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How To Grievance and Daca Codes · United We Scan

0:25
The. Hey, welcome to the United We
0:36
Scan podcast. Just a quick disclaimer here
0:38
that any of the views and opinions expressed by the
0:41
individuals are not that of the USPS or the NRLCA.
0:47
This podcast is for entertainment purposes only and
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if you are in need of any assistance, please contact your
0:56
designated union representative. Thank you and welcome back
1:00
everybody. Episode 131, what are we doing
1:05
this week? Our hot topic is how to
1:08
grievance and what's a DACA code.
1:10
So basically, I know way back when we did a grievance episode,
1:15
but we're kind of going to go over on how us as carriers
1:20
initiate a grievance and then what to expect after we initiate
1:24
that grievance. So this is for those of us who
1:26
have our boots on the ground and we feel aggrieved and how do we
1:31
go about filing a grievance. And that's what we're going to
1:34
talk about as well as we request over some DACA codes, X days and
1:39
stuff like that. I do believe that came from a
1:41
leave replacement, but we'll be happy to discuss it because
1:45
there's, you know, I knew what that stuff was as a leaf
1:48
replacement before I went regular.
1:49
But not everybody knows. And then newer regulars may not
1:52
understand it as well. So that's the agenda for this
1:56
evening. How was your week, Josh?
1:58
My week was pretty good up until yesterday on my way home from
2:02
work when my car decided that it didn't want a car anymore so I
2:07
didn't get it home. I was sitting on the side of the
2:10
road, luckily right in front of a car dealership that has a
2:13
bench right down to their building in the shade.
2:16
So I was able to sit in the shade for most of that time.
2:21
But yeah, other than that, it was a pretty decent week and
2:26
hopefully spectacular. But you meow.
2:28
Oh, my week was pretty good. It was a a very, very busy,
2:34
learned a lot of cool stuff and but it was mostly really good.
2:39
Yeah. I'm just excited to talk with
2:42
you guys tonight. And and but yeah.
2:45
So how was your week, Kristen? I became a grandma again.
2:49
Yay. Honestly was the highlight of my
2:55
week. Ruby started her new job third
2:59
shift last Monday, so it's been long night's speed being on
3:06
little man duty. So I I, I worked third shift as
3:10
a single mom. I know what it's like, I know
3:12
what she's going through. So I have no problems helping
3:16
her out and making sure even if I have to sleep in her bed
3:20
during the week or whatever works, sleeping with one ear
3:23
open back-to-back to that mode again, which I hadn't done in
3:27
nearly two decades, but at least a decade and a half.
3:30
But yeah, that's what we're doing, little man.
3:34
Well, second little man, Mr. Rua Rua was born on September 17th.
3:41
It's well, it'd been 10:54 PM Eastern Standard Time on the
3:47
16th, but because he was born in Okinawa at 11:54 AM Okinawa,
3:53
Japan time, 13 hours ahead of us.
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So that was again, a long night for me between my son texting me
4:01
and, and phone calls and dealing with Kingston, who didn't want
4:06
to sleep very well. And but I was on cloud 9 when I
4:09
went to work. So yeah, all everybody's
4:12
healthy. It looks like they went home
4:14
from the hospital today. So Japan's a little different
4:19
natural births. You stay in the hospital for
4:21
five days, sections is 10 days. Yeah, it really lot different.
4:29
They could only 30 minute window to visit each day, which my son
4:33
was kind of bummed about. But, you know, different
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countries, different cultures, different standards, different
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rules, you know, got to abide by them when you're there.
4:41
So. But you got to come home.
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And he is just absolutely and gorgeous.
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I fell in love with him. He is the perfect mixture.
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I see a lot of my son in him and of course, you know his mom and
4:52
whatnot. So everybody's healthy and good
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and I'm a happy grandma who won't get to snuggle this one
4:59
till probably November. But I don't know.
5:02
I just didn't. Congratulations SO.
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Just, you know, I didn't have the extra money or the extra
5:07
leave to fly off to Japan, so. Yeah, at least not yet.
5:13
Yeah, exactly. Not this year anyways.
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But no, other than that it wasn't a bad week.
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I ended up the X day I earned last week.
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I used on Friday this week to have a three day weekend so I
5:25
could rest again. Going back to helping with
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little man overnights is it's it's rough on grandma too.
5:34
And Thursday was just the day from, well, you know where I I
5:40
knew Wednesday when I got back, I was having a box holder
5:43
Thursday. I already knew that and walked
5:46
in Thursday morning to the pallet of Medicare books.
5:52
Fun. Yeah.
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I'd love a 10 hour Thursday. I really, really don't.
5:57
But you know, we got through it. I was exhausted and looked at
6:00
the schedule and went, hey, can I use my ex day tomorrow?
6:04
Yeah, OK, cool. Thanks.
6:06
Not a problem. Called myself right then and
6:08
there and Yep, you're good. Cool.
6:11
So we've had the Medicare Power of Medicare books sitting for a
6:15
couple of days now and they have a new tag on there.
6:20
So I'm not looking forward to that tomorrow.
6:23
Yeah, that's going to say blue tags Monday.
6:30
I think we had them like 2 weeks ago.
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Yeah, I just came in Thursday morning and of course the clerk
6:35
was like standing there next to the tubs where they sort the pre
6:39
sorted bundles and I just looked at her.
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I said those aren't all going to fit in the bundles.
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Next thing you know their supervisors coming over,
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Wheeling carts over, going through them and she's like here
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your cart, your your hamper's in the back with them.
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Do you want them up here or in the back?
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I said leave them in the back, I'll deal with them when I'm
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before I'm ready to go. Yeah.
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I wasn't case at that. Point.
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Yeah, no. I, I was like, I don't have the
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heck am I going to do this? I have a flats box holder.
7:05
I have Medicare and I, I figured it out.
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I just threw the bundles in and stacked them up in order, put
7:12
it, opened up a couple of them, threw them in 1/2 tray, set them
7:15
behind the box holder so I could kind of glance up, see who's got
7:18
one next. Anyway, I could just grab the
7:21
box holder at each box and pay attention to the other one.
7:23
So yeah, it was a long day, but I got through it.
7:26
Thank goodness Medicare is only once a year.
7:28
But on that note, guys, all right, How do we file a
7:33
grievance? Well, there's a couple.
7:35
Before we get into that, I just wanted to put APSA out.
7:39
I'm sure I got a letter in the mail from the post office with
7:44
compensation and benefits. I'm sure everyone did, which is
7:48
just a reminder to periodically go on to Postalese and check
7:53
your allotments to make sure they're all good and valid and
7:56
not fraudulent. So I just wanted to throw that
8:00
out there so you know, in case someone hasn't seen the letter
8:04
yet. All right, yeah, that's good to
8:06
do too, because you may have, you know, an allotment that you
8:09
forgot about and oh, wait, what's this?
8:12
And you don't need it anymore or Yeah, I wait a minute.
8:16
Where did that come from? You know, we had that issue a
8:19
few years ago before they started doing the multi
8:23
authenticity thing where, you know, you got to have your stuff
8:28
sent to you, you know, get your security code to your phone and
8:32
whatnot and all that fun stuff. So yeah, definitely important.
8:35
Double check your allotments don't help that.
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Open enrollment is also coming up in November.
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I do believe it was what November 10th?
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It starts through December 8th, if I remember right.
8:48
Yes. So yeah, open enrollment coming
8:51
up. So definitely like that.
8:53
I'm going to be going. We'll we'll cover that when we
8:56
get a little bit closer after I get back from Italy.
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So yeah, again, before we start next week, the 28th will be our
9:04
last episode for two weeks and then we'll resume after I get
9:08
back from Italy. So, but all right.
9:12
And how to file a grievance, There are actually two different
9:16
types of grievances that you can file. 1 is contractual and one
9:19
is disciplinary. And how do you go about doing
9:22
that? Well, according to the NRLCA and
9:27
how you would cut and we're a little different than other
9:31
crafts. And why I say that according to
9:35
them is the fact that we are different than other crafts.
9:38
Other crafts stewards can initiate the grievance for the
9:42
grievance, whereas us as rule carriers, we are the ones that
9:47
are supposed to initiate the grievance ourselves, which many
9:51
don't realize that, but that is how it is supposed to be done
9:55
for the rural craft. So technically step one is
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you're supposed to speak to the immediate supervisor within 14
10:03
days to try to settle the issue. This is on a contractual or
10:08
disciplinary. It's always the first step is to
10:12
speak to the immediate supervisor within 14 days.
10:15
And that's important because it's not considered timely if
10:18
it's outside of the 14 days. But that thought can also be
10:21
from the 14 days that you become aware of it, not necessarily the
10:26
date that the incident absolutely happened.
10:28
If you were right there when the incident happened, you have 14
10:31
days from the incident. If you were not there and you
10:35
feel aggrieved and you find out a Week, 2 weeks later after it
10:39
happened, you still the 14 days from when you find out or become
10:43
aware of the issue the. Other thing with it too is that
10:47
you, so I know the City side has what is it informal A and then
10:54
they have formal a for us. Technically speaking, if you
10:58
want to use city carrier terms, you talking to the manager.
11:02
Is that informal a per SE, even though it's just you vocally
11:08
having a conversation with management and hopefully they
11:12
can resolve that issue or but if not and.
11:16
That would be I would say and that conversation would be Mr.
11:19
Supervisor, Miss Manager, a postmaster.
11:23
This is I feel that my check is not right.
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I didn't get paid for X many hours and that gives me to say
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or they'll say go # sand. At which point you can ask for a
11:37
grievance form from them. I always ask for it by the form
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number, which is the 8191. That way it makes them have to
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look it up and print it, and they are supposed to provide
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that to you. You're jumping ahead a little
11:51
bit there, but. Sorry all.
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Right, so the first first thing is to do is to speak to the
11:56
immediate supervisor within 14 days to try and settle the
11:59
issue. If the supervisor and the
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carrier come to an agreement document in writing and it's
12:06
considered settled. So I mean it it you know, if you
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got management that's willing to work with you and be like, oh, I
12:12
am sorry, that is my mistake. Let me go in and fix this now
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get a copy of that and and you consider, you know, it's
12:20
settled. Always put settlement in writing
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because otherwise if they don't follow through, they don't do
12:27
fix the issue then and you don't have it in writing that you guys
12:32
agreed to fix the issue at hand. Then it becomes a he said, she
12:36
said and it's yeah, it always get it in writing to protect
12:40
yourself. So if it's not settled, if they
12:43
don't want to work with you or don't feel that they were in the
12:45
wrong on whatever this was, then that is where you do ask for
12:49
your 8191 grievance form. If they refuse to print one out
12:54
for you, well, that's another grievance in itself.
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But they're also available on the union website or get a hold
13:00
of your steward that I mean they are out there for you to print
13:02
out yourself if you if you have to, but they are supposed to
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print that out. This says that you only are
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filling out lines one through 3, which is all your basic
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information. I do know some will say through
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4 box 4 is you want to form in a question in the form of a
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question on why you feel aggrieved.
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And and simply suit 2 with #4 on there it #4 on there is is just
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issue or the complaint. And on the back of the 8191 it
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also explains us the instructions for filling it out.
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But it'll say enter a statement in the form of a question.
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And a lot of people leave this kind of open-ended or they'll
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just put a brief thing, but the way that I used to fill it out,
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I used to fill out all kinds of stuff on there.
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But you can simply just make it. Did management violate the
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national agreement when they did such and such?
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Or when, for an example, did management violate the national
14:07
agreement when they failed to compensate me for July 5th?
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You know, just keep it simple and specific and when you pull
14:20
in national agreement, that's pulled the whole contract and
14:25
that gives the steward a lot more free reign in quoting
14:32
different articles because you're filing agreements because
14:36
they violated something in the contract.
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It may be multiple things in the contracts though, but simply
14:43
stated, did management violate the national agreement when they
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did this? So that's that's box 4.
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Some people will go ahead, some people will say to court to
14:57
where they did management violate the national agreement
15:00
or other documents. That's up to you because there
15:03
is articles in the contract that say that cover other documents.
15:11
All right. So you're going to fill those
15:13
out. You're also going to put the
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date of the incident is the date you were aggrieved.
15:18
You're going to have your supervisor became.
15:19
Aware. Or became aware, yes, the date
15:22
that you were aggrieved. So that could be the day you
15:25
came aware, the date of the incident, the date that you were
15:28
aggrieved. And then you're going to have
15:30
your supervisor initial or annotate the grievance in box
15:34
3B. And if, well, we'll talk about
15:37
that later if they decide not to.
15:39
But and then you're going to give your original copy of the
15:42
grievance to your Stewart. If you do not have one in your
15:46
office, well then you need to figure out if you have an area
15:50
ADR or DDR that's representing you.
15:52
You can do that on the website under Find My Steward as well as
15:57
on the app. Plug in your zip code and it
15:59
should pop up with somebody that is supposed to represent you.
16:03
Otherwise your state, magazines, anything of that nature usually
16:07
have those listed as well. You can ask somebody, another
16:10
carrier in your office if they know who it is.
16:13
You do not have to have a local steward in your office in order
16:16
to file a grievance. And it's done the same way for
16:19
disciplinary, except for the only addition.
16:22
The date of the incident is the date the discipline was
16:25
received. So and so being the and then
16:27
when, yeah, go ahead and then. When you enter the question in
16:31
Box 4, it the way you'll frame the question and there is did
16:36
management have just cause to issue me such and such
16:40
discipline or example, did management have just cause to
16:44
issue me a seven day suspension? Or a letter of warning or and
16:50
honestly, and you should grieve any and all discipline from the
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get go. Don't wait until you have a 14
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day suspension or a day of reflection or seven day
17:01
suspension. Start from the letter of warning
17:04
a grieve any and all discipline immediately.
17:08
I mean, that's my words of advice and what you should do.
17:12
So Yep. So when?
17:15
So that's how as a rule carrier you are to initiate a grievance.
17:20
You are supposed to do that yourself.
17:22
There are other stipulations to where Stewart could, but I mean
17:27
that falls in basically, and if you're being incapacitated,
17:30
stuff like that. You know, there there are
17:34
guidelines that stewards have to follow when it comes to being
17:37
the ones to initiate a grievance on your behalf on the rural
17:40
side. So what happens to that
17:41
grievance once you initiate it and you pass it off to your to
17:45
your steward? That's when the steward.
17:49
Yep, that's when the steward. Has has 10 days to set up a
17:54
meeting with management at the local level.
17:57
Whichever you know, whoever in your office handles the meetings
18:01
supposed to be the immediate supervisor, but it could be
18:04
anyone in the office that is designated to do that and also
18:08
gives them their time to do whatever research and and pull
18:13
up what articles of the contract, national agreement or
18:19
other Elm or other documents that may be involved in this
18:23
particular case to sit down with them and try and work out a
18:28
settlement, hopefully to make you whole in regards to what the
18:34
remedy that you're asking for is.
18:36
I was going to say one other thing.
18:37
Before you hand off or mail to your the 8191 grievance form on
18:43
a separate piece of paper, you want to write out a statement of
18:48
facts. On this day, I came into work
18:51
and XY and Z happened on that day, I was at home ready and
18:57
available to work, and I never got the phone call.
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And I'm the senior RCA in the, you know, just, which is
19:05
something that your steward or Rep will use to help better gear
19:11
and fine tune what they're looking for to resolve this for
19:16
you. Yeah.
19:17
If you could include a statement, a grievant statement
19:20
with that when you pass it off to your, your steward, then that
19:25
definitely helps the steward on their end.
19:28
Because otherwise they're going to get this grievance and
19:30
they're like, all right, what's going on?
19:31
And they're going to have to try and get in contact with you,
19:35
which takes even more time, especially if you're playing
19:37
phone tag, which happens because these guys are busy.
19:41
Whether it's a local steward who's still running a route
19:43
every day, an area steward who's running a route every day and
19:46
covering multiple offices in the area, an ADR, whether they're
19:51
part time or full time, you know, they, they have a lot on
19:54
their plate. And so getting them as much
19:57
information on why you're aggrieved from the get go is
20:02
best. I mean, that helps them out.
20:04
It helps you out. It helps the whole process out
20:07
on having that statement, you know, even if it's just written
20:10
on a notebook piece of paper and sent along with it, you know,
20:15
you want something for them to understand why you're.
20:19
Aggrieved in this situation if it's a discipline, please send a
20:24
copy of the discipline along with that to your steward.
20:27
That way they know exactly what's going on.
20:29
If you have information pertaining to what happened with
20:33
this discipline, you know, include all that.
20:36
That way they're not scratching their head going all right, what
20:40
did they do? What's going on?
20:41
Where, where am I starting with this?
20:43
What you know, it's and again, like I said, phone tag, e-mail
20:47
tag, however it may phase out, you don't that makes it longer
20:51
and harder on everybody. So the more information you can
20:54
provide to the steward when at the time when turning in the
20:58
grievance, the better it is for everybody.
21:01
And, and that statement that you provide to them is it, I know
21:06
there's some people who get afraid of, of retaliation or
21:10
whatever. You should never be in fear of
21:12
that. And that's a whole nother issue.
21:14
But when you write that statement and you give it to
21:17
your steward with that grievance, it's, it's only a
21:19
part of the union's file. It won't be seen by management.
21:24
It's, it's just a union only document.
21:29
So, and just make sure it's signed, dated so that you know,
21:34
it's for that grievance. If you're filing multiple
21:37
grievances, make a different statement for for for each of
21:42
those grievances too, so that it helps out that steward 'cause
21:46
you might have two grievances about somewhat of the same
21:49
thing, but one it it just did not make it as convoluted.
21:54
Be specific in that statement to that grievance and then versus
21:57
the other. And also, if you have any
22:00
witnesses to whatever it is of being aggrieved, you know,
22:05
something was done supervisor in the office and you had several
22:09
people witness it and you have people that are willing to write
22:12
a witness statement include those as well too.
22:15
Again, that's just union Privy management doesn't see it.
22:19
So you can tell your witnesses, hey, this is just for the union
22:23
to help fight this for me. If you're willing to write a
22:25
statement, that'd be great. Make sure they have it dated and
22:28
signed. That's, you know, that's part of
22:31
building that case for the steward in order when they sit
22:35
down with management to go over it.
22:39
I would say the only other thing I would say if you're able to
22:43
print off and send a copy of your Form 50, yeah.
22:46
Otherwise, they're going to. They're going to.
22:48
Request it they're. Going to request it yeah.
22:51
And say for example, when I first for July, I got a request
22:56
for information letter back from the ADR requesting a copy of my
23:00
PS Form 50 signed and dated authorization and release form,
23:04
which I don't know if that's NSS wide or just my district is
23:09
doing that. That way they have it to be a
23:13
statement inclusive of why you filed this grievance and then
23:17
also requesting time to interview me if necessary.
23:21
So. Yeah, so here's a good question.
23:23
And if the grievance goes nowhere or fails, guess you're
23:26
Sol. Not necessarily.
23:29
A grievance doesn't technically go nowhere.
23:33
There are steps that stewards have to do to withdraw a
23:36
grievance. It not necessarily becoming Sol
23:42
for the sheer fact that whether that grievance is is is settled
23:46
in your favor or not. I mean, I'm wrong.
23:50
We don't win every grievance unfortunately, but those
23:55
grievances are kept on record, so if it is.
23:58
Building a paper trail. Yes, it is building a paper
24:01
trail. I mean, I know I've had
24:03
grievances that I knew basically for me that I filed was
24:08
basically to start that paper trail for the future in case
24:11
this happened again. Which you know, all of our
24:14
managements are different. We understand that some are
24:17
great, some are not so great, Some can't remember what day of
24:21
the week or what their own name is, let alone half their job.
24:26
So starting that paper trail on them, regardless if you win or
24:30
lose that grievance, having that paper trail is important for the
24:33
future all. Right.
24:34
And as Corey made arbitration would say, if it's a contractual
24:38
issue, you file on it, they're already doing it.
24:41
So what's you know, the worst thing is it'll come back saying
24:45
that they're allowed to do it. They can keep doing whatever
24:48
change they make, procedural change they made.
24:51
Which you know would under article three of our contract is
24:54
management's right to mismanage. So well, that's not the wording
24:57
for it, but that's how it is. But they have.
25:02
The right to manage how they please to get the job done.
25:06
Yeah, but within the confines of the contract, yes.
25:09
Right, Yes, they still have to do with it.
25:12
And then Article 19 is what covers the additional manuals
25:16
and publications, which could be and the Elm and Yep, Yep, which
25:20
is the Elm. It could be the EL8O1, which is
25:25
supervisor's handbook on safety. Don't ask me how I know that one
25:30
recently. Yep, the M38, the you know, the
25:35
F21, the M38, the Elm, the EL8O1, and there's PS.
25:41
Six O 3 Yes. Oh yes you can.
25:44
File PS and the PMO. U.
25:46
S Yes, there are so many out there.
25:50
So that's yeah, I it, there is a lot out there.
25:54
I know I, I had somebody coming on where they could buy that.
25:57
And I'm like, you don't have to buy it.
25:59
If you're a member of the union, you can get on the website and
26:02
you have access to all of those. You may have to dig to find
26:06
them, but they are there. Yes, they are.
26:10
Yes. Could read the domestic mail
26:12
manual. Right.
26:16
The PO6O3 management's supposed to supply one to every case to.
26:21
Every route. Every route should have one.
26:24
So if you don't have one that, hey, maybe you need to be filing
26:27
a grievance, I don't know. But yeah, there's that, yeah.
26:30
It makes me want to go back and check my black book on my case
26:33
again and see. If it's in there because I.
26:34
Know there's one hanging on the bulletin board, but that doesn't
26:37
mean that it's at every case. I mean I have it on my phone but
26:41
I can only read half a page at the moment.
26:46
Yeah. So what happens if if when the
26:50
steward goes to meet on that grievance within that 10 days
26:54
and it gets denied? What is the next step then?
26:57
It will go up to Step 2, step and.
27:00
Then once it goes to Step 2, so if the parties are unable to
27:04
resolve the grievance within 10 days of the step one discussion,
27:08
the step one grievance form will be annotated accordingly.
27:12
And the Union may appeal the grievance to Step 2 within seven
27:16
days thereafter. And then such appeals may
27:19
include copies of the joint grievance file and the Step 2
27:22
appeal form. And the parties may extend these
27:25
time limits as necessary if they're both agreeing to that.
27:29
And typically the the steward will give.
27:32
Argument's sake, I'm sorry, I didn't mean to talk over you.
27:36
I'm going to say for argument's sake, we're going to and there's
27:38
no extensions. Yes.
27:40
So the steward will usually. Agree to extend and.
27:44
Then the steward will, they will send you a copy of that denied
27:49
8191 grievance form and then you will also get a copy of that
27:55
Step 2 appeal form. Now the other thing too, to kind
27:58
of keep in mind is the NRLCA trains the union stewards to, to
28:05
build their files like they're going to go all the way to
28:08
arbitration. And so, you know, at this point,
28:12
there's, you know, like I said, there's the, the discussion with
28:16
management, There's step one and then there's Step 2 of the
28:20
grievance process. There's Step 3 and then there's
28:24
Step 4 or Step 4 is also arbitration.
28:29
And but each time the grievance moves up, the people that meet
28:36
on the Step 2 grievances are your AD Rs, your assistant
28:41
district representatives or your district representative.
28:45
And then it's there's somebody at within labor at the district
28:50
level that will meet with with, with with the stewards at that
28:56
level. But usually then once that
29:00
entire file moves up the chain, it or if it moves up the chain,
29:06
if it didn't get settled, it'll always move up that chain.
29:09
But unless there's, yeah, that's a whole other thing.
29:12
But they will, those stewards along the chain typically will
29:18
also reach out to the grievant and they, and they should be
29:23
just to check in. And you as a grievant too can be
29:27
checking in with the union stewards.
29:30
And then if you're not hearing responses from them, then you
29:34
know, all of the union Stewart, the, the district
29:37
representatives and the assistant district
29:39
representatives phone numbers are all on the union website.
29:41
So you can call and find out. But so the yeah, like I said,
29:48
the union may appeal the grievance to Step 2 within seven
29:52
days after that denial. And typically when that steward
30:01
has to send that file up, they're making 3 copies of it.
30:05
So but the original file moves up the chain.
30:09
Is it? Do you guys want to add anything
30:10
to that? I'm going off in the weeds here
30:13
at all. No, you're fine.
30:15
No, they as it goes up the chain.
30:17
If it goes up the chain, yeah, they they should be keeping in
30:20
contact with the grievant as to where it's at.
30:22
They should be. If they are not, you need to
30:25
reach out to them. However, they should be keeping
30:28
you appraised of what is going on with it.
30:31
Go ahead, Josh. I.
30:32
Wouldn't say as y'all mentioned, there's 3 copies, one that stays
30:37
with the local Stewart for his files, his or their her files,
30:43
one that goes to management labour and then one that goes to
30:48
the ADR or Dr. whoever handles your Step 2.
30:51
And that's the file that's going to have things like your
30:54
statement in it. It's going to have your stewards
30:57
going to write up their assessment of the grievance.
31:00
They're going to make up their own statement that's going to go
31:03
with it to the union at the Step 2.
31:07
And then Step 2 has you have 7 days, you said you'll appeal it
31:10
and is I believe it's what 10 days for them to meet again once
31:14
it's. Where agreement is not reached,
31:17
the employer's decision shall be furnished to the district
31:20
representative or designee and write in within seven days after
31:24
the Step 2 meeting, unless the parties agreed to extend the
31:27
seven day period. The decision shall include a
31:30
full statement of the employer's understanding of 1 all relevant
31:34
facts to the contractual provisions involved and three,
31:38
the detailed reasons for denial of the grievance.
31:41
The Union may appeal an adverse step two decision to Step 3
31:44
within 15 days after receipt of the employer's decision, unless
31:48
the parties oh boarded it just go.
31:51
Unless the party's representatives agree to extend
31:54
the time for appeal. Any appeal must include copies
31:57
of one, the joint grievance file to the employer's written step
32:01
two decision and three, the Step 3 grievance appeal form.
32:04
So they have seven days after. Sorry, they have 10 days.
32:10
That's step two, people. Right.
32:12
You have 7 days to appeal it up to them and then they 10 days to
32:17
meet. And then if it's still denied at
32:20
Step 2 and is appealed up to Step 3, the step two person has
32:24
seven days to get it to the Step 3 up to appeal it to Step 3.
32:29
Yes. So then once it goes, every
32:33
single time that the grievance moves up the chain, the steward
32:37
will also send you another copy of the Step 2 appeal and the
32:44
decision of why it was it moved up the chain.
32:47
And once it goes up the chain to step three-step 3 is regional
32:56
and the NRLCAI believe has four regional step three people that
33:02
will with that meet with them and then if Step 3.
33:07
Go on the. Employers so then step through
33:10
the meeting of the party's representatives to discuss the
33:13
grievance shall be held within 15 days after it has been
33:16
appealed to Step 3. Each party's representative
33:19
shall be responsible for making certain that all relevant facts
33:23
and contentions have been developed and considered.
33:26
The employers written step three decision on the grievance shall
33:29
be provided to the Union step three representative within 15
33:33
days after the parties have met in step three, unless the
33:37
parties agree to extend the 15 day period.
33:40
Such decision self state the reasons for the decision in
33:44
detail and shall include a statement of any additional
33:47
facts and contentions not previously set forth in the
33:50
record of the grievance as appealed from Step 2.
33:53
And then the Union may appeal an adverse decision for discharge
33:56
cases directly to arbitration at the area level within 90 days.
34:01
So if you're working with a grievance or sorry, if they're
34:06
working with a grievance or if you'd filed A grievance with
34:09
regarding discipline, that's typically when they will appeal
34:14
them to arbitration. If they if they, it usually will
34:19
go to the Union and then they John Adams and then they or the
34:23
director of Labor Relations and they make that decision.
34:28
If either parties representatives maintains that
34:31
the grievance involves an interpretive issue under the
34:34
national agreement or some supplement thereto which may be
34:38
of general application, the Union representative shall be
34:41
entitled to appeal an adverse decision to Step 4 National
34:44
level of the grievance procedure.
34:47
Any such appeal must be made within 21 days after the receipt
34:51
of the employer step three decision and include copies of
34:55
the joint grievance file, all grievance forms and appeal
34:57
forms, and the Step 2 and step three decision.
35:01
The union shall furnish a copy of the union appeal to the
35:04
employer, step three representative and the
35:06
appropriate district Labor Relations manager.
35:09
So then at that point every single manager and steward and
35:13
grievant have that have been involved.
35:15
They're all getting all that, that paper trail.
35:18
So, and what I'm reading is all a part of Article 15 of the
35:29
contract, grievance and arbitration procedures.
35:32
So if you ever have a question about any of it, just pull up
35:35
that contract and Article 15 is your guide for that fun stuff.
35:41
Oh yeah, I mean, it's a lot. Now.
35:44
Now is is what Meow mentioned before.
35:48
If you're in fear of retaliation for filing a grievance, you
35:52
should never be in fear of it because if they're going to
35:55
retaliate, well, now you've got another grievance on your hand.
35:59
Yep. Bury them in paperwork.
36:01
I mean that's you shouldn't fear it.
36:04
And I and and it's sad that we have offices where carriers do
36:09
fear on filing a grievance. Yeah, and they do fear going to
36:13
talk to management on an issue. Do not fear it.
36:17
I mean, getting at least if, if nobody else be that person in
36:22
your office that that stands up for not only yourself, but you
36:27
standing up for yourself, feeling aggrieved is going to
36:30
show to the other carriers that hey, you can do this too, you
36:34
know, be that person that does that management wants to be
36:38
pesky and retaliatory. Well, you have more grievances
36:42
on your hand at that point because they can't do that.
36:45
They're not supposed to do that. You should not feel unsafe going
36:50
to have a a conversation with your immediate supervisor.
36:54
If you do take somebody with you, you know your local
36:59
steward. If they're available, you may
37:01
have to ask for steward time to talk to them about it.
37:05
You may, you know, take another Co worker.
37:07
Take a witness with you if you need be.
37:10
Nobody's saying you have to do it on your own if you are in
37:15
fear for doing it, But no. But Please note, please do it,
37:20
you know, be that person that stands up in those offices that
37:23
nobody's willing to stand up because they're in fear for one
37:26
reason or another. And the only way that you can
37:29
make things better in the office is being that person that stands
37:33
up because that's going to start the paper trail.
37:36
And if more people stand up and more people file their
37:39
grievances and it's going to start, management will notice,
37:45
upper management will will take notice.
37:47
There's a reason why stewards have to report monthly to to
37:51
those above them on the grievances they've done because
37:55
then that starts the paper trail that even goes further up.
37:59
So the, the so your ADRS and your DRS, your DRS will see, oh,
38:04
that we've had grievances and hearing grievances and your
38:06
grievances and here, OK, maybe we need to take a closer look at
38:09
this office. Starting the paper trail is the
38:12
important thing. Whether you know that grievance
38:15
ends up not being a win for you if it would, you know if it.
38:21
Either way, starting the paper trail is the important thing to
38:24
do. Even if it's something that
38:26
unfortunately is settled for language, because there's no
38:29
other way around it, it still starts that paper trail.
38:32
Because the next time you file that grievance on it, you're
38:34
going to have the management violate the national agreement
38:39
and the step one settlement. Or they can or they can.
38:42
I know they're not really, they're not as citable, but you
38:45
know that management knows the that part of the contract.
38:48
Now they can't deny, you know, knowing that language, 'cause
38:53
that management signed off that they were going to follow
38:55
Article 15 of a contract, you know.
38:59
Yep, and like Kristen was saying, if you feel that you
39:02
need to bring someone in the office with you to have that
39:05
discussion, after discussion's over, if you have to file, ask
39:10
that person if they'll write a statement for you to include it
39:13
in the file when you send the grievance up to your steward.
39:17
That way they can they have that as part of the file to help your
39:21
case of what was. No, it's just Kristen requested
39:26
this supervisor said no. Kristen requested a grievance
39:30
form. The supervisor told her to pound
39:33
sand, you know, or whatever the discussion was.
39:36
Yep. Somebody that just, I mean, and
39:40
though it wasn't a technically a craft employee, we had a highway
39:45
contractor, our Harway contract carrier who the postmaster
39:50
wanted to talk to her with. I am not going to go into what
39:53
the issues were, but she flat out told the postmaster, I am
39:57
not going to go in that office alone with you.
40:00
I want a witness. Postmaster wasn't too thrilled
40:03
about it, but we had an extra APTF clerk who wasn't needed at
40:07
the window and said, well, would you be OK with them coming in?
40:10
Absolutely. So even if it doesn't
40:14
necessarily have to be a craft person, I mean, if you have a
40:17
friend that's a clerk or a city carrier or you just are not
40:22
comfortable with talking to that member of management by yourself
40:27
and your steward is either you don't have a local steward in
40:31
the office or you know, they may be out on their route still or
40:35
whatever, you can take anybody in.
40:38
Anybody from a different craft can write a witness statement.
40:42
Yep. You know, it is not unheard of,
40:44
especially with hostile work environment grievances or
40:47
something of that nature to have witness statements from people
40:53
from other crafts. Again, have them sign their
40:55
position and date it. Again, it's not something that
40:59
management seats. So, you know, if you have a
41:02
buddy in the office who's willing to do that for you
41:04
because maybe they're tired of the BS too, you know, that's
41:09
what you can do is, you know, it doesn't necessarily have to be a
41:13
craft member to just go in and be a witness to you talking to
41:17
management. All right, guys.
41:19
Anything else to add on to the grievances as the grievance?
41:24
Not that. I can think of the.
41:26
Only thing I was going to add is that sometimes I know some
41:30
people, you know, they get annoyed with having to file a
41:34
grievance. And sometimes filing a grievance
41:39
is, is almost like cathartic because once you've sent it to
41:44
the steward or given it to the steward and you've wrote that
41:47
statement, I mean, hopefully it's resolved.
41:51
Sometimes when you're filing agreements, it's, it could be
41:53
just a learning experience for you and management.
41:56
It doesn't necessarily always need to be, you know, sometimes
42:00
it's, you know, I had a file one recently where it wasn't, it was
42:04
a little, it was like a little bit of an interpretive issue
42:06
with it. But it's it, it's building the
42:10
paper trail, like we've said, but also a clarification on a
42:15
couple things. Sometimes management is doing
42:18
something stupid and they need to get that foot down.
42:24
But also familiarize yourself with Article 15 and that
42:29
timeline of stuff that's that is in there.
42:32
And if you guys aren't hearing from your steward, please call
42:36
them 'cause you shouldn't have to be waiting forever for an
42:42
answer. You know it should be getting
42:44
resolved. That's your contractual right.
42:46
You know, it's, it's a grievance is defined as a dispute or
42:50
difference disagreement or complete complaint, but it's
42:56
it's, it might just be an interpretive issue.
42:58
It might just be management blatantly violating something.
43:03
Article 5 of the contract is them taking unilateral action.
43:07
So hence why I say pulling all the, the whole contract, but,
43:13
and if you ever have any questions about how, how to file
43:15
agreements or if you're nervous about filing your first
43:19
grievances, because I, there's somebody I knew that they filed
43:22
their first grievance after working for the post office for
43:25
20 years and they were very nervous about having to do it.
43:29
But they, they had a legitimate grievance about when they
43:32
thought were filing it. And don't hesitate to ask your
43:36
steward to help you or, or have another person who's filed one
43:40
help you. You know, it's most of us just
43:43
want to see the issue resolved so that it doesn't get to that
43:46
point. But sometimes it has to get to
43:48
that point and you have to file it.
43:51
Just fill that top, top part out.
43:54
Just file it. It's cathartic and and you're
43:58
building the paper for it. Absolutely, as things don't get
44:03
better unless those of us with our feet on the ground, we start
44:06
standing up not only for ourselves but for others.
44:09
I mean, you could have a grievance and if you go and
44:13
initiate, you know, you, you, you don't, you may have another
44:15
carrier in that office with the same grievance and they see, oh,
44:19
they initiated. Maybe I should too.
44:21
Well, you get 2 or more people initiating A grievance under the
44:24
same thing. Well, now it becomes a class
44:25
action. So you know, it, it's, but you
44:30
know, be that person that's going to stand up for yourself
44:33
and your other craft members. And I'm, you know, in, in a way
44:37
for you standing up for yourself and filing the grievances is, is
44:41
in a way of showing your Co workers that, hey, you can do
44:45
this too. And it's OK to do this.
44:48
And you know, you fight back. I mean, that's it's your right.
44:53
It is, it is your right, it is your right.
44:56
And, and you don't have to be a regular carrier to file a
44:59
grievance. You can, if you're aggrieved as
45:02
as a leave replacement file those grievances if the matrix
45:07
wasn't followed correctly and you should have been working
45:11
your secondary. Instead they pulled the senior
45:14
RCA or the senior carrier. And if you don't have PTFS
45:19
because they go to consideration slightly different when there's
45:21
PTFS. But you know, if if that route
45:25
should have been yours that day and they didn't contact you and
45:28
you sat at home and you came back into work on your next
45:31
scheduled day and you found out you can file a grievance on that
45:35
because you should have been the one that been contacted first.
45:38
That's if they didn't contact you.
45:39
Now, if they tried to contact you when you ignored the phone
45:42
call, that's on you. Yeah, I'm just going to put it
45:46
out there that the matter of fact, that's on you.
45:49
So if you ignore, if you saw that they were trying to call
45:52
you and you didn't want to go to work that day and you just
45:54
looked at the phone and you ignored that phone call.
45:57
And then you go in and you discover, you know, Sally Joe
46:01
ran that route and you're going to file a grievance.
46:04
Sorry. You honestly, you don't have a
46:06
grievance at that point because you didn't answer the phone.
46:09
I mean, I get it. I get it.
46:10
There are some leave. There's many, many, many leave
46:13
replacements out there that just are happy if they have a day
46:16
that they're not scheduled and they don't want to answer the
46:19
phone. I completely understand that.
46:21
I was an RCA for nearly nine years.
46:23
I get what you're coming from, But at that point, you should at
46:27
least answer and say, sorry, I'm not available today.
46:30
You know, that at least covers your behind a little bit better.
46:34
But if you ignore that phone call or you refuse to work that
46:37
day, you don't have a grievance. Yeah.
46:40
But I remember a guy I used to work with as an RCA, they would
46:43
call him it like 7:30 in the morning, try and get him to come
46:47
in and he's like well I've already been drinking or like at
46:52
7 in here, just here the can in the background.
46:56
Yeah, we're not going to. We're we're not talking about
46:58
how to make excuses on how not to work as a liver replacement.
47:02
I. Do not.
47:03
Get that? Any of that type of stuff
47:07
honestly. But you know, I, I, I mean, I
47:10
do, I get it. You know, I was an overworked
47:13
RCA at times too. I mean, me and me and the work
47:17
buddy, we joke around how these Rcas don't understand what we
47:21
used to do and how we, you know, we, we, if we were just
47:26
scheduled the ox route that day, that's what we considered our
47:28
day off because we are in and out of the office in under 2
47:31
hours when we were done because for our little baby ox route.
47:35
But you know, I do get it. I mean, I was guilty of too, as
47:40
an Archie, of ignoring the phone call.
47:43
Screw you. I'm not going in today.
47:44
You know, I I get it. We've all been there.
47:47
But just remember, if you do that and you come back to work
47:53
and you're upset because somebody else covered that route
47:57
when it should have been you, you can't file a grievance
48:00
because they did try to call you and, and a steward will ask you
48:04
that. Did they call you?
48:05
Did they try to call you? You know, you will get question
48:08
on that. So and they can put a request
48:11
for information in for phone records if they have to.
48:14
But anyways, we're getting way off of the course on that.
48:18
But I'm just saying, you know, leave replacements.
48:21
You can file a grievance as well.
48:22
You don't have to be a regular carrier, be that person that
48:25
stands up. I mean, leave replacements can
48:27
be stewards as well. So if you don't have one in your
48:29
office and you're thinking, you know what, I, I, maybe I should
48:33
do this. Maybe you know, you can do that.
48:35
You, you can be a steward as a leave replacement.
48:38
There's you can do. So there are options out there
48:43
for, for you. But yes, grieve any and all
48:46
discipline right away. And if you feel that you've been
48:50
a grieve contractually and definitely file that grievance.
48:54
And if you're an uncomfortable talking to management, take a
48:57
buddy with you and have them write a witness statement.
48:59
All right, guys, Yep. Shall we move on now?
49:02
Yes, all. Right.
49:03
Yes. You had any last words?
49:05
I think we covered them. DACA.
49:08
All right, so we're gonna cover DACA pay codes.
49:10
What does DACA stand for? Days assigned, carrier absent.
49:15
That is what post? Office and their acronyms.
49:17
I'm telling you, I you know DACA, what the hell they get
49:22
DACA days assigned carrier is absent.
49:25
So there are new DACA codes as of pay period 19 of 2024 last
49:31
year. Basically that is paperwork
49:34
management side of when they submit in the Dacas and the new
49:38
codes that they use. I know a lot of them we still
49:41
use, you know, DACA 3, DACA 5 because DACA Rs, stack of PS,
49:50
DACA A, DACA A's, G's, V's. There are different codes now.
49:55
So when we cover them, I know the biggest question I had were
49:58
the Dacas and what's the next day.
50:00
So that was mainly pertain to regular carriers, but there are
50:07
some DACA codes that are for leave replacements as well
50:11
basically and that is for the paperwork end of stuff.
50:14
So a DACA a which is the old code DACA A the new code is 055
50:20
is annual leave. Rural carriers are granted in
50:24
one day increments. Entire year's annual leave is
50:27
credited to the carrier at the beginning of the leave year.
50:31
Qualified leave replacements designation 72747678 and 79.
50:37
They're granted based on actual work hours on qualifying route.
50:41
70 twos and 70 fours take an 8 hour increments. 7678 and 70
50:46
nines can take them in one hour increments.
50:49
That is a deck at 8 code. That's your annual leave or
50:53
under the new code 055 right? A DACA B as in boy or DACA code
51:01
one O 1:05 is a non rural day holiday work, regular carrier
51:06
working in a 2O4B position on his or her designated holiday.
51:11
You have a DACA C which is a continuation of pay or the new
51:15
code 071. This is used with an on the job
51:19
injury to pay the carrier the route evaluation for up to 45
51:23
calendar days and this is going in alphabetical order.
51:26
So there is the DACA D as in dog or 046 which is donated leave
51:34
which must be incapacitated for available Postal Service duties
51:38
due to a serious personal health condition which includes
51:41
incapacitating pregnancy. So if you received donated leave
51:47
it would come up under a DACA D and if you are using that a
51:51
limited duty which is a DACA E as an elephant or one O 1 isn't
51:57
injured on duty and working in limited duty status.
52:01
A DACA F as in frank or 084 is a full time union official carrier
52:07
is paid evaluation of the route that day leave replacement
52:11
carries the route. DACA F can also be used for
52:16
union leave a WAP union L WAP. Basically I know when I went to
52:21
National Convention had to L WAP 2 days.
52:23
Mine was done under DACA F because I was a a delegate and
52:27
paid paid by the union to be there.
52:30
A DACA G as in go or zero to 8 is annual leave in lieu of
52:37
holiday pay now. This one was effective on
52:40
Presidents Day in 2023. Regular carrier who works their
52:43
holiday at their option may elect to have their annual leave
52:47
balance credited with one day of annual leave in lieu of holiday
52:51
pay. So if you have to work your
52:53
designated holiday and you would rather just have an extra day of
52:57
annual, then you can do that but you won't get paid anything.
53:00
Anything different, any additional pay for working your
53:03
designated holiday just get the annual day added on.
53:06
Then there is a deck of code 106 does not have a letter
53:10
affiliated with that and that's annual leave in lieu of holiday
53:14
pay. So when you use the annual leave
53:17
in lieu of holiday pay, they would put it in under code 106
53:20
Holiday Leave. I'm gonna say for that one 106
53:25
it says for non rural work. Yeah, non rural work, yes.
53:29
So if you're working as a 204B non rural holiday, OK, so that
53:34
falls under the 105106 thing. Yeah, OK.
53:39
H is your holiday leave or 058. So all the regular carriers that
53:45
receive their holidays, that's what it's coded under for your
53:50
holiday leave to get your holiday pay is under the H or
53:53
the 05/8 for paperwork purposes. L is a leave without pay or 060.
54:00
That's your LWOP granted by management under circum
54:03
circumstances. Military leave is a DACA M 4067
54:11
authorized absence for regular carriers from postal duties
54:14
without loss of pay, time, or performance rating that is
54:17
granted to employees who are members of the National Guard or
54:21
reservices of the armed forces under provisions of the Elm 517
54:26
Military LWOP. Which is a DACA N as in Nancy.
54:30
Also a DACA N as in Nancy, but that is a 04/4 DACA code, so
54:37
that would be regular carriers in the absence beyond the
54:39
general military leave allowances charged annual leave
54:43
or L up with the carrier elects not to use annual leave.
54:47
Now the old DACA N new 076 is leave replacements no service.
54:53
So they use this code for leave earning leave replacements when
54:57
they are off on a holiday or other non scheduled normal work
55:00
days. So if it's a holiday, obviously
55:04
you're a leave replacement, you're if you're not working
55:07
that holiday as in well, this has leave earning status.
55:11
So I would say would we would designation 7479 at that point?
55:17
Yeah, yes. And they're off or on a non
55:20
scheduled normal work day. I've also seen them put in if
55:25
you're designated 79 and you're doing A5 in one if you're
55:28
running the full route and another RCA is covering your aux
55:31
route, they will put it in and in there as well.
55:34
I've seen that as whether or not that's true, but that go or
55:37
proper. But that goes under the 076 on
55:40
the paperwork end of stuff, DACA code O or 086 other leave, which
55:48
would be administrative leave. And that's when it's granted by
55:51
management. Explanation must be given.
55:54
That's all a management side of stuff.
55:56
So, administrative leave, I know there is very few for those, you
56:00
know, National Day of mourning when we lose a past president.
56:04
That's that's something, that's another one.
56:06
That's a different code. Yep.
56:07
Yeah, we haven't. Gotten down to it yet?
56:09
OK, Yeah. This would be This is O day for
56:13
when your vehicle breaks down. Once you accumulated 8 hours of
56:18
time waiting for a vehicle due to breakdowns, you would get the
56:22
O day and that's one of the classifications.
56:26
I know a friend of mine, he's gotten some grievance
56:30
settlements of being credited O days as part of the settlement.
56:35
It's kind of the fall in that's hence why the explanation, but a
56:39
lot of of the other reasoning is explained with the other DACA
56:43
codes, but all. Right then we have the DACA P as
56:47
in poll or 1:03 work hours other than rural.
56:51
This is where a rural carrier is paid the evaluation of the route
56:54
minus Emma If you are a POV route for other work such as an
57:00
Academy instructor, it says adjustment team member ojis some
57:06
of. Mapping facilitators.
57:08
Facilitator So if you're doing work other than your route, it
57:12
would be under a DACA P code. And then we have the DACA R-064,
57:18
which is a relief worked your relief day.
57:21
This is where the carrier is entitled to an X day within 12
57:26
weeks. Ours normally now it has a
57:32
little star on it. So let me zoom in and read that.
57:34
Sorry guys I don't have my phone to use to read stuff so.
57:39
Do you want me to? You want me to read it?
57:40
I can, yeah. Go ahead.
57:42
I could read it. Go ahead.
57:43
During the period that starts with the beginning of the
57:46
guarantee period through the end of the designated Christmas
57:49
period, which October 5th is the beginning of the guarantee
57:53
period. Coming up here, regular rule
57:55
carriers must receive an X or 087 day in the same pay period
58:01
in which the relief day is worked.
58:03
O 8 seven days earned prior to the beginning of the guarantee
58:07
period may not be used during this period.
58:11
However, this period extends the 12 weeks for scheduling those
58:16
087 days. When a role carrier who is
58:19
entitled to an O87 day does not receive that O87 day during the
58:24
same pay period as the relief day worked, the role carrier is
58:28
compensated 100 a 100% of the daily rate of pay and does not
58:32
receive the O87 day. This is in addition to the
58:36
compensation of the 50% of the daily rate of pay received for
58:40
working the relief day. And a lot of times the DACA R is
58:45
usually used if you're sub normally, if you're willing to
58:50
switch your days off because your sub needs that day off,
58:53
that's predominantly where you see a DACA R being used.
58:57
Not the only situation, but that's where you predominantly
59:00
see it. Right.
59:01
I would say if you're on the relief day work list, you can
59:04
choose the R. The one the main difference with
59:09
the R versus the Jacket 3, which we'll get to shortly, is with
59:14
the code R. You're not paid anything for
59:17
that day that you work your release day, but you earn the X
59:20
day and by mutual agreement can schedule it when you want.
59:25
That's not what that thing said. Well, that said, what that said
59:30
was basically you can't use it if it's earned outside of the
59:34
guarantee getting in the guarantee to the end of the
59:36
Christmas period. It's it's locked until the end
59:39
of the Christmas period over time period and then even.
59:43
When even when you enter an R, you're still gonna get the 50%
59:47
pay. No no no.
59:49
OK R is 0. Pay for the day with an X.
59:54
OK, which? Is why you get to choose when by
59:57
mutual agreement when it's scheduled versus the free
1:00:01
measurement can schedule it. OK, moving on.
1:00:06
Great DACA S as in Sam or 056 is sick leave regular carriers
1:00:14
taken one day increments. Carriers earn 13 days per year
1:00:18
qualified leave replacements, which is well 78 wouldn't get
1:00:24
sick leave. So that is definitely incorrect
1:00:28
on here. 7270 fours 76 and 70 nines.
1:00:33
I'm going to leave out the 78 because 70 eights do not earn
1:00:36
sick leave granted based on actual hour work hours on
1:00:40
qualifying route 70 twos and 70 fours take an 8 hour increments
1:00:44
and then the 767870 nines and one hour increments.
1:00:49
That is actually incorrect and that's a postal document for you
1:00:52
folks. OK, because 70 eights don't
1:00:55
earn. 78. And if you were in leave earning
1:00:59
status prior is a 74 or 79 and you revert back to a 78, your
1:01:04
sick leave actually freezes for three years until unless you go
1:01:08
regular or into a leave earning status again.
1:01:11
So that one is incorrect for 70 eights and sick leave.
1:01:14
Anyways we have a DACA T as in Tom or one O 2 which is training
1:01:21
granted in one day increments if a carrier attends a training
1:01:24
session for the entire day. We have a DACA U024 which is
1:01:30
AWOL used on a regular. Here, Yeah.
1:01:33
When a regular carrier's AWOL instead of a DACA code 060.
1:01:37
So yeah, you don't want to be AWOL folks.
1:01:40
Trust me a while I I would. Rather have that, yeah, I would
1:01:47
rather. Have that leave without pay than
1:01:49
be a while. Trust me, that's management's
1:01:51
way of not being nice is awoling you.
1:01:55
So if you have actually put in leave or put in and got approved
1:02:00
L up and they AWOL you on that, instead you have a grievance
1:02:04
like we talked in earlier in this episode.
1:02:08
Or or if you call in sick and they put you in for AWOL.
1:02:11
Yes, yes, yes, exactly. AWOL is not good for us.
1:02:17
No, that's a management thing. And grieve it if they stick you
1:02:22
with it. And they shouldn't.
1:02:24
OK Deck of V as in Victor or 057 is holiday worked?
1:02:30
Regular carrier works designated holiday, receives regular pay
1:02:33
for that day plus holiday pay. Does not earn additional day
1:02:38
off. Designated Christmas holiday
1:02:40
only carrier receives pay for the day plus 1 1/2 times holiday
1:02:44
pay. No additional day off.
1:02:46
So Christmas designated Christmas holiday is the only
1:02:49
one where you get paid a time and a half.
1:02:52
All other holidays are regular pay.
1:02:54
DACA W or 049 is injured on duty leave without pay.
1:03:01
IODLOP carrier carrier relinquishes route due to an on
1:03:06
the job injury or endless and is an unassigned regular, has not
1:03:09
yet been placed in a permanent modified job assignment or is
1:03:13
working and is working in a limited duty assignment.
1:03:17
So again, that's basically office paperwork stuff.
1:03:21
Doesn't really have to unless management's not doing it
1:03:24
properly, then you know what to do.
1:03:26
There's a form for that DACA X or 087.
1:03:32
Yes, we talk about X's. That is your relief day taking
1:03:35
carrier receives a paid day off as composition for working a
1:03:38
relief day. So on September 13th, I worked
1:03:43
my relief day. I am not on the relief day work
1:03:46
list. I chose the DACA 3 code or the
1:03:49
038 which is coming up here shortly and which gave me 50% of
1:03:54
my pay plus an X day I did. Management mutually agreed to
1:03:59
allow me to take that X day on Friday.
1:04:01
Therefore when I look at my paycheck, it'll come up as
1:04:04
relief day taken. That is what the DACA X means
1:04:07
and I get paid my compensation for a paid day off DACA DACA Y
1:04:14
or 1:04 non rural relief day work carrier works his or her
1:04:19
relief day and other than rural delivery example Academy trainer
1:04:23
adjustment team etc. OJ eyes I will include in that
1:04:27
etc. I have worked my relief day as
1:04:30
an OJI and you get a DACA Y which means you earn an X day
1:04:35
not eligible for additional compensation.
1:04:38
So yeah, so when you know, when I OJI and time is scheduling is
1:04:43
funky and they asked me if I can train on my Saturday, yeah sure,
1:04:48
not a problem. It just gives me the next day,
1:04:50
no big deal. DACA Z as in Zebra or 070 is
1:04:55
steward duty. So for those regular carriers or
1:05:00
a paid day off after accumulation of eight hours of
1:05:03
authorized local steward time leave replacements don't get
1:05:07
that 'cause you get paid on a green card as a steward.
1:05:10
And then we have DACA 2. And this is where I was coming
1:05:15
up with the DACA. Oh, getting a little confused
1:05:17
here. 079 administrative leave. USPS headquarters authorize
1:05:23
administrative leave. This would be a day of mourning
1:05:26
or God forbid the weather is dangerous out there and they
1:05:30
authorize it. This is where USPS headquarters
1:05:33
authorizes the administrative leave.
1:05:35
Is the DACA 2 or 079 now for paperwork purposes?
1:05:39
Deck of three or 038 relief day worked with 50% pay.
1:05:45
Regular carrier works his or her relief day and receives 50% pay
1:05:48
plus an X day. 087 scheduled by management within 12 weeks.
1:05:56
Carriers not on the relief day work list must be paid by a deck
1:05:59
of code 3038 when required to work their relief day.
1:06:04
All right, a deck of four, one O 7 day of reflection.
1:06:10
You don't want these people if you get 1 grievous regular
1:06:15
carriers receives one day of administrative leave, one day of
1:06:19
evaluated pay for the day as a result of the issuance of a 14
1:06:23
day paper suspension. Again, grieve any and all
1:06:27
discipline. DACA 5 or 037 relief day worked
1:06:33
with 150% pay. Regular carrier works or his or
1:06:36
her relief day and receives 150% pay.
1:06:40
Carrier does not earn a future X-087 day and must be on the
1:06:46
relief day worklist to select the deck of code 5037 and relief
1:06:51
day worklift sign up is up until the 25th.
1:06:54
So if you're not on it and you wish to be on it, you can sign
1:06:58
it and then you have your choice on deck of three, deck of five
1:07:03
or an R, all right. 25th or 26th?
1:07:07
20 or 26? Excuse me, 26 this Friday.
1:07:10
I'm off by a day. Oh, I know, yeah.
1:07:13
I just wanted to make sure all. Right No, let's not see what
1:07:16
happens when I take my get my X day off on a Friday for a long
1:07:20
weekend. I'm off a day here people.
1:07:22
I don't know what day it is All right a deck of 6 or 061 is
1:07:28
court leave absences for court related service whether you so
1:07:33
that would be subpoenaed jury duty.
1:07:37
Jury duty is a big one. So yes, DACA 7 or 027 is Wounded
1:07:43
Warrior leave. If you fall under that category,
1:07:46
you know who you are and. The balance of how much wounded?
1:07:50
Yes, go ahead. The balance of how much Wounded
1:07:53
Warrior leave that you have, I think it shows up on your pay
1:07:57
stub under its own category on the online one and management
1:08:01
can pull it up for you in RMSS and it'll, it'll have the
1:08:05
specific amount of hours that you have.
1:08:08
And there's stipulations for using that Wounded Warrior
1:08:11
leave. And there's like a form I think
1:08:13
they have to fill out when they're when they're using it
1:08:15
too. So Yep.
1:08:17
So anybody that's under the Wounded Warrior leave or the
1:08:20
military leave or military, Oh, up again.
1:08:22
Thank you for your service and your sacrifices that you've done
1:08:24
for our country. All right.
1:08:26
Deck of code 8 or 081, emergency sick leave, other emergency sick
1:08:33
leave, Dash other April 1st through December 31st of 2020.
1:08:38
So that was basically during COVID.
1:08:40
I hate that word. So, yeah, so if we were to have
1:08:45
another God forbid, pandemic of something of some nature and God
1:08:50
forbid, all right, deck code 9066, public health leave FMLA.
1:08:57
Again, same time period used and requested for public health.
1:09:01
It's not necessarily one that we see right now, thankfully.
1:09:04
Fingers crossed first, Whatever. Yeah. 8-9 aren't really used in.
1:09:08
Mystery. If history is any protection,
1:09:11
you got about 90 more years at least.
1:09:14
And then the DACA J&K or 100 is your relief day, scheduled
1:09:21
relief day combined JK DACA codes.
1:09:24
So since K's and J's both get relief days, they're DACA code
1:09:29
J&K or 100 for paperwork purposes are is what you
1:09:35
normally would see AK or AJ on the 4240 for their scheduled
1:09:41
relief. So that is your DACA code
1:09:44
somewhat how that what they pertain to all that good stuff.
1:09:47
Anything else you guys may add before we wrap it up?
1:09:51
So management will enter those DACA codes into the program.
1:09:57
RMSS is what the program's called or they'll either enter
1:10:01
the DAC, the number code. I think they can still enter the
1:10:04
letter ones in there. Don't be afraid if you can't
1:10:08
remember it. If you can't remember it and
1:10:12
you're trying to look for for them in the order that we just
1:10:16
brought sediment. If you go into the steward
1:10:19
reference guide on the NRLCA website or the app and you go to
1:10:24
D for DACA and you go to DACA pay codes or I think it's just
1:10:28
under DACA, it'll pull them all up there for you.
1:10:33
But I forget them too sometimes. There's that was the one I could
1:10:38
always never find was that court leave one.
1:10:42
I've had jury duty before and me and my old postmaster had to is
1:10:48
this document didn't exist when I had that and I had to find it
1:10:52
in the F21 and it was a mess but.
1:10:57
Luckily most of that stuff is in a drop down menu now for them,
1:11:01
so it makes it idiot proof for management too fine to put the
1:11:07
proper coding in. You say that, but I said you say
1:11:14
that. But I know I still they still
1:11:18
mess it up. Or they L wap people when they
1:11:21
had annual leave. Or they L WAP people when they
1:11:25
had it. They management already wanted
1:11:28
them to have a next day, you know?
1:11:29
Yep. Yeah.
1:11:33
And management also has to, if there's issues or if your leave
1:11:39
balance is insufficient for the type of DACA code you're trying
1:11:44
to use, there's issues on management side that'll reject
1:11:49
the payroll and management will have to put in a different DACA
1:11:54
code for you. So just be wary of that,
1:11:58
especially if you're when you're submitting your leave slips,
1:12:01
you'll, you'll know what leave usually your sick leave or your
1:12:07
annual leave. I've seen there be issues a lot
1:12:11
with that Wounded Warrior leave before too.
1:12:15
And I've seen management AWOL people before too for no reason.
1:12:20
So not to spook you, but yeah, DACA codes.
1:12:25
I think I even have one printed and I have it not my case next
1:12:29
to my trip sheet like on the side.
1:12:31
You know, I might print this one off and just have it with me at
1:12:35
my case. I kind of have a pile of stuff I
1:12:38
have to go through again. You know, I got my own personal
1:12:43
stack at 81911767. You know, might as well add this
1:12:48
too. The docket codes, I have a lot
1:12:52
of people in my office. There's like 4 people that are
1:12:56
off on Mondays and they get mandated to work their
1:13:00
designated holiday quite a bit on that Saturday before.
1:13:03
And so we actually even have the whole, the Jack of G versus the,
1:13:11
if they want to use that instead of a, what is it the VV?
1:13:17
Yes. And a lot of them have been
1:13:20
doing the G now because it's, it's, I mean, getting that day
1:13:23
of annual leave is actually kind of better than getting the day
1:13:25
of the next day, you know, so, oh, I agree.
1:13:28
That's a good benefit they got in our contract.
1:13:30
Having a Saturday relief day, though I don't get lucky with
1:13:33
the holidays that often. Yeah, I have yet.
1:13:38
But yeah, veteran's day. When's?
1:13:41
Thanksgiving the 21st, you know, it's a Thursday.
1:13:43
Last Thanksgiving's on a Thursday, Veteran's Day is on a
1:13:47
Tuesday, and Christmas is on a Thursday and.
1:13:53
It was. New Year's the first?
1:13:54
Yep, and Columbus Day is coming up.
1:13:59
Yes it is and I have already apologized profusely to the new
1:14:05
demise sub because Columbus Day is actually the day I'm flying
1:14:09
back from Italy. I didn't mean to do that to him
1:14:15
because I didn't realize they was in there when I filled out
1:14:17
my leaf slip. I wasn't looking that close to
1:14:20
the calendar. I was just putting the dates in
1:14:21
that we booked and Amazon Prime. Amazon Prime days are coming up
1:14:26
as well. The 7th and the 8th I will be
1:14:29
in. In Italy it's.
1:14:34
Going to be great. We're going to be fine.
1:14:36
Yeah, everybody will be fine. They will be fine.
1:14:40
Yep, Yep. All right, guys.
1:14:42
So that is all righty, our educational entertainment for
1:14:49
you this week. I do believe next week we are
1:14:51
going to go over the Fair Labor Standards Act, which what does
1:14:56
that affect? Oh, that's our pay and how we
1:14:59
are paid and why we're paid that way.
1:15:02
And so we'll do a bigger one on that one next week and then we
1:15:07
will be off for two weeks. So that means we will be coming
1:15:11
back again. I gotta look at my calendar
1:15:13
because I am so much a day off the 19th.
1:15:17
We'll be back the 19th because I will be getting home on the
1:15:21
14th. So, yeah, woo Hoo.
1:15:25
Yeah, I think that will be part of the FLSA, correct?
1:15:29
The question in there, yes. Yep.
1:15:32
Yep, and that is actually right on the cusp of the new guarantee
1:15:35
period that will be starting on October 4th, not the 5th. 5th is
1:15:41
a Sunday, the 4th is a Saturday. That's the day I leave.
1:15:45
So October 4th starts a new guarantee period.
1:15:49
So we will be going over fairly first standards act on next
1:15:53
week, the 27th and yeah, we'll do that.
1:15:58
So as we wrap up your final words for this evening, Josh?
1:16:04
Well, the weather's still weathering, so bundle up or
1:16:08
hydrate. Be safe out there.
1:16:10
Don't get overwhelmed. If you do, take a step back,
1:16:13
take a deep breath and step back in.
1:16:15
Have a good week, meow. I was going to say it was nice
1:16:20
chatting with you guys tonight. I know some of some of it's just
1:16:23
reading, but some of it's a lot of that stuff's really important
1:16:27
and even seasoned people forget it.
1:16:30
Some people don't even know what DACA codes are.
1:16:32
So but this next week I'm going to my parting words are I'm
1:16:38
going to encourage you to to read one article of the
1:16:41
contract. You could pick which one you
1:16:44
want. Do some bathroom reading just as
1:16:48
long as you, I mean, you're listening to this.
1:16:50
So you're wanting to educate yourself somewhat, you know, so,
1:16:55
but go in and go read like on a different article in the
1:16:58
contract that you normally don't ever look at.
1:17:01
So, but try and stay safe. We're trying to think what's the
1:17:07
flavor of the month the post office is doing right now, but
1:17:11
just be safe. My area is earbuds.
1:17:15
Yeah, so just. Yeah, just be safe.
1:17:20
If you, if you always are, are treating it like the poom's
1:17:24
going to come in, then when the poom comes in, it's not a big
1:17:27
deal. Just do the right thing when
1:17:30
nobody's looking and be safe. So Kristen.
1:17:35
Thank you guys. Quite a bit of information
1:17:38
wrapped up into just over an hour.
1:17:41
So and yeah, and like I said, Meow said we will, you know that
1:17:48
challenge of reading a article of the contract, if you're doing
1:17:53
better by listening to it, there are apps out there that will
1:17:56
read it to you have a friend, a child, maybe somebody read it
1:18:01
and record it while they read it out loud.
1:18:03
And then you can go back and listen to it when the time works
1:18:07
for you. And yeah, definitely, you know,
1:18:10
that's the best way to educate yourself.
1:18:12
Starting with an national agreement is what you can do.
1:18:16
Really. What?
1:18:17
I did for like my state constitution.
1:18:20
I downloaded the PDF and opened it in Word on my phone and it
1:18:25
has the option to read out loud. The.
1:18:28
Only problem with that is you have to find where your start
1:18:33
and stop point is because it that you can't pause it once you
1:18:37
leave it it'll when you come back in it'll start from the
1:18:40
beginning again. Yeah, but there are, you know.
1:18:43
There are the several ways to, you know, educate yourself.
1:18:47
You know, if you're one of those that likes your bath time,
1:18:49
reading, your bathroom reading, your bedtime reading your, you
1:18:54
know, taking your lunch break reading or something, you know
1:18:57
that you can do that if you're one that does better listening
1:19:01
to it. You said there's apps out there
1:19:03
that can read it, download it however you wish.
1:19:06
It is available on the national website.
1:19:08
I knew the new updated one for the current one that was
1:19:12
recently ratified is not quite up there yet.
1:19:17
Hopefully soon we'll get that. I know the other one is still
1:19:21
there. Otherwise, you know, reach out
1:19:23
to somebody that can get you a copy if you need be, but it is
1:19:27
definitely available on the website.
1:19:30
But yeah, definitely stay safe out there.
1:19:32
Guys. This week, weather is kind of
1:19:34
all over depending on what part of the country you live in,
1:19:38
whether it's still hot or you're starting to cool off.
1:19:41
We got rain and like the fall rain coming in.
1:19:45
So take care of yourselves, stay hydrated.
1:19:47
Regardless of the weather that is important.
1:19:50
Whether it's cold out or hot out, always stay hydrated the
1:19:55
best that you can. And make sure you're wearing
1:19:58
your seatbelts because they do save lives.
1:20:01
Regardless of what you think in the cover factor, seatbelts do
1:20:04
save lives and lookout for yourselves as well as.
1:20:08
Your fellow carriers. I mean, the simplest thing you
1:20:12
can do is stand up and file a grievance if you need be.
1:20:15
And if you have to take a friend with you to do it, take a
1:20:17
friend. I mean, there's power in
1:20:20
numbers, people. Yes, there is.
1:20:24
Yes. But on that note guys, stay safe
1:20:27
this week, have a good week and we will for sure be back next
1:20:30
week.