ARTICLE 7 EMPLOYEE CLASSIFICATIONS R2022

ARTICLE 7 EMPLOYEE CLASSIFICATIONS

B Mail Handler Assistant Employees (MHAs)

3. The total number of MHAs within an installation will not exceed 25% [24.5] of the total number of career mail handlers in the installation (MHA Cap), except during the peak season exception period. The peak season exception period will be four (4) consecutive pay periods [two (2) accounting periods] between October 1 and January 31 each [per] fiscal year [identified as set forth below]. The Employer shall identify and notify the Union, at the national level [and at the appropriate installation], of the [which two (2) accounting periods] four (4) pay periods [in each fiscal year] within the October 1 to January 31 time frame during which it may exceed the 25 [24.5] % limitation in [that] installations with MHAs. S[s]uch notice will be provided at least three [six] (3[6]) months in advance of the [beginning] start date of the identified [affected accounting] pay period(s). The peak season exception period will be the same four (4) consecutive pay periods for all installations with MHAs. No portion of the selected pay periods may be before October 1 or after January 31. The Employer will provide the Union at the National level with a [an accounting period] report listing the number of MHAs at each installation and in each district. This report will be provided within fourteen (14) days of the close of the [accounting] pay period. In the event that the Employer exceeds the 25% [24.5%] limitation by installation, a remedy, if any, will be determined by the individual facts and on a case-by-case basis. In addition to the peak season exception period defined above there will be four (4) weeks immediately preceding the four (4) pay periods identified within the October 1 to January 31 time frame during which the MHA cap will be temporarily increased. The MHA cap will increase by 1% each of the four weeks, starting with a 1% increase to the MHA Cap in week 1, then an additional 1% in week 2 to equal a 2% increase, an additional 1% increase in week 3 to equal a 3% increase, and an additional 1% increase in week 4 to equal a 4% increase. Explanation: This tentative agreement more clearly defines the eligible peak exception period as October 1 through January 31. Though the MHA cap has increased by 0.5%, this provision would limit the exception period to 4 consecutive pay periods (which is equal to 2 accounting periods). Whatever pay consecutive periods the Postal Service chooses to exceed the MHA cap, they must do so at all installations. In other words, they will be one peak season for all facilities employing mail handler craft employees. Once USPS has selected its peak season exception period within the eligible window (October 1 and January 31), it will also be allowed four (4) weeks before the peak season exception period where the MHA cap will be ramped up by 1.0% per week. During this preceding four-week period, every week will see a cumulative increase of 1% increase above the cap. Week 1 shall be a 1% increase, week 2 shall be 2%, week 3 shall be 3%, and week 4 shall be 4%.