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Transcript

Hostile Management · United We Scan

• 0:15
  Welcome to the United We Scan Podcast, the podcast by rural
• 0:19
  carriers. For rural carriers, the views
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  Thank you. Now here are the host of the
• 0:58
  United We Scan podcast. Welcome back everybody.
• 1:04
  Episode 43. We've got a hot topic tonight,
• 1:08
  Hostile Management. I am back this week.
• 1:12
  Unfortunately, Bill is not with us this week.
• 1:15
  He is family stuff going on, so he should be back next week.
• 1:19
  We'll miss him, but we do have fun topic to talk about tonight.
• 1:24
  How was your week there, Josh? My week was pretty good, was a
• 1:30
  little concern when I got a call Thursday mid morning asking me
• 1:36
  about one of the customers because the RCA called out and
• 1:42
  then she wasn't there again Friday.
• 1:45
  Then I found out Saturday morning she actually hurt her
• 1:48
  back her shoulder running parcels on Wednesday.
• 1:52
  So who knows when she'll be back.
• 1:56
  But it was a good week. Had our marriage mail showed up,
• 2:01
  said they dropped it off about 7:30 Saturday morning, about
• 2:06
  9:30 or so. The clerk says.
• 2:09
  Do you guys want it? Like sure.
• 2:13
  So I regretted at the moment having to case it on top of the
• 2:20
  GPS and rest of the mail, but at least I don't have to worry
• 2:24
  about it Tuesday. It's already going, James.
• 2:31
  How was your week? Well, it was okay mail volume
• 2:37
  was kind of low. Did start getting the COVID
• 2:39
  tests in, and then on Friday it was as if the floodgates opened
• 2:46
  at the plants because I had eight trays of DPS, double my
• 2:51
  normal trays of DPS. I had three times the level of
• 2:56
  flats that I've had for the past three weeks and on top of that I
• 3:01
  had a box holder to deliver with them.
• 3:05
  It was a bad day. I didn't get done until an hour
• 3:08
  over evaluation, which usually I'm like 1520 minutes below
• 3:13
  evaluation usually. But yeah, an hour over
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  evaluation it was really bad. And then of course, I had
• 3:19
  Saturday off and not really much to speak about at work.
• 3:23
  A lot of people just mulling around because some of them went
• 3:27
  up, some of them stayed the same, some of them went a little
• 3:30
  down. So they're still trying to
• 3:32
  figure out what's going on and things like that still haven't
• 3:35
  gotten disputes back. And it's just it's like there's
• 3:40
  people that just don't care and don't care to get solutions for
• 3:45
  carriers, don't care to solve them.
• 3:47
  My my postmaster is is beside herself on the fact that she
• 3:52
  hasn't gotten a response back on these disputes that she agrees
• 3:56
  we needed to have. And so she is waiting just as
• 4:00
  much as we are and it's just not getting done.
• 4:03
  So other than that, today it was pretty much a quiet day around,
• 4:09
  but cold and windy today. Oh my goodness, I I miss my 75
• 4:15
  degrees. But how was your week, Kristen?
• 4:20
  Yeah, talking about the weather, it was all over the place.
• 4:23
  I mean Monday with shorts and a tshirt and it was really hot.
• 4:28
  Tuesday I decided, you know what, I'm going with shorts and
• 4:31
  a tank top and yesterday I was wearing long sleeves and turning
• 4:36
  the heat on in the LLV. So yeah, I I, I totally and I
• 4:42
  swear I saw that dreaded 4 letter word that starts with an
• 4:46
  S swirling around yesterday with the rain.
• 4:49
  Not at all. No.
• 4:50
  Nope. Nope.
• 4:51
  Not at all. No.
• 4:54
  I'm further than north than you. It's always been a rule up north
• 4:57
  at the month has a letter R in it.
• 4:59
  You may just see it. So September through April.
• 5:04
  Yeah, not uncommon up here, but my week we actually was heavy
• 5:11
  all week with mail. DPS was heavy all week.
• 5:14
  Lots of freaking junk. My flats were heavy all week for
• 5:21
  the most part. Yesterday was extremely heavy
• 5:26
  and Wednesday was extremely heavy.
• 5:30
  Yeah, it was. It's been a week, that's for
• 5:34
  sure. I mean, I had to run my aux
• 5:36
  route as well yesterday. So it was.
• 5:38
  It was a 10 hour day for me yesterday and then of course.
• 5:45
  Leading into our topic of hostile management, I had a
• 5:50
  little fun. I had a little fun on Friday
• 5:53
  with my postmaster and I guess he was upset because I have
• 6:06
  later come to find out last yesterday that she is on the
• 6:10
  list with district of. Not having the greatest she's
• 6:17
  not thought highly at district anymore, let's put it that way.
• 6:20
  And so now she's in the hot seat with her boss and we have a
• 6:26
  cleaning person who's a contract cleaning person.
• 6:28
  He's not part of a union or bargaining unit.
• 6:32
  He's just a contract. He is disabled and she he took a
• 6:38
  break and she went off on him for taking a little bit of a
• 6:42
  break. His back was killing him.
• 6:44
  You know, you got to do what you got to do and he is so tired of
• 6:48
  her BS that he told her that Consider that is 30 day
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  resignation, 30 day notice for resignation.
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  And then when the carrier carrier next to my case came in
• 7:00
  and turned on the radio, she stormed over to the radio and
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  turned it off and said no radio, no music today.
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  We're not listening to the radio.
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  I'm not having it and went back to the desk.
• 7:13
  And then, oh, then she started in on Rex scans.
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  Because we all know with this latest update on the scanner, it
• 7:22
  was for at least first when you go under the rural activities
• 7:25
  that it wasn't escaping out to the main menu after you clocked
• 7:29
  in or anything, it was hanging out.
• 7:32
  So there have been, and I've seen it on the social webs.
• 7:35
  With people you know that accidentally hit clock in twice
• 7:38
  because it's still hanging out on the screen, You got to pick
• 7:41
  up your scanner and you accidentally hit something.
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  Well now her boss was coming down on her about these extra
• 7:49
  accidental scans, and so instead of speaking to the people
• 7:53
  one-on-one that were having the issues, she throws it all out at
• 7:58
  all the carriers and threatens discipline if we don't pay
• 8:01
  better attention. And at that point I stepped out
• 8:04
  of my case and told her good luck with the discipline on
• 8:09
  scanner data. I said it is in writing that you
• 8:12
  cannot discipline off. There should not be discipline
• 8:14
  off the scanner data. I spoke up about the update and
• 8:19
  how that you know you're gonna accidentally hit something.
• 8:22
  If it's not zeroing out, well you should just escape out of
• 8:25
  it. Is was her response and well if
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  people are aware of the update. Right before they did anything
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  that hey, you know, OK, we'll pay more attention.
• 8:36
  Well, you kind of learn as you go because nobody said anything
• 8:40
  about it. Update because who reads
• 8:42
  anything? When we log in, we get our clock
• 8:44
  in before we read anything. Am I right, guys?
• 8:48
  Yeah. So and on top, on top of that,
• 8:51
  when have we ever gotten training on how to do all this,
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  these scans from management? Exactly so as she's just going
• 8:59
  off on her little tiff and. And I'm doing the little, Hey,
• 9:03
  no, good luck with that. Well, if you want to go ahead
• 9:06
  and discipline it, it's going to be a grievance.
• 9:07
  Well, you can grieve anything. Yes, we can.
• 9:10
  But you're likely not going to win this one.
• 9:14
  And that kind of threw her a little bit more.
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  And she's all I need you guys to help me.
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  You need to help me and you need to pay attention.
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  And I just, I was still in my case and I said some of us have
• 9:28
  been helping you for the last two years.
• 9:31
  And then I got a Kristen and she storms off to her office and
• 9:35
  tears. Meanwhile, the newer meanwhile,
• 9:40
  the newer RCA stand. They're going, what the hell is
• 9:43
  going on? And coworker next to him says,
• 9:46
  remember what I told you? She had multiple personalities.
• 9:48
  He's like, yeah, he goes, this is #2.
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  I talked to when I was talking to my supervisor and I, you
• 10:04
  know, I said, you know, I have up to 14 days to file a hostile
• 10:07
  work environment grievance. I said I'm really tempted
• 10:10
  because she should not be threatening.
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  Discipline on the floor ever. In front of everybody.
• 10:16
  In front of everybody. Everybody, even our contract
• 10:19
  carrier sub, was willing to be a witness and statement because
• 10:23
  she's tired of her crap. And she's the contract carrier
• 10:28
  sub. So yeah, it was.
• 10:34
  Yeah, I mean, even more fun. You should file the grievance
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  personally, in my opinion, because the only way to get it
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  to stop is to file the grievance and have a steward step up and
• 10:48
  make management acknowledge that they're messing up.
• 10:51
  Of course, it would help if there was actually a steward in
• 10:54
  that office still. Yeah, because when there was a
• 10:58
  steward in that office, that steward unfortunately had to
• 11:01
  stand by and watch her treat people that was not that steward
• 11:05
  like this and they would not stand up for themselves now.
• 11:10
  And that was the, you know, that's the hardest part about
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  Stewart is your, you know, on the rural craft.
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  Unlike the city craft, rural craft stewards cannot initiate a
• 11:21
  grievance on behalf of a carrier.
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  Now, if it's affecting more than one carrier, you can go ahead
• 11:27
  and file a class action if those carriers want to file a
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  grievance. And this is where it comes down
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  to in an office where carriers are afraid of retaliation for
• 11:38
  filing grievances that they won't even attempt it.
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  So instead, they're going to go try and stroke the ego of the
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  hostile manager. Oh, are you OK?
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  Is there anything? No, no, no, no.
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  You do not stroke the ego of a narcissistic, bipolar person.
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  You don't stroke the ego of anybody that's in the wrong.
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  No. So having this conversation with
• 12:06
  my supervisor, she then is standing up for the postmaster.
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  And I grant you not when this person was in our office before,
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  our supervisor now. She was a 204 B clerk when she
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  transferred to another state to be a supervisor, and then when
• 12:23
  our position opened back up, I was a year and a half, almost
• 12:28
  two years later. Now, when she left, our current
• 12:31
  postmaster was a supervisor, not the postmaster, so she had no
• 12:36
  experience of what she's like as a postmaster until now.
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  And so now she's standing up for her and well, you know she's in
• 12:46
  the hot seat with her boss. I understand she's in the hot
• 12:50
  seat with her boss, but that doesn't give her a right to
• 12:53
  threaten discipline to carriers. If she has to tell.
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  If she wants to talk about something, she either needs to
• 12:59
  do it on an individual basis with those that it's affecting,
• 13:04
  or she needs to talk to people in a better manner rather than
• 13:07
  talking at them or down to them. You know, she wonders why she
• 13:13
  can't keep help. Well, This is why.
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  Because anybody who walks in the door now does not want to work
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  for somebody like that. And I don't blame.
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  I mean, I was, and honestly, guys, Wednesday I was ready to
• 13:27
  walk out the door. I had already told her the week
• 13:30
  prior that I wanted I needed to be out by 3:00 on Wednesday.
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  Wednesdays usually are not very heavy.
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  It's usually not a big deal. I I'm extremely tired.
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  You know, I'm working six days a week on A45K, sometimes running
• 13:47
  my OX route on top of it. This is not a light 45K by any
• 13:52
  means. I mean, a light day for packages
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  is anywhere between 104 to 125 on a light day.
• 14:03
  OK, so I'm you know, I it is. This is.
• 14:10
  Right. This is the last desirable
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  route, the least desirable route in the office, and I'm stuck
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  with it. But that's OK.
• 14:15
  I don't have a problem with that.
• 14:16
  But I told her the previous week, Look, my daughter's last
• 14:21
  soccer game is Wednesday. Her games were on Mondays and
• 14:24
  Wednesdays. She lives two hours away.
• 14:27
  I at least want to get to her last game.
• 14:28
  It's a Wednesday and Wednesday we got hammered.
• 14:34
  Wednesday was not a good day. Our water bills came in raw.
• 14:39
  And packages were crazy. Flats were heavy.
• 14:45
  I was starting to walk out of the office at 11 AM to leave the
• 14:51
  office for the route at 11. And I reported at 8.
• 14:55
  And the supervisors like, well, are you, do you think you're
• 14:57
  going to make it? And I was like, I lost it.
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  I was that exhausted and upset to what I had to deal with.
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  That I lost it on the supervisor outside I I broke down into
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  tears. I had already thought about
• 15:11
  going home. I was going out to load and I
• 15:13
  looked at my car and I was like I could just get my car and go
• 15:16
  home right now and all this stress would be over with.
• 15:20
  But I didn't. But I just feel that way.
• 15:25
  Yeah, with a lot of people that feel that way right now, with
• 15:27
  the way that they're they're treated by management, with the
• 15:30
  way the job is treating them, with how Rex turned out for them
• 15:33
  and everything. They're feeling the exact same
• 15:36
  way you felt that day was. It's easier for me to just leave
• 15:41
  this and go somewhere else, then deal with this hostile work
• 15:45
  environment and the constant crapping on that we get.
• 15:49
  Yeah, and I have not seen my daughter since the end of June,
• 15:53
  beginning of July. You know, yeah, she lives two
• 15:56
  hours away with her dad and so and and that's what gets me
• 16:00
  because this is not the first time in the last two to three
• 16:03
  years that I've gone at least three months without seeing my
• 16:05
  youngest daughter. You know, she's going to be
• 16:07
  thirteen in a couple weeks. And I was, I was upset.
• 16:11
  I was clearly upset. Supervisor tried to give me a
• 16:14
  hug and I said, you know, this is bullshit.
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  I said this job has come before my family for so long.
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  I'm over it. I am completely over it.
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  And I got out to the route about 1/2 hour later, I got a text
• 16:29
  from the postmaster and she was, well, how much do you think you
• 16:33
  can get done by 3:00? I'm like, I honestly don't know
• 16:36
  right now because I had just gotten out on the route.
• 16:38
  I was still in the North End. I'd have to get that in and
• 16:40
  start heading South before I could kind of gain where I would
• 16:43
  be at. And a little bit.
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  And I was like, why even worry about it anymore?
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  I ain't going to make it. And a few minutes later, she's
• 16:51
  like, well, if you can be done. Was the main 2/3 of the route by
• 16:56
  3:00. Just bring the truck back and
• 16:58
  I'll finish the route for you. I said that I can do well, I say
• 17:02
  that what's usually the US 23 stretch because that's where all
• 17:05
  the CBU's and stuff are. Is that mean I have some on the
• 17:09
  North End, I have some on the South.
• 17:11
  And coming back up, I have several business CBU's and
• 17:14
  condos. So get through the CBU's.
• 17:17
  So I did. I brought the truck back.
• 17:19
  I clocked out at 2:45. Yeah, with them went picked up
• 17:22
  my other daughter from school and then I drove the two hours
• 17:24
  to my daughter's game. So it was great.
• 17:27
  I got to see my daughter, we took him out to dinner and
• 17:30
  everything else and then I got home.
• 17:33
  It was probably, I don't know, close to 10:00 by the time I got
• 17:36
  home Wednesday, then right back in the door Thursday, and then
• 17:39
  this bullshit on Friday. And then she had the audacity
• 17:44
  when the one carrier went to go in and see how she was.
• 17:46
  She was. She was OK, she tells him.
• 17:49
  She's like. I can't believe Christian, after
• 17:52
  all that. The help that I did for her on
• 17:54
  Wednesday really quid pro quo. Again, she's turning it around
• 18:01
  and making it about herself. I'm sorry.
• 18:03
  That's quid pro quo. That's harassment, quid pro quo.
• 18:07
  I did this for you. Now do this for me.
• 18:10
  Don't work that way. You're going to threaten to
• 18:12
  discipline us on the workroom floor?
• 18:14
  I'm going to speak up. You know you're good and wrong
• 18:19
  if you're doing something wrong. It's up to us, anybody, any
• 18:22
  carrier, any carrier out there to stand up and say no, that's
• 18:28
  not what it says. It says this, or in Kristen's
• 18:32
  case, you cannot talk about disciplining carriers over
• 18:36
  things that you can't discipline them over.
• 18:42
  Exactly. And as you can tell from
• 18:45
  Kristen's experience on Friday, a well informed carrier scares
• 18:53
  management, we've been saying that all along.
• 18:57
  Yes, because we no longer have a steward in our office and I am
• 19:01
  the most informed carrier in that office and as my my work
• 19:06
  husband said when he was talking to the other carrier.
• 19:09
  Because, you know, there's like three of us that talk outside of
• 19:11
  work pretty randomly or pretty regularly.
• 19:15
  And he's like, he's like, well, could you believe Kristen?
• 19:17
  He goes, look, she's about to go regular.
• 19:19
  She's over this BS and he goes, you know what?
• 19:24
  And because she's standing up for herself, he goes, you know
• 19:26
  what, I'm done taking it too. Let her say something.
• 19:29
  He goes, I'm going to stand up for myself.
• 19:31
  So if that's what it takes, is one person to finally stand up
• 19:34
  for themselves, to see that the other ones are going to stand up
• 19:38
  for themselves, then hopefully we can get the situation
• 19:41
  rectified. Because we're over it.
• 19:44
  We are completely over it, and we're coming into the holiday
• 19:48
  season. As we all know, day after
• 19:50
  Columbus Day is the unofficial kickoff to Christmas.
• 19:53
  Tuesday is going to suck royally.
• 19:56
  We have no help. I am holding down a route until
• 20:00
  it goes up. Forbid our other RCA is working
• 20:04
  his primary. Our borrowed ones are working
• 20:06
  their offices. So guess what?
• 20:08
  The postmaster now has to saddle up and run my Ox route.
• 20:12
  She's not going to be happy about it.
• 20:14
  And if she starts opening her mouth in ways that she should
• 20:17
  not be opening it Tuesday, I will shut her down.
• 20:20
  And if that means she walks out the door, which I thought she
• 20:22
  was going to do that Friday cuz she had her coat on and had her
• 20:26
  purse in hand. I was really hoping she was
• 20:28
  going to do it, but then she didn't.
• 20:33
  I you know, if that means I have to work 12, oh God, I say it is
• 20:38
  an RCA12 plus hours to make sure that that aux route gets
• 20:42
  delivered as well, then that's what I'll do.
• 20:46
  But it's just ridiculous that. You're not.
• 20:51
  You're not going to punish the customers because of management?
• 20:54
  Exactly. No, I will not punish the
• 20:56
  customers through the management.
• 20:58
  You know, I'm getting to know these customers.
• 21:00
  More on this route that I'll be taking over with.
• 21:03
  And you know, they're like, Oh yeah, you know, we we miss we're
• 21:07
  going to miss her. But welcome welcome.
• 21:09
  You know, they're looking forward to getting to know me.
• 21:11
  I have 4 hardships that you know I have one that she doesn't want
• 21:16
  to be a hardship, though she probably could be.
• 21:18
  She has a really hard time physically getting out to her
• 21:21
  mailbox. I did have a package for her.
• 21:23
  So I finally got to meet her this past week and I did like
• 21:26
  she goes, well, I got the informed delivery now, so that
• 21:29
  really helps. She goes, so if you see stuff in
• 21:31
  the box, if it's just, you know, junk, she goes, I said that a
• 21:35
  problem. I'll look the other way of junk,
• 21:37
  I said, but if I start seeing that, it's, you know, first
• 21:40
  class mail. It's important stuff and it
• 21:41
  hasn't been picked up for a few days.
• 21:43
  I said I'll bring it to the door and I'll come check on you.
• 21:45
  And she's like, oh, would you please?
• 21:47
  That would just be great because I know she has physical issues.
• 21:52
  So, you know, I'm getting to know these customers and I have
• 21:54
  quite a few of them that I am looking out for on this route
• 21:57
  already. So, you know, I'm not going to
• 22:00
  let my customers down. You know, if it's going to be
• 22:03
  unfortunately seven, 8:00 at night when you get your stuff,
• 22:05
  that's what's just going to be. But I'm not going to make them
• 22:09
  suffer because that's the best part that I love about this
• 22:12
  route is my customers. You know, I'm meeting new dogs
• 22:14
  on my on my route that I absolutely love.
• 22:17
  My dog doesn't love me quite so much when I come home, but you
• 22:22
  know, I had one that could really be intimidating.
• 22:25
  I met him first with the owner outside.
• 22:27
  I got to know him. I showed up yesterday at the
• 22:30
  door. I saw the owner's car, but he
• 22:32
  wasn't outside. Dog was outside.
• 22:33
  Open the door. I said, OK, here's the test.
• 22:36
  And he just, he barked at me and I said hey guys.
• 22:39
  And he hey buddy. And he just was like, oh, it's
• 22:42
  you. He just sniffed me around.
• 22:44
  I put the packages on the porch. I gave him a couple quick pets
• 22:48
  and off we went. I got another one that is, you
• 22:51
  know, I hawked. They had a package.
• 22:52
  She opened the door, that little Chihuahua just to come and
• 22:55
  running out like it's Kristen. I get my pets and then I got
• 22:59
  another one. Around the corner from there is
• 23:01
  a nine month old Great Dane pup. He just, you know, if the kids
• 23:04
  are outside and mom's outside, I'll stop.
• 23:07
  The kids will come and and then he just kind of comes up and
• 23:11
  puts his head in the window like, OK, I'm here.
• 23:13
  You need to pet me. You know, I this is the part of
• 23:16
  the job I love. This is why I did not walk out
• 23:19
  on the job Wednesday though the thought was very, very, very
• 23:22
  strong and but yeah, it it's these hostile environments and
• 23:27
  it's not getting any better. Nobody's applying for our office
• 23:30
  because she has the reputation. Nobody wants to work for her.
• 23:34
  Obviously when you've gone through as many Subs as we had,
• 23:38
  six since I became the OJI that have come and gone since
• 23:42
  November of last year, six of them don't let go low.
• 23:47
  Don't make me count how many cents before that, before I was
• 23:50
  an OJI. So she has that reputation.
• 23:56
  Nobody wants to work for her. And when they do come in and
• 24:00
  they work and they get treated like that, they quit.
• 24:03
  And it regardless of how well they're doing or not doing, they
• 24:08
  catch on rather quickly. And they're like, yeah, no, I'm
• 24:11
  not going to put up with this crap and they walk out.
• 24:14
  That's why we can't keep people, All right, I'm going to turn
• 24:20
  that over to somebody else real quick.
• 24:22
  I'm going to step off my box. Josh You've been quiet this
• 24:26
  whole time. I respect that.
• 24:27
  But now it's your turn. Well, part of it was not having
• 24:33
  a choice as you can see by the photo, but.
• 24:40
  The I know like the 1204 being at my office is to be polite,
• 24:47
  not very personable and can she can get a bit snippy with her
• 24:55
  responses. She also has had this nasty
• 25:00
  habit of pulling these Rca's like every day to run parcels on
• 25:07
  the other zone. Instead of, you know, letting
• 25:11
  them train so they can get proficient at the route, so they
• 25:14
  can do it to cover the route. I know like a week or two ago
• 25:23
  she came, I was off Thursday, Friday morning.
• 25:28
  First thing she walks, it comes over to or she can't say, Walk
• 25:31
  hobbled over to me and it's like, what are you training her?
• 25:36
  She was out there till 9:00 last night.
• 25:40
  Like, well, I just ignored her. You know, when I was talking to
• 25:46
  one of my coworkers, she was like, you're not training her
• 25:51
  nothing because they keep pulling her to run parcels on
• 25:54
  different routes. But I'm sorry thought going and
• 26:07
  they shouldn't. If she's not been trained, they
• 26:10
  shouldn't be pulling her off to run parcels.
• 26:13
  She should only be running parcels if she's not scheduled
• 26:17
  to do the route. They shouldn't be pulling her
• 26:18
  off the routes to do parcels. That should be if she's not
• 26:24
  scheduled and they need help with parcels to call her in to
• 26:27
  do parcels, not pull her off our route to run parcels.
• 26:31
  Exactly. Exactly.
• 26:35
  You're not you're you're not training people that way.
• 26:38
  I mean I have to go in tomorrow in case flats.
• 26:41
  We don't have parcels to run. There's only two of us, you know
• 26:45
  he only knows mainly his primary route and he's ran one other
• 26:49
  route. So I'm going to let him case
• 26:52
  he's running his primary route Tuesday.
• 26:53
  So I'm going to let him case that up first as I'm going to
• 26:55
  case up my big route first and then I'm going to have him go
• 26:59
  over to the other route in case that one up.
• 27:01
  And then I'm just going to work my one side and you know we'll
• 27:04
  get to what we get and we get what we get done.
• 27:06
  I mean I can case that whole office up in about 2 1/2 hours
• 27:09
  on my own, so we should be able to get everybody done.
• 27:13
  But I after seeing the load of flats that we got Friday and
• 27:17
  Saturday, I I don't know. I'm kind of skeptical on how
• 27:21
  much we're going to get on Monday as opposed to the
• 27:24
  landslide coming in on Tuesday. Yeah, well.
• 27:31
  And it all depends on. How much people mailed out
• 27:35
  Thursday? Friday.
• 27:36
  Yeah, and prime days start on Tuesday.
• 27:40
  Tuesday and Wednesday, yeah. Yeah.
• 27:42
  So think about this. We're going to get, we're going
• 27:45
  to get killed Tuesday because this holiday is the worst of all
• 27:53
  day after holidays. I don't know why.
• 27:56
  But this one is the absolute worst all year.
• 27:59
  Because you get all the Christmas catalogs.
• 28:02
  It's all the Christmas catalogs. No, like that.
• 28:05
  It's just package heavy. I mean, like I said, this is,
• 28:09
  you know, I'll have nine years, nine years and in December and
• 28:13
  I've worked a couple different offices and this is always the
• 28:18
  day after Columbus Day is always the most heaviest for
• 28:23
  everything. Yeah, it it's.
• 28:26
  So, I mean in my route in general gets a lot of big stuff.
• 28:29
  I have every single, just about every single mom and pop resort
• 28:34
  and hotel in town on my route. There's only one currently
• 28:39
  that's on a city route and there will be another one when that
• 28:41
  one gets finished on the city route.
• 28:42
  But I have all the privately owned ones in town, and when
• 28:49
  COVID hits, a lot of the hotel supply chains folded.
• 28:56
  And so everybody was ordering off Amazon and they still do.
• 29:00
  I mean, we have a boom that wants to do a zoom conference
• 29:05
  talking about the additional scans, but we're not doing trip
• 29:08
  to doors correctly and we're not doing this correctly because he
• 29:11
  doesn't like the numbers. I'm sorry, I don't care if I
• 29:15
  have a hand car to use or not what I'm carrying, or when.
• 29:18
  I have commercial size cases of toilet paper that the hotels
• 29:26
  order multiples of. At one time I'm gonna have
• 29:30
  multiple trips to the door because those suckers are huge
• 29:33
  and you're only gonna get one on a hand card if if that you know
• 29:38
  that it's freaking. And then you might be able to
• 29:42
  stack too. Yeah.
• 29:45
  But that doesn't always mean I'm going to fit them through the
• 29:47
  door that way either. They may just be too big, long
• 29:50
  wise to try and get them on the hand cart to get them through
• 29:52
  the door because they're too wide to fit through the door.
• 29:55
  You know, they're, they're. And then I know a neighboring
• 29:58
  office, one of the carriers got grief because he has a
• 30:01
  Department of Health and Human Services on his route, and they
• 30:05
  ordered all their diapers and formula through the post office.
• 30:11
  And he had like 23 trips to the door, because that's what you
• 30:16
  had. And there's no possible way that
• 30:21
  that could be right. Well, why don't you get off your
• 30:25
  fat ass out of your goddamn office and come deliver this
• 30:28
  shit, and then you can tell us what is right and what's not,
• 30:34
  and that comes. That falls right along with
• 30:36
  hostile and benchmarking. And I brought that up too with
• 30:41
  the benchmarking. I said that's benchmarking
• 30:43
  management. I said with arbitration set this
• 30:45
  in stone, there was to be no unilateral changes from either
• 30:50
  parties. Both parties had to agree.
• 30:53
  Now from management is going to all of a sudden make a
• 30:56
  unilateral decision on what is too many trips to the door, too
• 31:00
  many authorized dismounts, or too many of this, or too many of
• 31:05
  that. No that there's a grievance for
• 31:09
  that. Yeah.
• 31:11
  And now, now that you've made that statement, we're actually
• 31:16
  going to go into. In regards to with that
• 31:20
  statement, I can tell you with, you know, with my friend talking
• 31:24
  with him, he says yes, the system does flag if it's 150%
• 31:36
  over. Your average for the last 8
• 31:41
  weeks or the let you know the last eight weeks of the data.
• 31:46
  Collection your previous benchmark.
• 31:48
  Your previous benchmark. He says.
• 31:52
  But all that is is saying that hey you, you're 150% over what
• 32:00
  you normally do. What you normally have is either
• 32:04
  when the eat when heat. When he sends that e-mail out to
• 32:07
  local management, it's just saying, hey, I just want to let
• 32:11
  you know this carrier was over and if it was justified because
• 32:19
  they have Human Services and they have 23 cases of formula
• 32:24
  that took 20 and diapers that took 23 trips to carry, that's
• 32:30
  justified, he says. It's not there.
• 32:35
  Two, it's there for the ones that are trying to inflict that,
• 32:39
  like we always say, do what you have to do, but make sure you
• 32:44
  can justify it, make sure it's valid.
• 32:48
  And that's all it's supposed to be, is to verify that yes, these
• 32:53
  were valid entries. Because he's like, for example,
• 32:59
  well, you know, unscan parcels, for example.
• 33:04
  You have to put each one of those in individually, so you
• 33:07
  can't. And that's what, 3 keystrokes at
• 33:12
  least, yeah, He says. You can't accidentally put 75
• 33:20
  unscanned parcels in, no. And you can't accidentally put
• 33:25
  23 trips to the door in You can't accident.
• 33:31
  You know, it's it's ridiculous. And if you're looking at it, it,
• 33:35
  you know, and I'm gonna, if I was in management, Lord forbid,
• 33:39
  I'll never do that. But if I was in management and
• 33:42
  I'm looking at this report and I see that a carrier normally has,
• 33:46
  you know, maybe two trips to the door, 2-3 trips to the door a
• 33:50
  day or, you know, whatever, additional ones.
• 33:54
  And then all of a sudden, OK, they're at one location and they
• 33:58
  had 20 trips to the door, OK, where you know, I'm going to
• 34:02
  look at it. And if that only happens, then
• 34:04
  you got to look at previous data.
• 34:06
  You know there may be a a, a connection I want to say that
• 34:13
  says OK, you know this may be a monthly thing with this
• 34:17
  location, but when you've got management that's taking this,
• 34:21
  OK, we we flagged this carrier, we flagged this route because
• 34:25
  they had to, you know they're above 150% of their benchmark.
• 34:30
  The you're letting management, no.
• 34:31
  But then the local management or the boom or the local management
• 34:35
  is then taking it into the effect of well they're in the
• 34:39
  wrong that can't be possible and we're going to go after them on
• 34:45
  this. That's where the issue is, is
• 34:49
  the management taking that information and twisting it
• 34:52
  instead of saying, hey, you know, I just wanna let you know,
• 34:56
  it kind of flagged that you had Ohh.
• 34:58
  Yeah, you know, DHS had their biannual order of diapers and
• 35:03
  formulas. So yeah, it was multiple.
• 35:05
  Oh OK, no problem. But when you've got management
• 35:08
  saying, no, that's not possible, that can never happen like that.
• 35:12
  That's. Where the issue in that is.
• 35:16
  Right. And that is the.
• 35:17
  That's the point. It's the system flag.
• 35:20
  You know the system flags it. He sends the e-mail out to the
• 35:24
  local management saying, hey, this system flagged this route
• 35:28
  on for this particular scam so they can investigate it and
• 35:34
  verify, yes, this was legitimate.
• 35:38
  You know, there was a case where the someone had, you know, the
• 35:44
  postmaster got on them, you know, and the carrier about it.
• 35:48
  They reached out to the ADR, who reached out to him.
• 35:52
  To my buddy and he's like, what are you talking about?
• 35:55
  And he forwarded the e-mail that was sent to the ADR and she got
• 36:00
  back from him and said okay, I can handle this now.
• 36:07
  You know, because of the fact that it just says, hey, this was
• 36:13
  flagged due to being over the, you know, over that 150%
• 36:19
  threshold of what? The route has been averaging.
• 36:28
  So and that's in that. Yeah, go ahead.
• 36:34
  Talking about creating a hostile work environment and recognizing
• 36:39
  A hostile work environment. All these examples we've just
• 36:43
  talked about are examples of possible hostile work
• 36:47
  environments. Management constantly getting on
• 36:49
  you for the scans you input. Management getting on you for
• 36:53
  having the radio on when you've had the radio on for years.
• 36:57
  And just because they're having a connection fit, they turn
• 37:01
  around and tell you no radio today.
• 37:03
  Things like that that create a hostile work environment is why
• 37:08
  we're here today, because not that long ago.
• 37:12
  Our Director of Labor Relations, with the assistance of our
• 37:15
  Director of Steward Operations, put on a 10 minute training
• 37:18
  course for stewards on how to deal with hostile work
• 37:21
  environments. And 10 minutes is definitely not
• 37:24
  a long time to just even preface A hostile work environment, let
• 37:29
  alone discuss a hostile work environment and how to grieve a
• 37:34
  hostile work environment. So we're going to talk about
• 37:37
  that right now. And the biggest things I want to
• 37:41
  talk about on that for me from my perspective and this is
• 37:45
  actually close to Kristen too here it was the main argument
• 37:49
  that a lot of people have with hostile work environment is
• 37:52
  joint statement 4-40 and that is the joint statement on violence
• 37:58
  and behavior in the workplace that came out after the Royal
• 38:04
  Oak incident here in Royal Oak, MI.
• 38:08
  Where multiple postal employees lost their lives due to an
• 38:13
  individual who got so fed up with the harassment that he took
• 38:19
  judgment into his own hands. And so they issued a joint
• 38:24
  statement including all of the unions, including not only just
• 38:33
  the Postal Service, but it even included.
• 38:37
  The DC Nurses Association, the Federation of Postal Police
• 38:42
  Officers, the National Association of Letter Carriers,
• 38:46
  National Postal Mail Handlers Union, the National Association
• 38:50
  of Postal Supervisors, the National Association of
• 38:53
  Postmasters of the United States, the National League of
• 38:57
  Postmasters of the United States, as well as the National
• 39:01
  Letter Carriers Association, they all signed this agreement.
• 39:07
  And then later on they had to go out and actually get a judgment
• 39:13
  out there and that was the snow arbitration where the arbiter
• 39:19
  decided that because the Postal Service and the union signed
• 39:26
  this joint statement, it is contractually enforceable in the
• 39:31
  grievance process and the joint statement 4-40.
• 39:36
  The biggest statement in the joint 4-40 is to treat everybody
• 39:43
  with dignity, fairness and respect.
• 39:49
  Now, going into that, you can't have supervisors screaming at
• 39:55
  carriers on the floor. You can't have them backing
• 39:59
  people into a corner, backing them into their case where they
• 40:02
  have no escape. Putting them in fear for their
• 40:07
  jobs or even for their lives. That is not what you're supposed
• 40:15
  to do now. How do you recognize a hostile
• 40:23
  work appointment, guys? Well, it's the tension in the
• 40:30
  office when a particular. Person of Management's in there
• 40:35
  and the tension, you can cut it with a knife.
• 40:37
  And when that person is absent from that office and everybody's
• 40:41
  in a good mood, I'd say that's hostile.
• 40:47
  Gosh, what's your opinion on that?
• 40:55
  Let's see. You know if.
• 41:03
  There's constant derogatory statements being made.
• 41:08
  Threats being made is a good indicator.
• 41:17
  If you see you know they have preferential treatment to some
• 41:24
  but are negative treatment to others.
• 41:26
  Could be. The experiment treatment,
• 41:32
  definitely. It could just even be the tone
• 41:39
  that management talks to people in.
• 41:41
  I mean, it may not even be what they're trying to do, but it
• 41:45
  could be how they relay stuff to the to the employees.
• 41:53
  I mean, it's such a broad spectrum.
• 41:56
  It can cover so much but threatening discipline on the
• 41:58
  workroom floor. Singling out a craft in general
• 42:02
  because you think it's them that turned you in for whatever you
• 42:07
  got turned in for. She did that in the past.
• 42:13
  There was an anonymous letter since the Oig's office, and she
• 42:17
  pulled the whole roll craft into the break room to confront
• 42:21
  everybody because she thought it was somebody in the roll craft.
• 42:24
  We're all looking at each other going, what the hell are you
• 42:26
  talking about? So it was entertaining, watching
• 42:30
  her sweat and break out into hives as she was confronting all
• 42:33
  of us and on the verge of tears. But that was the entertainment
• 42:38
  value of that. I'm sorry, I just, it's not
• 42:42
  first time I put her into tears. The last time I did, I did it as
• 42:46
  a steward and I actually did it in the office, away from
• 42:48
  everybody. But you know, it's it's gotten
• 42:51
  to the point now we're standing up for yourself.
• 42:54
  Unfortunately has to be done on the workroom floor in front of
• 42:56
  everybody because it gets absolutely nowhere.
• 42:59
  Arguing with other craft employees off the floor where
• 43:03
  the whole floor can hear it is another hostile work environment
• 43:07
  that has happened in the past. A discussion in the office got
• 43:14
  really, really, really loud and everybody heard it cursing.
• 43:20
  There was a lot of F bombs between management and another
• 43:24
  former employee who's no longer with us.
• 43:28
  At the time that got completely out of hand and was actually
• 43:35
  brought out onto the workroom floor.
• 43:38
  I I mean, I could go on and on just with the one particular
• 43:41
  manager in my office. But yeah, there is, yeah, there,
• 43:47
  there is a lot of examples out there, yeah.
• 43:53
  And if you go, if you go on, if you are a dues paying member,
• 43:57
  unfortunately you cannot access this as a non dues paying
• 44:00
  member. But if you are a dues paying
• 44:02
  member and you go on the Nrlca's website and you go into the
• 44:11
  departments Steward Operations and Steward Reference Guide, you
• 44:17
  go under letter H and look up harassment.
• 44:21
  There are a plethora of items they're listed including Joint
• 44:27
  Statement 4.40, Joint Statement J5, which is the second joint
• 44:34
  statement on this behavior after the second postal property
• 44:40
  incident, as well as Dejoy Diversity and Inclusion
• 44:45
  Statement and other items. You can also find them under
• 44:50
  Workplace Climate Slash Environment and you can find
• 44:54
  them under Violence in the Workplace.
• 44:58
  There are tons of documents on this which just for me, having
• 45:05
  this many documents listed on the just the reference guide
• 45:11
  alone tells me that this has been an ongoing constant issue
• 45:18
  within the post office and any good steward that is competent
• 45:28
  in these items can easily win a hostile work environment
• 45:34
  situation. Now a lot of them could turn
• 45:39
  around, and because that manager is the one creating a hostile
• 45:44
  work environment, will probably not be able to solve it at step
• 45:48
  one because that that manager is not going to turn around and
• 45:54
  admit their mistakes because management would rather climb a
• 45:59
  tree to lie than stand on the ground to tell the truth.
• 46:05
  So the biggest things are you want to have statements from
• 46:08
  yourself, from other coworkers, especially other coworkers.
• 46:12
  If more than one carrier isn't is witness to the situation, it
• 46:18
  makes it a lot easier for the union to to fight the hostile
• 46:22
  work environment. But even just your statements
• 46:27
  alone can be enough to create a hostile work environment
• 46:31
  grievance. And if you definitely are, or
• 46:36
  suspect that you're in, get yourself a little notebook.
• 46:41
  Start documenting. Document.
• 46:44
  Dates Monday. And who and what was said?
• 46:49
  Exactly. And just keep that book.
• 46:51
  The City side, through arbitration in the past have had
• 46:56
  supervisors and managers removed from being able to manage letter
• 47:04
  carriers in the past, directly or indirectly so.
• 47:10
  And you know, through arbitration that's happened on
• 47:13
  both sides of the aisle, that's, that's both the city, rural
• 47:18
  clerk, postal mail handlers, every single one of these unions
• 47:22
  has done that to management. But it's unfortunately, it is a
• 47:29
  long tedious process you know, you have to have, you have to
• 47:35
  show the pattern that they've been, you know it's been a
• 47:38
  hostile that you've filed on it and have gotten a cease and
• 47:42
  assist multiple times you. You have to show the statements
• 47:48
  time after time after time of where this is, you know has been
• 47:53
  occurring repeatedly forward to get to an Arbit, you know, the
• 47:59
  arbitrator, an arbitrator to say they are no longer allowed to
• 48:03
  supervise directly or indirectly a carrier or a clerk or we know
• 48:10
  whatever position it is. You know, that's probably the
• 48:16
  most important thing is documenting who, what, when,
• 48:20
  where. James, were you going to get
• 48:23
  into MO U 25? That's another one that's on
• 48:27
  there. That's between the union and
• 48:32
  postal management. But if you want to take that
• 48:34
  one, you're more than welcome to.
• 48:35
  I'm currently looking up a couple things on the NLRB that
• 48:41
  relate to this stuff as well. So go ahead with that and.
• 48:45
  I'm going to read the MOU 25 real quick.
• 48:48
  MOU 25 is the joint workplace improvement process and it says
• 48:55
  the parties are committed to creating and enhancing a culture
• 48:58
  in the workplace that improves relationships between management
• 49:02
  and the rule letter carriers for the purpose of providing a safe.
• 49:07
  Efficient work environment in which all employees are treated
• 49:11
  with dignity and respect. The parties recognize that such
• 49:16
  a work environment puts the Postal Service and its employees
• 49:20
  in the best position to accomplish our mission of
• 49:24
  providing the highest quality of service to our customers.
• 49:27
  Therefore, the parties agree to the following rural joint work
• 49:32
  improvement process. The RJWIP The process will be
• 49:39
  overseen by the Vice President Labor Relations and the
• 49:42
  President National Rule Letter Carriers Association or their
• 49:47
  designees representatives will be designated at the area and
• 49:53
  district levels. These representatives will work
• 49:57
  in teams of two, with one member representing the Postal Service
• 50:01
  and one member representing the NRLCA.
• 50:05
  Area teams will be compromised of the Area Manager Labor
• 50:09
  Relations and the NRLCA Executive Committeeman for that
• 50:13
  area or their designees. District team teams will include
• 50:18
  District Manager Labor Relations in the NRLCA district
• 50:22
  representatives or their designees.
• 50:25
  The district teams will jointly identify locations to implement
• 50:29
  the RJWIP. Once the location is identified,
• 50:34
  the team will thoroughly review all relevant factors that affect
• 50:38
  the worst place, culture, or safety of that location.
• 50:42
  These factors include, but are not limited to, the treatment of
• 50:45
  employees, communication between the roll letter carriers, union
• 50:50
  representatives, and local management policies and
• 50:53
  practices regarding safety both in the office and on the street.
• 50:58
  After a review above is completed, the team will jointly
• 51:01
  develop recommendations for changes in an action plan to
• 51:06
  implement each location. A copy of the findings and
• 51:09
  recommendations will be forwarded to the District
• 51:12
  Manager Labor Relations for review and assignment of
• 51:15
  responsibility for implementing changes.
• 51:19
  The team will monitor the progress of the action plan and
• 51:21
  ensure timely implementation of the changes.
• 51:25
  If either district team member believes that a location should
• 51:29
  receive a review and this is not supported by the respective
• 51:33
  counterparts, the location inappropriate justification for
• 51:37
  review should be forwarded to the area team with a copy to the
• 51:41
  Area Manager Labor Labor Relations.
• 51:45
  The area team will make a determination as to whether the
• 51:48
  RJWIP should be implemented in that location.
• 51:52
  And assign the necessary personnel to complete the
• 51:55
  review. When an area team is involved in
• 51:58
  identifying or reviewing a location, a copy of their
• 52:01
  findings and recommendations must be sent to the Vice
• 52:04
  President Labor Relations and the President NRLCA or their
• 52:08
  designees. Should any issues be escalated
• 52:11
  to the national level, the parties will determine whether
• 52:14
  the RJWIP will be implemented to include.
• 52:20
  Recommending and monitoring changes now in order to really
• 52:28
  get to try and file on an MO U 25, this is where your Hostile
• 52:35
  Work Environment Grievances need to be filed.
• 52:37
  You need to have in order to invoke that.
• 52:41
  I do believe you need to have a history that they can go back
• 52:47
  and look at. Am I correct, James?
• 52:51
  Yes, you need to have several hostile work environment
• 52:55
  situations with multiple carriers because in order for
• 53:00
  them to do a full review on the office and find out if the
• 53:04
  management is the problem in the office, they need more than just
• 53:08
  one hostile work environment. Because that just shows a fact
• 53:14
  pattern to support this situation.
• 53:17
  It's it's not a oneoff. It just happened once and it's
• 53:20
  not going to happen again. It's a continuing problem that
• 53:24
  needs some kind of improvement plan and.
• 53:32
  Or it's not just in person. And I know the my wording is not
• 53:40
  the best here. It's not a personality conflict
• 53:43
  between. A supervisor and a carrier.
• 53:49
  I think he worded that just fine.
• 53:54
  But no, it's hard to hard to do at MO U25 unless there's a paper
• 54:03
  trail, and it's the same with any type of.
• 54:10
  How do I phrase this? I would say it as a legal battle
• 54:15
  as grievances are technically a legal battle between management
• 54:20
  and the union. So legal battles require
• 54:24
  paperwork. Paperwork comes from previous
• 54:28
  issues, situations going on. And the interesting thing about
• 54:32
  the MOU 25, it doesn't have to be just one office either.
• 54:38
  If that manager has moved offices and is continuing to
• 54:43
  have hostile work environments with carriers, that still can
• 54:46
  trigger an MLU 25 review. Because as long as somebody has
• 54:54
  a paper trail on that manager, somebody's going to eventually
• 54:58
  trigger an MLU 25. If that management continues to
• 55:01
  create a hostile work environment.
• 55:08
  Now there are people out there that feel they should record
• 55:17
  interactions with management when it comes to a hostile work
• 55:21
  environment and I'm going to tell you right now, recording in
• 55:27
  the post office for video and photography is against the
• 55:32
  rules. In some states they require a
• 55:37
  two party consent to record. Now the NLRB back in February on
• 55:46
  February 13th ruled on NLRB versus Starbucks.
• 55:55
  Started by baristas United trying to unionize, Starbucks
• 56:00
  and the board stated that an employer cannot enforce a rule
• 56:06
  banning secret recordings if employees are using their phones
• 56:12
  to to further their group interests or lay the groundwork
• 56:15
  for forming a union. According to this decision, in
• 56:19
  many instances, workplace recordings, often covert, have
• 56:24
  been an essential element in vindicating employees Section 7
• 56:29
  rights, which is what the NLRB covers is the National Labor
• 56:32
  Relations Act. Now take that as you wish as
• 56:38
  carrier discretion, but no that a lot of management is fully
• 56:46
  against recording in the post office because then they can't
• 56:50
  climb a tree to lie. So take it as you will, but
• 56:57
  supposedly according to the NLRB, if it's vindicating
• 57:02
  employees by using the recording, the NLRB may back
• 57:08
  that recording. But take that with a grain of
• 57:10
  salt. And the NLRB has a backlog up to
• 57:13
  a year on cases. So you could be sitting for at
• 57:15
  least a year on a ruling, but I wanted to put that out there
• 57:24
  that it's possible to be able to record.
• 57:33
  Yeah. That's a big carrier discussion
• 57:35
  on that though. Yeah, that because you're you're
• 57:38
  putting, you're gonna, you're gonna put your job at risk
• 57:42
  recording, but it may lead to vindication overall.
• 57:49
  But I have to put that ruling out there because it is a very,
• 57:53
  very important one when it comes to unions and unionizing and and
• 57:58
  concerted activity to protect union workers.
• 58:05
  I don't know if I personally would go that I would rather use
• 58:12
  witnesses. I would rather use witnesses for
• 58:15
  that personally. Yes, witness statements, yeah.
• 58:21
  Which you know in my case every employee in the office at was a
• 58:27
  witness. Like I said, I even have our our
• 58:31
  contract carrier sub was more than she goes.
• 58:34
  If you need a witness, she goes I'm here and she was an RCA and
• 58:38
  she was a regular carrier in a different office at one time.
• 58:42
  So you know, she she understands it and even she's tired of it.
• 58:46
  I mean, it's pretty sad when the contract carrier is just that
• 58:51
  both of them are over her as well and that that itself having
• 58:59
  enough witnesses seeing this going on and filing the hostile
• 59:04
  work environment. If it happens 2-3 times,
• 59:07
  especially with even other union or nonunion members of the
• 59:12
  Postal Service, getting involved in the witnessing of this is
• 59:17
  more likely to trigger the MOU 25 situation.
• 59:24
  So as it stands, the biggest thing you can do is keep track
• 59:32
  of what's going on around you. If you see a carrier getting
• 59:39
  harassed, walk over and be a witness for that carrier.
• 59:46
  Help your fellow craft members. Help your city carrier brothers
• 59:50
  and sisters. Help your contract carriers,
• 59:54
  your janitors, your clerks. It doesn't matter that they're a
• 59:58
  different craft. We're all doing the same job,
• 1:00:00
  which is moving mail and taking care of customers.
• 1:00:03
  And we're all under the same roof, under the same management
• 1:00:07
  team. And under the same joint
• 1:00:09
  statements. Yes, Yep.
• 1:00:13
  Yes. Now the biggest, hardest part of
• 1:00:18
  this is the proof because like we said, management's going to
• 1:00:22
  climb a tree to lie instead of stand on the ground and admit
• 1:00:26
  the truth. They're going to try and protect
• 1:00:30
  their position as much as possible.
• 1:00:33
  And I don't fault them for that because.
• 1:00:37
  That's what they were told to do.
• 1:00:40
  Over on From A to Arbitration, Corey talks about how a carrier
• 1:00:46
  was thrown under the bus by VMF manager.
• 1:00:50
  Yes, yes, I'm gonna. I'm gonna.
• 1:00:54
  I've been listening to another podcast.
• 1:00:57
  I'm not gonna plug it quite, but you know, you've seen in others,
• 1:01:03
  in other groups and I have been listening to Fed Up and a couple
• 1:01:10
  episode or episode ago he had a former person person that was
• 1:01:15
  formerly in management on there and listening to her story
• 1:01:22
  management throws each other under the bus.
• 1:01:25
  It's not necessarily just your local management.
• 1:01:29
  Management up higher does the same thing to management below
• 1:01:32
  them. It just keeps going on down the
• 1:01:35
  line you know it's like that picture of the birds up on top
• 1:01:39
  on the on the electrical lines and shit just rolls further
• 1:01:43
  South and and it's unfortunate that the hostile work
• 1:01:50
  environment goes all the way up to the top as James has been
• 1:01:55
  outlining the postmasters Q&A session in his group that he has
• 1:02:03
  taken over. I highly suggest if you're not
• 1:02:07
  in that Facebook group to find it and read it and the national
• 1:02:12
  proceedings are up on the web page.
• 1:02:14
  If you aren't subscribed to get a hard copy, they are up on the
• 1:02:18
  NRLCA website and I highly suggest reading it and you can
• 1:02:25
  see how much it flows from the top.
• 1:02:31
  And you can verify the statements that I went through
• 1:02:35
  on the Q&A are exactly what was was said and transcribed by the
• 1:02:41
  court reporter that was sitting there for the whole convention.
• 1:02:46
  And I got to give her mad props. She kept up with all of us
• 1:02:50
  through all that. It was.
• 1:02:51
  It was amazing to watch her typing away on her stenography
• 1:02:55
  stenographer. And typing all that stuff up and
• 1:02:59
  then turning around and having to write it all out.
• 1:03:02
  Afterwards, listening to the proceedings again and making
• 1:03:05
  sure all the words are correct. She had to sit there and go
• 1:03:09
  through her entire typings and make sure every word was correct
• 1:03:12
  before they could be published, as they are now.
• 1:03:15
  What you see there and in the proceedings publish publishing
• 1:03:21
  is exactly what the the transcriber wrote.
• 1:03:25
  So. What they the stenographer
• 1:03:27
  wrote, the court reporter, which is called stenography, wrote
• 1:03:32
  during the whole proceedings. There is no modification to it
• 1:03:37
  other than what was voted to be removed by the delegation and
• 1:03:41
  National Convention. Just so you guys are aware and
• 1:03:47
  the times when when stuff is voted on to be removed, it's not
• 1:03:51
  necessarily stuff that needs to be out in the not I'm going to
• 1:03:54
  say publicized anyways, but it it may be irrelevant to what was
• 1:04:00
  actually going on. It had.
• 1:04:03
  It had no bearing on the precedings.
• 1:04:05
  And they were more, I would say they were actually disparaging
• 1:04:12
  remarks towards the craft was what was removed.
• 1:04:16
  Yeah. So other than that, the
• 1:04:19
  proceedings are definitely pretty much word for word that
• 1:04:23
  is spoken on that floor by every single party that gets to a
• 1:04:26
  microphone, including my nomination of Bill that's on
• 1:04:30
  there. And thank goodness I don't have
• 1:04:31
  any pictures in there this year. Last year's pictures were
• 1:04:34
  horrendous but. Speak for yourself, I I looked
• 1:04:41
  extremely petrified in my photo. In there Ohh yeah ohh yeah.
• 1:04:46
  I'm I'm gonna have to request the the hard copy.
• 1:04:51
  Yeah, I'm gonna put a request in too to get them.
• 1:04:53
  But I did download the current one just so I could skim through
• 1:04:57
  it real quick. I haven't sat down and read it
• 1:04:59
  yet. I haven't.
• 1:05:00
  Had time I I went through just to look for a couple things real
• 1:05:05
  quick on it and I know you know like you said it's.
• 1:05:12
  She transcribes verbatim, but I know there are some scripter
• 1:05:18
  errors that I've noticed. But you can make, yeah, but you
• 1:05:24
  worried about scripting or errors, you know that's.
• 1:05:29
  I'm going to say you can. You can figure out what should
• 1:05:32
  have been said rather than what was typed out.
• 1:05:37
  A word here or there, you know what I'm saying?
• 1:05:42
  Well, at next National Convention you can turn around
• 1:05:44
  and call for the the proceedings from the previous convention to
• 1:05:50
  be modified for these Scribner errors and then they have to fix
• 1:05:54
  them. Right.
• 1:05:56
  Well, without being there to know exactly what was said, I
• 1:05:59
  can't, You know I can't. But I'm just saying, you know,
• 1:06:03
  reading through it, I can tell that what was typed out.
• 1:06:12
  Was not the exact verbiage. You know what I'm saying.
• 1:06:20
  Like one word was off. Yeah.
• 1:06:26
  But I I'm at the point with this work environment right now, I I
• 1:06:32
  am exhausted. I, you know as many, many Rcas
• 1:06:36
  and regular carriers out there across the country are
• 1:06:39
  exhausted. I am, I am physically and I am
• 1:06:43
  mentally exhausted and as Bill says you know God, family than
• 1:06:48
  the craft and it I I'm not particularly a religious person
• 1:06:53
  but I am tired of the I am tired of the job coming before my
• 1:06:59
  family that I think that is what's bothering me more and
• 1:07:03
  more and more. You know, I have a lot on my
• 1:07:06
  plate this year. My, you know, as we talk about,
• 1:07:11
  you know, my daughter's Senior High School, she is busting her
• 1:07:14
  butt to make up those credits. I have to get her through the
• 1:07:17
  senior year. I've got graduation, open house.
• 1:07:21
  I've got my youngest is turning 13.
• 1:07:24
  That's a big, big thing for kids.
• 1:07:26
  We all know that. I, you know, I've got my son and
• 1:07:31
  trying to figure out if he's going to be able to come home on
• 1:07:33
  leave at Christmas time, You know, I want to be able to try
• 1:07:37
  and spend some time with him. I don't have a moment to breathe
• 1:07:41
  and I am in that office six days a week doing what I can and I am
• 1:07:50
  mentally and physically exhausted and I'm no more going
• 1:07:55
  to keep my mouth shut. Kristen yes.
• 1:08:00
  Take a step back. Take a deep breath.
• 1:08:06
  Sorry, I had. To OK, now here's the one that's
• 1:08:14
  come up several times, not only in our chat here, but in
• 1:08:18
  postings on Facebook and our groups and our page and things
• 1:08:22
  like that. What do you do when another
• 1:08:28
  employee, whether it be in the craft or another craft?
• 1:08:34
  Creates A hostile work environment, and management
• 1:08:38
  doesn't do anything about it. You file on management for
• 1:08:42
  allowing A hostile work environment.
• 1:08:45
  You can't file a file on another employee, but you can file on
• 1:08:49
  management allowing it to happen.
• 1:08:53
  And the point behind it is you're not directly punishing
• 1:09:00
  the carrier or other craft person.
• 1:09:04
  By grieving, management not taking care of it.
• 1:09:08
  What you're grieving is the fact that management is not having
• 1:09:12
  just a discussion with those people to prevent this from
• 1:09:16
  happening. It doesn't have to lead to
• 1:09:19
  discipline for that other employee of the Postal Service
• 1:09:24
  because management should not be allowing anybody to not treat
• 1:09:30
  anybody with dignity, fairness and respect.
• 1:09:34
  Because they are the ones in control of that office.
• 1:09:37
  They're the ones who are supposed to control that
• 1:09:38
  environment and keep it fair, equal and calm for everybody.
• 1:09:45
  So you're grieving them on not doing their job.
• 1:09:50
  It doesn't have to go to discipline.
• 1:09:52
  It doesn't have to go to termination.
• 1:09:55
  It can just be, hey, let's sit down, have an investigative
• 1:10:01
  interview over this. Because that's what it's going
• 1:10:03
  to be. It's going to be an
• 1:10:04
  investigative interview, and investigative interviews don't
• 1:10:09
  always lead to discipline, but it's a chance for management to
• 1:10:14
  find out what's going on, see what the issue is, and maybe
• 1:10:18
  come up with a solution that prevents it going on further
• 1:10:21
  down the road, Correct? Agree 100%.
• 1:10:34
  So I hope this helps you guys in dealing with a hostile work
• 1:10:39
  environment. We hope that nobody has to deal
• 1:10:42
  with a hostile work environment ever.
• 1:10:45
  But it's going to happen. As we've said, there's lots of
• 1:10:51
  documentation on that. There's lots of Mous and
• 1:10:56
  grievance Step 4 grievances on that, as well as other
• 1:11:01
  documentation including. Actual postal documentation for
• 1:11:08
  how management is supposed to handle hostile work
• 1:11:10
  environments. So we hope you guys now have the
• 1:11:15
  tools to help yourself through a hostile work environment.
• 1:11:21
  And we hope that your designated union representative finally got
• 1:11:26
  to say it in this episode. Hope your designated union
• 1:11:30
  representative will step up and protect you.
• 1:11:34
  Through the hostile work environment grievance procedure.
• 1:11:40
  Josh, you have any final thoughts on this?
• 1:11:49
  I think we've pretty much covered all there is to cover.
• 1:11:56
  You know, we're in our chat, there was discussion about being
• 1:12:05
  the hostility. Being physical contact, whether
• 1:12:10
  it's management or another employee, I would say absolutely
• 1:12:15
  call the, you know, like it was someone else, come and call the
• 1:12:19
  police, file, you know, file that police report.
• 1:12:21
  Even if you don't press charges, which that's your prerogative
• 1:12:29
  one way or another. That police report is a great
• 1:12:34
  addition to the statement. Of a hostile working place
• 1:12:39
  environment and management allowing it.
• 1:12:45
  We're not preventing it, I should say.
• 1:12:59
  I seen your final thoughts on this topic.
• 1:13:02
  I think we all need to stand up for ourselves, stand up for our
• 1:13:08
  craft. And if you're in a hostile
• 1:13:12
  situation, these documents, everything that you can possibly
• 1:13:18
  document, coworkers document. I know I do have a coworker that
• 1:13:23
  documents stuff. He was doing it for me during my
• 1:13:27
  time as a steward, especially when I was not present in the
• 1:13:30
  office, because that's when a lot of stuff would happen when I
• 1:13:32
  was not present. But all it takes really is one
• 1:13:37
  person to stand up for themselves and to see the
• 1:13:42
  others, to say, hey, maybe I should stand up for myself too.
• 1:13:46
  And that's where it begins, is you need to stand up for
• 1:13:52
  yourself. And hopefully the rest will
• 1:13:54
  follow in line and try and get this beat.
• 1:13:57
  But yeah, definitely, you know, witness statements, witnesses,
• 1:14:02
  even. Like I said, if it's a clerk, a
• 1:14:04
  city carrier, a contract carrier, the janitor,
• 1:14:08
  maintenance, whatever you have in your office, as I know, all
• 1:14:12
  offices are different. You know, coworkers, Rca's,
• 1:14:16
  regular Cca's, Ptf's, and maybe even sometimes a supervisor.
• 1:14:22
  I'm not going to say, you know, not all of them are in line with
• 1:14:25
  that. I mean, my supervisor was a
• 1:14:27
  little taken back by it all because she hadn't seen it
• 1:14:30
  before, but then she turned the tables by the end of the day and
• 1:14:34
  was you know, defending her. So you know that to me is
• 1:14:40
  obviously not a good witness. But it it's time that we all
• 1:14:46
  stand up. We we need to stand up against
• 1:14:49
  management. And if you're not getting the
• 1:14:52
  backing from your designated union representatives, you need
• 1:14:57
  to go up to the chain. And if you're not getting the
• 1:15:00
  backing from them, then you need to do what you need to do and.
• 1:15:04
  But standing up for yourself is where it starts.
• 1:15:07
  And I just want to follow up with what you're saying with
• 1:15:12
  Yes, you need to stand up for yourself, but you want to do it
• 1:15:16
  in a courteous and professional manner because you don't want
• 1:15:20
  to. You don't want to start getting
• 1:15:23
  loud and yelling and throwing profanity around because that's
• 1:15:26
  all that's going to do is get you in trouble.
• 1:15:29
  Yes, that will get you in more trouble, but be the be the
• 1:15:33
  bigger person. But Justin, you know, be that
• 1:15:37
  bigger person. You know, I did not curse.
• 1:15:39
  I did not swear. I just.
• 1:15:42
  Bring it to their attention. Hey, that's unacceptable.
• 1:15:45
  You know that's not acceptable behavior.
• 1:15:49
  You know and and if that means having to say, look, we need to
• 1:15:53
  go have a talk in the office, take a witness with you.
• 1:15:57
  It doesn't have to be a UN interrupt but you can take a
• 1:16:00
  witness with you have a witness because he said she said goes
• 1:16:05
  nowhere. If it's just you and management
• 1:16:08
  take a witness with you that's you know I highly suggest having
• 1:16:13
  a witness whether it's some way of another craft, a coworker
• 1:16:18
  union Rep if one's not available you know have a you went take
• 1:16:23
  take a take a witness with you and that way there is somebody
• 1:16:28
  there that can back up what was said or how things.
• 1:16:34
  Plane inspired? Yes.
• 1:16:36
  Thank you. You go up the chain.
• 1:16:41
  You go up the chain. You go up the chain.
• 1:16:43
  You go from your designated union Rep, Whether it's your
• 1:16:47
  local steward, your area steward, your assistant district
• 1:16:51
  representative, or your district representative.
• 1:16:55
  That's the chain in the local area.
• 1:16:57
  Then you go to your national regional Officer, which is your
• 1:17:01
  committeeman at national headquarters.
• 1:17:04
  And then from there you go to the Director of Stewart
• 1:17:06
  Operations. From there you go to the
• 1:17:09
  Director of Labor Relations and then to the Vice President and
• 1:17:14
  then the President and if none of them help you through it,
• 1:17:17
  file an EE O an Equal Employment Opportunity case.
• 1:17:23
  That's another option you have after you've exhausted.
• 1:17:27
  Your union options. You have to exhaust the union
• 1:17:30
  options first. Because we are, we have a
• 1:17:34
  contract that requires us to go through the grievance process
• 1:17:37
  first before we can file that stuff.
• 1:17:41
  So make sure you're you're following the chain, as they
• 1:17:44
  call it, the chain of command through the system before you
• 1:17:47
  get to the point where you bring in outside agencies to deal with
• 1:17:51
  it. So we're going to wrap this up
• 1:17:56
  tonight and I'm going to lead off with those that have
• 1:18:02
  tomorrow off. Enjoy that extra day off, please
• 1:18:06
  relax, gear yourself up because Tuesday's going to suck and I do
• 1:18:12
  have to go in for a couple hours tomorrow.
• 1:18:14
  Case up mail, which is fine. Just me and the other RCA still
• 1:18:19
  in RCA and the the RCA that was assigned to this route that
• 1:18:26
  walked off the day after Labor Day has fallen off payroll.
• 1:18:30
  Yet the carrier that retired August 31st has not yet fallen
• 1:18:34
  off payroll and therefore the route is not yet gone up to bid.
• 1:18:39
  It's been 2 full pay periods since she retired and so I'm
• 1:18:44
  still waiting. I'm still in RCA, I'm still
• 1:18:48
  technically a designated 79, yet I run my OX route about once a
• 1:18:53
  paper unit right now, so. Contact your Rep in regards to
• 1:19:00
  that. I'm not even I.
• 1:19:04
  It's she. I designated 79.
• 1:19:07
  I switched over to a full route, so she should after 30 days on
• 1:19:11
  that route, switch to a designated 7490 days.
• 1:19:15
  No, 90 days. 90 days. She has to choose which way she
• 1:19:19
  wants to go, and because she's not the silver record on that
• 1:19:23
  route, it doesn't. She can't go 74, no, can't go 74
• 1:19:27
  because that is I. Even though I am a five and one
• 1:19:30
  on my OX route, my primary route is not the one that I'm
• 1:19:33
  covering. I am.
• 1:19:35
  Just I am just putting in my time until the route goes up for
• 1:19:39
  bed which hopefully. You could put in writing that
• 1:19:43
  you want to switch, but it at the you know which is your
• 1:19:47
  primary. Yeah, honestly.
• 1:19:52
  For working 48 to 55 hours a week right now, I'm not even
• 1:19:58
  really worried about it. I mean, I know what I can do.
• 1:20:01
  I I definitely know what I can do and the steps take it, but.
• 1:20:05
  By the time all that would go through the routes going to be
• 1:20:07
  up forbid anyway, so I'm just not even personally, I'm just
• 1:20:12
  not even worried about it. I'm just working that you know
• 1:20:20
  it. To me, it's just not worth the
• 1:20:21
  extra hassle that I have right now to decide to OK, is it going
• 1:20:28
  to be more than 90 days before this route goes up?
• 1:20:30
  Forbid. I'm really not even because I I
• 1:20:35
  don't think it should take that long.
• 1:20:37
  It's just a matter of her she we have gotten the notification of
• 1:20:42
  the route vacancy due to the carry retiring.
• 1:20:45
  It's just the fact that she has not come off of payroll just
• 1:20:49
  yet. So that's what we're waiting on.
• 1:20:54
  Then it'll be up for bid, it's ready to go.
• 1:20:57
  It's just HR paperwork basically going through and getting it
• 1:21:03
  taken care of. But if it does go to the point
• 1:21:06
  where I'm looking at approaching the 90 days, then yeah, then I
• 1:21:10
  will put it in writing and I want it retro back to September.
• 1:21:16
  What is it, 7th, 8th, somewhere in there.
• 1:21:18
  Whatever. The day after Labor Day or the
• 1:21:21
  day the Wednesday after Labor Day was when I officially
• 1:21:23
  started running that route. Every day.
• 1:21:25
  So no, I completely know what I can and can't.
• 1:21:30
  You know what I can do on that. And honestly, that Aux.
• 1:21:34
  Route you do, we're just and even even the newer sub and the
• 1:21:39
  other regulars like why is this aux route just not rolled back
• 1:21:42
  into route 6, which it very well should be.
• 1:21:45
  I mean it's 97 boxes. It it's that routes route 6 only
• 1:21:50
  a 41K it it should be. Unfortunately as we all know,
• 1:21:54
  they don't have the program in place fully to do any territory
• 1:22:00
  adjustment. So and since and I'm going to
• 1:22:03
  close off with it since I wasn't here last week with the new Rex
• 1:22:07
  evaluations our office did fairly well.
• 1:22:10
  I'm going to give my quick update and then I'll move on.
• 1:22:13
  We are 4748 K route to go down to a 46 so she right now is
• 1:22:18
  currently saved from having to be cut.
• 1:22:22
  Our 44-H stayed the same. The 245 K's which one of them is
• 1:22:27
  the one I'm running stayed the same.
• 1:22:30
  Our 41. The 1POV41K which went to A to a
• 1:22:36
  41 after we had the mile remeasurement done from his
• 1:22:39
  dispute from the last mini mail survey and the other one which
• 1:22:45
  was a 42 J before the 1st mini mail survey that went to a 41K.
• 1:22:50
  He did go up another hour to a 42K.
• 1:22:53
  However he did get his ten years in in July elected to take the
• 1:22:58
  high option and he was now a 46 J and he's happy with that.
• 1:23:04
  So my office did fairly well, you know.
• 1:23:10
  Glad to hear it, yes. Yeah, a little update since I
• 1:23:13
  wasn't here last week on that. But anyways, guys, I want you to
• 1:23:16
  have a safe Tuesday. Enjoy the day tomorrow that you
• 1:23:19
  can deep breath and stay calm. Keep calm.
• 1:23:25
  It's it's the day after Columbus Day.
• 1:23:28
  It's going to be crazy anyways. We all know that if you haven't
• 1:23:32
  worked today after Columbus Day and it's your first time doing
• 1:23:36
  it, my thoughts are with you, but you know you're going to be
• 1:23:40
  overwhelmed. But like Josh says, take a step
• 1:23:43
  back, take a deep breath and then just attack it head on.
• 1:23:47
  That's really all you can do. I mean, it's the unofficial
• 1:23:51
  kickoff to the Christmas time to the holiday season for the post
• 1:23:54
  office. We are in a new guarantee period
• 1:23:58
  now, so starting on Saturday, for those regulars that use it
• 1:24:03
  that get a DACA 3 work in your relief day, you have to use that
• 1:24:12
  X day within the same period period.
• 1:24:14
  If it is not possible, it will convert to a deck of five.
• 1:24:19
  This goes until the end of the Christmas overtime period, which
• 1:24:22
  I do believe this year ends on December 22nd.
• 1:24:27
  This eventually will affect me, but as of right now it doesn't.
• 1:24:31
  I'm still in RCA. Christmas overtime period
• 1:24:36
  begins. The first Saturday of December
• 1:24:38
  runs for three weeks. Yes.
• 1:24:41
  On that note, everybody have a good week, stay safe out there
• 1:24:44
  on Tuesday. It's going to be a long day for
• 1:24:47
  everybody and I'm going to turn it over to Josh and James for
• 1:24:52
  their final comments for the night.
• 1:24:55
  OK, well, since Kristen stole my Thunder with the Don't get
• 1:25:01
  overwhelmed. You'll probably have to step
• 1:25:04
  back and take a breath multiple times tomorrow.
• 1:25:09
  And unlike baseball, where there's no crying, there is
• 1:25:12
  crying at the post office and I have and still do one occasion.
• 1:25:18
  It's OK. Wednesday it is.
• 1:25:21
  OK, that's when. You know that's when.
• 1:25:25
  You know it's time to take that step back and take a deep
• 1:25:28
  breath. And if you are a smoker, go take
• 1:25:31
  a cigarette break. Yes, if and.
• 1:25:38
  To make matters worse, Tuesday being the day after a holiday,
• 1:25:44
  which is the worst holiday of them all for the year, Tuesday
• 1:25:48
  and Wednesday are Amazon Prime Days.
• 1:25:50
  Now quit SO and everybody. Thursday, Friday, Saturday.
• 1:25:59
  If you're in a office that does get Amazon, I'm praying for you.
• 1:26:06
  I think that's going to trickle right in through the following
• 1:26:09
  week, especially in my office. Well, that and notice, I didn't
• 1:26:14
  say Wednesday, Wednesday, you'll start to see some, but the bulk
• 1:26:18
  of it will be Thursday, Friday, Saturday and like Kristen said,
• 1:26:22
  the beginning of next week it'll start tethering off.
• 1:26:25
  But on that note, like like I always say, you don't get
• 1:26:30
  overwhelmed. If you do take a step back, take
• 1:26:33
  a deep breath, step back in. Have a good week as best you
• 1:26:38
  can. We'll see you next time.
• 1:26:41
  James. Your thoughts?
• 1:26:46
  Still Bill's line on that one, since Kristen's.
• 1:26:49
  Still yours, since Bill's not here.
• 1:26:52
  I. Since you were going last, I was
• 1:26:54
  saving it for you. Oh.
• 1:26:55
  OK, well. You know, a hostile work
• 1:27:00
  environment is something that every employee has to deal with
• 1:27:04
  at some point in their career of work, and it doesn't matter if
• 1:27:08
  it's here at the post office or at another company that you've
• 1:27:12
  worked for. I've worked for multiple
• 1:27:14
  companies and had hostile work environments and several of
• 1:27:17
  them, but dealing with this in a contractually positive way is
• 1:27:24
  the only way to get the situation resolved.
• 1:27:28
  And stepping up to management when they're creating a hostile
• 1:27:34
  work environment, whether it's management themselves or another
• 1:27:37
  employee, is the best step you can take to solve the situation.
• 1:27:43
  Just quitting and leaving doesn't solve the situation for
• 1:27:46
  other employees, doesn't help them.
• 1:27:49
  Plus, when you stand up, the other employees might start
• 1:27:52
  standing up with you. And that's the biggest thing.
• 1:27:55
  We all need to stand up together.
• 1:27:58
  Because we're all in this together now.
• 1:28:03
  Take care of yourselves out there and make sure that you're
• 1:28:08
  doing everything you can to do it safely.
• 1:28:13
  And remember, you're the most important delivery of the day,
• 1:28:16
  so get home to your family and loved ones.
• 1:28:19
  We'll see you guys next week. Have a good time, guys.