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Unemcumbered
2315-04XX) DISTRIBUTION CLERK--LEVEL 5 |
| |
| | BARGAINING UNIT QUALIFICATION STANDARD 2300h
(2310-01XX) CITY OR SPECIAL CARRIER--LEVEL 5
(2315-04XX) DISTRIBUTION CLERK--LEVEL 5
(2340-04XX) POST OFFICE CLERK--LEVEL 3
(2310-53XX) SPECIAL DELIVERY MESSENGER--LEVEL 5 |  |
DOCUMENT DATE: November 30, 1987
FUNCTION:
A City or Special Carrier or a Special Delivery Messenger is responsible for the prompt and efficient delivery and collection of mail on foot or by vehicle under varying conditions in a prescribed area within a city. As representatives of the Postal Service, these employees maintain pleasant and effective public relations with customers. This requires a general familiarity with postal regulations and procedures commonly used and with the geography of the city.
A Distribution Clerk separates mail in a post office, terminal, airmail facility, or other postal facility, in accordance with established schemes, including incoming and/or outgoing mail.
A Post Office Clerk sorts incoming and dispatches outgoing mail for a small number of points of separation and destination; provides a limited number of services at public windows in an office with fewer than 190 revenue units annually.
DESCRIPTION OF WORK:
See the Standard Position Descriptions for the Occupation Codes given above.
Clerks sort and distribute mail to post offices and to carrier routes in accordance with established schemes. They may also perform a variety of services at public windows of post offices, post office branches, or stations. They perform related duties as assigned. The work involves continuous standing, stretching, and reaching. Clerks may be required to handle heavy sacks of letter mail or parcel post weighing up to 70 pounds.
Carriers and Special Delivery Messengers are responsible for the prompt and efficient delivery and collection of mail on foot or by vehicle under varying conditions in a prescribed area or on various routes. They may be required to drive motor vehicles in all kinds of traffic and road conditions and to deliver parcel post from trucks and make collections of mail from various boxes or other locations. They may be required to carry mail in shoulder satchels weighing as much as 35 pounds and to load and unload sacks of mail weighing up to 70 pounds. They must serve in all kinds of weather.
REQUIREMENTS:
No experience is required. All competitors must take Postal Service Test 470, Configuration 1. The test subjects will be of the following types: (1) memory for addresses and (2) address checking. Competitors will be rated on the written examination on a scale of 100 and must attain a rating of at least 70.
PHYSICAL REQUIREMENTS:
A physical examination will be required before appointment. The examination must show that the:
Applicants are physically able to perform efficiently the duties of the position, which require arduous exertion involving prolonged standing, walking, and reaching, and may involve the handling of heavy sacks of mail. In most instances the absence of arm, hand, leg, or foot will not disqualify an applicant for appointment, although it may be necessary that this condition be compensated by use of a satisfactory prosthesis. Distant vision must test 20/40 (Snellen) in one eye, corrective lenses permitted. The ability to read without strain printed material the size of typewritten characters is required. Corrective lenses are permitted. For clerk positions required to perform a variety of services at public windows, the ability to hear the ordinary conversational voice is required, with or without a hearing aid. Color vision is not required for these positions. Applicants must possess emotional and mental stability.
Applicants will be disqualified for appointment if they have an irremediable defect or incurable disease which prevents efficient performance of duty or which renders them a hazard to themselves, fellow employees, or others. Remediable defects or curable diseases will not exclude a person from examination, but proof that such conditions have been remedied or cured must be received during the life of the eligible register before persons otherwise qualified may be considered for appointment.
For positions requiring the driving of vehicles weighing less than 10,000 pounds (GVW), applicants must have vision of 20/40 (Snellen) in one eye and be able to read without strain printed material the size of typewritten characters. Corrective lenses are permitted. The ability to hear is not a requirement for drivers of vehicles weighing less than 10,000 pounds (GVW).
ADDITIONAL PROVISIONS:
The duties of newly appointed part-time clerks and carriers are at times interchangeable.
Clerks, Carriers, and Special Delivery Messengers act as representatives of the Postal Service. They must maintain pleasant and effective public relations with customers and others, requiring a general familiarity with postal laws, regulations, and procedures commonly used and with the geography of the area.
These employees at any time may be assigned to work in places exposed to public view. Their appearance influences the general public's confidence in and attitude toward the entire Postal Service. Employees appointed under this standard are therefore expected to maintain neat and proper personal attire and grooming appropriate to conducting public business, including the wearing of a uniform when required.
For positions requiring driving, applicants must have a valid state driver's license, and demonstrate and maintain a safe driving record. Applicants must pass the Postal Service road test to show the ability to safely drive a vehicle of the type use on the job.
Principal Assignment Area (PAA)
What follows is information, documentation and arbitration awards which support the requirement in Article 37.3.E.5 that a PAA be included on all posted duty assignments.
The PAA must include the duties as well as the area. It is not sufficient to merely state a station or a branch as the PAA.
The settlement of case Q90C-4Q-C-C 93034647 makes it clear the reason for a PAA is "to provide relevant information to employees who are interested in bidding for jobs in order that they make an informed decision when deciding to bid jobs."
That position is clearly supported by the Q & A on Mail Processing Clerk and the attached regional awards and handbook citations.
Our members deserve to know more than the hours and off days of a duty assignment when they are bidding. We must enforce the agreement and require that all duty assignments are worked the way they were bid. Otherwise our bidding procedure is nothing more than a sham.
Other Duties as Assigned
Problem: The Union grieved the inclusion of the phrase "other duties as assigned" on duty assignments postings when it is not in the Standard Position Description. There was abuse by some supervisors who viewed this phrase as giving then the ability to assign any work they chose to employees e.g. adding window duties to a mail processing clerk.
The Union has taken the position that when work is assigned to clerks for duties not in their position description, it must be done in accordance with Article 7, Section 2 and other applicable provisions of the Agreement.
This settlement reiterates the posting requirements in Article 37.3.E, including "principal assignment area" This allows clerks to make an informed decision when bidding for jobs.
Finally the settlement makes clear the phrase "other duties as assigned" cannot conflict with the Agreement and other memoranda, e.g. "day to day seniority" for mail processing clerks.
Pre-Arbitration agreement Q90C-4Q-C-C 93034647 dated 10/29/02
Reversion Guidelines Central
Plains
REVERSION GUIDELINES
The different crafts have different contractual requirements that must be followed when a position is either under consideration for reversion or actually is reverted. Therefore, each craft has its own section in this SOP. The rural craft is not referred to because reversion is not mentioned in the rural contract.
However, regardless of craft, when a position becomes vacant, if the manager believes the position may need to be reverted, he/she must notify the facility’s Labor Relations Specialist.
Clerk Craft
1) A decision on whether to revert or post a position must be made no later than 28 days after the position becomes vacant.
2) If a facility is considering reverting a vacant position, the Postmaster/Manager/Designee must notify the union that the position is being considered for reversion, and allow the union an opportunity for input. This notice must be in writing to the union via a letter to the local union president, using certified return receipt for one letter and delivery confirmation for the 2nd copy. This notice must notify the union what position is being considered for reversion. The position will be identified by job title, job number and station name or section/tour. The letter must be sent out timely so the union has sufficient time to receive it, review it and respond to it, and we have time to consider their response before the position is vacant for 28 days (a template of this letter can be found on the Central Plain’s HR website under Labor Relations) . A guideline is to notify the union that the position is being considered for reversion within 7 days of it becoming vacant. A copy of this letter and the signed return receipt will be kept by the PM/ Manager/Designee. It is imperative that the union be notified that a position is under consideration for reversion as soon as possible after the position becomes vacant.
3) If the union does respond to the PM/Manager, the manager will consider the union’s argument before deciding to revert the position. If the union does not contact the manager, the manager will decide whether to revert the vacant position or not. A final decision whether or not to revert the position must be made within 28 days after the position became vacant.
4) If a decision is made not to revert the position, the PM/Manager/Designee must immediately post the position.
5) If a decision is made to revert the position, the reversion notice found on the HR website under Labor Relations must be filled out by the PM/ Manager/ Designee. This Notice must be posted in the facility of the reverted position within the 28 day timeframe. The notice should be posted for at least ten (10) days, and the date it was posted should be written on the notice. A copy of this reversion notice must be sent via certified return receipt to the local union. A copy of the reversion notice must also be filed in the facility in case it is needed for a future grievance.
6) The PM/Manager/Designee must complete the necessary worksheet and send to Human Resources Shared Service Center (HRSSC) to process the reversion.
8) If the decision is not to revert the position, this decision must be made to allow enough time for the position to be posted within 28 days.
Maintenance Craft
1) Vacant duty assignments must be posted by a notice of intent within 30 days from when the vacancy occurs. If a duty assignment has not been posted by the 30th day after the position became vacant, the PM/Manager/Designee must inform the union in writing why the duty assignment is being withheld. This written notice must be given to the union no later than the 30th day after the position becomes vacant. This notice must be sent to the union, by local management, via certified return receipt, with a copy of both the notice and the signed return receipt being kept at the local office in case it is needed for a future grievance (a template of this letter can be found on the Central Plain’s HR website under Labor Relations).
2) If the vacant duty assignment is reverted, a notice must be posted within 10 days (the reversion notice to be filled out is found on the HR website under Labor Relations) of the decision. This notice must give the reason(s) for the reversion. A copy of this posting must be sent to the union, by local management, via certified return receipt, with a copy of both the notice and the signed return receipt being kept at the local office in case it is needed for a future grievance.
3) The PM/Manager/Designee must complete the necessary worksheet and send to Human Resources Shared Service Center (HRSSC) to process the reversion decision.
4) A decision to revert or not revert must be made within 40 days of the position becoming vacant.
Motor Vehicle Craft
1) Vacant duty assignments must be posted or reverted within 28 days from when the vacancy occurs.
2) If the decision is made to revert the position, a notice is posted by a supervisor/manager immediately upon that decision being made. The reversion notice must state what position has been reverted and the reason(s) for the reversion (the reversion notice to be filled out is found on the HR website under Labor Relations). PM/Manager/Designee must be informed immediately if a position is reverted, or if a position is being considered for reversion.
3) The local union must be given a copy of this posted notice. To serve as proof that the local union was given a copy of this notice, local management must send the notice to the union via certified return receipt, with a copy of both the notice and the signed return receipt being kept at the local office in case it is needed for a future grievance.
4) The PM/Manager/Designee must complete the necessary worksheet and send to Human Resources Shared Service Center (HRSSC) to process the reversion decision.
5) If the decision is made not to revert the position, the decision must be made to allow enough time for the position to be posted within 28 days.
Mail Handlers
All vacant duty assignments must be posted for bid within 10 days after management has determined a position will not be reverted.
If the decision to revert will be made within 30 days of the position becoming vacant, then:
1) A reversion notice is posted by local management in the facility of the position being reverted. The notice must state the action being taken and the reasons for the action (the reversion notice that is to be filled out and posted is found on the HR website under Labor Relations). The PM/Manager/Designee must provide the local union official with a copy of this notice via certified return receipt. A copy of the reversion notice and the signed receipt must also be filed in the facility in case it is needed for a future grievance.
2) The PM/Manager/Designee must complete the necessary worksheet and send to Human Resources Shared Service Center (HRSSC) to process the reversion decision.
If the decision to revert will be made outside 30 days of the position becoming vacant, then:
1) The PM/Manager/Designee will send a letter, via certified return receipt, informing the union why the position is not being posted and the anticipated length of time the position will remain vacant. A copy of this letter and the signed return receipt will be kept by the PM/ Manager/Designee. This written notice must be given to the union no later than the 30th day after the position becomes vacant (a template of this letter can be found on the Central Plain’s HR website under Labor Relations).
2) If the ultimate decision is to post the position, the position must be posted within 10 days of the date the decision was made, and no later than 40 days after the position became vacant. This decision must be made to allow enough time for the position to be posted within 40 days.
3) If the ultimate decision is to revert the position, local management must post a reversion notice in the facility of the position being reverted. The notice must state the action being taken and the reasons for the action (the reversion notice that is to be filled out and posted is found on the HR website under Labor Relations).
4) The manager must immediately send a copy of this reversion notice to the union via certified return receipt. A copy of the reversion notice and the signed return receipt must also be filed in the facility in case it is needed for a future grievance.
5) The PM/Manager/Designee must complete the necessary worksheet and send to Human Resources Shared Service Center (HRSSC) to process the reversion decision.
NALC
1) A decision to revert or not to revert a position must be made no later than 30 days after the position becomes vacant. If a vacant position is not being considered for reversion, it must be posted within 14 days of the position becoming vacant.
2) If a facility is considering reverting a vacant position, Postmaster/Manager/Designee must send a letter to the union, via certified return receipt, notifying the union what position is being considered for reversion. The position will be identified by job title, job number and station/office name or section/tour. A copy of the letter and the signed receipt must be filed in the facility in case it is needed for a future grievance (a template of this letter can be found on the Central Plain’s HR website under Labor Relations).
3) If the ultimate decision is to post the position after reversion was considered, the union must be notified of this decision by letter. A copy of the letter and the signed receipt must be filed in the facility in case it is needed for a future grievance. This decision must be made to allow time for the position to be posted within 30 days of it becoming vacant.
4) If the ultimate decision is to revert the position, the designated manager must send a written notice to the local union advising them what position(s) is(are) being reverted. The manager must immediately send this reversion notice to the union via certified return receipt. A copy of the notice and the signed return receipt must be kept at the local office in case it is needed for a future grievance.
5) The PM/Manager/Designee must complete the necessary worksheet and send to Human Resources Shared Service Center (HRSSC) to process the reversion decision.
DOCUMENTATION
To increase the likelihood of prevailing in arbitration, management must produce documents, not just arguments, in support of its decision. The documents or reports that must be reviewed and provided in the grievance file if relevant can include the following:
TACS reports – is there stand-by time before reversion? Is there OT increase after reversion? If so, how much? Any increase in PTF/ TE/ casual hours after reversion? If so, how much?
Volume reports – total mail volume, cased volume, distribution volume, percent to standard performance, window transactions,
Performance/Productivity reports – 3999, 1838C, end-of run reports.
Any evidence of operational changes, including new equipment, change in mail arrival/dispatch times. The closer a reversion or abolishment is in time to the operational change, the stronger the operational change argument.
PRINT/SAVE 
