APWU of Iowa
APWU of Iowa
PO Box 539
Des Moines, IA 50302
United States
ph: 563-599-7725
alt: 515-669-8046
info
Archives
A BUSINESS AGENT’S
PERSPECTIVE
Donald L. Foley
National Business Agent
Maintenance Craft
National Business Agent
Maintenance Craft
National Business Agent
Maintenance Craft
“Excess” This term, common in Postal Service jargon – far too common these days –
continues to carry its normal connotations. It means, of course, that something is outside
or beyond some controlling need or norm. It implies that something is unessential or less
than worthwhile. And it is this implication of unworthiness that adds to the impact of the
term when it is applied to persons. When Postal employees hear they are, or may be,
determined to be excess to the needs of a section or of the installation where they work,it is only natural these workers feel somehow demeaned. It is bad enough to know that
being determined excess means that a change is impending, it is made worse by theimplication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
implication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
implication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
it is only natural these workers feel somehow demeaned. It is bad enough to know that
being determined excess means that a change is impending, it is made worse by theimplication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
implication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
implication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
it is only natural these workers feel somehow demeaned. It is bad enough to know that
being determined excess means that a change is impending, it is made worse by theimplication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
implication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
implication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
continues to carry its normal connotations. It means, of course, that something is outside
or beyond some controlling need or norm. It implies that something is unessential or less
than worthwhile. And it is this implication of unworthiness that adds to the impact of the
term when it is applied to persons. When Postal employees hear they are, or may be,
determined to be excess to the needs of a section or of the installation where they work,it is only natural these workers feel somehow demeaned. It is bad enough to know that
being determined excess means that a change is impending, it is made worse by theimplication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
implication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
implication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
it is only natural these workers feel somehow demeaned. It is bad enough to know that
being determined excess means that a change is impending, it is made worse by theimplication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
implication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
implication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
it is only natural these workers feel somehow demeaned. It is bad enough to know that
being determined excess means that a change is impending, it is made worse by theimplication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
implication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
implication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
continues to carry its normal connotations. It means, of course, that something is outside
or beyond some controlling need or norm. It implies that something is unessential or less
than worthwhile. And it is this implication of unworthiness that adds to the impact of the
term when it is applied to persons. When Postal employees hear they are, or may be,
determined to be excess to the needs of a section or of the installation where they work,it is only natural these workers feel somehow demeaned. It is bad enough to know that
being determined excess means that a change is impending, it is made worse by theimplication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
implication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
implication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
it is only natural these workers feel somehow demeaned. It is bad enough to know that
being determined excess means that a change is impending, it is made worse by theimplication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
implication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
implication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
it is only natural these workers feel somehow demeaned. It is bad enough to know that
being determined excess means that a change is impending, it is made worse by theimplication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
implication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
implication that we are somehow of less worth.
Any employer will have inherent rights to determine whether – at any given time – the
workforce is larger than necessary to meet the employer’s needs. Without a Union
contract, almost any worker is subject to be “let go” as a result of a purely discretionary
decision of the employer. And not all Union contracts provide reassignment security in the
way the APWU contract does. Coupled with Article 6 provisions against lay off, the terms
of Article 12 for reassignment afford workers a level of job security not even imagined by
most American workers today. Unfortunately, that seems to be little comfort when it is ‘me’
who is on the receiving end of reassignment due to excessing. What may be of some
comfort is better understanding of how the process is supposed to work.
Maintenance Craft workers have had little reason to understand the intricacies of Article
12, because the changes in the Postal Service over the past forty years have generally
been to the advantage of Maintenance Craft jobs – not threatening to them. Times
change. The Postal Service’s present approach (self-destruction to advance the ideology
of privatization) includes the closing of offices where significant numbers of Maintenance
Craft employees work. And we need to understand how Article 12 provisions are
supposed to work to our benefit.
It is tremendously important to understand that the effects of Article 12 provisions are very
much different for Maintenance Craft workers from the effects on employees of the other
Crafts. The general provisions – to keep the impact minimal, to provide appropriate
notification, etc. – apply to everyone. The specific provisions that apply to Maintenance
Craft workers are generally limited to the terms of Article 12, Section 5.C.4. and Section
5.C.5. That being the case, it is a common mistake to read other portions of Section 5 and
try to make sense of their impact on Maintenance Craft workers.
No brief article can fully describe all the details of the workings of Article 12. This will be
no such attempt. However, some of the most significant elements of excessing and
reassignment can be addressed here. But I will limit this to discussion of the situation in
which the Service determines that it needs to reduce the size of the Maintenance Craft
complement of an installation by employing the provisions of Article 12.
Over the Coles
By Lance Coles, Editor
A Gaggle of Supervisors
I’ll get that raise, by hook or by crook. At an office during the Voice of the Employee (VOE) mailings, one manager was not very happy that most of the employees were throwing away their VOE letters and not filling them out and sending them back.
The union has been told may times, by many managers that we are not required to fill out the forms. The letters are addressed to an individual employee and once given to them, they become the property of that employee. If they want to smoke the letter, make paper airplanes, or throw it away – it is their choice.
Now one manager got a little to creative – and wasteful. This manager brought in a gaggle of supervisors to sit one-on-one with each employee and verbally ask the questions. At which time the inquisioning supervisor then wrote down the answers – of those that played along.
I guess if you can’t make the employees play along, then you make up the rules, and send in surveys that are not legit.
First off if this manager is that concerned about the VOE and their job, may they just need to do their job – right – and get the mail out. Second was this a good use of a gaggle of supervisors. My opinion is yes – if there is a gaggle in one place, then that means they are not off somewhere else trying to impress someone with BS.
Why doesn’t the USPS just accept the fact that we trusted you once and filled out your surveys then you used them against us at the bargaining table. We are not going to get burned again. Give up on the VOE and talk to the union if you want to know how the bargaining unit thinks and feels.
But I would like to see a gaggle of supervisors out hovering around – they are less harmful in packs.
A shame but now surprise.
The national union elections are over, and there were no upsets – even though there should have been.
The real sad part of the elections is that so few people voted. Again this is now surprise – just a disappointment. Nationwide 30% of the eligible union members voted
I don’t think the people are apathetic, I think they just don’t think it is a big deal. What I mean is that we take such good care of our members that they think we will take care of them on this issue.
The fact is we do take care of our members. They do look at us like an Insurance program instead of the union. We do not involve our members and do a terrible job of getting them involved in union activities.
The APWU is one of best-organized union in the Federal Sector, yet a majority of out members are not active.
The only way we will get more to vote is to get them more involved.
A union is not just one – it the whole.
I certainly hope that this percentage is not an indication of how you union members will vote in November of 2008!
Everything is Unscheduled
"Our position is that is not possible for an employee to be scheduled to work and scheduled for leave, therefore all request for leave in advance is unscheduled"
That may not be the exact quote, but it is the gist of the position.
The situation is where an employee submits a leave request for SL, in advance. For a doctor appointment several days from now. The supervisor is now approving the leave, but making it unscheduled. The postal manuals states that unscheduled leave is "any absences from work that are not requested and approved in advance." There are Management Instructions (MI) that clearly explain how it is possible for someone to be scheduled to work – as we all are – and yet have schedule leave. If this were not possible, why would the option for scheduled leave even be in the postal manuals?
This person did ask in advance, did give management time to make arrangements to cover the leave. They could have denied it or ask for it to be rescheduled if possible. But they can not approve the leave in advance and then tell the employee it is unscheduled.
The real good part to this unfortunate story is that the postmaster and supervisor put this language on paper and signed it. They are negotiating without sitting at the table with the union. They are making unilateral changes in policy.
Over the Coles
Damn I’m tired – aren’t you?
It’s a long hard day; day-in and day-out pulling APC’s loaded with mail weighing in over 1200 pounds. Lifting boxes and bags hour-after-hour, something short of hard labor.
What about those that walk on the hard workroom floor, mile-after-mail, emptying bins and full boxes or tubs. What about those that move equipment around all day long, making sure that the mail gets to its destination on time. And don’t forget those dog-chased, weather beaten employees that deliver the mail to homes and business – I bet they are tired too!
I believe the being tired was meant to me, physically tied – like worn out. Sweaty, dirty hard-days-night type tired. Not the mentally tired that would be more associated with supervisors and management. And I question that many of them are even mentally tired – that would require a lot of thinking.
I know we all know of some in management that remind us of the Far Side cartoon where the person is pushing on the door that states "pull" to open. There is no doubt that person is physically tired.
One of the new Postal mantras is – and I paraphrase – If you are not tired when you go home, then you have not done your job – or something-profound statement like that.
I challenge any manager or supervisor to do the work of any clerk, mailhandler or letter carrier – for a day – they would be tired!
The average age of most postal employees is well over 40 – and pushing the 50 range – some just won’t leave. So I know that after a day of moving, lifting, reading, billing and sending the mail on – I am tired! I am over 50 and I am not able to work like I did 25 years ago, when I worked 12 hours, went to college, raised a family and worked for the union, my postal job alone leaves me tired enough now.
But what I find really tiring is the phony pep talks about working harder… go home tired.
I’m getting tied of writing the word tired.
Next we will be giving out letter for our postal jackets – where we letter for the team – win one for the gipper – more appropriately take one in the gipper (not sure what a gipper is, but it sounder good).
You know the coach talk in the locker room, were just one win away from the big one. The victory we all have fought so hard to get (or at least the one they want so they get their bonus). Let’s Go Team!
We’re not a team and have not been one since the USPS decided to become a business forgoing the name sake "service".
Most of us work hard, and give a fair days work for a fairs day pay. It doesn’t matter if we leave tired or not – we do our jobs – I can’t say that about management.
We are not given the tools to do it better or more efficient, we just hear "do it" because we said so.
Most of management is afraid to accept suggestions of criticism from the workers – the craft – the tired workers. Is it out of fear of being seen as week or inefficient – too late?
We are tired of the phony crap from ties and skirts who have a room full of paper, data and BS that says this is the best way.
We are tired of supervisors who so do it because I said so – not reason or rational given when asked – remember someone made them a boss. Or they tell us we have to do this because their boss said so – the buck stops here – or really is passed here.
We are tired of new managers who roll in to town like the new sheriff, shiny new badge, full of new ideas (really just old one that didn’t work last time), full of threats and Vaseline. Taking away rights and privileges – just because they can. We’re tired!
When can we get back to our jobs – so we can get tired – our jobs of providing service – putting that first? When can we make this a place that was enjoyable to work at, and not afraid to tell people where we work. Once we get back to the postal service – not the postal business – then we can all go home tired!
And then God created Postmasters
I think this is part of the good book, which left out, but somewhere it was written that on the 6th day God created postmasters.
No really think about it. The next part is then God rested – it was Sunday!
Postmasters don’t want to work on Saturdays – you should have heard them years ago when the red laws and then district manager, made many of the postmasters work on Saturdays – you would have thought it was Armageddon.
Nothing much has changed – they still don’t want work on Saturdays, as most of us don’t – but the catch for the small office employees is that there isn’t some to cover them when they want to take annual leave on a Saturday – to actually get two days off – most have to rely on their postmaster or and officer-in-charge (OIC) or the new casual – Postmaster Relief (PMR’s).
Well as you can tell by the gist of this article – postmasters think Saturday is their day – so for most clerks – Saturday if a forbidden day to the lonely associate office clerks.
It seems like even if the clerk puts in for a Saturday weeks, months in advance, the postmaster has leave that week, or a convention or something, so the clerk is denied. Or they have them on hold waiting for a large office to tell them if the clerks are going to be forced to drive far from home to work in a large office – an office that has revered bids, abolished jobs and no longer can have PTF’s (Not that they ever know how to use them right either).
Many clerks in these small offices lose annual leave because they are not able to take it – especially on Saturdays. Some even have a difficult time getting a week off – to include the weekend – you know they include the postmaster creation day – Saturday.
I’m sure we will here that the world is about to end, just as soon as the union shows up in these small offices establishing agreements between the union (the employees) and the postmasters – for things such as leave – including Saturdays!
My guess is these postmasters will have meltdowns and take out all their frustrations on the clerks – you know cut their hours, harass them and deny their leave – so we have to grieve it – such is the life of a small office. They don’t admit to ever doing this – but we all know better!
Things are about to change!
Maybe I misread the good book, and Saturday wasn’t the day the postmaster was created – but it will soon be a day they will have to work – like it or not!
And then God created Unions – to look out for those that need assistance. (Even those that don’t pay dues!)
"Whenever you find yourself on the side of the majority, it’s time to pause and reflect." Mark Twain.
Iowa Postal Workers Union, APWU, AFL-CIO
Be Union - Buy Union
The Iowa Postal Workers Union is a part of the American Postal Workers Union (APWU) AFL-CIO.
The Iowa Postal Workers Union (IPWU) affirms its belief in a single union of all Postal Workers in non-supervisory levels and will work to achieve this goal.
The IPWU educates our membership through use of seminars and specials class as well as through media outlets such as the Postal Solidarity (The Iowa Postal Worker paper is a part of this joint effort.)
The IPWU works towards educating the general public on the history of the Labor Movement.
The IPWU will work for the election of candidates - regardless of party - who favor pasage of improved legislation in the interest of all labor. To work for the repeal of laws which are unjust to labor and Postal workers, such as the denial of the right to strike and denial of the right to support political cadidates of their choice.
The IPWU will represent all members in every way possible with issues dealing with, but not limited to grievances.
The IPWU will continue to organize the unorganized.
APWU of Iowa
PO Box 539
Des Moines, IA 50302
United States
ph: 563-599-7725
alt: 515-669-8046
info
