News, Uncategorized

Welcome Our New NPMHU Local 306 Branch Presidents

From left to right:
John Martinie / Branch 16 President – Champaign, Il. ♦  Sheila Spaulding / Branch 10 President – Carol Stream, Il.
Gregory Newsome / Local 306 Vice President June Harris / Local 306 President / Central Region Vice President
Max Rehbein / Branch 4 President – Milwaukee, Wi. Miller Hall / Branch 9 President – Chicago NDC, Il.

They have completed our Local 306 Branch President training and ready to Enforce the Collective Bargaining Agreement, carry out Union polices and goals to assist our Mail Handlers in Illinois and Wisconsin. 

 

 

Action, News, Politics, Strength-In-Numbers, Uncategorized

NPMHU Membership to Vote on Ratification of Tentative 2016 National Agreement

A referendum of the entire NPMHU membership is now pending for ratification of the tentative agreement to establish the terms of the 2016 National Agreement between the NPMHU and the U.S. Postal Service. Ratification materials were mailed to all members on January 11, 2017.  To be counted, the completed ballots must be received in the designated P.O. Box in Washington, DC no later than 9:00 a.m. on the morning of Friday, February 10, 2017.

On that day all returned ballots will be verified, counted, and certified by the American Arbitration Association to determine whether a majority of voting mail handlers have approved the tentative agreement.

          The terms of the tentative agreement are fully explained in the booklet that accompanies every ratification ballot.  All members are encouraged to review that booklet, and to learn more about the many improvements to the wages, benefits, and work rules for Mail Handler craft members. 

          National President Paul Hogrogian, National Secretary-Treasurer Mark Gardner, and the entire National Executive Board are urging all NPMHU members to take the time necessary to return their ballots, and to exercise their constitutional right to vote on ratification of the contract. 

Please consider the following important wage, benefits, and work rules changes included in the tentative agreement:

GUARANTEED WAGE INCREASES — The tentative agreement provides for three general wage increases over the course of the 40-month contract.  The first increase of 1.2% will be retroactively effective on November 26, 2016.  There will be an additional increase of 1.3% in November 2017, and of 1.3% effective in November 2018.  For Mail Handlers at Levels 4 and 5 at top step, these guaranteed wage increases – even without any COLA – will total more than $2,100 over the term of this agreement.  Similarly, all Mail Handler Assistants covered by this Agreement will receive an additional one percent each year (at rates of 2.2%, 2.3%, and 2.3% respectively).  MHAs will also receive an additional 50 cents per hour in pay increases.

CONTINUATION OF COLA PAYMENTS — The extension agreement also calls for the continuation of cost-of-living adjustments (COLAs) based on the July 2014 Consumer Price Index.  There will be seven COLA payments total, including a retroactive payment of $21 from September 2016 and timely payments made in March and September of 2017, 2018, and 2019.  The six prospective COLAs will be rolled into basic salary immediately upon payment.  Because of wild and largely unpredictable fluctuations in the rate of inflation, economists have great difficulty in accurately projecting the amount of these COLAs.  The ten COLAs paid during the entire six-year term of the 2000 National Agreement, for example, including a March 2002 COLA that was $0, averaged more than $389 per COLA.  On the other hand, the seven COLAs paid during the 2011 National Agreement averaged $196.  If those averages were to repeat themselves during the term of the 2016 National Agreement, the COLA provision, by itself, could provide over $2,000 to top step mail handlers in additional base wage increases over the next three years.  Of course, these payments will be determined by the pace and volume of inflation rates.  But any and all COLA payments will be above and beyond the three general wage increases described above.

NO-LAYOFF PROVISION — Unless Congress repeals or significantly relaxes the Private Express Statutes, all Mail Handlers employed as of May 20, 2016 will be protected against layoff or force reduction during the entire 40-month term agreement.  In these troubling times, this protection is very important.

HEALTH INSURANCE CONTRIBUTIONS — The tentative agreement provides for a 1% reduction each year in the Postal Service’s contribution toward health insurance.  The rate of payment will remain at 76% through the year 2017, going down to 74% in 2018, and 73% in 2019.  In today’s dollars, each 1% increase in health care contributions is equivalent to an increase of approximately $70 per year for self-only coverage and between $100 and $160 per year for family coverage, depending on the particular health plan selected.  Such a 1% increase in health care contribution (between $70 and $160) is obviously much lower than the increases in base pay that are guaranteed under the tentative agreement, so do not be misled by claims that this 1% change is equivalent to giving back 1% increases in base pay.  Moreover, even these amounts for health insurance will be automatically paid with pre-tax dollars, so the actual out-of-pocket cost to each mail handler should be less by the percentage of income taxes usually paid.   For comparison purposes, the federal government pays only 72% of the weighted average health insurance costs for federal employees, so postal employees continue to benefit from their National Agreement.

MORE REASONS TO RATIFY — The proposed contract also contains crucial work rules.  These include increases in clothing allowance, expansion of bereavement leave rules to cover parents-in-law, and a host of improvements to Article 12 provisions concerning seniority and reassignments.  MHAs will also receive holiday pay on six holidays per year – New Year’s Day, Memorial Day, the Fourth of July, Labor Day, Thanksgiving, and Christmas.  They also will receive a modest increase in night shift differential, and there will be an automatic one-time conversion for all MHAs with at least 2.5 years of service (in installations with over 200 man years of employment) in early 2017.  These conversions will waive the probationary period requirement, and going forward all employees converted after one year as an MHA will not have to serve a probationary period.

There will also be a notable shift in employee complement, with a decrease in the number of casual employees offset by an increase in the percentage of MHAs.  This will increase opportunities for bargaining unit work, and bolster Union membership.

Please remember to cast your secret ballot to ensure its timely receipt by the February 10, 2017 deadline.  Any member who does not receive a ballot or the accompanying information by January 24, 2017 should call the Ratification Ballot Coordinator at 202-833-9095, extension 1025, to request those materials.

Action, Events, News, Politics, Strength-In-Numbers, Uncategorized

USPS Terminates Staples Subcontracting Deal

The United States Postal Service and Staples have ended their “dirty deal” to put postal counters and services into Staples stores. This deal was an acceleration of efforts to privatize postal retail services and transfer good union jobs to low-wage non-union labor. It has been stopped and “stapled shut” in direct response to our three year determined fight back!

Read the letter from APWU President Mark Dimondstein to NPMHUPresident Paul Hogrogian (pdf)

Action, News, Strength-In-Numbers, Uncategorized

Union Plus Savings ~ Service ~Solidarity

Union Plus

Looking to start the New Year off with a new phone?

 New Year, New Phone: Savings from AT&T

AT&T, has great deals on the latest smartphones – like the iPhone 7, Samsung Galaxy S7, and LG G5 – all for $0 down with AT&T Next.1

Plus, when you switch to AT&T, you’ll get up to $650 in bill credits when you trade in your current smartphone and a buy new one on AT&T Next2 – which, remember, you can do for $0 down!

And with the AT&T wireless discounts through Union Plus,3 members can save 15% on the monthly service charge of qualified wireless plans and 20% off select accessories from AT&T.

Ring in the New Year with a new phone from AT&T, and save big on wireless with the only nationwide unionized wireless carrier.

Head to your local AT&T store with your union ID, this coupon and discount code 3508840 to take advantage of these and other savings offers, or shop online.

Shop Online       https://www.unionplus.org/cell-phone-wireless/att-wireless


UNION MEMBERS & FAMILIES: GET SPECIAL UNION DEALS NOW!

With Union Plus benefits, your union membership “pays” at work and at home.

By using the collective buying power of unions, we are able to offer valuable, discounted products and services exclusively to working families.  Savings.  Service. Solidarity.

The Union Plus Promise

Backed by the AFL-CIO, the Union Plus brand promises the value, quality service and competitive cost-savings that union members deserve. Since Union Privilege started in 1986, union members and their families have expanded and tailored Union Plus programs to serve today’s working families in their lives off-the-job.

At Union Privilege, we are committed to improving the quality of life of working families through our unique products and services. We achieve our mission through:

  • Solidarity: Using the strength of unions and purchasing power of more than 13 million union members, we can negotiate good programs at competitive prices.
  • Savings & Unique Programs: Quality programs and services promote better lifestyles for working families – including scholarships, travel discounts, auto insurance, financial services, legal service, everyday savings, hardship assistance and much more.  To see a list of ALL your union’s Union Plus benefits, click here.
  • Service: Union Plus staff support consumers and advocate your rights and the best services with Union Plus program providers. Plus our consumer tips and resources help union members make informed decisions for themselves and their families.

AFL-CIO Union Plus benefits help current and retired labor union members and their families save money and support them through major milestones, celebrations and hardships. Learn More.      https://www.unionplus.org/about

 

Action, News, Uncategorized

Family Emergency Plan

Make sure your family has a plan in case of an emergency. Before an emergency happens, sit down together and decide how you will get in contact with each other, where you will go and what you will do in an emergency. Keep a copy of this plan in your emergency supply kit or another safe place where you can access it in the event of a disaster.

Fill out the following information for each family member and keep it up to date.

Name:____________________________________  Social Security Number:_________________________                                         Important Medical Information:____________________________________________________________________
Date of Birth:________________________________

Name:_____________________________________Social Security Number:_________________________                                         Important Medical Information:____________________________________________________________________
Date of Birth:_________________________

Name:_____________________________________Social Security Number:_________________________                                         Important Medical Information:____________________________________________________________________
Date of Birth:_________________________

Name:_____________________________________Social Security Number:_________________________                                         Important Medical Information:____________________________________________________________________
Date of Birth:_________________________

Write down where your family spends the most time: work, school and other places you frequent. Schools, daycare providers, workplaces  and apartment buildings should all have site-specific emergency plans that you and your family need to know about.

Work Location One___________________________________________
Address:___________________________________________________
Phone Number:______________________________________________
Evacuation Location:__________________________________________

Work Location Two___________________________________________
Address:___________________________________________________
Phone Number:______________________________________________
Evacuation Location:__________________________________________

Work Location Three__________________________________________
Address:___________________________________________________
Phone Number:______________________________________________
Evacuation Location:__________________________________________

Other place you frequent_______________________________________
Address:___________________________________________________
Phone Number:______________________________________________
Evacuation Location:__________________________________________

School Location One__________________________________________
Address:__________________________________________________
Phone Number:_____________________________________________
Evacuation Location:__________________________________________

School Location Two__________________________________________
Address:___________________________________________________
Phone Number:______________________________________________
Evacuation Location:__________________________________________

School Location Three_________________________________________
Address:___________________________________________________
Phone Number:______________________________________________
Evacuation Location:__________________________________________

Other place you frequent_______________________________________
Address:__________________________________________________
Phone Number:_____________________________________________
Evacuation Location:__________________________________________

Important Information

Doctor(s):________________________Telephone Number _________________                                                                                                               Policy Number __________________
Other:___________________________Telephone Number_________________                                                                                                               Policy Number __________________
Pharmacist:_______________________Telephone Number_________________                                                                                                               Policy Number __________________
Medical Insurance:____________________Telephone Number _________________                                                                                                         Policy Number __________________
Home/Rent Insurance:________________Telephone Number   ________________                                                                                                                   Policy Number__________________
Veterinarian/Kennel (for pets):_______________Telephone Number____________                                                                                                         Policy Number __________________
 Dial 911 for Emergencies

 

Information from FEMA

 

Action, News, PAC, Politics, Strength-In-Numbers, Uncategorized

NPMHU RELEASES SUMMARY OF TENTATIVE AGREEMENT ESTABLISHING TERMS OF 2016 NATIONAL AGREEMENT

The following is a summary of the tentative agreement reached between representatives of the NPMHU and the Postal Service to establish the terms of the 2016 National Agreement.


Term

The 2016 National Agreement will cover three years and four months, or 40 months, and will expire at midnight on September 20, 2019.

General Wage Increases

All career Mail Handlers will receive three general wage increases during the term:

—  the first, retroactively effective to November 26, 2016, will be 1.2%;

—  the second, effective on November 25, 2017, will be 1.3%; and

—  the third, effective on November 24, 2018, will be 1.3%.

For Mail Handler Assistants (MHAs), the general wage increases will be 1% higher per year, or 2.2% in November 2016, 2.3% in November 2017, and 2.3% in November 2018.  MHAs will not receive Cost of Living Adjustments (COLAs), but also will receive an additional 50 cents per hour in their base pay, set as another 9 cents per hour effective in November 2016, 20 cents per hour in May 2018, and 21 cents per hour in May 2019.  The Level 4 rate for MHAs that started in 2013 at $13.75, and has recently been $14.71, will immediately go to $15.12 per hour effective last month.  The Level 5 rate will be $15.94 per hour.  In 2019, the Level 4 rate will be at $16.21, and the Level 5 rate will be over $17 per hour.

Cost-of-Living Adjustments

All career Mail Handlers will receive seven cost-of-living adjustments, using the July 2014 CPI index as a base:

—  the first COLA will be retroactively effective in September 2016, and will be $21

—  the second COLA will be effective in March 2017

—  the third COLA will be effective in September 2017

—  the fourth COLA will be effective in March 2018

—  the fifth COLA will be effective in September 2018

—  the sixth COLA will be effective in March 2019

—  the seventh COLA will be effective in September 2019

All cost-of-living adjustments paid during the 2016 National Agreement will be rolled into basic salary immediately.

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 wild and largely unpredictable fluctuations in the rate of inflation, economists have great difficulty in accurately projecting the amount of these COLAs.  For example, the COLAs paid during the entire five-year term of the 2011 National Agreement averaged $183 per COLA, even though several COLAs were 0 because of minimal inflation in the economy.  If that average were to repeat itself during the term of the 2016 National Agreement, the COLA provision, by itself, would provide almost $1,300 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 increase more than expected, these guaranteed COLA payments could provide larger wage increases.

Overall Impact of Wage Increases

For a Level 4 Mail Handler at top step, the wage increases during the forty months of the 2016 National Agreement – not including COLA – will total $2,137, including $675 retroactively effective in November 2016; $731 effective in November 2017; and $731 effective in November 2018.  For a Level 5 Mail Handler at top step, these general wage increases – again not including COLA – will total $2,177 over the forty months of the contract, including $687 retroactively effective in November 2016; $745 effective in November 2017; and $745 effective in November 2018.  When projected COLA payments are added in at the consensus estimate of $250 per increase, at top step for career employees there will be an additional $1,750 in base wage increases – over and above the general wage increases described above – during the term of the 2016 National Agreement.  And, of course, protection against future inflation is precisely why the COLA provision remains an important component of the National Agreement.

For MHAs, at Level 4, the rate that was at $13.75 in 2013 and at $14.71 in 2016 will go to $15.12 per hour effective on November 26, 2016 and to $16.21 per hour in 2019, before the next round of bargaining.

No Layoff Clause

All career Mail Handlers employed as of May 20, 2016 will be protected against layoff or force reduction during the entire term of the Agreement, unless Congress repeals or significantly relaxes the Private Express Statutes.

Health Insurance

In 2017, there will be no change in the percentage of employee contribution to health insurance.  Starting in 2018, the Postal Service’s share of the cost of health insurance, which currently is 76% of the weighted average formula used by OPM for federal employees with a maximum percentage of 79.25%, will be decreased by 2%, and then there will be another 1% decrease in 2019.  Thus, the Postal Service will contribute 76% of the weighted average in 2017; 74% of the weighted average in 2018; and 73% of the weighted average in 2019.  For comparison purposes, the federal government pays 72% of the weighted average health insurance costs for federal employees, who receive exactly the same health insurance benefits.

In today’s dollars, a 1% increase in health care contributions is equivalent to an increase of approximately $70 per year for self-only coverage and between $100 and $160 per year for family coverage, depending on the particular health plan selected.  These amounts automatically are paid with pre-tax dollars, so the actual out-of-pocket cost to each Mail Handler should be less by the percentage of income taxes usually paid.

Night Shift Differential

A small 4 cents per hour increase in night shift differential will apply to all MHAs and during the first year of career employment for current and future career employees.

Clothing Allowance

There will be a 2.5% increase in clothing allowance during each year of the contract.

Employee Complement

The tentative agreement includes a one-time conversion of MHAs in installations which have 200 or more man years of employment, with the conversion to take place within 60 days of ratification.  As of the date of ratification, any MHA with 2.5 or more years as an MHA at that time will automatically be converted to full-time career status, without the need to serve another probationary period.  The parties at the National level also will meet one year later to discuss the possibility of another one-time conversion in early 2018.

The agreement also will reduce casual employees from 5% to 3% by installation, and in return will increase the percentage of MHAs by 3.5%.  This will mean approximately 1,400 additional members of our bargaining unit, which will be good for the employees who are new MHAs and good for the overall strength of the Union.

Holidays

MHAs will receive holiday leave pay for six holidays per year:  New Year’s Day, Memorial Day, July 4th, Labor Day, Thanksgiving, and Christmas.  This pay will be 8 hours per holiday in installations which have 200 or more man-years of employment and 6 hours per holiday in other offices.  And if MHAs work on a holiday, they will be able to choose annual leave rather than pay for the 8 or 6 hours.

Other Contractual Provisions

Article 4 will be amended to ensure that Local representatives will be notified and entitled to meet about deployment of any new automation or mechanized equipment, whether the machinery is local purchased or nationally deployed.

Any agreements to exceed the percentage caps on MHAs set forth in Article 7, by either installation or district, will require the approval of the National parties, much like local agreements to exceed the percentage cap on casuals.

A change in Article 8 will allow employees transferred or reassigned into an installation or into the Mail Handler craft to place their names on the Overtime Desired List immediately.

Another change to Article 8 will make clear that available and qualified casuals, MHAs, and/or PTFs will be working overtime before full-time regulars not on the list are forced to work.

A small change in Article 10 makes clear that requests for vacant weeks of vacation must be submitted no less than 7 days in advance, and not precisely 7 days in advance.

The MOU governing administrative leave for donations of bone marrow, stem cells, blood platelets, and organs has been amended to provide for leave in hours, rather than days, and to clearly cover PTFs, PTRs, and MHAs.

The definition of “parent” under the MOU on Bereavement Leave now will cover mother, father, mother-in-law, and father-in-law.

The parties have formed a Task Force on Sick Leave to discuss opportunities, beyond the annual leave exchange option (which will continue), to provide incentives for those Mail Handlers who do not use their sick leave.

The tentative agreement ensures that MHAs are covered by regulations governing wounded warrior leave for the first year of employment, pursuant to which veterans with a 30% disability can use up to 13 days of wounded warrior leave for medical appointments and treatment.  This benefit has since been extended to all current postal employees with a 30% or more disability, for the one year period from November 5, 2016 to November 4, 2017.

All MHAs who are converted after completing one year or more as an MHA will not have to serve another probationary period as a career employee.

The previous MOU on Relative Standing for MHAs, based on their date of hire, will be fully incorporated into the contract.

The previous MOU on Discipline of MHAs will be incorporated into the contract, stating that just cause requires that discipline be both progressive and corrective in nature and based on the individual facts and circumstances of each case.

The MOU on Filling Residual Vacancies, which has significantly increased the number of MHA conversions to career, will be incorporated into the contract, but with improvements over the existing MOU.  This revised version of the MOU continues the conversion process, but also allows MHAs to be converted as unassigned regulars rather than waiting for the E-reassign process to play itself out.

The parties have agreed to an MOU providing that the Article 12 Task Force will discuss the potential for offering MHAs conversion opportunities to any newly established or vacant part-time career positions within 50 miles, including PTR and PTF positions.

Under Article 12, no Mail Handlers, including MHAs, will be moved off of their assignment until all employees from other crafts performing Mail Handler work (under articles 7.2 or 13) are moved first.

A new MOU provides that the separation and reappointment of MHAs for lack of work, if they occur, will be based on inverse relative standing.

If employees from other crafts are involuntarily reassigned into the Mail Handler craft, they will be treated as detailed and not allowed to bid for the first 120 days, so that they cannot obtain bids in preference to Mail Handlers also being reassigned into the installation.

When Mail Handlers are being involuntarily excessed both into other crafts in the installation and to Mail Handler positions in other installations, a new provision will allow the senior employees to choose whether to stay in the installation or move to another.

Another change to Article 12.2G4 will mean that a Mail Handler who voluntarily reassigns to another craft in the installation and then returns within 90 days to the Mail Handler craft will not get credit toward seniority for the time actually spent in the other craft.

A change to Article 12.3B3 will require management to determine whether to revert vacant duty assignments and post those assignments for bid within the same 28 day period, thereby eliminating the Postal Service’s ability to postpone its reversion determination indefinitely, as management often does under the 2011 National Agreement and prior contracts.

The language of Article 12.3B12 has been improved, to require a temporary supervisor to return to the craft not simply for 14 consecutive days, but for at least one continuous pay period, before the temporary supervisor can bid or retain an existing bid.

A change to Article 12.6B2 will require local management, if and when it learns that an installation is released from withholding, in whole or in part, to notify the Union.

A new MOU provides that, if there is excessing from 200 man year facilities because only Part-Time Mail Handler work remains, the parties at the Regional level will be allowed to agree to create PTF positions to allow Mail Handlers to stay in that installation.

A revision in Article 15 will allow District violations of MHA caps to be grieved at Step 3 by the appropriate Regional Director.

The MOU on Purging Letters of Warning has been obtained again for all Mail Handlers, and it will apply to MHAs.

Article 38 is amended to provide that MHAs must be counted when determining the number of Mail Handlers and the frequency of labor-management committee meetings.

The tentative agreement makes permanent the rule that all new career employees, whether or not they are on probation, will be entitled to bid.

A revision to the MOU concerning on-the-job training instructors will provide that Level 5 Mail Handlers who train will receive Level 6 pay.  This has been a Union proposal for at least 25 years, finally obtained.

Changes to the MOU on Transfers, through the next version of the Contract Interpretation Manual, will provide that the 18-month and 12-month lock-in periods will not apply to Mail Handlers who are involuntarily reassigned to an installation, and to ensure that time as an MHA will count toward an otherwise applicable lock-in period.

A change in Article 17 will provide for orientation if a current postal employee is reassigned to the Mail Handler craft.

Article 30 is amended to establish the period for negotiations over Local Memoranda of Understanding to run for 30 consecutive days between March 1, 2017 and April 29, 2017.

The Article 32 MOU on Subcontracting has been continued, as the parties continue to discuss insourcing of work from the Surface Transportation Centers, the Mail Transport Equipment Service Centers (MTEC), and the bedloading or consolidation-deconsolidation centers.

MHAs will be covered by Article 35 governing alcohol and drug recovery programs and EAP.

All other MOUs and Letters of Intent have been continued, except for the Clean Air Act Committee, the Reassignment Made Pursuant to Article 12.6C6c, and the MOD-15 MOU, which have been deleted as outdated or obsolete.

The Joint Education and Training Fund will be continued, with additional funding of $1 million per year.

All other provisions of the 2011 National Agreement are being maintained, except for date changes or other cosmetic changes that may be necessary to accommodate the new contract.


DOWNLOAD: SUMMARY OF TENTATIVE AGREEMENT ESTABLISHING TERMS OF 2016 NATIONAL AGREEMENT

Action, News, PAC, Strength-In-Numbers, Uncategorized

NPMHU Issues Special Edition Bargaining Update

On December 16, 2016, the NPMHU and the Postal Service announced that they had reached a tentative agreement to establish the terms of their 2016 National Agreement. The agreement is subject to ratification by a majority vote of the Union’s membership. The balloting process will begin no later than early January, with a 30-day period for return of ballots.

The contract will cover a period of three years and four months. At its core, the tentative agreement will continue to protect the jobs and living standards of all career mail handlers employed by the Postal Service, both now and in the future. The agreement also has substantial improvements for more than 5,000 Mail Handler Assistants (MHAs).

  • TENTATIVE AGREEMENT PROVIDES 3 WAGE INCREASES AND 7 COLA PAYMENTS
  • NO-LAYOFF PROTECTION CONTINUES
  • MAIL HANDLER ASSISTANTS RECEIVE EXTRA ADJUSTMENTS
  • OTHER WORK RULES IMPROVED

 

Action, News, PAC, Uncategorized

NPMHU Issues Contract Update #10

NPMHU TELECONFERENCE FOR LOCAL UNIONS

SET FOR FRIDAY, DECEMBER 16, 2016

You are reading the latest Contract Update produced and distributed by the NPMHU during the course of 2016 negotiations.

National President Paul Hogrogian and National Secretary-Treasurer Mark Gardner today announced that they will hold a national teleconference with representatives of the Contract Administration Department and all NPMHU Local Union Presidents to discuss developments in ongoing contract negotiations between the NPMHU and the U.S. Postal Service over the terms of their 2016 National Agreement.

The nationwide telephone call with Local Presidents from all thirty-seven Local Unions will be held at 1:00 p.m. (eastern) on Friday, December 16, 2016.  Details about the teleconference will be sent separately to all Local Presidents.

Should a settlement be reached in the coming days or weeks, it will be subject to a ratification vote by all members, conducted in accordance with procedures adopted by the National Executive Board.

Action, Events, News, Politics, Strength-In-Numbers, Uncategorized

DON SNEESBY AND JUNE HARRIS JOIN EXECUTIVE BOARD

 

Officers and representatives from nearly every NPMHU Local Union gathered in Tucson, Arizona in early December to participate in the latest Semi-Annual Meeting of the Local Unions (SAMLU). The first order of business was the installation of officers comprising the NPMHU’s newly elected National Executive Board. NPMHU President Emeritus John Hegarty was on hand at the SAMLU meeting to officiate the ceremony to install all seven members on the National Executive Board (NEB).

This marks the start of a four-year term that will expire toward the end of 2020. Returning National Officers Paul Hogrogian, Mark Gardner, Lawrence Sapp, David Wilkin, and John Gibson welcomed the newest members of the NEB, June Harris and Don Sneesby, who recently prevailed in elections for Central and Western Region Vice Presidents, respectively.

MARK GARDNER ANNOUNCES RETIREMENT – TIM DWYER TO BECOME NATIONAL SECRETARY-TREASURER

After the installation ceremony, National Secretary-Treasurer Mark Gardner took the podium to announce his decision to retire effective March 31, 2017. Gardner spoke passionately about this very difficult decision. He updated SAMLU attendees on the status of many major projects pending at the National Office, such as finalizing the 2016 National Agreement and related dues and wage increases; negotiating the hotel contract for the 2020 NPMHU quadrennial National Convention in Denver, CO; converting the Union’s computer operations from the antiquated AS400 membership database to a new server based network system; completing internal audit and related 2016 LM-2 filings due on March 31, 2017; implementing a cloud-based e-mail server system to streamline and secure communications at a reduced cost; and completing OPM’s mandated accreditation of the Mail Handlers Benefit Plan. Gardner said, “I thought it was important for me to stick around to see these important projects to fruition. I will also be around to coordinate various transition issues with each of the departments in our National Office to ensure that my successor is prepared to hit the ground running on April 1st.”

President Hogrogian went on announce that, by a unanimous vote of the NEB, National CAD Representative and Shop Steward Trainer Tim Dwyer was selected to fill the forthcoming vacancy as National Secretary-Treasurer effective April 1, 2017. Before working for the National Office, Brother Dwyer served as both Treasurer and President of Local 301 in New England. Dwyer spoke briefly about the appointment. “I am deeply honored and humbled by the Board’s vote and support shown by this appointment. I have large shoes to fill. But I am looking forward to the opportunity and will work hard for you, brothers and sisters,” said Dwyer.

 

National President Paul Hogrogian then focused the meeting on his comprehensive report to the assembly, which focused on the activities of the National Union during the past several months. Hogrogian began his remarks with a substantive review of topics that directly impact the status of ongoing collective bargaining to include, the financial position of the Postal Service and its recent revenue surplus of approximately $200 million absent consideration of the unfunded balance in the retiree health fund. 

President Hogrogian also spoke about the status of Postal Reform legislation and likelihood of success in Congress’ lame-duck session. He went on to elaborate on the components of the consensus bill and its impact on facility closures and consolidations and its potential impact on national negotiations. President Hogrogian provided a comprehensive update on the status of collective bargaining noting that the Union and USPS have reached a tentative agreement on the majority of the contract issues. Due to the sensitivity of some unresolved issues, however, the NPMHU will release these contract specific details in a Special Edition Update. “We expect to have a contract worthy of a ratification vote in the very near future,” said President Hogrogian. These details will be shared with all Local Presidents by conference call, posted on the website, and distributed to all members very soon. Lastly, Hogrogian addressed the recent U.S. Presidential Election and impact of a Republican controlled House and Senate, not to mention the long-term impact of forthcoming Supreme Court appointments. “The next few years will be extremely rocky, and we will need to provide resistance at all levels,” said Hogrogian.

Following the National President’s report, National Secretary-Treasurer Mark Gardner provided his 48th and last finance presentation on a variety of topics, including the NPMHU financial statements for the quarter ending September 30, 2016; an updated presentation and analysis related to Mail Handler complement, with particular emphasis placed on the importance of organizing recently hired MHAs; a review of membership trends and revenue allocation among our Union’s affiliated organizations, including the revenue sharing program; and upcoming printing and meeting/training schedules.

Contract Administration Department Manager T.J. Branch then provided a report on the activities of that department since the last meeting of the Local Unions, addressing and taking questions on each of the following issues: cases pending at the national level; voting leave for primary caucuses; RI-399 — Jurisdictional Disputes; the Wounded Warrior Leave Act of 2015; the new vender for Flexible Spending Accounts; new Family Medical Leave Act forms; the new onboarding process known as Welcome to USPS (W2USPS); and new MTE Return Handling procedures initiated by the USPS.

 

On Saturday, December 10, 2016, the third day of meetings, the NPMHU conducted a comprehensive training program focusing on Local Memorandum of Understanding negotiations. National trainers Tim Dwyer, John Gibson, and T.J. Branch led discussions on a variety of important issues pertaining to the Union’s Article 30 rights to locally negotiate on 20 specific items.