NPMHU 2019 National Agreement: Difference between revisions

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NPMHU 2019 National Agreement (view source)

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== PREAMBLE ==
{{:Document NA2019}}
This Agreement (referred to as the 2019 "Mail Handlers National Agreement") is entered into by and between the United States Postal Service (the "Employer") and the National Postal Mail Handlers Union, A Division of the Laborers’ International Union of North America, AFL-CIO (the "Union").
{{:Formatting Preamble NA2019}}
==== ARTICLE 1 UNION RECOGNITION ====
{{:Article 1 Union Recognition NA2019}}
=== Section 1.1 Recognition ===
{{:Article 2 Non-Discrimination and Civil Rights NA2019}}
The Employer recognizes the Union designated below as the exclusive bar- gaining representative of all employees in the bargaining unit for which the Union has been recognized and certified at the national level:
{{:Article 3 Management Rights NA2019}}
National Postal Mail Handlers Union, A Division of the Laborers’ International Union of North America, AFL-CIO.
{{:Article 4 Technological and Mechanization Changes NA2019}}
=== Section 1.2 Exclusions ===
{{:Article 5 Prohibition of Unilateral Action NA2019}}
The bargaining unit set forth in Section 1 above does not include, and this Agreement does not apply to:
{{:Article 6 Layoff and Reduction in Force NA2019}}
:A Managerial and supervisory personnel;
{{:Article 7 Employee Classifications NA2019}}
:B Professional employees;
{{:Article 8 Hours of Work NA2019}}
:C Employees engaged in personnel work in other than a purely non-confidential clerical capacity;
{{:Article 9 Salaries and Wages}}
:D Security guards as defined in Public Law 91-375, 1201(2);
{{:Article 10 Leave}}
:E All Postal Inspection Service employees;
{{:Article 11 Holidays}}
:F Employees in the supplemental work force, ‘’’as previously defined in Article 7 of the 2016 National Agreement’’’;
{{:Article 12 Principles of Seniority Posting and Reassignments}}
:G Rural Letter Carriers;
{{:Article 13 Assignment of Ill or Injured Regular Work Force Employees}}
:H City Letter Carriers;
{{:Article 14 Safety and Health}}
:I Maintenance Employees;
{{:Article 15 Grievance-Arbitration Procedure}}
:J Special Delivery Messengers;
{{:Article 16 Discipline Procedure}}
:K Motor Vehicle Employees;
{{:Article 17 Representation}}
:L Postal Clerks;
{{:Article 18 No Strike}}
:M Mail Equipment Shop employees; or
{{:Article 19 Handbook and Manuals}}
:N Mail Transport Equipment Centers and Supply Center employees.
{{:Article 20 Parking}}
=== Section 1.3 Facility Exclusions ===
{{:Article 21 Benefit Plans}}
This Agreement does not apply to employees who work in other employer facilities which are not engaged in customer services and mail processing, previously understood and expressed by the parties to mean mail processing and delivery, including but not limited to Headquarters, Area Offices, Postal Data Centers, Postal Service Training and Development Institute, Oklahoma Postal Training Operations, Postal Academies, Postal Academy Training Institute, Stamped Envelope Agency, Supply Centers, Mail Equipment Shops, or Mail Transport Equipment Centers and Repair Centers.
{{:Article 22 Bulletin Boards}}
=== Section 1.4 Definition ===
{{:Article 23 Rights of Union Officials to Enter Postal Installations}}
Subject to the foregoing sections, this Agreement shall be applicable to all employees in the regular work force of the U.S. Postal Service, as defined in Article 7, at all present and subsequently acquired installations, facilities, and operations of the Employer, wherever located.
{{:Article 24 Employees on Leave with Regard to Union Business}}
=== Section 1.5 New Positions ===
{{:Article 25 Higher Level Assignments}}
:A Each newly created position shall be assigned by the Employer to the national craft unit most appropriate for such position within thirty (30) days after its creation. Before such assignment of each new position the Employer shall consult with the Union for the purpose of assigning the new position to the national craft unit most appropriate for such position. The following criteria shall be used in making this determination:
{{:Article 26 Uniform and Work Clothes}}
::A1 existing work assignment practices;
{{:Article 27 Employee Claims}}
::A2 manpower costs;
{{:Article 28 Employer Claims}}
::A3 avoidance of duplication of effort and "make work" assignments;
{{:Article 29 Limitation On Revocation of OF-346}}
::A4 effective utilization of manpower, including the Postal Ser- vice's need to assign employees across craft lines on a temporary basis;
{{:Article 30 Local Implementation}}
::A5 the integral nature of all duties which comprise a normal duty assignment;
{{:Article 31 Union-Management Cooperation}}
::A6 the contractual and legal obligations and requirements of the parties.
{{:Article 32 Subcontracting}}
:B The Union shall be notified promptly by the Employer regarding assignments made under this provision. Should the Union dispute the assignment of the new position within thirty (30) days from the date the Union has received notification of the assignment of
{{:Article 33 Promotions }}
:C the position, the dispute shall be subject to the provisions of the grievance and arbitration procedure provided for herein.
{{:Article 34 Work and/or Time Standards}}
=== Section 1.6 Performance of Bargaining Unit Work ===
{{:Article 35 Alcohol And Drug Recovery Programs}}
:A Supervisors are prohibited from performing bargaining unit work at post offices with 100 or more bargaining unit employees, except:
{{:Article 36 Credit Unions and Travel}}
::A1 in an "emergency" which is defined to mean an unforeseen circumstance or a combination of circumstances which calls for immediate action in a situation which is not expected to be of a recurring nature;
{{:Article 37 Special Provisions}}
::A2 for the purpose of training or instruction of employees;
{{:Article 38 Labor-Management Committee}}
::A3 to assure the proper operation of equipment;
{{:Article 39 Separability and Duration}}
::A4 to protect the safety of employees; or
::A5 to protect the property of the USPS.
:B In offices with less than 100 bargaining unit employees, supervisors are prohibited from performing bargaining unit work except as enumerated in Section 1.6A1 through 1.6A5 above or when the duties are included in the supervisor's position description.
(The preceding Article, Article 1, shall apply to Mail Handler Assistant employees.)
[See Memo, page 129]
== ARTICLE 2 NON-DISCRIMINATION AND CIVIL RIGHTS ==
=== Section 2.1 Statement of Principles ===
The Employer and the Union agree that there shall be no discrimination by the Employer or the Union against employees because of race, color, creed, religion, national origin, sex, age, or marital status. In addition, consistent with the other provisions of this Agreement, there shall be no unlawful dis- crimination against employees, as prohibited by the Rehabilitation Act of 1973 or the Vietnam Era Veterans’ Readjustment Assistance Act of 1974.
[See Memos, pages 129-132]
=== Section 2.2 Committee ===
Non-Discrimination and Civil Rights are proper subjects for discussion at Labor-Management Committee meetings at the national, regional/area and local levels provided in Article 38.
=== Section 2.3 Grievances ===
Grievances arising under this Article may be filed at Step 2 of the grievance procedure within fourteen (14) days of when the employee or the Union has first learned or may reasonably have been expected to have learned of the alleged discrimination, unless filed directly at the national level, in which case the provisions of this Agreement for initiating grievances at that level shall apply.
=== Section 2.4 Dual Filing ===
The Union, at the national and local levels, will take affirmative steps to ensure that bargaining-unit employees are informed that they should not pursue essentially contractual matters simultaneously under the grievance and EEO processes.
The Union, at the national and local levels, will not encourage dual filing of grievances.
(The preceding Article, Article 2, shall apply to Mail Handler Assistant employees.)
== ARTICLE 3 MANAGEMENT RIGHTS ==
The Employer shall have the exclusive right, subject to the provisions of this Agreement and consistent with applicable laws and regulations:
::3.1 To direct employees of the Employer in the performance of official duties;
::3.2 To hire, promote, transfer, assign, and retain employees in positions within the Postal Service and to suspend, demote, discharge, or take other disciplinary action against such employees;
::3.3 To maintain the efficiency of the operations entrusted to it;
::3.4 To determine the methods, means, and personnel by which such operations are to be conducted;
::3.5 To prescribe a uniform dress to be worn by designated employees; and
::3.6 To take whatever actions may be necessary to carry out its mission in emergency situations, i.e., an unforeseen circumstance or a combination of circumstances which calls for immediate action in a situation which is not expected to be of a recurring nature.
(The preceding Article, Article 3, shall apply to Mail Handler Assistant employees.)
== ARTICLE 4 TECHNOLOGICAL AND MECHANIZATION CHANGES ==
Both parties recognize the need for improvement of mail service.
=== Section 4.1 Advance Notice ===
The Union at the national level will be informed as far in advance as practicable, but no less than 30 days in advance, of implementation of technological or mechanization changes which affect jobs including new or changed jobs in the area of wages, hours or working conditions. When major new mechanization or equipment is to be purchased and installed, the Union at the national level will be informed as far in advance as practicable, but no less than 90 days in advance.
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