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General Membership Meeting
Sep 22, 2018
DMAL Headquarters 15677 E. 17th Ave. Aurora, CO 80011
First Day of Autumn
Sep 23, 2018
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Oct 08, 2018
Executive Board Meeting
Oct 12, 2018
DMAL Headquarters 15677 E. 17th Ave. Aurora, CO 80011
Sweetest Day
Oct 20, 2018
MVS Craft Information
Sep 17, 2018

Holiday Peak Exception Period Terms Also Reached

Major Win for the MVS Craft - POM 1995 Language Restored

WEB NEWS ARTICLE #: 
89-2018

09/13/2018 - When the USPS made changes to Chapters 5 and 7 of the Postal Operations Manual (POM) in 1995, APWU challenged the changes as not fair, reasonable, and equitable. While USPS agreed to restore the language in 2007 and again in 2012, they never did. APWU never stopped fighting. On August 28, we reached an agreement with the USPS to restore the language within 12 weeks. "This language is significant because it protects work that is presently being performed in the MVS Craft," said Michael Foster, Motor Vehicle Service (MVS) Division Director.

In addition to winning the fight to restore POM language, APWU MVS teams reached an agreement for the Holiday Peak Season Exception Periods. The previous Memorandum of Understanding (MOU) for MVS was signed as part of the 2015-2018 CBA, and will expire September 20 with the CBA. A new MOU was necessary to ensure our full rights are upheld during the holiday season. APWU negotiators were able to reach a fair deal with the USPS. Under the new MOU, the Peak Season Exception Period will run from November 10, 2018 - Jan 4, 2019, and the USPS is required to "make every effort to ensure that available MVS craft PTFs are utilized at the straight-time rate prior to assigning such work to MVAs."

Attachments
 POM Signed Agreement (58.53 KB)
 MVS Holiday MOU (69.62 KB)

Jun 07, 2018

'Keep on Truckin' Baby'

(This article first appeared in the May-June 2018 issue of The American Postal Worker magazine) 

MVS Director Michael Foster (fifth from right) and
Assistant MVS Director Javier Piñeres (far left) with MVS members
and USPS representatives in front of newly tested cargo trucks.

By Motor Vehicle Service Craft Directors 

New USPS cargo trucks and spotters were scheduled to begin deployment in April. The Postal Service conducted the First Article Testing (FAT) on the Ottawa Spotters and the Peterbilt 18' and 24' cab-over and cab behind engines. The spotters were tested in Ottawa, KS and the cargo trucks were tested in New Carlisle, IN.

The purchase of these vehicles is scheduled to be one-for-one replacements of the present spotters and cargo trucks. In the opinion of the MVS operators who drove them daily, the replacement is long overdue. The normal replacement cycle of postal vehicles is eight years for trucks and 12 years for trailers. Many of these vehicles have over 1,000,000 miles, which is virtually unheard of in intra-city transportation, or the Postal Service.

According to Article 39.3.B, the union has the opportunity to participate in the FAT and submit our observations within 14 days (copy of the Cargo Truck letter can be found on apwu.org).

Various authorized APWU MVS Craft representatives from around the country participated in the FAT by observing and driving the new vehicles at both locations. Their overall opinions were that these trucks are a vast improvement over the present fleet and, with proper training and upkeep, should serve the USPS and our customers for years to come.

Among the issues that the APWU representatives brought to the Postal Service’s attention for the spotters were:

  • Replace the bracket for the Glad Hand holders,
  • Replace the ¼ fenders with full flexible fenders,
  • Concern with the spacing between the mud guard and the rear tire,
  • Set the air cut off to 130 PSI (it is presently set at 120 PSI).

The testing for cargo trucks was a more in-depth process. For the first time, cameras and pictures were not allowed because these tests were conducted on the NaviStar testing grounds. In the past, the union has always been allowed to take pictures of postal equipment.

We identified the following issues with the cargo trucks:

  • No cargo lights in the cargo area,
  • Rear area of the box is missing the two-foot diamond plate (the drivers may slip and lose balance),
  • Fill floor gap drain channel at rear door to prevent equipment wheels from getting stuck,
  • Cab-over model will cause some discomfort for our larger drivers.

With the purchase of the new vehicles, the union hopes that someone in authority at USPS headquarters realizes the value of the PVS operators to the Postal Service and will abandon their efforts to contract us out.

Thanks to the participants of both FATs.

  • Sal Zapien, San Jose Area Local
  • Rico Cameron, Detroit District Area Local
  • William Drew, Boston Metro Area Local
  • Michelle Elliott, Chicago Local
  • Dennis Spriggs, Flushing (NY) Local
  • Dave Cook, St. Paul Area Local
  • Louie DeLillo, Greater Connecticut Area Local
  • Tiwanna Rogers, Detroit District Area Local 

Feb 06, 2018

Resolution of Scanner Disputes

On Aug. 31, 2017, the APWU and the USPS signed an agreement resolving the following national disputes on the use of Postal Vehicle Service (PVS) scanners: HQTV20160275, A19V20160276, and HQTV20150846. The parties agreed in part that:

  • Scanning may be performed by any craft, but those duties should be consistent with their Position Description;
  • PVS drivers will receive adequate training and allowed sufficient time to perform scanning duties;
  • When drivers make a scan, it will accurately reflect the data and drivers shall not be given instructions contrary to this;
  • Scan data will not be the sole basis for adjustments to routes or disciplinary action; however scan data may be used in conjunction with other records to support or refute discipline;
  • Employees will be financially liable only when loss or damage tothe scanner resulted from deliberate misconduct.

The Scanning Duty Settlement can be found on the MVS Division section of apwu.org.


Feb 06, 2018

The Postal Service & the DOT Physical

(This article first appeared in the January-February 2018 issue of the American Postal Worker magazine)

By Motor Vehicle Service Craft Directors 

On Feb. 26, 1995, the Postal Service informed the APWU that to be consistent with the trucking industry and its own contract drivers, USPS would voluntarily mirror DOT requirements covering physicals for Commercial Driver’s License (CDL) employees, including the issuance of a medical card and drug and alcohol testing. The federal government is exempt from Department of Transportation (DOT) regulations, under 49 CFR 390.3(f)(2).

This means that every USPS employee operating a commercial motor vehicle is required to have a standard DOT CDL physical and participate in drug and alcohol testing procedures. Under normal procedures, the DOT-required physical is administered every two years. Under certain circumstances, such as for employees who may have high blood pressure, obstructive sleep apnea, diabetes and other health conditions, the certifying physician may grant a medical card covering less than two years.

By letter dated April 9, 2014, the Postal Service advised the union that medical personnel and contractors are instructed to follow the Federal Motor Carrier Safety Administration (FMCSA) Comprehensive Health Services guidelines, recommendations and standards.

Since these procedures affect working conditions, the policy must meet the standards of being fair, reasonable, and equitable.

Reports from the field indicate the Postal Service has been unilaterally implementing changes to DOT CDL required physicals, including:

1. Requiring employees to sign release of medical information forms from their personal physicians to the contract doctor;

2. Having USPS doctors modify or revoke the two-year DOT physical cards from employees who successfully passed the DOT physical at the contract clinic;

3. USPS regional medical personnel unilaterally changing the CDL medical card requirement standards.

The APWU has initiated several Step 4 disputes on these changes. Additionally, the requirement to sign a medical release of all information maintained by the employees’ personal physician may violate the employees’ privacy and involve possible HIPPA violations.

As we continue our discussions with the Postal Service, it is essential APWU locals remain vigilant of any changes to the DOT CDL physicals and continue to file grievances challenging them. Q&A number 49 in the Joint Contract Interpretation Manual (JCIM) sets the foundation when challenging medical disputes:

49. What is the process for resolving Department ofTransportation medical disputes?

Response: An employee may appeal an adverse result of a certifying examination to the District Occupational Health Services office with a copy of the concern, without revealing the medical condition in question, to their immediate supervisor. If the physicalis performed by a community based contract physician, review of the examination results will be done by the Senior Area Medical Director. If the Medical Director review agrees with the current examination, the employee may ask for an independent medical assessment by a physician jointly chosen by the Postal Service and the employee. The results of the independent review will stand as the final decision. The independent review is paid for by the USPS.



Feb 06, 2018

MVS New Hire Salary Dispute Settled

WEB NEWS ARTICLE #: 
13-2018

02/05/2018 - On Jan. 26, the MVS Division and the USPS settled Class Action Grievance USPS NO. Q15V-4Q-C17473798/APWU No. HQTV20170179.

In the settlement, the parties agreed that when an external posting to hire contains an incorrect salary for the position in question, the Postal Service may correct the error pre-employment. Correction of the error must be made prior to a written job offer being accepted by the applicant.

If an applicant accepts a written job offer which incorrectly lists a salary higher than the entry level for that position, the applicant will be placed in a salary which is on the appropriate Article 9 pay table, but not lower than the salary on the accepted job offer.

In various parts of the country, the USPS was recruiting and hiring PVS operators by offering to pay these new employees higher than the entry level salary for that position. This action is against every principle of Article 9 Salaries and Wages of the Collective Bargaining Agreement.

In some locations, management would then rescind the offer after the employee was hired and pay a lower rate. Often, the employee would receive a letter of demand for overpayment of their salary.

The parties agreed to resolve this issue with language that dictates once the USPS hires an employee with an improper salary, they are contractually obligated to pay that employee at the rate they agreed to upon hire.

“The APWU is pleased to resolve this issue and bring relief to the newly-hired drivers who left previous employment on the assumption that the USPS would abide by the accepted salary,” said MVS Director Michael O. Foster. “There are no authorized salary exceptions for career employees. Every employee should be hired and paid off of the Article 9 pay chart. Any letter of demand based on this issue can now be resolved using this settlement.”

Click here to view the full settlement. 

Attachments
 PDF (70.27 KB)



Page Last Updated: Sep 17, 2018 (08:23:46)
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