Coastal Line
April-June, 2006
Southwest Coastal Area Local
WWW.SWCAL.ORG

President’s Report—Bobby Donelson
Negotiations – The Process

Negotiation is an on-going process with every department and craft involved. This is done on a day-to-day basis with the intent to correct problems or what are perceived as problems in the work place.

The official process begins with the appointment of the Rank and File Bargaining Advisory Committee as noted in Article 13, Section 9 of the National APWU Constitution.

SEC. 9. RANK AND FILE BARGAINING ADVISORY COMMITTEE AND CONTRACT RATIFICATION

(a) Each member of the National Executive Board shall appoint one (1) member who is not on the national payroll to serve on the Rank and File Bargaining Advisory Committee.

No fewer than one (1) member from the Deaf and Hard of Hearing Task Force shall be an automatic member of the Rank and File Bargaining Advisory Committee during National negotiations of our Collective Bargaining Agreement.

The purpose of the committee shall be to recommend and advise the National Negotiating Team on bargaining demands. It shall be convened on the call of the President not less than sixty (60) days prior to the submission of the proposed contract demands and at such other time(s) as the President might deem necessary to keep the Committee adequately informed on the progress of the negotiations, but specifically when any tentative agreement has been reached.

(b) The National Negotiating Team has full authority to negotiate the terms of any collective bargaining agreement with an employer with respect to grievances, labor disputes, rates of pay, wages, fringe benefits, and hours of employment or conditions of work, subject to the following:

(1) The Rank and File Bargaining Advisory Committee be given full veto power the proposed National Agreement.

(2) If a majority of the voting members of the Committee vote against acceptance of the proposed agreement, the contract will not be sent out on a referendum and shall be considered a mandate to the National Negotiating Team to reopen negotiations.

(c) The National Rank and File Advisory Committee, upon their approval of the tentative agreement, shall determine the conduct of the membership ratification vote by mail, providing the envelopes in this referendum are exactly the same in all physical characteristics and destinations and provided that the envelopes are private, without a window. They shall select from among their members a subcommittee of five (5) to supervise the counting of ballots.

Any National Agreement brought to the membership for ratification vote will contain sufficient details for the membership to make an informed decision prior to any ratification vote.

The next official act is to open negotiations. This occurs ninety (90) days prior to the expiration of the current National Agreement. In our case, negotiations begin in August, 2006. Our current agreement was from November 21, 2000—November 21, 2006.

The negotiations involve many people such as National Officers, Local Officers/members, and experts/professionals hired by the union.

Numerous hours are spent in preparation for the opening of negotiations followed by many more hours during the negotiation process. The preparation involved data from many sources such as the Department of Labor, other contracts, resolutions, and knowledge of our officers and the rank and file members involved with the negotiations.

During negotiations, proposals are submitted in concept form. The proposals are discussed and, in many cases, modified. Later near the end, they are reduced to contract language.

Many times the people involved in the negotiations are divided into subcommittees to discuss specific issues. The subcommittees then report back to the main negotiators, commonly referred to as the main table.

If the main table can reach agreement, the proposed contract is given to the Rank and File Bargaining Advisory Committee. The committee will vote to accept or reject the proposed contract. If accepted, the contract is mailed to every union member for approval.

If the main table can not reach agreement then the provisions of the Postal Reorganization Act are activated. At this time the union and the USPS prepare for Interest Arbitration in order to resolve the dispute(s). The law does not allow for a strike. Rather, interest arbitration is used to settle a negotiation breakdown.

As a member of the American Postal Workers Union, AFL-CIO, you may submit proposals to your local union. The proposals will be forward to Washington, DC or be submitted to the delegates at the state convention for discussion and acceptance or rejection.

Submit your proposals in writing. We will put your proposals into resolution form. We just need to know your proposal and the reason(s) for the proposal.

We encourage each of you to assist us in organizing our local union. We have approximately 70% membership in our local and would appreciate your assistance in increasing this number.

Your opinions and comments are valued. Please become involved.

The strength of the union is its membership!

Meeting Notice

The next regularly scheduled meeting of the Southwest Coastal Area Local is:
Saturday, July 15, 2006
Budget Committee—1:00 pm
Trustees—2:00 pm
Executive Board—3:00 pm
General Membership—5:00 pm
All members are welcome to attend.

Vice-President-Frank Townsend

A lot has happened in the local during the last year. The members voted in a new slate of full-time officers only to have the new president resign last November. Since the resignation, we have a new president and a new vice-president. Personally, this time last year I was the chairperson of the election committee. Little did I realize that in less than a year I would become the local’s vice-president.

For those of you who know me, go on to the next paragraph, for the rest, please read on. I’ve been in the USPS since November, 1973. My home office is Garden Grove where I am a bulk mail tech. My union activity started early and I’ve held the following positions:

Steward—1978-1982, 1996-2002
Chief Steward—1982-1985, 2002-2005
Secretary/Treasurer—1985-1996
Trustee—2002-present

Over the years I have worked with many stewards and members. Each installation has its own set of problems that makes this job extremely interesting and rewarding. Despite the union’s internal troubles last year, we have turned the corner and reached out to others for strength and unity. This means better service to you, the member. The union is here to deal with management and to improve your life/working conditions rather that fighting each other.
One major problem right now is the lack of people to perform the duties that need to be done each day. Management seems to feel that it’s ok to send what few people we have to other stations to cover personnel shortages somewhere else. They don’t seem to think it’s bad to take regulars and move them around without regard to their bids. The response we continue to get is, “This is an emergency.” Well, emergencies are defined in Article 3 F as: “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 underlined sentence is the important part. An emergency is not to be of a “recurring nature.” Simply, an emergency is not an everyday event. The lack of people has created problems for all of us. One easy solution is to start hiring replacements for the people who quit, retire, move or are fired.

Another area where we are receiving many questions pertains to overtime and how the overtime desired list (OTDL) applies to full-time regulars and PTF’s.

Article 8.5.A (page 26) of the National Agreement states: “Two weeks prior to the start of each calendar quarter, full-time regular (emphasis added) employees desiring to work overtime during that quarter shall place their names on an Overtime Desired List.”

The Joint Contract Interpretation Manual (JCIM) on page 45, question #8, states: “Does the overtime desired list apply to part-time regular or part-time flexible employees?” Response: “The overtime desired list applies only to full-time employees.”

Accordingly, the OTDL is for full-time regulars only. Violations of the OTDL can only occur between other full-time regular employees. Part-time flexibles (PTF’s) are not eligible to be on the OTDL and can not cause a violation of the OTDL.

When management decides to use overtime, they have two options available to them. The first option is to use the OTDL (regulars) to meet the overtime requirements. The second option is to give the hours to PTF’s. If PTF’s are used, full-time regulars on the OTDL have not been by-passed and a violation has not occurred.

OTDL violations exist when improper rotation of the list occurs or when a full-time regular not on the OTDL works in lieu of a person on the list. Both of these situations have remedies to correct them. But, that's an article for another time. Take Care!

The proposed constitutional amendments were all voted down at the April 8, 2006 meeting. The membership voted the amendments “in toto” (lumping them together as one and using a single vote to accept or reject).

The July 31, 2004 edition of the local’s constitution continues to be the constitution that directs the activities of the local.

Human Relations Director-Marianne Clancy

EAP

The Southwest Coastal Area Local has taken an active role in the EAP process for the Santa Ana District. I have been appointed to this committee by the APWU Human Relations Director in Washington DC. In the past there have been some problems with the EAP program and this Local did not actively participate in the program because of this. The new program uses professional people from outside of the Postal Service and they refer the employees to programs that use outside professionals and do not have any contact with the supervisors or managers in the Post Office, and therefore your information remains confidential. Because of these changes, the APWU is going to participate and be active on this committee.

TRAVEL CLUB

There has been a request made by a member to see if we can start a travel club for union members. I have set up an email address for people who are interested in trying to form a club and travel together to get discounts. The email is apwutraveler@yahoo.com. The club will be run by clerk Elisabeth McCamon, a tour 2 automation clerk at the Santa Ana P & DF. All members of this club will have to be union members, but if we get enough participation we can receive some pretty good discounts for travel. Please email us to help us get started if you are interested.

NOTARY

The Local Union has provided me with the training to be a Notary Public. I have passed all of the training and received my commission from the State of California. I am pleased to announce that Notary service will now be available to all APWU members at no cost. This service will include the member, their spouse, their parents and their children. Other members of the family will receive the reduced rate of $5 per signature. The regular cost for this service is $10 per signature. If you need Notary service, please call the Union Office at (714) 937-1228 to set up an appointment.

Members of Congress Ask GAO to Address Consolidation Concerns
APWU Web News Article #25-06, April 11, 2006

Echoing union criticisms of the USPS network consolidation plan, four key members of Congress expressed “concerns about the way the USPS is carrying out” the program, in a letter to the Government Accountability Office (GAO). The March 27 letter to U.S. Comptroller General David M. Walker was signed by Senators Susan Collins (R-ME) and Joe Lieberman (D-CT), and Representatives Tom Davis (R-VA) and Henry Waxman (D-CA).

“While we recognize the USPS may need to consolidate its facilities…,” the letter said, “... we are not convinced that USPS is following the recommendations made” in GAO’s 2005 report on consolidation. The 2005 study concluded that the USPS “strategy for realigning its mail-processing infrastructure lacks clarity, criteria, and accountability.”

The legislators’ letter noted that, “The GAO report recommended that the Service establish criteria, inform stakeholders as decisions are made, and evaluate and measure the outcomes of realigning these plants, including the costs and savings that result.

“Although GAO recommended that USPS increase its efforts to keep stakeholders informed,” the letter continued, members of the House and Senate have informed the legislators that “they and the communities they represent have not been adequately informed about the Postal Service’s plans, how the Postal Service proposed to analyze plant performance and make realignment decisions, and what are the potential effects on these communities.

“Therefore, we are asking that GAO follow up on its report and determine:

• What criteria is USPS using to analyze and evaluate these plants?

∙ How does it plan to communicate these criteria to affected parties?

∙ How does USPS’s overall communications strategy target the appropriate affected parties and does it provide sufficient information throughout the process? And

∙ How does USPS plan to measure the effects of realignment including costs incurred and savings realized?

APWU President William Burrus praised the legislators’ letter. “I am pleased that the legislators have expressed their concerns,” he said. “The USPS has heard only one voice in preparing its consolidation plan — the voice of major corporate mailers. It is imperative that citizens and their representatives be provided with information as well as the opportunity to provide input when consolidation plans are made.

“The U.S. Postal Service belongs to the American people. Their voices must be heard.”

Collins chairs the Senate Committee on Homeland Security and Government Affairs, of which Lieberman is the ranking minority member. Davis is chairman and Waxman ranking minority member of the House Committee on Government Reform.

Secretary/Treasurer-Mike Stinson

Financial Report

The local finished the last year in good financial shape. We ended the year with a surplus, even though we had an election and we changed administrations. The local is working to control expenses in this day and age of downsizing in the Postal Service. Due the Post Office not hiring for a long period of time, and due to the loss of members through retirement, removal or resignation the local membership has been reduced to approximately 1800 members. With careful planning and budgeting we are on track to keep expenses down this year, but will probably still run at a loss due to the convention. This is normal, and if you look at our budget for a two (2) year period, you can see that we save money one year, and lose money the next. We are on a two (2) year cycle.

Retirement

The recent retirement seminar that we held at the Union Office was a great success. There were over 60 members in attendance. There is a real need in our membership for information about retirement. As our workforce ages, the average age of an APWU member is approximately 46 years old, we all must start to think about retirement. If we want to retire comfortably and enjoy our lives after the Postal Service, we must plan. There are many ways to plan for retirement but the most important issue for most of us is to plan our finances so that we do not run out of money during our lifetime or become a burden to our children. This takes planning and paying attention to our investments.

Many of our members are still not putting money into the Thrift Savings Plan. This is the first place our members should be investing for their retirement. Our members who are covered by CSRS can place up to the IRS limit of $15,000 of their basic salary into the TSP. This money reduces their taxable earnings and then grows tax-free until they withdraw it in retirement. This is the fastest way to save for retirement. For FERS members it is even more critical that they contribute to the TSP. They can also contribute up to $15,000 of their salary, and even more important, the Postal Service will match the first 5% of the employees salary. This means that the first 5% is doubled as soon as they contribute. This is a 100% return without any risk.

Also, any employee who is over 50 years old can also contribute an additional $5000 per year in catch-up contributions.

Once invested in TSP it is important to choose the correct investment choices. Although the stock market has some short-term risks for older employees, anyone who has more than 5 years until retirement should have the majority of their money in the different market accounts. Over the long-term the stock market is the only vehicle that will outpace inflation and provide for the growth needed to live well in retirement.

Once employees have contributed the maximum to the TSP they should consider either annuities or mutual funds for investments. The advantage of an annuity is that it will also grow tax-free until you withdraw the funds. With most mutual funds you will pay taxes every year on the growth, which could reduce your overall earnings. With most annuities you can pick where your money will be invested, including into mutual funds.

Since most Union members are not sophisticated investors, they should consider consulting a financial professional for advice and guidance on how to save for retirement. Most professionals have spent many hours studying these issues and have access to the most current information to help you make a decision. This will make your life much better in the future and help you to live comfortably in retirement. In my next article I will try to discuss IRA’s and Life Insurance.

Bulk Mail Upgrades Effective March 18, 2006
Questions and Answers

On March 18, 2006, all Air Records Processors, PS-5 will be upgraded to level 6, all TACS Time and Attendance Clerks, PS-5 will be upgraded to level 6 and all Ramp Clerks, PS-6 will be upgraded to Level 7. In addition, all Bulk Mail Clerks, PS-5 will be upgraded to Level 6 Bulk Mail Clerk.

None of the incumbents who hold duty assignments under these position descriptions will have their duty assignments reposted since the upgrades were part of a negotiated and ratified extension of the Collective Bargaining Agreement.

To clarify the Bulk Mail Clerk, PS-5 upgrade, the following Questions and Answers were jointly developed between the USPS and the APWU.

1. Will the existing Bulk Mail Clerk, PS-5, position description be upgraded to the position of Bulk Mail Clerk, PS-6, or to the position of Bulk Mail Technician, PS-6, as a result of the 2005 extension to the 2000-2003 National Agreement between the USPS and APWU dated September 12, 2005?

The Bulk Mail Clerk, PS-5, position description will be upgraded to Bulk Mail Clerk, PS-6, effective March 18, 2006.

2. Will the duty assignment of employees encumbered in the Bulk Mail Clerk, PS-5, position description be posted for bid as a result of the upgrade?

No. Employees encumbered in Bulk Mail, PS-5, duty assignments will be upgraded to Bulk Mail Clerk, PS-6.

3. Do Sales and Services Associates, PS-5, Sales, Services & Distribution Associates, PS-5; and Lead Sales & Services Associates, PS-6, perform bulk mail duties?

Although bulk mail duties are contained in each of these position descriptions, not all incumbents in duty assignments with these position descriptions perform bulk mail duties. Dependent upon the specific duty assignment, some of the incumbents may be performing bulk mail duties. These position descriptions currently state, “May verify presort and bulk mailing of all classifications, computing and maintaining on a current basis mailer’s credit balances.”

4. Will the duty assignment of clerks encumbered under Sales & Services Associate, PS-5 and Sales, Services & Distribution Associate, PS-5 positions be automatically upgraded to PS-6?

No. Employee and Labor Relations Manual (ELM), Section 233.3 contains criteria regarding mixed duty assignments. Those criteria must be applied to determine if a particular duty assignment should be abolished and the newly created duty assignment posted at Level 6.

5. Will the position of PS-5 clerks encumbered in duty assignments containing relief duties for Bulk Mail Clerks, PS-6 be automatically upgraded to PS-6?

No. Employee and Labor Relations Manual (ELM), Section 233.3 contains criteria regarding mixed duty assignments. Those criteria must be applied to determine if a particular duty assignment should be abolished and the newly created duty assignment posted at Level 6.

6. What are the criteria for upgrade and pay regarding mixed duty assignments?

Employees and Labor Relations Manual (ELM), Section 233.3, contains criteria regarding mixed duty assignments. Those criteria must be applied to determine if a particular duty assignment should be abolished and the newly created duty assignment posted at Level 6.

7. When an upgrade to PS-6 is appropriate in accordance with Section 233.3 of the ELM, to what PS-6 position will the former PS-5 position be upgraded?

Duty assignments which meet the criteria in the ELM will be upgraded to the position of Lead Sales & Services Associate, PS-6.

8. Will a position which is upgraded as a mixed duty assignment be reposted?

Yes, it will be reposted as a newly established duty assignment. It is newly established because the duty assignment is posted under a different position description. Article 37.3.A.9 does not apply in this instance. The PS-5 duty assignment which was upgraded would be abolished.

9. What type of Bulk Mail training is required for Bulk Mail Clerk, PS-6, or those employees who relieve this position?

Management Instruction EL-720-2000-6, “Business Mail Academy Training Program,” requires senior bidders for Bulk Mail Clerk duty assignments “attend training and ultimately qualify for the position.”

Language in the Step 4 decision dated January 9, 1997, case #F90C-4F-C 96018356 would apply. That language states, “Employees who relieve any of the above positions are also required to take this core training program in its entirety.”

The current core training program is found in Management Instruction (MI) EL-720-2000-6, “Business Mail Academy Training Program.” This MI also states, “For the purposes of this training program a relief assignment is an assignment in which handling business mail in a relief capacity is indicated in the bid posting.”

10. What type of Bulk Mail Training is required for those employees not working or relieving in a Bulk Mail Acceptance Unit, but who are working in a Lead Sales & Services Associate, PS-6 duty assignment and who normally performs bulk mail acceptance duties on an ad hoc basis less than 20 hours per week?

By nature, the duties are on an ad hoc basis and not near the frequency of that of a Bulk Mail Clerk, PS-6. Language in the Step 4 decision dated January 9, 1997, Case #Case #F90C-4F-C 96018356 would apply. That language states, “Employees who are assigned bulk mail acceptance duties on an ad hoc basis should be trained according to their assignments and not need take the entire core.” The current training program is “Bulk Mail Acceptance Training for Associate Offices,” course number 23201-09 which is intended to be 8 full hours in length. The course may be either self-taught or instructor led. There is no pass/fail examination.

11. What type of Bulk Mail Training is required for those employees not working or relieving in a Bulk Mail Acceptance Unit but who are working in a Lead Sales & Services Associate, PS-6 duty assignment, and who normally performs bulk mail acceptance duties 20 or more hours per week on an ongoing basis?

Language in the step 4 decision dated January 9, 1997, Case #F90C-4F-C 96018356 would apply. See question and answer #9 above.

The current core training program is found in Management Instruction (MI) EL-720-2000-6, “Business Mail Academy Training Program.”

12. What type of Bulk Mail Training is required for those employees in a Sales & Services Associate, PS-5 or Sales, Services & Distribution Associate, PS-5 duty assignment when the employees performs bulk mail duties?

By nature, the duties are on an ad hoc basis and not near the frequency of that of a Bulk Mail Clerk, PS-6. Language in the Step 4 decision dated January 9, 1997, Case #Case #F90C-4F-C 96018356 would apply. That language states, “Employees who are assigned bulk mail acceptance duties on an ad hoc basis should be trained according to their assignments and not need take the entire core.” The current training program is “Bulk Mail Acceptance Training for Associate Offices,” course number 23201-09 which is intended to be 8 full hours in length. The course may be either self-taught or instructor led. There is no pass/fail examination.

13. Will the upgrade to PS-6 apply when an office currently has a Lead, Sales & Services Associate, PS-6?

Not if the LSSA is performing the bulk mail duties. However, any other upgrade will depend on whether a duty assignment held by another employee meets the mixed duty assignment criteria found in the ELM.

14. Could more than on employee in an office qualify for the upgrade to PS-6?

Normally, the bulk mail duties would be assigned to one employee. However, any other upgrade would depend on whether the duty assignment held by other employees meet the mixed duty assignment criteria found in the ELM.

15. At what pay level will an employee be compensated when performing the duties of bulk mail acceptance, but who does not meet the criteria for a mixed duty assignment or position upgrade?

Lead Sales and Services Associate, PS-6.

16. If an installation has a Bulk Mail Unit, will employees in stations and branches of the installation be upgraded?

Not normally, as bulk mail in those offices should normally only be accepted at the Bulk Mail Unit. However, it would depend on whether the duty assignment held by other employees meet the mixed duty assignment criteria found in the ELM.

17. Do the duty assignments of employees accepting bulk mail at Convenience Deposit Points qualify for upgrade under the ELM mixed duty assignment language?

No. These offices are only an intake point and Bulk Mail Duties are not being performed.

18. Can Management assign bulk mail acceptance duties to a mail processing clerk?

Yes. If a mail processing clerk performs bulk mail acceptance duties, the criteria in ELM 233.3 should be applied to determine whether the clerk should receive higher level pay only when performing the duties or whether a mixed-level duty assignment should be posted as Level 6 Bulk Mail Clerk. If the duty assignment is posted as Level 6 Bulk Mail Clerk the procedures described in Question and Answers Number 8 above shall apply. The mail processing clerk duties would be allied duties and the senior bidder should be given the appropriate bulk mail training.

This Question and Answer does not set a precedent for any purpose and may not be used or cited in any forum or for any purpose other than enforcement of its terms.

Kimber A. Proud Mike Morris
Labor Relations Specialist Asst. Dir Clk Div
Contract Administration (APWU)
U.S. Postal Service

Date: March 29, 2006


2006
Stan Fair & Connie Billings
Scholarships

If you have a high school senior who would be interested in applying for the 2006 Stan Fair or Connie Billings Scholarships, please send a letter to:

ATTN-Scholarships
Southwest Coastal Area Local
1500 S SUNKIST ST STE C
ANAHEIM CA 92806

To be eligible, the student must have a parent who is a member of the local. Four (4) $500 scholarship winners (2 for Stan Fair and 2 for Connie Billings) will be drawn at the July, 2006 general membership meeting. Proof of acceptance by a college or university must be presented before the scholarships can be awarded.


Maintenance Craft Upgrades Effective March 18, 2006
Memorandum of Understanding

The United States Postal Service and the American Postal Workers Union, AFL-CIO agree as follows for the purpose of implementing the upgrade of Maintenance Craft positions under the above referenced Upgrades MOU:

1. Except for noting the changes in pay level there are no changes to the position descriptions or qualification standards of any Maintenance Craft positions upgraded pursuant to the Upgrades MOU in the 2005-2006 APWU/USPS contract extension.

2. Maintenance Mechanic PS-4 (MM-4) referred to in the “Note:” section of the Upgrades MOU is Standard Position Description Number SP-6086 and the Qualification Standard Occupational Code is 4749-11xx.

For all purposes under Article 38, all employees occupying duty assignments as SP-6086, (either PS-4 or PS-5) will be treated as being in the same occupational group. Additionally, wherever the National Agreement or an applicable provision of a Local Memorandum of Understanding makes reference to maintenance and craft occupational groups, all employees occupying a duty assignment with SP-6086 will be treated as belonging to the same occupational group.

3. No employee’s seniority will be changed as a result of the Upgrades MOU.
4. As MM-4 (SP-6086) positions become vacant, should the Postal Service fill the vacancy, they will be filled as Maintenance Mechanic PS-5 positions using the Standard Position Description SP-6086 and Occupational Code 4749-11xx.
a) Employees will use the Preferred Assignment Register (PAR) for changing duty assignments within SP-6086, regardless of pay level. When a currently vacant MM-4 (SP-6086) is posted as a MM-5 (SP-6086) duty assignment, each resultant vacancy created by the change of an MM-4 utilizing the PAR will be ranked at PS-5. This will continue until the PAR for SP-6086 is exhausted. The last remaining vacancy will be filled by use of the Promotion Eligibility Register (PER) and the Order for Filling Maintenance Craft Positions in Article 38 of the JCIM.
b) There is no change in seniority or “grandfather” status for employees, pursuant to Article 38.2.G, using the PAR to move within SP-6086 duty assignments, regardless of pay level.

5. There will be no change to the PER for MM-4/5 (SP-6086), except for noting that this PER applied to both pay levels.

6. No new Maintenance Mechanic PS-4/5 (SP-6086) duty assignment(s) will be established solely to avoid replacing or establishing a Maintenance Mechanic PS-5/6 (SP-6087) duty assignment(s).

7. SP-6086 duty assignments are not subject to the upgrade to PS-6 on March 18, 2006, which is applicable to employees in Maintenance Mechanic, PS-5 (SP-6087) duty assignments.

8. Article 38.5.B.2.f is modified to read: Maintenance Mechanic PS-5 (SP-6087) from Maintenance Mechanic PS4/5 (SP-6086). “Maintenance Mechanic PS-5 (SP-6087)” will change to “Maintenance Mechanic PS-6 (SP 6087)” effective March 18, 2006 in both Article 38.5.B.2.f and Article 38.5.B.2.l.
John W. Dockins Steven G. Raymer
Manager Director, Maintenance
Contract Administration APWU
USPS AFL-CIO

Date: 3/16/06


2006 SWCAL
Annual Picnic

DATE—Sunday, June 11 2006
TIME—11:00am to 5:00pm
Food served from 12—3pm
PLACE—Yorba Regional Park
7600 E La Palma Ave, Anaheim
PARKING—$5.00 per entry

Please call the union office at (714) 937-1228 and let us know how many people will be in your party.

91 Freeway and Imperial Highway
Going east on 91 take a LEFT on Imperial, go to La Palma, turn RIGHT. The park will be on the right hand side.


Motor Vehicle Service-Robert Shimomura, Director

Our new tractors have finally arrived, and though they have a few issues, they are a huge improvement over the 15 year old back-breakers that we have been forced to endure. We have three 2-axle versions, and one three-axle design. I have driven both, and though they are from the same manufacturer, that is where the similarities stop. The three axle steers differently from the 2 axle, and you’ll notice this especially during right turns. You have to give it lots of room but the steering radius is very short. The 2 axle turns very sweet, making it the easiest tractor that I have ever driven, and it maneuvers like a champ. It is very easy to back up, especially in tight quarters. We still have 3 more two-axle tractors due to arrive soon. I want to thank the National Directors who fought so hard for us to finally have new trucks, with A/C and radios installed. I have been driving for the USPS for more than 20 years now and we have come a long ways during this period.

We are working with management to try and get the routes ready so that we can bid this year. There will be some changes, but mostly improvements in service, and hopefully an increase in routes, too. This is a never-ending process, but I believe in our craft, and I am looking out for our union drivers while trying to enlist more new members, too. The Union has a lot to offer and all of our drivers are seeing the improvements everyday. Our new trailers are due to arrive later on this year. I think that we are getting 7 trailers, with some of them being 53’s.


Five Consolidation Studies Put ‘On Hold’
APWU Web News Article #23-06, April 6, 2006

The APWU has been notified that five Area Mail Processing (AMP) feasibility studies “have been placed on hold” indefinitely.

An April 3 letter to APWU President William Burrus indicated that the facilities involved are two in Illinois (Carbondale and Centralia), two in New Mexico (Las Cruces and Alamogordo), and one in Arkansas (Batesville).

“While conducting the study,” the USPS letter said, “the Postal Service determined that there are other factors associated with these studies or the community that need to be addressed before we can proceed with the study.”

“We have not been provided any explanation for the decision,” said APWU President William Burrus. “We have not been informed whether these decisions are the result of community resistance or technical issues involving appropriate management review and approval for the studies.”

The USPS has announced more than 50 consolidations or consolidation “feasibility studies” since Oct. 19, 2005. The Illinois studies were announced in December, and contemplated moving mail processing from these facilities to St. Louis. The Las Cruces and Alamogordo studies were announced Nov. 15, and Feb. 1, respectively, and anticipated transferring mail processing to El Paso, TX. The Batesville AMP was announced on Jan. 4, and concerned shifting mail-processing responsibilities to Little Rock.

A Stunning Reversal
Burrus Update #05-06, April 5, 2006

In a stunning reversal from the dire warnings that “diminished rate of mail volume growth” was certain without an overhaul of the USPS business model, Postmaster General Potter announced to the National Postal Forum on April 3 that “the forecast for the Postal Service and the mailing industry is very good.”

In congressional hearings over the past three years, witness after witness from the postal community has asserted that only “reform” could save the USPS from imminent demise. David M. Walker, Comptroller General of the United States, began each appearance with theatrical demonstrations designed to show that the advent of cell phones and e-mail signaled the death of hard-copy communication and that “reform” was essential for a healthy future for the Postal Service.

PMG Potter repeatedly warned that a decline in mail volume threatened the existence of the USPS. Speaking at the first public hearing of the President’s Commission on the U.S. Postal Service on Jan. 8, 2003, he said, “The potential significant diversion of letters to electronic medium challenges our business model.”

We disagreed. It was the view of the American Postal Workers Union that the volume downturn in 2001, 2002, and 2003 were aberrations caused by 9/11, the anthrax attacks, and an economic recession. But this view was ignored in the rush to embrace “reform.”

In testimony before the President’s Commission on the U.S. Postal Service on March 13, 2003, I included the following caution:

“We also take issue in this rebuttal testimony with the contention, made by several witnesses, that the Postal Service’s financial condition is dire and irreversible. This is another area in which colorful rhetoric threatens to replace analysis. Witnesses have repeatedly asserted that the Postal Service is in a ‘death spiral.’ But this contention is based on supposition, not evidence. The evidence is that proper pricing of postal services would again generate operating surpluses, as it did in the mid 1990s. Although the advent of electronic transmissions raises the question whether First-Class Mail will continue to grow, those who predict the rapid demise of First-Class Mail and of the Postal Service are doing so on the basis of conjecture, not analysis.”

Not a single witness joined in this assessment, because it did not fit neatly into their narrow objective — to radically change the United States Postal Service to suit their ends.

The first defector from the dominant view among reform supporters was Luis A. Jimenez, senior vice-president of Pitney Bowes, who presented a paper in 2005 offering a different analysis: He asserted that mail as a communication medium is destined to grow well into the future.

But postal management held out as disciples of reform until recently, when the Board of Governors publicly criticized pending postal legislation. In response to angry “reform” proponents who thought USPS management was their ally, postal leaders suggested they had been merely misunderstood. They always had reservations about reform, they said.

To complete this hypocritical circle, the Postmaster General now announces that:

“Mail volume last year reached a new record: 212 billion pieces…. Marketers have found that using the mail, along with the Internet, has resulted in significantly larger orders than if they had relied on Internet advertising alone. The public and the marketplace have spoken loudly.”

“The mail works.”

Albeit a bit late, the American Postal Workers welcomes Mr. Potter and the Postal Board of Governors to the world of reason and reality.

William Burris
President


Maintenance Report-Russell Bowles, Director

Fellow Brothers and Sisters:

The battle with management continues. Your facilities should be clean. It is management’s responsibility to provide you with a clean and safe work environment. The MS-47 arbitration is due out mid-June.

If you need assistance, I can be reached at the Santa Ana Union Office at (714) 662-6204.


Bulk Mail Centers: 21 and Strong

(This article first appeared in the March/April 2006 issue of The American Postal Worker magazine.)

The APWU represents Clerk, Maintenance, and Motor Vehicle craft employees at 21 Bulk Mail Centers in metropolitan areas around the country.

The BMCs are unique. Established in 1974 to process large parcels, they require mechanized equipment that creates working conditions unlike those at other postal facilities.

BMC employees faced other unusual circumstances as well: When the parcel sorting operations were moved from other facilities, a large percentage of the original BMC employees were involuntarily transferred, or excessed, into their assignments.

At the time that the BMCs were established, union members were faced with a choice regarding representation: They had to decide whether to become part of established APWU locals or create new ones. Members at half the BMCs petitioned the union’s National Executive Board for authority to create their own locals, while workers at the remaining BMCs became part of existing locals.

In 1980, BMC locals submitted a resolution to the APWU biennial convention. Passed unanimously, the resolution established regular national BMC meetings to address the unusual problems faced by members. For 25 years, Bulk Mail Center representatives have met each year to discuss issues of special concern.

What the Future Holds

The Bulk Mail Centers are changing, perhaps more so than other postal facilities. The Automated Package Processing System (APPS) is the Postal Service’s next-generation machine for sorting parcels and bundles, and is supposed to replace the SPBS, or Small Parcel and Bundle Sorter. The APPS offers automatic package induction, singulation, and address recognition, using an optical character reader/bar-code reader/video-coding system.

The machine is daunting in the amount of floor space it consumes and while it clearly is a piece of distribution — rather than sorting — equipment, it is being deployed to BMCs.

The Singulate-Scan Induction Unit (SSIU) takes parcels and bundles in bulk and distributes them as single packages, which are delivered to the data-collection system for individual identification. The majority of mail pieces are diverted onto high-speed induction units, which deliver the mail onto a sorter for final destination. Mail pieces that are oversized or overweight travel to the end of the shoe sorter, where they are returned to ground level for manual processing.

Meanwhile, high-ranking Postal Service officials are meeting behind closed doors with BMC managers across the country, planning our future without seeking our input.

The BMC Managers are encouraged to come up with creative plans for individual Bulk Mail Centers, and terms such as “Regional Distribution Center” are used in the Postal Service five-year automation plan.

In spite of official agency denial at the headquarters level, the Kansas City BMC is being practically gutted in what we see as an unofficial “pilot program” to combine the primary operation with the secondary operation.

Needless to say, we are quite concerned and have requested a special labor-management meeting. Please stay tuned to these pages for updates.

It is imperative to keep up with what is transpiring, regardless of the type of facility or installation. The changes the USPS is making at one site will surely affect APWU members at other facilities. A very good place to acquire such knowledge will be at the national BMC conference April 23-24 in Jacksonville, FL. Registration information has been sent to all the BMCs.

Per the APWU Constitution, there will be a BMC meeting in Philadelphia on Aug. 11, the Friday before the start of the union’s national convention.

Maintenance Position Upgrades

Congratulations to approximately 500 maintenance employees who occupy duty assignments as Carpenters; Letter Box Mechanics; Maintenance Electricians; Painters, Plumbers, and Welders. As of March 18, they are being paid at the PS-7 level. Congratulations as well to the more than 3,300 former Level 5 Maintenance Mechanics who are now being paid at PS-6.

There are still many APWU members in Maintenance occupational groups that have not been upgraded. We look forward to negotiating more upgrades in the next round of contract talks, which will begin shortly after the national convention.

Maintenance Selection System Open Season

As required by Article 38 of the National Agreement, open season for the Maintenance Selection System will be the month of March.

The MSS open season occurs during March every three years and provides opportunities for current maintenance craft employees to apply for inclusion on MSS registers, mostly for promotions. The process is open to employees who have not yet applied for a particular Maintenance Craft register. Employees who previously applied for a particular register and received a rating (either eligible or ineligible) cannot use the open season to apply again. These employees must follow the update procedures in Article 38.4.D. Also note that while the term MSS is used herein, the open season is for all in-craft registers, both MSS and non-MSS.

Notification of the open season opportunity is to be posted on the bulletin boards prior to March 1.


Notary Public

Are you in need of a Notary Public? The local is proud to announce a new service to the membership. Starting April 10, 2006, we are offering this valued service to members and their immediate family (spouses, children and parents) free of charge. Other family members will be charged $5.00

All you need to do is contact Mike Stinson at (714) 537-1228 to set up an appointment.

SWCAL Web Site

The Southwest Coastal Area Local has a website available to you with officer reports, FMLA Forms, OWCP Forms, transfer ads and many other informative links for your usage.

The local’s web site is WWW.SWCAL.ORG. Use it — let us know if you like it — give us your suggestions on how to improve it.

We are constantly looking for more and better ways to get current information to you as quickly as possible.



All articles for the Coastal Line must be signed. The opinions expressed are not necessarily those of the Editor or the Executive Board. News items, letters, articles and opinions pertaining to Union activities will be accepted. The Executive Board reserves the right to refuse to publish any article which, in their opinion, may be detrimental to the Union.