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United States Postal Service and National Postal …

United States Postal Service and National Postal mail handlers union CContract Interpretation MManual (CIM) Version 2 Updated October 2004 CIM VERSION 2 OCTOBER, 2004 Changes to CIM Version 1, July 2003 are included in this document. The changes, which make up Version 2, shifted the pagination of the articles; therefore, complete Articles of the contract are included whenever changes have been made. Changes are noted by the presence of a change bar in the left margin. The following revisions/additions will be incorporated into Version 2 of the CIM: ARTICLE TOPIC Introduction Application of the CIM to pending and future grievances. Pages 1&2 Article No basis for grievances regarding supervisory performance Page 7 of bargaining unit work properly assigned to another craft. Article Addition of Pre-arbitration Settlement dealing with payment Page 20 of Sunday premium while on COP, military leave or court leave or while rescheduled due to compensable disability.

United States Postal Service and National Postal Mail Handlers Union Contract Interpretation Manual (CIM) Version 2 Updated October 2004

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1 United States Postal Service and National Postal mail handlers union CContract Interpretation MManual (CIM) Version 2 Updated October 2004 CIM VERSION 2 OCTOBER, 2004 Changes to CIM Version 1, July 2003 are included in this document. The changes, which make up Version 2, shifted the pagination of the articles; therefore, complete Articles of the contract are included whenever changes have been made. Changes are noted by the presence of a change bar in the left margin. The following revisions/additions will be incorporated into Version 2 of the CIM: ARTICLE TOPIC Introduction Application of the CIM to pending and future grievances. Pages 1&2 Article No basis for grievances regarding supervisory performance Page 7 of bargaining unit work properly assigned to another craft. Article Addition of Pre-arbitration Settlement dealing with payment Page 20 of Sunday premium while on COP, military leave or court leave or while rescheduled due to compensable disability.

2 Article Additional information regarding FMLA. Pages 23-31 Article 10 MOU Grammatical error corrected in response to second question Page 34 for LWOP in Lieu of SL/AL MOU. Article 10 FMLA Questions and Answers added to end of Article 10. Pages 35-44 Article Assignment of 204b, whose duty assignment is vacated, to Page 20 residual vacancy only after return to craft. Article 2(a) Method for calculating office size. Page 6 Article Definition of reasonable as it applies to payment of Page 19 waiting time for union arbitration witnesses. Article 15 MOU Citation for persuasive value of arbitration decisions issued Page 31 under APWU modified grievance procedure. Article CIM not considered new or amended provision of National Page 8 Agreement. USPS NPMHU Contract Interpretation Manual Version 2 October 2004 Introduction Page 1 Introduction This Contract Interpretation Manual (CIM), jointly prepared by the National Postal mail handlers union and the United States Postal Service , represents a good faith effort to identify contractual issues on which the National parties are in agreement regarding interpretation and application of the parties 2000 National Agreement.

3 The CIM is referenced in the National Agreement between the parties at Article 15, Section .3E, which is reprinted below. (Note that actual language from the National Agreement, Memoranda of Understanding and Letters of Intent is shaded in gray throughout the CIM.) E. The parties have agreed to jointly develop and implement a Contract Interpretation Manual (CIM) within six (6) months after the effective date of the 1998 National Agreement. The CIM will set forth the parties mutual understanding regarding the proper interpretation and/or application of the provisions of this Agreement. It is not intended to add to, modify, or replace, in any respect, the language in the current Agreement; nor is it intended to modify in any way the rights, responsibilities, or benefits of the parties under the Agreement. However, production of the CIM demonstrates the mutual intent of the parties at the National level to encourage their representatives at all levels to reach resolution regarding issues about which the parties are in agreement and to encourage consistency in the application of the terms of the Agreement.

4 For these reasons, the positions of the parties as set forth in the CIM shall be binding on the representatives of both parties in the resolution of disputes at the Local and Regional levels, and in the processing of grievances through Steps 1, 2 and 3 of the grievance-arbitration procedure. In addition, the positions of the parties as set forth in the CIM are binding on the arbitrator, in accordance with the provisions of Article , in any Regional level arbitration case in which the CIM is introduced. The CIM will be updated periodically to reflect any modifications to the parties positions which may result from National level arbitration awards, Step 4 decisions, or other sources. The parties representatives are encouraged to utilize the most recent version of the CIM at all times. The parties agree that the CIM will be made available to their representatives who are responsible for handling disputes at the Local and Area/Regional levels and for processing grievances at Steps 1, 2 and 3 of the grievance-arbitration procedure in an effort to reach resolution regarding issues about which the parties are in agreement and to assure consistency and compliance with the terms of the National Agreement.

5 The parties agreement in this regard is designed to facilitate the resolution of grievances and to reduce grievance backlogs. Contract interpretations set forth in the CIM may be cited and, if cited, shall be applied to all pending and future cases at Steps 1, 2 and 3 of the grievance procedure, and in Regional arbitration; this includes cases initiated USPS NPMHU Contract Interpretation Manual Version 2 October 2004 Introduction Page 2 prior to the issuance of the CIM to the extent that the specific contractual or handbook/manual language interpreted in the CIM was in effect at the time the case was initiated and has not subsequently been changed. USPS NPMHU Contract Interpretation Manual Preface The interpretations contained in the CIM should be self-explanatory. As specified in Article 15, Section .3E of the National Agreement, the CIM is not intended to add to, modify, or replace, in any respect the language in the National Agreement.

6 Additionally, the CIM is not intended to modify in any way the rights, responsibilities, or benefits or the parties under the Agreement. The positions of the parties contained in the CIM are binding on their representatives in the resolution of disputes at the Local and Area/Regional levels and in the processing of grievances at Steps 1, 2 and 3. The positions of the parties contained in the CIM are binding on the arbitrator in any Regional level arbitration case, regular or expedited, in which the CIM is introduced. If introduced in Regional level arbitration, the CIM will speak for itself and the parties advocates will not seek testimony on the content of the document from the National parties. The parties at the National level have committed to update the CIM periodically to reflect any modifications to their positions which may result from National arbitration awards, pre-arbitration settlements, Step 4 decisions, or other agreed upon sources.

7 The parties at the Local and Area/Regional levels should assure that they are working with the most recent version of the CIM at all times and that they apply any revisions or modifications prospectively from the date of revision. Version 1 - July 2003 Preface Page 1 USPS NPMHU Contract Interpretation Manual PREAMBLE This Agreement (referred to as the 2000 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 ). The 2000 mail handlers National Agreement was signed by the parties and became effective on April 10, 2002, after its ratification by the union s membership. Version 1 - July 2003 Preamble Page 1 USPS NPMHU Contract Interpretation Manual Version 2 October 2004 Article 1 Page 1 ARTICLE 1 union RECOGNITION Section Recognition The Employer recognizes the union designated below as the exclusive bargaining representative of all employees in the bargaining unit for which the union has been recognized and certified at the National level: National Postal mail handlers union , a Division of the Laborers International union of North America, AFL-CIO--- mail handlers .

8 The NPMHU is the exclusive bargaining agent representing mail handlers employed by the Postal Service . It has been so recognized in accordance with the terms of the Postal Reorganization Act (PRA) of 1970, which transformed the federal government agency known as the Post Office Department into a government-owned corporation named the United States Postal Service . The PRA also granted bargaining-unit employees the right to bargain collectively with respect to rates of pay, wages, hours of employment, or other conditions of employment. As the exclusive bargaining representative for all mail handlers , the NPMHU is the only organization that is entitled to represent mail handlers in their collective bargaining relationship with the Postal Service . The other unions exclusively representing large, National groups of USPS craft employees are: APWU or American Postal Workers union , AFL-CIO: clerks, maintenance, motor vehicle, mail equipment shops and material distribution center employees; NALC or National Association of Letter Carriers, AFL-CIO: city letter carriers; and NRLCA or National Rural Letter Carriers Association: rural letter carriers.

9 The NPMHU and the unions representing other Postal crafts all negotiated together and executed joint National Agreements with the Postal Service covering the periods 1971-73 and 1973-75. The NRLCA bargained separately for its 1975-78 Agreement and all agreements thereafter. The NPMHU remained in a jointly-bargained National Agreement with the APWU and NALC covering the periods 1975-78 and 1978-81. Beginning in 1981, and continuing to this day, the NPMHU has bargained separately for its own National Agreement. The APWU and NALC continued to bargain together as the Joint Bargaining Committee in 1981, 1984, 1987, and 1990, but have bargained separately since 1994. Presently, therefore, the four major Postal unions have separate National Agreements with the Postal Service . Article NPMHU Contract Interpretation Manual Version 2 October 2004 Article 1 Page 2 Section Exclusions The bargaining unit set forth in Section 1 above does not include, and this Agreement does not apply to: A Managerial and supervisory personnel; B Professional employees; C Employees engaged in personnel work in other than a purely non- confidential clerical capacity; D Security guards as defined in Public Law 91-375, 1201(2); E All Postal Inspection Service employees; F Employees in the supplemental work force as defined in Article 7; G Rural Letter Carriers; H City Letter Carriers; I Maintenance Employees; J Special Delivery Messengers; K Motor Vehicle Employees.

10 L Postal Clerks; M mail Equipment Shop employees; or N mail Transport Equipment Centers and Supply Center employees. 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, as defined in Article 7 (Section ), is comprised of casual employees, who 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. Question: Can a mail handler casual employee or another casual employee who performs mail handler work file a grievance? Article NPMHU Contract Interpretation Manual Version 2 October 2004 Article 1 Page 3 Answer: No.


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