NPMHU 2019 National Agreement: Difference between revisions

Jump to navigation Jump to search

NPMHU 2019 National Agreement (view source)

Revision as of 20:27, 22 December 2021

14,756 bytes added ,  22 December 2021
no edit summary
No edit summary
No edit summary
Line 195: Line 195:
In smaller installations with part-time flexible employees, the Employer shall maximize the number of full-time employees and minimize the number of part-time employees who have no fixed work schedules. A part-time flexible employee working eight (8) hours within ten (10), on the same five (5) days each week over a six-month period will demonstrate the need for converting the assignment to a full-time position.
In smaller installations with part-time flexible employees, the Employer shall maximize the number of full-time employees and minimize the number of part-time employees who have no fixed work schedules. A part-time flexible employee working eight (8) hours within ten (10), on the same five (5) days each week over a six-month period will demonstrate the need for converting the assignment to a full-time position.
[See Memos, page 146]
[See Memos, page 146]
== ARTICLE 8 HOURS OF WORK ==
The work week for full-time regulars shall be forty (40) hours per week, eight (8) hours per day within ten (10) consecutive hours, provided, how- ever, that in all offices with more than 100 full-time employees in the bar- gaining units the normal work week for full-time regular employees will be forty hours per week, eight hours per day within nine (9) consecutive hours. Shorter work weeks will, however, exist as needed for part-time regulars.
=== Section 8.2 Work Schedules ===
:A The employee's service week shall be a calendar week beginning at 12:01 a.m. Saturday and ending at 12 midnight the following Friday.
:B The employee's service day is the calendar day on which the majority of work is scheduled. Where the work schedule is distributed evenly over two calendar days, the service day is the calendar day on which such work schedule begins.
:C The employee's normal work week is five (5) service days, each consisting of eight (8) hours, within ten (10) consecutive hours, except as provided in Section 8.1 of this Article. As far as practicable the five days shall be consecutive days within the service week.
=== Section 8.3 Exceptions ===
Section 8.2C above shall not apply to part-time employees.
Part-time employees will be scheduled in accordance with the above rules, except they may be scheduled for less than eight (8) hours per service day and less than forty (40) hours per normal work week.
MHAs will be scheduled in accordance with Section 2, A and B of this Article.
=== Section 8.4 Overtime Work ===
:A Overtime pay is to be paid at the rate of one and one-half (1 1/2) times the basic hourly straight time rate.
:B Overtime shall be paid to employees for work performed only after eight (8) hours on duty in any one service day or forty (40) hours in any one service week. Nothing in this Section shall be construed by the parties or any reviewing authority to deny the payment of overtime to employees for time worked outside of their regularly scheduled work week at the request of the Employer.
:C Wherever two or more overtime or premium rates may appear applicable to the same hour or hours worked by an employee, there shall be no pyramiding or adding together of such overtime or premium rates and only the higher of the employee's applicable rates shall apply.
:D The parties to this Agreement recognize that sustained and excessive levels of overtime, particularly where it is being worked by non-volunteers, are not ultimately beneficial to the Postal Service or the employees. The subject of sustained and excessive over- time, where it is being worked by non-volunteers, is a proper topic for discussion at Local and Regional/Area Labor Management Committee meetings. The parties will meet to discuss particular problem areas and to identify appropriate avenues of resolution. In addition, any disputes on this subject may be processed through the Grievance-Arbitration procedure in accordance with Article 15.
:E Overtime Work for MHAs
MHAs shall be paid overtime for work performed in excess of ‘’’eight (8) hours on duty in any one service day or’’’ forty (40) work hours in any one service week. Overtime pay for MHAs is to be paid at the rate of one and one-half (1-1/2) times the basic hourly straight time rate.
When an opportunity exists for overtime for qualified and available full-time employees, doing similar work in the work location where the employees regularly work, prior to utilizing an MHA in excess of eight (8) work hours in a service day or forty (40) hours in a service week, such qualified and available full-time employees on the appropriate Overtime Desired List will be selected to perform such work in order of their seniority on a rotating basis.
=== Section 8.5 Overtime Assignments ===
When needed, overtime work shall be scheduled among qualified full-time regular employees doing similar work in the work location where the employees regularly work in accordance with the following:
:A Two weeks (i.e., 14 calendar days) prior to the start of each calendar quarter, full-time regular employees desiring to work over- time during that quarter shall place their names on an "Overtime Desired" list. Every full-time regular employee shall have the opportunity to put his/her name on the "Overtime Desired" list, even though he/she may be on leave during the signing up period for that quarter.
Newly converted full-time employees, and employees converted, transferred, or reassigned into an installation or into the Mail Handler craft within the installation, ‘’’or a mail handler who bids or is reassigned during a calendar quarter to a duty assignment in a different facility, in a different section, or on a different tour’’’ may place their names on the "Overtime Desired" list within the two weeks (i.e., 14 calendar days) following the date upon which they are converted, transferred, or reassigned to full-time ‘’’(whether or not the mail handler was on the OTDL for the losing facility, section, or tour)’’’. Said placement on the list shall be effective on the next calendar day.
Employees on the “Overtime Desired” list from the previous quarter shall have their names automatically placed on the list for the next quarter, and their names shall remain on the list unless they provide the Employer with written notice of their desire to remove their names from the list.
:B Lists will be established by section and/or tour in accordance with Article 30, Local Implementation.
:C When during the quarter the need for overtime arises, full-time regular employees with the necessary skills having listed their names will be selected in order of their seniority on a rotating basis. Those absent, or on leave shall be passed over. In addition, employees whose guarantee exceeds the overtime requirement shall be passed over (e.g., an employee on a nonscheduled day would not be called in to perform 2 hours of overtime work); un- less such guarantee is modified by the provisions of Section 8.8 concerning early release. Full-time regular employees on the "Overtime Desired" list may be required to work up to twelve (12) hours in a day. In addition, at the discretion of the Employer, "Overtime Desired" list employees may volunteer to work beyond twelve (12) hours in a day.
:D If the voluntary "Overtime Desired" list does not provide sufficient available and qualified people, the Employer shall assign other employees to the extent needed. When assigning such employees, the Employer shall first utilize qualified and available full-time employees, in order of seniority, who have volunteered to work the required overtime after their scheduled tour for that day only or who have volunteered to work their nonscheduled day(s). Employees shall volunteer for overtime assignments after their scheduled tour for that day only by signing their name and indicating their seniority date, within the first two (2) hours of their scheduled tour of duty, on a daily "Full-Time Volunteer" list maintained in each work section on the workroom floor. The daily "Full-Time Volunteer" list shall be applied in a manner consistent with the application of the "Overtime Desired" list within the installation. Employees shall volunteer for overtime assignments on their nonscheduled days by signing their name and indicating their nonscheduled days and their seniority date on a Full-Time Volunteer list that is posted in each work section at the beginning of the service week (i.e., on Saturday) and must be signed by Tuesday of the service week prior to that being volunteered for. Such full-time employee volunteers shall work the required overtime, as directed by management. The Employer shall have the discretion to limit these volunteer employees from working beyond ten (10) hours in a day. There shall not be any penalty for errors by the Employer in applying either of these "Full-Time Volunteer" lists.
If additional employees are still needed after application of the above, the Employer shall assign other employees as needed. To the extent practicable, an effort will be made to schedule available (on duty at the time that the selection of employees for overtime is made) and qualified Mail Handler Assistants and/or part-time flexible employees for such work prior to requiring full-time employees not on the "Overtime Desired" list or "Full-Time Volunteer" lists to work such overtime. If qualified full-time regular employees not on the "Overtime Desired" list or either of the volunteer lists are required to work overtime, it shall be on a rotating basis with the first opportunity assigned to the junior employee.
:E Exceptions to .5C and .5D above if requested by the employee may be approved by local management in exceptional cases based on equity (e.g., anniversaries, birthdays, illness, deaths).
:F Excluding December, only in an emergency situation will a full- time regular employee not on the "Overtime Desired" list be re- quired to work over ten (10) hours in a day or over six (6) days in a week.
[See Memos, pages 147-148]
=== Section 8.6 Sunday Premium Payment ===
Each employee whose regular work schedule includes a period of service, any part of which is within the period commencing at midnight Saturday and ending at midnight Sunday, shall be paid extra compensation at the rate of 25 percent of the employee's base hourly rate of compensation for each hour of work performed during that period of service. An employee's regularly scheduled reporting time shall not be changed on Saturday or Sunday solely to avoid the Sunday premium payment.
=== Section 8.7 Night Shift Differential ===
For time worked between the hours of 6:00 p.m. and 6:00 a.m. career employees shall be paid additional compensation at the applicable flat dollar amount at each pay grade and step in accordance with Tables Three and Four, attached.
[See Memo, page 149] 19
=== Section 8.8 Guarantees ===
An employee called in outside the employee's regular work schedule shall be guaranteed a minimum of four (4) consecutive hours of work or pay in lieu thereof where less than four (4) hours of work is available. Such guar- anteed minimum shall not apply to an employee called in who continues working on into the employee's regularly scheduled shift. When a full-time regular employee is called in on the employee's non scheduled day, the em- ployee will be guaranteed eight hours work or pay in lieu thereof. This guarantee will be waived if the employee, with the concurrence of the Union and approval of Management, requests to be released early. The Employer will guarantee all employees at least four (4) hours work or pay on any day they are requested or scheduled to work in a post office or facility with 200 or more man years of employment per year. All employees at other post offices and facilities will be guaranteed two (2) hours work or pay when requested or scheduled to work.
Any MHA who is scheduled to work and who reports to work in an instal- lation 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.
=== Section 8.9 Wash Up Time ===
Installation heads shall grant reasonable wash up time to those employees who perform dirty work or work with toxic materials. The amount of wash up time granted each employee shall be subject to the grievance procedure.
(The preceding Sections, Articles 8.2, 8.3, 8.4, 8.5, 8.7, 8.8, and 8.9, shall apply to Mail Handler Assistant employees to the extent provided in the MOU Re: Mail Handler Assistant Employees or in this Article.)
20
== ARTICLE 9 SALARIES AND WAGES ==
=== Section 9.1 Basic Annual Salary ===
Employees with career appointments before February 15, 2013 shall be paid and earn step increases according to the rates and waiting periods described in Section 9.2A and outlined in Table One.
Employees with career appointments on or after February 15, 2013 shall be paid and earn step increases according to the rates and waiting periods de- scribed in Section 9.2B and outlined in Table Two.
The basic annual salary schedule, with proportional application to hourly rate employees, for all grades and steps for those employees covered under the terms and conditions of this Agreement shall be increased as follows:
Effective November 23, 2019 – the basic annual salary for each grade and step of Table One and Table Two shall be increased by an amount equal to 1.1% of the basic annual salary for the grade and step in effect on September 20, 2019.
Effective November 21, 2020 – the basic annual salary for each grade and step of Table One and Table Two shall be increased by an amount equal to 1.0% of the basic annual salary for the grade and step in effect on September 20, 2019.
Effective November 20, 2021 – the basic annual salary for each grade and step of Table One and Table Two shall be increased by an amount equal to 1.0% of the basic annual salary for the grade and step in effect on September 20, 2019.
[See Memo, page 149]
21
=== Section 9.2 Step Progression ===
:A. Table One – Career Appointments Before February 15, 2013
The step progression for the Mail Handler Salary Schedule on Table One shall be as follows:
{| class="mw-collapsible mw-collapsed wikitable"
|+ style=white-space:nowrap | Table One Grades 4 & 5.
|-
! Grades 4, 5 !! Waiting Period
|-
| From Step || To Step || (in weeks)
|-
| AA || A || 88
| A || B || 88
| B || C || 88
| C || D || 44
| D || E || 44
| E || F || 44
| F || G || 44
| G || H || 44
| H || I || 44
| I || J || 44
| J || K || 34
| K || L || 34
| L || M || 26
| M || N || 26
| N || O || 24
| O || P || 24
|}
                               
{| class="mw-collapsible mw-collapsed wikitable"
|+ style=white-space:nowrap | Table One Grade 6.
|-
! Grade 6 !! Waiting Period
|-
| From Step || To Step || (in weeks)
|-
| A || B || 96
| B || C || 96
| C || D || 44
| D || E || 44
| E || F || 44
| F || G || 44
| G || H || 44
| H || I || 44
| I || J || 44
| J || K || 34
| K || L || 34
| L || M || 26
| M || N || 26
| N || O || 24
| O || P || 24
|}
:B. Table Two – Career Appointments On or After the Effective Date of the Award, February 15, 2013
The step progression for the Mail Handler shall be as follows:
{| class="mw-collapsible mw-collapsed wikitable"
|+ style=white-space:nowrap | Salary Schedule on Table Two
.
|-
! Grades 4, 5 !! Waiting Period
|-
| From Step || To Step || (in weeks)
|-
| BB || AA || 52
| AA || A ||52
| A || B || 52
| B || C || 52
| C || D || 52
| D || E || 52
| E || F || 52
| F || G || 52
| G || H || 52
| H || I || 52
| I || J || 52
| J || K || 52
| K || L || 52
| L || M || 52
| M || N || 52
| N || O || 52
| O || P || 52
|}
Retrieved from "http://wiki.themailhandlerunderground.org/index.php/Special:MobileDiff/20"

Navigation menu