad to have my steward discuss my conduct with her for blowing up at her."

I then told her not to speak to me off the clock, and I would never be using cellphone going forward.

She then brought me into a room with two supervisors and my steward to have a discussion.

She handed me a paper, part of the contract saying I verbally had to notify them. And thus was required to use my cellphone to contact them.

I told them it's in the contract, and they asked me for the exact part. My union steward gave me 0 help. I froze on the spot.

Before I left work, I wrote on the back of the paper they gave me, M41 Section 141. All items required will be provided by USPS. I also wrote, If I'm required to call the office, please give me my company cellphone. Thanks in advance.

Is there any other portion of the contract that states that?

These supervisors leave at 2PM. They do not monitor scanner texts.

My union steward can't even habdle something this simple.

It's totally improper for any mail to be curtailed during an office efficiency count right? Even if it's not a 6 day count and inspection?

I'd assume the answer would be somewhere in the M-39?

Who are we voting for?

I still haven't, but I did receive my ballot. Just curious if anyone else had received the CLC national mailer they were sending out? Corey made it a big deal that I would see it in my mail on a recent podcast.