Steward
Handbooks and Manuals
Steward's Corner - Scotty Cox
After serving in the Army for four years, 1990-1994, I was hired as a letter carrier at the Sherman Post Office. I was soon elected Chief Union Steward by my peers, and I have served in that position for over 20 years. Over those 20 years, I have learned a lot and had received great guidance from the leaders at Branch 132 like Earl Hibbs, Sid Simmons, Steve Ellenberg, Shawn Boyd, and the current president Kim Lewis to name a few.
Being a steward can be stressful working with all types of carriers and mangers but it also rewarding. In my opinion the role of the NALC and our local branch is invaluable for city carriers. I have seen the benefits of being a member firsthand in many cases over my career.
Region 10 NBA Spring School
Members in attendance to the NBA Spring School
District 2 Board Meeting
National President Brian Renfroe
PROPOSED BY-LAW CHANGE
ARTICLE III FINES, FEES, AND DUES
CURRENT LANGUAGE
Section 4 – Effective January 14, 1994, all members on O.W.C.P. for 90 days and receiving compensation, will be responsible for paying dues directly to Branch 132. The back dues upon receipt of first compensation check will be the amount of the National Per Capita Tax (1/3 of minimum dues structure per PP). All subsequent pay period dues will be at the minimum dues structure. Applications for reinstatement will be accompanied by all back dues.
CHANGE TO READ
Section 4 – Effective January 1, 2023, all members on O.W.C.P. for 90 days, receiving or not receiving compensation, will be responsible for paying dues directly to the branch. The dues will be the amount of the National Per Capita Tax (1/3 of minimum due structure per pay period). All subsequent pay periods will remain at the National Per Capita Tax until they return to a pay status. Any member failing to pay their dues within 30 days after written notification, shall forfeit their membership after a grace period of an additional 30 days. Applications for reinstatement will be accompanied by all back dues.
Submitted by: Sid Simmons, Danny Hilliard, and Robert Hinson
PROPOSED BY-LAW CHANGES
PROPOSED BY-LAW CHANGE
ARTICLE VII
EXPENSES AND DUTIES OF OFFICERS
Section 1 – The President of this branch shall be a full-time officer with a salary of ninety-two thousand eighty dollars ($92,080.00) per annum, payable bi-weekly. All fringe benefits now paid by the United States Postal Service shall be paid by the branch. The employee share of social security payments shall be paid by the branch. Adjustments to the future salary shall be made by the same dollar amount of increases granted to Grade 2, Step O Letter Carriers in their salary increases. The President shall earn eight (8) hours annual leave and four (4) hours sick leave per pay period. The President shall be scheduled for three (3) weeks of annual leave each year. At the end of each year, all accumulated annual leave will be paid to the President at the regular hourly rate of the office, not to exceed eighty (80) hours. At the end of each year, all accumulated sick leave will also be paid to the President at the regular hourly rate of the office.
The president shall preside at all meetings of the Branch; preserve order; sign all warrants on the Treasurer ordered drawn by the Branch, and all other papers ordered by the Branch; have general supervisory powers over the branch; see that officers perform their duties, enforce the Constitution, By-laws, Rules and Regulations of the Branch; appoint all committees not otherwise provided for; give the deciding vote when a tie occurs; examine and announce the result of all balloting and other votes. He/she shall not make or second any motion or take part in any debate while in the Chair; he/she shall ascertain from the Financial Secretary before adjournment of the meeting the amount of money received since the previous meeting, and from the Treasurer if he/she has received the same. At the end of his/her term, he/she shall make a report showing the progress and condition of the Branch. He/she shall, together with the Treasurer, sign and file with the Secretary of Labor on behalf of the Branch, an annual financial report if required by public law. The filing of such report will be required unless the Branch has received expressed notification from the National Association that it is exempt from such requirement. He/she shall, by virtue of his/her office, be the chief steward for the Branch, and he/she may delegate such authority to other members. The pay listed above serves as compensation for these duties; therefore, he or she is not entitled to additional funds for performing duties unless approved by a majority vote of the membership.
Change to Read: Section 1 – The President of this branch shall be a full-time officer with a salary of ninety-five thousand eighty dollars ($95,080.00) per annum, payable bi-weekly. All fringe benefits now paid by the United States Postal Service shall be paid by the branch. The employee share of social security payments shall be paid by the branch. Adjustments to the future salary shall be made by the same dollar amount of increases granted to Grade 2, Step P Letter Carriers in their salary increases. The President shall earn eight (8) hours annual leave and four (4) hours sick leave per pay period. The President shall be scheduled for three (3) weeks of annual leave each year. At the end of each year, all accumulated annual leave will be paid to the President at the regular hourly rate of the office, not to exceed eighty (80) hours. At the end of each year, all accumulated sick leave will also be paid to the President at the regular hourly rate of the office.
The president shall preside at all meetings of the Branch; preserve order; sign all warrants on the Treasurer ordered drawn by the Branch, and all other papers ordered by the Branch; have general supervisory powers over the branch; see that officers perform their duties, enforce the Constitution, By-laws, Rules and Regulations of the Branch; appoint all committees not otherwise provided for; give the deciding vote when a tie occurs; examine and announce the result of all balloting and other votes. He/she shall not make or second any motion or take part in any debate while in the Chair; he/she shall ascertain from the Financial Secretary before adjournment of the meeting the amount of money received since the previous meeting, and from the Treasurer if he/she has received the same. At the end of his/her term, he/she shall make a report showing the progress and condition of the Branch. He/she shall, together with the Treasurer, sign and file with the Secretary of Labor on behalf of the Branch, an annual financial report if required by public law. The filing of such report will be required unless the Branch has received expressed notification from the National Association that it is exempt from such requirement. He/she shall, by virtue of his/her office, be the chief steward for the Branch, and he/she may delegate such authority to other members. The pay listed above serves as compensation for these duties; therefore, he or she is not entitled to additional funds for performing duties unless approved by a majority vote of the membership.
Section 2 – The Executive Vice-President of this branch shall be a full-time officer with a salary of ninety thousand four hundred seventy-six dollars ($90,476.00) per annum payable bi-weekly. All fringe benefits now paid by the United States Postal Service shall be paid by the branch. The employee share of social security payments shall be paid by the branch. Adjustments to the future salary shall be made by the same dollar amount of increase granted to Grade 2 Step O Letter Carriers in their salary increases. The Executive Vice-President shall earn eight (8) hours annual leave and four (4) hours sick leave per pay period. The Executive Vice-President shall be scheduled for three (3) weeks of annual leave each year. At the end of each year, all accumulated annual leave will be paid to the Executive Vice-President at the regular hourly rate of the office, not to exceed eighty (80) hours. At the end of each year, all accumulated sick leave will also be paid to the Executive Vice-President at the regular hourly rate of the office.
The Executive Vice-President shall preside in the absence of the President, and in case of death, resignation, disqualification, refusal or neglect of the President to discharge the duties of his/her office, the Executive Vice-President shall then perform all duties incumbent on the President for the remainder of the term of office along with any other duties assigned by the President. The pay listed above serves as compensation for these duties; therefore, he or she is not entitled to additional funds for performing dutie4s unless approved by a majority vote of the membership.
Change to Read: Section 2 – The Executive Vice-President of this branch shall be a full-time officer with a salary of ninety thousand four hundred seventy-six dollars ($90,476.00) per annum payable bi-weekly. All fringe benefits now paid by the United States Postal Service shall be paid by the branch. The employee share of social security payments shall be paid by the branch. Adjustments to the future salary shall be made by the same dollar amount of increase granted to Grade 2 Step P Letter Carriers in their salary increases. The Executive Vice-President shall earn eight (8) hours annual leave and four (4) hours sick leave per pay period. The Executive Vice-President shall be scheduled for three (3) weeks of annual leave each year. At the end of each year, all accumulated annual leave will be paid to the Executive Vice-President at the regular hourly rate of the office, not to exceed eighty (80) hours. At the end of each year, all accumulated sick leave will also be paid to the Executive Vice-President at the regular hourly rate of the office.
The Executive Vice-President shall preside in the absence of the President, and in case of death, resignation, disqualification, refusal or neglect of the President to discharge the duties of his/her office, the Executive Vice-President shall then perform all duties incumbent on the President for the remainder of the term of office along with any other duties assigned by the President. The pay listed above serves as compensation for these duties; therefore, he or she is not entitled to additional funds for performing dutie4s unless approved by a majority vote of the membership.
Section 2.A – The Vice-President shall be a part-time officer (three days per week) with a salary of $42.74 per hour payable bi-weekly. Any additional days worked shall be paid at the hourly rate of the position. Adjustments to the future salary shall be made by the same dollar amount of increases granted to Grade O Letter Carriers in their salary increases. The Vice-President shall earn two (2) hours of annual leave and one (1) hour of sick leave for each twenty (20) hours worked. At the end of each year, the Vice-President shall be paid for all unused leave. The employee share of social security shall be paid by the branch. The Vice-President will perform duties at the direction of the President.
Change to Read: Section 2.A – The Vice-President shall be a part-time officer (three days per week) with a salary of $42.74 per hour payable bi-weekly. Any additional days worked shall be paid at the hourly rate of the position. Adjustments to the future salary shall be made by the same dollar amount of increases granted to Grade P Letter Carriers in their salary increases. The Vice-President shall earn two (2) hours of annual leave and one (1) hour of sick leave for each twenty (20) hours worked. At the end of each year, the Vice-President shall be paid for all unused leave. The employee share of social security shall be paid by the branch. The Vice-President will perform duties at the direction of the President.
Section 4 – The Recording Secretary shall be a part-time officer (three days per week) with a salary of $41.50 per hour payable bi-weekly. Any additional days worked shall be paid at the hourly rate of the position. Adjustments to the future salary shall be made by the same dollar amount of increases granted to Grade 2 Step O Letter Carriers in their salary increases. The Recording Secretary shall earn two (2) hours of annual leave and one (1) hour of sick leave for each twenty (20) hours worked. At the end of each year the Recording Secretary shall be paid for all unused leave. The employee share of social security shall be paid by the branch.
Change to Read: Section 4 – The Recording Secretary shall be a part-time officer (three days per week) with a salary of $41.50 per hour payable bi-weekly. Any additional days worked shall be paid at the hourly rate of the position. Adjustments to the future salary shall be made by the same dollar amount of increases granted to Grade 2 Step P Letter Carriers in their salary increases. The Recording Secretary shall earn two (2) hours of annual leave and one (1) hour of sick leave for each twenty (20) hours worked. At the end of each year the Recording Secretary shall be paid for all unused leave. The employee share of social security shall be paid by the branch.
Submitted by: Jonathan O’Hara, Clubber Targton, Twasky Smith, Chris Velasquez, Ron Stover, and Rita Wilder.
Abusive Supervisor Incident Worksheet
We all know that the atmosphere at the Post Office can be, well, challenging. The NALC and Branch 132 want to know about incidents where your supervisor is abusive. This newsletter contains an Abusive Supervisor Incident Worksheet. If you see a supervisor misbehaving, use the worksheet! Fill it out and give it to your steward or send it to the union hall.
Some actions that should be reported include yelling, cursing, and belittling carriers. The branch has been winning grievances on these issues, and we want to win more of them, but we need statements from carriers to do that. And by filing grievances and winning them, we can put management on notice that they need to act professionally and maturely when they are interacting with carriers.
There are several rules in different postal handbooks that govern behavior on the workroom floor. The Employee and Labor Relations Manual (ELM) states in Section 673.61:
All employees are expected to treat coworkers with dignity and respect. This means everyone – carriers and management are all employees, and we are all coworkers. The ELM also states in Section 665.24: The Postal Service is committed to the principle that all employees have a basic right to a safe and humane working environment. In
order to ensure this right, it is the unequivocal policy of the Postal Service that there must be no tolerance of violence or threats of violence by anyone at any level of the Postal Service. Similarly, there must be no tolerance of harassment, intimidation, threats, or bullying by anyone at any level. Violation of this policy may result in disciplinary action, including removal from the Postal Service.
The M-39 is a postal handbook that instructs carrier supervisors on how to manage their employees. It also has rules that protect
carriers from abusive treatment in Sections 115.2-115.4:
Managers can accomplish their mission only through the effective use of people. How successful a manager is in working with people will, to a great measure, determine whether or not the goals of the Postal Service are attained. Getting the job done through people is not an easy task, and certain basic things are required, such as:
a. Let the employee know what is expected of him or her.
b. Know fully if the employee is not attaining expectations; don’t guess – make certain with documented evidence.
c. Let the employee explain his or her problem – listen! If given a chance, the employee will tell you the problem. Draw it out from the employee if needed, but get the whole story.
When problems arise, managers must recognize that they have an obligation to their employees and to the Postal Service to look to themselves, as well as to the employee, to:
a. Find out who, what, when, where, and why.
b. Make absolutely sure you have all the facts.
c. The manager has the responsibility to resolve as many problems as possible before they become grievances.
d. If the employee’s stand has merit, admit it and correct the situation. You are the manager; you must make decisions; don’t pass this responsibility on to someone else.
The National Agreement sets out the basic rules and rights governing management and employees in their dealings with each other, but it is the front-line manager who controls management’s attempt to maintain an atmosphere between employer and employee which assures mutual respect for each other’s rights and responsibilities.
These are rules that were written by management, and they are good guidelines for management to follow. But if it doesn’t sound like your workplace, then the union needs your help to make it right. Fill out the Abusive Supervisor Worksheet, and get it to your steward or to the union hall. Together, we can make a difference and make our workplaces better!
ABUSIVE SUPERVISOR INCIDENT WORKSHEET
Your Name__________________________________ Date_____________
Supervisor’s Name___________________________ Duty Station________
Date of Incident__________________ Time of Incident________________
Location of Incident_____________________________________________
Date Union Notified_____________________________________________
Victim(s) of Incident____________________________________________
Witnesses to Incident___________________________________________
____________________________________________________________
Description of Abusive Incident __________________________________
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________
Provoked or Unprovoked_________________________________________
EEO Previously Filed? ______________________EEO for this Event? _____
NATURE OF ABUSIVE EVENT (Check All That Apply)
1) Overly Demeaning ___________________ 2) Demeaning_____________________
3) Sarcastic Remarks ___________________ 4) Yelling_________________________
5) Threats of Discipline or Discharge_______ 6) Threats to take Victim off Clock_____
7) Other Specific Threats ________________ 8) Profanity_______________________
9) Physical Threats _____________________ 10) Physical Gestures _______________
11) Physical Contact ____________________ 12) Other Specifics _________________
OTHER COMMENTS
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________
Signature ____________________ Date ____________