NPMHU 2019 National Agreement: Difference between revisions

Jump to navigation Jump to search

NPMHU 2019 National Agreement (view source)

Revision as of 21:55, 21 December 2021

60 bytes removed ,  21 December 2021
no edit summary
No edit summary
Line 14: Line 14:
:D Security guards as defined in Public Law 91-375, 1201(2);
:D Security guards as defined in Public Law 91-375, 1201(2);
:E All Postal Inspection Service employees;
:E All Postal Inspection Service employees;
:F Employees in the supplemental work force, ‘’’as previously defined in Article 7 of the 2016 National Agreement’’’;
:F Employees in the supplemental work force, '''as previously defined in Article 7 of the 2016 National Agreement''';
:G Rural Letter Carriers;
:G Rural Letter Carriers;
:H City Letter Carriers;
:H City Letter Carriers;
Line 177: Line 177:
::1. The Mail Handler Assistant (MHA) employee work force shall be comprised of noncareer bargaining unit employees.
::1. The Mail Handler Assistant (MHA) employee work force shall be comprised of noncareer bargaining unit employees.
::2. During the course of a service week, in postal installations with less than 200 man years of employment, the Employer will make every effort to ensure that qualified and available part- time flexible employees, if there are any in the installation, are utilized at the straight-time rate prior to assigning such work to MHAs, provided that the reporting guarantee for MHAs is met. This sentence also shall apply to larger installations during the limited period in which they continue to employ part-time flexible employees.
::2. During the course of a service week, in postal installations with less than 200 man years of employment, the Employer will make every effort to ensure that qualified and available part- time flexible employees, if there are any in the installation, are utilized at the straight-time rate prior to assigning such work to MHAs, provided that the reporting guarantee for MHAs is met. This sentence also shall apply to larger installations during the limited period in which they continue to employ part-time flexible employees.
::3. The total number of MHAs within ‘’’an installation’’’ will not exceed ‘’’24.5%’’’ of the total number of career mail handlers in the installation, ‘’’except during the two (2) accounting periods per fiscal year identified as set forth below. The Employer shall notify the Union, at the national level and at the appropriate installation, of which two (2) accounting periods in each fiscal year during which it may exceed the 24.5% limitation in that installation; such notice will be provided at least six (6) months in advance of the beginning date of the affected ac- counting period(s).’’’ The Employer will provide the Union at the National level with 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 period. In the event that the Employer exceeds the ‘’’24.5%’’’ limitation by installation, a remedy, if any, will be determined by the individual facts and on a case-by-case basis.
::3. The total number of MHAs within '''an installation''' will not exceed '''24.5%''' of the total number of career mail handlers in the installation, '''except during the two (2) accounting periods per fiscal year identified as set forth below. The Employer shall notify the Union, at the national level and at the appropriate installation, of which two (2) accounting periods in each fiscal year during which it may exceed the 24.5% limitation in that installation; such notice will be provided at least six (6) months in advance of the beginning date of the affected ac- counting period(s).''' The Employer will provide the Union at the National level with 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 period. In the event that the Employer exceeds the '''24.5%''' limitation by installation, a remedy, if any, will be determined by the individual facts and on a case-by-case basis.
::4. Any non-NPMHU bargaining unit employee on light or limited duty in the mail handler craft or on a rehabilitation assignment in the mail handler craft who does not hold a bid assignment will not be counted as a career employee for the purpose of deter- mining the number of MHAs who may be employed in the mail handler craft.
::4. Any non-NPMHU bargaining unit employee on light or limited duty in the mail handler craft or on a rehabilitation assignment in the mail handler craft who does not hold a bid assignment will not be counted as a career employee for the purpose of deter- mining the number of MHAs who may be employed in the mail handler craft.
::5. MHAs shall be hired from an appropriate register pursuant to such procedures as the Employer may establish. They will be hired for terms of 360 calendar days per appointment. Such employees have no daily or weekly work hour guarantees. MHAs will have a break in service of 5 days if reappointed. In addition, any MHA who is scheduled to work and who reports to work in an installation with 200 or more man years of employment shall be guaranteed four (4) hours of work or pay. MHAs at smaller installations will be guaranteed two (2) hours work or pay.
::5. MHAs shall be hired from an appropriate register pursuant to such procedures as the Employer may establish. They will be hired for terms of 360 calendar days per appointment. Such employees have no daily or weekly work hour guarantees. MHAs will have a break in service of 5 days if reappointed. In addition, any MHA who is scheduled to work and who reports to work in an installation with 200 or more man years of employment shall be guaranteed four (4) hours of work or pay. MHAs at smaller installations will be guaranteed two (2) hours work or pay.
Retrieved from "http://wiki.themailhandlerunderground.org/index.php/Special:MobileDiff/19"

Navigation menu