NPMHU 2022 Ratification Booklet

Documents: NPMHU 2022 Ratification Booklet

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NPMHU 2022 Ratification Booklet

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 described 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 19, 2022 – the basic annual salary for each grade and step of Table One and Table Two shall be increased by an amount equal to 1.3% of the basic annual salary for the grade and step in effect on September 20, 2022.
Effective November 18, 2023 – the basic annual salary for each grade and step of Table One and Table Two shall be increased by an amount equal to 1.3% of the basic annual salary for the grade and step in effect on September 20, 2022.
Effective November 16, 2024 – the basic annual salary for each grade and step of Table One and Table Two shall be increased by an amount equal to 1.3% of the basic annual salary for the grade and step in effect on September 20, 2022.
In addition to the above increases, for career employees hired after February 15, 2013, Steps BB, AA, and A will be increased effective November 19, 2022 by an additional 1.0% of the salary in effect on September 20, 2022. The entry Step BB rates as of November 19, 2022 shall be: Grade 4: $40,942 (Annual), $19.68 (Hourly); Grade 5: $42,568 (Annual), $20.47 (Hourly).

Explanation:

The underlined portions of these paragraphs mean that career Mail
Handlers will receive three general wage increases during the three-year term of the
2022 National Agreement. More specifically, Mail Handlers will receive 1.3% retroactive
to November 19, 2022, 1.3% effective on November 18, 2023, and 1.3% on November 16,
2024. In addition, as noted below, there are additional pay adjustments effective in both
November 2022 and no later than six months after ratification. For a Level 4 Mail Handler
at top step, the wage increases during the three years of the 2022 National Agreement –
not including COLA – will total $2,715, with each increase totaling $905. For a Level 5
Mail Handler at top step, these general wage increases – again not including COLA – will
total $2,760 over the three years of the contract, with each increase totaling approximately
$920. When projected COLA payments are added, these will provide additional increases
in base wages, over and above the general wage increases precisely described above. In
addition, the lower three steps for new career employees will be increased by an additional
1.0% of base pay effective in November 2022.

Section 9.3 Cost of Living Adjustment

1. Definitions
1. "Consumer Price Index" refers to the "National Consumer Price Index for Urban Wage Earners and Clerical Workers," published by the Bureau of Labor Statistics, United States Department of Labor (1967=100) and referred to herein as the "Index."
2. "Consumer Price Index Base" refers to the Consumer Price Index for the month of July 2022 [2019] and is referred to herein as the "Base Index."
2. Effective Dates of Adjustment Each eligible employee covered by this Agreement shall receive cost-of-living adjustments, upward, in accordance with the formula in 4.C, below, effective on the following dates:
   - the second full pay period after the release of the January 2023 [2020] Index
   - the second full pay period after the release of the July 2023 [2020] Index
   - the second full pay period after the release of the January 2024 [2021] Index
   - the second full pay period after the release of the July 2024 [2021] Index
   - the second full pay period after the release of the January 2022 [2019] Index
   - the second full pay period after the release of the July 2022 [2019] Index
3. The basic salary schedule provided for in Table One and Step P of Table Two of this Agreement shall be increased 1 cent per hour for each full 0.4 of a point increase in the applicable Index above the Base Index. For example, if the increase in the Index from January 2023 [January 2022] to July 2023 [January 2020] is 1.2 points, pay scales for employees in Table One and Step P of Table Two of this Agreement will be increased by 3 cents per hour. In no event will a decline in the Index below the Base Index result in a decrease in the pay scales provided for in this Agreement. Steps BB through O in the basic salary schedules provided for in Table Two of this Agreement shall receive COLAs calculated using the formula in this paragraph, adjusted proportionally as reflected in Table Two.

Explanation:

These changes ensure that all career employees covered by the tentative
agreement will receive six cost-of-living adjustments during calendar years
2023 through 2025, with the first COLA effective in March 2023. The exact
amount of the COLAs will be based on future increases in the Consumer
Price Index. As Mail Handlers know from previous years, because of largely
unpredictable fluctuations in the rate of inflation, economists have great
difficulty in accurately projecting the amount of these COLAs. For example,
the seven COLAs paid during the 40-month term of the 2016 National
Agreement averaged $345 per COLA, and the six COLAs paid during the
2019 National Agreement averaged $1,081 per COLA. If these averages
were to repeat themselves during the term of the 2022 National Agreement,
the COLA provision, by itself, could provide between $1,800 and $6,000 in
additional base wage increases over the next three years. Of course, should
inflation moderate, these guaranteed COLA payments will be lower, and
should inflation remain high, these guaranteed COLA payments could result
in large wage increases. That is why continuation of the COLA provision is
so important.

Section 9.7 Mail Handler Assistant Employees

In addition to the general increases provided in Section 9.1 above, MHAs will receive an increase of 1.0% annually, for a total of 2.3% effective November 19, 2022, 2.3% effective November 18, 2023, and 2.3% effective November 16, 2024.

All percentage increases are applied to the wage rates in effect on September 20, 2023.

In addition, the current MHA rate for Grade 4 and Grade 5 will be increased by $0.50 effective (PP25-2022) November 19, 2022. Also, effective no later than the first full pay period 180 days after ratification, a new step, Step B, will be added to the MHA wage scale for Grade 4 and Grade 5. Step B will be $0.50 higher than the Step A rate for RSC M4 for the respective wage in Grade 4 and Grade 5. The step waiting period to reach Step B will be 6 months. RSC M4 Step B will remain $0.50 higher than Step A in perpetuity; there will be no separate calculation for increases applied to this wage rate. Upon initial implementation, any MHA in RSC M4 with 6 months or more of relative standing will move to Step B.

Explanation:

For MHAs, the years covered by the new National Agreement will mean
three general wage increases, each one a full one percent above those
provided to career employees for a total of 2.3% in November 2022;
2.3% in November 2023; and 2.3% in November 2024. In addition, as
noted above, there will be an additional $0.50 per hour general wage
increase for MHAs effective on November 19, 2022, as well as an
additional $0.50 step increase for all MHAs with at least 180 days of
service no later than 6 months following ratification. At Level 4, the
MHA rate that was at $13.75 in 2013 and has recently been $17.32,
will immediately go to $18.22 per hour retroactively effective in
November 2022, and to $19.12 effective toward the end of 2023 for
MHAs with at least 180 days.

Elimination of Career Entry Step

Effective no later than the first full pay period 180 days after ratification, Step BB will be eliminated from the RSC M7 wage scale for designated activity codes: 120, 320, and 420. Step AA will become the new entry step. Employees in Step BB will advance to Step AA and will have their time in step waiting period reset to zero.

Waiting Period Between Steps

Effective no later than the first full pay period 180 days after ratification, the step waiting periods in the RSC M7 wage scale will be reduced from 52 weeks to 48 weeks between all steps. As of the implementation date, any employee who has at least 48 weeks in time in step credit will advance to the next step and will have their time in step credit reset. All other employees remain in the same step, retaining time in step credit.

Explanation:

In addition to the general wage increases and COLAs, the 2022 National
Agreement makes two changes to the wage scale for those career
employees appointed on or after February 15, 2013:

• Elimination of Step BB. As a result, the wage scale will be reduced
  from 18 to 17 steps.
• Reduction of the waiting period to advance to the next step on
  the wage scale from 52 weeks to 48 weeks.

The result of these two changes is that the time for a career mail
handler to move from the entry level step to the top step (P) has been
reduced by more than 2 years (from 17 years to less than 15 years), a
total reduction of 116 weeks.

Article 8 Hours of Work

Section 8.1 Work Week

The work week for full-time employees [regulars] shall be forty (40) hours per week, eight (8) hours per day within ten (10) consecutive hours, provided, however, that in all offices with more than 100 full-time employees in the bargaining 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

In postal installations which have 200 or more work years of employment in the regular work force, career employees in mail processing shall have consecutive scheduled days off, unless otherwise agreed to by the parties at the local level.

Explanation:

This new provision ensures that, in larger facilities which have 200 or
more work years of employment, career employees in the mail handler craft have
consecutive scheduled days off unless the parties agree otherwise at the local level.
This will ensure that regular Mail Handlers in these larger facilities get back-to-back
days off as part of their regular schedule.

Section 8.3 Exceptions

Section 8.2C above shall not apply to part-time employees or MHAs.

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.

All PTFs will be guaranteed a minimum of one (1) nonscheduled day each service week, except during the peak season exception period in their installation. Management will notify PTF employees of their assigned nonscheduled day by the Wednesday preceding the service week.

MHAs will be scheduled in accordance with Section 2, A and B of this Article. All MHAs will be offered a minimum of one (1) nonscheduled day each service week, except during the peak season exception period in their installation. Management will notify MHAs of their assigned nonscheduled day by the Wednesday preceding the service week.

Explanation:

These changes grant MHAs and PTFs at least one nonscheduled day off
each service week, except for the peak season exception period of four
pay periods. Management will provide notification of these days off no
later than the Wednesday before the service week in question.

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:
* * *

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.

Explanation:

The elimination of “regulars” in the introductory paragraph of this
provision and in the last paragraph will ensure that the rights of
“full-time regulars” to volunteer for overtime and their rights to be
last for mandated overtime are extended to the “full-time flexibles”
created by the new MHA auto conversion MOU.

ARTICLE 8.7 Night Shift Differential

Night shift differential rates will be increased by a fixed amount for RSC M and M7 Steps A through P:

• 1.0% increase effective (PP12-2023) May 20, 2023.
• 1.5% increase effective (PP12-2024) May 18, 2024.
• 2.0% increase effective (PP12-2025) May 17, 2025.

Night shift differential rates will be increased by a fixed amount for RSC M4 and RSC M7 Steps BB and AA:

• 2.0% increase effective (PP12-2023) May 20, 2023.
• 2.0% increase effective (PP12-2024) May 18, 2024.
• 2.0% increase effective (PP12-2025) May 17, 2025.

All increases will be applied to the most recent night shift differential table preceding the increase.

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 guaranteed 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 employee 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.

Explanation:

The elimination of “regular” in this provision will ensure that the same
eight hours for a non-scheduled day granted to “full-time regulars” on
their non-scheduled day is extended to the “full-time flexibles” created
by the new MHA auto conversion MOU.

Memorandum of Understandings

ADMINISTRATIVE LEAVE FOR BONE MARROW,
STEM CELL, BLOOD PLATELET, AND ORGAN DONATIONS

The parties agree the maximum administrative leave that can be granted per leave year to cover qualification and donation is limited to the following:

1. A full-time employee or part-time regular career employee is limited to:
1. for bone marrow, up to 56 hours;
2. for stem cells, up to 56 hours;
3. for blood platelets, up to 56 hours; and
4. for organs, up to 240 hours.
2. A part-time flexible [or part time regular career] employee or a Mail Handler Assistant employee may be granted leave up to the limits of seven (7) days for bone marrow, stem cells, or blood platelets, and up to the limit of thirty (30) days for organs. The amount of leave that may be granted will be based on the employee’s average daily work hours in the preceding 26 weeks, but not to exceed 8 hours per day.

(The preceding MOU, Administrative Leave For Bone Marrow, Stem Cell, Blood Platelet, and Organ Donations, shall apply to Mail Handler Assistant employees.)

Explanation:

The changes to this MOU make clear that that this special provision
applies not just to full-time regular employees, but also to the
“full-time flexible” positions created by the new MHA auto conversion MOU.

Re: PTF Annual Leave

The parties agree that forty (40) hours of annual leave will be advanced to part-time flexible (PTF) employees, prorated to the end of the leave year for their first leave year as a PTF, and annually thereafter, unless and until the employee converts to full-time status.

Explanation:

Under this new provision, all PTFs will be advanced 40 hours of annual
leave per year, prorated to the end of their first leave year following ratification

BEREAVEMENT LEAVE

NPMHU represented employees may use a total of up to three workdays of annual leave, sick leave or leave without pay, to make arrangements necessitated by the death of a family member or attend the funeral of a family member. Authorization of leave beyond three workdays is subject to the conditions and requirements of Article 10 of the National Agreement, Subsection 510 of the Employee and Labor Relations Manual and the applicable local memorandum of understanding provisions. Definition of Family Member. "Family member" is defined as a:

1. Son or Daughter — a biological or adopted child, stepchild, daughter-in-law or son-in-law;
2. Spouse;
3. Parent — mother, father, mother-in-law, or father-in-law;
4. Sibling — brother, sister, brother-in-law, or sister-in-law;
5. Grandchild; or
6. [(e)] Grandparent.

The in-laws referenced in this MOU applies to children, including adopted children, stepchildren, and spouses thereof; spouse and parents thereof; and brothers and sisters and spouses thereof.

Explanation:

This new provision on bereavement leave expands the coverage of this
MOU to include grandchildren. It also clearly defines the term “in-laws” in relation to
children (including step and adopted), spouses of your children (including step and
adopted), parents of your children’s spouse, and siblings of your spouse.

Effective May 21, 2023, the allowance for uniforms and work clothes will be increased by 2.5%. Effective May 21, 2024, the allowance for uniforms and work clothes will be Increased by 2.5%. Effective May 21, 2025, the allowance for uniforms and work clothes will be Increased by 2.5%. Unused portions of an eligible employee's annual allowance for uniform and work clothing will be carried over and available for use beginning twelve {12) months after the end of each anniversary year. An eligible employee's uniform or work clothing allowance balance may not exceed the sum of two {2) years of the employee's annual allowance entitlement. This uniform and work clothing program adjustment will be implemented no later than twelve (12) months from the date of ratification.

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 (including pregnancy), age, or marital status. In addition, consistent with the other provisions of this Agreement, there shall be no unlawful discrimination against employees or individuals with disabilities, as prohibited by the Rehabilitation Act of 1973 or the Vietnam Era Veterans' Readjustment Assistance Act of 1974.

Explanation:

The addition of “pregnancy” and “individuals with disabilities” will clarify
Article 2 to protect Mail Handlers who are pregnant, and who may have
a disability. The inclusion of this language makes clear that the
protections of Article 2 cover employees falling within these terms.

MANAGEMENT'S RESPONSIBILITY Management has an obligation to reasonably accommodate deaf and hard of hearing [impaired] employees with a disability under the Rehabilitation Act (the "Act") and applicants who request assistance in communicating with or understanding others in work related situations, such as but not limited to: a. Duringinvestigatoryinterviewswhichmayleadtodiscipline,discussions with a supervisor on job performance or conduct, corrective actions, or presentation of a grievance pursuant to Article 17 and other provisions of the Collective Bargaining Agreement. b. Duringformalclassroominstructionandsomeaspectsofinformal training. c. During portions of EAP programs and EEO counselings. d. Incriticalelementsoftheselectionprocesssuchasduringtestingand interviews. e. During employee orientations and safety talks, CFC and Savings Bond Kickoff meetings. f. During the filing or meetings concerning an employee's OWCP claim. g. During service talks longer than five (5) minutes and meetings to discuss work procedures, policies and assignments. h. During meetings to discuss excessing or consolidation and related job selection. i. During meetings to discuss retirement options and issues. A reasonable accommodation must be approached on a highly individual, case-by-case basis. The individual's input must be considered prior to making a decision regarding accommodation. IMPLEMENTATION This obligation is met by selecting an appropriate resource from the variety of resources available. In selecting a resource, the following, among others, should be considered, as appropriate: • Management Instruction (MI) regarding Providing Communication Accommodations to Employees and Applicants who are Deaf or Hard of Hearing. • The ability of the deaf and hard of hearing employee to understand various methods of communication and the ability of others to understand the deaf and hard of hearing employee. • The importance of the situation as it relates to work requirements, job rights, and benefits. • The availability and cost of the alternative resources under consideration. • Whether the situation requires confidentiality. Available resources which should be considered include, but are not limited to the following: a. Installation heads are authorized to pay for certified interpreters. Every effort will be made to provide certified interpreters when deemed necessary by an application of the principles set forth herein. Costs for sign language interpreting services are covered by a centralized budget at Headquarters. b. In some states, the Division of Vocational Rehabilitation (DVR) provides interpreters at no charge. c. Volunteer interpreters or individuals skilled in signing may be obtained from the work force or from the community. A skilled interpreter is anyone who can provide effective interpretation in the sign language used by the signing employees. d. In some situations, such as day-to-day instructions and routine communications, written communications may be appropriate based on the employee's ability to comprehend written communications. e. All Postal Service employees who supervise employees who are deaf and hard of hearing, as well as [Supervisors,] training specialists, EAP, and EEO counselors, may be trained in sign language and must complete Postal Service-approved training on the following subjects: • Effective communication with employees who are deaf and hard of hearing, • Providing qualified sign language interpreters. • Use of VRI and VRS. f. Deaf and hard of hearing applicants [should normally] will be scheduled for a specific examination time when an interpreter will be available. g. State or Federal Relay services or other postal-approved technology, such as Video Relay Services (VRS) or VRI - if available and authorized - or other new and evolving technologies that are available, authorized and approved, may provide a way for a deaf or hard of hearing employee to conduct postal business by phone or video with other employees and customers. h. When possible, interpreting services as described in (a) though (f) above should be scheduled as far in advance as possible. i. In the event of an emergency situation, the Postal Service will strive to communicate the nature of the emergency as soon as possible. Management will provide the following assistance for deaf and hard of hearing employees with a disability under the Act: a. All films, videos, or videotapes designed for the training or instruction of regular work force employees developed on or after October 1, 1987, shall be opened or closed captioned. To the extent practicable, existing films or videotapes developed nationally that will continue to be used by the deaf and hard of hearing with some frequency, will be opened or closed captioned. b. Special [tele]communications devices for the deaf and hard of hearing will be installed in all postal installations employing deaf and hard of hearing employees pursuant to the requirements contained in the Management Instruction regarding Providing Communication Accommodations to Employees and Applicants Who are Deaf or Hard of Hearing. [in the regular workforce] Special communications devices, or telephone volume control devices will be installed for hard of hearing employees whenever a hard of hearing employee needs a reasonable accommodation in order to communicate by phone. These devices will be available to deaf and hard of hearing employees for official business and in the case of personal emergencies. As appropriate, Management will provide training to staff on the use of these special telecommunication devices. c. A visual alarm will be installed on all moving powered industrial equipment powered by electric motor or internal combustion engine in all postal installations employing deaf [and hard of hearing] employees or in any installation [in the regular workforce,] where such a reasonable accommodation is necessary for a hard of hearing employee. d. Visual fire alarms will be installed in all new postal installations (installations for which the U.S. Postal Service, as of the effective date of this agreement, has not awarded a contract for the design of the building) where the Postal Service installs audible fire alarms. The parties will discuss and seek to agree at the local level about the installation in such other facilities as may be appropriate. e. The Postal Service will ensure that all Postal Service facilities nationwide maintain an Emergency Action Plan. The plan will address the requirements for an employee alarm system that: • Complies with Occupational Safety and Health Administration regulations; and • Provides adequate notice to employees so they can take the appropriate actions necessary to escape the workplace safely. JOINT LABOR-MANAGEMENT MEETINGS Discussion of problem areas with regard to the use of certified sign interpreters, enhancement of job opportunities for the deaf and hard of hearing, including recruitment and hiring efforts, type of special [tele]communications devices or volume control devices to be installed, [and] installation of visual alarms or other systems such as tactile devices at other than new postal installations, and the availability of new technologies which may help deaf and hard of hearing employees perform a variety of tasks, are appropriate matters for considerations at Joint Labor-Management meetings. Discussion of such matters at Labor-Management meetings is not a prerequisite to the filing or processing of a grievance.

Explanation: The language of this MOU will be updated to reflect changes in technology used in USPS facilities. Specifically, it expands the opportunities by which Mail Handlers might receive a reasonable accommodation, as well as what tools management may employ to provide a meaningful accommodation. The updates here also provide important definitions and clarifications, such the definition of “a skilled interpreter,” which will aid USPS management in ensuring that the appropriate accommodation is chosen. ARTICLE 2 NON-DISCRIMINATION AND CIVIL RIGHTS (NEW) MEMORANDUM OF UNDERSTANDING RE: Dignity and Respect in the Workplace The Postal Service and the Union are committed to improving workplace relationships and to treating each and every individual employee with dignity and respect. The parties agree that they have a mutual interest in creating a positive work environment and culture, thus ensuring that the Postal Service is an “employer of choice.” The parties further agree that individual or systemic concerns or issues touching on matters of dignity and respect are best served through a cooperative effort. Treating every employee with dignity and respect therefore is a proper subject for discussion at Labor-Management Committee meetings at the national, regional/area and local levels provided in Article 38. The guiding principle of any joint discussions should be to improve the work climate and daily relationships on the workroom floor, and to ensure the operational success of the Postal Service. This Agreement is without prejudice to the Postal Service's right to make changes to policy consistent with Article 19 and 34, and the Union's ability to challenge the same. No retaliatory action is to be taken against any employee for alleging wrongdoing of any sort within the U.S. Postal Service to the Office of the Inspector General, to the Inspection Service, or to responsible officials of the Postal Service. This Memorandum of Understanding will terminate upon expiration of the 2022 National Agreement. Explanation: This new MOU codifies dignity and respect within the workplace for all employees, including all mail handler craft employees. It mandates that all employees and managers maintain an environment of dignity and respect in the workplace. It also specifies that larger issues violating an environment characterized by dignity and

respect may be discussed at Labor-Management Committee meetings. Importantly, it protects any member of the mail handler craft who alleges a breach in dignity and respect from retaliation by management. ARTICLE 6 LAYOFF AND REDUCTION IN FORCE MEMORANDUM OF UNDERSTANDING Each employee who is employed in the regular work force as of September 20, 2022 [19] and who has not acquired the protection provided under Article 6 shall be protected henceforth against any involuntary layoff or force reduction during the term of this Agreement. It is the intent of this Memorandum of Understanding to provide job security to each such employee during the term of this Agreement; however, in the event Congress repeals or significantly relaxes the Private Express Statutes this Memorandum shall expire upon the enactment of such legislation. In addition, nothing in this Memorandum of Understanding shall diminish the rights of any bargaining-unit employees under Article 6. Since this Memorandum of Understanding is being entered into on a non-precedential basis, it shall terminate for all purposes at midnight September 20, 2025, [22] and may not be cited or used in any subsequent dispute resolution proceedings. Explanation: The change in this MOU fixes the dates to reflect its inclusion in the new contract, as well as its expiration in concordance with the expiration of the 2022 National Agreement. Under this no lay-off clause, all career Mail Handlers in the regular work force as of September 20, 2022 will be protected against layoff or force reduction, unless Congress repeals or significantly relaxes the Private Express Statutes. Without this clause, only Mail Handlers with six or more years of service would be protected against layoff or force reduction under Article 6. This is a crucial part of the National Agreement considering the Postmaster General’s restructuring, inflation, and the uncertain financial state of the Postal Service. ARTICLE 7 EMPLOYEE CLASSIFICATIONS

B Mail Handler Assistant Employees (MHAs)

3. The total number of MHAs within an installation will not exceed 25% [24.5] 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 [two (2) accounting periods] between October 1 and January 31 each [per] fiscal year [identified as set forth below]. The Employer shall identify and notify the Union, at the national level [and at the appropriate installation], of the [which two (2) accounting periods] four (4) pay periods [in each fiscal year] within the October 1 to January 31 time frame during which it may exceed the 25 [24.5] % limitation in [that] installations with MHAs. S[s]uch notice will be provided at least three [six] (3[6]) months in advance of the [beginning] start date of the identified [affected accounting] pay period(s). 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. The Employer will provide the Union at the National level with a [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] pay period. In the event that the Employer exceeds the 25% [24.5%] limitation by installation, a remedy, if any, will be determined by the individual facts and on a case-by-case basis. 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. Explanation: This tentative agreement more clearly defines the eligible peak exception period as October 1 through January 31. Though the MHA cap has increased by 0.5%, this provision would limit the exception period to 4 consecutive pay periods (which is equal to 2 accounting periods). Whatever pay consecutive periods the Postal Service chooses to exceed the MHA cap, they must do so at all installations. In other words, they will be one peak season for all facilities employing mail handler craft employees. Once USPS has selected its peak season exception period within the eligible window (October 1 and January 31), it will also be allowed four (4) weeks before the peak season exception period where the MHA cap will be ramped up by 1.0% per week. During this preceding four-week period, every week will see a cumulative increase of 1% increase above the cap. Week 1 shall be a 1% increase, week 2 shall be 2%, week 3 shall be 3%, and week 4 shall be 4%.

Article 11 Holidays

Section 11.1 Holiday

The following eleven (11) [ten (10)] days shall be considered holidays for full-time employees and part-time regular schedule employees, hereinafter referred to in this Article as “employees”:

New Year's Day

Martin Luther King, Jr.'s Birthday

Washington's Birthday (Presidents' Day)

Memorial Day

Juneteenth National Independence Day

Independence Day

Labor Day

Columbus Day

Veterans' Day

Thanksgiving Day

Christmas Day

Explanation:

The proposed change adds Juneteenth as a holiday for full time and part
time regulars, in accordance with Juneteenth National Independence Day
Act signed by President Biden and guidelines previously issued by the
USPS Deputy Postmaster General. This agreement also recognizes the
alternative notation of Washington’s Birthday as President’s Day. Finally,
the addition of “employees” to the first sentence makes clear that these
holidays apply to both full time regular and also full-time flexible employees
created under the new MHA auto conversion MOU.

Section 11.7 Holiday Part Time Schedule

A part-time flexible schedule employee shall not receive holiday pay as such. The employee shall be compensated for the eleven (11) [ten (10)] holidays by basing the employee's regular straight time hourly rate on the employee's annual rate divided by 1,992 [2,000] hours. For work performed on December 25, a part-time flexible schedule employee shall be paid in addition to the employee's regular straight time hourly rate, one-half(½) times the employee's regular straight time hourly rate for each hour worked up to eight (8) hours.

Explanation:

For PTF employees, the change from 10 to 11 holidays and the change
from 2000 to 1992 hours reflects the addition of Juneteenth as a holiday.

ARTICLE 12 PRINCIPLES OF SENIORITY POSTING AND REASSIGNMENTS Section 12.2 Principles of Seniority E Relative Standing of Part-Time Flexibles and Mail Handler Assistants

Explanation: The change updates the heading to include MHAs who already are covered by the body of this section. ARTICLE 12 PRINCIPLES OF SENIORITY POSTING AND REASSIGNMENTS Section 12.2 Principles of Seniority F Changes in Which Seniority is Lost Except as specifically provided elsewhere in this Agreement an employee begins a new period of seniority: F1 When the change is at the employee's request: F1a From one postal installation to another, the employee will begin a new period of seniority as a part-time flexible or, in an installation with 200 26

or more man years, as a full-time regular. [if such status is available in the installation.] F1b From another craft to the Mail Handler craft, the employee will begin a new period of seniority as a part-time flexible or, in an installation with 200 or more man years, as a full-time regular. [if such status is available in the installation.] Explanation: These changes clarify that a mail handler or another craft employee who, by their own request, chooses to transfer from one facility to one with over 200 years of experience among its employees, that the employee gaining a position in the mail handler craft will start a new period of seniority as a full-time regular. ARTICLE 12 PRINCIPLES OF SENIORITY POSTING AND REASSIGNMENTS Section 12.2 Principles of Seniority Section G Changes in Which Seniority is Retained, Regained, or Restored G5 Failure to Meet Qualification Standards. When an employee is returned to the Mail Handler craft for not being able to meet the qualification standards for a job in the same installation, the employee shall regain former Mail Handler seniority which shall not include the period of intervening employment in the other craft. Explanation: This change to Article 12.2G5 makes clear that employees who leave the mail handler craft but then fail to meet qualification standards in their new craft and thus return to mail handler would regain their former MH seniority for the period of time they were employed in the intervening craft. For example, if a Mail Handler of 8 months transfers to the Letter Carrier craft for two months and fails their driving test, they may return to the mail handler craft with only the original 8 months of seniority in the mail handler craft. ARTICLE 12 PRINCIPLES OF SENIORITY POSTING AND REASSIGNMENTS Section 12.2 Principles of Seniority G8 Except as otherwise specifically provided for in this Agreement, effective the date of this Agreement, when it is necessary to resolve a tie in seniority between two or more Mail Handler craft employees, the following criteria shall apply in the order set forth below:

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G8a. Prior to March 25, 2023: [G8a] i Total continuous postal career service in the Mail Handler craft within the installation. [G8b] ii Total postal career service in the Mail Handler craft within the installation. [G8c] iii Total postal career service in the Mail Handler craft. [G8d] iv Total postal career service within the installation. [G8e] v Total postal career service. [G8f] vi Total Federal service as shown in the service computation date. [G8g] vii Numerical by the last 3 or more numbers (using enough numbers to break the tie but not fewer than 3 numbers) of the employee's social security number, from the lowest to highest. G8b. On or after March 25, 2023: i. Total continuous postal career service in the Mail Handler craft within the installation. ii. Total postal career service in the Mail Handler craft within the installation. iii. Total postal career service in the Mail Handler craft. iv. Total postal service in the Mail Handler craft. v. Total postal career service within the installation. vi. Total postal career service. vii. Total Federal service as shown in the service computation date. viii. Numerical by the last 3 or more numbers (using enough numbers to break the tie but not fewer than 3 numbers) of the employee's Employee Identification Number (EIN), from the lowest to highest. Explanation: These changes are meant to provide that, effective prospectively beginning on March 23, 2023, the seniority tiebreakers will take account of “Total postal service in the Mail Handler craft” before their “Total postal career service within the installation.” This will give former MHAs priority over employees with prior service in another craft.

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The final tie breaker also is changed from last three or more numbers of the relevant Social Security Numbers to the last three or more numbers in the relevant Employee Identification Number. ARTICLE 12 PRINCIPLES OF SENIORITY POSTING AND REASSIGNMENTS Section 12.3 Principles of Posting B In the Mail Handler Craft, Vacant Craft Duty Assignments Will Be Posted for Bid as follows:

B6 No assignment will be posted because of change in starting time unless the change exceeds an hour. Any change in starting time that exceeds one (1) hour shall be posted for bid, except when there is a permanent change in starting time of more than one hour and up to and including four hours, the incumbent shall have the option to accept such new reporting time. If the incumbent does not accept the new reporting time, the incumbent shall become an unassigned full-time regular, and the assignment will be posted for bid. A change in start time of an assignment exceeding four (4) hours will include cumulative changes within the life of this Agreement. Cumulative changes must be within four hours prior and four hours after the start time of the assignment on the ratification date of this Agreement. When an assignment is posted for bid, the start time at the effective date of the bid will become the new point from which the cumulative changes are measured. Explanation: Incumbent Mail Handlers who do not accept a new reporting time that changes the original reporting time from between one to four hours will become an unassigned full-time regular, and the assignment that they were slotted to fill will be posted for bid. ARTICLE 12 PRINCIPLES OF SENIORITY POSTING AND REASSIGNMENTS Section 12.3 Principles of Posting E Successful Bidder E3 Normally, an employee shall work the duty assignment for which the employee has been designated the successful bidder. However, when an

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employee is moved off the employee's duty assignment, the employee shall not be replaced by another employee. For temporary reassignments not covered by Article 25, the movement of people outside the bid assignment area will be as follows: E3a employees from other crafts performing work in accordance with Articles 7 or 13; E3b MHAs; E3c part-time flexible employees; E3d full-time flexible employees; E3e[d] part-time regular employees; E3f[e] full-time regular Mail Handler employees; E3g[f] the order of movement of full-time regular Mail Handler employees in .3E3f[e], above shall be a subject for local negotiations; however, if an agreement is not reached at the local level, the matter will be referred to the Area Manager, Human Resources and the Regional Director, Mail Handlers Union for settlement. Explanation: The changes to this subsection integrate the full-time flexible employees (caused by the MOU on automatic conversion of MHAs) into the pecking order for making temporary reassignments.

ARTICLE 13 ASSIGNMENT OF ILL OR INJURED REGULAR WORK FORCE EMPLOYEES

Section 13.4 General Policy Procedures

* * *

A. Every effort shall be made to reassign the concerned employee within the employee's present craft or occupational group, even if such assignment reduces the number of hours of work for the MHAs. After all efforts are exhausted in this area, consideration will be given to reassignment to another craft or occupational group within the same installation.

Explanation:

As a protection for career Mail Handlers who may be ill or injured, the
Postal Service agrees to make every effort to keep the Mail Handler in
the Mail Handler craft, even if it reduces the number of work hours
granted to MHAs.

ARTICLE 14 SAFETY AND HEALTH R2022 LETTER OF INTENT DISTRICT ARBITRATION PANELS R2022 ARTICLE 21 BENEFIT PLANS R2022 ARTICLE 26 UNIFORM AND WORK CLOTHES R2022 ARTICLE 32 Subcontracting R2022 ARTICLE 35 EMPLOYEE ASSISTANCE PROGRAM R2022