§ 7.1 NA2022 - Revision history

Admin at 17:08, 30 September 2023

2023-09-30T17:08:41Z

← Older revision		Revision as of 17:08, 30 September 2023
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	<li>The Mail Handler Assistant (MHA) employee work force shall be comprised of noncareer bargaining unit employees.</li>		<li>The Mail Handler Assistant (MHA) employee work force shall be comprised of noncareer bargaining unit employees.</li>
	<li>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.</li>		<li>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.</li>
	<li>The total number of MHAs within an installation will not exceed 25% 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 between October 1 and January 31 each fiscal year. The Employer shall identify and notify the Union, at the national level of the four (4) pay periods within the October 1 to January 31 time frame during which it may exceed the 25% limitation in installations with MHAs. Such notice will be provided at least three (3) months in advance of the start date of the identified pay period(s). The peak season exception period		<li>The total number of MHAs within an installation will not exceed 2<b>5</b>% of the total number of career mail handlers in the installation <b>(MHA Cap)</b>, except during the <b>peak season exception period. The peak season exception period will be four (4) consecutive pay periods between October 1 and January 31 each</b> fiscal year. The Employer shall identify and notify the Union, at the national level of <b>the four (4) pay periods within the October 1 to January 31 time frame</b> during which it may exceed the 25% limitation in installations <b>with MHAs</b>. Such notice will be provided at least <b>three (3)</b> months in advance of the <b>start</b> date of the <b>identified pay</b> period(s). <b>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.</b> The Employer will provide the Union at the National level with 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 <b>pay</b> period. In the event that the Employer exceeds the 2<b>5</b>% limitation by installation, a remedy, if any, will be determined by the individual facts and on a case-by-case basis.
	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 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 pay period. In the event that the Employer exceeds the 25% limitation by installation, a		</br></br>
	remedy, if any, will be determined by the individual facts and on a case-by-case basis.		<b>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.</b></li>
	</br>
	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.</li>
	<li>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 determining the number of MHAs who may be employed in the mail handler craft.</li>		<li>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 determining the number of MHAs who may be employed in the mail handler craft.</li>
	<li>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 of work or pay.</li>		<li>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 of work or pay.</li>

Admin: /* § 7.1 Definition and Use */

2023-09-30T16:59:53Z

§ 7.1 Definition and Use

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         <li>The Mail Handler Assistant (MHA) employee work force shall be comprised of noncareer bargaining unit employees.</li>
         <li>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.</li>
 </li>
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+</ol>

Admin: Created page with "=== § 7.1 Definition and Use ===

Regular Work Force The regular work force shall be comprised of two categories of employees which are as follows:

Full-Time
Employees in this category shall be hired pursuant to such procedures as the Employer may establish and shall be assigned to regular schedules consisting of five (5) eight (8) hour days in a service week...."

2023-09-30T16:50:00Z

Created page with "=== § 7.1 Definition and Use === <ol style="list-style-type:upper-alpha"> <li>Regular Work Force The regular work force shall be comprised of two categories of employees which are as follows: <ol style="list-style-type:decimal"> <li>Full-Time </br> Employees in this category shall be hired pursuant to such procedures as the Employer may establish and shall be assigned to regular schedules consisting of five (5) eight (8) hour days in a service week...."

New page

=== § 7.1 Definition and Use ===
<ol style="list-style-type:upper-alpha">
<li>Regular Work Force
The regular work force shall be comprised of two categories of employees which are as follows:

<ol style="list-style-type:decimal">
<li>Full-Time
</br>
Employees in this category shall be hired pursuant to such procedures as the Employer may establish and shall be assigned to regular schedules consisting of five (5) eight (8) hour days in a service week.
<li>Part-Time
</br>
Employees in this category shall be hired pursuant to such procedures as the Employer may establish and shall be assigned to regular schedules of less than forty (40) hours in a service week, or shall be available to work flexible hours as assigned by the Employer during the course of a service week.
</li>
</ol>
</li>
<li>Mail Handler Assistant Employees (MHAs)
<ol style="list-style-type:decimal">
<li>The Mail Handler Assistant (MHA) employee work force shall be comprised of noncareer bargaining unit employees.</li>
<li>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.</li>
</li>
<ol>