Early last year, this administration was first tested by Management at the GMF by mandating Non-OTDL employees for 12 hours in a day, clearly in violation of Article 8, Non-OTDL employees can only be required to work 10 hours per day and 6 days per week excluding December. Local Management refused to correct the situation and we had to get our National Officers involved to immediately correct blatant violation. Management had to settle all of the grievances filed by the union and management had to compensate affected employees with an additional monetary penalty for such violation.
Last year again, Management at the GMF introduced a new program code-named 4-walls which was developed to allow Management more time to work letter mail. management made many changes to employees bid job assignments by changing days off, moving employees from Tour 1 to Tour 3 and changing starting times. Program was a disaster, management had to return every employee to their original bid job and management ended up paying employees out-of-scheduled premium pay.
Management at the West Valley Facility tested this administration by insisting that the SPSS operation should be part of the APPS operation. Management also informed the union that the SPSS will not be a separate section and that they would never agree to post bid jobs in the SPSS operation, further that they were not willing to create another section.
This administration took a strong stance and we were very firm on the creation of a new section on the SPSS operation on Tour 2 and a new section on Tour 3. Several months went by without reaching an agreement. Meantime, the union continued to file grievances every day specifically when management scheduled regular employees to work in the SPSS operation. Many employees on both tours got compensated for all of the hours that they worked in the SPSS operation.
Finally, on April 4, 2016, after many meetings the union was successful in negotiating the SPSS operation as part of a new section on Tour 2 and Tour 3. Bid jobs for the SPSS operation will be posted in the next couple of bid cycles.
We successfully negotiated a new Local Memorandum of Understanding (LMOU) and several additional agreements.
Under the new LMOU, we included short term leave during the week of Christmas. If you remember in the past, employees were being denied annual leave during the week of Christmas, and now management has to approve annual leave for the week of Christmas.
Another great benefit that we negotiated was a Holiday Volunteer List in which if an employee now can volunteer to work in another section if he/she is not needed in their section for the holiday. Under this agreement Mail Handlers that are mandated to work on their respective holiday will have the opportunity to be off and will be able to spend more holidays with their families.
The above are just some examples of what this administration has accomplished.