in Tentative Agreement
In order to understand the massive losses that the new contract will bring if ratified, I have
provided a comparison of the current agreement with the proposed agreement.
Bid Job Security Normally, employees remain in Management will be able to convert any
bid job until they bid out. Clerk or MVS Craft bid job to a NTFT
job regardless of the seniority of the
employee. All jobs junior to employee
whose job is converted will be reposted
for in-section bidding. Management has
the right to convert 50% of current bid
jobs in mail processing and 100% of
current bid jobs in stations/retail and
MVS to NTFT jobs (pages 189-190).
The work week for full-time The work week for full-time regulars has
Work Week for regulars is 40 hours per week, 8 been redefined under NTFT rules to
Full-Time hours per day, and 5 days a mean the work week could be, “Non-
Regulars week (page 24). Traditional Full Time Assignments –
More or Less than 5 days; Between 30-
48 hour weeks; Between 4-12 hour days;
limited flexibility and limited split
shifts.” (APWU PowerPoint) and/or as in
the proposed contract, “These
nontraditional work schedules may
include those with less than 40 hours or
less than 5 days a week, or more than 8
hours a day, split shifts, etc” (page 201).
Management limited to utilizing Assuming all NTFT jobs could be
Part-Time 2.5% of total career workforce essentially considered part-time regulars,
Regulars or as part-time regulars (page 24). management is “limited” to 50% part-
NTFT time regular assignments in Function 1
(mail processing) and unlimited part-
time regular assignments in Function 4
(retail/stations) (page 189). There are no
written limits for the amount of NTFT
assignments in the MVS craft.
Health Care Management pays 81% of Management pays 76% of Health Care
Premiums Health Care Premiums after Premiums after contract expires (page
contract expires (page 128). 85). Employees pay 24%.
Employees pay 19%
Limits on
Preferred Hours Management may not normally Management may assign preferred
for Non-Career assign preferred daytime hours daytime hours to non-career employees.
Employees to casual employees (page 19). Daytime prohibition eliminated.
Probationary
Period 90 days 90 days plus all years as PSE
(casual).
Starting Wages $40,558 for Level 6 (Traditional $35,182 for Level 6 at 40 hrs a week
for Full- Full-Time at 40 hours a week). *$30,776 for Level 6 at 35 hrs a week
Time Salaries are based on 2080 hours *$26,380 for Level 6 at 30 hrs a week
Career per year, which is 52 weeks (one *Note: proposed agreement considers 30
Employee year). Salaries with reduced hours “full-time” and may be the new
s hours are reduced accordingly. norm so a comparison is valid.
Top Wage for $53,102 for Level 6 (Traditional $48,622 for Level 6 at 40 hours a week
Full-Time Full-Time at 40 hours a week) *Note: New contract considers 30 hours
Career “full-time,” so top wage may be
Employees significantly less for many employees.
Retirement 40 hours a week jobs with 30 to 40 hours a week with lower wages
Compensation current wages is current will result in substantially less earnings
baseline. and therefore substantially less
retirement compensation. Former
President Bill Burrus estimates that each
newly hired employee will lose over
$200,000 in wages and retirement over
their career. National APWU has
requested an opinion from OPM
regarding whether the 30 hours a week
NTFT jobs will be considered full-time.
If not considered full-time, many aspects
of retirement and employment could be
even more negatively affected.
Main Note: In other words, the concessions, givebacks, or losses in the tentative agreement
make this contract the worst APWU contract ever seen. If we approve this contract, we will be
responsible for allowing negative and drastic changes in our workplace. This will affect current
workers, but even worse, these changes will affect young and incoming postal workers, some of
whom may be our daughters and our sons. Your vote matters. Vote responsibly. Vote NO.
More Information: I have written fast and furious on the damaging provisions of the proposed
contract in the following articles:
These articles can be found at The 21st Century Postal Worker website at www.21cpw.com run
by APWU member Randy Zelnick and the Washington State Postal Workers Union website at
www.wapwu.org run by State President Charles Smith. They have provided opportunity for
members to post information and I am very thankful. Also, check out www.postalreporter.com
run by APWU member Lucille Caldwell, who also deserves much thanks. Lu gathers plenty of
very good information for postal workers. And, not to leave out our brother in the NALC, Tom
Wakefield, who does similar good work at www.postalmag.com
Final Note: Please correct me if any information above is inaccurate. Everyone should fully
understand the changes in the new contract before voting for their future and the future of others.