Section 1.1 2020: Difference between revisions

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(Created page with "=== Section 1.1 President’s Salary/Benefit Package: === <ul>Salary</ul> – The base salary of a full-time President will be figured on that individual’s hourly postal rate with a 40-hour work week. In addition, the President will receive an additional 25% of his/her base salary. The President will receive all contractual and COLA raises and any bonuses which are received by Mail Handlers. If it is a percentage raise, that raise will be at the current Mail Handler ra...")
 
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<ul>Salary</ul> – The base salary of a full-time President will be figured on that individual’s hourly postal rate with a 40-hour work week. In addition, the President will receive an additional 25% of his/her base salary. The President will receive all contractual and COLA raises and any bonuses which are received by Mail Handlers. If it is a percentage raise, that raise will be at the current Mail Handler rate of pay for the President. All contractual and COLA increases gained by the Office of President will become part of the President’s base salary.
<ul>Salary</ul> – The base salary of a full-time President will be figured on that individual’s hourly postal rate with a 40-hour work week. In addition, the President will receive an additional 25% of his/her base salary. The President will receive all contractual and COLA raises and any bonuses which are received by Mail Handlers. If it is a percentage raise, that raise will be at the current Mail Handler rate of pay for the President. All contractual and COLA increases gained by the Office of President will become part of the President’s base salary.


Benefits – Local 315, as the President’s employer, will make payment directly to the Disbursing Officer for the employer portion of health and life insurance and Postal retirement contributions not to exceed the benefits that the President had in the year prior to taking office. Local 315 will match the President’s contribution to TSP up to a maximum of 5%. Local 315 will automatically contribute 1% to TSP if the President elects to not make voluntary contributions.
<ul>Benefits</ul> – Local 315, as the President’s employer, will make payment directly to the Disbursing Officer for the employer portion of health and life insurance and Postal retirement contributions not to exceed the benefits that the President had in the year prior to taking office. Local 315 will match the President’s contribution to TSP up to a maximum of 5%. Local 315 will automatically contribute 1% to TSP if the President elects to not make voluntary contributions.
<ol style="list-style-type:upper-alpha">
Local 315, as employer, will pay into the LIUNA Pension Fund as required by the LIUNA Local Union and District Council Pension Fund Agreement.
  <li>Managerial and supervisory personnel;</li>
<ul>Sick Leave</ul> – The President will accrue sick leave at the rate as if he/she was still employed by the Post Office. The President can accumulate a maximum of 320 hours. At the end of each year all unused sick leave in excess of 320 hours will be bought out by the Local at the President’s Postal Base Salary.
  <li>Professional employees;</li>
 
  <li>Employees engaged in personnel work in other than a purely non-confidential clerical capacity;</li>
<ul>Annual Leave</ul> – The President will accrue annual leave at the rate he/she was as if still employed by the Post Office. The President can accumulate a maximum of 320 hours. At the end of each year all unused annual leave in excess of 320 hours will be bought out by the Local at the President’s Postal Base Salary.
  <li>Security guards as defined in Public Law 91-375, 1201(2);</li>
  <li>All Postal Inspection Service employees;</li>
  <li>Employees in the supplemental work force, '''as previously defined in Article 7 of the 2016 National Agreement''';</li>
  <li>Rural Letter Carriers;</li>
  <li>City Letter Carriers;</li>
  <li>Maintenance Employees;</li>
  <li>Special Delivery Messengers;</li>
  <li>Motor Vehicle Employees;</li>
  <li>Postal Clerks;</li>
  <li>Mail Equipment Shop employees; or</li>
  <li>Mail Transport Equipment Centers and Supply Center employees.</li>
</ol>
<div class="toccolours mw-collapsible mw-collapsed">
CIM
<div class="mw-collapsible-content">
This provision sets forth various postal employees who are excluded from or are
not part of the bargaining unit represented by the NPMHU.  
The supplemental work force, which was previously defined in Article 7 of the
2016 National Agreement as casual employees, are excluded from the
bargaining unit. Additionally, managerial and supervisory personnel, employees
exclusively represented by one of the other postal unions, and postal employees
who work at the Mail Transport Equipment Centers are among those excluded
from the bargaining unit.
USPS – NPMHU Contract Interpretation Manual
Version 5 – June 2021 Article 1 – Page 3
Question: Are managers or supervisors members of the bargaining unit
represented by the NPMHU?
Answer: No. However, mail handlers serving in a temporary supervisory
position (204b) or in a supervisory training program are still considered to be craft
employees and may continue to accrue seniority in the mail handler craft. The
right of such employees and those detailed to EAS positions to bid on vacant
duty assignments or to encumber their current duty assignment is governed by
Article 12 (Section 12.3B12).
Question: Are postal employees still working at the Mail Transport Equipment
Centers or Repair Centers (MTEC) represented by the NPMHU?
Answer: Yes. However, they are considered to be members of a separate
bargaining unit, and therefore are not directly covered by the 2019 National
Agreement between the NPMHU and the Postal Service. Rather, pursuant to the  
Memorandum of Understanding Mail Transport Equipment Centers/Repair
Centers (MOU) that is contained in the 1998 National Agreement, the terms and
conditions of employment for employees at the MTECs are governed by the  
Supplemental Agreement covering the MTECs (as specifically modified by the
MOU) until all such postal facilities are closed and all employees are reassigned
in accordance with the Memorandum of Understanding regarding reassignment
from MTEC facilities.
</div></div>

Revision as of 18:52, 24 March 2023

Section 1.1 President’s Salary/Benefit Package:

    Salary

– The base salary of a full-time President will be figured on that individual’s hourly postal rate with a 40-hour work week. In addition, the President will receive an additional 25% of his/her base salary. The President will receive all contractual and COLA raises and any bonuses which are received by Mail Handlers. If it is a percentage raise, that raise will be at the current Mail Handler rate of pay for the President. All contractual and COLA increases gained by the Office of President will become part of the President’s base salary.

    Benefits

– Local 315, as the President’s employer, will make payment directly to the Disbursing Officer for the employer portion of health and life insurance and Postal retirement contributions not to exceed the benefits that the President had in the year prior to taking office. Local 315 will match the President’s contribution to TSP up to a maximum of 5%. Local 315 will automatically contribute 1% to TSP if the President elects to not make voluntary contributions.

Local 315, as employer, will pay into the LIUNA Pension Fund as required by the LIUNA Local Union and District Council Pension Fund Agreement.

    Sick Leave

– The President will accrue sick leave at the rate as if he/she was still employed by the Post Office. The President can accumulate a maximum of 320 hours. At the end of each year all unused sick leave in excess of 320 hours will be bought out by the Local at the President’s Postal Base Salary.

    Annual Leave

– The President will accrue annual leave at the rate he/she was as if still employed by the Post Office. The President can accumulate a maximum of 320 hours. At the end of each year all unused annual leave in excess of 320 hours will be bought out by the Local at the President’s Postal Base Salary.

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